Gender Inclusion & Diversity Toolkit – WIM

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Leadership
  • Recruitment, Retention and Promotion

SOURCE
  • Canadian Manufacturers & Exporters

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Development

TARGET UNIT
  • All Management, All Units, Human Resources, Senior Leadership

LINK TO RESOURCE

Gender Inclusion & Diversity Toolkit - WIM

Canadian Manufacturers & Exporters
This toolkit was written specifically for manufacturers in Canada and provides a set of practical tools to build awareness and engagement regarding gender inclusion and diversity.

The toolkit consists of the following seven tools:

  1. Tool #1: Starting the Conversation on Gender Inclusion and Diversity: This tool is meant to be used for leaders to facilitate a conversation with their team about diversity and inclusion. It includes a presentation with additional speaker notes and activities for breakout sessions.
  2. Tool #2: Inclusion & Diversity Roadmap: This tool consists of four roadmaps geared towards Employees, Human Resources Teams, Team Leaders, or Executive Teams. The roadmap outlines a visual representation of an inclusion and diversity learning path to map out steps towards goals.
  3. Tool #3: Respect in the Workplace Self-Assessment: This tool is a certification course offered by the Respect Group. It teaches respect in the workplace, the actions individuals can take to make a more inclusive workplace, and how to respond to inappropriate workplace behaviour.
  4. Tool #4: 10-Step Inclusivity Plan: This tool involves a 10-step plan that employees can follow to improve their understanding of the actions needed to create an inclusive workplace, and to encourage others to do so as well.
  5. Tool #5: Leader Guidebook for Men: This guide demonstrates how male champions can lead in gender inclusive behaviours, encourage others to do the same, and support female employees through sponsorship, among other best practices.
  6. Tool #6: Talent Management Guide: This guide outlines a variety of processes and practices that can be implemented by organizations to make their talent management more gender inclusive. It provides guidance for leaders and HR teams to attract and retain female talent in their organizations.
  7. Tool #7: Gender Inclusion & Diversity Roll-Out Plan: This plan describes how to implement the above six tools in your organization, including the objectives for each tool, the target audience for various communications, and draft email templates.

To learn more, click here.

Flip the Script

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Intersectionality

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Implementation

TARGET UNIT
  • All Units, Human Resources

LINK TO RESOURCE

Flip the Script

Catalyst
This resource contains several infographics for using the correct language and wording in different areas to avoid reinforcing negative gender stereotypes in workplace culture. Words reflect workplace culture and can reinforce negative gender stereotypes. Stop using the phrases that harm women’s advancement opportunities and focus on performance and outcomes instead.

To learn more, click here.

CatalystX Online Courses

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ATTRIBUTES
  • Capacity Building and Awareness Raising

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • OOnline Learning

TARGET AREA
  • Implementation, Programs and Initiatives

TARGET UNIT
  • All Units, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

CatalystX Online Courses

Catalyst
Catalyst provides online training through its EdX, non-profit learning platform for which employees can earn a Verified Certificate for a fee or audit for free.

The following courses are currently available:

  • Unconscious Bias: From Awareness to Action
  • Communication Skills for Bridging Divides
  • Inclusive Leadership Training: Becoming a Successful Leader
  • Inclusive Leadership Training: Get Beyond Work-Life Balance
  • Inclusive Leadership Training: Leading with Effective Communication

To learn more, click here.

The Barbershop Toolbox – Mobilizing Men and Boys for Gender Equality

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Leadership
  • Organizational Culture

SOURCE
  • HeForShe

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Implementation

TARGET UNIT
  • All Units

LINK TO RESOURCE

The Barbershop Toolbox – Mobilizing Men and Boys for Gender Equality

HeForShe
The Toolbox provides resources for a “Facilitator” – a male ambassador for the HeForShe program – to start the gender equality discussion among male coworkers. The Barbershop Toolbox was created by HeForShe to mobilize men for gender equality in the workplace. The recommendations listed below can be applied to any Gender Equality Ambassador role.

A Facilitator (or Gender Equality Ambassador) should:

  • Create a safe and comfortable space to discuss sensitive topics and personal opinions.
  • Establish ground rules with participants to ensure respectful discussion.
  • Promote reflection, participatory learning and present information neutrality.
  • Be conscious of the language you use and your behaviour.
  • Encourage participants to be honest and open.
  • Spot future leaders and ambassadors.

To learn more, click here.

Actions Men Can Take to Create an Inclusive Workplace

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ATTRIBUTES
  • Organizational Culture

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Implementation

TARGET UNIT
  • All Units

LINK TO RESOURCE

Actions Men Can Take to Create an Inclusive Workplace

Catalyst
Catalyst listed actions men can take to develop capacities as agents of change and as influential role models to male peers. These behaviours can be critical to achieve an inclusive workplace:

  1. Be open with other men about your commitment to a gender-inclusive workplace.
  2. Talk to other men about the costs of gender inequity – for both men and women – in the workplace.
  3. Use work-life flexibility benefits if you have them and don’t be shy about it.
  4. Communicate your support for male colleagues that use work-life flexibility benefits.
  5. Take responsibility for your own learning and don’t rely on women colleagues.
  6. Mentor and/or sponsor an emerging woman leader and encourage male peers to do the same.
  7. Speak up if you notice gender-based assumptions being made about your colleagues.
  8. Be attentive to whether men and women colleagues are being judged by different standards.
  9. Share your stories of working for inclusion with other men – the good and the bad.
  10. Get involved in your organization’s gender-focused Employee Resource Groups (ERGs).

 

To learn more, click here.