HR Professional - February/March 2009 - (Page 52) H R101 o out a diversity program, the i initiatives you’re working on a and what it means for your o organization, says Naidu. Education is also an o opportunity for your o organization’s various diversity groups to showcase their c culture and traditions. “We do Celebrate and Educate,” says Bach. “Four times a year we pick a celebration and do a two-hour presentation on it. We provide food specific to the culture and celebration, and bring in a speaker who answers the whys and whats. What is Ramadan? What is LBG Pride? What is Black History Month?” As a consequence of these events, KPMG has seen diversity networks sprout up: pride, international employees (those on secondments), parents of children with special needs, Muslim employees and East Asian employees. The networks are split into two groups: clubs, for social support (as in the case of the network for parents of special needs children) and groups, which must have a business development component (e.g., Chinese employees looking for ways to promote KPMG within that community). Next Generation HR Lead change Mold culture Build strategy Cultivate partnerships Redesign departments Discover leaders Discover yourself yoursel Are you ready to move from transactions to transformations? Learn more by calling toll-free: 1-888-858-7838 or by visiting irc.queensu.ca Keeping momentum So how do you embed diversity in your organization? Don’t let up. “You have to keep people focused on the different aspects of diversity. Keep doing events, try new things and listen to your people,” says Naidu. You’ll know you’ve achieved some success when people start accounting for diversity in their decision-making. KPMG’s recruiters are now actively seeking out new candidates via non-traditional routes, such as the Canadian Immigrant magazine’s Hire t Board, the Toronto Region Immigrant Employment Council (TRIEC) and the Job Opportunity Information Network (JOIN)—an Ontario job resource for persons with disabilities. “Our recruiters started sourcing these communities independently,” says Bach, “and that’s success, when you’ve got your people thinking about incorporating diversity in what they do in the business.” HR P ROF ES SI O N AL F1 408987_Queens.indd e b r u a r y / M a r c h 52 2009 11/17/08 11:14:24 AM http://www.irc.queensu.ca
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