DIVERSITY AND INCLUSION RESOURCES AND TOOLKITS
The purpose of the Diversity and Inclusion Tech Project is to increase the attraction, retention and advancement of women, Indigenous peoples, people with disabilities, people of colour, newcomers to Canada, and individuals who identify as LGBTQ/2S in addition to all under-represented groups in skilled occupations in B.C.’s technology sector.
Girls and women are systematically tracked away from science and math throughout their educations, limiting their training and options to go into these fields as adults.
Canada, a global leader on gender equality, has seen progress stall over the past 20 years. Further tapping into women’s potential could reenergize Canada’s economy and its businesses.
Over the past 15 years, as the Anita Borg Institute has worked to improve the representation and advancement of women in computing, we’ve learned how important it is to retain women in the technical career pipeline.
A strong diversity and inclusion strategy can help your organization attract top talent and drive innovative results. Here’s how to launch a D&I initiative that works.
For diversity practices to be successful, you also need to facilitate an inclusive work culture. In recognition of Celebrate Diversity Month at Ceridian, we asked our employee resource group leaders for some ways employers can take action right now.
In the wake of major social and political changes over the past decades, leading companies are taking steps to increase diversity, equity, and inclusion. Yet Progress Toward Gender Parity in most sectors remains tepid. Programs designed to increase diversity and inclusion in the workplace often fail. So that leads to a natural question: What’s actually working?
VIEW FIVE KEY INSIGHTS that can serve as tools for those looking to make their workplaces more diverse, more thriving places.
Workplace diversity has become a hot button issue and a top priority for recruitment departments.
A recent survey by the Society for Human Resource Management (SHRM) found that 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates. Achieving greater diversity in the workplace is not just a noble and compliance-related goal.
Diversity in the workplace statistics show that most companies need to desperately consider aspects of inclusivity to create a diverse workforce.
Employers use diversity, equity and inclusion (DE&I) initiatives for both compliance obligations and to increase the overall bottom line with a more diverse, equitable and inclusive workforce.
The Paradigm for Parity® coalition is comprised of business leaders, board members and academics committed to addressing the corporate leadership gender gap. The coalition is differentiated by three factors: (1) a commitment from the top, (2) a clear plan of action that drives impact, and (3) mutual accountability for measurable results. It is the first organization of its kind to outline a specific set of actions that, when implemented concurrently, will accelerate the pace of achieving gender parity. The Paradigm for Parity® 5-Point Action Plan will catalyze change and enable committed companies to more effectively increase the number of women of all races, cultures and backgrounds in leadership positions.
We believe that enhancing the numbers and impact of women in senior executive positions will provide the pipeline for sustained gender balance on boards. The Alliance is committed to partnering with businesses, investors, governments and regulators in addressing this essential aspect of the ecosystem.
When you’re growing rapidly, it can be incredibly easy to default to what’s “easy.” When startups do this, they tend to build a team of people who are fairly homogeneous and usually looks like the founders. If you build a diverse team with inclusive values and process from the beginning, it will be easier to continue growing a diverse team over time. By contrast, it’s really difficult to reverse course when you’re larger.
Building a workforce that’s representative of the diverse and global customers we serve is not only morally correct, it’s a business imperative. Homogenous companies can easily fall prey to groupthink and talent shortages. Both are bad for business. Inclusive companies innovate at the highest levels and have incredibly positive employee engagement and retention. Both drive positive business outcomes.
The research that feeds our reports and toolkits zeros in on the topics of diversity and inclusion, and employment equity, identified as the most pressing issues in Canadian workplaces, according to our key contacts at our Employer Partners. We partner with leading academic institutions on our research publications where there are overlapping areas of study.
STEM SCHOLARSHIPS AND BURSARIES
ASTTBC Foundation provides thousands of dollars annually to support students in ASTTBC recognized programs. Here are the programs eligible for ASTTBC Foundation bursaries and awards. Students should apply through the Awards Office of their college or institute or check with their instructors. To be eligible to receive an ASTTBC Foundation bursary or award, applicants must be a full-time student and a registrant of ASTTBC. ASTTBC Student Membership is FREE for students registered in a full-time technology program recognized by ASTTBC.
4 awards available to female students currently enrolled full-time in an accredited Engineering Program within Canada and cannot be in their final year of study.
To help attract women to careers in manufacturing CME in partnership with Fiera Foods established a scholarship awards program for women in manufacturing. This scholarship was created to support the education of women who are planning to pursue a career in manufacturing.
FIRST Robotics Canada recognizes the tremendous benefits of diversity, and since its inception in 2001 has encouraged equality and inclusion in all its programs. FIRST Canada and the Murai family are proud to announce the “Canadian Women in STEM Award” scholarship of $10,000 to encourage and support high school girls who wish to pursue post-secondary education and a career in a STEM field. The ideal candidate would be someone who has demonstrated strong leadership, is fanatical about science and technology and wants to motivate positive change in the community.
The Cox Scholarship, sponsored by the ASA Committee on Women in Statistics and Caucus for Women in Statistics, was established in 1989 to encourage more women to enter statistically oriented professions.
Two scholarship recipients are selected each year: one to a woman in or entering the early stages of graduate training (MS or PhD) and one to a woman in a more advanced stage of training. Scholarship recipients receive a certificate and $1,000.
John Evans, P.Eng was a Director and Vice-President of the Foundation, a committed supporter of women in engineering and a CEMF scholarship judge. His legacy included a donation for an award to be made to a young Canadian woman entering an accredited engineering program in Canada from high school and it is not based on academic achievement. This $5,000 award also includes a potential summer engineering work placement opportunity with Fortis Inc. at one of their Canadian utilities, after your second or third year of study.
One-year $5,000 scholarship available to a female undergraduate engineering technology student enrolled full-time in a post-secondary educational institution and pursuing a bachelor or an associate degree in a course of study which has traditionally been a preparatory curriculum for the HVAC&R profession.