6 minute read
New CPHRs and CPHR Candidates
from CPHR-MB Spring 2021
by MediaEdge
needs of not-for-profit organizations serving a wide variety of populations. Provide opportunities to staff for both professional and personal development by hiring a range of diverse speakers and educators to share their knowledge and guidance. Be public about the organization’s values and what it’s doing to promote them.
Don’t forget to share these stories on social media — they’ll go a long way in encouraging the broadest range of potential candidates to feel welcome in applying for open positions, and current staff will feel proud to be part of the team.
2 / AMPLIFY VOICES THAT HAVE
TRADITIONALLY BEEN SILENCED.
Sit back and observe some upcoming team meetings, whether in-person or virtual. Is each individual provided an opportunity to speak or are a few strong voices interrupting and drowning out the rest?
If there’s inequity, use words like, “You were interrupted, what were you saying?”, and model goal behaviour (active listening) to start shifting workplace culture. Call on those who are traditionally quiet to share their opinion, whether in the group setting or one-on-one. You may be surprised by what you learn.
3 / ESTABLISH AN ENVIRONMENT OF
TRUST.
None of the provided sharing opportunities will be meaningful unless those who are speaking believe their words are welcomed and taken seriously. Leaders need to earn that trust by doing their own research into the biases, microaggressions and discriminatory behaviour that can impact their team members and putting human resources policies into place to help prevent them.
Don’t be defensive if a staff member brings forward an opportunity for change; rather, thank them for their honesty and perspective, and outline how you’ll address the problem. Remember, it’s not up to impacted staff to figure out the solution; they shouldn’t have to deal with these issues at work in the first place.
4 / BE MINDFUL OF AND ADDRESS
UNIQUE BARRIERS TO CAREER GROWTH.
Ideally, once a staffer is entrenched in a supportive team, their opportunity for career growth should be limitless. Unfortunately, that’s not always the case. There are a myriad of factors that can impact an individual’s ability to move into a leadership role. For example, frequent travel may be impossible for those with accessibility constraints or caregiving responsibilities.
If your goal is a diverse leadership team — which it should be — reexamine what it takes to get there and consider how some of these barriers can be addressed.
5 / HOLD YOURSELF ACCOUNTABLE. No matter how much effort an organization puts into inclusion initiatives, mistakes will be made and that’s okay. All humans make mistakes and they provide an opportunity to do better next time. With that said, they must be faced head-on.
Take a look at employee turnover. Is a certain demographic overrepresented among those who’ve chosen to leave the organization? Are the same themes repeatedly emerging in exit interviews? If so, it’s time to research what can be done to better serve this group as an employer.
Establishing an inclusive environment is neither quick nor easy but it’s the right thing to do for each of our teams, clients and communities. We encourage all employers to join Payworks on this journey toward building a better, more inclusive and more equitable Canada.
REFERENCES:
*https://www.cjr.org/language_corner/intersectionality.php **https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion
NICOLE STEWART, CPHR, is Vice President, Human Resources, at Payworks. Nicole has more than 20 years of management and HR experience. She has spent much of her career cultivating Payworks’ award-winning high engagement, low turnover culture as the leader of the company’s talented team of HR professionals.
CPHR MANITOBA CONGRATULATES OUR NEWEST CPHRS!
Kelsie Bell Jenna Book Kaitlin Bourassa Alison Crozier Andrea Cruise Allison Currie Renata Dennis Courtney Feldman Stacy Gill Lendon Green Robyn Johnston Jenny Lumagbas Roberta Marsh Dana Nepon Anne Penner Anna Popova Sangeetha Rachel Jacob Brittany Rea Victoria Rody Marlene Waterston
Amanda Baldwin Danielle Lambkin Kiaaf Sidhu Lori Duncan Nora Castro Suzanne Rhodes Sydney Barnes Maja Adomeit Mohammed Alkhateeb Crystal Anderson Laura Arango Kiana Au Dreanne Chubak Stephanie Fenner Svitlana Furda Cara Joseph Jaskirat Kaur Kelly Van Leeuwen Yanrong Liu Tanis McCallum Kristy McGregor Lesli Meek Dipti Mistry Ladonna Nabess Balqis Olaniyi Palak Patel Danette Rousseau Celeste Schiak Namrata Upadhyay Elaine Verri Sandy Whitesell
MOVERS & SHAKERS
Jennifer
Lagimodiere, CPHR, is the new Director of Human Resources at the Liquor, Gaming and Cannabis Authority of Manitoba.
Adam N. Nepon,
MBA, CPHR Candidate, is the new Partner, Business Development, at Realcare Inc.
Philip J. Portelance,
BA, MBA, CPHR, is the new Vice President of Operations and Human Resources at The Winning Combination, Inc.
Melissa Power,
CPHR Candidate, is the new HR Advisor at Maple Leaf Foods.
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