About Lycett 4Change & Associates

4Change services help employers to develop and retain diverse staff within the company, as well as support staff in transition, to achieve these goals.

The following page contains information about Lycett 4Change and Associates including testimonials, excerpts from publications and citations.

You may also want to find out more about Brenda Jean Lycett.

Vision

To maximize human and business potential.

Mission Statement

To facilitate workplace practices for harmonious environments, the elimination of barriers and maximization of workforce participation, wellness and profits.

Commitment to Clients

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Testimonials

"At a difficult time, when I had lost my job, I spoke with Brenda and found a friend who listened to me. She proposed to have a look at my resume and provided me with some advises to improve it. I followed her directions and I already received positive feed back from different head hunters. Thank you Brenda."

Nathalie
Resume Coaching Client

"Brenda Jean's sessions on "Creating an Inclusive Workplace," provided the LCBO with the opportunity to further understand and deal with harassment and discrimination issues in the workplace." "The sessions were very pro-active because, not only did she attempt to improve the company as a whole, she also focused on how to improve employees' working relationships. The sessions were excellently facilitated, the contents were very meaningful and I found her to be a dynamic and engaging speaker."

Janet Naidu
Manager, Diversity Management
LCBO

"Brenda Jean carefully analyzed our company's philosophy, mandate and culture in order to implement a well thought out critical path for the various projects, ensuring time and cost effectiveness."

Renee Jones
Executive Director
SMART Inc.

"Brenda Jean has been a member of the Community Service selection committee... she accepted the role of team leader for the past two years and helped to develop a process for selection/interview criteria that has provided consistency and focus with the team selections."

Karobi Ray
Special Projects and Fundraising Coordinator
Skills for Change

"Your strategy of encouraging an interactive presentation and making anecdotal references made interest and learning a natural process."

Maxine Fisher
Former CNIB staff Career Centre

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Publication Excerpts

In the past, Brenda has engaged her passion for writing with the development of employee newsletters for organizations like Motorola Canada, Kaiser Aluminum and American Express.

The following are brief excerpts of some of her published articles. Please contact Brenda for copies or quotes.

Pet BIZ, How To Hire Summer Help, May 05
Summer time and the hiring is easy... or maybe not. As a pet store owner looking to hire summer staff, you are faced with a lot of questions. It is difficult to know whether to advertise, where to advertise and to be aware of resources available to employers. Competition is steep for the applicants with good communication and customer service skills. How do you attract and motivate summer staff within a limited budget?
Pet BIZ, Hiring Seasonal Staff, September 04
What is the best way to hire seasonal staff? Which venue — internet, print ad, store ad, career fair — provides the fastest, cost effective and quality results? The variables to consider include the

  • Target group for the product/service
  • Store location(s)
  • Hiring budget
  • Hiring responsibility
  • Retention rate and quality of staff
  • Benefits and/or perks
  • Hours of work and shifts
  • Work environment
  • Past success
Feeling overwhelmed? The following tips will reduce stress, improve the quality of hires and have a positive impact on customers! ...
CANGRAM International Inc., Diversity Tip #8: Dogs In The Workplace: How to Prepare For Training Sessions - November 2002
A facilitator just called and asked, "I'm facilitating a session for 25 people next month (4 hours long). I just found out that one participant is blind and will have his working dog with him. Is there anything I need to know? What should we be doing to accommodate him?"
The first thing to do in regard to any accommodation is to ask the person if they will require an accommodation and if so, what. You may do this through your...
HRPAO, Universal Design Guidelines, Considerations for HR Professionals, Jan/Feb 02
What are "universal design guidelines?" Perhaps the following scenario might provide clarification and high-light some of the differences from "accommodations."
Imagine it is Monday morning and you are knee-deep in emails when you receive a call from a frantic manager. One of his employees was injured while attempting to access the revolving doors. The accident investigation report...
The Corporate Ethics Monitor, The Age of Wisdom, May-June 01
The changing workforce demographics indicate an important issue for human resources professionals in the near future. In the "technical age", the emphasis will continue to be on the "knowledge worker". The expertise the person owns based upon their education and work experience will continue to be a valuable commodity to the organization. The value will increase based upon the law of supply and demand...
Workplace Diversity Update, Disclosing disabilities...What's the bottom line? August 1996
If policies aimed at recruiting and retaining people with disabilities are to be successful, it is crucial that information collected in employee self-identification surveys and from applicants be accurate. For complex reasons, people with disabilities- especially those with invisible psychiatric disabilities-are often hesitant to disclose this information to employers or potential employers.
The resulting impact on workplace diversity policies is difficult to gauge, as little work has been done to measure the extent of people's failure to disclose, but I believe the non-disclosure rate to be significant...
Recruiting and Supervision Today, Interviewing People With Disabilities March 1994
Ability & Enterprise, Interviewing: Look at Ability Versus Disability, March 1994
Recruiters will find a wide range of preferences and abilities! The recruiting process always seems to be a relevant topic of discussion in view of employment equity legislation plus the ongoing reviews of federal programs and provincial human rights legislation.
Good business sense dictates that to hire the best qualified applicant you need to first ensure that your applicant pool represents 100% of the available population. In view of the statistics that indicate 70% of new entrants to the workplace are comprised of women, visible minorities, aboriginal peoples and persons with disabilities, many employers review their demographics and analyze traditional policies and processes...

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Citations

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Make Poverty History