Canadian HR Reporter

23 23 23 www.nationalhrawards.com customer focus • integrity • innovation • collaboration • accountability • www.symcor.com + 1 unique you C M Y CM MY CY CMY K HRReporter_NationaHRAwards_Option3Ad_v2.ai 1 9/2/2015 9:00:04 PM Visible minorities, LGBT community Cultural Day is one of the biggest annual events hosted by the Diversity Inclusion committee, led by Pulak Trivedi, human resource advisor at Symcor. "We do try to represent cultures that maybe are not represented, so whether that's through food, through costume... last year we just started an international talent show," he says. "They have (a) huge pot luck (to which) everybody brings a variety of their native cultural foods." "We have representation from various countries like the Philippines, India, Sri Lanka, Spanish-speaking countries, Latin America — it's pretty global," says Trivedi. Last year, Symcor partnered with Pride at Work and they've been a great resource, says White. The company has sponsored some events and attended others, and employees attend events such as Pro Pride and Flare for Life. "It's really about the messaging to our employees that we are supporting these initiatives and also giving opportunities for them to attend," she says. One employee felt so safe, she even reached out to the company for help with an LGBT issue. "She was in the process of transitioning from a male to a female and came to Symcor (to get) help in communicating and announcing it," says Milner. The company, in conjunction with the employee, developed a communication strategy to announce the transition to a select number of her co-workers. The awareness sessions involved more than 170 managers across three local sites and were delivered within a week while the employee was on vacation. Clients were informed to ensure a smooth transition for the employee, resulting in positive feedback all around. Aboriginal community In the past year, Symcor has been taking steps to address Aboriginal diversity and inclusion in the workplace. "We partnered with the Toronto Native Women's Centre... we put together a one-day workshop for women that attended the centre," says White. "We did mock interviews, how to do a resumé, networking, dressing for success." The participants thought the workshop was very informative and appreciated the company's support, says Trivedi, and the HR team plans to continue running the workshop in years to come. In the near future, Symcor also hopes to recruit more Aboriginal employees to fi ll in equity gaps. "We are working right now on an Aboriginal recruitment strategy," says White. Upper-level management regularly analyzes the gaps to put action plans in place and pinpoint whether the focus needs to be directed toward recruitment, communication or management, says Milner. "From a recruiting perspective, it is hard, obviously, because... everybody is not open to sharing if they are a designated group," she says. "Therefore, our best means to providing, and allowing, increased involvement is through the partnerships we made." Symcor has also partnered with World Literacy Canada and an Aboriginal cultural centre in Brantford, Ont., working with Aboriginal schools to help them elevate their native language. "We are actually going to be going into the schools and will be able to have our employees involved with it as well," says Milner. Persons with disabilities For a number of years, the Calgary team has been highlighting different challenges individuals with disabilities may face. Challenges have included trying to open up a container with oven mitts on, going through an obstacle course in a wheelchair or wearing specifi c glasses that impact your vision, says Milner, adding the events are annual reminders not to take persons with physical disabilities for granted. SYMCOR < pg. 22 or wearing specifi c glasses that impact your vision, says Milner, adding the events are annual reminders not to take persons with physical disabilities

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