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Minerva Foundation seeks BC women for leadership program

August 8, 2013

The Minerva Foundation for BC Women is seeking applications for their Women Leading the Way™ leadership program. Participants include a diverse group of women from varied backgrounds and sectors from throughout BC. Candidates possess a combination of previous leadership experience (7-10 years), post-secondary or technical education, and extensive work experience which may include community and volunteer work. Participants may also be “unsung leaders” who have yet to be recognized at a higher level. Depending on their experience, emerging Leaders from Minerva’s Follow a Leader will be invited to attend as part of the next step in their leadership journey. The Women Leading the Way™ program is based on an action-learning and values-based leadership model and combines classroom learning, reading, research and a hands-on project that will apply learned leadership skills to make a difference in communities across BC. In addition to gaining information from subject matter experts in print and online, participants will meet business and community leaders, who will share their experiences and offer their perspective of what makes a successful leader today. The deadline for applications is October 18, 2013 for the January 2014 cohort.



Many executives wary of connecting with co-workers on Facebook

August 8, 2013

Here's some "friend"-ly advice for those interested in reaching out to work colleagues on Facebook: Proceed with caution. More than six in 10 senior managers surveyed by OfficeTeam said they are uncomfortable being friended by their bosses (68%) or the employees they supervise (62%), up from 47% and 48% of respondents, respectively, in a similar survey conducted in 2009. In addition, nearly half (49%) of those recently polled prefer not to connect with coworkers on Facebook, compared to 41% in 2009.



People on the Move: Denise Baker joins Vantage Point

July 25, 2013

Vantage Point's board of directors is pleased to introduce Denise Baker as their new executive director. She will officially begin her new role on August 12, 2013. Denise joins the Vantage Point team from the Sauder School of Business, where she led a team of 23 employees to achieve significant growth in budget, scope, team size, programming and reputation as the Assistant Dean of the Business Career Centre. She has previously held senior leadership roles at Business Objects, including Director, Worldwide Education Partnerships.



Canadians want more vacation time but taking fewer days off

July 22, 2013

Recent surveys suggest that Canadian employees may be on the verge of burnout, but fewer individuals are taking the time to intentionally rejuvenate on vacation, according to the Human Performance Institute. In a recent Ipsos Reid and Expedia.ca survey, extra vacation time tops the survey's list of preferred job perks or rewards. Of the 1,020 Canadian employees surveyed, one in five said they would take a lower salary for more vacation time. Despite the desire for more vacation time, the same survey also suggests that Canadians are falling behind on the number of vacation days they are actually taking. Compared to 2005, vacation days taken have dropped down from 21 days per year to 19 days per year for Canadian workers. These statistics highlight the gap between what employees feel they need and what they actually take.



Jane Glassco Northern Fellowship now accepting applications

July 17, 2013

The Jane Glassco Northern Fellowship, administered by the Walter & Duncan Gordon Foundation, is aimed at young northerners, especially Aboriginal northerners, aged 25 to 35, who want to build a strong North that benefits those who live there. It is for those who are looking for additional support, networks and guidance from mentors and peers across the North as they deepen their understanding of important issues facing their region, and develop policy ideas to help address them. Ten northerners will be selected to gather together three times throughout the 18-month Fellowship for learning and networking opportunities. Each Fellow will work on an individual project, delivered in the format of their choice, on a policy issue of their choice. Together, Fellows will determine a group project to present at the culmination of the Fellowship. The deadline for applications is September 3, 2013.



New standard for fair compensation aims to reduce growing income inequality

July 17, 2013

A new international wage standard used by companies, nonprofit organizations, and government agencies, has opened in Toronto. Wagemark aims to reduce growing income inequality by certifying employers that ensure that the ratio between their highest and lowest earners is competitive and sustainable. Wagemark-certified organizations commit to capping top compensation at eight times the wage of their lowest paid decile of employees. The Wagemark Standard has been in development for more than a year and builds on recent research concerning the link between fair compensation, workplace morale, worker productivity and long-term competitiveness. Wagemark certification costs $200 per year and can be authorized by any Chartered Accountant. Proceeds raised by the Wagemark Foundation will be used to fund new research on competitiveness and compensation. Wagemark has been established with support from the Metcalf and Atkinson Foundations.



Remove "Canadian experience" employment barrier: OHRC

July 15, 2013

The Ontario Human Rights Commission's (OHRC) new Policy on removing the "Canadian experience" barrier was launched today by Chief Commissioner Barbara Hall in partnership with KPMG. The OHRC found that many newcomers turn to unpaid work such as volunteering, internships or low-skilled "survival jobs" to meet the requirement for Canadian experience. They also face obstacles when trying to get professional accreditation since some regulatory bodies will not admit new members without prior work experience in Canada. As a result, they end up in jobs that do not correspond to their education, skills and experience.

The new policy sets out the OHRC's position that a strict requirement for "Canadian experience" is discriminatory, and can only be used in rare circumstances. Employers and regulatory bodies need to ask about all of a job applicant's previous work - where they got their experience does not matter. The policy also tells employers and regulatory bodies how to develop practices, policies and programs that do not result in discrimination.



Study explores retention challenges for development officers

July 11, 2013

A recently released study published by Campbell & Company reveals that unrealistic expectations set by management have reduced the average chief development officer (CDO) tenure to one to two years. Other factors include a lack of sufficient resources and cooperation among CDOs, CEOs and Boards. The report, CDO Confidential: What CDOs Want You to Know about Retention, describes four main challenges:

  • Short tenure: 52% of CDO served one to two years in their most recent position, confirming anecdotal evidence of shorter tenures.
  • Unrealistic expectations: CDOs (75%) and CEOs (62%) cited unrealistic expectations are the number one reason behindCDO turnover.
  • Reasons for departure: 28% of CDOs cited their organization’s lack of understanding of development as a reason for their most recent departure.
  • Inadequate resources: 58% of CDOs felt they did not have the resources to do their job effectively, and 29% of CDOs indicated professional development as their primary need.



US report finds hiring managers have little time for training and development

July 11, 2013

Three out of five US employees would leave their current position for a competitive offer according to the recent Recruit or Retain Report from Aerotek® Inc. While the survey reveals a positive correlation between employee development and the likelihood of an employee to stay, nearly one-third of employees reported having no ongoing training in their current jobs. Looking at hiring decision makers’ outlook on developing their current workforce, all agree training is important but lack of time was cited as the number one deterrent from training and developing employees.

In addition to looking at employee and hiring decision makers’ sentiment regarding career development, Aerotek also asked hiring decision makers about the current outlook on hiring new employees. Similar to their current workforce, half of respondents reported having less time to train new hires and one in three expect more from today’s new hires than before the recession. Not surprisingly, 69% of hiring decision makers said that the biggest impact on cost of hiring is that it takes longer to find a qualified candidate than before the recession.



Survey reveals most popular techniques for finding job opportunities

July 9, 2013

The results of a global survey conducted by FindEmployment on the best techniques to find a job has revealed that social media is the least popular channel job seekers will resort to in order to search for employment, with only 6% of respondents actively using a social media platform in their job hunt. Online recruitment platforms remain the most popular place to conduct a job search with 27% of direct votes endorsing this approach. The majority (41%) advocate a mixed approach of all available mediums they can identify when searching for employment. Personal research and contact was the second best technique preferred to identify potential job opportunities with more than 1 in every 10 candidates. Recruitment companies only scored with 9% of respondents, and traditional media like newspapers came marginally ahead of last placed social media in the ballot.



Survey offers insight into what workers want from workplace training

July 9, 2013

School may be out for the summer, but in the best workplaces, the learning doesn't stop. In a new survey from OfficeTeam, more than one-third (39%) of workers identified in-house, instructor-led workshops as the type of professional training they value most. Tuition reimbursement for off-site seminars ranked second, with 32% of the responses; surpassing online courses (15%) and reference books (10%). Companies appear attuned to workers' desires for in-person training: more than two-thirds (69%) of human resources managers polled said their organization offers this type of instruction. Many firms also provide books or other reference materials (60%) and online courses (69%). In addition, 64% of executives indicated they even subsidize classes taken by employees outside of work, while only 6% said they do not offer any of these training options to staff.



Toronto under-30 leaders encouraged to apply to Agents of Change program

July 9, 2013

Do you have an idea or project that will strengthen your community? Then you could be an Agent of Change and receive workspace, training and support at the Centre for Social Innovation. They've partnered with Microsoft Canada, Ontario Trillium Foundation and ING Direct and are looking for 10 innovative projects led by teams of up to three youth working to build stronger and more resilient communities. The program has been designed to help youth turn their idea into real impact and prepare you for early stage investment. Youth will have an opportunity to pitch to the Ontario Catapult Microloan Fund for a low interest loan of up to $25,000 and to receive support to run a successful CSI Catalyst crowdfunding campaign. To be eligible, youth must be under the age of 30; part of a leadership team of up to three youth responsible for leading a project or social venture that is working to strengthen a community; running an independent project or an embedded project within an existing organization; working with an operating budget (even small budgets count!); and located in the greater Toronto area. Applications must be received by July 23, 2013.



Toronto nonprofit leaders encouraged to apply for Vital People grants

July 3, 2013

The Vital People grant program supports and recognizes valued leaders who are making outstanding contributions working at nonprofit organizations in Toronto. Funded through the Toronto Community Foundation's Vital Toronto Fund, Vital People grants of up to $5,000 are awarded to support the formal training or other informal development opportunities that best enable nonprofit leaders to build their skills and knowledge or apply their experience in different ways to enhance their leadership contributions. The Vital People program will accept nominations from any registered charitable organization in the City of Toronto on behalf of a leadership candidate serving in a staff capacity in the organization. For organizations that do not have charitable status, please see the Who Can Apply? information sheet for information on how to establish a partnership with a charity and what elements must be included in a signed agreement. The deadline for applications is September 25, 2013.



New format for Professional Certificate in Public Sector & Non-Profit Marketing

June 26, 2013

The Sprott School of Business' Professional Certificate in Public Sector and Non-Profit Marketing, which is now in its 9th year, is uniquely designed to equip participants with the information, tools and solutions necessary to skillfully and mindfully navigate their way through the fascinating and complex world of marketing. This program engages participants in a rich learning environment that reinforces theory with practical, real-life examples based upon the extensive experience of the instructors.

A new format has the program run over a period of six days rather than 5 months which serves to reduce travel expenses for those participants from outside the National Capital.



Ashoka Canada is accepting nominations for Fellows

June 26, 2013

Ashoka Canada is accepting nominations for Fellows. Ashoka Fellows are practical visionaries who introduce, and fully commit themselves to realizing, an important, new idea. They bring to bear on the social problem a fresh analysis and insight about how to fix it. They get systems unstuck and open new opportunities for citizens to be changemakers. With creativity and entrepreneurial skill, they push ahead their idea until it changes a pattern through wide adoption, often over many years.

Ashoka teams use a standard selection criteria to gauge a candidate’s fit with Ashoka as an Ashoka Fellow. Drawing on national and global perspectives, our interview sequence explores a candidate’s life history of entrepreneurship and the idea’s emergence and likelihood for systemic impact. 



Ontario collaborating with employers to improve opportunities for immigrants

June 20, 2013

Ontario is bringing together job creators from across the province to ensure that the skills of newcomers better match the needs of employers.

As part of Ontario's Immigration Strategy, the Minister's Employers Table will partner with business leaders to help the province identify labour market needs.

The province is also unveiling the Ontario Award for Leadership in Immigration Employment. This award will recognize:

  • Employers who champion diversity in the workplace
  • Companies that have shown leadership in recruiting and mentoring immigrants or who demonstrate the positive business impact of hiring immigrants
  • Immigrants who are entrepreneurs and create jobs in the province



Workplace programs would encourage more Canadians to volunteer, study finds

June 10, 2013

According to a new study, there is a relationship between volunteering and the workplace. An overwhelming 90% of Canadians feel it is important that their place of work encourages a culture of "community giveback" among its employees, yet only 35% of those in a workplace report that their employer has a program motivating them to volunteer. Furthermore, almost a quarter (23%) say they would be more likely to volunteer if their company did more to encourage it.



DiverseCity Fellows now accepting applications in Toronto

June 10, 2013

DiverseCity Fellows, a one year action-oriented leadership program, is now accepting applications. This program is for rising city-builders who are deeply committed to enhancing their leadership abilities and collectively addressing issues that are critical to the future health of the Toronto region. A free leadership development program, DiverseCity Fellows gives participants the opportunity to meet influential leaders across the GTA and collaborate on city-building projects with emerging leaders from the private, public and community sectors. Fellows complete the program with a broader network, deeper understanding of the major issues facing the region, and strengthened leadership skills. The deadline for applications is July 17, 2013.



Canadian employees want more recognition from their leaders

June 6, 2013

Gratitude can go a long way toward building positive working relationships, and executives might have room for improvement in this area, suggests new research by Accountemps. Among businesses of all sizes, 85% of chief financial officers (CFOs) surveyed said they feel they do an adequate job of recognizing their employees. However, 41% of office workers interviewed in a separate survey said they don't receive enough thanks for doing a great job. Looking at regional differences, office workers from Quebec (70%) topped the list of respondents who reported receiving enough appreciation from their manager. The survey also revealed that in the United States, workers (76%) feel more appreciated than their Canadian colleagues and a majority of executives (65%) reported thanking their employees often enough.



Only 22% of organizations feel they deliver adequate wellness programming

June 4, 2013

A recent Ceridian Canada survey reveals that more than 90% of Canadian organizations regard mental health as an important part of an overall health and wellness strategy. Yet only 22% of respondents say they believe the services they have in place to support employee mental wellness are adequate. Key findings from the study, Workplace Wellness: A Proactive Stance on Mental Health, are:

  • 85% of respondents state that employee mental health is either an important component or is under consideration to becoming an important component of their organization's formal wellness strategy.
  • More than 88% of respondents cited 'addressing stress' as their organization's most significant mental health concern.

Respondents' top three priorities for mental health program development are:

  • Employee effectiveness training (50%) on topics such as stress management, resilience-building and conflict resolution;
  • A wellness program (42.8%) to promote self-care including activities such as yoga, meditation and walking clubs;
  • Specialized consultations (43%) to support people managers in understanding mental health issues and effectively addressing potential mental health problems.

Also uncovered in the study was that more than 40% of Canadian organizations have reviewed the CSAs national standard on Psychological Health & Safety in the Workplace, released January 2013. Among those who reported having reviewed the standard, more than 60% were actively reviewing their policies and procedures to assess for compliance.



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