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Issue in Focus: Attracting Aboriginal Talent
Cheryl Popik, a TD Branch Manager in Calgary, Alberta, joined TD’s Aboriginal Employee Circle to celebrate her culture and stay connected to her community as part of her everyday work. A 25-year employee of the bank, she wasn’t always so forthcoming about her heritage.
“Earlier in my career, while I didn’t hide my heritage, I would only tell people if they asked,” said Cheryl. “I had worked very hard to get where I was and I wanted to be recognized for what I brought to the role, rather than for being a minority. What I have learned over the years is that TD recognizes people for their talent and performance while encouraging them to be themselves at work.”
Cheryl is one of approximately 700 Canadian employees at TD who have self-identified as Aboriginal. We see progress in creating an inclusive environment for Aboriginal employees through resource groups, celebrating culture, removing barriers to advancement, and other support. Yet it remains challenging to attract more talented Aboriginal People like Cheryl into our organization. Aboriginal representation at TD has increased only slightly over time. It was 1.2% in 2013, compared with 1.04% a decade ago, and it continues to be our largest gap versus labour pool availability of 1.74%.
Research published last year by TD Economics demonstrates Aboriginal Peoples are under-represented in post-secondary school business programs and over-represented in degree programs related to education, health care and public administration. Aboriginal graduates don’t often view banking and general business as a career of choice. While there are many inherent reasons for these choices, the fact remains that there tends to be a lack of awareness surrounding what a career in financial services entails and the variety of opportunities that exist within the sector.
In 2013, we intensified our efforts to recruit and retain Aboriginal employees by:
• Creating a new position focused on sourcing Aboriginal talent;
• Promoting the breadth of careers at TD to Aboriginal students/graduates and encouraging them to apply; and
• Growing our Aboriginal Circle – a resource group of both Aboriginal and non-Aboriginal employees who share ideas and provide valuable insights to TD – to 530 people, a jump of 150% from the previous year.
TD is also building stronger relationships with Aboriginal customers, communities and businesses and developing products and services that help them thrive. Click the links to learn more.
Cheryl Popik, a TD Branch Manager in Calgary, Alberta
More:
+ TD Economics Special Report: Employment and Education Among Aboriginal Peoples
+ TD and Aboriginal Communities in Canada
TD 2013 Corporate Responsibility Report
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