October 25, 2010
- Seminar: Second Generation Immigrants in Canada
- The Geography of auto globalization and the politics of auto bailouts
- Compensation Planning Outlook 2011
- Growing Talent for Succession
- Managing the Risks of Workplace Violence and Harassment
- Employee Engagement Turbocharged!
- Boston College Centre for Corporate Citizenship
- Creating Value From Reputation
- The Creative Economy – two papers from Martin Prosperity Institute
- Pensions & Benefit Law Blog
- Results for the Melbourne Mercer Global Pension Index
- The World’s Women 2010
- ILO Short-term Indicators of the Labour Market
- Globe and Mail’s Canadian University Report 2011
Seminar: Second Generation Immigrants in Canada
The Ontario Metropolis Centre and the Centre for Refugee Studies (CERIS) is presenting a Public Seminar: Economic and social integration of the immigrant second generation in Canada
Presenter: Jeffrey Reitz‐CERIS U of T Director, Professor of Ethnic, Immigration and Pluralism Studies Program, University of Toronto
Dr. Reitz has conducted extensive research about immigrant integration in Canada and other countries continue to examine the employment experiences of immigrant and ethnic populations. His current work focuses on how the emergence of the new knowledge‐based economies of Canada, the US, and Australia affects trends in immigrant employment success and experiences over time, including the second generation.
Dr. Reitz is also continuing his research on the impact of diversity on national cohesion, using the 2002 Ethnic Diversity Survey.
When: Wednesday, November 3, 2010, 12:30 pm –2:00pm
Location: Room 519 York Research Tower‐ York University (# 95 on the map)
Please RSVP to cerisadm@yorku.ca
This seminar is free and open to the public. Seminar presentations are posted on our website after the event, to view please visit: http://ceris.metropolis.net
The Geography of auto globalization and the politics of auto bailouts
“The global financial crisis had dramatic impacts on auto manufacturing worldwide…Unlike other jurisdictions, North American governments needed to save leading regional producers from liquidation. Moreover, this rescue took on a unique anti-union tone, through government-mandated renegotiation of labour contracts. The measures taken in North America, while dramatic, are unlikely to resolve the continental industry's deeper structural weaknesses.” [from the abstract]
The geography of auto globalization and the politics of auto bailouts, by Jim Stanford, Cambridge Journal of Regions, Economy and Society, Advance Access published August 24, 2010 (the link provided will give you access to the full text of the article if you are linking from a University of Toronto IP address)
Compensation Planning Outlook 2011
While the increases vary across industries, sectors, and regions, they are, on average, above the forecasted rate of inflation. Planned increases for non-unionized employees in 2011 average 2.8 per cent, up from the average actual increase of 2.7 per cent for 2010. For the first time in recent years, expected increases in the private sector (2.9 per cent) outpace those in the public sector (2.3 per cent).
Other results from the survey included in the report address incentive plans, pensions, rewards strategies and priorities, recruitment and retention, and collective bargaining issues.
The Conference Board of Canada, October 26, 2010: Compensation Planning Outlook 2011, Report by Allison Cowan and Nicole Stewart, (42 pages, PDF) available to the current University of Toronto community through your Conference Board of Canada e-library account
The Conference Board of Canada, New release, October 26, 2010: Tepid Economic Recovery Limits Salary Gains In 2011
Globe and Mail, October 26, 2010: Pay hikes: What to expect by industry and by province Michael Babad
Growing Talent for Succession
Growing Talent for Succession is a playbook that explains how businesses can lay the foundation for a growing talent (GT) plan. Such plans typically consist of four phases: linking GT to strategy, managing the talent pool, accelerating talent development, and measuring their own impact. This playbook describes each phase in detail, with examples and actionable worksheets to help companies devise and develop their own GT plans, ensuring they are making the most of their talent assets at all levels.
Conference Board of Canada, October 2010: Growing Talent for Succession, Barbara Galli (38 pages, PDF) Available to the University of Toronto community via Conference Board of Canada e-library
Managing the Risks of Workplace Violence and Harassment
The human and financial costs of workplace violence and harassment are significant. This briefing identifies six key actions that organizations should take to reduce their risk of workplace violence and harassment.
Conference Board of Canada, October 2010: Managing the Risks of Workplace Violence and Harassment, Briefing by Lisa Hughes, Bjorn Rutten (15 pages, PDF) Available to the current University of Toronto community via Conference Board of Canada e-library
Employee Engagement Turbocharged!
“A turbocharger enhances a car's performance by increasing the amount of horsepower without increasing the size of the engine. In a similar way, manager recognition has the power to noticeably 'boost' the engagement of employees without increasing the size of companies' reward expenditure.”
Towers Watson, October 2010: Perspectives: Turbocharging Employee Engagement — The Power of Recognition from Managers (4 pages, PDF)
Boston College Centre for Corporate Citizenship
A just-released study of public perceptions of U.S. companies’ social impact by the Boston College Center/Reputation Institute indicates that in the eyes of the American public, businesses overall are more socially responsible than a year ago.
Centre News and Features Blog, October 12, 2010: Public views U.S. companies as more socially responsible than a year ago; scores rise across the board in Reputation Institute/Boston College CSR Index, by Tim Wilson, Editor & Writer, Boston College Center
The CSR Index ranking is determined by how the public perceives a company in three dimensions:Citizenship -- does the company contribute positively to its surrounding community in a socially and environmentally responsible fashion? Governance -- is the company business run in a fair and transparent fashion? Do stakeholders associate the company with high ethical business standards?Workplace -- are employees treated fairly and paid a decent wage? Does the company invest in developing employee skill sets and career opportunities?
Corporate Social Responsibility Index, 2010; Ranking of 50 top companies
Corporate Social responsibility Index full report (14 pages, PDF)
Creating Value From Reputation
The Reputation Institute is a private advisory and research firm specialized in corporate reputation management. The Global Reputation Pulse Study conducted by the Institute is an annual online survey of the general public that measures the corporate reputations of 600 of the world's largest companies in 32 countries. The results of the study are published annually in Forbes.
Forbes, May 24, 2010: World’s Most reputable Companies
Reputation Reports provide insights and actionable strategy on a wide variety of fields below is an abstract of a forthcoming report on the energy industry.
Abstract of the Energy Industry Reputation Profile (2 pages, PDF) (full report will cost $8,500 when available)
The Creative Economy – two papers from Martin Prosperity Institute
Martin Prosperity Institute Working Paper Series, October 20, 2010: The Creative Class Paradigm, by Richard Florida, Charlotta Mellander and Patrick Adler
Martin Prosperity Institute Working Paper Series, October 20, 2010: The Arts, Not Just Artists (and vice versa): A Comparative Regional Analysis for Studying the Composition of the Creative Economy, by Elizabeth Currid-Halkett and Kevin Stolarick
Pensions & Benefit Law Blog
For information on pensions and current articles on Ontario pension reformclick on Osler, Hoskin & Harcourt’s Pensions & Benefit Law Blog: a discussion of a and U.S./Cross-border Pension & Benefit legal Issues. The links to original documents are quite useful: for example a link to the Legislative Assembly of Ontario Bill 120, Securing Pension Benefits Now and for the Future Act, 2010.
Pensions & Benefit Law Blog, October 22, 2010: Ontario Pension Reform Continues - Bill 120 Amendments re Surplus Withdrawal, by Douglas Rienzo
Benefits Canada, October 26, 2010: Pension reform update: CPP and Bill 120 by April Scott-Clarke
Results for the Melbourne Mercer Global Pension Index
The Melbourne Mercer Global Pension Index compares retirement income systems around the world and rates them based on their adequacy, sustainability and integrity. The Index ranked the Netherlands first, followed by Switzerland, Sweden retaining its position as third, and Australia slipping two notches to fourth followed by fifth-ranked Canada.
Melbourne Mercer Global Pension Index website: Melbourne Mercer Global Pension Index, October 20, 2010 (72 pages PDF) can be downloaded from the website
Melbourne Mercer Global Pension Index summary – Canada – rates 5th
The World’s Women 2010
The fifth issue of the The World’s Women 2010: Trends and Statistics report was produced to coincide with the first-ever World’s Statistics Day, October 20, 2010. The current issue highlights the differences in the status of women and men in eight areas – population and families, health, education, work, power and decision-making, violence against women, environment and poverty.
The World's Women reports website
The World's Women 2010: Trends and Statistics to read the report click on section headings i.e. Executive Summary; Chapters; Work
New York Times, October 20, 2010: United Nations Report Focuses on Global Lot of Women by Neil MacFarquhar
ILO Short-term Indicators of the Labour Market
Timely information on the labour market and consumer prices are indispensable for drawing up appropriate policy responses to the global economic crisis. Each month the ILO publishes the latest national data for indicators which have been selected for their ability to reflect recent and short term changes.
ILO Short-term Indicators of the Labour Market, last updated October 20, 2010.
Short-term Indicators Database - Interactive Map
Globe and Mail’s Canadian University Report 2011
Globe and Mail, October 24, 2010: Canadian University Reports 2011 ( in e-zine format)
Globe and Mail, October 24, 2010: Canadian University Reports 2011 (64 pages, PDF)
Book of the Week
Managing Diversity: Toward a Globally Inclusive Workplace, by Michàlle E. Mor Barak. 2nd ed. Thousand Oaks : Sage Publications, 2011. 389 p. ISBN 9781412972352
Mor Barak examines the challenges of diversity in global business today, and how that diversity can be managed to contribute to an organization's success. Coverage includes the macro, large-systems perspective on diversity, including global demographic trends, legislation, and public policies in different countries; the micro/mezzo, smaller systems, perspective, including how diversity is defined in different countries, theories explaining diversity, interpersonal and cultural aspects, and workplace communication; and solutions or practical intervention approaches, including diversity paradigms, the inclusive workplace model, and case studies of how corporations in different parts of the world can apply the model. For corporate leaders, human resource managers, and management consultants.
About the Author:
Michàlle Mor Barak, PhD, is a Professor at the University of Southern California with a joint appointment at the School of Social Work and the Marshall School of Business.
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