Diversity, Inclusion and Accessibility Plan as of October, 2020

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/spiritual 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.

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