"The only person I can try to be better than is the person I was yesterday." - Tina Varughese

Tina Varughese

Inter Generational Workforce, Cross Cultural Communication, Diversity and Inclusion Expert

Tina Varughese (CSP) is a ‘hilarious, dynamic, thought-provoking, humourous, energetic and engaging’ speaker. She offers workshops and keynotes on a number of topics including Diversity, Inclusion, Unconscious Bias, Inter Generational Workforce, Cross Cultural Communication and Sales, Leadership Staff Recruitment and and Work-Life Balance. Tina was recently voted as one of Canada’s Top 10 Notable Speakers by Ignite Magazine.

For fifteen years Tina Varughese, B.A.; B.Comm, worked with immigrants in her roles with the Province of Alberta’s immigration office as well as running her own successful relocation and settlement firm. She is a contributing writer for the Human Resource Institute of Alberta’s Network magazine, Calgary Real Estate News, Home to Home magazine and has been profiled in Alberta Venture Magazine. She is the President of the Canadian Association of Professional Speakers (Calgary) chapter and was named one of Canada’s 10 great speakers in Ignite Magazine. Tina has been the face of diversity, literally, when she was chosen to be in Dove’s Campaign for Real Beauty representing beauty in diversity.

Tina is an Indo-Canadian daughter of first generation East Indian parents, which allows her to find ‘the best of both worlds’ and shed light, knowledge and most importantly universal humour into the intercultural workplace. Her experience as a mother, daughter, wife, sister and friend impacts her keynote delivery on work-life balance and generational differences. Her key message is to “Strive for progress rather than perfection.” Tina’s advice is insightful and amusing. She has presented to most type of organizations and she has focused mainly on oil and gas companies, licensed services, financial services, real estate, healthcare non-profits, professional and trade associations, and tourism. Additionally, Tina also has expertise in relocation and settlement services specifically for expatriates working in Canada.

Tina Varughese worked with Alberta Employment, Immigration and Industry. She primarily worked with and counseled business class and skilled immigrants from all over the world – many of whom she met on international recruitment missions that she spearheaded. Most recently, Tina Varughese worked with Alberta Innovation and Science where she was the Ministry Specialist for Alberta’s Provincial Nominee Program. Above all, Tina Varughese is as a dynamic, engaging, knowledgeable and humourous presenter. Tina Varughese is often a highlight of every event and conference she is apart of. Her interactive approach is insightful and her delivery is highly entertaining. She breaks down barriers to create a comfortable and fun space where people ask the questions they might otherwise be afraid to ask.

Named one of Canada’s Top 10 Notable Speakers by Ignite Magazine, Tina cleverly tackles hot button topics, like diversity and inclusion, in today’s complex climate.
Tina’s work has been featured in the Toronto Star, TSN, CBC Eyeopener, Adrenaline Magazine, and Alberta Venture. Clients include Pfizer Canada, Kraft-Heinz, Hockey Canada, Hyundai Canada, Canadian College of Health Leaders and Canada Life. She is the President of the Canadian Association of Professional Speakers (Calgary). She has also been named part of the McMaster University Canada Project Council. She has a strong professional background in immigration where she spearheaded international recruitment missions. As well, she ran her own successful relocation and settlement firm prior to speaking professionally.
Tina has been the face of diversity, literally, when she was chosen to be in Dove’s Campaign for Real Beauty representing beauty in diversity. With two kids, five fish and one husband, she resides in Calgary where she recently took hip hop classes but has opted to buy an oversized hoodie instead.

Named one of Canada’s Top 10 Notable Speakers by Ignite Magazine, Tina cleverly tackles hot button topics, like diversity and inclusion, in today’s complex climate. Tina’s work has been featured in the TorontoStar, TSN, CBC Eyeopener, Adrenaline Magazine,and Alberta Venture. Clients include Pfizer Canada, Kraft-Heinz, Hockey Canada, Hyundai Canada, Canadian College of Health Leaders and Canada Life. She is the President of the Canadian Association of Professional Speakers (Calgary). She has also been named part of the McMasterUniversity Canada Project Council. She has a strong professional background in immigration where she spearheaded international recruitment missions. As well,she ran her own successful relocation and settlement firm prior to speaking professionally. Tina has been the face of diversity, literally, when she was chosen to be in Dove’s Campaign for Real Beauty representing beauty in diversity. With two kids, five fish and one husband, she resides in Calgary where she recently took hip hop classes but has opted to buy an oversized hoodie instead.

Topic Presentations

Are issues like these causing stress, conflict, confusion, time and money
in the workplace?
• During the interview this foreign worker couldn’t engage in small talk and won’t address
past achievements and accomplishments, yet seems highly qualified. Is he?
• Zeeshan’s accent is so strong that I can’t understand him when he calls me with off-site
with questions.
• I often offer Pierre constructive feedback, yet he never implements it.
• Vilma continues to speak Tagalog with Caridad around patients. Will patients feel anxious
and confused?

Why this topic?
Successful organizations understand that being able to attract, recruit and retain a qualified
worker with appropriate skills, personality, attitude and motivation can be challenging at the
best of times, let alone when chronic labour shortages exist in both skilled and non-skilled
occupations. A shortage of skilled labour limits the ability to increase sales or production, which
is why many successful organizations recruit foreign workers. The top source countries for foreign
workers are India, China, Pakistan and the Philippines, all collective in nature. Collectivists often
recommend suitable candidates because of their commitment to family and community, giving
employers access to a rich database of potential recruits. However, managerial hiring practices
are not standardized globally. Religious practices coupled with English as a second language can
also affect productivity and profitability if not managed effectively.

Target audience
Sectors experiencing critical labour shortages including but not limited to: oil and gas,
healthcare, agriculture, hospitality, tourism, information technology and trades.

Key takeaways
• Why Canadian hiring practices sometimes inadvertently ‘screen out’ suitable candidates
• Effective interview techniques with individualistic and collective cultures
• Face to face, phone and email: Effective day-to-day communication when English
is a second language
• Workplace conflict resolution across all cultures
• Death by meeting: How mismanaged global teams waste time and money
• Non-verbal communication: To shake hands or not to shake hands... that is the question
• Are we speaking the same language? Constructive feedback across cultures

Are issues like these causing stress, conflict, confusion, time and money
in the workplace?
• During the interview this foreign worker couldn’t engage in small talk and won’t address
past achievements and accomplishments, yet seems highly qualified. Is he?
• Zeeshan’s accent is so strong that I can’t understand him when he calls me with off-site
with questions.
• I often offer Pierre constructive feedback, yet he never implements it.
• Vilma continues to speak Tagalog with Caridad around patients. Will patients feel anxious
and confused?

Why this topic?
Successful organizations understand that being able to attract, recruit and retain a qualified
worker with appropriate skills, personality, attitude and motivation can be challenging at the
best of times, let alone when chronic labour shortages exist in both skilled and non-skilled
occupations. A shortage of skilled labour limits the ability to increase sales or production, which
is why many successful organizations recruit foreign workers. The top source countries for foreign
workers are India, China, Pakistan and the Philippines, all collective in nature. Collectivists often
recommend suitable candidates because of their commitment to family and community, giving
employers access to a rich database of potential recruits. However, managerial hiring practices
are not standardized globally. Religious practices coupled with English as a second language can
also affect productivity and profitability if not managed effectively.
Target audience
Sectors experiencing critical labour shortages including but not limited to: oil and gas,
healthcare, agriculture, hospitality, tourism, information technology and trades.

Key takeaways
• Why Canadian hiring practices sometimes inadvertently ‘screen out’ suitable candidates
• Effective interview techniques with individualistic and collective cultures
• Face to face, phone and email: Effective day-to-day communication when English
is a second language
• Workplace conflict resolution across all cultures
• Death by meeting: How mismanaged global teams waste time and money
• Non-verbal communication: To shake hands or not to shake hands... that is the question
• Are we speaking the same language? Constructive feedback across cultures

Are issues like these causing stress, conflict, confusion, time and money
in the workplace?
• Trevor is always on his iphone? How does he get any work done!?
• I wish Mei-Wen would contribute more in meetings. When I hired her she
seemed so bright.
• Jacqueline is so shy. How can she take on the role of VP of Marketing?
Who would respect and listen to her?
• George is always in my office. We have Outlook for a reason.
He’s seriously wasting my time.
Why this topic?
Successful leaders understand today’s increasingly multigenerational, multicultural and
multifaceted workforce brings both opportunities and challenges if not managed effectively.
To create trust, collaboration and creative work environments, inclusive leaders need to
effectively communicate, understand and listen to their fellow employees. Everybody wants
to be seen, wants to be heard and wants to be acknowledged. Learning how to communicate
and cooperate in the workplace leads to a healthier, happier, motivating and inspiring
workplace where everybody benefits.
Target audience
Leaders, managers, skilled professionals or anybody that works in a multigenerational,
multicultural and multifaceted workplace.
Key takeaways
• Are you generationally ‘savvy’?
• Does your leadership style reflect “gen zen”?
• Play nice in the sandbox – team building through collaboration and understanding
• Empowering introverts in the workplace
• Individualistic and collectivist cultures: how values change the way we communicate
• What time is it? The difference between monochromic and polychromic cultures
and why it matters to the workplace

Are issues like these causing stress, conflict, confusion, time and money
in the workplace?
• The sales managers are at ‘lunch meetings’ all the time, whereas we’re on site working.
How does the sales team expect to make our deadline with that attitude?
• I believe in an open door policy but Anil is in my office all the time and I’m struggling
to complete my own work.
• Mary Ann’s negativity is decreasing morale. I’m worried it’s affecting our productivity.
How should I approach this with her?
• Joe is highly respected by his crew yet working 15 hour days. Will he burn out eventually?
I can’t afford to lose him

Why this topic?
Creating a great organization isn’t just about breaking down cultural barriers. It’s about building
a workplace where everyone works towards a common purpose and feels included despite
title, rank or position. Successful leaders understand people do not leave jobs. People leave
people. Today’s successful leaders believe not only in investing in themselves, but encouraging
others to grow, to learn and to develop in order to build inclusivity and trust, breakdown
silos, foster employee engagement, encourage open lines of communication, promote
creativity and create a healthy, happy and inspiring workplace.
Target audience
Leaders, managers or skilled professionals from any organization wanting to increase productivity,
build inclusivity, and enhance employee engagement would benefit greatly from this topic.

Key takeaways
• Breaking down silos: How to create respectful, communicative, inclusive and
collaborative teams
• Delivering constructive, influential, inclusive and solution-based feedback
• Death by meeting: Five key steps to inclusive and effective meetings
• Inclusive personal and organizational purpose: How recognizing others’ contributions
gives you a stronger sense of purpose
• Negative Nellie and Nasty Ned: How to actively listen, include and empathize to
change negative behaviors at work
• The importance of stress management for leaders

Are issues like these causing stress, conflict, confusion, time and money
in the workplace?
• Emily is 30 years old. This role involves a lot of travel – should she promoted?
What if she decides to have children?
• Manuel has such a strong accent that I’m just not sure if he’s a good cultural
fit for our organization?
• As an ambitious white male I am the minority these days! I can’t check any of the boxes.
Will I be passed over for this promotion yet again? I’m ready to quit.
• Should Morton really lead the charge of the IT department? He just seems ancient to me.
Why this topic?
First impressions, positive or negative, are made in seven seconds or less. We all make quick
assessments of others without even realizing it. We are not born with bias. Biases are formed by
past situations, experiences, background and culture. Unconscious biases typically exist towards
gender, race, religion, sexual orientation, age, disability (both physical and mental), and weight.
Most of us will say “I see people for who they are” but do we? Unconscious biases affect
and impact decision making both professionally and personally with real impact. Recognizing,
managing and mitigating unconscious bias promotes diversity and inclusion. Diversity and
inclusion drives innovation, increases productivity, and stimulates creativity while promoting a
healthy, happy, engaging workplace culture.

Target audience
Anyone from any organization wanting to increase productivity, stimulate creativity, drive
innovation and create a healthier, happier workplace by promoting a more diverse and inclusive
environment, would benefit greatly from this topic.

Key takeaways
• The Neuroscience behind Unconscious Bias (“No blame, no shame”)
• Managing and Mitigating Unconscious Bias in Recruitment, Retention and
Employee Engagement
• Breaking Bias – Strategies for Gender, Maternal, Affinity and Ageism
• Sesame Street 2.0 – One of these things is not like the other, one of these things just
doesn’t belong... or does it? How Diversity Drives Innovation, Creativity and Productivity
• Why Creating a Culture of Inclusion affects Positivity, Profits and Purpose

Are sales, negotiations and customer service suffering due to issues like these?
• Vikram continues to negotiate on the house price even though we have a signed contract.
How do I explain I cannot reduce the price anymore?
• This client shook my hand like a ‘wet noodle’. Is he not interested in buying insurance
through me?
• My entire team is Caucasian. How can we increase business in multicultural markets?
• Jennifer is my ‘top performer’, yet many prospective male clients won’t look at her. Is it
because they do not respect women?
Why this topic?
The population in general is becoming increasingly multicultural. One-fifth of Canada’s
population was born outside of Canada (much higher in urban centres) – making it one of
the fastest growing niche markets today. Second and third generation immigrants are highly
influenced by parental values, beliefs and cultural nuances. With diversity comes opportunity,
and potential for growth in sales, brand loyalty and profitability. By building trust and
rapport through understanding, recognizing and respecting cultural differences, successful
companies can capitalize and profit from this often untapped market.

Target audience
Sales and service professionals from any organization with a culturally-diverse client base
would benefit greatly from this topic.

Key takeaways
• Work less, sell more: Increase repeat and referral business cross-culturally
• Are we speaking the same language? Successful cross-cultural negotiations
• When yes means no: How communication styles differ across cultures
• Multicultural marketing: Spending dollars strategically in multicultural markets
• Non-verbal communication aka “The Seinfeld Syndrome”: Are you a loud talker
and losing business because of it?
• What women need to know to succeed cross-culturally
• I don’t understand: When strong accents inhibit communication and what to do about it
• Million dollar mistakes: How global companies fail due to a lack of understanding
cultural differences

Are issues like these causing stress, anxiety, guilt, weight-gain, sleep-deprivation,
and negativity?
• I have a demanding job often taking work home with me. When am I supposed to find
time to exercise?
• Between work, kids’ activities, cleaning the house, and preparing meals I’m exhausted.
Does everyone feel like this?
• I always take on additional projects at work and at home. I don’t seem to have any time
to breathe these days. Why do I say ‘yes’ to everything?
• I feel like a hamster on a wheel with little to no time for myself.

Why this topic?
Only 23% of working Canadians are highly satisfied with life. In fact, one-third of Canadians
feel they have more work to do than time permits. Work-life balance is not a gender issue.
Men have the same issues balancing career and family as women do and also struggle
with obtaining work-life balance. With technological advances coupled with more women
entering the workforce due to economic pressures, work-life balance can seem evasive and
unobtainable. But with essential tools, tips and strategies, employees can minimize stress,
maximize efficiency, improve productivity and boost positivity both at work and at home.
Increased work-life balance leads to lower employee absenteeism and turnover rates and
higher levels of employee engagement.

Target audience
Anyone struggling to manage their stress and achieve a healthier work-life balance.

Key takeaways
• 168 hours = 168 hours: Why more time does not mean more balance
• Five key stress busters that are essential for a healthier, happier, and more balanced life
• Tips and tools for difficult conversations at work and at home
• Increasing your work-life balance score with the Japanese concept of ‘kaizen’
• Cultural differences in the perception of work-life balance
• The high cost of always saying ‘yes’
• Retrain your brain for positivity
• Having it all... or having it all right now?
• Prioritize your life the way you want your obituary to read

Are issues like these causing stress, fear, confusion, inefficiency, insomnia and productivity in the work from home space?
• I am lacking focus and motivation while working? How can I make my day more productive, efficient and even energizing?
• Fear, ambiguity and negative thoughts continually creep into my head. I feel deflated, angry and immense sadness. When should I be concerned if I’m situationally depressed, anxious or both? What can I do to protect the mental health of myself and my family?
• I do not know how to effectively connect with clients in a virtual environment? Can I still build trust, authenticity and continue to strengthen relationships with clients, customers, suppliers and team members or is everything on hold?
• Covid-19 feels like a living nightmare. How can I become purposeful, passionate, mindful and meaningful controlling what I can for a stronger and more resilient outcome for all?

Why this topic?
With the sudden onset of Covid-19, organizations were forced to pivot, adapt and into uncharted waters while facing overwhelming uncertainty. Despite title, rank or position we are all leaders at work and at home and have the capability to impact, influence and inspire others through intentional actions. Virtual leadership begins with effective communication, collaboration, empathy and understanding. With employees becoming increasingly demotivated and disengaged coupled with mental health issues such as depression, anxiety and addiction on the rise because of the pandemic situation, it is imperative to lead with compassion, transparency, integrity and most of all resiliency as we stand together apart.
This is a virtual interactive, ‘hands-on’ inspirational keynote utilizing Zoom where attendees will participate in live polling, group chats, slide shares including videos, morale-boosting activities and Q and A to promote social inclusivity, engagement and unity.

Key takeaways
• Standing Together Apart: How to create respectful, communicative, inclusive,
collaborative virtual teams
• Death by Virtual Meeting: Four key steps to inclusive and effective virtual meetings,
virtual sales and virtual social inclusion
• When Fear Takes Over: How to Actively Listen, Empathize and Empower Others
Towards a Positive Paradigm
• Immunizing our Mental Health
• The Power of Surrendering to Circumstance: Why Letting Go Strengthens Resilience
• The Transformative Power of Servitude: Why Serving Others Provides Purpose During Difficult Times

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