A majority of companies that signed the BlackNorth Initiative have failed to make substantial progress on diversity, a Globe survey shows. Five experts weigh in with strategies for Canadian companies
In order to boost Black representation among employees at Bank of Nova Scotia, executives realized they needed to cast a wider net.
At more senior levels, Scotiabank had more than 60 staff participate in the first two cohorts of its six-month Black Management Accelerator Program, which includes digital courses, group projects, networking and mentorship. A third cohort is planned this year. The payoff comes largely from a sharper focus on diversity in KPMG’s junior ranks. Its recruiters have built ties to Black student associations at universities where it hunts for talent. It now has a recruiter devoted to finding Black employees, and another dedicated to finding Indigenous recruits.
Setting up an internal employee diversity census has been top priority for the Alcohol and Gaming Commission of Ontario. But getting employees to participate in such surveys is a much bigger task that starts with building a culture of trust, says the AGCO’s diversity and inclusion specialist, Melanie Murzeau.
“Diversity and inclusion is not something a company is instantly going to achieve right away. It’s like running a marathon – not a sprint,” Ms. Murzeau said in an interview.
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