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When employers are faced with hiring from a dwindling pool, the quality of their hires can drop. This can result in:
According to McKinsey & Company Inc., 2008, as leaders women are seen to frequently demonstrate three of the four behaviours that are most effective in addressing global challenges of the future. These four behaviours were identified as:
A visual example of how organizations can make their workplace culture more gender inclusive is by:
An example of how organizations can foster a respectful workplace is by:
An example of how organizations can support proper work-life balance is by:
An example of an inclusive practice by which organizations can create opportunities for career advancement of women include:
Individual employers have a role to play, by partnering with local schools, offering work placements, and doing community outreach to attract more career ready women to the industry.
The inclusion growth curve that helps organizations identify their current status on the journey towards inclusive culture contains six stages. Those stages in order are:
At the Integrate stage towards inclusive culture, companies that want to move to the Lead the way stage should:
Simplified, what are the three steps for implementing change?
Culture change is long process and is often described as a “marathon” rather than a “quick fix”.
Organizations that focus on numerical goals for the number of women in the workplace have been able to achieve culture change.
When implementing a change strategy, it is important to include people with a variety of backgrounds and demographics and not just women in the organization.
When reinforcing the change strategy, it is important to track results to ensure the change is adopted and sustained. All are examples of how organizations can do this is except:
To date, Women in Mining Canada’s National Action Plan has not been implemented within any organization within the mining industry.