August 11th, 1-2 EST / 2-3 ADT
The pandemic has transformed business operations and employee expectations. With 77% of Canadians desiring flexibility to work in the office and remotely, the hybrid workplace model is becoming the “new normal.” The hybrid model has allowed organizations to access global talent and support the creation of broadly diverse teams that bring together different skill sets, experiences and ideas, and create opportunities to learn and grow from different cultures and wisdoms.
Hybrid is the new normal, and an opportunity to rethink and remake organizational culture together. A recent HP Canada survey found that over a third of Canadian employees believe a hybrid work model is the most beneficial for advancing marginalized groups. Yet the increasing multicultural workforce comes with the challenge of integrating different cultures and wisdom in the workplace. While the importance of workplace culture is growing, and a Deloitte survey found that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success, 81% of employees believe their managers need to be better trained to effectively manage a hybrid workplace team. In the post-secondary world, some institutes’ anti-discrimination policies have required learning modules related to cultural diversity, and created opportunities for intercultural learning though events and celebrations.
What is clear is that as employers, post-secondary institutes, non-profits, and the people that work at and with them, we all have a role to play in better understanding and engaging people from different cultural backgrounds to build a better future of work. To do this, organizations need to develop processes and practices that better support cultural diversity and understanding across all areas and functions of an organization or community.
Join leaders as they share their personal and organizational initiatives, experiences and learnings in integrating different cultures in the workplace:
Introduced by Florence Rousseau, Director, Marketing & Communications, Magnet, and moderated by Chantal Brine, CEO, EnPoint, we invite you to the next installment of the Building Future Ready Communities: Virtual Tour series for community building and an inspirational panel discussion and Q&A!
If you are unable to join us live, sign-up anyways and you’ll receive instructions on how to access the recording afterwards.
Register here!
Ruby Latif, Senior Manager, Ernst & Young
Ruby Latif, BA, BAH, MA, DSocSCI (ABD), is a Senior Manager in EY’s People Advisory Services practice. She is a communications strategist, researcher, and diversity, equity, and inclusion consultant. She has over 15 years of diversity, inclusion, and equity management experience leveraging research and strategic partnerships in the service of community initiatives. This includes multi-level government policy research, community outreach, political engagement, and crisis management.
Her clear communication, authentic leadership approach, genuine care for relationship-building, and ability to balance strengths and vulnerabilities allow her to offer exceptional client service. Ruby helps her clients achieve their strategic goals by optimizing the people-component of key strategic initiatives. In her professional training, Ruby has collaborated with over 1,000 community and government agencies (for-profit and non-profit) including the City of Toronto, York Region, Government of Ontario, Government of Canada, Canadian Opera Company, Ontario Securities Commission, Canada Mental Health Association, Law Commission of Ontario, Prostate Cancer Canada, and the National Council of Canadian Muslims.
As a seasoned researcher, Ruby has co-authored in more than 20 publications, including reports and policy briefs, that focus on building bridges and bringing diverse stakeholders together to create workplace diversity and organizational change management. Ruby’s goal is to apply an intersectional lens to policy conversations and decisions where creativity and collaboration between diverse stakeholders and those impacted are fostered. Ruby is currently completing her Doctorate in Leadership studies.
Ernst & Young
EY’s purpose is Building a better working world. The insights and quality services they provide help build trust and confidence in the capital markets and in economies the world over. They develop outstanding leaders who team to deliver on their promises to all our stakeholders. In so doing, EY play a critical role in building a better working world for their people, clients and communities.
Through their four integrated service lines — Assurance, Advisory, Tax and Strategy and Transactions — and deep sector knowledge, EY helps their clients to capitalize on new opportunities and assess and manage risk to deliver responsible growth. Their high-performing, multidisciplinary teams help them fulfill regulatory requirements, keep investors informed and meet stakeholder needs.
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