We see all kinds of weather here in Canada, from the crisp chill of winter, to the pounding rain and wind of a tropical hurricane. Canada's population is just as diverse, and in that variety, we gain strength and experience.Diversity is a priority at Pelmorex, the parent company of The Weather Network and MétéoMédia, where it has been embraced as an integral component of the corporate philosophy and culture.
Pelmorex received four As, one for each of the designated groups, in the 2002 Employment Equity Annual Report, the only broadcaster to do so. We were named a 2003 Vision Award recipient for excellence in employment equity from Human Resources Development Canada. We were also named as one of the Top 100 Employers for 2003, as a leader in the broadcasting industry for employment equity.
On top of the external recognition, our commitment to equity has improved the organization as a whole. In an annual employee survey, 94% of respondents agreed that 'Pelmorex is committed to equity in the workplace.' Our retention rates have improved over the past three years, achieving a single digit turnover rate for the first time in 2003 and improving upon this in fiscal 2004.
We have achieved this by putting equity at the forefront of people management processes, decisions and hiring practices. Our human resources department conducts a workforce analysis on a quarterly basis, which helps us identify gaps in our representation. The workforce analysis is one of our most important tools for assessing our internal representation, compared to external availability.
To reinforce our commitment to diversity and allow for increased accountability, we have incorporated an employment equity component as part of the annual bonus criteria for managers to 'increase representation of designated groups where gaps exist.'
As we exceed the external availability for the designated groups of visible minorities and women, our main focus in recent years has been to strengthen our outreach to the designated groups of Aboriginal peoples and persons with disabilities.
Some of our focused outreach measures include establishing relationships with student associations representing people with disabilities and Aboriginal peoples at local colleges and universities. We send job postings to over 40 associations at the same time we post them internally, allowing for "advance priority". We have participated in job fairs for persons with disabilities where we have met and hired employees.
We have established a collaborative working relationship with the Canadian National Institute of the Blind, where we have given employment preparedness seminars to students, arranged for job shadowing, and conducted an Employer Outreach Session for a group of CNIB clients. The CNIB has provided several training sessions on descriptive narrative to our on-air television presenters, helping them improve our programming for the benefit of visually impaired viewers. They also conducted an awareness training session for our managers.
We have invited representatives from associations of Aboriginal Peoples and persons with disabilities to provide diversity awareness training sessions to our management team.
We co-ordinate several internships every year, actively outreaching to members of designated groups for these opportunities. We have established two $2,500 annual scholarships for students with a disability enrolled in a broadcasting or journalism program at a local university or college.
We continue to reasonably accommodate individuals in the designated groups, including providing technical aids, modifying job design and allowing for flexible work hours.
Pelmorex has two internal diversity committees, made up of employees across occupational levels and designated groups. These committees play an active role helping communicate, implement and monitor progress of our employment equity plan.
As a broadcaster, we are committed to supporting employment equity and the diversity of on-air representation in our programming. Part of the standards and expectations for our news reporters is to 'ensure the diversity of people in their region is reflected in news stories through the people being interviewed or by the story line.'
We strive to create and maintain an environment that supports diversity throughout the organization. We provide two special leave days per year for family matters/emergencies and two days per year for non-statutory religious holiday leave. We have also modified office space to be used as prayer rooms, and our human resources managers conduct ongoing discussions with all employees to discuss job satisfaction, working conditions and career goals.
In addition to our external and internal initiatives, we have spoken at conferences presenting our practices in diversity. We participated in Innoversity conferences, the Forum on Diversity and Culture, Colloquiums on Global Diversity and the Diversity Conference held in Toronto in December 2003.
Diversity continues to be an ongoing focus and our commitment to equity is at all levels within the organization. Pelmorex has a supportive and welcoming environment that is enriched by the diversity of our employees.
Valerie Morrisette is the vice-president of human resources for Pelmorex.