Career Edge Organization would like to congratulate our Host Employers and Partners for being named among Canada’s Top 100 Employers for 2010!

Not surprisingly, most of the organizations on the list have worked with us in some capacity over the years, either as a host employer to our interns or as a supporting partner.

The 2009 Top Employers Summit took place yesterday and today in Toronto with Richard Florida and Mia Farrow as featured speakers.

Below are just some of our Host Employers that were recognized in the Top 100 list:

• Bank of Montreal
• Enbridge Inc.
• George Brown College
• KPMG LLP
• Loblaw Companies Limited
• MTS Allstream Inc.
• Ontario Public Service
• Procter & Gamble Inc.
• Research In Motion Limited
• Royal Bank of Canada
• Shell Canada Limited
• TD Bank Financial Group
• TELUS Corporation
• Toronto Hydro Corporation
• Toyota Canada

Every year, the “Canada’s Top 100 Employers” project recognizes employers across the nation for being one of the best places to work. It is a competitive process that looks at all aspects of work such as work atmosphere, community involvement and training and skills development.

Click here to see the full list!

I’m noticing a trend: people are using the terms “diversity” and “inclusion” interchangeably.

Remember when the conversation was about “equality” and equal opportunities? Since the 1970s the topic of workplace equality gained the attention of organizations and 1984 saw the beginnings of Employment Equity in Canada.

But over the past two decades, many organizations ditched the “traditional” language of equal opportunities in their internal and external policy statements in favour of diversity. Whereas equality emphasized non-discriminatory practices in the workplace, diversity was about recognizing the benefits of bringing together the different skills, backgrounds and viewpoints that exist in society.

We’re talking about more than just semantics here. The language an organization uses is a reflection of its values, and something as simple as one word can signal meaningful changes in its policy orientation.

Today, the word “diversity” is sort of becoming like your favourite jeans from last season. They still fit but they’re not in style anymore, and everybody else has a pair.

Organizations that want to stand out and lead the pack are now adding “inclusion” to their diversity statements – among them corporate leaders like RBC, HP and AOL. This begs the question: What is the difference?

Diversity is, quite simply, the “mix.” It means a variety of different kinds of people are at your workplace, reflecting the range of cultures, ages and other variations that exist in the workforce. Inclusion is taking that diversity to the next level.

HP defines inclusion as “a work environment where everyone has an opportunity to fully participate in creating business success and where each person is valued for his or her distinctive skills, experiences and perspectives.”

A salad, for instance, is a great example of “inclusion.”

You can lay out a variety of vegetables on a plate with dressing on the side but that does not make it a salad. It’s just vegetable diversity. In an actual salad, the lettuce, tomatoes, carrots and dressings are all mixed together. This creates synergies where all the parts are working together and the result is far more delicious and impressive than the plate of vegetables you had to start with.

Diversity is the range of differences among the organization’s people – women, people with disabilities, visible minorities, immigrants, LGBT people, blondes, redheads, tall people, short people, sports fans, foodies – you get the picture.

Inclusion is a quality of the organization itself.

Career Edge Organization embraces this shift, recognizing that the best companies are those that have integrated diversity at all levels, creating an environment that supports and leverages their employees so they can reach their full potential.

Don’t get me wrong – a variety of vegetables is better than just a boring plate of carrots. But wouldn’t you rather eat a salad?

Earlier this week, our President and CEO at Career Edge Organization, Anne Lamont attended the Toronto Forum for Global Cities, put on by the International Economic Forum of the Americas, and the Organisation for Economic Co-operation and Development (OECD).

This year’s theme was “restoring growth in a post bail-out era” and the speakers included CEOs and representatives from the White House, OECD, Deloitte & Touche, Toronto Hydro Corporation, World Bank Group, IBM, TD, GE Canada and Scotia Bank. On a side note, it was great to see that several of our Host Organizations were represented there.

On Monday, the OECD issued its Territorial Review of Toronto which essentially identifies what we are doing right and what we can be doing better on economic development issues such as energy, infrastructure, finance and innovation, to name a few.

First, the good news – the Report cites Toronto as one of the most diverse cities in the OECD, and the most culturally diverse urban centre in Canada, with half of the population being foreign born.

However the reality is that we (Toronto employers) could do a much better job of tapping into this valuable resource.

One of the key policy issues identified is “the under-utilization of immigrants and cultural diversity” and not surprisingly, “bridging education programmes and internships” were cited as clear solutions to “address obstacles to the recognition and appreciation of foreign skills, which are an asset for the knowledge economy.”

We are pleased to see that the OECD mentioned us as a successful “bridge to work” program, in reference to our Career Bridge program for Internationally Qualified Professionals (for those of you who have the report, you can find us on page 115). The Report goes on to say that now that the approach has been tested, bridging and internship programs could be used more widely.

We’ve heard it time and time again – an organization is only as good as its people. That’s what makes the work of an employer both exciting and challenging. Bringing a new employee onto your team can be like adding a new piece of furniture to your living room. It breathes new life into the room and changes the dynamics of how all the pieces fit together. Most importantly, it makes your space complete.

This is why everyone here is nothing short of stoked to welcome Heather Brown to the team – and don’t worry Heather, the furniture reference was just an analogy!

Heather will be filling the newly created role of ESL/FSL Applicant Screening Specialist, joining our team of ESL Screening Specialists – Ollie and Paula.

Our “screeners” interview candidates of our Career Bridge program for Internationally Qualified Professionals to ensure the highest standards within our talent database. As our pool of bilingual talent continues to expand, we recognized the need for a French language screener and brought Heather on board.

Heather’s background and experience as a language teacher and adult educator, her educational credentials in Applied Linguistics and Professional Communications at the masters-level and her fluency in both English and French make her the perfect addition to our team here at Career Edge Organization.

On top of that she’s got a great personality. Welcome Heather!

Yesterday, November 5th, two Career Edge Organization “staffers” Rizwan Abdul and Rima Dasgupta attended the 6th annual JOIN Conference Employing Individuals with Disabilities – Strategies on inclusion, Recruitment and Retention.

First some information on JOIN.  Job Opportunity Information Network (JOIN), for Persons with Disabilities is a network of 50 community agencies who deliver ODSP (Ontario Disability Support Program) Employment Supports in Toronto and Central East Region. JOIN affiliates assist persons living with disabilities to find and maintain employment, and assist employers looking to recruit qualified candidates with disabilities to meet their hiring needs.

Now more about the annual conference. The JOIN Annual conference is an event that facilitates discussion among various stakeholders about hiring, retaining and promoting employees with disabilities. The Annual conference is widely seen as a leading event for businesses, not-for-profit sector organizations and public sector employers working with individuals with disabilities.

Career Edge Organization, one of the founding members of the JOIN Toronto Region Business Leadership Network was pleased to attend this year’s JOIN conference. From our perspective, it  was an excellent learning experience and we are pleased to observe that once again (and despite widespread recessionary constraints in effect) there was a great turnout as new businesses become members of JOIN and are taking a proactive approach by hiring persons with disabilities (PWD’s).

Our staff who participated in the event were very encouraged that many employers attending including Scotiabank, the lead event sponsor organization are also Career Edge Organization host employers who recognize us as a key player among organizations that work in the area of integrating PWD’s in the workplace through the Ability Edge paid internship program.  This year’s conference has seen many new employers participating but we encourage new employer involvement to keep the momentum created by JOIN on track. Hiring qualified persons with disabilities is a proven key business enabler – we hear that loud and clear from many of the host organizations that we partner with to provide graduates with disabilities meaningful work experience throught the Ability Edge program.

The keynote address by Dr. Jennifer Arnold was very inspirational as she narrated her journey as a person with disability and her experiences in overcoming the barriers to become a Pediatrician, neonatal specialist, professor and a reality TV star. The various sessions conducted by members of JOIN were also very informative as they discussed their key learnings and best practices working with employees with disabilities.

The sharing was phenomenal! Some of the key learnings from the sessions were that hiring, retaining and promoting PWD’s is an ongoing learning process and no one can claim to be the experts in the area. Notable best practices that can be emulated from these employers is that open communication between all key holders including the employees with a disability is crucial in integrating these employees and removing the barriers to their integration in the workforce.