Innovation

Forecasting for Diversity

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How can organizations address the ongoing issues of diversity gaps in leadership?

This question is one that is explored by Rocio Lorenzo in the Ted Talk posted below.

[embedyt] https://www.youtube.com/watch?v=lPtPG2lAmm4[/embedyt]

As identified through Lorenzo’s research, organizations have two decisions to make:

  1. Who to hire?
  2. Who to develop and promote?

These two simple questions are critical when considering the development of the HR forecasting plan. When diversity in leadership is actively embedded into strategic goals, the answers to these two questions help to build a better organization.

Not, as Lorenzo says, that changing the face of leadership is about checking the targeted hiring box. Token targets through diversity plans are not enough to bring innovative change. Instead, organizations that think and build creativity into their forecasting plans use leadership development programs, tools and pools as a solid investment for future success. In order to change what leadership looks like at the top, a commitment to filling the diversity gaps through the HR forecasting process must drive through all levels of the organization.

The content for this Ted Talk is based on evidence based research. According to Lorenzo, diversity in leadership is not just a theoretical ‘nice-to-have’. The research tells us that it is an organizational ‘must-have’. As Lorenzo points out, achieving diversity with women in leadership roles is doable.

It takes an organizational commitment and the organizational decision to do better in order to make the doable achievable. In order to be achievable, the HR forecasting plan must come into play through targets and goals which implement diversity as a plan of action.

Diversity goes hand in hand with innovation. Together they drive organizational success, for real.

Discussion questions:

  1. Do you agree that organizations should establish active and measurable targets in order to implement diversity, specifically for women, in leadership? Explain your rationale.
  2. Identify how an HR forecasting plan can address both short and long term diversity goals.
  3. What types of HR programs and policies need to be in place in order to support an HR forecasting plan that promotes innovation and diversity?

 

 

Does Canada Lack Innovation and Productivity?

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Is Canada falling behind because of lack of training investment?

HR Directors should raise the alarm! Canada is falling behind in productivity and innovation and it is due to lack of training and development for employees.

Click here to read the article

Statistics Canada has identified Canada as ranking in 20th place in the world for investment in employee training.  That is shockingly low for such a great country.

HRM ONLINE reports:

  • Just 30% of Canadian employees, aged 25 – 64, felt that they were receiving enough training to be able to do their job to the best of their abilities.
  • The Canadian figure sits far lower than that of the US, where 45% of employees reported receiving adequate training.
  • US businesses spend an average of 50% more on training their employees than Canadian companies do.

Think about it; we all know, in order to improve your organization you must develop your employees. The United States is training their employees and Canada is not! No wonder Canada is not improving our productivity, we are not investing in development or innovation.

Maybe the province of Quebec has got it right with all organizations with over $1 million in payroll have to invest 1% into employee training. It is too bad that other organizations don’t see the writing on the wall – If you don’t invest you don’t succeed!

HR Professionals must take a lead, raise the alarm, and get corporate training and development on the radar of corporate executives. Canada should be embarrassed that we are not in the top ten ranks for development. Corporations should make a conscious effort to invest more in corporate training and improve our productivity.

Discussion Questions

  1.  As a HR Professional, what arguments would you make to get increases to employee training?
  2. How serious do feel the lack of employee training investment is to Canada’s growth and productivity?