Equity& Inclusion at Fiera Capital

Caroline Turcotte is the Global Head of Diversity, Equity & Inclusion at FieraCapital, with over 18 years’ experience helping organizations fostering inclusive workplace by delivering strategies that improve the employee experience and company culture. Specializing in Organizational Development, Performance Management and Talent Development, Caroline uses that experience to embed DE&I in the organization’s programs and practices to improve the experience of diverse talent and support business performance.

Following is the conversation we had with Turcotte.

As the Global Head of Diversity, Equity & Inclusion, what are some of your key roles and responsibilities that you have on a daily basis at Fiera Capital?

I mustwear many hats in just one day, from strategy & program oversight, coaching & counseling, engagement with key stakeholders, to communication and outreach.

Here are a few concrete examples:

Lead and partner with the DE&I Council members in implementing our organization-wide strategy, and delivery of the annual initiatives.

Partner with internal teams to ensure that Diversity, Equity and inclusion are fully integrated in the organization’s workplace policies, and procedures, practices.

Research, gather and analyze internal (employee survey, exit report, demographic results, etc.) & external data (studies, certifications, legislation & regulations) to support strategy & reporting and integrate recommendations intoourcurrent and future DE&I roadmap. 

Promotes the organization’s commitment to diversity, equity, and inclusion through interaction with the Leadership teams, employees, clients and the community.

“Diversity, Equity & Inclusion does not rely on one person responsibilities. Everyone as to play a role in this journey.”

Butall of this cannot be done without the contribution and engagement of our engaged employee network and internal subject matter experts. Diversity, Equity & Inclusion does not rely on one person responsibilities. Everyone as to play a role in this journey.

Despite offering countless benefits, fostering diversity and inclusion in the workplace do come with a handful of challenges. What are some of the common reasons why employers feel hesitant to embrace a multinational environment?

We know that employees with different perspectives can feed innovation, but working with a global workforce can come with some challenges.

Unfortunately, unconscious biases are often ingrained in us and overcoming them takes awareness and openness to change. Education & awareness (and repetition) on key definitions (bias, discrimination, etc) and the impact in the workplace are very important. These definitions (bias, discrimination, prejudice, etc) must be embedded in our corporate policies,communications, and training programs.

Many organizations facecommunication issues, but these problems are expected to arise when you ask people from different backgrounds, cultures, genders, ages, etc., to work together. It is important to set expectations across our communication channels, provide tips and guidelines for running inclusive meetings and encourage people to feel safe to speak up.

Our natural resistance to change. However, with persistence and good leadership, this resistance can be overcome. When people understand the value and importance of having a diverse workplace, they’ll embark in the journey.

In a diverse workplace, each person has a unique set of strengths and skills which others can learn from. Everyone should be given a chance to grow and learn every day when they are exposed to unfamiliar cultures, working styles, and perspectives. Your views on this.

A diverse workforce is a powerhouse! Everyone has a unique strength,and perspective to bring to the table. Diversity of thoughts improve the quality of decision making anddrive innovation.Not only Inclusion and Diversity drive employee motivation & satisfaction, but it can help winning talent too…

And I can go on…

But no matter where the people are coming from, their culture, background, ethnicity or gender… what is key is that they feel a sense of belonging and can bring their full selves to work.

What would be your piece of advice for your fellow peers and leaders?

The DEI fatigue is real

Global challenges are increasing. People have expectations for things that are taking a lot of time to change. As DEI professionals, we sometimes feel that the world weight on our shoulder. It can take years to see cultural shift, with ups and downs along the way. We are making progress and might also regress sometimes, but we never go back to the starting line.

It is important to manage that fatigue by:

• Networking as much as possible to give you energy,

• Defining your purpose

• Setting boundaries

• And priotizing your wellbeing