This time we will focus on: Learning from our Alumni: New perspectives on Diversity and Inclusion in time of uncertainty. Our speakers Dean and Krystal will join us for an interactive session and Q&A, followed by networking in breakout rooms.

Dean Delpeache is a diversity and inclusion strategist who has spent more than a decade focused on talent management and creating frameworks of equity for organizations. He is a Professor of Equity, Diversity and Inclusion in the Workplace at George Brown College, is currently the Director of Talent and Diversity at Fiix Software and also runs a consultancy, Strasity, where he helps organizations design a strategic framework focused on diversity, inclusion, belonging and equity (DIBE).  Dean possesses a Master of Human Resources Management degree from 91亚色 and a Leadership and Inclusion Certificate from Centennial College.

Dean鈥檚 presentation will focus on: Diversity in Recruitment and methodology for Reducing Anti-Black Racism

Krystal Abotossaway is a well sought after expert, speaker and leader on Indigenous engagement. As Senior Manager at TD Bank, she is responsible for TD's Indigenous Peoples strategy, integrating colleague, customer, and community perspectives while continuing to build TD's brand as the employer, bank, and community partner of choice for Indigenous Peoples. Abotossaway鈥檚 passion and leadership for advancing more agile diversity engagement strategies has contributed to TD鈥檚 ongoing recognition as Canada鈥檚 Leader in embracing diversity -- including being recognized as one of Canada's Best Diversity Employers,

Krystal鈥檚 presentation will focus on: Indigenous Recruitment & Engagement: Building Indigenous inclusion from within 

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Stern highlighted mooting as the crown jewel of extra-curricular activities at law. Mooting 鈥� or the oral presentation of a legal idea or issue against an opposing counsel 鈥� is one of the very few opportunities for experiential learning during law school.

In his book, he codifies 鈥渕ooting culture鈥� so that future students can benefit from his experience, having successfully competed and placed in various competitive moots, along with participating, coaching, running and assisting in the creation of countless others. He achieved this by recording the lessons learned, cataloguing issues that often come up with mooters, and by conducting qualitative interviews of competitive mooters to extract and distill their experiences for the next generation. Stern further emphasized that today鈥檚 law students, who are often idealistically drawn to law school, sometimes lack a foundational background in basic tools of rhetoric and argumentation. His main aim was to bring those basic skills to the forefront so students could become better advocates.

Another student from Osgoode Hall Law School, Nika Arbabzadeh Broujeni, remarked: "When I started my undergraduate degree in human resource management, I had no intention of going to law school.鈥� However, Broujeni鈥檚 mind was changed after studying Canadian law in a class on employment where she learned about the Canadian Charter of Rights and Freedoms. Broujeni added, 鈥淚 had recently immigrated to Canada from Iran, it sparked my curiosity and led me to engage in my own comparative research on Iranian and Canadian constitutional law. My professor played a crucial role in facilitating an environment in which I could find my passion."

The multidisciplinary approach of the BHRM provides a great opportunity for students to understand and learn integral soft skills such as conducting themselves in business settings, realizing what employers want in a candidate, and how to craft their value proposition for businesses. It intersects with the field of law on a substantive level because law is no longer siloed to degrees and case analysis. Rather, the practice of law has evolved into the primary objective of solving client problems, no matter how one arrives there.

According to David J. Doorey, associate professor, labour and employment law, the School of HRM offers a variety courses that introduce students to legal reasoning and the laws that govern work in Canada, including employment law, negotiations, industrial relations, occupational health and safety, equity and diversity, and a new advanced seminar called 鈥淎dvanced Law of Work.鈥�

鈥淲e鈥檝e been fortunate to have quite a number of BHRM grads go on to law school and have successful legal careers. I think the multi-disciplinary nature of the program encourages the sort of critical thinking skills that are conducive to doing well in law school.鈥� Doorey added, 鈥淢y experience is that students become inspired to pursue legal careers after taking these courses.鈥�

This story was originally published in .

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Content from this poster has been typed below.

Panelists:

• Dr Leah Vosko, Department of Politics, 91亚色
• Dr Obiora Okafor, Osgoode Hall Law School, 91亚色
• Marie Clarke Walker, Canadian Labour Congress

Moderator:

• Dr Kelly Pike , School of Human Resources Management, 91亚色

The year 2019 marked the 100th anniversary of the International Labour Organization (ILO). The ILO encourages cooperation between governments (of 187 member states), employers, and workers to promote "social justice and internationally recognized human and labour rights." Established in the wake of the "Great War" (WWI), the founding mission of the ILO was based on the premise that "social justice is essential to universal and lasting peace." However, this goal has been far from realized in the last century. In this panel discussion, each participant will address the following guiding questions:

• What is living and what is dead in the ILO, 100 years on?
• What lessons can be learned from the past to address the pressing social, economic and labour justice issues of today and in the future?

Event Details:

• Friday, February 28, 2020
• 1:30 PM - 3:30 PM
• Kaneff Tower 519
• Refreshments will be provided.

Co-Sponsors:

School of Social Work, Faculty of Education, Department of Equity Studies, Department of Anthropology, Department of Sociology, Department of Geography, Social and Political Thought Program, Department of Philosophy, Department of History, Master of Public Policy, Administration and Law Program, Department of Politics, School of Fender, Sexuality and Women's Studies, Department of Social Science, School of Human Resources Management

The post The ILO 鈥� A critical examination of the past 100 years, and imagination for the next appeared first on LA&PS Newsroom.

The gender pay gap is a complex global issue that has attracted attention in the academic world for decades. In 2018, it made headlines in Hollywood, thereby entering public consciousness in a new and profound way. In Ontario, three decades after pay equity legislation was introduced, the gender pay gap is still wider for marginalized women 鈥� a point specifically raised in a 2015 United Nations (UN) report.

A new study by 91亚色 graduate Roopkiran Kohout and Faculty of Liberal Arts and Professional Studies Professor Parbudyal Singh digs deep to discover why this is happening and what can be done about it. The duo interviewed 23 women defined as marginalized (racialized and/or new immigrants/women of colour).

鈥淥ur paper uncovers the lived experiences of these women and seeks to address the underlying causes to better understand the effects and, ultimately, to assist in searching for answers,鈥� Kohout explained.

Kohout graduated from 91亚色 with a master鈥檚 in public policy, administration and law and a graduate diploma in justice systems administration, and now works in the Ontario public service. Singh is an expert in human resources management.

The findings of this study, published in Gender in Management(2018), could pave the way for policy-makers to view equity through a different lens.

Gender pay gap in Canada raised by UN

Canada is a leader in equity. However, a 2015 UN human rights report raised concerns about the continuing inequalities between women and men in this country, citing the wage gap and its disproportionate effects on low-income women, visible minorities and Indigenous women.

This UN report called on the Canadian government to 鈥淸鈥 strengthen its efforts to guarantee that men and women receive equal pay for work of equal value across its territory, with a special focus on minority and Indigenous women.鈥�

Research builds on existing knowledge, adds something new and unique

Existing research tells us that marginalized women in the workplace increasingly appear to be the most in need of protection and yet the least likely to receive it. Kohout and Singh sought to know more about this. In approaching this large and systemic issue, they focused on Ontario because this province is a leading jurisdiction in implementing legislation relating to pay equity.

The authors selected a qualitative approach. They conducted 23 interviews to truly understand the lived experiences of marginalized women in the workplace and examine the experiences of these women in achieving equal pay for work of equal value.

In this way, the study adds to the literature by focusing on a broader set of factors that contribute to the issue, and by drawing attention to the interventions that could be used to assist women in achieving equity in the workplace.

Findings: Marginalized women more vulnerable

The researchers discovered that the women鈥檚 overall experiences were surprisingly similar. 鈥淲omen, and particularly marginalized women, often feel more vulnerable to workplace dynamics and more susceptible to unfair practices,鈥� Kohout said.

Three themes emerged and, together, they provide a comprehensive, multi-layered description of what is actually transpiring.

Theme 1: Early employment experiences 鈥� difficulties getting jobs in their fields

This was felt more strongly with women who were newer immigrants, who felt disadvantaged in terms of Canadian experience. Their feelings of isolation were often intensified in the workplace, where they felt like their prior work and educational experiences were not being sufficiently recognized.

Theme 2: Cultural challenges at work 鈥� identity issues overlay employment experiences

Some felt that cultural backgrounds, and sometimes issues with language, contributed to additional barriers. These opinions were based either on their personal experiences or observations.

Feelings of marginalization were often intensified at work, arising from greater challenges in the hiring and promotional processes.

Theme 3: Inequities in pay 鈥� perceptions of unjust pay and a fear to challenge par systems

The women struggled with the idea that men鈥檚 work was given a higher value. Many women felt like they were not given as many opportunities to succeed as their male counterparts.

Isolation and unfairness in the workplace often led to feelings of powerlessness.

This research showed that not only do structural or organizational barriers limit the ability of marginalized women to achieve equity in the workplace, but it also revealed that there is a hidden social element that requires further investigation.

Policy-makers could play pivotal role in change

Kohout and Singh acknowledge that governments are increasingly introducing initiatives aimed at maintaining or fostering culturally diverse workforces, but emphasize that it is necessary to address the underlying social, political and economic factors that place women at a disadvantage.

鈥淥ur research suggests that the issue must be viewed in a holistic manner if long-term and widespread solutions are to be found,鈥� Kohout explained.

They press for more research. 鈥淥ur findings reveal greater disparities for some women that should be examined. Our research exposes an underlying social element that must be explored,鈥� Singh said.

Perhaps most importantly, this new research gives marginalized women a voice. 鈥淭heir stories are important. Learning from their experiences is crucial to add to our understanding and contribute to finding lasting solutions,鈥� Kohout added.

To read the article in Gender in Management, go to the . To learn more about Singh, visit his page. To read more about the gender wage gap in Canada, visit the . To read the UN Human Rights document on the wage gap in Canada, visit the .

_{By Megan Mueller, manager, research communications, Office of the Vice-President Research and Innovation, 91亚色, muellerm@yorku.ca}

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