Benefits for you and your organization
CONNECTION
Connect with other leaders and changemakers and expand your network.
COLLABORATION
Engage with prominent experts in the DEI field. Share key findings, innovative ideas, and implementation strategies for recruiting and retaining immigrant talent.
CO-CREATION
Through systems thinking, mapping, and planning sessions, co-create sustainable solutions tailored to your organization in collaboration with other leaders and changemakers.
COMMUNITY OF PRACTICE
Monthly sessions facilitated by experts within three months after the program.
Why participate in the DEI IMMI Lab?
Immigrant women, on average, have higher levels of formal education than Canadian-born women. However, when they arrive in Canada, it takes them more than six months to land their first job, and to do so, the majority of them had to downgrade their qualifications.
How can this be the reality for many highly-skilled immigrant women, especially considering many industries and businesses in Canada struggle to attract, hire, and retain immigrant talent, and many organizations claim to have diversity, equity, and inclusion (DEI) policy in place?
Ineffective talent recruitment and retention strategies and DEI initiatives often result from siloed efforts and fragmented attempts to address complex systemic issues.
Effective and meaningful strategies and initiatives require more than strategic planning and performative work. Sustainable change demands a shift to systems planning and co-creation. This is why InHeartSight is presenting our pioneering initiative, the DEI IMMI Lab - Systems Change Leader.
What is the DEI IMMI Lab?
The DEI IMMI Lab - Systems Change Leader is designed to examine mindsets and cultivate new ways of thinking about talent recruitment and retention practices, particularly with regard to highly-skilled racialized immigrant women in Canadian workplaces.
How does it work?
The DEI IMMI Lab will form a cohort of leaders, aspiring leaders, and changemakers committed to establishing safe, supportive, and inclusive workplaces for racialized immigrant women. Participants will have the unique opportunity to collaborate with leading experts, including employers, service providers, and institutes, as well as immigrant women, whose perspectives are often marginalized in discussions about changes that impact them. The DEI IMMI Lab will facilitate conversations among different stakeholders to foster an environment and process to challenge conventional DEI approaches, inspiring a mindset shift toward systems change in hiring and retention practices for highly-skilled racialized immigrant women.
Phase 1: Onboarding and Kick-off
Introduction to the program and alignment of goals.
Phase 2: Systems Mapping Workshop
Collaborative workshop to map out the systems and cultivate systems thinking around hiring immigrant women.
Phase 3: Emerging Future Mapping
Exploration of potential future scenarios and their implications on DEI practices.
Phase 4: Identify Leverage Points and Action Plan
Identification of key leverage points within the systems and development of an actionable plan.
We don't have to wait for some grand utopian future.
The future is an infinite succession of presents,
and to live now as we think human beings should live in defiance of all that is bad around us, is itself a marvellous victory.
-Howard Zinn