Advancing Equity for Women and Girls (AEWG) at Achēv hosted three panel discussions with experts from various sectors, including AI, business, and government leadership, between September 2023 to November 2023.

The objective of this series of panel discussions was to unpack the challenges faced by immigrant and racialized women, as well as young women, in the labour market. This phase marked the intervention stage of the AEWG project, aiming to engage both employers and employees with solution-oriented recommendations.

Among the panelists were Warsan Hagi-Yusuf, DEIA Specialist at Deloitte; Amal Masri, founder of Fix The Broken Rung; Theirry Lindor, Co-Founder of Happly.ai; Dorian Spears, Director of Partnerships & Strategy at the Gender Equality in Tech Cities initiative; Nammi Sriharsan, Executive Coach and AI Leader; Jhoanna Gonzales Miners, CEO of SEASONOVA; and Richard Sharpe, Director of the Black Equity Branch at the Treasury Board Secretariat in the Ontario Public Service.

Key emerging themes from all three panel discussions included:

1. Importance of Intentionality and Accountability in Implementing DEIA in the Workplace

There is a crucial need for intentional recruitment processes, especially concerning the recruitment of women, particularly immigrant and racialized women. For instance, the collaborative efforts between corporations and the non-profit sector, such as Achēv, are essential to reach racialized women and other equity-deserving groups.

Intentional data analysis is crucial for mitigating inherent biases within IT, with Artificial Intelligence (AI) development being a key focal point. The solution lies in cultivating diversity of expertise within development teams and fostering collaborations with non-profit and educational institutions. Additionally, recognizing the important role of government regulations is essential in ensuring equitable and unbiased outcomes.

2. The Benefits and Pitfalls of Hybrid Work Models

The pitfalls within our current hybrid workplace are that it can foster biases among the leadership in organizations and companies, where social networks and sponsorship are being missed for women in the workplace. There is a strong potential of impacting women and their ability to progress career-wise. For example, “Fix the Broken Rung” has been providing racialized professional women a platform to share their experiences and develop solutions to reducing biases in the workplace by promoting inclusivity and shifting the focus on the talent and contribution women make in the workplace.

Sponsorship opportunities hold significant importance for working women, particularly racialized and immigrant women, in leveling the playing field and ensuring equity in access to professional opportunities.

In the current hybrid workspace, cultivating a healthy workplace culture entails rejecting a surveillance-oriented approach and instead encouraging leaders to regularly check in with their teams, ensuring that everyone’s voice is heard and valued.

3. Shifting the Paradigm in the Business World Around Skilled Immigrants

For sustained success, Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives cannot solely rely on Human Resources (HR) departments. Instead, they must be integrated throughout the organizational structure and operations. This approach fosters trust by prioritizing transparency and accountability at all levels.

Immigrant and racialized women represent some of the most educated and skilled individuals in Canada today. Shifting the paradigm requires employers to recognize the invaluable assets they bring to the labour market. These women are not merely employees; they are also entrepreneurs and job creators for their communities and Canadian society as a whole.

The current partnership between businesses and non-profits, particularly Employment Service Providers, has the potential to cultivate experiential opportunities through work-integrated learning, such as co-ops, internships, and volunteer opportunities.

During the panel discussions, some employers and business owners highlighted the importance of decolonizing our mindset when navigating the Canadian labour market. They emphasized the need to avoid devaluing the education and work experiences of newcomers recruited by the government based on their expertise.

Fostering alliances with diverse communities, sharing knowledge, and recognizing the potential that emerges from organizing both people and data are crucial elements in navigating the forthcoming changes in the labour market.

 4. Equity Audit as a Key Part of Successful DEIA Implementation in the Workplace

The effectiveness of Diversity, Equity, Inclusion, and Accessibility (DEIA) within an organization or company relies on hiring a third party to conduct surveys, interviews, and focus groups. This serves as a mechanism for organizational accountability.

Sharing the results of the equity audit conducted by the company or organization with employees presents an opportunity for employers to commit to improvement and address burnout, dissatisfaction, and high turnover among their employees, particularly those belonging to equity-deserving groups.

Adopting a multi-pronged approach towards Diversity, Equity, Inclusion, and Accessibility (DEIA) involves education, fostering diverse perspectives, and conducting institutional and individual self-assessment. This is a long-term effort and not a quick fix. Throughout this process, it’s crucial to deprioritize the comfort of those in dominant spaces and recognize the impact harmful work practices have on marginalized groups within companies and organizations.

In all three panel discussions, guest speakers emphasized the critical role communities play in holding those in powerful positions, whether in government or the private sector, accountable for advancing essential systemic and institutional changes. Measuring the impact of an organization or company’s DEIA initiatives is crucial, as it provides leaders with contextualized, qualitative upward feedback, along with recommendations for the next steps. Conducting an Equity Audit requires companies and organizations to cultivate a culture of psychological safety, which is central to fostering humility among leaders and making earnest efforts to respect, recognize, and connect with all employees. DEIA work is a collective effort, and it’s important to view all small progress as steps in the right direction.

Learn More with the “Paving the Way” Toolkit 

For a deeper dive into strategies supporting immigrant and racialized women in the Canadian labour force, access our toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion, and Accessibility Guide.” 

Access it here

About Advancing Equity for Women and Girls

Funded by Women and Gender Equality (WAGE), Advancing Equity for Women and Girls supports a feminist response and recovery from the impact of COVID-19 on the employment of immigrant and racialized women in the Greater Toronto Area (GTA) by contributing to systemic change to promote women’s economic prosperity and equality.

Contact Us

For any questions regarding the project, contact us:

• Hodan Mohamed, Project Coordinator: hmohamed@achev.ca
• Mayela Lozano, Community Liaison: mlozano@achev.ca

Read more about our program here: Advancing Equity for Women and Girls – Employment Services

LinkedIn has rapidly turned into a major resource used by recruiters to identify new talent. While the site typically has over 14 million open jobs, 87% of recruiters regularly report using LinkedIn to find qualified candidates. Here are eight ways to make your profile stand out to recruiters.

Have a Quality Headshot

Your photo is the first thing that someone sees on your profile. It’s very important that you use a quality headshot. Getting one from a professional photographer is often more affordable than people think. However, if you don’t want to go this route, you can have someone take one for you. Stand against a plain background and take a picture from your chest up in work attire with your head looking slightly to the side. Don’t use a selfie.

Make Your LinkedIn Profile Easy to Read

If a recruiter looks at your LinkedIn profile, they’re going to want to be able to skim it fairly quickly. Thus, you want to ensure that it’s easy to read. Use short paragraphs and concise writing to keep people’s attention. Bullet points are also a great way to organize information.

Grow Your Network

There are many benefits to having a large network on LinkedIn. One advantage is that more recruiters may notice you as you’ll be more likely to have connections in common. You can grow your LinkedIn network by making it a habit to send connection requests after meeting someone. Additionally, connecting your LinkedIn to your address book can help optimize connection suggestions for you.

Giving Endorsements Gets Endorsements

A great way to stand out to recruiters is to have endorsements. Many people wonder about the best way to get endorsements. While it’s perfectly fine to ask someone close to you to provide you with one, the best way to get endorsements is to give them to others. Look through your network and identify people you’ve worked closely with that you can endorse for a particular skill. Typically, people will want to return the favor. This is a great way to quickly rack up some endorsements.

Engage in LinkedIn Learning

It’s no secret that organizations typically value people who are lifelong learners and spend time on their own professional development. There are great ways to showcase these qualities to potential employers, one of which is by completing courses on LinkedIn Learning. In addition to being a great way to learn new skills, LinkedIn Learning allows you to add a course completion certificate to your profile. This is a great way to further advertise the skills you continue to accumulate.

Share Content to Your Feed

Getting noticed by recruiters on LinkedIn involves getting noticed by LinkedIn’s algorithms. Being more active on the platform is one way to help increase the chances of your profile showing up when recruiters search for people with your skills. A great way to begin doing this is by sharing content to your feed. Watch your LinkedIn feed and share interesting content when you see it. Be sure it’s something relevant to your industry or the types of jobs you would hope to attract. This is a great starting point for garnering more attention.

Provide Well Thought Comments

A great way to further enhance your engagement on the LinkedIn platform is to comment on the posts and shares of others. If you read an interesting article, feel free to comment. The key to a good comment is that it’s thoughtful, reflective of what has been shared, and helps further the conversation. Additionally, be sure to positively engage with people when they respond to your comments. This discourse will help you connect with others and raise your performance with LinkedIn’s algorithms.

Understand Your Target Audience

One of the most critical aspects of creating an engaging LinkedIn profile is understanding your target audience. If you’re looking to be hired by recruiters, make sure that your profile is written with them in mind. LinkedIn is quite different from other social networking sites in that it’s aimed at the professional world. Think about the words you use when designing your profile and ensure you’re using language that highlights skills and experiences that recruiters in your field would look for.

Final Thoughts

LinkedIn can be a powerful resource in your search for a job and can continue to link you to many opportunities for years to come. However, getting noticed by recruiters means ensuring that your LinkedIn profile is optimized for them to find you. These tips are great ways to ensure your LinkedIn profile stands out to recruiters.

At Achēv, our Employment Ontario Services offers a wide range of resources to support your career and employment needs. Our employment centres are located across the Greater Toronto Area, including Toronto, Brampton, Mississauga and North York. Contact us today to register for our free employment services.

As the New Year unfolds, it brings with it the promise of growth and new opportunities. If you’re looking to enhance your skill set and embark on a journey of self-improvement in the coming year, here’s a comprehensive guide on how to gain new skills and set yourself up for success.

Identify Your Goals and Interests

Before diving into skill development, take the time to identify your goals and interests. What are you passionate about? What skills align with your career aspirations or personal interests? Reflecting on your objectives will help you choose skills that are not only valuable but also meaningful to you.

Create a Skill Development Plan

Once you’ve identified your goals, create a skill development plan. Break down your objectives into manageable steps and set realistic timelines. Whether it’s learning a new language, acquiring technical skills, or improving soft skills like communication and leadership, having a structured plan will keep you focused and accountable.

Explore Online Learning Platforms

The digital age has brought forth a wealth of online learning platforms that offer courses on a vast array of subjects. Platforms like Coursera, Udemy, and LinkedIn Learning provide opportunities to acquire new skills from the comfort of your home. Explore these platforms to find courses that align with your goals, and consider both technical and soft skills to create a well-rounded skill set.

Engage in Professional Development

If you’re looking to advance your career, professional development is key. Attend workshops, webinars, and conferences relevant to your industry. Networking at these events not only exposes you to new ideas but also connects you with professionals who can offer guidance and mentorship. 

Practice Regularly and Apply Your Skills

Skill development is not just about acquiring knowledge; it’s about applying what you’ve learned in real-world scenarios. Look for opportunities to practice your new skills through projects, volunteering, or even in your current job. Practical application enhances your understanding and reinforces your learning.

Join Professional Associations and Communities

Become an active member of professional associations and online communities related to your field. Engaging with like-minded individuals provides a supportive network for sharing experiences, gaining insights, and staying updated on industry trends. Many associations also offer workshops and events that facilitate skill development.

Utilize Skill Development Resources at Work

If you’re currently employed, inquire about skill development resources available at your workplace. Many companies offer training programs, workshops, or financial assistance for employees seeking to enhance their skills. Take advantage of these resources to align your professional growth with organizational goals.

In conclusion, gaining new skills in the New Year is a journey of self-discovery and personal growth. By identifying your goals, creating a plan, utilizing online platforms, seeking mentorship, practicing regularly, and maintaining a growth mindset, you’ll not only acquire valuable skills but also position yourself for success in the ever-evolving landscape of work and life. Embrace the opportunity to become a better version of yourself in the coming year!

In the fall of 2023, the Advancing Equity for Women and Girls team, in collaboration with SEASONOVA, facilitated a series of impactful training sessions titled “DEIA in Action: Towards an Equitable and Inclusive Workforce.” In this blog, we’ll delve into the key strategies that employers can incorporate to support immigrant and racialized women in the Canadian labour force.

Why Embed DEIA into the Organization?

The business case for DEIA has been established numerous times, and the data points to the following: increasing diversity in the workplace gives organizations a competitive advantage and supports innovation and creativity. However, for organizations to benefit from bringing diverse individuals into their workforce, they have to go beyond numbers.

To truly unlock the benefits of a diverse workforce, organizations must embed DEIA into their policies, practices, and overall culture, thereby reducing barriers and creating an environment where immigrant and racialized women can thrive.

Organizational DEIA Assessment: A Vital Step

During the training sessions, participants were guided through how to kickstart their DEIA journey by doing an Organizational DEIA Assessment. This self-assessment tool serves as a catalyst for ongoing DEIA dialogues within organizations. It also offers valuable insights into the current workplace culture, existing initiatives, and workforce composition, allowing organizations to pinpoint areas for improvement to achieve meaningful organizational change.

Some of the questions an Organizational DEIA Assessment can include are:

• What is the current state of your organization’s openness and attitudes towards DEIA, including its workplace culture?
• What DEIA-related initiatives or infrastructures exist in your organization?
• What is the current workforce composition, including representation levels from employment equity and diversity groups?

DEIA Action Plan: Translating Commitments into Action

Participants, equipped with insights for the assessment, embarked on the development of their own DEIA Action Plan. A DEIA Action Plan outlines the organization’s commitments to DEIA in practical terms, including:

• Strategic commitment statements and goals,
• Tangible actions and tasks,
• Numeric targets, and
• Resources, including human and financial resources

While developing and implementing a DEIA Action Plan can be challenging, support is available. To guide employers through this process, we’ve developed a toolkit titled “Paving the Way,” offering a comprehensive guide on strategies and considerations for supporting immigrant and racialized women in the Canadian labour force.

Learn More with the “Paving the Way” Toolkit

For a deeper dive into strategies supporting immigrant and racialized women in the Canadian labour force, access our toolkit for employers, “Paving the Way: A Diversity, Equity, Inclusion, and Accessibility Guide.”

About Advancing Equity for Women and Girls

Funded by Women and Gender Equality (WAGE), Advancing Equity for Women and Girls supports a feminist response and recovery from the impact of COVID-19 on the employment of immigrant and racialized women in the Greater Toronto Area (GTA) by contributing to systemic change to promote women’s economic prosperity and equality.

Contact Us

For any questions regarding the project, contact us:

• Hodan Mohamed, Project Coordinator: hmohamed@achev.ca
• Mayela Lozano, Community Liaison: mlozano@achev.ca

Read more about our program here: Advancing Equity for Women and Girls – Employment Services

When you think about a brand, you probably think about major companies and their advertising campaigns. However, establishing a brand is no longer just for major organizations. Having a brand is important for anything you want to sell. When dealing with your career, what you are ultimately selling is your own story, experiences and skills. Thus, you should strive to build your own personal brand to help your job search. Here are seven tips for doing this.

Identify Your Brand

Before you set out to build a personal brand, you have to identify what that brand will be. If you act without completing this step, your efforts will likely be haphazard and send the wrong message.

Begin by brainstorming how you want to be perceived in your career. What do you excel in? What skills do you pride yourself most in? What do you most enjoy doing? What personal characteristics do you have that make you stand out? Ask yourself these questions to come up with what you want to be known for.

Understand Your Audience

To build your personal brand, you have to communicate it. In order to communicate it effectively, you have to understand your audience. One of the first questions you should ask is who your audience is. Do you want to reach people in a certain industry? Recruiters? Someone at a specific company?

Once you’ve identified your audience, seek to understand it. What does your audience value? How does your message resonate with that audience? These questions will help you effectively establish and communicate your brand.

Strengthen Your Social Footprint

In today’s world, one of the ways that people establish their personal brand is through social media. Yes, you also communicate your brand through in-person interactions; however, someone’s first interaction with you will likely be virtual.

This is where you should really seek to optimize your LinkedIn profile. Sharing content that reinforces your brand is always a good strategy, as is commenting on the content of others. If you’re a good writer, you can create your own content. Those active on other platforms like Twitter and Facebook, ensure that your content and actions reinforce your brand image.

Tell Stories

Ultimately, the secret to building your brand is storytelling. People are naturally enraptured by stories. They catch our attention and move us in ways that facts, figures, and statements simply don’t.

Building your brand through storytelling can take many forms. It can include sharing your thoughts and experiences. It can also include sharing the stories of others that reinforce your brand, such as people you have helped or organizations you have succeeded with.

Consistency Is Critical

Building your personal brand means that people need to think of your brand when they think of you. The key to accomplishing this is consistency. Everything you do and say should help reinforce your brand. The more someone encounters you and a specific message together, the more likely they will associate the two.

In this sense, it’s incredibly important that your brand aligns with your own personal values. Failing to be consistent will send mixed messages. People will either fail to see your brand or, even worse, think of you as not representing it.

Look at Examples

When trying to establish a personal brand for yourself, it can be helpful to look at examples of people who have succeeded. This is not to say that you will copy others’ examples. After all, your personal brand is unique from theirs. Rather, you can look to these examples for guidance.

Maybe you follow other professionals in your field who have a strong brand. What do they do to reinforce it? You can look at how a particular celebrity or athlete cultivates their brand and get ideas from their efforts.

Help Others Tell Your Story

One of the most influential ways to grow your brand is through the words of others. For example, if you want to be known as a strong data analyst, you have to work hard in your field and produce high-quality work. If people see value in your skills and work ethic, they will tell your story to others.

The best form of PR is word of mouth. It’s free, and people often trust it more. As you begin creating a personal brand for yourself and getting that out into the public sphere, having others tell your story will start to come to fruition. Just ensure that your interactions with others facilitate your brand.

Final Thoughts

Creating a personal brand takes its root in the lessons of marketing. Ultimately, you are marketing yourself to others professionally using a common theme or values. Building a personal brand is a long-term project that you have to work on continually. However, you will see improved rewards over time. Keep at it and this strategy can pay off significantly in furthering your career.

At Achēv, our Employment Ontario Services offers a wide range of resources to support your career and employment needs. Our employment centres are located across the Greater Toronto Area, including Toronto, Brampton, Mississauga and North York. Contact us today to register for our free employment services.