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.
