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DEI as a Young Professional

The world has changed significantly. Not just in the last two centuries, or the last two decades but even in the last two years. One of the hot topics of discussion has been diversity equity and inclusion. Sometimes referred to as DEI. Or you might have seen D&I or EDI or other acronyms. 

You’ll be able to find a lot of material online on “what is DEI”, why it is important, plus how organizations and leaders can create a more diverse, equitable and inclusive workplace. Though a young professional recently pointed out to me that there isn’t as much out there related to what a young professional, recent grad, or student intern could do.

“Diversity is being invited to the party. Inclusion is being asked to dance” -Verna Myers

When I ask a young professional, recent grad or student intern about DEI, they often don’t have much of a reaction. On occasion there are a few that have been on the receiving end of some sort of discrimination. Perhaps it’s anecdotally a good sign of the times that youth are not as afflicted. 

Many entry level roles at companies abound with folks from different genders, racism ethnicities, physical & mental capabilities, etc. It seems like youth are anecdotally being invited to the party, and being asked to dance. DEI seems to be a concern for senior leadership. Though, as these young folks advance in their career, DEI will likely be more of a concern. Conversations are starting on what can be done to get ahead of the challenge.  

Speaking to some DEI minded folks The following were collectively brainstormed (though not exhaustive by any means):

  1. Awareness
  2. Understanding
  3. Practice
  4. Improvement

Awareness 

“Awareness is the greatest agent for change” -Eckhart Tolle

Have you ever thought of the people you work with? How are they similar to you and how are they different from you? Have you thought about your workplace from a DEI lens?

A youth in a group I was chatting with was wondering if I can even ask these types of questions. I said “are we now, so sensitive that we can’t even talk about it?”

Let’s bring the challenge into the light so they can be acknowledged and addressed. That doesn’t make the process easy. When our unconscious biases are acknowledged, the process can hurt. 

I recall a recent interaction where someone felt I was discriminating against them. The issue escalated.  When I finally had a chance to acknowledge the alleged hurtful remark, I realized that “having no intention to hurt them” wasn’t necessarily good enough. The issue was eventually resolved with separate previously unknown trauma at play, it led me on a journey to awareness that I am very much thankful for.

Reading this article may very well be your first step to awareness. The next step is to learn more to gain some understanding.

How? Get involved in your company’s DEI groups. 

Doesn’t exist? Start one. 

Perhaps find a community organization or a trusted DEI ally to help. 

As a young professional, recent grad or student intern, you can make a difference.

You don’t have to wait to be in senior leadership.  Though building a relationship with an executive sponsor could be a good step to make your DEI initiatives sustainable.

Understanding

With some new-found awareness, the next step is to gain some understanding. Perhaps connecting with a DEI professional, talking to a learned friend, researching a bit of history, or learning additional points of awareness to be noted.

While the process can be quite awkward and nerve-wracking, approaching understanding from a perspective of curiosity can be very helpful.

Asking questions is a great way of gaining understanding.

A few good questions to ask:

  • What is your definition of diversity? Equity? Inclusion? If we’re gonna be aware and understand it, we might as well get on the same page of what it means to us as an organization. DEI is not just gender or race and can include physical/mental abilities, religions, cultures and age. While you can start with a dictionary definition, each organization will often have to pick their own interpretations and prioritizations. 
  • Why is DEI important to us? Benefits are plentiful and choose the ones that resonate with your organization. Whether it’s improved innovation, enhance employee engagement, reaching broader markets, or others, align them with your organization’s values. 
  • How do we know that we’ve been successful with our DEI initiatives? Initiatives could start with a few awareness emails, continue with various workshops and learning and hopefully carry on with a thriving community. The start and end state will be up to you. 

There are plenty more questions to ask, though you can start by progressing your close colleagues to awareness then understanding. Extend to broader departments and groups based on which are receptive and open. Then see what other parts of the company would be willing to take part. You might need senior leadership buy-in to help that happen. Or may choose to make it a grassroots effort. Think progress vs perfection. 

Again, a young professional, recent grad or student intern can make a difference. You don’t have to be an expert. You just need to be willing to put in the effort to move the initiatives forward.  Though you will eventually need some senior leadership support in order to really help DEI initiatives thrive in your organization. 

At the end of the day, prioritizing and making the time is an important step to allow understanding to happen.

How? My allocating a few hours of your month, an hour of your week, or even a few minutes daily to DEI initiatives. Promote awareness. Have conversations. Improve your understanding. That time consistently over time can easily turn awareness into understanding. 

Practice 

“Consistent action creates consistent results” – Christine Kane

DEI it’s not a “one and done activity”. It’s something that needs to be practised consistently and often in order to be effective.

Yes, you may have had a workshop, and felt great about your new DEI knowledge. You might have completed some DEI training and implemented the initiative so that it was successful. But what about next month? Or next year? Or the year after next?

How often will be up to you and your organization. Those earlier on the path to awareness, understanding and developing it into a regular practice will need more time. Eventually, if you can embed DEI into the culture of your organization then last time is likely because the time you do spend will be habitual. 

That may sound daunting for a young professional, recent grad or student intern, though hopefully you’ve already realized that you can make a difference. 

How? Find your “tribe” of DEI allies within your organization or community who can help the understanding turn into a regular practice.

Improvement 

If you’re at this stage on your DEI journey then your high achieving self will likely want to make things even better.

Perhaps you can share your successes with other departments or even other organizations and join the broader DEI community.  Perhaps you can bring in folks from other organizations and learn from them. Maybe even secure executive support for a DEI audit to see how effective your initiatives have really been.

And what you’ll eventually realize is that you ARE making a difference. That is, once you realize that even as a young professional, recent grad or student intern, you can make a difference!

Grow Your Career with TTi’s Leadership Development Program

Techtronic Industries (TTi) is internationally recognized as a global leader in design, manufacturing and marketing of power tools, outdoor power equipment, hand tools and floor care appliances worldwide. TTi is proud of its own history, and proud, too, of the huge legacy of tradition and excellence that they have inherited from the brands that make up their Company today. If you’re looking to build a meaningful career with a company whose subscribed to strong values, keep reading to learn more about TTi’s Leadership Development Program.

We spoke with Dave Dininio, the Director of Talent Acquisition at TTi to learn more about how TTi continues to support students and new grads on their career journey.

The Leadership Development Program

We believe exceptional people drive exceptional results which is why TTi launched the Leadership Development Program.  The Leadership Development Program is a comprehensive training program to develop outstanding and exceptional people for the long-term. The Program provides employees with relevant sales and field marketing experience while learning about our customers from a fundamental perspective. Throughout the Program, students and grads will be able to hone different skills such as their communication, product knowledge and business acumen. They will execute exciting weekly projects to gain hands on relevant workplace experience. The Program provides them with all the resources to accelerate their career. At every step of their career, we provide them with a combination of support, guidance and freedom that brings out the best.

Diversity, Equity and Inclusion at TTi

To establish and maintain a successful workplace, diversity, equity, and inclusion are essential. Diversity is the recognition, appreciation, and acceptance of individual differences both inside and outside of the organization. Equity is about ensuring fairness and impartiality for everyone, and TTi Canada strives to provide equitable access to opportunities for all candidates and employees. 

Collaborative, encouraging, respectful and polite is how I would describe our inclusive workplace. It is supported by policies that are intended to eliminate any barriers, bias and intolerance to encourage the involvement and contribution of all employees.  Diversity, equity and inclusion is important to TTi Canada because it helps attract top talent. Many students and new grads seek employment in a diverse, equitable, and inclusive organization where they are safe and supported.  TTi Canada provides that kind of environment.

A Future After TTi’s Leadership Development Program

The Leadership Development Program provides new employees with a variety of career advancement opportunities.  An entry-level Field Sales Representative (FSR) or Brand Marketing Representative (BMR) can move into a position with more responsibilities, industry specialization and/or people management such as Territory Manager, District Supervisor or Trades Site Specialist.  The Leadership Development Program is a progressive training program the prepares them for the next level in their career and gives them the skills and knowledge to succeed at any level.  The table below highlights potential career path options. 

  • Field Sales Representative
  • Brand Marketing Representative
  • Field Marketing Representative
  • Territory Manager
  • District Supervisor
  • Sales Coordinator
  • Trades Site Specialist
  • Field Sales Manager
  • Key account Manager
  • Market Manager
  • Senior Trades Site Specialist
  • Regional Sales Manager 
  • Strategic Account Manager
  • District Manager
  • Program Manager
  • Marketing Manager
  • Divisional Sales Manager
  • Marketing Coordinator
  • Assistant Marketing Manager
  • Program manager
  • Sales operations manager
  • Marketing manager
  • Senior marketing manager
  • Group marketing manager

 

Opportunities for Students and New Grads at TTi

Regarding opportunities, we are constantly recruiting for enthusiastic top talent year-round. We recommend students and new grads regularly check our Career Site and LinkedIn page for new job postings and information about the company.  Moreover, we encourage students and new grads to join our our LinkedIn Group, TTi Canada Careers for Students and New Grads and start a conversation or ask a question. 

If you are attending a career event or job fair at your school, come over to the TTi Canada booth and introduce yourself!  If you have a resume, bring it with you and hand it to one of our Recruiters.  Make sure you register your name and contact information in the iPad at the booth as well so we know are interested in a career at TTi Canada. 

After all, we want students and new graduates to be the best they can be when they join us.  When students and new grads join TTi Canada, whether in a full-time role or Co-op capacity, we want them to stay with us for the long-term.  This is why we invest a lot in our new employees, to ensure that they have the best training, strongest support and accessible resources to achieve their goals.  Our Leadership Development Program is where it at all starts.

Students and grads who join TTi Canada will get to enjoy a diverse set of roles and responsibilities that will allow them to acquire various skills that are valuable and transferrable throughout their career. They will be given the opportunity to collaborate on real world projects and opportunities where they can contribute their ideas to gain relevant experience. As employees of TTi Canada, students and grads will have ample opportunity to advance their career, move up within the company and explore different positions.  We pride ourselves on developing people, recognizing talent and promoting from within – all part of our dynamic culture. 

How the Pandemic Has Affected Recruiting

We are having to adjust our hiring practices to align with what is happening in the job market. The pandemic has caused a shift in candidate mentality, particularly in terms of compensation and remote work. Candidates are demanding higher compensation and there are more requests for remote or hybrid work environments.  TTi Canada offers an excellent package for our Field Sales Representatives and Brand Marketing Representatives that includes an attractive base salary, a company vehicle, great benefits and an annual performance bonus.  We do not offer remote or hybrid work schedules.  Our Field Sales Representatives and Brand Marketing Representatives work in our clients’ stores on a daily basis.   

Companies are replenishing their staff and ramping up hiring practices which has increased competition for talent.  TTi Canada is positioning itself as a preferred employer at campuses by attending career events, partnering with student services departments and driving our employer brand at schools across the country.  We openly talk about our great culture, career advancement opportunities and Leadership Development Program to stay ahead of our competition.

What are 5 major hiring trends you see in the future?

✓    Diversity Hiring – Inclusion and diversity offers TTi Canada many benefits including improved employee happiness, productivity, retention, loyalty, and employer branding. We realize that diversity, equity and inclusion are not just feel-good initiatives, but a must for our success.

✓     Speed of Hiring – With increased employer competition in the job market, it’s imperative that our hiring processes are efficient, optimized and technology driven. We are focused on reducing the time it takes to fill positions.  We know that if we aren’t fast enough, other employers are going to hire the best talent.    

✓     Employer Branding and Positioning – Improving our employer brand image to show that we are a highly respected company with strong values and a great culture is key to being the best and being a preferred employer among students and new grads 

✓     Providing the best candidate experience – We ensure students and new grads can apply easily, there is transparency in our hiring process and people know where they stand and what’s the next step. We’re open to talking about compensation, the demands of the job and our company culture.

✓     Proactive hiring – It’s not enough to just post a job these days.  Our Recruiters are proactively sourcing potential candidates via LinkedIn and other channels.  They hone recruitment efforts, actively search for talent and stay ahead of recruiting trends.  This includes being front and present at campuses by attending career events, conducting information sessions and connecting with students through various channels.

Enforcing Fairness and Equality During the Hiring Process

Fairness and equality during the hiring process is very important, so we give each candidate equal opportunity to showcase their professional background and skillset.  We ensure that every candidate is asked the same role-based questions during interviews for consistency and equality.  We utilize a matrix system to score various competencies and skills exhibited during the hiring process to ensure a fair comparison of all candidates.  Our Managers are provided with hiring training which includes topics on eliminating bias and stereotyping during the hiring process.  Finally, we require the opinions of at least two people when making a hiring decision which mitigates the risk of bias or stereotyping when hiring. 

Final Thoughts

TTi Canada is a great place for any student or new graduate to start their career.  TTi Canada is where culture meets opportunity and you have the opportunity to not only advance your career, but to work with intelligent, progressive and like-minded people.  It’s an opportunity to support some of the best product brands in the world (RYOBI, MILWAUKEE, RIDGID, HOOVER, DIRT DEVIL) while developing a long-term career and working in a dynamic, forward-thinking culture. 

To learn more about Techtronic Industries and their Leadership Development Program, check out their employer profile on TalentEgg!

Exclusive Insights Live from our 2022 #TEAwards Surveys

Over 80 recruiters and industry professionals attended our 2022 TalentEgg Awards and Conference to celebrate the best recruitment practices among students and recent grads. During the virtual event, we conducted several surveys to uncover exclusive insights into the future of recruitment and the workplace.

EMPLOYEES ARE HAPPY WITH HYBRID AND REMOTE WORKPLACES

We asked recruiters and industry professionals questions: “What kind of workplace do you have?” and “What is the best part of your new workplace model?” 5% responded “In Office”, 36% responded “Remote”, while 59% responded “Hybrid”. Regarding the best part of their new workplace model, most respondents are happy about the comfort of working from home while still being able to connect with colleagues. In the post-pandemic aftermath, hybrid workplaces are the newest trend that will become the new normal.

Insights

SOFT SKILLS ARE THE NEW CRITICAL SKILLS

In our Guide to Recruitment 2022, we empathize the importance of soft skills for the career success of students and new graduates. We asked our awards and conference attendees to tell us if they think “soft skills are critical for young talents in the workplace?” All respondents said “Yes.” When we asked them if they believe their company should invest in Soft Skills Training, all respondents said “Yes” too.

Students’ hard skills are learned in the classroom, whereas soft skills come from experiences, group projects, and daily interactions, which people must go out of their way to develop. Soft skills make for a healthy working environment, drive positive change, help solve problems more efficiently, increase sales and help improve employee retention.

Before the pandemic, students and grads expressed their need for additional training before entering the workforce and continued learning opportunities. Therefore at TalentEgg, we are egg-cited to excited to announce the launch of our E-Learning Platform. TalentEgg’s eLearning Academy offers courses that teach introductory workplace soft skills for students and grads and intermediate soft skills to advance careers. These courses support Canada’s top talent’s school-to-work transition and early career development. To learn more about our eLearning Academy and Soft Skills, download our Guide to Recruitment 2022.

THE DEMAND FOR TAKING ACTION ON DIVERSITY, EQUITY, AND INCLUSION IN THE WORKPLACE

It is now a habit for students, recent graduates, and working professionals to research each company’s diversity, equity, and inclusion policies before applying. We asked attendees, “What is the most important DEI initiative in your workplace?” Among the answers were “having appropriate hiring practices in place,” “accessible website,” “ERG,” and “inclusive recruitment strategies,” to name a few. If you are a recruiter or HR professional, sit down with your company leaders and discuss practical ways to integrate diversity and inclusion into the workplace.

Social media, blogs, and websites are great for promoting your DEI initiatives, but it can sometimes be hard to target those initiatives to the audience you intend to promote. That’s why coming soon to TalentEgg; we will be offering DEI eblasts. These eblasts will be targeted and sent to DEI clubs in over 30+ universities and colleges across Canada.

If you’re unsure of what implementing diversity and inclusion initiatives or training in the workplace may look like, we at TalentEgg are here to help you take that first step. We have a whole chapter on Diversity, Equity, and Inclusion in the workplace, in our Guide to Recruitment 2022. 

NEW TRENDS FOR THE FUTURE OF CAMPUS RECRUITMENT

Due to the many options for recruiters, it can be challenging to choose where to put your campus recruitment efforts. When we asked attendees: “Do you think your campus recruitment strategies were up to date and effective in attracting young talent?” 57% of respondents answered with a “Yes” while 43% answered with a “No.” When we asked them, “Do you think your company should invest in new strategies to attract young talent?” all respondents agreed that their organizations should implement new strategies.

For many employers, a meaningful way to showcase their employer brand and capture students and recent grad’s attention is through events. Workplaces increasingly shifted to digital events during the pandemic, and this is a trend we believe is here to stay. Having your employer brand online is also critical to capture the attention of students and new grads.

Students and new grads overwhelmingly look for jobs on job board websites. Centralizing your organization’s recruitment efforts on job boards like TalentEgg is essential to developing and growing your employer brand beyond your career website to meet job seekers where they are. TalentEgg is not just a job board; we are also an employer branding platform to help you build and amplify your brand with hundreds of thousands of new grads and students.

But besides job boards, social media is by far the best way to engage students and new grads. Due to the rise of TikTok as the new preeminent platform, the digital landscape has dramatically changed. Successfully reaching students and recent grads on social media platforms requires a lot of work and time. Therefore, TalentEgg has invested heavily in the past year on Instagram and TikTok to enable our clients to use our TalentEgg platforms to access a broad audience of students and recent grads.

We are happy to announce that TalentEgg now offers TikTok Takeovers. During these TikToks, your organization can access TalentEgg’s TikTok account for one week, helping showcase your employer brand.

In addition, we are also launching TalentEgg Shorts, a video series showcasing your employer brand to help you grab students’ and new grads’ attention. With the fast pace and engaging graphics and music of our TalentEgg Shorts, the videos will be jam-packed with information while keeping them tight, concise and compelling. To learn more about our TikTok Takeovers and TalentEgg Shorts, download our Guide to Recruitment 2022.

THE CONTINUING IMPORTANCE OF MENTAL HEALTH IN THE WORKPLACE

Finally, mental health initiatives and awareness have gone a long way in the past few years, but much work still needs to be done. We asked our awards and conference attendees to tell us, “Do you think your employer provides sufficient mental health and wellness support?” The most common answer was “Yes.” We asked them, “Do you think your leadership would benefit from more training in supporting mental health and wellness of their employees?” 100% of respondents said “Yes.”

Workplaces can play a crucial part in mandating positive mental health for their workers. Furthermore, students and graduates report that mental health support at work is an essential factor in deciding where they want to work.

Here at TalentEgg, we realize that mental health training is in high demand amongst students, new grads and working professionals. We also know that as employers, schools and career centers, you want to continue to grow your mental health initiatives and create a safe and welcoming environment for all students, new grads and working professionals.

That’s why we created our new Mental Health & Psychological Safety In The Workplace Master Certificate Program on our TalentEgg eLearning Academy site. With these courses designed for managers and team leaders, you can build a psychologically safe workplace where employee mental health is a high priority.

For more trends on recruitment, the new digital recruitment word, and a glimpse of the future of the post-pandemic workplace, check out our Guide to Recruitment 2022 package, brought to you by our team at TalentEgg.

Congratulations to the Winners of the 2022 TalentEgg National Recruitment Excellence Awards and Conference!

Congratulations to the Winners of the 2022 TalentEgg National Recruitment Excellence Awards and Conference! We were beyond egg-cited to celebrate with you all and announce the winners at our VIRTUAL Awards and Conference that was held on July 13, 2022.  Attendees got the chance to hear about mental health in the workplace, the importance of soft skills, DEI initiatives and new workplace trends were discussed. 

The TalentEgg Awards applications were evaluated by our team of hand-picked, top student judges from across Canada, who give a student perspective and first-hand feedback on career development programs, employer branding, recruitment strategies and more.  It was a tight competition with so many egg-cellent applications by leading Canadian employers, educational institutions, and career centres to look at.

Congratulations to the winners and all the finalists of the TalentEgg Awards and a sincere thank you to all the professionals who participated in this event!

2022 TalentEgg National Recruitment Excellence Awards Winners

  • EMPLOYER AWARDS FINALISTS

    Best Grad Program

    Best Campus Career Website

    Best Internship/Co-Op Program – Sponsored by U of T Scarborough Management 

    Campus Recruiting Program of the Year

    Campus Recruiting Program of the Year for a Nonprofit

    Best Employer Branding and Outreach

    Best Social Media Presence

    Special Award for Diversity and Inclusion in Recruiting

    Special Award for Corporate Social Responsibility in Recruiting

    • Dejero

    Best Contribution to Student Career Development (Employers)

    Best Use of Student Competitions for Recruitment

    Special Award for Innovation by a Career Centre

    • Smith School of Business – Queen’s University

    Best Contribution to Mental Health in the Workspace

    Career Coach/Educator of the Year (Individual)

    • Brenda Okorogba (Momentswithbren Consulting Inc.)

Congratulations once more to the winners and thank you to all the applicants and finalists! A quick reminder: the 2022 TalentEgg Recruitment Guide is available to download here.

We want to thank our sponsors, exhibitors, panellists and everyone who attended the event. Thank you for supporting us; the conference would not be possible without you!

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