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Diversity and Inclusion

February 2021: Our D&I Committee reviewed external D&I training materials and selected a course that was completed by all members. Now it is being assessed for company wide rollout.

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February 17th 2021: Our D&I Committee held a Diversity Seminar and Training Session with our client management teams on incorporating D&I practices into our daily conversations 

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February 2021: Lannick celebrated Black History Month with daily recognition of a Black Canadian Figure to raise awareness and celebrate their accomplishments and achievements.

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December 8th, 2020: Lannick Directors Tim Cozier and Omar Hussein led a Virtual Town Hall with the CEE Centre For Young Black Professionals regarding their experience as Black professionals working in corporate Toronto environments, and career paths in corporate environments such as Accounting and Sales.  

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November 2020:  Lannick allies with CEE Centre For Young Black Professionals in North York, Ontario with the intent to volunteer time to mentor Black youth ages 14 and over with the goal of improving their careers, education, and empowerment.

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September 21st, 2020: The Committee started the Lannick Advisory Program to provide senior mentorship for junior staff promoting internal organization integration.

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September 10: The Committee initiated the process to select 2-3 organizations for partnership.

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August 31st, 2020: Lannick completed a voluntary firm wide diversity survey to establish benchmarks for future inclusive hiring goals
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August 24th, 2020: Successful launch of Diversity Week kicking off on August 24th where diversity awareness and statistics were highlighted throughout the week.

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August 4th, 2020: Lannick’s Diversity and Inclusion Committee was formed. The goal of the Diversity & Inclusion Committee is to drive and foster positive organizational change by ensuring our hiring and recruiting practices are equitable; and to play a central role in awareness-raising, education and training on diversity and inclusion topics within our organization and the community we serve.

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Lannick’s management team and overall employee base is comprised of more than 50% visible minorities, which is a true representation of the diversity across the Greater Toronto Area. Our professional recruitment and staffing processes consist of screening job applicants (candidates) solely based on the job requirements presented to us by our client companies, which typically include education, work/industry experience, skill-set, professional attributes and background checks; thus we never exclude candidates based on their gender, race or creed. 

Recent events have highlighted the importance for businesses to have a far greater focus to better support under-represented equity groups. As a result, we have engaged in a process to identify GTA-based community organizations that we can partner with to effectively identify candidates from these groups; as well as help us create training and development programs for our recruitment professionals on how to present under-represented equity groups with meaningful employment opportunities. This is a commitment made by the leadership of Lannick and we will be following through on this promise. 

Our parent company, Vaco, recently posted an important public announcement about the Black Lives Matter movement on social media (https://bit.ly/2DSaYW9) and declared its mission to implement sustainable transformation throughout the organization and directly impact the communities where its employees live and work around the globe.

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