This episode on decolonizing HR and indigenous inclusion was by request! I was totally on board. I recently took the Indigenous Canada MOOC (massive open online course) and it was fascinating and inspiring.

So I reached out to Gillian Hynes who works for Rise, an indigenous-owned consulting group advancing reconciliation and indigenous inclusion. Here are a few highlights:

– Decolonization is about inclusion and truth through reconciliation and relationships.

– It starts with the individual.

– There are many colonial practices in HR. For example, many benefits are based on Western medicine, and our definition of “family” for bereavement leave is often narrow.

– A lot of the changes will benefit all employees – especially as we get more diverse overall.

– HR has the power to make a difference by helping decide what the problem is and what the solution might be.

It’s fascinating and challenging stuff. But I didn’t find it overwhelming – hopefully you don’t either.

Find Gillian at www.riseconsultingltd.ca.

Find Andrea at www.thehrhub.ca.

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While diversity is almost a fad for some companies, we also know that having a diverse team adds bottom-line value. As long as diversity is accompanied by inclusivity.

The video with Dr. Helen Turnbull CSP highlights that diversity positively impacts the bottom line – but only when everyone feels included and valued. She’s been working in the field a long time and did a TEDx in 2013. She says:

It’s not enough to simply hire a diverse group of people and pat yourself on the back. You need a culture where everyone feels included and can contribute their unique perspectives and ideas.

When diversity training elicits an eyeroll… you have an uphill battle. The leader is telegraphing their thoughts and unlikely to foster an inclusive environment.

But inclusivity does not mean that people should be allowed to monopolize meetings ad nauseum. If they’re not adding value… why are they there?

Contact Dr. Turnbull at www.thehrhub.ca.

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The question: Is it undue hardship or is it a regular hardship? Those of us in HR in Canada need to consider this. And we can always brush up on the duty to accommodate so check out this video.

This was the focus of my conversation with Dylan Snowdon. Dylan is an Employment Lawyer and Instructor in the Faculty of Law at the University of Calgary. This is something he is asked about a lot and here are some of his insights:

You have to accommodate, but can consider those accommodations that have the least impact on the employer.

Accommodations can take many forms, and it doesn’t always have to be a big or complicated solution.

The difficult accommodations are when there are a lot of unknowns or the employer is not accepting. Mental health often falls in this category.

Whenever someone requests accommodation, the duty has been triggered.

Remember, the duty to accommodate is an important part of creating an inclusive workplace. By making reasonable efforts to accommodate the needs of employees, employers can create a workplace that is welcoming and supportive of all employees.

Find Dylan at www.carbertwaite.com.

Andrea is an HR Consultant and can be found at www.thehrhub.ca.

The post The Duty To Accommodate – How Far Do You Have To Go? appeared first on HR West Consulting - Elevating Success.

We all have biases and you might not be aware of yours. It’s part of our most primitive brains so we aren’t going to get rid of it. The only thing we can do is be aware and manage it.

In this video I speak with Dr. Helen Turnbull CSP. She has been digging into the topic for a long time – long before it (and DEI) became such a key HR issue. She did a TEDx on inclusion in 2013. So props to her! Here are some of the things she shared:

If you’ve ever been rude to an overseas call centre representative because they aren’t on your continent, check your bias. Are you REALLY that open-minded and unbiased?

2⃣ Confirmation bias and pattern recognition bias are two of the most prevalent examples of unconscious bias in the workplace. Unchecked, either will lead to poor decision-making, missed opportunities and sub-par business performance.

The only way to minimize the impact of unconscious bias is to bring it to our conscious awareness. She suggests saying “Let’s not make that decision until we check our biases.”

Find Helen at https://drhelenturnbull.com/.

Andrea is an HR consultant and can be found through www.thehrhub.ca

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