Goals
- Have a workforce reflective of Ontario's demographic diversity.
- Build an inclusive workplace culture, free of discrimination and harassment.
- Deliver services in an accessible, culturally aware, relevant and responsive way.
Planned
- Develop and issue a staff survey to collect demographic data.
- Update PDR documents to include DI&A commitments.
- Conduct a review of workplace policies using the OPS Diversity tools.
- Implement a feedback mechanism for employees to provide suggestions related to DI&A.
- Conduct a review of public and internal documents to ensure language is clear and inclusive.
- Consult with key members of the diversity client communities in the planning of the agency's programs and services.
In Progress
- Train new and existing Managers on use of the OPS Executive Recruitment Inclusion Lens; recruitment tip sheets.
- Continuing to make modifications to website to meet AODA compliance timelines.
- Create tips sheets and videos, etc. to educate staff on adapting programs, events and services to clients' needs and challenges (e.g.: respect for faith/spiritaul practices, meeting times, locations).
- Include DI&A related questions in the new Employee Engagement Survey and develop actions to close any gaps.
Completed
- Two Quiet Rooms designated at the Toronto office.
- Reviewed recruitment & retention processes with the OPS Executive Recruitment Inclusion lens.
- Created a DI&A section on the Intranet.
- Used social media, where appropriate, to communicate to staff and the public.
- Established a working group to complete DI&A Needs Assessment and make recommendations to the C-Suite.
- Implemented a training course on IASR and Ontario Human Rights Code.
- Reviewed AGCO Values and Mandate to ensure links to DI&A.
- Delivered Cultural Comeptency training to all current staff and during new employee on-boarding.
- Launched a new website that facilitates AODA compliance.