Prior to COVID employers, large and small, lamented the lack of access to talent and the need for skills to prosper and grow. While there were undoubtedly shortages in some areas, paradoxically, there was also evidence that many employers were looking for skills in the all the wrong places - relying on informal networks and on processes that did not take advantage of the full pool of talent. Internationally educated engineers and computer scientists working as security guards and driving uber are not the only examples. Women, racialized and Indigenous people, newcomers and those living with disabilities all faced challenges.

The pandemic coupled with global advocacy has brought this into sharp relief, both raising expectations and the sense of urgency. Many organizations pledge to rebuild better, developing new equity, diversity and inclusion strategies, establishing targets, and driving culture change. Some have signed onto voluntary codes such as the 30% club, Black North or the new Federal Government 50-30 challenge, making public their commitments to advancing equity and inclusion. There is a growing appetite for better understanding "what works" to drive change, for approaches to bridge the gap between intention and implementation, and for practical tools and techniques. This session will take stock of where we are with respect to diversity and inclusion and discuss practical approaches for ensuring that organizations can define, develop and utilize the diverse skills and talent they need to survive and thrive.