“How do I diversify my organization?” This is something we get asked often at P4G. And when you dig in, the real question behind it is often, how can I hire more People of Colour?“ While the intention is likely coming from a good place, it’s not the question we recommend starting with. Before we […]
Our team has been sitting in the gravity of what we are all living through right now. This includes the privileged, celebratory lens we are inundated with regarding the Queen’s death. We express our condolences to the Royal Family for losing a loved one. However, we cannot take this day to celebrate or mourn the
We will not be closing for the holiday, Monday September 19th. Here’s why. Read More »
The 12.6 % wage gap between racialized, university-educated, Canadian-born people and their white peers didn’t just happen by itself (this means on average, racialized workers are making 87.4 cents for every dollar earned by a white worker). Organizations are typically built in a way that upholds inequity. In our industry, we consistently hear stories from
Pay Transparency Drives Pay Equity Read More »
Shifting How We Talk About People at Work Human Resources. Something about it has always struck us as off putting. When you really think about it, it’s a dehumanizing way to talk about people. Resources are things we extract, categorize and add a price tag to – things like oil, water and energy. If we
We are Humans, not Resources Read More »
Considering the name of our company, it seems only natural that the philosophy of placemaking would form the foundation of our work. At the very beginning of P4G, we set out to challenge the definition, experience and expectations of recruiting. We identified with the term Placemaking, a process and philosophy that serves to strengthen the
Why Placemaking in Recruiting? Read More »
