Building Opportunities: Retention Module

Everyone is different, and not all new hires will integrate with workplace culture as quickly as others. Standard orientations ensure all coworkers are on the same page, and receive the same information about the company and work. HRCouncil.ca writes that a standard orientation will help in the following ways:

• Reducing anxiety of the employee.

• Sharing relevant organizational information and beginning the process of learning about the organization’s mission and work.

• Socializing the employee to the culture of the organization, including the values, behaviours, formal and informal practices, etc.

• Building relationship[s] between the new employee and colleagues, including managers or supervisors.

• Ensure that the orientation process is formalized and prepares all new-hires in a uniformed manner, along with formal introduction to coworkers (Appendix 2.E).

• Assigning access to a more experienced coworker enables full knowledge of workplace standards and policies, as well as a positive repertoire and access to workplace networking (Appendix 3.D).

Flexible work schedules are family-friendly, and family-friendly workplaces benefit everyone. Their purpose is to accommodate staff, especially women, who are caregivers, single parents, etc., without sacrificing productivity.

An American study by Boston College studied flextime’s impact on 1353 employees and 151 managers. It was shown to have a positive impact on productivity with 70% of managers, and 87% of employees.

Where possible, increased flexibility can be achieved through part-time employment, shift schedule options, changeable start/end times to accommodate family needs (childcare drop-off/pick-up times), and paid sick leave.

It is the law to have a maternity leave policy. Making that policy clear, generous and accessible means that you can attract family-minded and loyal recruits.

Ensure that you meet the legal requirements of the employment standards acts. As an employer, you are required to post at least one copy of the most recent Employment Standards Act poster in an eye-catching, high traffic area in the workplace. Consider how your company can go above and beyond. Examples attached. (Appendix 2.R, Appendix 2.S, Appendix 2.T).

It is the law. The Government of Ontario has mandated in the Occupational Health and Safety Act (OHS section 32.0.1 9b and 9c) that employers must prepare and review a policy on workplace harassment.

Harassment in the workplace is quite prevalent but is usually not recognized as such. The culture at some companies tolerates pornographic calendars, pictures and stickers, foul language, sexual and sexist remarks and stares, as well as offensive jokes. If you haven’t received a complaint about harassment, that doesn’t mean it doesn’t exist in your workplace.

• Distribute “Frequently Asked Questions” handout about harassment in the workplace as a poster or within orientation package (see posters below).

• Know and comply with legal obligations as developed by Ontario’s Occupational Health and Safety Act (Found here).

• Create procedures for employees to report incidents or complaints (Appendix 2.L).

• Create procedures for management to investigate and mediate incidents or complaints (Appendix 2.K).

• Adapt an existing respectful workplace policy, harassment policy, or Ontario Health and Safety program (Appendix 2.H, Appendix 2.I).

• Inform workers of the policy statement and procedures, and have them commit to upholding them (Appendix 2.J).

• Train supervisors and workers in anti-discrimination and mediation.

• Create an annual review of incidents involving claims of harassment.

First, diverse workplaces attract diverse talent. When it is public knowledge that your company values the contributions of women, you are more likely to receive applications from a broader variety of workers, with a broader variety of skills.

Second, the availability of this information will help other employers identify practices that work so they can also implement these practices and help to break down barriers for women to get into the skilled trades.

If you have a website, include profiles and case studies of women in your workplace. Example of articles about successful women in the skilled trades attached (Appendix 2.N).