Human Resources


Alicia Hibbert

Lena Bou Saleh

Are you an employer looking for practical tools to recruit and retain diverse talent?

Inclusion-centred custom tools for recruitment and retention

Diverse, equitable, and inclusive workplaces are more profitable (source). Increasing a sense of belonging has an impact: it results in employees being 50% less likely to leave, 56% more productive, and taking 75% fewer sick days. Workplace well-being should be top of mind for employers concerned about retention since 60% of employees would leave their employer for one that offers more well-being support (source).

Recruitment – attracting diverse talent to your mission

Tools for hiring managers and recruiters: inclusive interviews and job design.

Retention – building the right environment for a diverse workforce

Tools for senior leaders: reflection exercises to build your organizational strategy for inclusion.

Tools for human resources staff: inclusive policies and workplace learning, peer support procedures, and identifying relevant external supports for mental health and problematic substance use for your workforce.

Tools for managers: conversation guides to promote open discussions in your team and guide performance and career navigation check-ins.

Tools for occupational health & safety experts: expanding the concept of safety to psychological safety in the workplace in adherence with provincial legislation (e.g., duty to inquire).

Manage performance with a competency library

We help leaders and HR teams develop a competency library, leading to transparent, culturally appropriate, and inclusive job descriptions, peformance management systems, and clear career pathways. Drawing from expertise in organizational and applied psychology, we work with organizations to develop laddered, interrelated competencies across all levels of the organization.

Role-specific competencies state the knowledge, skills, attributes, and behaviours that are essential for successful performance. This is where we come in. Transparent competencies that are observable can be evaluated. They lead to employee confidence, success, and mastery – all of these lead to retention.

Exciting projects in progress

Watch this space for an upcoming free and publicly available HR toolkit for Inuit recruitment and retention in Inuit Nunangat. It will be available in early 2023, or connect with Alicia to have it shared with you when it is available. Alicia produced this toolkit with colleagues Twiladawn Stonefish and Nafisa Sarwath and is part of a broader project you can read more about here.