Journey Ahead
Spring 2015: Volume 3, Issue 3
As each of us engages in the exciting and sometimes challenging work of the Journey Ahead: Our Action Plan for Equitable Hiring and Promotion in Peel, it is hard to remember a time before it existed. That’s how ingrained this initiative has become in our Peel board culture.
Since the launch of our journey more than two years ago, so much has been done, so much has been achieved. Yet, we know that employees still have questions. How did this journey begin? What have we really accomplished? Are we "there" yet?
Earlier this spring I had the opportunity to introduce the Journey Ahead: Our Action Plan for Equitable Hiring and Promotion in Peel to our newly elected trustees and to provide an update of our accomplishments. Below you'll find some answers to the most frequently asked questions about this initiative.
How did we get here?
In January 2012, the board’s Diversity Leadership Council—composed of staff and community representatives reflecting the diversity of the grounds listed in the Ontario Human Rights Code—recommended a review of the Peel board’s hiring and promotion practices.
The results of that review are reflected in the Journey Ahead Research Report. In January 2013, our journey began with the launch of an action plan to address the 33 findings from the report.
What have we accomplished since the program launch?
Since the launch, so much has been done, so much has been achieved. We've moved forward on all 33 findings in the Journey Ahead Research Report, including:
- developing supports and resources for hiring managers
- hiring a Manager of Workplace Equity
- launching the Aspiring Racialized Leaders Mentoring Pilot Program
- providing mandatory bias-free training to all Peel academic and business leaders
- delivering regular communication to Peel staff on equity and inclusion initiatives
Are we there yet?
Quite simply, no. Let me put it this way. When my children were younger our family often took road trips. Once we travelled a short distance, my two girls started with the well-known question "are we there yet." I bet when you've taken a road trip with your family you've heard the same thing - maybe way too many times. We've received the same question about our own journey in Peel.
Yet it's important to remember that this is not a road trip, it is a journey—and it is a long one. The work on equity and inclusion is not easy, and we are never really done, but we do make progress. That's how we inspire success confidence and hope in each student.
Steering committee works to finalize Count Me In Peel! workforce census in preparation for November 2015 roll-out
With more than 22,000 employees working in schools and sites across Brampton, Caledon and Mississauga, the Peel District School Board is the largest employer in Peel Region. In November 2015, the Peel board will conduct a voluntary, anonymous and confidential system-wide workforce census. The initiative was first announced in the June 2014 edition of Roadmap.
The purpose of the Count Me In Peel! workforce census is to paint a picture of the Peel board workforce, and to use the information collected to best serve the needs of Peel staff with respect to equity and inclusion. We'll do this by identifying the depth, talent, skills and experiences that can collectively enhance our workforce and ultimately, support student success.
The initiative—which directly supports the Journey Ahead Research Report: Finding 28, as well as several commitments in the Peel board's Report Card for Student Success —is led by the Count Me In Peel! workforce census steering committee, comprised of Peel board trustees and senior administration, as well as representatives from Peel employee groups, unions, federations and associations.
The committee met throughout the 2014 -15 school year to collaboratively draft the census, with questions grouped into four key categories, including:
- organizational demographics
- workforce demographics
- education demographics
- ethnicity, religion and language
In early 2015, a series of seven employee focus groups were conducted with volunteer participants representing a wide-range of associations, unions and federations. Employees had the opportunity to learn more about the census categories, ask questions and provide feedback about the implementation of the campaign.
In addition, a series of community consultations were held with the following organizations:
- Make Peel Proud Spectrum
- We Welcome the World centres
- Peel Equity Roundtable (PERT)
- First Nations, Métis and Inuit Education Advisory Circle
The Count Me In Peel! workforce census steering committee will continue to meet throughout the fall of 2015 to implement the survey. For more information, visit the Count Me In Peel! chiclet on the My Site page or email countmeinpeel@peelsb.com.
Doing it right!
It's been two years since we embarked on the Journey Ahead: Our Action Plan for Equitable Hiring and Promotion in Peel and the board is bustling with equity and inclusion activities and initiatives. Many of our mandates – such as Equity and Inclusive Education, Make Peel Proud Spectrum committee or the board’s commitment to the First Nation, Métis and Inuit community – were well established when we set out, yet our journey has provided the opportunity to refocus our lens. We are able to see the broader picture and connect departments, resources and champions to foster an embedded culture of equity and inclusion for all.
Below you’ll find some examples of programs and initiatives that are Doing it right!
Aspiring Racialized Leaders Mentoring Pilot Program a success
As we approach the final stretch of the school year, we also come to the end of the Aspiring Racialized Mentoring Pilot Program.
Initial feedback from mentors and mentees indicate that the program was very successful and provided opportunity to gain insight, build knowledge and skills that might have been difficult to gain in other settings. The program also made visible the way we look at, and respond to, systemic issues and opportunities within the Peel board.
Building on our experiences and using feedback from our current cohort, we are even more resolved to continue develop a permanent program that is sustainable for years ahead. More information will be shared early in the 2015/2016 school year.
For more information about Aspiring Racialized Leaders Mentoring Pilot Program, visit the Journey Ahead chiclet on your MySite page.
Celebrating diversity and inclusion
Peel board goes pink to raise awareness of homophobic and transphobic bullying and discrimation
At the Peel District School Board, we want our students and staff to learn, work and develop in environments that are respectful and inclusive. Why? Because research tells us that when students and staff feel welcomed and accepted in their schools, they are more likely to succeed.
That’s why, on April 8, the Peel District School Board recognized Day of Pink—the international day to stop homophobic and transphobic bullying and discrimination.
“Inclusion and diversity is something that all Peel schools teach and discuss with students—it is embedded in all we do. Every day we teach students our core values: to be caring, cooperative, honest, inclusive, respectful and responsible. Day of Pink is just one more way for us to reflect and strengthen our goal to achieve equity for all students and staff,” says Tony Pontes, director of education.
To help educators and staff raise awareness about Day of Pink and other equity and inclusion initiatives throughout the year, visit the Day of Pink chiclet - https://portal.peelschools.org/EQUITYANDINCLUSIVE/Pages/DayofPink.aspx - or the Equity Resources chiclet - https://portal.peelschools.org/EQUITYANDINCLUSIVE/Pages/EQUITY-AND-INCLUSIVE-EDUCATION-RESOURCES.aspx -both available on the My Site page.
Equity and inclusion resources
As announced in the Fall issue of Roadmap, the Peel board recently partnered with the Canadian Centre for Diversity and Inclusion, formerly the Canadian Institute of Diversity and Inclusion (CIDI), a national non-profit organization that provides innovative and proven strategies, research, tools, and educational support for leaders-and all employees-in organizations across Canada, with the goal to help improve the overall inclusivity of the Canadian workforce.
As a partner, all Peel employees can access information, view webinars and provide feedback on a number of topics by visiting at http://www.cidi-icdi.ca . Upcoming webinars and other current opportunities are listed below.
In & Out: Diverging Perspectives on LGBT Inclusion in the Workplace
CCDI’s latest research report was produced in partnership with the University of Guelph Sexual and Gender Diversity Research Lab and Pride at Work Canada.
In & Out: Diverging Perspectives on LGBT+ Inclusion in the Workplace examines the issues of LGBT+ (Lesbian, Gay, Bisexual, Trans-identified, and other sexual and gender minorities) self-identification and discrimination in Canadian workplaces.
One of the largest studies of its kind, the report summarizes the findings of a major survey that received responses from over 1400 Canadians between December 1, 2014 and January 31, 2015. The report provides recommendations for employers to improve LGBT inclusion in Canadian workplaces.
LGBT Inclusion and Self-Identification
This webinar will discuss the results of the joint CCDI and Pride at Work Canada study on LGBT Self-Identification in the workplace as well as employees experiences of inclusion, exclusion, or homophobia as a result of being “out” in the workplace.
The webinar takes place on June 4 from 3-4 p.m. To register, visit http://www.cidi-icdi.ca.
Aboriginal Workplace Inclusion: Do you have what it takes?
Employee Resource Groups in Canada
Employee Resource Groups (ERGs) play an important role in supporting an organization’s efforts to be an inclusive workplace. During this webinar CCDI will share innovative approaches to empower, engage and improve the value of ERGs to your organization.
The webinar takes place on July 16 from 12 to p.m. and July 26 from 3 to 4 p.m. To register, visit http://www.cidi-icdi.ca.
Follow us on Twitter @PeelEquity
The Peel board is committed to engaging employees in its work on the Journey Ahead and workplace equity. Follow @PeelEquity to learn about new programs, participate in important dialogue and access the important updates.