As part of The Adecco Group, Adecco Canada is part of a group of businesses united by a powerful mission: Making the Future Work for Everyone. Its services and offerings help people to fulfill - and exceed - their potential,
connect with opportunities, and build employability.
From end-to-end digital recruitment and executive search to coaching and beyond, Adecco Canada works under a firm commitment to operate responsibly and build a better world of work for all.
Here’s what that looks like in action.
Taking initiative: Igniting the next wave of talent
With Millennial and Gen Z Canadians now accounting for more than half of the labour market in Canada, Adecco Canada aligns their initiatives with four priorities for our younger generations of talent. Here’s a glimpse into how
this approach works in practice.
Balance
Why it matters:
Millennial and Gen Z workers entered the workforce amid major recessions, global conflicts, and social justice movements. Gen Zers in particular report higher documented levels of stress and mental illness than other generations
currently in the workforce.
The approach:
These employees want an employer that respects their personal and professional needs, and rewards their contributions fairly. In response, Adecco Canada reimagined its workplace policies and practices to offer…
A hybrid work environment (where roles allow) that provides flexibility and autonomy while working remotely, while building community during in-office days
Community events that deepen interpersonal connections, including popular office potlucks and pancake breakfasts
Roundtable events where employees across all generations can share feedback with leadership about the supports they require to thrive
Growth and development
Why it matters:
Younger generations are actively seeking opportunities to gain the skills and experience desired by employers. Their enthusiasm to progress in their careers is coupled with a keen interest in issues such as pay equity.
The approach:
The next generation wants opportunities to gain valuable experience in a meaningful career that offers advancement. That’s the driving force behind Adecco Canada’s suite of growth and development programs tailored for early-stage
employees and high-potential emerging leaders, including Ignite, which matches high-potential future leaders of any age, inclusive of Millennials and Gen Zers, with a mentor in a senior leadership position.
Transparency
Why it matters:
Amid global uncertainty, geopolitical unrest, and faltering trust, our future generation meets fear and anxiety with tough questions – and they expect truthful answers in return.
The approach:
Straightforward communication, open conversation, and honest answers that don’t skirt issues or hide facts; Adecco Canada encourages all of this through a robust strategy that features…
Informal and formal roundtables create safe spaces that encourage employees of all ages to engage in dialogue with senior leadership about pressing matters and burning questions.
Monthly town halls are intentionally brief and direct, featuring live Q&A sessions where employees can receive refreshingly honest answers on topics ranging from organizational
policy
to financial performance.
Values alignment
Why it matters:
Millennial and Gen Z employees tend to place great emphasis on organizational values when making important career decisions. The catch: those values must resonate with their own, and be proven through tangible action.
The approach:
The next generation wants to work with an organization that’s committed to the issues they care about and offers the ability to influence change. Adecco Canada and its employees contribute to a wide range of social causes through
initiatives that include…
Employee resource groups, or ERGs, that encourage employees to bring their most authentic selves to work and gain a sense of belonging
Volunteer days that encourage employees to spend a day contributing to a charity or a cause of their choice
Environmental targets, that minimize the environmental impact of the company’s day-to-day operations, including a target to reduce emissions by 50% by 2023
Meaningful participation with organizations such as local food banks, the Canadian Down Syndrome Society, and the Canadian Council of Aboriginal Business
“It's okay to be who you authentically are. We want to ‘‘ create a culture of belonging and trust where our colleagues can share their whole selves.”
Tanya Cerniuk Country Head, Adecco Canada
Outcomes in action: Adecco Canada’s path to generational inclusivity
Millennial and Gen Z employees tend to place great emphasis on organizational values when making important career decisions. The catch: those values must resonate with their own, and be proven through tangible action.
Today, Gen Z employees account for 18% of the working population in Canada. With its initiatives, Adecco aims to mirror that diversity internally. Here’s a peek at how they’re progressing on that journey.
Engagement: Adecco measures employee engagement twice a year. Despite shifts in leadership over the past three years, the organization’s efforts to foster cross-generational engagement
have yielded positive results, with a current score of an impressive 8.2 out of 10.
Retention:In general, voluntary turnover in the organization has fallen to a low of 11%, while retention charts an upward trajectory to 71.9%. Notably, employees with a tenure of one year or less – predominantly Millennials and Gen Zers – have shown a similar trend in retention, stabilizing at a higher rate compared to past benchmarks.
Fulfillment: Feedback garnered from Adecco Canada’s employees highlights enthusiasm for contributing to the organization, not only for career advancement but also in terms of instilling
a greater sense of purpose.
Guiding principles: Build your foundation for generational inclusion
Adecco Canada’s approach to equity, diversity, inclusion, and belonging for members of the next generation offers five valuable insights to help you shape a thriving workplace that meets the needs of Millennials and Gen Zers.
Know where you stand today and where you’re going tomorrow. Your baseline metrics will help you identify current opportunities for improvement, map the journey ahead, and track the tangible impact of your initiatives.
Don’t let generational EDI take a back seat. The generational component of equity, diversity, and inclusion is a perpetual process. The workforce is constantly evolving, requiring an ongoing commitment rather than a fixed-in-time solution.
Approach hiring as an open dialogue. Shift the narrative away from, “Does the candidate fit our needs?” More candidates are evaluating whether your organization is a good fit for their own needs and values, making the interview process
a two-way street.
Embrace human-centered leadership. To lead the next generation into their full potential, leaders need to demonstrate authenticity and vulnerability. Be prepared to shed old behaviours and “hero” mindsets as part of that transformative
journey.
Lead with your values. Make explicit what your organization stands for and cares about when recruiting the next generation. Upfront clarity can help everyone make the best hiring decision.
Meaningful participation with organizations such as local food banks, the Canadian Down Syndrome Society, and the Canadian Council of Aboriginal Business
“This generation is passionate. They’re seeking ‘‘ purpose and wellbeing in their careers. I'm really pleased about that because I think it’s going to make the world a better place overall.”
Tanya Cerniuk Country Head, Adecco Canada
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