Creating a ‘Future of work’ for all (Host: NS)

The pandemic has transformed the way organizations operate. In today’s dynamic environment, organizations need diverse perspectives and innovative thinking at the decision making table to successfully adapt. The key to embracing change and building a globally competitive future of work across Canada requires a diverse workforce, inclusive leadership, companies that create cultures of belonging and take every measure to create equal opportunity. 

Over the last many years study after study has demonstrated that building diverse teams contributes unique insights, improves problem-solving, and enhances employee engagement. As Canada invests in rebuilding the labor market with job readiness, skill-development, and re-training, and as industries rebuild and shift, the importance of making sure that there is equal opportunity to participate in the “future world of work” is a responsibility we all share. 

There is already mounting information proving that we have work to do to reduce employment and training barriers faced by marginalized groups, youth, front-line workers, among others that have been further exacerbated by COVID-19. Taking a holistic approach to understanding and supporting potential employees’ and employees’ needs on all organization levels, is critical to building a “future of work for all”.  

The second event in the Building Future Ready Communities: Virtual Tour series  brought together Nova Scotia leaders as they shared their organizational and personal learnings and initiatives in Creating a ‘Future of work’ for all.

Introduced by Mark Patterson, Executive Director, Magnet and moderated by Chantal Brine, CEO, EnPoint, the event featured panelists:

• Matthew Martel, Chief Operating Officer, Black Business Initiative
• Jill Provoe, Executive Director, Human Rights, Equity and Inclusion, Nova Scotia Community College
• Dr. Devan Kronisch, Head of Diversity, Equity, and Inclusion, Proposify
• Jess Popp, Manager of Engagement and Partnership, Centre for Employment Innovation, St. Francis Xavier University

We encourage you to check out the organizations listed above and watch the recording of the sessions to form your own opinion on what stands out for you.

Here is our summary of key takeaways from the session packed full of insight, stories and advice:

1. What comes to mind when you think about ‘building future ready communities’?  

Here are themes that came to mind for our panelists in terms of building future ready communities considering this month’s theme of “Creating a Future of Work for All”:

• Ongoing learning from and with others through intentional collaboration and partnership is required.
• Relationships have the power to transform how we live, how we work, how we study, and how we create together.
• Shifting away from silos and from individual to collective action to build vibrant communities, as we are strong together.
• Intentionally changing the narrative by questioning the status quo and working towards creating a just future for all.
• Reimagining systemic transformation and sustained change in digital equity. E.g. consider what it means to ensure that all students (employees, etc.) have access to technology and wifi, and what we need to do to ensure that their voices are not silenced online.
• Design program supports that allow for full participation of members from marginalized communities and ensure that people can see themselves being a part of programs/initiatives/etc.. Consider, “nothing for us, without us” as the future of work requires co-determination and co-creation of solutions.
• Future communities for all means no one is left behind or excluded, including seniors, newcomers, and marginalized communities that are here in Atlantic Canadian fields where they are underrepresented, such as STEM. 
• Consider the annual Silver Summit in Nova Scotia that showcases the contributions of older adults in the province and the positive social and economic impact of their work. While this year’s event has passed, keep an eye out for the 2022 event!
• Agility in solving problems is key.
• For employers, a suggestion was made to create opportunities in your workplace for conversations about unconscious bias and the importance of being aware of how you, as employers, think in terms of examining how you are building future ready communities within your workplace.

2. What is the most memorable “success story” you’ve experienced when you think about how your organization/group has contributed to ‘building future ready communities’? 

There was a resounding echo from panelists regarding the need to continuously celebrate, acknowledge and take pride in the work that has happened in creating future ready communities. While we recognize that we still have more to do, we can move forward in a way that recognizes the successes to date. 

Below are specific examples shared by our panellists. It is our hope that these examples help inspire you as you think about programs, opportunities and initiatives that you may want to further research and/or implement. If you would like to follow up with the panel regarding their specific initiatives, we encourage you to do so!

NSCC’s 20 for 20 in 2020 Program: 

• This program brought together an all black Nova Scotian cohort of 20 students who entered into a 2 year welding diploma program offered through Irving Shipbuilding Program for Excellence. The students formed a community and bonded like a family as they made a commitment to start and finish the program together, leaving no one behind. 
• Despite the pandemic, the cohort had a 100% completion rate as all 20 students graduated in June 2020, 13 of whom achieved honours, and most are now employed by Irving. 
• This is a living testament of how education and partnerships with community and industry are critical in advancing careers of persons in underrepresented groups. 
• Furthermore, the success of the program led to the creation of the Black Empowerment to Success Award, a financial award that supports one male and female who identify as an African Nova Scotian in their education on Akerley Campus.

Programs that recognize and aim to close the gaps in participation of marginalized communities in Nova Scotia include:

Bridging the Gap Internship Program, Red Seal Program, and the Black Business Initiative’s new Boost program and the Diversity Employment Network.

From an employer’s perspective: 

• Proposify has seen success in creating an inclusive workplace by encouraging employees to share their authentic selves, as much as they are comfortable with, and demonstrating that the organization is more than just words by taking action to build inclusive teams. 
• In terms of hiring, there are many instances where companies blame the pipeline and/or software for a lack of applicants. Rather than saying that there is no one in the space, word-of-mouth, unofficial and informal channels are key to understanding who is being excluded and how you can reach these people. 
• Having staff representatives that new applicants can relate to and connect with to learn more about the company is a great way to generate interest and increase participation of marginalized groups. 
• It’s not just a matter of creating space initially for all communities to participate in the future of work, it’s about retention, progression and success in career for all through inclusive teams and opportunities for meaningful engagement.

The cultural audit:

• This idea isn’t just about creating a visually representative group of employees/ participants/etc., but also about organizations taking a closer look at how they view diversity and culture within their organization. 
• It’s about looking internally at attitudes, assumptions, norms, values, processes, etc., as well as looking at the big picture and the real benefits of having a diverse workforce.  When doing this exercise it is helpful to ask questions (and listen) in order to identify if your team is prepared to recruit and retain diverse hires and/or where they may need support, education, training, processes, etc. to do so.
• It’s important to start building a support system for a diverse workforce even before you need those supports. .

Shifting the power dynamic: When we think about building future ready communities, it requires a fundamental shift in how we think, design, create, implement, and continue to work in community economic development. 

• It is important to recognize that everyone has something to offer and something to learn. 
• St. Francis Xavier University supports post-secondary students in leadership, research and engagement capacities through internships. StFX has hired 30 students in the last 4 years and currently works with 23 students, 8 of which work directly with the Centre for Employment Innovation. These students are supported by supervisors who help them thrive, succeed, and explore their passions. 
• Creating spaces where students and employees feel comfortable bringing up challenges and questioning the way things are done allows for meaningful contribution and engagement. 
• Initiatives such as the creation of a youth led, youth focused learning space for those entering the workforce, allows youth to explore research questions on the topics such as: 
  • How can employers better support the mental wellbeing of young professionals as they transition into the workforce? 
  • What hiring practices exist across Nova Scotia and how do we better support accessible hiring practices or organizations? What value does mentorship bring to the workplace? 
  • And how do we support young professionals to lean-in to their authentic selves? 

This research has led to the creation of evidence-informed toolboxes, recommendations and frameworks for employers and organizations to help work with, as well as dismantle the systems that we work within. 

3. In your view, what do you see as the primary role that each of us has to play in building future ready communities? 

• To be able to create systemic and systematic change and to build an inclusive future of work, you need to figure out what you are passionate about,what fuels you, and also understand your current behaviors and mindsets. Consider: 
  • How do you want to show up and support yourself and the people around you? 
  • Where do you need to grow, to learn and to unlearn? 
  • What systems do you benefit from? 
  • What systems oppress others and how do you dismantle them?
    
• You don’t know what you don’t know and always have room to learn, so the reinforcement of asking questions and listening to the information provided is key.
  
• Every single one of us has a role and a responsibility to educate ourselves on the topic of diversity and what it means to build future communities with inclusive participation from all members of society. Identify what power, strengths, and/or privilege you can leverage to help make a difference, and create partnerships or seek advice from a mentor or expert to best utilize your strengths. 
  • Consider the words of Bozoma Saint John, former Apple executive and Uber’s first chief brand officer, who voiced, “Why do I—as the black woman—have to fix that? There’s 50 of you, there’s one of me. Ya’ll fix it…” as she spoke on how diversity in a company needs to reflect the population it serves.
    
• While education around inclusive workplaces is critical and foundational, to build a culture of diversity that supports all in the workplace it is important to create conditions that will truly sustain cultural change in organizations. This includes creating relevant policies and procedures, involving management on all levels to uphold those policies, and implementing mentorship and/or sponsorship programs that align to and support equity and inclusion within the organization. While many organizations think that creating a diverse and inclusive workforce can be done without a financial investment, investing time and money in a way that is manageable for your business goes a long way.
  
•  A Social Equity Working Group, made up of post-secondary education, government, and employer representatives, has conducted research on how to go about recognizing and building an equity centered learning and working environment in the education space. Their research identified two fundamental frameworks used in the education sector: Universal Design for Learning (UDL) and Culturally Responsive Practices (CRP). Determining the lack of initiatives that bring UDL and CRP together in a meaningful way, a new Nova Scotia project was created with an accessible equity summit coming soon this November, 2021!

4. What are some resources, books, Ted Talks, or podcasts, that have been instrumental in shaping your view on the future of work?

• The Diversity Employment Network
• What does my headscarf mean to you? | Yassmin Abdel-Magied
• How blind auditions help orchestras to eliminate gender bias
• Improving workplace culture through evidence-base diversity, equity and inclusion practices
• Anti-Racism Daily
• Hofstede Insights
• Transitioning Employers: A survey of policies and practices for trans inclusive workplaces
• Black-owned Business Directory
• Addressing Economic Racism in Canada’s Pandemic Response and Recovery
• “The Inclusive Mindset: How to Cultivate Diversity in Your Everyday Life” by Justin Jones-Fosu

Closing Remarks

Creating a future of work for all is a multi-stakeholder, multi-year, multi-pronged approach; it is complex and ongoing. There is value in learning from each other by sharing resources, information and stories about our wins and the set-backs, and in humbly recognizing that we all have a role to play in ensuring that the future of work has space for all members of Canadian communities. Take the advice and counsel of our panellists, never stop asking questions, and continue the conversation and initiatives to build future-ready communities.

Guiding discussion questions:

1. What steps has your organization and/or program/ initiative(s) taken to ensure participants are  representative of the communities that you serve?
2. What support systems have you built / started to build in your organization to support the introduction, retention and advancement of employees from marginalized communities?
3. What benchmarks, success stories and / or resources discussed by the panelists can you adapt/apply to your organization to create a culture of inclusivity and equal opportunity?

About the panelists: 

Matthew Martel, Chief Operating Officer, Black Business Initiative

Matthew Martel is Chief Operating Officer at Black Business Initiative. Matthew obtained a Bachelor’s degree in Management from Dalhousie University, followed by a Master’s degree in Technology, Entrepreneurship, and Innovation from Saint Mary’s University Sobey School of Business, and is a Certified Project Management Professional. With an aptitude for strategic thinking and solving complex problems, Matthew enjoys working with groups to troubleshoot challenging issues; he leverages these skills to support his team and organization. Matthew is passionate about Canadian entrepreneurship, especially in working to foster and grow minority-led enterprises.

Black Business Initiative

The Black Business Initiative (BBI) is committed to growing a stronger Black presence in Nova Scotia’s business community. BBI acts as a catalyst for job creation, equitable participation, and advancing the economic prosperity of Nova Scotia. In 1996, the Government of Canada and the Province of Nova Scotia founded the organization to address the unique needs confronting the Black business community in Nova Scotia. BBI is the longest serving Black business development initiative in Canada and is dedicated to supporting companies to start, grow, and compete in the mainstream business community.

Jill Provoe, Executive Director, Human Rights, Equity and Inclusion, Nova Scotia Community College

Jill Provoe is a bi-racial woman from Cape Breton Island and holds a degree in Public Relations, along with two Master’s Degrees in Human Ecology and in Education from Mount Saint Vincent University. Currently in the role of Executive Director, Human Rights, Equity and Inclusion at Nova Scotia Community College, she brings a substantive understanding of the importance of using equity as a lever in ensuring that all tenants of the academic experience are designed to support genuine inclusion. In 2006, Jill led the launch of the first Africentric adult learning program in Canada and in her previous role as Dean for the School of Access, she was responsible for managing access programs across Nova Scotia with a focus on providing pathways to post-secondary for, specifically, racialized and marginalized students and remains unwavering in her commitment to academic excellence and equitable student success.

Nova Scotia Community College

Nova Scotia Community College (NSCC) is transforming the province of Nova Scotia. Through a network of 14 campuses, NSCC provides Nova Scotians with inclusive and flexible access to education and the specialized, industry-driven training for today and tomorrow’s workforce. NSCC believes that the future of the province lies in the power of learning, which is why they care about the success of every student – in education, in career and in life.

Dr. Devan Kronisch, Head of Diversity, Equity, and Inclusion, Proposify

Devan Kronisch is an immigrant and member of the 2SLGBTQ+ community who leverages their mixed background and their Doctorate in Psychology to enable individuals and organizations to thrive. Currently heading the Diversity, Equity, and Inclusion Committee at Proposify Devan’s focus is on working top-down via manager coaching and bottom-up via company-wide education. Having lived in several countries and experienced how each cultural environment highlights and suppresses different intersections of identity firsthand, Devan is committed to improving true inclusion, rather than letting it be a mere buzzword.

Proposify

Proposify is a SaaS (Software as a Service) company that provides online proposal software to help modern sales teams take control of the closing process and track every opportunity from proposal to closed/won. It streamlines creating, sending, tracking, and e-signing proposals, contracts, agreements, and other sales documents. While based in Halifax with approximately 100 employees, Proposify has recruited team members from 17 countries around the world, facilitating the immigration process for some, and others working remotely. Committed to building an equitable culture that is inclusive and embraces every person and their unique contributions, Proposify believes diversity enriches culture, expertise, empathy, and perspective, and has a dedicated team to keep focused on educating and growing involvement in this area.

Jess Popp, Manager of Engagement and Partnership, Centre for Employment Innovation, St. Francis Xavier University

Jess Popp is a recent newcomer to Canada, who has a passion for youth leadership development, STEM, and asset-based community development. As the Manager of Engagement and Partnerships and lead for youth-initiatives at the Centre for Employment Innovation (Coady Institute and St. Francis Xavier University), Jess is committed to Moses Coady’s vision of “a full and abundant life for all” and strongly believes that collaboration, critical reflection and learning, and collective action are necessary to create vibrant, thriving, and resilient communities. Over the last 4 years, Jess has had the pleasure of learning more about Mi’kma’ki and Nova Scotia, hosting social innovation labs and community-led conversations exploring the Future of Work, and working to create more equitable, meaningful approaches to community engagement, youth-led research, and community-institution-government partnerships.

Centre for Employment Innovation, St. Francis Xavier University

As a part of the Nova Scotia Works Employment Ecosystem, the Centre for Employment Innovation (CEI) at Coady Institute and St. Francis Xavier University brings people and knowledge together by: facilitating community-based, practitioner-led research; fostering an environment for collaboration and shared learning; and strengthening governance and distributed leadership for the employment services ecosystem.

Through its diverse advisory board, its pilot and demonstration projects, and its rapidly growing applied research agenda, the CEI engages with many communities, employment-focused career and community development organizations, government agencies, and post-secondary institutions. Through these innovative partnerships that push the boundaries to be more equitable, transparent, and accountable, the system works collectively to ensure that all people in Nova Scotia have access to high quality, evidence-based, and people-centered employment services and supports. Working alongside employers, the CEI and its partners also strive to enhance inclusion, diversity, equity, and accessibility (IDEA) within workplaces. Together, Nova Scotia Works Employment Ecosystem Partners’ efforts support innovations for a skilled, resilient and inclusive workforce across the province.