We often think of large organizations as the most impactful players within a certain sector or subject area. With this notion often comes the “umbrella approach” – the idea that the biggest organizations should widen their scope to serve all demographics within said community due to established connections and ample capital.

Within Canada’s entrepreneurial support ecosystem, our strength truly lies in our thoughtful partnerships and the value we collectively place on the diverse perspectives of specialized, smaller scale support organizations who work with specific demographics – namely founders who identify as LGBTQ2+, POC, Indigenous, rural-based, and women. This approach relies on the country’s largest support organizations to reallocate resources to these highly specialized organizations; helping them to share, support, and amplify their efforts in the process.

Rural Founders

Founded by Mary Doyle, Rural on Purpose is an entrepreneurial support organization specializing in collaboration projects with rural communities. Current Rural on Purpose programs include the monthly networking event E2XCHANGE, the themed Twitter-based ROP Chat, and a membership website offering easily accessible resources, tools, and events.

Startup Canada and Rural on Purpose recently teamed up to establish Startup Communities in rural areas. These communities, receiving resources and training through the Startup Community Empowerment Fund, will support and connect grassroots networks to fuel entrepreneurship ecosystems at a hyperlocal level.

Women’s Mentorship

With over 50% of women classifying access to mentorship as a key barrier for their businesses, tailored women’s mentorship programs are vital avenues for the support ecosystem to address. Unfortunately, the problem has been exacerbated by COVID-19. According to Startup Canada’s unreleased 2020 census, 56% of respondents deem mentorship critical to the growth of their business – a 14% increase from 2019.

As a response to these shifts, Startup Canada has launched a free mentorship program for women founders running throughout the month of March – including one-on-one mentorship and industry-specific mentorship circles.  

Indigenous Founders

Systemic discrimination has, and continues, to create unique barriers for Indigenous founders. To appropriately address these inequalities, the collective support ecosystem needs to come together to offer support, help maintain, and amplify resources and networks created by and for Indigenous people.

Founded by Shyra Barberstock, Okwaho Equal Source is an Indigenous-led social purpose enterprise specializing in human-centred design, innovation, and Indigenous-led research as tools to fuel social impact. The National Aboriginal Corporations Association (NACCA) is a network of over 50 Aboriginal Financial Institutions dedicated to stimulating economic growth for all Indigenous peoples in Canada. Startup Canada has now partnered with both organizations to support their vital missions.   

LGBTQ2+ Founders

Canada’s Gay and Lesbian Chamber of Commerce is an organization using knowledge and resource sharing to create an environment in which LGBTQ2+ businesses and professionals can thrive. Pride at Work Canada empowers employers to build workplaces that are safe and inclusive to employees of all gender expressions, gender identities, and sexual orientations. 

Find further resources, via the Women’s Entrepreneurship Knowledge Hub, here.

Exporting and International Growth

According to a study by BDC, viewing exporting as necessary to success gives a company 278% greater odds of high-growth sales. With the majority of potential customers residing outside of Canada, bridging our startup community into the global marketplace is essential.

Despite offering a world of possibilities, exporting can be a daunting task. You need to consider everything from e-commerce to international marketing, and from relationship building to optimal shipping practices. Each year the Canadian Export Challenge (CXC), now the Startup Global program, brings together the country’s leading experts, support organizations, and government agencies to help entrepreneurs connect with the global growth ecosystem and become export-ready.

Canada’s entrepreneurship support ecosystem is dedicated and inspiring – but we can make it even better, together.

The post Better, Together: Canada’s Entrepreneurship Support Ecosystem appeared first on HiveInnovates.

Vivian Abdelmessih

Executive Vice President & Chief Risk Officer of Canadian Banking, Wealth, & Insurance, TD Bank Group 

Geoff Bertram 

Managing Director of Investment Banking & Head of Financial Institutions, TD Securities 

TD’s inclusive culture enables colleagues to bring their whole selves to work — and it all starts with an understanding of intersectionality.

Diversity has historically been viewed through individual dimensions — such as race, gender, and sexual orientation — rather than through multiple or overlapping dimensions. As society learns more about shared experiences across dimensions and layers, the compounded impact is astounding. Intersectionality is increasingly becoming a focus for many, including organizations like TD. 

Understanding and advocating for intersectionality

“There’s a growing understanding that we don’t just fit into one box or category,” says Vivian Abdelmessih, Executive Vice President and Chief Risk Officer of Canadian Banking, Wealth, and Insurance at TD and Chair of TD’s Women in Leadership (WIL) Committee. “We don’t just identify as a woman or LGBTQ2+ or as a person of colour. Our identities are layered and complex.” 

Intersectionality is the understanding that there are overlapping, interdependent systems of discrimination or disadvantage, and it’s through this lens that we can understand the true depth of inequity and take meaningful action toward building greater inclusivity.  

As a prime example, Abdelmessih points to the “she-cession” — the term being used to describe how the pandemic is overly affecting women. “We’re seeing women and under-represented groups — minorities, immigrants, youth, low-income, and lower-skilled individuals — disproportionately impacted,” she says. “Through an awareness of intersectionality, we can see the greater impact on diverse women who are experiencing the pandemic across multiple dimensions.”  

This compounding effect is one of the reasons why understanding intersectionality is imperative to advancing gender equity. 

Allyship: why listening and understanding matter

“TD has a longstanding commitment to diversity and inclusion for our colleagues, customers, and in the broader community,” says Abdelmessih. “It’s core to who we are. To nurture a culture of innovation and to deliver the best outcomes, we need to engage individuals across all backgrounds, all skill sets, and all mindsets.”  

Allyship is central to supporting diversity, inclusion, and intersectionality at TD, Abdelmessih notes. It’s essential in helping to remove barriers and addressing inequities.  

Geoff Bertram, Managing Director of Investment Banking and Head of Financial Institutions at TD Securities, and leader of the WIL Allies pillar for TD, agrees. “Allyship starts with being open to listening and understanding where people are coming from,” he says, noting the added imperative for people in leadership positions. “Individuals at all levels, especially those in positions of impact, need to take accountability and actively seek ways to help advance the interests of women and diverse groups.”  

“We have to encourage diversity of viewpoints and diversity of thought. If people know they’re going to be heard, they’ll be more confident to speak up,” Bertram adds. “Allyship is a daily action that results in a more inclusive workplace with a greater diversity of views, opinions, and people.”

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The Canadian Women’s Foundation is striving to transform Canada’s STEM sectors by working to end gender stereotypes, build impactful mentorship opportunities, and set up workplaces for success to lead to more effective, and gender equal, STEM fields.

In Canada, women are now graduating from university in strong numbers. But in science, technology, engineering, and mathematics (STEM), traditionally male-dominated sectors, women made up only 34% of bachelor’s degree holders. Only 23% of workers in science and technology between the ages of 25­–64 are women.

We need to take intentional action to open the doors to STEM for women and Two Spirit, trans, and non-binary people. We need to transform this field for gender equity because equity makes everyone’s work and lives better and builds sector innovation and effectiveness. Here’s three things we need to do to break the gender barriers in STEM.

End gender stereotypes

Widespread stereotypes and biases affect us personally and collectively. They impact what we believe is possible and influence what we tell our children and youth are possible.

Why aren’t more girls interested in pursuing STEM careers? Research suggests that it’s linked to gender biases. The persistent stereotypes are that boys are better than girls at math, and that scientists are mostly white men, and this keeps many girls from pursuing their interests. Some studies show that girls as young as 6 have gendered ideas about intelligence and who is best-suited to these careers. And it can influence boys to grow into men who don’t help nurture safe, welcoming STEM spaces for everyone.

This is why the Canadian Women’s Foundation prioritizes building STEM and leadership opportunities for diverse girls. We want girls all over Canada to have a chance to envision themselves as STEM leaders in safe, supportive learning environments.

For example, we support TechGyrls, a girl-led group that fosters enduring interests in STEM (they built a prosthetic hand with a 3D printer), and Les Scientifines, a girls’ group that has been pushing for girls’ STEM development in the pandemic through virtual workshops in chemistry, math, physics, and botany.

These are the kinds of fun and exciting community programs that really work to show girls they can achieve any dream.

Build intentional mentorship

Mentorship, apprenticeship, and guided practice has been a staple in many fields for hundreds of years. It has trained and encouraged and opened doors for many — but its benefits have been closed off to many people, too.

Formal and informal mentorship is understood to be a key component in growing inclusive leadership, and diverse women and equity-seeking people have been cut out of mentorship opportunities in many fields. It’s not hard to see why this happens, given who tends to be in the position to do mentoring and who they’re likely to believe has promise and can be “taken under their wing.”

This is why the important function of mentorship can’t be left to “just happen.” We have to invest in intentional mentorship programs and opportunities with a gender equity lens in male-dominated fields like STEM. And we need leaders who prioritize this and are held accountable when they don’t foster it.

Patch the leaky pipeline

Getting women and girls into STEM is just the start. Sexism, racism, and other forms of systemic discrimination, as well as a lack of good growth opportunities and life supports, can make STEM workplaces unsuitable and even hostile for women and gender-diverse people. At the same time, we encourage them to make inroads into these fields — we can’t set them up to fail in bad workplaces and get pushed out in practice. They won’t last in these circumstances, let alone be able to rise to the ranks of leadership and affect organizational change.

It’s not just about hiring biases. Look at workplace politics, practices, and policies. For example, does the workplace have strong parental leave policies? Are people punished for having caregiving responsibilities? Are anti-harassment and anti-discrimination measures in place, and do they actually work? In meetings, whose voices are heard and taken most seriously? Is the workplace all talk and Twitter when it comes to equity and inclusion, but when you ask people about their experiences, it rings hollow?

Employers have a duty to foster their employees’ success across the length of their careers. And it’s not just a duty — it’s smart business practice to make workplaces safe and equitable spaces.

We have a long way to go, but fostering a gender-equal STEM sector will make things better for aspiring students, workers, workplaces, and the success and legitimacy of the field in Canada at large. This is a challenge we need to rise to.

During the pandemic, STEM development, leadership and confidence-building programs for girls are under threat due to interruptions, new costs, and closures. Contribute to the Canadian Women’s Foundation’s Tireless Together Fund to help ensure critical programs for diverse women and girls continue through the pandemic and in the recovery.

Andrea Gunraj is Vice President of Public Engagement for the Canadian Women’s Foundation.

The post Foster a Gender-Equal STEM Sector in Canada: 3 Essential Steps appeared first on HiveInnovates.

Across Canada and around the world, people are broaching the subject of police reform as an aspirational goal — something to be attained, over time, with the prodding of an angry public and the enlightenment of politicians and high-ranking officers.

But for Indigenous women, it is an imperative.

A soul-wrenching vision has haunted me since the morning of June 5 when we learned that Chantel Moore, a 26-year-old Tla-o-qui-aht/Nuu-chah-nulth woman, had died the night before in Edmundston, NB.

It is the vision of her slight and lifeless body lying on the floor of her apartment building surrounded by the police who killed her — police who had been dispatched to conduct a “wellness check.” Media reports say she was shot five times. They say she was armed with nothing but a knife.

Chantel died as protesters were marching in the streets of America to demand change after the killing of George Floyd, a Black man, by police in Minneapolis.

She died days before a video surfaced of Chipewyan First Nations Chief Allan Adam being brutally tackled to the ground by RCMP in Alberta. She died a little more than a week before RCMP in New Brunswick shot and killed Rodney Levi, a First Nations man suffering from mental-health issues.

And in another awful juxtaposition of events, she died the day after the first anniversary of the release of the report on the National Inquiry into Missing and Murdered Indigenous Women, Girls, and Gender Diverse people, and a week after the federal government admitted it has not created a promised action plan to address the Inquiry’s Calls for Justice (PDF, 659 KB).

Police have been implicated in some of those killings — the starlight drives that saw Indigenous women taken out of town in the back of a cruiser on freezing nights and left to die of exposure. Police were also implicated in shoddy investigations over the decades that resulted in little response when Indigenous families reported the disappearance of a loved one, and only slightly more interest when that loved one turned up dead.

Despite the historical wrongs and the recent tragedies, the Native Women’s Association of Canada (NWAC) does not want to abolish the police, nor does it brand all officers as racists. As Indigenous women, we know all too well how unfair it is to be painted with a single brush.

But it is time for change.

We want to stop asking “what would have happened if better protocols had been in place?” We want to start making the necessary revisions to policing in this country.

The report of National Inquiry, which directs a number of its Calls for Justice at police forces, informs the best way forward.

I have arranged to meet in July with RCMP Commissioner Brenda Lucki. In preparation for that meeting that meeting, NWAC sent a letter to her on Tuesday, and also to all of the provincial and federal ministers in Canada who are responsible for policing to demand three reforms that find their basis in the Inquiry’s recommendations.

We ask that all front-line police officers be equipped with body cameras.

We ask that “shoot-to-kill” orders be revised to make non-violent apprehension the imperative when suspects are not brandishing firearms, and to better train officers in de-escalation of potentially dangerous situations.

And we ask, as have so many others in recent days, that some of the duties currently performed by police when called to deal with an Indigenous person who is suffering from a mental-health issue be turned over to social workers, health professionals or elders. Those people, trained in de-escalation rather than use-of-force, should be on the front lines 24 hours a day.

And, finally, we ask Commissioner Lucki to join with NWAC and other Canadian police forces to form a task force that will rewrite the relationship between police and Indigenous women.

These measures would start to make life safer for Indigenous people. More change must follow.

We want culturally appropriate protocols that will keep our women, girls and gender diverse people safe, not just from street killers and other assailants who have targeted them as prey, but from the police themselves.

Lorraine Whitman is President of the Native Women’s Association of Canada.

The post Changing the Way Police Do Business Is Imperative for the Indigenous Women of Canada appeared first on HiveInnovates.

Celebrating Pride at Work with Maurie Sherman

Mediaplanet spoke with KiSS 92.5’s Maurie Sherman, known as Damnit Maurie, to discuss his life and his workplace advice for others in the LBGTQ2+ community.

Read more »

Being “Out” at Work Takes a Village

Pride at Work Canada empowers employers to build workplaces that celebrate employees regardless of gender expression, gender identity, and sexual orientation.

Read more »

Scotiabank Walks the Walk in LGBTQ+ Diversity and Inclusion

While Canada’s a driving force in diversity, the work’s not over. Leaders in the Pride community discuss how Scotiabank supports LGBT+ individuals worldwide.

Read more »

Intersectionality Key to Diversity and Inclusion at Humber College

Learn about how Humber College has dedicated resources for both diverse students and staff that help foster academic and career success.

Read more »

The post Celebrating Pride at Work appeared first on HiveInnovates.

Pride at Work Canada empowers employers to build workplaces that celebrate employees regardless of gender expression, gender identity, and sexual orientation.

At Pride at Work Canada, we know the all-star lines from the script for selling diversity and inclusion in the workplace: “diverse teams get better results” and “employees who are able to bring their authentic selves to work are more productive.” Unsurprisingly, helping to improve productivity at Canada’s largest and most profitable companies isn’t exactly what propels us out of bed in the morning. Of course, we have data that supports the now well-established idea that inclusion efforts are a benefit to business. But, working directly with LGBTQ2+ communities, we’ve developed crucial insight into the numerous barriers to employment that keep many of us out of the workplace and in poverty.

LGBTQ2+ people are over-represented in our country’s homeless population. Without the supportive network of their families, many LGBTQ2+ youth find it difficult to land their first job. The vast majority of trans people have some college or university education, but about half make less than $30,000 per year.

These pressing issues inspire our work and drive us forward and I’m pleased to say we’re not alone. Founded in 2008 with just a handful of members, Pride at Work Canada now enjoys the privilege of working with people from a cross section of industries who not only bring their whole selves to their jobs but who pour their hearts and souls into making their workplaces the best they can be for hundreds of public, private, and non-profit employers across Canada.

Acknowledgement of that effort is vitally important, which is why we’re so proud to be part of the Celebrating Pride at Work campaign. Employers need guidance from our LGBTQ2+ communities to get it right.

When companies cover their locations and logos in rainbows this Pride season, it’s important for all of us to remember where this symbol of our movement comes from. The first rainbow flag was hand-dyed and stitched for Harvey Milk to carry in San Francisco’s 1978 Gay Freedom Day Parade. Less than a year later, Milk was murdered at work by one of his colleagues from the San Francisco Board of Supervisors. That’s the world into which many of today’s queer and trans changemakers were born. A lot has changed since then, but there’s still much progress to be made.

This Pride season, as many employers make fresh commitments to foster more inclusive cultures, we forge ahead to honour the sacrifices of those who came before us while building a brighter future; one where all of us can achieve our full potential. So, let’s get to work, shall we?

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What’s your favourite part about working at KiSS 92.5?

I love that I get to be myself on The Roz and Mocha Show. Roz and Mocha both encourage me to talk about my marriage with Matthew and celebrate all my milestones with me. They’re both wonderful cheerleaders for the LGBT2Q+ community and I’m thrilled to be a part of a show and radio station that allow me to be me.

Before we get back to the workplace, how did you meet your husband?

We met in 2007 at the MuchMusic Video Awards (now iHeartRadio MMVAs). Matthew, a publicist for CTV, was working the press room and I was covering the show as working media. I tapped him on the shoulder and asked him a work-related question. A few weeks and emails later, we met for dinner and we immediately clicked. But Matthew was very adamant about not dating a member of the media — and so a friendship began. On New Year’s Eve, after seven months of just being the best of friends, we were dining at one of our favourite restaurants and Matthew, unbeknownst to me, wrote a note on a piece of paper that read “Now is the right time,” and placed it under my dinner plate before the waiter removed it. From there, our relationship began, where we shared in our mutual love for each other and all things Mariah Carey and The Golden Girls.

How did you get engaged?

It was at a Mariah Carey concert in Las Vegas! When we started talking about marriage, Matthew jokingly told me it would only happen if he got to meet his idol, Mariah Carey. I was able to make it happen — at the show, Mariah called us on stage and handed me the mic and I proposed!

Have you ever struggled with being yourself at work?

The struggles that I’ve had with being myself were caused by my own inner assumptions, fears, and ideas. I’ve never had struggles imposed by the radio stations I worked at.

What advice do you have for those in the LGBT2Q+ community struggling to be themselves at work?

You need to live your life for yourself, and you need to be happy with YOU. It’s important to love yourself first. That said, no one is forcing you to be “loud and proud.” You need to go at your own speed. But you should never feel that you can’t be yourself or can’t be proud of yourself or can’t love yourself. I’m speaking vaguely as everyone’s situation is very different.

How have you seen Toronto progress and become a more diverse and inclusive community?

There will always be a lot of work to be done, however, over the years I’m thrilled to see Pride celebrated more and more in Toronto. I remember when Pride was just celebrated in one part of town. Now in June you see it all over the place. As much as there can be an evil side of social media, I really think it has helped spread acceptance and individualism when it comes to Pride. It acts as an outlet to help spread awareness and to help educate and relate.

What do you think employers need to do to create an inclusive and diverse workplace?

Many employers are really coming around to celebrating individual diversity. I know at Rogers (KiSS 92.5’s parent company), they really make an incredible effort to celebrate Pride, often working with charities, having heavy involvement in the parade, and decorating the building in rainbow colours. This allows everyone to feel welcome and of course helps with visibility and awareness.

Companies need to continue to celebrate the diversity in our communities, hire and stand by their diverse employees, and allow them to be represented. By doing so — especially in these times — they set an example. It’s amazing to hear stories about how many different companies are trying to take part in Pride festivities and to represent inclusivity. Ultimately, you want your staff to feel supported and welcome in the office. It makes for a healthy and productive environment.

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Dominic Cole-Morgan

Senior Vice President of Total Rewards, Scotiabank

Colin Druhan

Executive Director, Pride At Work Canada

Val Walls

Director of Sales Effectiveness, Scotiabank

Leaders in the Pride community discuss how Scotiabank supports LGBT+ individuals worldwide.

Sometimes, the conversations around our community can centre on cisgender, lesbian, and gay folks,” says Colin Druhan, Executive Director of the not-for-profit member services agency Pride at Work Canada, which helps companies develop their diversity and inclusion strategies. “There’s definitely discrimination around sexual orientation in Canada, but it’s also important to remember that many folks are marginalized based on their gender identity and expression. I think Scotiabank, as one of our founding members, is really leading the charge in that regard when it comes to inclusivity in its workplace culture.”

Scotiabank’s inclusive culture is driven by concrete initiatives

Pride at Work Canada emphasizes tangible, results-driven diversity and inclusivity strategies — an approach that Druhan says is exemplified by Scotiabank. The company addresses diversity at multiple levels, from expansive global commitments — like being the first Canadian bank to sign the UN Global LGBTI Standards of Conduct for Business in 2019 — to day-to-day practices among its employees.

Scotiabank’s leadership plays an active role, setting the strategic direction and prioritization of diversity and inclusion initiatives through an Inclusion Council championed by Scotiabank’s President and CEO, Brian Porter. Initiatives like its global LGBT+ ally learning program, strong partnerships within the LGBT+ community, and sponsoring and hosting Pride at Work Canada’s summit, among other efforts, are a few ways the bank practises its stated principles and upholds its company values. “We believe that diverse opinions, backgrounds, and perspectives make us stronger and more adaptable for the long term,” says Dominic Cole-Morgan, Senior Vice President of Total Rewards and a leader for diversity and inclusion at Scotiabank.

Beyond its inclusion initiatives, Scotiabank has also taken measures to support employees in Canada who are transitioning their gender, having put in place Gender Transition in the Workplace Guidelines, training for managers to support employees, and enhanced care benefits.

Scotiabank celebrates LGBT+ leaders

“I thrive here because I know I’m a part of an organization where my voice is valued,” says Val Walls, Director of Sales Effectiveness at Scotiabank. Walls is openly gay and identifies as non-binary, using they/them pronouns. “This is the first organization I’ve worked for where I can confidently say my pronouns are always respected,” they say. “But beyond that, I’m able to do so much more than the role I was hired to do by engaging directly with LGBT+ communities. I feel like I’m really making a difference through my work here. Scotiabank walks the walk when it comes to its values.”

Walls is co-chair of the Toronto chapter of Scotiabank’s Pride Employee Resource Group, which engages employees by running educational programs and events that foster diversity and inclusion. Its activities include an active LGBT+ allies’ program, educational resources for employees, and inspiring events across many regions — including rural parts of Canada and outside Canada’s borders. “Scotiabank has a huge footprint in Latin America and they do such great work engaging with employee resource groups in that region,” says Druhan.

As a result of COVID-19, Scotiabank had to reimagine Pride Month celebrations. Pride at Work Canada is currently working in tandem with the bank to develop an online Pride event that will be extended to employees around the world featuring numerous speakers from the LGBT+ community and allies. As a leading bank in the Americas, Scotiabank will also simultaneously translate the virtual event to Spanish to support employees across its global markets.

“I’ve worked at organizations where diversity and inclusion are highly siloed, but here, I feel very much a part of our human resources department and our diversity and inclusion team,” says Walls. “I have a real voice in developing the culture of an organization I desire to work in and in educating others. Scotiabank lets me be my authentic self by standing tall on the diversity and inclusion platform and integrating that within the work I do.”

I thrive here because I know I’m a part of an organization where my voice is valued.

Val Walls, Director of Sales Effectiveness at Scotiabank

Canadian employees still face barriers to advancement

Canada is often viewed as having one of the world’s most inclusive societies when it comes to LGBT+ rights, but there’s still significant work to be done. Individuals in the LGBT+ community are overrepresented in the homeless population and earn, on average, significantly less than peers with similar education levels.

“There are a number of factors that can negatively impact the economic outlook of LGBTQ+ individuals, including getting off to a bad start because of strained or severed relationships with family early on,” says Druhan. “To confront these arresting statistics, queer and trans people need better access to jobs. That includes the hiring and advancement of queer and trans people to leadership positions. That’s something I think Scotiabank has been really good at.”

The post Scotiabank Walks the Walk in LGBT+ Diversity and Inclusion appeared first on HiveInnovates.

What drew you to entrepreneurship and how did you find success?

I had the idea for Virtual Gurus a long time ago when I was living and working in Montreal, but then a job in oil and gas brought me to Calgary. When the 2015 recession caused layoffs across the sector, I started working as a virtual assistant. It wasn’t long before I started to secure more work and sign more clients, and I hired my first Virtual Guru, Wajeeha. Growing the business hasn’t been easy, but I’m proud to say that we’re scaling rapidly. We secured our first round of funding this year and have some exciting announcements coming up. Watch for the launch of askBetty, our new by-the-task Slack app, in the coming weeks. The app is for people who don’t need a dedicated assistant but still need help to get their own tasks done.

What challenges did you face in the tech industry? How did you overcome them?

I’ve faced barriers in the tech industry as an Indigenous person, a woman, and an LGTBQ2+ entrepreneur. There aren’t many Indigenous startup founders in Canada. The main challenge that I found was in raising capital. Although investors liked our pitch decks, as soon as I walked into the room, they’d quickly lose interest and decide not to invest with us. However, we kept booking meetings, growing the company, and proving our business model. We were ultimately fortunate to find investors who believed in our company and our values such as Raven Indigenous Capital and The 51.

How does Virtual Gurus help individuals overcome barriers to employment?

Virtual Gurus is an online marketplace that uses a proprietary algorithm to match businesses and entrepreneurs with freelancers. We vet and hire virtual assistants based on their skills and experience, wherever they are in Canada and the US. We have a social impact mission: to provide employment to marginalized communities as well as those who may have a harder time finding work. This includes stay-at-home parents or single parents, Indigenous peoples who live in remote communities, people living with alternate abilities, and the LGBTQ2+ community. They all deserve opportunities and a fair wage.

What advice can you share with Indigenous entrepreneurs starting their own ventures?

I’ve had the pleasure of meeting and mentoring young Indigenous entrepreneurs through different events and organizations and have been impressed by the business ideas they’ve shared with me. I encourage them to work hard and keep going to realize their ideas. It’s difficult and you’ll face challenges, but it’s worth it.

I’ve recently connected with Jeff Ward, a fellow Indigenous entrepreneur and founder of Animikii. We’re looking to start an Indigenous technology and business community to support and grow other Indigenous entrepreneurs. Our goal will be to provide a safe space for Indigenous people with business ideas to offer support in areas such as pitching, web development, and even finding investors. 

The post Bobbie Racette on Overcoming Barriers in the Tech Industry appeared first on HiveInnovates.

Adam Benn

Manager of Centre for Human Rights, Equity and Diversity, Humber College

Christina Alecena

Manager of Equity and Student Life, Humber College

Humber College has dedicated resources for diverse students and staff that help foster academic and career success.

Supporting the LGBTQ+ community in post-secondary institutions is a valuable way to improve academic and job performance for students and staff, respectively, and to enhance the quality of life across campus. When everyone is allowed to bring their whole selves to work, retention and graduation rates for students in the community improve. An intersectional approach — that is, one that takes into account the overlap of various identities, including race — compounds these benefits for the entire institution.

Supporting diversity and inclusion with dedicated organizations

“I work to engage the Humber community about their obligations under the Ontario Human Rights Code and the Occupational Health and Safety Act, as well as engaging them in broad conversations around issues like LGBTQ inclusion, racism, and how to create inclusive spaces in classrooms,” says Adam Benn, Manager at Humber’s Centre for Human Rights, Equity and Diversity.

Benn has personal experience with the value of an intersectional approach. “Being black and queer, whenever I have conversations about my queer identity, it has to be in relation to being black as well. It’s about being mindful of those intersections and of how we can challenge different forms of oppression, even within our community groups,” he says.

The Centre for Human Rights, Equity and Diversity runs a wide range of programs to support these conversations in the Humber community, from education and training about working with diverse people to special events and regular speaker series.

Recently, the centre launched an LGBTQ employee resource group (ERG). The ERG works to support conversations around diversity and inclusion; to recruit, retain, and promote individuals from within the community; and to offer staff opportunities for professional development and community outreach. These activities previously fell under the umbrella of Humber’s Gender and Sexual Diversity Committee, but the centre’s new leadership role in revamping this group enhances its access to institutional resources. “The revamp was really about making sure the group continues,” says Benn. “Doing it through the centre gives it more sustainability, since our work falls under human resources. Employees at the centre also bring a great deal of experience and expertise to the group.”

COVID-19 hasn’t put a stop to Humber’s diversity programming

In response to the pandemic, all of Humber’s Pride Month programming, which began June 1, has moved online. “This year, our dedicated team, working alongside many campus partners, will be hosting the largest amount of daily Pride Month programming offered thus far as a centre,” says Christina Alcena, Manager of Equity and Student Life at Humber, whose portfolio includes the LGBTQ+ Resource Centre. A weekly online speaker series geared toward staff and faculty is hosted through Instagram Live arts, and community-based social programming. These are a major part of the effort to provide inclusive online spaces for students, with workshops ranging from rainbow origami to wall art and collaborative playlist making.

Pride Month isn’t the only part of Humber’s campus diversity strategy to have moved online. Humber’s Black Academic Success and Engagement (BASE) programming — dedicated to supporting Black, African, and Caribbean students — has shifted its collaborative student workshops online and plans to continue running virtual events and support through the summer. “In response to the recent global and local events of anti-Black racism and violence, it’s extremely important to provide opportunities for our students to connect with our staff and programs. We look forward to continuing to create online safe spaces for dialogue and support,” says Alcena, who was also part of creating BASE.

Programming focused on Indigenous student wellness and engagement, run by the Indigenous Education and Engagement Centre, has also shifted to the virtual space since mid-March. The centre, which offers year-round support to Indigenous students through a dedicated space, peer tutoring, academic counselling, and special events, has been running weekly virtual hangouts, an Indigenous Book Club, cooking lessons with Pow Wow Café, movie cafes, and a pow wow dance event, among other offerings.

Equal access for students and staff

Ultimately, diversity and inclusion programming at Humber College is accessible to students and staff — from collaborative events to a dedicated employee resource group, the institution’s diversity mandate centres on the idea that education, training, and support should extend across the campus community for maximum benefit.

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