OSPE - The Voice - December 2017 - 6

viewpoint

I believe that Canada is a country of
diversity. It is "who" we are.

We are people who embrace diversity. Why then is it that so many organizations and
companies are reluctant to embrace a truly diverse and inclusive workplace?
This October I had the privilege of joining the Premier at the Flemingdon Harvest
Foodbank Dinner. I was struck by a comment she made about diversity. She said, that
'Ontario's strategic advantage is in fact our diversity. That by being more inclusive, we
become better. She likened it to nature: the more diverse nature is, the stronger it is.
So too in business - the more diverse business is, the stronger it is.'
It is our diversity, and our ability to embrace that diversity, that will in fact strengthen
our profession. I believe it. And that's what we are talking about in this issue of
The Voice.
Early in my career I was privileged to take on a supervisory role at General Motors
(GM). In this role I was responsible for a group of 25 very diverse engineers. Only
half of this team were originally from Canada - the others were professionals from
around the world. Men and women from Mexico, Columbia, Pakistan, Brazil, China,
Afghanistan, Korea and India.
This team had a diversity of engineering experience from outside of North America.
Because of this, they also had differing approaches towards solving problems based
on their various backgrounds. We routinely worked with other GM vehicle validation
centres around the globe - language and cultural familiarity became an undeniable asset
when dealing with these international centres. GM Canada soon became recognized as
the best interface point and a technical engineering liaison with these other countries.
I recognized then, as I do now, that there were tangible benefits to the diversity of our
group. It was what set apart from other centres as excellent.
There is indeed a business case for diversity and inclusion in engineering and it is
compelling. Many argue that a critical first step in creating an inclusive organizational
culture starts with an understanding that equality, diversity and inclusion (EDI) are
beneficial to our profession. Communicating this business case is one of the key actions
for influencing senior leaders to engage with EDI. Research demonstrates that inclusive
cultures can lead to significant positive impacts on a range of factors for both the
individual employee and the organization.*
Some of the main benefits include:
1. Addressing the engineering skills gap
2. Positive impact on an organization's financial performance
3. Greater innovation and creativity
4. Inclusion drives higher business performance that diversity alone
5. Increase motivation, productivity and retention
6. Improved customer orientation
7. Increased customer satisfaction
The truth is, we have made progress, but more can and should be done. If we are
going to continue to see a shift from where we are today, we need to encourage and
engage the engineers of tomorrow. We need to pave the way for the future today.
Whether you are an engineering student, a Canadian or International Engineering
Graduate, a working professional or a retired engineer we all need to commit to
equality, diversity and inclusion. As a profession, we have many diverse voices and
OSPE represents the collective voice of our engineering community. As we turn the
page on a new year, let's embrace the diverse community that we are a part of and
move forward together, recognizing that it is indeed our diversity that is our advantage.

The VOICe

December 2017

MEssaGE fRoM YouR
pREsIDENt

It is our diversity, and our
ability to embrace that
diversity, that will in fact
strengthen our profession.
I believe it.

*Diversity and Inclusion in Engineering Survey
Report 2015.
Engineering UK 2015 - the state of engineering,
McKinsey Why Diversity Matters Report 2014
Scott Page (2008) The Difference: How the Power
of Diversity Creates Better Groups, Firms, Schools,
and Societies.
Opportunity Now (2014) Inclusive Leadership:
culture change for business success
McKinsey (2015) Diversity.
Robinson, M., Pfeffer, C., & Buccigrossi, J. (2003)
Business Case for Diversity with Inclusion.

Jonathan Hack, P.Eng., MBA, PMP
President and Chair, OsPe

Table of Contents for the Digital Edition of OSPE - The Voice - December 2017