Workshop Materials
Battling bias: How technology can level the playing field in hiring
Kate Glazebrook, CEO & Co-Founder, Applied
Applied is a people platform that uses behavioural and data science to remove bias from hiring decisions. Designed within the Behavioural Insights Team, Applied helps organisations find the best person for the job. This workshop will aim to bring some of the science to life, working with participants to explore how our brains can sometimes misfire when we evaluate others, but more importantly, how simple changes can often have big impacts to ensuring the right candidate gets a fair shot at the job. Data and evidence from some of Applied's 100,000 candidate applications will be shared and participants will be introduced to ways that technology can help, not hinder, the fight for gender equality.
Combatting implicit bias to engender success in STEM
Dr. Toni Schmader, Director, Engendering Success in STEM (ESS), University of British Columbia & Canada Research Chair in Social Psychology & Tara Dennehy, Postdoctoral Research Fellow, University
Implicit biases that associate science and engineering with men constrain women’s interest and ability to advance in these fields. This workshop will identify these biases and demonstrate how they are distinct from our motivations and intentions. Participants will be provided with an evidence-based overview of how implicit biases affect the choices women make and the way these women are perceived in the workplace. Finally, workshop participants will brainstorm specific actions we can take as individuals or in our organizations to prevent the effects of these biases on women’s ability to advance and excel. Through a series of guided discussions, interactive demonstrations, and activities, participants will come away with a more evidence-based understanding of how to be an ally for women and other underrepresented groups.
Project Rise: Realizing Identity-Safe Environments (Flyer)
Project Rise: Realizing Identity-Safe Environments
Project Rise: Cultivating Collaborative Cultures
Bias Busting Strategies for Individuals
Addressing gender equity using the systemic discrimination lens
Dr. Shaheen Azmi, Director, Ontario Human Rights Commission
This workshop will review human rights systemic discrimination approaches to identifying and addressing workplace gender equity issues. It lays out the legal and policy definition of systemic discrimination, details a diagnostic model for identifying and addressing systemic discrimination, and provides participants opportunities to explore application of the systemic discrimination approach in work settings.
Strategic leadership on diversity and inclusion: Tackling “privilege” and “unconscious bias”
Wendy Cukier, Director & Founder, Diversity Institute, Ryerson University
Leading edge organizations recognize that improving diversity and inclusion is a journey that goes beyond human resources departments. While a comprehensive strategy with measurable targets is essential, driving cultural change requires engaging hearts as well as minds. Research shows that good intentions are often insufficient to drive change and that many diversity and inclusion strategies face an “implementation gap”. Recognizing how multiple factors in complex systems both drive and impede change, this workshop will examine specific and measurable actions leaders can take to build a more inclusive culture.
Filling the Female Talent Pipeline – How to support women in the advancement of their careers
Linda Torry, Manager, Business Development & Sales Initiative for Women in Business (IWB), Rotman School of Management, University of Toronto
The Rotman Initiative for Women in Business (RIWB) has been supporting women in their careers for over a decade through best practice sharing, workshops, programs, and mentoring. The programs support women in various stages of their careers to develop strong leadership skills and build that all-important network. This workshop will provide an overview of the Initiative for Women in Business portfolio, with a particular focus on the successful Back to Work program. Returning after a career break can be challenging, but this is a relatively untapped talent pool that has a great deal to offer. This is the missing link to keep the female talent pipeline well filled into the senior ranks. Returnship programs have started to gain popularity in the US, as the War for Talent is heating up. The Canadian labour market and society can gain significantly by empowering women to return to their careers. The RIWB partners with organizations who are interested in supporting the program and gaining access to this talent pool.
Engaging Men as Agents of Change
Vandana Juneja, Vice-President, Asia Pacific & Global Growth Markets, Catalyst
In order to move the needle meaningfully on gender equality in the workplace it is imperative to involve men as partners and advocates. Research shows that when men are actively involved in gender diversity 96% of companies report progress, and when they are not only 30% show progress. In this workshop, participants will learn about the real and perceived barriers holding men back from engaging in equity and inclusion discussions, and how these can be overcome through true gender partnership. Participants will also hear about Catalyst’s Men Advocating Real Change (MARC) program, designed to help men become influential role models with their male peers and act as agents of change to create and foster inclusive workplaces. The goal of the MARC program is to enable emerging and senior male leaders to develop critical inclusive leadership strategies, sharpen awareness of inequalities, unconscious biases and privilege, and hone skills to make lasting impact
Policy approaches to address gender inequality: What should you know for your workplace?
Gertrude Zagler, Director, Workplace Equity Division, Labour Program & Lori Straznicky, Director, Pay Equity, Labour Program
There have been a number of legislative announcements around workplace gender inequality in the federally regulated jurisdiction. Senior officials from the Government of Canada will discuss ongoing work and requirements coming into force in the areas of pay transparency and pay equity. During the workshop, participants will gain an understanding of what the new legislation is about and discuss best practices to make progress in these areas.
How to Think About Gender-Based Violence in the Workplace
Barb MacQuarrie, Community Director, Centre for Research & Education on Violence Against Women & Children, Western University & Todd Minerson, Senior Advisor, Strategic Policy and Communications – Department for Women and Gender Equality
This workshop will explore the impact of gender-based violence in the workplace. Working from an intersectional analysis, the workshop will start by understanding how employees and employers are impacted across the continuum of violence in the workplace. The workshop will then narrow the focus on two key issues of expertise; how to engage men in prevention initiatives, and the impact that domestic violence can have on workplaces.
Before concluding with a group discussion, a summary of promising practices, practical solutions, and real-life challenges will be shared. This workshop is for anyone interested in learning more about how to think more broadly about solutions to gender-based violence in the workplace.
How to Build and Lead Gender-Balanced Organizations: Practical tools for CEOs and Board Chairs (curated by the Canadian Gender and Good Governance Alliance)
Beatrix Dart & Ekta Mendhi, Co-Chairs - Canadian Gender and Good Governance Alliance & Matt Fullbrook, Manager at the Clarkson Center for Board Effectiveness
Each of the eight member organizations of the Canadian Gender and Good Governance Alliance are aligned on advancing gender-balanced boards and organizations. This workshop will provide a curation of practical tools that organizations can use to achieve that goal: a blueprint that can be shared with boards who are looking into increasing their number of women directors, and a how-to-manual for CEOs on the components of structuring a framework and mobilizing a management team to focus on gender diversity initiatives. This workshop will include an assessment on a variety of gender initiatives whether they actually drive change or are rather “feel-good” initiatives with little impact.
The Women’s Empowerment Principles: Putting women’s economic empowerment at the centre of your business model
Stephanie Dei, Canada National Coordinator, Kristin Haffert, USA National Coordinator & Camille Beaudoin, Programme Assistant and Junior Consultant - UNWomen WeEmpower
Making gender equality a top strategic priority is critical for promoting women’s economic empowerment in public and private institutions. When business leaders affirm high-level support and policies for gender equality and human rights, transformations are more likely to take place. Commitments need to be accompanied by company-wide goals and targets for achieving gender equality.
The WE EMPOWER through responsible business conduct in G7 countries (funded by the European Union (EU) and implemented by UN Women and the International Labour Organization) is a programme established to facilitate organizations’ and businesses’ transition to a more gender-diverse model – putting women’s economic empowerment at the centre of their business model.
This workshop will guide dedicated businesses through the Women’s Empowerment Principles and demonstrate how the adoption of such principles can create a fundamental difference (financially, culturally and otherwise) for businesses. Research demonstrates that organizations led by executives who fully embody the organization, are 16x more likely to foster a culture of innovation in the workplace. This is only one example of the proven improvements brought about by the WE Principles.
Gender stereotypes and their affect on achieving workplace gender equality: The design of everyday men – A new lens for gender equality progress
Eric Arthrell, Leader, Future of Men in the Workplace, Deloitte
On April 8th Deloitte published The Design of Everyday Men, written by Eric Arthrell and Carolyn Lawrence. This report outlines how workplace culture itself is a barrier to gender equality and disadvantages men, women and the organization. We call this the “always on, always available” workplace culture. We also know that there are things we can do about it that will improve the experience of our people and the outcomes of our work. This workshop is the next step in the process to design solutions and take action based on the report insights and do something bold and courageous to change the game on gender equality and inclusion. Participants will:
- Be provided an overview of report insights;
- Hear the first-hand stories we collected through ethnographic research with 16 professional men in and around the GTA;
- Ideate in groups on how to devise new ways of working to address these insights and support structures that can be put in place; and
- Present their findings with the intent of bringing them to the right leaders in their organizations to start taking action.
Driving "SDG 5: Gender Equality" at the workplace
Ayman Chowdhury , Project Leader, Gender Equality Leadership in the Canadian Private Sector, UN Global Compact Canada
This workshop is designed to be highly participatory and interactive to maximize dialogue, learning, and networking. Participants are encouraged to share their own experiences, best practices and challenges, and advice on how companies can create an inclusive workspace. The focus of workshop discussions will be around the following topics:
- Understand SDG 5: Gender Equality business indicators;
- Discuss how a company with gender equality at its core should look like;
- Explore key challenges around leadership for gender equality at the workplace; and,
- Discuss innovative ideas for overcoming common barriers for workplace gender equality.
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