b'DIVERSITY, EQUITY AND INCLUSIONEmployees must feel respected, valuedand welcomed, and that cant happenwithout inclusion. Lena SinghLena SinghSteve Fox has led the International Brother- without inclusion, Lena shared. Among thediscrimination.SYMTECHhasinkeda hood of Electrical Workers (IBEWs) Localmost important things about DEI within ancommitment to DEI that employeesfrom 105 (Hamilton) as Business Manager sinceorganization is the acute feeling of belong- labourers to skilled trades to senior execu-his election in June 2020, with responsibil- ing.Discriminationhappensatapeopletivesareheldaccountableto,including ityforday-to-dayoperations,bargaininglevelthe most important resource in anythat,Employeeshavearesponsibility oversight and growth and development ofbusinessand when it happens, it devaluestotreatotherswithdignityandrespect Canadas longest-standing IBEW local.the relationship employees have with theiratalltimes,andtoexhibitconductthat An electrician and forward thinker, Stevecompany, she said. The resulting losses duereflects inclusion. came to the Business Manager role withto lower productivity, absenteeism and staffAnd if actions truly speak louder than words, three prioritieshealth of workers, jobsturnover cannot be overstated. And lets notthe fact that all SYMTECHs people leaders anddiversityandfirmlybelievesthatforget the reputational cost, which may beincludingmanagers,supervisors,foremen Local 105 membership should reflect theharder to measure but is no less real.andsuperintendentsarecurrentlyunder-diversity of its community. He is deliberateAs Steve shared, clients want to see them- going DEI training speaks volumes about real in his efforts to strengthen diversity amongselves reflected in your workforce. From ainvestment in sustainable cultural change. Hamiltons unionized contractors throughpure business perspective, without significant engagement with immigrant work centres,diversity in your business, you are probablySteve also sees progress in the industry and Indigenous groups, the local YWCA andnot connecting with all the communities inshared that, collectively, we have come a long the citys schools. your area. By having diversity built in, youway and have made significant strides. But are going to appeal to a wider group of clien- he cautions that the industry is still decades So,whyDEI?Whyisitimportanttotele. Simply put, DEI provides more accessbehindoptimumDEIculture.Effortsare ECAO and its members and to the futureand opportunities. being made on many fronts at Local 105, he of our industry to work toward a diverse,advises, including a drive towards increased equitableandinclusiveculture?OneGiven the increase in messaging, discussiondiversityamongnewapprenticesandthe hopeswecanallagreethateliminatingand education on DEI in our communities inLocalscommitmenttoananti-racism discrimination based on race, age, gender,recent years, we might expect that the currentproclamation,astatementsignedbythe socio-economicstatus,sexualorientationenvironmentintheconstructionindustryOfficersofLocal105andsharedwithall and other categories of bias is a worthy andhas progressedthat there is more empathy out there now for marginalized and under- members that reads, in part, It is not enough imperative human goal. But why is it anrepresented communities.tocondemnracism.Weneedtoconfront important business objective, too? thesystemicpracticesanddiscriminatory When it comes to the impact on a businesssLena believes so. She sees progress on DEI atbias that exists in so many integral parts of ability to prosperto attract and retainSYMTECH and in communities such as theour lives, educate ourselves and others and skilled people and successfully bid for worktown of East Gwillimbury, where she leadsadvocate for actual change that benefits alla lack of diversity, equity and inclusionDEI efforts. People have long understoodour brothers and sisters and their families. In will undeniably affect the bottom line. Andthere were differences, but the idea of takingsolidarity, as the Officers of IBEW Local 105, in more ways than one. As Lena and Stevepersonalresponsibilityformakingotherswe ask the members of IBEW Local 105 to explained, there are clear and direct linksfeel valued and welcomed didnt resonate.hold yourselves accountable and be part of between DEI and business success.Lena is optimistic that incremental changethe anti-racist movement.is occurringthat people are beginning to Employeesmustfeelrespected,valuedunderstandtheymusteducatethemselvesClear and unflinching language, and most andwelcomed,andthatcanthappenand step up when they see intolerance andcertainly a step in the right direction. Ontario Electrical Contractor15'