By 6 December 2016 No Comments

If your employees were questioned, would they say the organization thrives on differences, values unique skill sets, and consistently hires and promotes based on abilities and potential?  Are these qualities important to the company’s business plan for talent?

Research outlined in ICTC’s National Digital Talent Strategy shows that inclusive companies that built diversity and inclusion into their talent management practices experienced the following benefits:

  • 2.3 times higher cash flow per employee,
  • 1.8 times more likely to be change-ready,
  • 1.7 times more likely to be innovation leaders in their market,
  • 3.8 times more likely to be able to coach people for improved performance,
  • 3.6 times more able to deal with personnel performance issues, and
  • 2.9 times more likely to identify and build leaders.


So how can organizations become more diverse and inclusive? 

ICTC’s Diversity & Inclusion Readiness Scale will help explain how ready your organization is to begin or continue the journey – whether in the early stages of the conversation, or maintaining a fully functioning program, the D&I Readiness Scale & Quiz highlights what stage of “readiness” the company is in, and how to move forward.  There are links and resources available to help guide you through the process – from measuring ROI and workforce demographics to discovering unconscious biases!

Visit ICTC’s Women In Technology website at to access the D&I Readiness Scale and resources.  To get involved and learn more about ways you can contribute, contact:

Kerry Graydon-Tsang, Workforce Strategy Partner, by phone 613-237-8551 x125 or email  [email protected]

Funding for this project is provided by: