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The City of Ottawa’s Corporate Diversity and Inclusion Plan aims to build a workforce that reflects the community it serves and provide an inclusive work culture. It includes an equitable hiring strategy, increased community engagement, new learning initiatives and better data-collection tools. This approach ensures that a diversity of minds, perspectives and lived experiences are shaping and leading the City’s workforce.
The City aims to achieve a reflective workforce by aligning with Canada’s 2018 regional workforce availability rates. One of the people helping the City achieve this goal is Sheila James, a Diversity and Inclusion Specialist.
Sheila James, Diversity and Inclusion Specialist at the City of Ottawa.
One of Sheila’s responsibilities includes analyzing workforce representation of equity deserving groups such as Indigenous people, racialized people, persons with disabilities and women.
“In my initial analysis I saw that the City had been moving incrementally in growing its workforce representation and this goal was front and centre in the Corporate Diversity and Inclusion Plan,” says Sheila.
Sheila transformed her idea into an innovative hiring process called Leverage Equity to Achieve Diversity and Inclusion Targets (LEAD IT).
Through LEAD IT, the City will be able to track candidates who self-identify as belonging to one or more of the equity groups along every stage of the hiring process.
“We can track how many people from these groups are applying for jobs, getting screened in, invited to interviews and hired,” explains Sheila. “By analyzing the data trends, we can identify and address any barriers in our application and hiring process.”
LEAD IT presents new ways of scoring and ranking people applying for jobs. It asks managers to apply an equity lens and to be aware of their own biases when screening. It also ensures diverse candidates are being considered.
The City piloted LEAD IT in four departments in 2020 and 2021, resulting in the hiring of candidates from equity groups. Staff who participated in these pilots identified areas for improvement to ensure the program’s success once launched.
The City will conduct additional pilots this spring before implementing LEAD IT for select job opportunities across the organization later this year.
As LEAD IT rolls out, candidates will notice more job postings with inclusive language, diverse representation and perspectives in hiring panels, and interview questions that allow all candidates to demonstrate their skills and experiences related to equity and diversity.
Sheila will support the City’s implementation of LEAD IT for select job opportunities across the organization later this year.
To learn more about the City’s workforce representation efforts, be sure to read the Corporate Diversity and Inclusion Plan.
Stay tuned for more stories about staff who are working to make the City’s workforce more reflective of the community and inclusive for everyone!
For more information on City programs and services, visit ottawa.ca, call 3-1-1 (TTY: 613-580-2401) or 613-580-2400 to contact the City using Canada Video Relay Service. You can also connect with us through Facebook, Twitter and Instagram.
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The City aims to achieve a reflective workforce by aligning with Canada’s 2018 regional workforce availability rates. One of the people helping the City achieve this goal is Sheila James, a Diversity and Inclusion Specialist.
Sheila James, Diversity and Inclusion Specialist at the City of Ottawa.
An opportunity for change
One of Sheila’s responsibilities includes analyzing workforce representation of equity deserving groups such as Indigenous people, racialized people, persons with disabilities and women.
“In my initial analysis I saw that the City had been moving incrementally in growing its workforce representation and this goal was front and centre in the Corporate Diversity and Inclusion Plan,” says Sheila.
Prioritizing diversity with LEAD IT
Sheila transformed her idea into an innovative hiring process called Leverage Equity to Achieve Diversity and Inclusion Targets (LEAD IT).
Through LEAD IT, the City will be able to track candidates who self-identify as belonging to one or more of the equity groups along every stage of the hiring process.
“We can track how many people from these groups are applying for jobs, getting screened in, invited to interviews and hired,” explains Sheila. “By analyzing the data trends, we can identify and address any barriers in our application and hiring process.”
LEAD IT presents new ways of scoring and ranking people applying for jobs. It asks managers to apply an equity lens and to be aware of their own biases when screening. It also ensures diverse candidates are being considered.
Taking equitable hiring to the next step
The City piloted LEAD IT in four departments in 2020 and 2021, resulting in the hiring of candidates from equity groups. Staff who participated in these pilots identified areas for improvement to ensure the program’s success once launched.
The City will conduct additional pilots this spring before implementing LEAD IT for select job opportunities across the organization later this year.
As LEAD IT rolls out, candidates will notice more job postings with inclusive language, diverse representation and perspectives in hiring panels, and interview questions that allow all candidates to demonstrate their skills and experiences related to equity and diversity.
Sheila will support the City’s implementation of LEAD IT for select job opportunities across the organization later this year.
To learn more about the City’s workforce representation efforts, be sure to read the Corporate Diversity and Inclusion Plan.
Stay tuned for more stories about staff who are working to make the City’s workforce more reflective of the community and inclusive for everyone!
For more information on City programs and services, visit ottawa.ca, call 3-1-1 (TTY: 613-580-2401) or 613-580-2400 to contact the City using Canada Video Relay Service. You can also connect with us through Facebook, Twitter and Instagram.
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