CANADIAN HR STRATEGY/19
FEATURE/CASE STUDY
ada — and it's about diversity not only of race, religion, ethnic-
ity or age, but of education and experience for all of the organi-
zation's 1,261 employees, she said.
"We also fi nd that it's critical to have diverse teams. So when
we go recruiting, we have to fi rst of all recruit from a wide vari-
ety of universities across this country," said Kennedy.
"The second area is to go after a wide and diverse range of
majors. So we don't just go after engineering and computer
science — we have HR, we have marketing, we have com-
merce, we have communications. And when they come into our
FOCUSING ON TALENT
A strong focus on fi nding the best talent is a crucial factor be-
hind Microsoft Canada's success, said Kennedy.
"In the world of innovation — and in the technology busi-
ness, innovation is our business — talent is everything. The
strength of our company is only as good as the strength of our
people. And so what we've found at Microsoft Canada is if we
fi nd super smart, super curious people who have a passion for
technology, that's the best fi t for our company," she said.
Diversity is also more than just a buzzword at Microsoft Can-
