![]() These themes have been covered quite well in past Ivey Business Journal articles, so there’s no need to elaborate on them here. The case for diversity is compelling and well established – stronger stakeholder relationships, better decision-making, inclusive workplaces, long-term business sustainability and so on. Others are trailblazing a path to the diversity frontier, keen on competitive advantage by differentiating themselves as true microcosms of their communities. Some companies, recognizing they may still be diversity dinosaurs, are playing catch-up with the demographic realities of 21st society. Reaching out to people in all their diversity is a major focus of business these days. Her revelation was not without significance: Our company was making a difference. This author, a vice president of one of Canada’s leading financial institutions, describes his organization’s diversity initiatives, ones that will do nothing less than assure the organization’s sustainability.ĭuring a recent focus group at TD, a lesbian employee spoke about how comfortable she felt inviting her work team to her wedding after hearing our president and CEO speak inclusively about the gay, lesbian, bisexual and transgender community. Some have recognized that their diversity initiatives represent an opportumnity to differentiate themselves and build competitive advantage. Some organizations have gone beyond championing diversity to embedding it in their organizational culture and workplace. He chairs TD’s Diversity Leadership Council subcommittee on promoting and enhancing a supportive environment for gay, lesbian, bisexual and transgender customers and employees. ![]() Paul Douglas is Executive Vice President of Commercial Banking, TD Bank Financial Group.
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