New Diversity and Inclusion Resources to Assist With Bio-economy Talent Shortage

BioTalent Canada launched the Building Workplace Resiliency resources for their new I.D.E.A.L. Biosciences Employer recognition program. In addition to providing guidance to employers looking to submit applications for the program this fall, these resources are designed to help with recruiting and retaining talent while keeping IDEAL (Inclusivity, Diversity, Equity, and Accessibility Leadership) principles top of mind.

The I.D.E.A.L. Biosciences Employer recognition program will recognize organizations in Canada’s bio-economy leading the way in embodying the diverse and inclusive corporate principles needed to promote growth and success in the sector.

Read the full resources here:

• Building Workplace Resiliency: Adopting Inclusion, Diversity, Equity, and Accessibility (IDEA)
• Building Workplace Resiliency: Hiring Internationally Educated Professionals (IEPs)
• Building Workplace Resiliency: Understanding Canadian Human Rights

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From mitigating talent shortages to increased stakeholder insights, the benefits for companies that adopt IDEA into their talent management strategies are immense. Despite these benefits, Labour Market Information generated by BioTalent Canada indicates the number of employers hiring from under-represented groups remains low. These resources expand on why hiring from under-represented groups increases an organization’s potential.

Toronto-based Shift Health, which is a strategic consultancy supporting health research and innovation around the world with a unique science-based approach, shared with BioTalent Canada their process for intentionally building inclusivity, diversity, equity and accessibility (IDEA) into every aspect of their operations.

“Since we started explicitly incorporating IDEA principles throughout our organization, we’ve seen a huge expansion of openness and authenticity from top to bottom,” says Ryan Wiley, President of Shift Health. “When people are more comfortable expressing themselves, they’re much more creative and innovative. I think it’s also contributed to our success with recruitment and retention. Despite the reported labour shortages, we’ve had no trouble finding, hiring, and keeping talent.”

BioTalent Canada’s Building Workplace Resiliency resources were developed, in part, through the project Building Resiliency and Sustainability for the Bio-economy to Withstand Disruption, funded by the Future Skills Centre. Through this project, BioTalent Canada has been working to research and evaluate innovative practices and technologies implemented by agile, resilient, and diverse Canadian bio-economy employers to excel in highly disruptive economic situations.

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Pedro Barata, Executive Director of the Future Skills Centre, says that these efforts to reach out to and address under-represented populations are an excellent example of the programs FSC is investing in to foster innovation and fill future skills gaps in the workforce. “Talent recruitment and retention that take into account equity, diversity and inclusion can serve as a model that will create meaningful employment while helping underserved populations overcome barriers and maximize the reach of employers to further close widening labour gaps,” says Barata.

In addition to the three resources launched today, BioTalent Canada will be producing more workplace resiliency resources to support bio-economy employers.

“It’s no secret that diverse teams, led by inclusive leaders, are more innovative and better able to provide insights on the needs and wants of their stakeholders,” says Rob Henderson, President and CEO of BioTalent Canada. “When we adopt IDEA principles into Canada’s bio-economy, we build more resilient and profitable companies.”

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