Competency Category:
Competency Series:

4.2 – Promote Diversity and Inclusion

Purpose & Context

Career Development Professionals (CDPs) work with employers to promote an accessible and inclusive workforce. CDPs use a business case approach to engage employers and promote diversity and inclusion in the workplace.

Effective Performance

Competent career development professionals must be able to:

  • P1. Challenge misconceptions employers may have related to recruiting a diverse workforce, for example:
    • Costs
    • Lower job performance
    • Difficulty addressing performance
    • Limited pool of talent
  • P2. Summarize benefits of an inclusive workforce, e.g. increased productivity, increased job satisfaction, reduced
    turnover
  • P3. Meet with employer:
    • Present benefits of inclusive practices
    • Seek employer concerns about making changes
    • Identify solutions to address concerns
    • Secure buy-in to explore opportunities to build inclusive workforce
  • P4. Review current organizational practices, policies and procedures to identify areas of improvement, e.g. bias and
    systemic barriers in recruitment, selection, hiring, training and development, compensation, career development,
    promotion
  • P5. Recommend solutions, for example:
    • Inclusivity training for all staff
    • Human resources policies, e.g. recruitment, selection, hiring, career development, return-to-work policies
    • Job description revision, e.g. include only essential requirements
    • Job accommodations
    • Tailored job maintenance support, e.g. on the job supports, follow-up and monitoring
    • Innovative on the job training support
  • P6. Offer implementation assistance, e.g. review of policies

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Principles of anti-oppressive practice
  • K2. Legislation and regulation, e.g. Canadian Human Rights Act, Canadian Charter of Rights and Freedoms, Provincial
    Acts and Codes and the Criminal Code, rights of LGBTQ2+ persons (i.e. gender identity and gender expression as
    protected groups from discrimination)
  • K3. Systemic barriers impacting specific groups
  • K4. Human resources management, e.g. recruitment, selection, training and development, career development
  • K5. Barriers to employment diverse client populations encounter, e.g. discrimination, racism
  • K6. Benefits of diverse and inclusive workplace, e.g. reduced turnover, reduced absenteeism, increased satisfaction,
    increased productivity

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Employers may present with varying degree of understanding of the benefits and value of a diverse and inclusive workforce.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Anti-oppressive practice: an intersectional approach that confronts formal and informal roles of power between a CDP, their client, and socio-economic structures and systems.

Information Sources and Resources for Consideration

Shepard, Blythe C. & Mani, Priya A. Eds. Career Development Practice in Canada. Toronto: CERIC Canadian Education and Research Institute for Counselling, 2014. ISBN: 978-0-9811652-3-3.

Zunker, Vernon G. Career Counselling: A Holistic Approach 9th edition. Boston: Loose-leaf Edition, 2016. ISBN-10: 978-1-305-40106-8

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

High probability of risk: VERY CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

To become fully proficient in this competency, a career development professional requires a minimum of one year of experience working with at least 5 different employers.

Autonomy

Practitioners typically perform this competency without supervision, and as part of a team and/or alone.

Automation

It is somewhat likely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None

Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!