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Beyond Probation (Retention and Professional Development)

Systems

Behaviours

Your Results

Frameworks already in place

  • We have an inclusive and accessible learning and development policy in place.
  • We provide training to all managers and supervisors on how to effectively coach and support new hires with disabilities.
  • We provide training to Human Resources generalists, consultants, advisors, and all managers and supervisors on performance management and progressive discipline for employees with disabilities. This includes, for example, distinguishing poor performance or inappropriate behaviour from disability-related symptoms or inadequate accommodations.

Ideas for action

  • Reviewing or developing a learning and development policy could help ensure it is inclusive and accessible, promoting equitable growth opportunities for all employees.
  • Offering training to all managers and supervisors on how to effectively coach and support new hires with disabilities may strengthen retention and engagement.
  • Providing training to Human Resources professionals and people leaders on performance management and progressive discipline in the context of disability could be valuable. This could include guidance on how to distinguish between poor performance or inappropriate behavior and disability-related symptoms or inadequate accommodations.
 

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Taking It to the Next Level

In all likelihood, your organization provides training for new managers in the areas that they need to become "people leaders". But does your training provide research, skills building and tools in support of inclusive leadership? As federally regulated employers work to increase representation of people within the four designated groups, a new set of skills is required.


Evaluate and Enhance Your Leadership Training Program:


  • Incorporate Foundational EDI Principles: Does your current training content integrate essential principles of equity, diversity, and inclusion (EDI)?

  • Link EDI to Leadership and Organizational Goals: Are training facilitators effectively connecting EDI concepts to inclusive leadership skills and aligning them with the strategic goals of your branch, department, or organization?

  • Support for Employees with Disabilities: Does your training include guidance on how to coach, support, and manage the performance of employees with disabilities effectively?

  • Embed EDI in Leadership Agendas: Are there regular, standing EDI agenda items in departmental, regional, and organization-wide leadership meetings?

  • Modeling and Mentoring Inclusive Leadership: Is senior leadership actively modeling inclusive leadership behaviours and mentoring junior leaders to cultivate these skills?

  • Addressing Non-Commitment to Inclusion: Are there individuals who are not fully committed to inclusive leadership? As an organization, are you prepared to challenge these individuals, even if they are top performers?