GREG HANNAM, WOODRILL LTD.
Crop Supply Grain Elevator Business Crop Farm Corn, Soybeans, Wheat
Total U of G Graduates (4,063) Men 35.8% Women 64.2%
% of Employees
Gender Multi generational Variable life stages Cultural differences Family Economy
We break it down it s just Managing People It s Hard! Define what you need Understand what each person brings to their job Assess how they might fits in
MULTI GENERATIONAL
Traditionalists, Veterans 1927 1945 Largely retired. Baby Boomers 1946 1964 Often workaholics. Generation X or Xers 1965 1980 Selfish and unmotivated, Accomplish more professionally than anyone else in the workforce. Generation Y, Millennial, Nexters 1981 2000 Youngest generation, Intense entrepreneurial spirit, Ambitious and competitive with their peers
Whether you text, tweet or actually talk on your mobile or office phone, remember that each of the generations should be valued for the diverse skills, mindsets, and perspectives they bring to the workplace. Thoroughly understanding the unique social, political and environmental influences that have shaped their workplace behaviors, values, and beliefs is instrumental in creating cohesive and productive work teams and employees.
Understanding that each generation: Has unique backgrounds and influences that have shaped their behaviours, values and beliefs Can help to create a cohesive and productive team.
Lack of role models Stereotypes and bias Negative perception and lack of awareness Workplace culture Structural issues (flexibility and life - work balance) Communication styles
You should: Provide a work environment that caters to all without discriminating Monitor and ensure pay equity Accept flexible work practices Promote and display zero tolerance for sexual harassment, bullying, and discrimination Create positive perceptions of the industry Promote benefits and career opportunities
Resourcefulness Awareness Perspective Collaboration Teamwork Multi-tasking Innovative and creative solutions Men & women agreed that the attitude toward working women in agribusiness has improved. (AgCareers 2015 GENDER ROLES & EQUALITY IN AGRIBUSINESS SURVEY)
Establish a culture of trust Focus on being family friendly Provide flexibility Provide predictable work hours www.forbes.com ` More than 70% of women responding to the survey felt outnumbered by men in agribusiness (AgCareers 2015 GENDER ROLES & EQUALITY IN AGRIBUSINESS SURVEY)
Men Women 1. Health Insurance 89% 1. Health Insurance 91% 2. Pension/RRSP 73% 2. Flexible Working Hours 80% 3. Flexible Working Hours 66% 3. Pension / RRSP 76% 4. Bonus 64% 4. Bonus 50% 5. Vehicle 52% 5. Maternity Leave 43% Women are optimistic about their opportunities for advancement in the agricultural industry. (AgCareers 2015 GENDER ROLES & EQUALITY IN AGRIBUSINESS SURVEY)
All employees have six basic needs in the workplace: Recognition Autonomy/Freedom Personal growth Meaningful work Respect A sense of belonging
An Integrated Diversity Strategy Lead from the top Invite current employees to co-develop the strategy Ensure pay equity Monitor turnover and perform exit interviews Implement policies to change workplace culture to be more inclusive Embed the diversity strategy within all key human resources processes Establish a communication plan to share the vision Promote the benefits of diversity
Greg Hannam WOODRILL LTD. GUELPH, ON ghannam@woodrill.com www.woodrill.com @Woodrill