INTRODUCTION Paula Lee was appointed the HR Director at Golden Trust Merchant Bank in Quebec, Canada on August 5, 2018. Being the first female HR Director and originating from the Caribbean workplace diversity was one of her priorities, and she was determined to make it happen. LEGAL AND SOCIO-DEMOGRAPHIC CONTEXT In 2001 there were over 700,000 immigrants in Québec, 500,000 of whom were members of visible minority groups. While at the turn of the 20th Century, most immigrants were from the United States or European countries, the percentage of immigrants from these countries gradually decreased, as immigration from Asia and other parts of the world inclusive of the Caribbean increased. Slow at first, this change became more visible in the eighties. Today, the vast majority of immigrants are Asian (including South Asians) or Black. Legislation has been adapted in order to deal with this new reality. The Canadian Charter of Rights and Freedoms, which is included in the 1982 Canadian Constitution Act, guarantees equality to every individual regardless of race, religion, national or ethnic origin, colour, sex, age or disability. The law allows, however, programs which benefit members of certain groups (such as women, aboriginals, people with disabilities and visible minorities) which have historically been subject to discrimination. In 1998, the Equal Opportunities Commission began conducting audits to access the levels of compliance by organisations. WORKPLACE DIVERSITY IN THE BANKING SECTOR Banks are required to deal with an increasingly diverse clientele and therefore must manage diversity at two levels: in their own workforce, as they are legally bound to do, and in the market, by fulfilling their clients’ needs. PEOPLE’S BANK OF QUEBEC Golden Trust Merchant Bank has 10,000 unionized employees with visible minority groups accounting for less than 6% of the workforce; the Bank’s employees were almost entirely French-speaking Quebecois. Women constituted a significant proportion of the workforce, but were under-represented in management jobs. Indeed, while over 80% of administrative and office employees were women, they represented only 18% of senior managers. Since the introduction of the first Employment Equity Act, in 1986, several employment equity plans had been devised, but none had led to any concrete changes. Paula understands that there are competent and talented people which the Bank would benefit from having in its ranks who are among the underrepresented groups. She was also convinced that, with a more diversified workforce, the Bank would be better able to respond to the needs of its increasingly diverse clientele. According to Paula, it was a matter of performing better, rather than simply complying with legal requirements. QUESTIONS You have been employed as the Human Resource Manager to assist Paula in convincing the Executive Team to adopt a culture of diversity. (a) Identify all the isssues the bank is currently experiencing? For example, Language Barrier which is a lack of inclusion (b) Recommended and explain three (3) strategies to manage diversity at the Golden Trust Merchant Bank to achieve the benefits mentioned above. (c) Identify the two (2) challenges you expect to encounter in implementing these strategies.
INTRODUCTION
Paula Lee was appointed the HR Director at Golden Trust Merchant Bank in Quebec, Canada on August 5, 2018. Being the first female HR Director and originating from the Caribbean workplace diversity was one of her priorities, and she was determined to make it happen.
LEGAL AND SOCIO-DEMOGRAPHIC CONTEXT
In 2001 there were over 700,000 immigrants in Québec, 500,000 of whom were members of visible minority groups. While at the turn of the 20th Century, most immigrants were from the United States or European countries, the percentage of immigrants from these countries gradually decreased, as immigration from Asia and other parts of the world inclusive of the Caribbean increased. Slow at first, this change became more visible in the eighties. Today, the vast majority of immigrants are Asian (including South Asians) or Black. Legislation has been adapted in order to deal with this new reality. The Canadian Charter of Rights and Freedoms, which is included in the 1982 Canadian Constitution Act, guarantees equality to every individual regardless of race, religion, national or ethnic origin, colour, sex, age or disability. The law allows, however, programs which benefit members of certain groups (such as women, aboriginals, people with disabilities and visible minorities) which have historically been subject to discrimination. In 1998, the Equal Opportunities Commission began conducting audits to access the levels of compliance by organisations.
WORKPLACE DIVERSITY IN THE BANKING SECTOR
Banks are required to deal with an increasingly diverse clientele and therefore must manage diversity at two levels: in their own workforce, as they are legally bound to do, and in the market, by fulfilling their clients’ needs.
PEOPLE’S BANK OF QUEBEC
Golden Trust Merchant Bank has 10,000 unionized employees with visible minority groups accounting for less than 6% of the workforce; the Bank’s employees were almost entirely French-speaking Quebecois. Women constituted a significant proportion of the workforce, but were under-represented in management jobs. Indeed, while over 80% of administrative and office employees were women, they represented only 18% of senior managers. Since the introduction of the first Employment Equity Act, in 1986, several employment equity plans had been devised, but none had led to any concrete changes. Paula understands that there are competent and talented people which the Bank would benefit from having in its ranks who are among the underrepresented groups. She was also convinced that, with a more diversified workforce, the Bank would be better able to respond to the needs of its increasingly diverse clientele. According to Paula, it was a matter of performing better, rather than simply complying with legal requirements.
QUESTIONS
You have been employed as the Human Resource Manager to assist Paula in convincing the Executive Team to adopt a culture of diversity. (a) Identify all the isssues the bank is currently experiencing? For example, Language Barrier which is a lack of inclusion (b) Recommended and explain three (3) strategies to manage diversity at the Golden Trust Merchant Bank to achieve the benefits mentioned above. (c) Identify the two (2) challenges you expect to encounter in implementing these strategies.
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