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The talks of Diversity, Equity and Inclusion has been around for a number of years now. Talked about in countries around the world for its invaluable importance and contributions to improvements in lifestyle, communities, and industries, there are evidence of its impact in some cities and countries but for some strange reason(s), here in Toronto Canada,  a place renowned for its multiculturalism and opportunities, diversity, Equity and Inclusion has and continues to be nothing more than lip service for many, especially those in the black communities.

The most glaring examples of this is in all 3 levels of the governments of this country, in businesses and industries. Why is this I wonder? I am not sure but it is defeating and demoralizing to the current and future generations who have no role models to emulate or aspire to be like. Speaking of said government, how embarrassing must it be to know that even though there is a “hidden” Black Causus in Ottawa, money has to be earmarked to provide counseling services and mental health support by specifically “black experts” for these well-educated and qualified professionals..really? How did it got this daunting?

Even the Police Service Board is complicit; established to serve and protect be an example of togetherness and trustworthiness, the recent evaluation by Superintendent Stacy Clarke, the city and maybe the country’s first ever-black superintendent, that she had no choice but to assist 6 junior officers in their exams for promotion because of the systematic mistreatment of black officers she has personally experienced and witnessed in j=her 29 years on the force..She was trying to create a more inclusive and diversified police force.. Why would she have to resort to such levels if there were not a real and practical need? This is another black eye on another agency of the government of this country, one that is highly compensated and protected..

These examples are tough to digest especially here in 2024. Is there real hope for inclusion and diversity that could lead to equity for all or is it aimed at specific individuals and communities? We are better together when we work together and it is no secret, the secret is is there a fear, and if so, why and for what??

Very nervous about the future for some of us in this beautiful country…

We are a consulting firm and we take consulting as a form of relationship(introduction, courting, discussion, assessment, Swot analysis, recommendation, implementation, and solution) where there is open discussion, transparency, trust, respect, and problem-solving for everyone involved.

The successful alliance between a consulting firm and its customers is made more realistic and possible when certain elements are evident; ethics, accountability, transparency, loyalty, knowledge and experience, and ongoing support. too often, however, many, including myself, are left amazed and disappointed by the absence of ethical behavior and most importantly, accountability or the lack thereof.

A perfect example would be the arrivescam fiasco where the general public is getting a first hand, front seat view as to how “not to behave” as highly educated and publically elected governmental officials. We see grown men and women from different political parties, pointing fingers at each other, accusing each other of numerous egregious activities including a constant refusal to answer simple questions where integrity, ethics, and transparency are concerned but the most frustrating aspect for me personally is the lack of accountability and repercussion for those caught double-dipping, misrepresenting and erasure of documents as a means to protect themselves and their departments.

How they even achieved those titles and positions in the first place is shocking to me but it only goes to show that these “higher education” institutions are not really putting out highly ethical and professional individuals..The system needs some new blood with new initiatives…

As a country, Canada is well respected around the world for its open stand and support of DEI or Diversity, Equity and Inclusion. There are visible initiatives including government support but the inputs and outputs are not in synchronism; the gaps(economic, health care, social, and education) are widening at an alarming rate as evidenced by the ethnical makeup of all levels of government,  infrastructures, and organizations regardless of industries being served.

Why is this so and what, if anything can truly be done to offset this change? I believe that we have been and are experiencing and is a result of bad, deceitful and targeted mismanagement from leadership on specific communities. These leaders, again, regardless of political affiliation, do a lot of talking, and public acknowledgment of the inequalities, injustices, and widening disparities amongst the different ethnicities that make up this country. What can be done to make things better for all? Real, true, transparent and tangible investment and support; perfect examples would be the makeup of the Canadian national teams in sports regardless of discipline. We are more than likely to see a true reflection of the various nationalities and ethnicities that make up this country but sadly, this is the only true example for us to follow and in 2024 it is truly sad to be honest.

Thanks to grassroots organizations such as The Centre of Excellence For Black Student Achievements, it is encouraging as a parent, to witness first hand, the hopes and aspirations of young black boys and girls whose only desires are to become positive, engaged, and productive citizens who are able to provide for self, families, communities and country. Sounds easy doesn’t it? It is but has been made difficult by those in power starting with the leaders of this country and expanded on by businesses and industries sand educators.

As a parent, I am grateful to the Centre of Excellence For Black Student Achievements for the exposure, education, and experience gained through their Black Students Summer Leadership Program. I see the confidence in my own child, I see the genuine hopes and aspirations but I am concerned about what awaits him in the future. Will it be something similar to what many of us as parents have experienced ourselves; educated by no real employment opportunity to provide for self, family and communities? I am weary of what awaits him, in a country that prides itself of talks of diversity, equity, and inclusion.

There seems to be a genuine fear…

It is somewhat mind-blowing and disheartening to see the public embarrassment of our government, from the Federal to provincial and Municipal. It has become normalized to see or hear of embezzlement, conflicts of interest, favoritism, back-door dealings, misrepresentation, and abuse of taxpayers’ monies by those in charge.

The Arrivescan debacle will not go away anytime soon; with each passing day, evidence upon evidence keeps seeing out into mainstream media. Makes you wonder just how deep is this rabbit hole and who is responsible and more importantly, what repercussions will there be, if any..I think not because it appears that there is some form of fraternity, brotherhood, cult assembly at play. How else would you explain that this company at the heart of the procurement embarrassment has previously received multiple contracts from said department as well as from the CSBA, RCMP and many other agencies with the same suspects in place. What happened this time around that was overlooked or ignored in all the previous awards? How could a company claim to be Indigenous-owned without the owners being actual natives? Questions, questions, and more questions but nothing much is respected to arise from all this. wait, maybe the government will go out and order a public inquiry but will only solicit bids from ann American company, yeah, this seems to be the norm in this country…

Seriously though, is there an oversight body for the procurement process at all levels of government or not? This latest announcement is just the latest in a string of many public embarrassments for a government that shows no form of remorse or accountability but expects Canadians to believe in their transparency proclamations after they are exposed..

It would seem that despite the difference in services provided and responsibilities, these agencies are al connected either through their workforce or through it network systems, either way, tax-paying Canadians are not getting a fair shake and there needs to be some accountability and leadership shown.

Accidents happen all the time, whether at home or on the job. Try as a person might, to be safe and productive, there are never any warnings or pre-indicators of impending accidents or incidents which can range from minor to serious and at times fatal.

Sustaining work-related injuries seems to be the worst thing that can happen to a person. the trauma of losing a limb, inability to return to normalcy, and disfigurement, the trauma is a lot to deal with from both an emotional and psychological perspective. But as difficult as it might be to deal with the trauma of the injury and its sometimes life-changing effects, one of the most frustrating and exhausting experiences an injured worker has to deal with is dealing with the insurance board or WSIB as they are called. This board receives funding from the government and each nd every registered workplace has to make regular contributions also, needless to say, this board makes a lot of money. Unfortunately for a lot of injured workers in Ontario, the service, or lack thereof  from the board and its employees often times causes added emotional and psychological trauma to workers seeking advice and support from the board.

There seems to be a deliberate lack of sensitivity and empathy for injured workers when dealing with frontline staff like receptionists and or adjudicators. You are made to feel as if its your fault for being injured and ought to be grateful for the services being offered.  Even trying to get to your adjudicator is a chore; either they are on vacation and their mailbox messages are out of date or they do not take direct messages so you have to leave a voicemail and wait for a return call.

There is no recourse for injured workers because even the worker advisors are former adjudicators of the board and they often always reside out of town, not that it matters much.

Who is to blame here? A board protected and supported by the government or the oversight body responsible for fairness and transparency? I honestly don’t see any win-win situation for employees and or employers. we are exchanging our sweat for compensation and trying our best not to get injured in the process which this organization reaps and pillages companies under the umbrella of workers’ safety and protection.

Like a lot of service providers supported by taxpayers income, this entity needs to have a public inquiry compiled against it for the safety and protection of not just injured workers but their families also..

ATS and AI-Good or bad for Recruiting?

The challenges of recruiting and staffing is an ever-evolving one that changes with the invention of new tech and software development. ATS or Applicant Tracking System is a Propriety Software that aims to help companies organize candidates for hiring and recruitment purposes. These systems allow businesses to collect information, organize prospects based on experience and skill set, and filter applicants.  In other words, ATS merely simplifies the recruiting process by using automated(artificial) intelligence to screen for the best, most qualified candidates. Since many open positions can attract hundreds or even thousands of candidates without the necessary qualifications, this system “apparently”saves companies and recruiters time that would otherwise be spent manually weeding out these candidates.

Here at aiba-staffing.com, we believe there are limitations and drawbacks to ATS and AI; these are products, technological products but products nonetheless. As  Supply Chain Professionals, we understand that part of Marketing involves the 4 stages of the Product Life Cycle(Intro, Growth, Maturity, and Decline). ATS, similar to ERP’s does not truly get the opportunity to fulfill the Life Cycle it is designed for. By the time an organization purchases a New ATS or ERP system and goes through the implementation and introductory stage, there are already newer versions or competing versions of like-minded products on the shelves. This eliminates the Growth, Maturity, and certainly the Decline of the ATS/ERP and even AI. Money, Time, Resources Wasted…

All is not lost however, there is actually hope; recruiting agencies, those that are experienced and knowledgeable about the functions of Supply Chains(product development, marketing, operations, distribution networks, finance, and customer service) and how intertwined the functions are to each other, will place the utmost value and care on customer(client’s) wants, needs and expectations as they relate to Time, Place and Cost. In Supply Chain, every supplier has a supplier who has a supplier. It’s a network that requires transparency or Collaborative, Planning, Forecasting, and Replenishment (CPRF) with other channel partners where real-time information is shared regarding inventory, labor as a way of making the end-end processes more efficient.

Another drawback of technology is that they are unable to cross-reference the skills, qualifications, and experiences of an applicant, resulting in missed/lost opportunities for both clients and candidates. Even recruiters are complicit in this category; when a recruiter is inexperienced in the industry but is quite adept at technology and website marketing/display, it is easy to attract potential clients with offerings often below industry standards in order to save a dollar. The results, however, are more likely that a “warm body” instead of an experienced worker, will be sent resulting in business setbacks and subsequently negative perception of the staffing/recruiting industry. We still believe that field experience and industry knowledge are the keys to attracting, building, and maintaining productive and mutually beneficial relationships with clients, candidates, and supply chain partners.

If we are, to be honest with respect to ATS/AI as they relate to recruiting and staffing, the demands on applicants are and can be overbearing. Imagine for a minute, applying for various jobs at a place like the City Of Toronto’s job portal. If a person sees 3-6 jobs that he/she is qualified for, that means that individual will have to change, amend his/her resume and cover letter 3-6 times for that moment. Imagine doing that 5 times per week and also having to create, maintain accounts for portals such as Indeed, SimplyHired, ZipRecruiter, Workopolis, Manpower, JVS, TorontoJob, JobBank, Eluta, Monster, TTC, CN Rail, Metrolink, Crosslinks, and so forth. Do you get the picture? Now imagine an experienced Supply Chain recruiter, he/she, I hope, would and should be able to dissect a resume and be able to cross-reference that individual for jobs that could potentially be of interest as opposed to gathering and trashing someone’s application.

A lot of time and resource is being wasted in industries and with covid already causing havoc on the existing supply chains, it is imperative that companies take that extra minute to challenge their current or future recruiting/staffing partners on their knowledge and expertise to see whether these recruiters are as competent as they advertise and claims to be. How much is the customer of the customer in your supply chain worth?

We are here for you. Contact us today for your recruiting and staffing needs.

We have been contacted to participate in the upcoming City of Toronto Official Plan to develop a revised vision for city planning over the next 30 years, through to 2051. This plan presents an opportunity to address, through planning policy, a number of the growth-related challenges facing Toronto today and in the future.

These challenges include housing affordability, climate change, mobility, public health, job creation, diversity and inclusion and more that will help inform the City’s ongoing response to, and recovery from, the COVID-19 pandemic.

As we take steps to make Toronto and Ontario more accessible and economically productive for the future, it is our hope here at Laststreet Consulting that the activities of the past will be utilized in forming the mandates and policies of the future. Specifically, the belief and practice that when we invest in people and communities, we are inviting in meaningful changes required to transform our world into powerful ways. It’s no secret that poverty, homelessness, high unemployment rates, low-paying jobs, high incarceration rates have crippled people and neighborhoods for years and in the midst of the current pandemic, these economic, social, and environmental crises have been exacerbated even more.

It is clear for those who are honest, that the best way forward is through economic justice, climate justice, and regenerative justice mixed with diversity, equity, and inclusion across and throughout the planning, organizing, and decision-making processes and subsequent implementation. It is imperative that the voices at the tables are reflective of communities and society of various backgrounds and ethnicities.

We look forward to being a voice of the silenced and a presence for those who have felt excluded and overlooked. Our Toronto, Our Ontario, and Our Canada should look and act differently from those of yesterday if we realize our full potential and maximize our untapped capacity.

A new report by director of EPI’s Program on Race, Ethnicity, and the Economy Valerie Wilson and senior economist Elise Gould explores how racial and economic inequality have left many black workers with few good options for protecting both their health and economic well-being during the coronavirus pandemic. Persistent racial disparities in health status, access to health care, wealth, employment, wages, housing, income, and poverty all contribute to greater susceptibility to the virus—both economically and physically.

The authors explain there are three main groups of workers in the COVID-19 economy: those who have lost their jobs and face economic insecurity, those who are essential and face health insecurity, and those who are able to continue working from the safety of their homes. Black workers are least likely to be in that last group, with more economic and health security.

As of April, less than half of the adult black population was employed. The black unemployment rate, even in the tightest of labor markets, remains significantly higher than the white unemployment rate. As of the latest data, the black unemployment rate is 16.7%, compared with a white unemployment rate of 14.2%.

While black workers make up about one in nine workers overall, they make up about one in six of all front-line industry workers. They are disproportionately represented in employment in grocery, convenience, and drug stores, public transit, trucking, warehouse, and postal service, health care, and child care and social services. While, in the near-term, this protects them from job loss, it exposes them to greater likelihood of contracting COVID-19 while performing their jobs. Fewer than one in five black workers in the pre-pandemic economy were able to work from home.

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