Using the Diversity Audit Tool to Assess the Status of Women in the Canadian Financial Services Sector: A Case Study

Cukier, Wendy; Yap, Margaret; Smarz, Shelley

doi:10.18848/1447-9532/cgp/v11i03/39018

Cited by 3 publications

(5 citation statements)

References 15 publications

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“…Furthermore, students cited mentorship as contributing to their enjoyment of the program. Our results align with other research that looks at the impact of mentorship [7,22,30]. Seeing our results, we propose a mentee-to-mentor ratio around 3:1.…”

Section: Formal Mentorshipsupporting

confidence: 92%

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Description of Pre-University Coding Workshops Recruiting for Diversity

Dornian

Moshirpour

Behjat

2020

PCEEA

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Given the need to increase diversity in technical fields, the Schulich School of Engineering at the University of Calgary created an out-of-school coding workshop for pre-university students, now known as “Schulich Ignite.” Five of these innovative and hands-on workshops have been run since 2017 with the objective of increasing diversity in science and engineering. Since its inception, over 400 people have participated as mentees or mentors. In this paper, we describe the program as it started in 2017 and the four iterations it has gone through with focus on the recruitment techniques, organization, program delivery, and outcomes. We look at enrollment, exposure, and diversity in the program. From the preliminary results, we propose areas of future research for delivering and researching pre-university engineering workshops.

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Section: Formal Mentorshipsupporting

confidence: 92%

“…In its most basic, mentorship involves a mentor who offers advice and support to a mentee. Research in other fields shows mentorship as helping the advancement of women and people from cultural minorities [7]. In K-12 engineering education, mentorship could improve the perception girls have of engineers [22].…”

Section: Formal Mentorshipmentioning

confidence: 99%

Description of Pre-University Coding Workshops Recruiting for Diversity

Dornian

Moshirpour

Behjat

2020

PCEEA

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“…Not only were they subject to discrimination based on multiple criteria (ethnic minority status and female status) but it also hindered their career progress as they felt stuck in gendered jobs, mirroring earlier studies (Germain et al, 2012;Moore, 2015). In addition, while the collaboration with trade unions and the development of diversity committees helped to improve the situation of ethnic minorities (Cukier et al, 2011;Lloyd, 2001), the engagement with ethnic minority diversity was perceived to be rather superficial.…”

Section: Discussionmentioning

confidence: 99%

“…Diversity committees are often created to ensure regular diversity efforts, such as diversity audits, and organize events to celebrate diversity in organizations. Diversity audits are an essential element of understanding where the organization stands with regards to diversity issues and which areas are open for improvement (Cukier et al, 2011).…”

Section: Meso Factorsmentioning

confidence: 99%

Ethnic diversity management in France: a multilevel perspective

Hennekam

Bacouël-Jentjens²,

Yang

2019

IJM

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Purpose The purpose of this paper is to present a case study of the multilevel factors that influence the way in which an organization approaches ethnic diversity management in France. Syed and Özbilgin’s (2009) relational framework was adopted to understand and contextualize ethnic diversity management in a car manufacturing company in France. Design/methodology/approach In total, 37 semi-structured in-depth interviews with employees of different hierarchical levels in a French organization have been conducted and analyzed using the Gioia method. Findings The findings show that the lack of clear laws and the universal citizenship model on macro-level coupled with the gendered industry and superficial engagement with ethnic diversity on meso-level overlooks the difficult situation of ethnic minorities in the workplace, especially women. However, the findings also stress that it is on individual level that resilience and agency can be expressed, which means that despite the perceived barriers on societal and organizational level, ethnic minorities are motivated to improve the way they are treated in organizations. Originality/value Ethnic minorities are an understudied dimension of diversity management in organizations. The findings underscore the importance of the intersection of ethnicity and gender as this affects the career development possibilities and daily work experience of ethnic minority women.

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“…ABC Bank is a federally regulated public company required to comply with Canada's Employment Equity Act (1995), a piece of federal legislation that requires employers to implement non-discriminatory policies and practices and policies to actively target underrepresented groups consisting of women, Aboriginals, visible minorities, and people with disabilities -in their recruitment and promotion initiatives (Government of Canada, 2013). The act may have compelled large companies in Canada towards affirming equality in early days, but the current sentiment in large Canadian financial institutions is that diverse workforces are an economic and moral imperative, and as such, diversity results are better than in small companies (Cukier, Smarz, & Yap, 2011). ABC Bank is one of Canada's largest banks by assets and market capitalization with broad leadership in financial services.…”

Section: Overview Of Organizational Site-abc Bankmentioning

confidence: 99%

Intercultural Leadership: Variations in Chinese Canadian Perspectives of Career Mobility into Senior Leadership Roles

Linehan

2017

Applied Interdisciplinarity in Scholar Practitioner Programs

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Using the Diversity Audit Tool to Assess the Status of Women in the Canadian Financial Services Sector: A Case Study

Cited by 3 publications

References 15 publications

Description of Pre-University Coding Workshops Recruiting for Diversity

Description of Pre-University Coding Workshops Recruiting for Diversity

Ethnic diversity management in France: a multilevel perspective

Intercultural Leadership: Variations in Chinese Canadian Perspectives of Career Mobility into Senior Leadership Roles

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