Moreover, lack of representation in leadership affects employees' perceptions of whether there is a likelihood for advancement. In a recent survey conducted by TRIEC among 400 employed immigrants, 61.4 per cent of immigrant men thought that they had the same chance to advance as others, compared with 47.8 per cent of immigrant women. The same rate was 70.2 per cent for immigrants of Caucasian origin, compared with 52.
Employers who can champion inclusive policies and practices will change these statistics, creating a dynamic workplace that reflects the GTA where their customers and stakeholders live, work and shop. While the challenge may be complex, the solutions do not need to be. We could begin by creating relationships that help immigrants to navigate the unwritten rules of the workplace and by building an inclusive environment where every employee feels empowered.
Here are some questions you may have never thought about in any great detail: What is the rhythm of a Canadian meeting? Why should I go for lunch or a drink after work with colleagues? What does performance management mean here? How do I build my internal network? Culture – the ways in which we interpret and interact with the world – has a great impact on how you would answer these questions.
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Like the Globe and Mail's, perhaps?
Favouring genitalia and skin colour over merit does not lead to success.
It looks like discrimination
A failed company.