This resource forms a part of Illuminate Opportunity: Equity in the Workplace, a set of HR tools developed by EHRC for Alberta electricity and renewables employers.
A tailored DEI business case for your organization can be used to:
- Show hiring managers the value of considering a skilled candidate from a diverse talent pool for their team.
- Strengthen leadership communications to staff and leaders about DEI.
- Build awareness of the organization’s “why” for a commitment to DEI.
Where is there an opportunity to “open the door” to DEI?
- Which jobs are we finding hardest to fill? Which ones require lengthy training and skill-building?
- Which jobs/locations/departments show high turnover? Which ones face increased retirements?
- In which areas is re-skilling/upskilling anticipated?
- What new skills are required – for innovation, to understand customers, to lead, and so on…
Our current status
Where are the diverse talent pools in our workforce?
- What are the current ratios of diverse talent groups in our key occupations? At all levels of the organization?
- Consider women, Indigenous peoples, persons with disabilities, visible minorities, newcomers, LGBTQ2+ employees, and individuals who are members of multiple groups (e.g. newcomer women, Indigenous peoples with disability, etc.)
- Is there a concentration in certain roles/levels? What could be the reason for this? How does this compare with our competition?
Our current business case
How effective is our current messaging around DEI?
- What statements has our organization made about diversity, equity, and inclusion? Where have we made them? Who is aware of them?
- What commitments have been made about opportunities for diverse talent groups? What is our track record?
- What is our current “brand” in terms of DEI – internal and external? Being candid, where are the gaps in our organization in terms of awareness of our DEI business case?
How can we optimize our business case?
- How could a more diverse, equitable and inclusive workplace benefit our organization?
- Specific departments?
- Specific teams?
- Specific levels of the organization?
- How can we set ourselves apart from the competition with employees and candidates from all talent groups?
- What data can we draw on to demonstrate the contribution our current DEI initiatives are making towards meeting our business needs (internal focus)? Towards demonstrating that DEI is a priority in how we hire, who is encouraged to contribute, how we accommodate our diverse workforce, and who we promote?
- How can we communicate the business case throughout the organization – leadership, hiring managers, frontline employees, corporate and field locations?
Based on the above, what is our business case?
How to Develop Outreach Messaging That Sets You Apart
External focus: At “AB Electric”, the majority of our employees–from any background–feel that their ideas are valued.
Internal focus: Our “Indigenous Employee Network” members have helped to make presentations to five local communities.