HR head Rod O’Connell explains why his organization chose to implement a very specific diversity and inclusion strategy.
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Diversity and inclusion has become a top priority for many employers but one organization has taken a very specific approach, choosing to focus largely on Aboriginal people and their communities.
Health care provider Island Health operates across Vancouver Island and the surrounding areas – it’s Aboriginal Employment Program has won multiple national awards and the organization has been recognized as a pioneer in the area.
Here, talent acquisition and retention strategist Rod O’Connell explains why the organization chose to pursue such a specific path and reveals the impact such an initiative has already had.
“Firstly, we want to be able to deliver culturally appropriate care to the 765,000 people that we serve within our region and a large number of them are of Aboriginal descent,” he tells HRM.
The organization – which rolls outs extensive cultural sensitivity training – says there is a risk patients could become reluctant to seek medical attention if they have an unpleasant or offensive experience.
“If they have a negative healthcare experience just dealing with our staff, they’re openness to come and seek medical attention in the future is going to be jeopardized,” he tells HRM.
Already, the health outcomes of Aboriginal and non-Aboriginal people vary greatly with tuberculosis rates, still-birth rates, suicide rates, and diabetes rates being much higher among the former.
“Our mandate is to provide the best health outcomes for all residents on Vancouver Island so putting a focus on Aboriginal people makes a lot of sense,” says O’Connell.
As well as improved care, O’Connell says health outcomes can actually be impacted by employment which is another reason the organization dedicates significant resources into attracting and retaining Aboriginal employees.
“Employment is a social determinant of health so if you are employed you are less likely to be living in poverty, your housing conditions will be better, your education level will be better, your kids’ education will be better and the food you eat will be better,” says O’Connell.
“All of those things influence health outcomes so simply by improving the employment prospects for Aboriginal people, we will have a secondary gain of improving health outcomes.”
Finally, O’Connell says the targeted diversity and inclusion initiative not only benefits employees, communities and the company mission – it also ensures the organization has a steady flow of talent for the future.
“Our average employee age is around 46 or 47 years old and about 25 per cent of our employees would be able to retire today if they wanted to, based on their union collective agreement,” reveals O’Connell.
The organization works with schools to educate youth about potential careers, offers job shadowing opportunities for students, funds a number of internal and external scholarships, and provides one-on-one job coaching and interview workshops.
“Training up and recruiting people who have roots in our communities and within the region is a long term strategy because we’ll have less turnover of our employees and a reliable talent pipeline,” O’Connell tells HRM.
Last year, Island Health won the Canadian HR Award for Excellence in Diversity and Inclusion – now employers who feel their organization has a similarly worthy initiative are being encouraged to nominate themselves for 2017.
Other awards still open for nominations include the Award for Canadian HR Leader of the Year, the Award for Best HR Communication Strategy and the Award for Most Innovative Use of HR Technology.
More information about the awards criteria – along with the submission form – can be found online.
Health care provider Island Health operates across Vancouver Island and the surrounding areas – it’s Aboriginal Employment Program has won multiple national awards and the organization has been recognized as a pioneer in the area.
Here, talent acquisition and retention strategist Rod O’Connell explains why the organization chose to pursue such a specific path and reveals the impact such an initiative has already had.
“Firstly, we want to be able to deliver culturally appropriate care to the 765,000 people that we serve within our region and a large number of them are of Aboriginal descent,” he tells HRM.
The organization – which rolls outs extensive cultural sensitivity training – says there is a risk patients could become reluctant to seek medical attention if they have an unpleasant or offensive experience.
“If they have a negative healthcare experience just dealing with our staff, they’re openness to come and seek medical attention in the future is going to be jeopardized,” he tells HRM.
Already, the health outcomes of Aboriginal and non-Aboriginal people vary greatly with tuberculosis rates, still-birth rates, suicide rates, and diabetes rates being much higher among the former.
“Our mandate is to provide the best health outcomes for all residents on Vancouver Island so putting a focus on Aboriginal people makes a lot of sense,” says O’Connell.
As well as improved care, O’Connell says health outcomes can actually be impacted by employment which is another reason the organization dedicates significant resources into attracting and retaining Aboriginal employees.
“Employment is a social determinant of health so if you are employed you are less likely to be living in poverty, your housing conditions will be better, your education level will be better, your kids’ education will be better and the food you eat will be better,” says O’Connell.
“All of those things influence health outcomes so simply by improving the employment prospects for Aboriginal people, we will have a secondary gain of improving health outcomes.”
Finally, O’Connell says the targeted diversity and inclusion initiative not only benefits employees, communities and the company mission – it also ensures the organization has a steady flow of talent for the future.
“Our average employee age is around 46 or 47 years old and about 25 per cent of our employees would be able to retire today if they wanted to, based on their union collective agreement,” reveals O’Connell.
The organization works with schools to educate youth about potential careers, offers job shadowing opportunities for students, funds a number of internal and external scholarships, and provides one-on-one job coaching and interview workshops.
“Training up and recruiting people who have roots in our communities and within the region is a long term strategy because we’ll have less turnover of our employees and a reliable talent pipeline,” O’Connell tells HRM.
Last year, Island Health won the Canadian HR Award for Excellence in Diversity and Inclusion – now employers who feel their organization has a similarly worthy initiative are being encouraged to nominate themselves for 2017.
Other awards still open for nominations include the Award for Canadian HR Leader of the Year, the Award for Best HR Communication Strategy and the Award for Most Innovative Use of HR Technology.
More information about the awards criteria – along with the submission form – can be found online.
