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INCLUSIVITY
1
Mandatory inclusivity / cultural competency training for all staff and council
Encourage training to be an ongoing process with follow-up sessions.
Tie training to performance evaluation of each employee, especially Burlington Leadership Team.
Integrate values around inclusivity/diversity and equity in staff performance planning and goal setting.
Encourage senior staff to become mentors on specific areas and to engage staff to participate and apply knowledge gained internally and when providing customer service.
Equal Opportunity
“applications from all qualified individuals including women, aboriginal people, people with disabilities and visible minority group members are encouraged to apply for open positions”.
Hire Diversity Specialist to lead organizational culture change at the City
Full implementation of the Inclusivity Lens (policy, programs, training, written materials, customer service, and social media, etc.) and follow up and audits to ensure effectiveness of the lens.
Collaborate with HEDR and other community partners to establish a tool for the City and/or pilot HEDR’s existing tool within one area of the city.
Report regularly on diversity initiatives, progress, change to staff and council.
Collaborate with HR staff
Manage community forums
Driving Force
“the City of Burlington is committed to fostering a positive and progressive work place culture with staff that is representative of the community it serves”.
Who does it effect?
Stakeholders:
• Every Department
• All employess
• Inclusivity Committee
Why?
Benefits:
Once the strategy is implemented it should result in:
o improved employee engagement because opportunities will be accessible to ALL employees
o employee retention (more engaged employees = increased employee retention)
o better hiring decisions
o Improve interactions and service to the community
Goals:
• Increase employee morale and engagement
• Foster a postive workspace for ALL employees
• Ensure compliance with Human Rights legislation
How?
An inclusivity strategy will help to generate a work environment in which no employee (or potential employee) is excluded, marginalized, treated unfairly, or prevented from accessing any resources, responsibilities, opportunities or benefits of employment.
CoB Inclusivity and Diversity
To develop a City of Burlington Inclusivity Framework that is internal facing. The project would include the creation of the strategy and a recommended implementation plan.
The inclusivity strategy should include but not limited to the following: communication, training, hiring, policy development and workspaces.