Facilitated by Dr. Roberta Borgen, the third workshop tackled how diversity, equity, and inclusion align with real-world business goals. Workplaces are evolving, and so are expectations around justice, diversity, equity, and inclusion (DEI). But with shifting social and political landscapes, many employers are asking: What does DEI mean for my business today? How do I navigate changing policies, hiring challenges, and retention strategies while staying competitive?
In this session, panelists explored the real-world impact of DEI efforts on hiring, retention, and business growth. Attendees learned how inclusive hiring can expand your talent pool, improve employee engagement, and strengthen your brand. We also discussed funding opportunities, career service partnerships, and strategies for integrating DEI in ways that make sense for your organization and your community.
Faith Dempster, the Director of Workforce Development for the BC Construction Association. Faith manages the Skilled Trades Employment Program (or STEP), which helps job seekers from equity-deserving groups find skilled trade apprenticeship opportunities. She has spent over 20 years in the industry, starting out on the tools as a Welder-Fabricator and Heavy Equipment Operator, and more recently working with STEP. Hear how DEI-based practices/policies impact her work.
Heather Stewin, who brings a wealth of experience to her roles as Councillor and Trustee, having owned and operated Papago Pizza in Hope, BC, for 17 years. As a person with a disability in the workforce, Heather provides valuable insights into inclusion and DEI policy progress in education and municipal settings. Hear how DEI-based practices/policies impact her work.
Peter Bailey, who has sought to help community members develop their careers for 30+ years, enhancing their quality of life and the whole community. As co-owner of Free Rein, he oversees career-focused service delivery and special projects. He was one of the driving forces behind the Diversity Disconnect research. Hear how DEI-based practices/policies impact his work.
In one word, what does “inclusion” mean to you?
Check out what our workshop participants had to share. How did your idea(s) compare?
We asked panelists how they would define “inclusive” hiring practices and to reflect on how such practices could expand the talent pool in their context. Watch their responses here:
Key takeaways include:
We also asked panelists what changes they noticed that would indicate employees were more engaged/productive because of their inclusive hiring practices. Watch their responses here:
Key observations include:
In our research, one of our recommendations was to Stay Diligent by continuously monitoring and evaluating your efforts, inviting feedback, and adapting/customizing your approach. Peter shared that, based on the metrics defined in his organization’s funding contract, the outcomes significantly exceeded expectations and demonstrated exceptional impact within the community.
How do you know you’re making an impact? What do you observe? What do you measure/track?
We then asked panelists how inclusive hiring practices have strengthened their brand and/or business. Watch their thoughts here:
Key takeaways include:
The government funds a wide variety of employment incentives/supports; however, our research participants noted that the Bureaucracy was often a barrier.
What are you aware of that has worked for your community? What are the challenges to accessing some of those supports? What is missing? How might you fill that gap through partnerships?
Lastly, we asked panelists to reflect on the current climate (e.g., dismantling of DEI policies, escalating trade war, rising use of AI) and to identify what challenges and opportunities they saw (and how they’ll address them). Watch their responses here:
Key takeaways include:
A conversation around the impact of colonialism and justice also emerged. Watch it here:
Explore Indigenous Employment Strategies, the next workshop in the Bridging The Disconnect workshop series. The fourth workshop focused on offering community-led approaches to supporting Indigenous job seekers.
It’s important to stay diligent in this work. This means continuously monitoring and evaluating your efforts, inviting feedback, and adapting/customizing your approach. Learn strategies to help you Evaluate & Maintain Success by visiting the resource next.
Listen to the Diversity Disconnect Podcast, exploring the findings of the Diversity Disconnect research and examining the 20 factors that influence employment success. You’ll hear from the research team directly, and you’ll hear real quotes from the research participants they spoke with.
