The Job SearchAccommodation and Beyond
NEADS Conference 2006
Celebrating 20 Years
Stephen McDonnell
BMO Financial Group
Equity Through Education
The Equity Through Education charitable program was
launched by BMO Capital Markets in 2005 to support
the notion that gaining an education is a means of
improving lives. Funds raised through Equity Through
Education are donated to charitable organizations
whose mission includes improving access to education
and training for bright, deserving people who otherwise
might not have the opportunity. To date, Equity
Through Education has raised $3.2 million.
Corporate Values
We care about our customers, shareholders,
communities and each other.
We draw our strength from the diversity of our people
and our businesses.
We insist upon respect for everyone and encourage all
to have a voice.
We keep our promises and stand accountable for our
every action.
We share information, learn and innovate to create
consistently superior customer experiences.
The Job Search – A New Direction
Top reasons for diversity according to 126 top U.S. and Canadian
companies and firms:
24%
Increasing competitiveness in attracting talent
19%
Improving financial performance
14%
Changing workforce demographics
11%
Ensuring compliance with legal requirements
Becoming more socially responsible
Source: 2005 Catalyst Member Benchmarking Report
43%
37%
14%
Increasing understanding of and/or access to
specific markets, clients or consumer segments
Increasing innovation effectiveness
73%
7%
2%
52%
21%
36%
Number one Reason
Top Three Reasons
12%
Diversity and Inclusion Have Become More Important



Talent –
inclusive companies are
better able to attract
and retain diverse talent
Market –
inclusive companies are
better able to scan and
respond to their
marketplace
Decision-making –
diverse teams, when
properly managed,
engage in a stronger
decision-making
process
Companies with more
women in senior
management outperform
companies with few
women in senior
management
 ROE 35% higher
 TRS 34% higher
Source: The Bottom Line: Connecting Corporate
Performance and Gender Diversity, Catalyst,
2004
THE MARKETPLACE ARGUMENT
Anticipate and Respond to Customers
Companies that leverage diversity and “mirror the market”
will attract new customers and find new markets…
Group
Purchasing Power
Women
Control more than 80% of
consumer and household
spending (1)
Visible Minorities (Canada) $76 billion (2)
Persons With Disabilities
$25 billion (3)
(Canada)
Aboriginal People
$24 billion (4)
(Canada)
GLBT (U.S.)
$610 billion in 2005 (6)
Source:
1 The 80% Minority, Joanne Thomas Yaccato, 2003 and Quick Facts – Buying Power, Catalyst
2 A Business Case for Diversity, Dr. Jeffrey Gandtz, University of Western Ontario, Fall 2001, HRSDC)
3 The Impact of Employment Equity on Corporate Success in Canada, Kimberley Bachmann, March 2003
4 The Aboriginal Population: The Current and Future State, Clint Davis, July 13, 2006
6 Buying for Equality, Human Rights Campaign, March 2006
THE TALENT ARGUMENT
Diversity is a Powerful Magnet for Recruitment
The changing age demographics of the labour force argue for better
understanding and mirroring diverse groups…
Canada
U.S.
• 6.7 million baby boomers
• By 2012, the labour force will
exit the workforce by 20211
be comprised of3:
• Generation Y – 5.6 million2
Workers ages 16-24 = 15%
Workers ages 25-54 = 66 %
Workers ages 55 and older =
19%
Canada’s Aging Population © Minister of Public Works and Government Services Canada, 2002
Welcoming Y Benefits Canada, 2004
3 Mitra Toosi, “Labor force projections to 2012: the graying of the U.S. workforce,” Monthly Labor Review,
February 2004.
1
2
Accommodation
The duty to accommodate is a requirement of both the
Canadian Human Rights and Employment Equity Acts
Includes factors such as disability, sex, age, family
status ethnic origin and religious belief
Must be provided short of ‘undue hardship’ application of undue hardship applies to enterprise
not unit
Supreme Court accepts considerable measure of
hardship must be anticipated in ensuring
accommodation
Positive Outcomes/Business case
Increase shareholder value through accessible
service for all.
Enhance public image as leaders in inclusion.
Recruit and retain top talent.
Serve as a model for external corporations and
agencies.
Ensure a motivated, healthy and productive work
environment.
Expand market to attract more customers with
disabilities.
Workplace Accommodation
Accommodation is the obligation to eliminate
disadvantage
Applies during recruitment, selection, training, career
development, and ongoing employment
Employment decisions must not be impacted by the
need to provide accommodation
Recognizes that each employee is unique and
responds to each person’s needs
Respects the dignity and privacy of the individual
Does not diminish the individual’s responsibility to do
essential job functions
Types of Employment Accommodation
For employees with disabilities:
•Physical adaptations
•Human support
•Job modification
•Adaptive Technology
•Policy and systems
•Flexible work arrangements
•Scheduling
Getting it Right with Colleagues
Accommodation is a joint responsibility
No two accommodations are the same
Accommodation is not absolute
• May involve technology and human support
• May evolve as technology and/or conditions change
Staying in Touch
Mentoring Opportunities
at
BMO Financial Group
“Connecting You to a Brighter Future”
Staying in Touch
A new and exciting opportunity inviting college and
university students with disabilities mentoring
opportunities with employees of BMO Financial Group