Author: Wendy Cukier, Brenda Nadjiwan, Dave Crisp, Michael Bach, Beth Grudzinski Description: An Interesting Panel discussion including senior diversity representatives from KPMG and TD Bank Financial Group followed the opening sessions, focused on how diversity is actually being moved forward in these organizations. Session 1: Dr. Wendy Cukier: The Diversity Lens: Leading Practices in Recognizing the Benefits of Diversity, Session

5. Source: A Perfect Storm: Sustaining Canada’s Economy During Our Next Demographic Transformation, The Urban Futures Institute 2006.

10. RESEARCH FINDINGS

11. By the numbers: Large Financial Institution * Visible Minority Representation *Federally Regulated Employer Data, 2006 Semi-Professionals and Technicians: 40.8% Professionals: 25.6% Middle and Other Managers: 17.9% Senior Managers: 9.9%

12. Visible Minorities and Career Satisfaction Less satisfied with their progress toward their overall career goals, as well as income, advancement, and skill development goals. White Men 3.7 The Scores: White Women 3.8 Minority Men 3.4 Minority Women 3.5

13. Senior Management Commitment to Cultural Diversity Less likely to believe senior management in their organization was committed to cultural diversity.

14. Talent Identification Process Fewer agreed that their organizations were promoting the most competent people.

15. Perceptions of Fairness Survey Items: White/Caucasian Respondents % Somewhat/Strongly Agree Visible Minority Respondents % Somewhat/Strongly Agree Men Women Men Women I believe “who you know” (or who knows you”) is more important than “what you know” when deciding who gets development opportunities in my organizations. 54% 60% 67% 72% I feel like I am held to a higher performance standard than peers in my organization. 33% 35% 46% 47% In my organization, people tend to recommend people of their own ethnicity for high-visibility assignments. 9% 11% 33% 30%

16. Impact of Diversity Training Variables Yes No Yes vs. No White/ Caucasian Visible Minority White/ Caucasian Visible Minority White/ Caucasian Visible Minority Career Satisfaction 70.1 63.5 64.6 47.5 5.5 16.0 Commitment 80.5 82.7 75.7 73.7 4.8 9.0 Relationship with Manager 75.0 73.5 64.8 55.6 10.2 17.9 Fair Talent Identification Process 69.2 65.8 57.7 44.8 11.5 21.0 Utilization of Education/Training 60.9 53.0 52.2 39.0 8.8 14.0 Skills Utilization 79.2 76.3 75.8 65.2 3.4 11.1 Relationship with Colleagues 83.3 81.0 77.8 71.2 5.5 9.8 Senior Management Commitment to Diversity 66.5 57.8 48.7 34.2 17.8 23.6 ** t-test of pair-wise relationships by racial category significantly different at p < 0.01

17. Visible minorities in leadership

18. Women in leadership

19. The Diversity Curve Degree of Formalization % of Women Senior Executives SME Manufacturing Regulated Sectors - Little recognition of problem - No policies - No metrics - Recognize overt and systemic - Integrated policies - Metrics

21. Experiences of Discrimination

22. ECOLOGICAL APPROACH TO CHANGE Individual Group Organization Sector Social Environment

26. Photos -Overall numbers (all 4 papers)‏ Section Total % with Females News 1018 25.0% Sports 448 7.6% Business 380 11.8% Life 532 23.5% Arts & Entertainment 476 34.5% Total 2854 21.8%

27. Photos - Broken down paper by paper Newspaper Total % with VMs The Globe and Mail 703 14.5% The National Post 761 15.5% The Toronto Star 759 16.5% The Toronto Sun 631 20.8% Total 2854 16.7%

30. Top 40 Under 40 (2009)‏ (Source: The Globe and Mail , Report on Business, June 23th, 2010.)

42. Mapping your sphere of influence and plan executives subordinates peers consumption you home, school vendors customers/ clients