In considering who in a corporation might be ideally positioned to champion the cause of workplace diversity, most people would think of a CEO or HR executive. Few would consider an in-house lawyer.
But Lynn Korbak, general counsel and corporate secretary with Morneau Shepell in Toronto, and a strong advocate for creating more inclusive workplaces, says corporate lawyers are, in fact, ideally positioned to lead the charge.
“And we’re one of the few groups that gets to sit with people from all different backgrounds. So when we’re working on a particular issue, there are people with all different types of skill sets bringing their thoughts to bear. That, in and of itself, is a microcosm of diversity and inclusiveness,” she explains.
Since joining the company in 2003, Korbak has devoted a considerable amount of her time to working with management and HR on diversity initiatives. She was recently recognized for her efforts by Women of Influence—an organization dedicated to creating advancement opportunities for women—as one of its Canadian Diversity Champions for 2012.
While she says she’s honoured by the recognition, Korbak has never considered her efforts to be exceptional and attributes her focus on diversity to a natural appreciation for all people.
“I think my understanding of diversity came from respect for the individual, and considering what that means and how you put that into place, in a work environment in particular.”
Korbak says that with the type of work Morneau Shepell does around creating HR solutions for corporations of all sizes and demographic compositions, ensuring that the company’s culture is inclusive and respectful of all individuals allows it to do better work for its clients.
“In my career, I’ve observed that, from time to time, the merits of some shone brighter than others. And it wasn’t necessarily because they had greater skill sets or talents than others. Diversity and inclusiveness can really make a difference in creating an environment where everyone’s skills and abilities can shine through, by removing the barriers that may be inherently present.”
Korbak points to Canada’s diverse population and, conversely, low levels of diversity in corporate management roles as indications of why organizations need to place a greater role on workplace inclusiveness. According to recent research from Catalyst Canada, an organization focused on expanding business opportunities for women, females hold just 17.7% of senior officer roles among Financial Post 500 companies in Canada.
Korbak says the creation of an inclusive workplace has to come about organically, rather than be something dictated to employees through corporate policy.
One of her key diversity projects at Morneau Shepell in 2013 will be creating a call to action that challenges all employees to become diversity champions. Interested employees can sign a pledge to promote diversity, and the company has created supporting resources such as a tipsheet that suggests activities employees can implement to promote diversity (e.g., organizing a multicultural potluck lunch). Korbak says this is an ideal example of a grassroots approach that can create conversation and learning opportunities.
Challenging people’s thinking around different employee demographics and cultures, she says, helps to ensure the continued competitiveness of Canadian businesses.
“The solutions that can be brought to bear [in an inclusive workplace] are much more creative and valuable than in a groupthink type of situation.”
Neil Faba is associate editor of Benefits Canada. neil.faba@rci.rogers.com