Tag: equity (page 1 of 2)

Career Initiatives and Career Opportunities with SNC-Lavalin

SNC-Lavalin is a global engineering and construction leader based in Montreal, Quebec. The company also builds public and private infrastructure around the world. Additionally, SNC-Lavalin is committed to connecting people, technology and data throughout their project lifecycle to drive better outcomes across safety, sustainability and efficiency.

We spoke with Mai-Gee Hum, Senior National Manager – University Relations & Early Careers, to learn more about how SNC-Lavalin supports students and new grads in their career journey with the company.

Initiatives for Students and New Graduates Looking to Work Within the Industry

SNC-Lavalin has a New Graduate Development Program for all those newly hired. It also is present at university and college career fairs, employer information sessions, and posts its internships and permanent positions on school job boards.

The team at SNC-Lavalin is looking for New Graduates from Canadian schools (universities or colleges) who are autonomous, collaborative, motivated, and have initiative. Previous work experience is usually optional.

The program welcomes new graduates from every discipline, not just engineering! The best way for students and recent graduates to get involved with career opportunities at SNC-Lavalin is to attend its information session, ask thoughtful questions at the school’s career fair, and to network with the team. Mai-Gee also invites students and new grads to go to the SNC-Lavalin career website to create a user account, set up their preferences and create job alerts.

Diversity, Equity and Inclusion at SNC-Lavalin

At SNC-Lavalin, diversity, equity and inclusion mean making a positive impact on society through more inclusive and accessible design – being sensitive to human differences concerning ability, language, culture, gender, age and other forms of diversity. And it means using our global voice to champion progress through thought leadership.

Internally, SNC-Lavalin is removing barriers in every region and at every level – spearheading change through trusted and inclusive leaders, increasing female representation across its whole organization, and broadening its talent pipeline to include all under-represented groups. This is supported by ground-breaking learning opportunities that unleash potential – giving its clients world-leading expertise. It is essential for SNC-Lavalin because the team believes diversity makes them stronger. It builds a healthy and honest work environment and nourishes curiosity and innovation.

Employees’ diversity of characteristics, knowledge and approaches enhances the team’s ability to provide value-added performance and better serve our clients and business partners. With high diversity and inclusion, SNC-Lavalin can achieve a globally representative workforce and a supportive work environment filled with highly diverse and highly engaged talent.

5 Major Hiring Trends of the Future

Mai-Gee shares with us the five top trends that will take precedence in the future of the workplace:

The job market remains tight and competitive
Flexibility in the workplace is here to stay
Work culture and environment will influence applicant acceptance decision making processes
Employers will need to invest in regular up-skilling to ensure employees can tackle increasingly complex work
Employer diversity and inclusion initiatives remain important to job seekers.

Measuring Success in the Industry

There are many ways to measure success in the industry. Some SNC-Lavalin metrics include retention rate, offer acceptance rate, and the rate of employees who, following employment elsewhere, choose to return to SNC-Lavalin for its values, work culture, and sense of belonging.

Final Thoughts

SNC-Lavalin is a phenomenal place for students or new grads to start their career. The company is focused on connecting new hires with professionally rewarding opportunities, delivery of complex projects with sustainable lifespans, and tackling the industry’s biggest challenges head-on.

To learn more about SNC-Lavalin and its career initiatives, check out their employer profile on TalentEgg!

Evolving, Growing & Becoming as a Career Coach

February 22, 2023 / James Highet / 0 Comments

TalentEgg was fortunate enough to interview Shaunna-Marie Kerr, Career Education & Exploration at the School of Continuing Studies at York University, with 10+ years of career coaching experience. She is the leader of the virtual career services portal for students and recent alums at the School of Continuing Studies at York University. She provides support and services to students, conducts research and analysis of the labour market and works with technology companies to leverage digital and AI tools in their programs. In addition to her work at the University, she has her coaching practice, is a board member of an anti-violence centre, and is a mother to a four-year-old.

Career Inspiration

Inspiration for Shaunna-Marie’s journey into career education and coaching started after graduation when she faced challenges finding a job that aligned with her skills and values. She began working in a non-profit pre-employment and education program for women who were homeless or precariously housed and discovered her passion for helping people find meaningful work. She saw the positive impact of employment on people’s dignity and self-worth and realized that career and workforce development solutions were where she wanted to focus her career.

Greatest Achievements

We were curious and wanted to know what Shaunna-Marie’s most significant achievements were, and she was glad to fill us in. “In a general sense, my greatest achievement working with students or clients in my coaching practice is all the moments when I have witnessed that mid-conversation shift from frustration and hopelessness to a feeling of possibility and hope.”

Going from there, we asked what she would like to achieve in the future as a career coach. “I have no five-year plan, that’s for sure! My approach is more about seeing a range of possibilities and working to create doors I can walk through later. I feel like we are all ever-evolving, growing, and, as Michelle Obama says, ‘becoming.’ I don’t like to limit my future to only the things I can imagine right now. “

Diversity, Equity & Inclusion

Shaunna-Marie believes that career development and workforce development can only be effective with inclusion, equity, and diversity. She works from an actively anti-racist framework and constantly thinks about her role in systemic and structural oppression. “I recognize the power that place, identity, and perceptions of ‘other’ have as determinants in education, employment, health… everything.”

Kerr went on to say, “Something I think a lot about, in relation to myself but also that applies to employers, is how to engage in non-performative DEI work. It often feels like DEI work is being done as a favour or as good PR when we know that inclusive and equitable hiring is imperative if employers want to have the highest quality candidates, talent, and sustainable growth. In a practical sense, this looks like recognition of foreign and international credentials, skills and competency-based assessments and hiring, and culturally competent interviewing, onboarding, and retention strategies. “

Successfully Transitioning Students from School-to-Work

The Career Services department at the School of Continuing Studies is working on developing a map of the lifecycle of students to provide better support and services at the right time.

“We want to make sure that students are receiving the right information, at the right time, in the right way – interview prep, for example, might not be the most helpful thing on day one of a full-time program, but some exercises around career pathway mapping in those early months of studies could be impactful! We are also expanding services for Alumni to ensure that we have a supportive off-ramp from career services when program alumni might be experiencing a lot of challenges and change and opportunities.” Kerr told us.

Information Overload

We asked Shaunna-Marie to share her thoughts on what she thinks are some of the most common pain points her students face; she told us, “The biggest pain point students seem to have is the amount of information, often conflicting, about career development. We are in a time where so much information is available, but it is increasingly misleading, unrealistic, or just out of date, and many students feel overwhelmed by it. The pandemic and likely recession has led to an almost global sense of general uncertainty regarding the labour market, and we’re seeing more conflicting information about hiring trends across sectors.”

How Can Employers Help A Student’s Career?

With so many conflicting routes and varying information available, we wanted to know how future employers can help their new hires and students. “I believe it’s important for employers to understand the ‘new world’ that these graduates are emerging into and have empathy for the ways in which their last few pre-workforce years have been impacted.”

Kerr went on, ” At the same time, I believe it’s important not to underestimate their abilities and the value they bring to the workplace. For example, the facility many new grads have with virtual and digital environments can go a long way towards bridging organizational gaps that may emerge in virtual/hybrid working arrangements. Many new grads have always lived some parts of their lives in virtual or digital settings, even pre-pandemic.”

She went on to say, “I can think of several ways that their ability to seamlessly integrate their virtual and digital interactions with their in-person interactions can be leveraged in support of team and culture building, inclusion, and even strategic and operational planning related to things like client relations in hybrid settings. I think other aspects of being an inclusive workspace for everyone in a virtual/hybrid environment, like ensuring meaningful check-ins and recognition, dedicated ‘quiet’ hours for deep work, recognizing things like Zoom fatigue, and open office hours for senior leaders can also be helpful.”

Advice for Fellow Career Educators

Advice for Employers Kerr believes that employers should understand the changing world of work and adapt to the new digital recruitment and hybrid work environments. They should provide clear information about the hiring process, be transparent about the skills they are looking for and be open to diverse candidates and new ways of working.

Shaunna-Marie had this final thought for her peers. “Don’t stop your own career development! Keep learning, exploring, and identifying new and promising practices, pursuing professional development, and building your own networks. I learn so much from talking to other people in the career development and workforce development spaces – including former TalentEgg Career Coach of the Year (2020) Ibiyemi Balogun, who always inspires me with her passion for career coaching, planning, and development.”

How Schools and Employers Can Help Support Students

January 19, 2023 / James Highet / 0 Comments

McMaster University is one of the top post-secondary schools in the country. We had a chance to speak with Tanya Kett, M.Ed., CDP, CPC, a career counsellor at the university. Tanya supports undergraduate students from all Faculties and levels. Part of this support includes addressing students’ concerns, helping them explore their options, discussing their career goals and developing personalized career and further education plans. Her primary focus is equity-deserving students who experience barriers to their career development. Tanya engages students in a collaborative process to navigate their career journey and works with colleagues to develop new programs and services. The department offers individual appointments, drop-ins and group webinars/workshops, both hybrid and in-person. Here at TalentEgg, we wanted to know more about her 19 years in career development and her advice to schools and employers to help students flourish.

Why Career Education/Coaching?

My high school guidance counsellor encouraged me to work as my co-op in our school’s career centre. I learned about all the resources and assessments we had and eventually had class visits from my peers. At that time, I wanted my career to involve helping people navigate their career and education options — but I had no idea what job that was. It wasn’t one of those job titles we know about (i.e., teacher, social worker, lawyer). Years later, during university at McMaster, I discovered the career centre (where I now work!), got involved as a peer mentor and learned about the different roles, such as counsellor, advisor, coach and practitioner. There were so many options! Building connections from that experience and a few other vital contacts along the way were pivotal to my career.

Rewarding Achievements

My achievements are connected to my students and colleagues. When the students I have the privilege of supporting succeed, that is my most outstanding achievement. When they let me know they landed a job, got accepted to their program or had an “aha moment” about their career path, it lets me know I’ve made a positive impact. It reminds me how valuable our work in the career field is for students. Colleagues who support one another and share expertise and resources contribute to students’ success.

If I had to pick my most outstanding achievement, it would be that I found a career that I love and am passionate about.

Future Goals

I want to carve out more time for professional development. I always have a long list of ideas, such as courses, certificates and conferences to attend, but I tend to focus more on students during the academic year. This doesn’t leave a lot of time for PD. I feel like there is so much to learn about changes in technology and how we deliver service, theoretical approaches to consider, and so many resources to explore.

Commitment to DEI

My commitment is to support students who identify with equity-deserving and diverse groups who may experience barriers to career development. I collaborate with them to identify actionable items, strategize, gather resources and develop a plan to instill a sense of hope, confidence, optimism and self-efficacy so they can realize their career potential. My focus throughout my master’s degree was exploring diverse career development (disability, Indigenous, first-generation and international students) through the lens of student affairs.

Supportive and inclusive employers have the opportunity to create positive and meaningful experiences for students who may need someone to take a chance on them. It is a chance to diversify their team; we all know that diversity adds value.

Pain Points & the Effects of the Pandemic on Students

Students are generally overwhelmed with school and keeping up with other priorities like working, volunteering and extra-curricular opportunities. They often wonder how to be competitive for programs/jobs when they feel they are behind their peers in terms of experiences. The pandemic made it challenging to engage in networking opportunities, such as connecting with professors and employers to foster meaningful conversations. It also took time to adjust to the reliance on technology for academic and work tasks traditionally done in person. Now, everyone is adapting yet again to in-person learning and work environments. They may need to consider more travel time to various in-person appointments and engagements, which didn’t happen as much in the last couple of years.

Transitioning from School-to-Work

In the last two years, our team researched, developed and launched resources to guide students in the transition to work. We now have website content, a downloadable tip sheet, a customizable workshop, and one-on-one support to help students with this transition. During the pandemic, we offered captioned and recorded versions of our live webinars on topics such as virtual interviews, networking and career fairs to equip students with tools to navigate virtual recruitment practices.

Acknowledging, validating and normalizing student concerns is often a starting point for many conversations about transitioning to work. Several students identify with “imposter syndrome,” where they may not feel capable or confident in the role they landed, creating dissonance between their perceived potential and their actual potential. This can happen for various reasons, including diversity identification; therefore, it is valuable for employers to have inclusive training plans, mentoring (matched to employee) and opportunities to check in throughout the first few weeks to foster belonging in the workplace.

How Employers Can Help Support Students

Students with the opportunity to have a mentor at work often tell me how valuable it is to know they have a point person for questions as they transition to their roles. Transitioning from school to work is a great life experience — be kind, be patient and offer support so that students don’t feel like they always have to ask (sometimes they don’t know it’s okay to ask!). For example, ask every employee during the onboarding process if they have accommodation requests; that way, those with accommodation needs will feel included and supported in the hiring process. It will go a long way in building morale and confidence for new employees, which in turn produces a positive company culture. Leverage the digital expertise of Gen Z as our virtual/hybrid work environments evolve.

Connecting With Top Student Talent

The best way is to diversify what employers may consider a “top” student. It’s not always academic achievements or workplace achievements that make a student a great addition; life experiences also count. Consider the students’ potential — maybe they haven’t had the same opportunities as others yet.

Take a holistic approach to the application process and ensure it is inclusive and accessible. Some students may be in a program different from their career interests but engaging in self-learning opportunities because they’ve found what they are passionate about well into their undergrad. This demonstrates a commitment to finishing what they started and the initiative to find other learning or experiential opportunities, skills and qualities relevant in the workplace.

Invest time to train, mentor and foster a culture of inclusion in the workplace not only to attract but also to retain students who may end up as top employees. Some wonderful colleagues across our campus can work with employers to set up company recruitment events, information sessions, coffee chats, etc., and participate in career fairs to get to know our students beyond their application.

Advice For Peer Career Educators

One of my mentors told me many years ago that “career counsellors never stop their career development.” I’ve found that to be true, and it’s advice I pass on to others. New trends, technology and approaches continually shape how we work with our clients. Carve out time for your professional development; watch webinars, read articles, attend conferences, take a course, join professional networks, find a mentor — whatever you find helpful for your practice. Build your network to include a diverse range of contacts.

Final Thoughts

Careers are a journey; they take time to build, grow and develop. It’s essential to choose a direction, not a destination — this leaves more options open for you and optimizes your chances for success. It takes patience, persistence and perseverance. Set goals, build your network and have a parallel plan. These things are all part of building your career resilience.

You are not alone; You will get there.

DEI as a Young Professional

August 3, 2022 / Luki Danukarjanto / 0 Comments

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):

Awareness
Understanding
Practice
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 could 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, and it led me on a journey to an 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 newfound 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 regarding 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, enhanced 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 and 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? I allocate 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 it be up to you and your organization? Those earlier on the path to awareness, understanding and developing it into 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!

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