Scaling Inclusive Workplaces
Impact Report (2018-2021)

TRIEC colleagues conversing

How TRIEC enhanced inclusive workplaces across Ontario

TRIEC’s Scaling Inclusive Workplaces project supported Ontario employers across various industries to build inclusive workplaces.

From 2018 to 2021, Scaling Inclusive Workplaces supported some of the region’s top organizations to take a more strategic approach to Diversity and Inclusion and better integrate immigrant professionals in the workplace. The project team collaborated closely with decision makers in the private, public, and nonprofit sectors to accomplish this goal.

Scaling Inclusive Workplaces piloted the application of 2 frameworks – Inclusive Workplace Competencies and Inclusion Measurement Blueprint – that help businesses to assess and improve inclusion.

Through Scaling Inclusive Workplaces, TRIEC also developed a Community of Practice (CoP) – an invitation-only group to exchange organizational practices and generate new insights to advance inclusive leadership. Read on to learn more about each project, its impact, and how these tools can help you and your organization.

51

Employers supported to build
inclusive workplaces

10+

Industries
engaged

7

New employer tools
developed

Learn about Scaling Inclusive Workplaces

Inclusive Workplace Competencies

Helped organizations define the behaviours, skills, and knowledge that employees need to create an inclusive and diverse workplace

Inclusion Measurement Blueprint

Supported organizations to measure diversity and inclusion, set strategic targets, and reflect on progress

Community of Practice

Supported organizations to measure diversity and inclusion, set strategic targets, and reflect on progress

Inclusive Workplace Competencies

608

Individuals who downloaded the competencies around the world

12+

Organizations used the Competencies to inform employee training programs, frame D&I policies, and more

72%

Of users said competencies helped them gain new insights

With funding from the Ontario government, TRIEC worked with a team of experts to develop and pilot these competencies with employers to define inclusive behaviours for leaders within their teams and within their workplace.

Organizations use the competencies to:

  • Set out how they expect employees to perform effectively in their roles
  • Set performance goals
  • Inform policies and practice
  • Develop D&I training

Today, the competencies framework is used by employers as the standard against which they can determine a colleague’s level of inclusion and measure their progress.

Download our Inclusive Workplace Competencies

Webinar

Watch how you can enhance your existing competency model to advance inclusion

Inclusion Measurement Blueprint

40

Organizations participated in pilot via Certificate in Inclusive Leadership program

13

Organizations participated in pilot via employer strategy consultations

11

Employers implemented the Blueprint framework

Assessing where an organization is on the diversity and inclusion journey is a key intervention. As such, TRIEC worked with a team of experts to design and pilot the Inclusion Measurement Blueprint framework to provide a flexible way for organizations to make choices among measurements, set targets that reflect organizational priorities, and report results in a way that tells a compelling story.

Today, the framework is used by employers to connect D&I initiatives with overall strategic objectives, leverage existing internal data, and prioritize immediate and long-term action. As part of the framework, TRIEC created the Inclusive Practices Index, to assess organizational practices in six key areas that impact inclusion.

Download our Inclusion Measurement Blueprint

Webinar

Learn how you can build your own Inclusion Index

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How to use the Inclusive Practices Index to assess your organization’s diversity and inclusion practices

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Leveraging your employee engagement survey to take the pulse on diversity and inclusion in the workplace.

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Community of Practice

13

Member organizations

364

Collective hours of collaboration and knowledge sharing

6

Testimonials from employers on positive impact of CoP

3

Case studies produced showcasing CoP impact on employers

TRIEC formed a Community of Practice (CoP) to help participating organizations take a more strategic approach to workplace inclusion, and generate and apply new insights.

Bringing together 13 organizations from all sectors, the CoP members – leaders committed to D&I – participated in discussions and activities to support and learn from one another – all in an effort to move the inclusion needle in their respective organizations.

The CoP was a huge success as each session produced promising strategies and practices for members to take away – many of which are currently being implementing at workplaces across Ontario.

Organizations that took part included the LCBO, Bell, Regional Municipality of Durham, York Regional Police and Export Development Canada (EDC), among others.

TRIEC’s Community of Practice

Podcast

Why setting up a Community of Practice can drive inclusion in your workplace

Related Article

How a Community of Practice could help you drive inclusion in your workplace

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