The Canadian Forces Is All About Diversity

By Josephine Hendricks

Overcoming lack of awareness of career and education options in the Army, Navy and Air Force

The Canadian Forces Recruiting Group Headquarters (CFRG HQ) is all about diversity. Putting words into action, diversity at CFRG HQ is approached in a number of ways: First, is the building of meaningful relationships with community leaders and representatives. The greatest barrier to the Canadian Armed Forces (CAF) is the lack of familiarity with CAF careers by the broader Canadian public. Having conversations with community leaders and individuals is essential towards bringing awareness about various careers and education possibilities within the CAF.


10 Questions for Deborah Saucier

Dr Deborah Saucier is an accomplished academic and successful university administrator. In July 2017, Dr Saucier joined MacEwan University as President. Before coming to MacEwan, she spent six years at the University of Ontario Institute of Technology in Oshawa, ON, as Provost and Vice-President, Academic and also as the former Dean of Science.


Hot Links: Diversity and Pluralism

National Centre for Truth and Reconciliation (NCTR)

The is the home for all the material gathered by the Truth and Reconciliation Commission of Canada. Those affected by Indian residential schools wanted their families, communities and all of Canada to learn from these hard lessons so they would not be repeated.


Career Briefs

Google launches new job search feature in Canada

Google has introduced new search capabilities for Canadian users, allowing jobseekers to browse postings that can be filtered by commute distance, job title and time commitment within the Google search engine. It works in conjunction with employment sites, including Monster, LinkedIn and GlassDoor, to offer a “one-stop shop” for job hunting.


Roll Out the Employer Welcome Mat to LGBTQ Jobseekers: Diversity Matters, Inclusion Is Us

By Brien K. Convery

Diversity is understood by many as “the condition of being different” whereas inclusion is thought to be “the act of making a person part of a group.” These two concepts hinge together as a dynamic force for innovative business leaders and employees to embrace. The positive returns to individuals, business and the community are multifold.


CERIC debuts new and improved website

At CERIC, our goal is to provide current resources and information that are useful and relevant to Canada’s career development professionals. We are always looking for new ways to improve in every aspect of what we do. To that end, we are excited to announce the launch of our new website,

The site has been redesigned and updated to provide an improved user experience, making accessibility a top priority. The new design simplifies navigation, taking the information from our original website and placing it right at your fingertips.

By building a responsive and compatible layout for all platforms, we have improved the functionality of the site for both desktop and mobile users, as we recognize that increasingly you access our site from smartphones. The site has not only an updated, streamlined look to it, but is hosted on a higher performance server, which will significantly increase its speed and efficiency.

We hope you’ll enjoy a fresh presentation of everything CERIC has to offer and invite you to visit the site and explore the full spectrum of its new and improved features.

If you have any feedback, please let us know via our contact page. We also encourage you to tweet us @ceric_ca, or connect with us on any of our other social media platforms.


An Interview with Contact Point’s First and Current Presidents

Question Catherine Mossop: Jennifer Browne:
Tell us about yourself. What is your job title and description of your role? I am the President sage Mentors Inc. We design Mentoring programs to accelerate the development of talent within Corporate, Government and Health Services organizations. I am currently the Director of Career Development & experiential Learning at Memorial University of Newfoundland. We provide career services to over 17,000 students. We are focused on experiential learning and assisting increasing student’s awareness of the skills they are developing from their various employment and volunteer experiences. I am fortunate to work with a creative, energetic staff who love working with students.
What have been Contact Point’s biggest successes in your view? Contact Point has had a number of successes over the years. The first one being that Contact Point was the first website of its kind in Canada. The second success is that it started out being practitioner-driven and remains that way even now. Finally, Contact Point is accessed “globally”, by practitioners from many different countries. It is the resource for career professionals everywhere in the world. I think our biggest success has been remaining in existence for 10 years. In an age where websites come and go frequently, Contact Point has withstood the test of time and has a solid following of career practitioners across the country. If it wasn’t useful it wouldn’t exist. With thousands of subscribers, both Anglophone and Francophone, Contact Point is filling a need in this field.

Listening to those in the field and doing our annual survey is a huge success as well. This is a huge piece of research that assists us in being on the pulse of what is going on in career development in Canada and what are the needs of the practitioners.

What do you envision for Contact Point in the future? What role do you think Contact Point will play as the field changes and develops? Contact Point might want to look at profiling innovations in new career types and styles. Mentorship is well established for populations such as youth at risk, but next to nothing is being done at the corporate or government levels in support of the various career management and mobility issues in the workplace. Also, Contact Point may want to communicate information and new ideas on how to manage work and life very differently or have open global discussions on new ways of managing work. I don’t mean just taking a computer home and working from there. I am referring to how people engage in teams, how they engage in knowledge transfer; how they are moved into management, how they move into building specialists, how do people learn from each other; how does education fit. All of these areas need new exploration. Contact Point will play a major role in identifying the trends and issues as they are emerging in the field. Remaining connected with the users and being responsive to their needs will ensure Contact Point remains a vital resource for practitioners who want to stay current and get the resources they need.

I believe the future of Contact Point is providing a dynamic and engaging website that allows more interaction between users, more professional development opportunities facilitated through the website, and continuing to be responsive to the changing needs of those in the field.

Read more of this interview in the upcoming fall issue of the Contact Point Bulletin Newsletter.