The entire Diversity Disconnect team joined in discussions on how long-term policies can create sustainable workforce improvements. Sustainable workforce solutions require more than short-term fixes—they demand alignment between policies, employer needs, and the lived experiences of workers. Many great initiatives are already making a difference, and by focusing on long-term, systemic efforts, we can build on that progress to create lasting change.
This session explored how we can build on existing successes and address ongoing gaps to create policies and practices that foster sustainable employment. Attendees learned how collaborative, policy-driven approaches can strengthen workforce development, support underrepresented job seekers, and provide businesses with the tools they need to thrive. Attendees left with actionable strategies to advocate for meaningful, lasting change that benefits both workers and employers.
Roberta Borgen and Cassie Taylor introduced some helpful frameworks and models to contextualize the Diversity Disconnect results:
The first of the recommendations from the research was Get Real. As part of this call for a “system-based” exploration of experiences, Janet Morris-Reade shared her insights into what CDPs, employers, and other community leaders need to know about the reality of public sector work:
Roberta Borgen also shared her thoughts on how “servant leadership” fits within the context of the public service:
The second recommendation was Make it Personal. Throughout the project, Yves Trudel asked us to ensure we don’t focus too much on barriers and challenges, but also assets and opportunities. As we strive to make shifts in our work, hear his thoughts on how we can maintain a strengths-based approach:
Roberta Borgen also reflected on the ideas of hope, optimism, and a growth mindset – concepts we incorporated into the visioning phase of the Diversity at Work companion project guide. Hear her thoughts on the importance of these elements:
Consider what is possible for you, the workplaces in your area, and your community members. Within the current context, identify what is driving you forward and what is holding you back.
The third recommendation was Stay Diligent which is built on a foundation of monitoring, evaluating, and continuously adapting one’s approach. Hear more about Peter Bailey’s approach in customizing your approach in the rural context:
What metrics and measures do you collect/request? What metrics and measures would you like to collect/request?
See what the group shared – how do your responses compare?
The fourth recommendations, Work Together, speaks to building partnerships and collaborating with other interested parties. In her role with ASPECT, Janet Morris-Reade often “connects” diverse groups together (e.g., policy/government, employers, practitioners). Hear her share a bit about the importance of partnership and collaboration:
What programs, services, and/or supports are you aware of in your community? What is missing/needed? How can you ensure suitable programming without relying solely on funding?
And lastly, Get Loud. Peter Bailey has a long history of employing individuals from under-represented groups. Hear him reflect on this experience:
Roberta also spoke to the importance of relationships:
and Megan shared about accommodation challenges and employer awareness:
Roberta reflected on how equipped CDPs are to navigate collaboratively with government through policy:
In the spirit of collaboration, what is one thing you want policy to help you better address in your work?
Want to dive deeper into the Diversity Disconnect? Then be sure to check out the final research report and other resources available at Free Rein Associates.
Want to better understand the importance of working together in these systems? The following resource provides a brief introduction to a “systems-based” perspective, one that builds from a holistic approach to career and integrates both individual and contextual factors.
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.
