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"Diversity in the workplace British Columbia."
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Leading from between : Indigenous participation and leadership in the public service
\"Since the 1970s governments in Canada and Australia have introduced policies designed to recruit Indigenous people into public services. Today, there are thousands of Indigenous public servants in these countries, and hundreds in senior roles. Their presence raises numerous questions: How do Indigenous people experience public-sector employment? What perspectives do they bring to it? And how does Indigenous leadership enhance public policy making? A comparative study of Indigenous public servants in British Columbia and Queensland, Leading from Between addresses critical concerns about leadership, difference, and public service. Centring the voices, personal experiences, and understandings of Indigenous public servants, this book uses their stories and testimony to explore how Indigenous participation and leadership change the way policies are made. Articulating a new understanding of leadership and what it could mean in contemporary public service, Catherine Althaus and Ciaran O'Faircheallaigh challenge the public service sector to work towards a more personalized and responsive bureaucracy. At a time when Canada and Australia seek to advance reconciliation and self-determination agendas, Leading from Between shows how public servants who straddle the worlds of Western bureaucracy and Indigenous communities are key to helping governments meet the opportunities and challenges of growing diversity.\"-- Provided by publisher.
Book
Minority of doctors block CMA diversity overhaul
Debate over diversity and democratic processes dominated the Canadian Medical Association (CMA) annual general meeting held virtually on Aug 22. A small group of doctors defeated two motions aimed at boosting the inclusion of underrepresented groups in CMA leadership, and disputes cast a shadow over the ratification of the organization's first Indigenous president-elect, Dr. Alika Lafontaine. The first motion proposed to allow all members to vote to select the CMA president-elect nominee. Historically, doctors in each Canadian jurisdiction have taken turns selecting a nominee in a local vote. The second motion proposed to replace elections for CMA board and committee positions with a search committee that would recommend candidates based on an \"evolving set of skills and diversity attributes.\" CMA had planned to appoint an inaugural search committee composed of three board members, three physician \"members-at-large,\" and one nonphysician with experience in governance for an initial one-year term. While most physicians at the meeting supported the leadership overhaul, the motions failed to win the two-thirds majority required to pass.
Journal Article
Canadian researchers provide framework to encourage recruitment of Indigenous probation officers
Purpose
The purpose was to define different types of cultural experiences, events, activities and interventions that Indigenous people think will improve cultural diversity among probation officers in Canada
Design/methodology/approach
Based on interviews with eight Indigenous probation officers in British Columbia, the authors analyzed the results for thematic content, then proposed their framework.
Findings
After examining their results, the authors offered five principles to improve recruitment and retention. They were (1) developing competencies to recruit Indigenous people, (2) involving local managers and staff in recruiting, (3) providing support systems after being hired, (4) developing team and cultural values and norms, and (5) recognizing the tasks that Indigenous workers do because of their culture.
Originality/value
The underlying assumption of the research was to encourage cultural multiculturalism by focusing on experiences and events that improve diversity. The open-ended interviews allowed an in-depth exploration of viewpoints and practical solutions.
Journal Article