Workplace Inclusion Red Deer logo

Workplace Inclusion Charter

Working with you in creating inclusive workplaces for everyone to thrive! Learn how different perspectives can have a positive impact on workplace culture and a stronger, more profitable future for any business, large or small.

Download 2024 Workplace Inclusion Charter Download Workplace Inclusion Charter Commitments

Introduction

Over the years, businesses recognize the importance of diversity and inclusion in the workplace. You may ask why is this important? Because many companies understand that hiring the most qualified people to fulfill certain positions can reside, not only with knowledge and experience of potential hires, but from different backgrounds, cultures, and lifestyles of those looking for employment.

These different perspectives can have a positive impact on workplace culture and a stronger, more profitable future for any business, large or small.

Over the last 4 years, the Red Deer Local Immigration Partnership (RDLIP) has been engaging local businesses, community partners and stakeholders to have a better sense of the need within the workplace.

In December 2019, RDLIP conducted a needs assessment with six underrepresented groups in the workplace: newcomers (immigrants, refugees, temporary foreign workers); seniors; Indigenous people; 2SLGBTQ+ people; persons with disabilities, and individuals who have mental health concerns. This needs assessment informed the process to develop the Workplace Inclusion Charter, which includes 18 commitments for employers to work towards to increase diversity, inclusion and wellbeing of all employees in the workplace.

The Workplace Inclusion Charter was developed in collaboration with various community organizations, local businesses and RDLIP’s Workplace Inclusion Action Group. The feedback gathered over the years has been considered and have helped in crafting the charter commitments.

Group of participants working together at the Workplace Inclusion Charter Red Deer session

The commitments outlined are straightforward, effective and flexible for businesses of all sizes. The implementation period of the commitments for signatories is 18 months. A quarterly check-in will be conducted with all the signatories to provide support and track progress.

We are looking forward to working with you in creating inclusive workplaces for everyone to thrive!

Steps

  • Identify

    Where is your business on an inclusion scale? Is it a part of your hiring and retention strategy? Do you know the benefits of adopting an inclusion strategy in your workplace?

  • Commit

    Evolve your workplace into an inclusive environment and becoming an employer of choice.

  • Charter

    Copies of the Charter and Community Resource Package are sent to all staff and new employees as they are hired. Let everyone know about your commitment and deepen your employee loyalty.

  • Policies

    Do your existing policies and procedures have inclusive language? Update to match the Charter?

  • Communication

    Distribute your inclusion information to your staff. Have posters and brochures available to help educate and adopt your policies.

  • Let’s do this!

    Start getting excited about how inclusion will improve retention and make you an employer of choice.

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Timelines

Months 1-6

Month 1: Sign on and implement pre-survey

Month 3: First check in

Month 6: Second check in

Months 7-12

Month 9: Third check in

Month 12: Fourth check in

Months 13-18

Month 15: Fifth check in

Month 18: Last check in, post survey and celebration!

The Charter Commitments

Workplace Culture

  1. Management will assess the organization’s diversity, equity and inclusion climate; the initial assessment to be done within the first 3-6 months, then annually thereafter through check-in meetings, suggestion boxes, surveys, discussions, exit interviews etc. This is to ascertain if they are meeting the agreed diversity and inclusion practices, company policies and procedures, and to solicit feedback for continuous improvement.
  2. All employees will enroll in training related to diversity, equity and inclusion, first to those holding supervisory positions and then, as possible, to all other employees (see Training Opportunities, pages 14-16).
  3. Incorporate and encourage pronoun sharing and land acknowledgment under email signatures, during meetings, in company communications and self- introductions.
  4. Incorporate and encourage land acknowledgment under email signatures, during meetings, in company communications and self-introductions.
  5. Have a dedicated peer mentorship for all new employees, for a period of one to three months, that will include organizational cultural awareness and mutual feedback.
  6.  Encourage employees to participate in community events that celebrate and promote diversity and inclusion (see Volunteer Opportunities, pages 12-13).
  7. Implement a method of publicly recognizing and appreciating employees whose leading behavior is exemplary in demonstrating workplace inclusion.
  8. The Charter and a corresponding copy of the Community Resources package will be provided to all employees, and copies will always remain accessible.
Women talking to the group at the Workplace Inclusion Charter session

Policies, Rights, Safety, & Regulations

  1. Provide employment standards brochures in plain language and distribute to all employees. At least one health and safety signage, and one employment standard poster to be displayed year-round in common employee areas.
  2. Adopt equitable hiring practices and ensure that there is a consistent on boarding process that includes a review of organizational inclusion charter (see Equitable Hiring Practices, page 10).
  3. Ensure that all organizational policies and procedures are translated into languages spoken by employees, or in plain language, and made readily available to all employees.
  4. Have a no tolerance policy, in plain language, regarding discriminatory jokes, slurs, bullying, harassment. This policy will be posted in shared areas.
  5. Evaluate the safety and accessibility of your shared spaces as it relates to not only physical but also the psychological needs of staff.

Workplace Accommodations

  1. Develop employment guidelines that consider religious, ceremonial, and cultural practices when it comes to time off requests and inform all employees in plain language.
  2. Whenever possible, accommodate and celebrate distinct cultural and religious practices.
  3. Provide mental health benefits and inform employees about accessible mental health services.
  4. Ensure all sick leave policies include and accommodate mental health days for all employees.
  5. Review policies to ensure everyone has the capacity to successfully complete their work, such as flexibility around scheduling, working remotely, ergonomic workstations, work with aids, etc.
Man and woman conversing at the Workplace Inclusion Charter session in Red Deer

Recognition

Participating employers will receive public recognition for their commitment and success.

There are four distinct recognition levels established:

Colourful pillar to show the 4 levels of recognition within the Workplace Inclusion Charter.

Supporting Practices

Check list to assess your equitable approaches and practices in different stages of recruitment.

Our selection teams are committed to employment equity and diversity.

We provide the selection team with adequate trainings regarding equitable practices (e.g. unconscious bias and anti-racism trainings).

We have a relatively diverse selection team.

Land Acknowledgements

Small acts of reconciliation that recognize the traditional territory of the Indigenous peoples who called the land home before the arrival of settlers.

Whose Land

https://whose.land/en/
Whose Land assists users in identifying Indigenous Nations, territories, and Indigenous communities across Canada. Learn about the territory your home or business is situated on. find information for a land acknowledgement, and learn about the treaties and agreements signed across Canada.

Writing Land Acknowledgements

https://hub.albertamentors.ca/knowledge-hub/writing-land-acknowledgements/
Includes several link and resources including a downloadable document from Engineers Canada that includes information for conducting land acknowledgements at the beginning of meetings, public events, and conferences including the value of conducting land acknowledgements, tips, templates, and protocols.

Volunteer Opportunities

The following organizations offer volunteer opportunities supporting diversity and inclusion.

  • Central Alberta Immigrant Women’s Association (CAIWA)

    CAIWA has a variety of volunteer opportunities for community members.

    https://caiwa.ca

  • Catholic Social Services

    Catholic Social Services counts on volunteers to make a difference in the lives of people we are blessed to serve.

    https://cssalberta.ca/Volunteer

  • Red Deer Foodbank

    Red Deer Food Bank welcomes groups as a team-building activity, from corporate opportunities to youth sports teams.

    https://www.reddeerfoodbank.com/

  • Red Deer Native Friendship Society

    The Red Deer Native Friendship Society is an Indigenous non-profit charitable organization that has been meeting the needs of indigenous people making a transition to the city of Red Deer since 1984.

    https://www.rdnfs.net/

  • Ubuntu Mobilizing Central Alberta

    Ubuntu has volunteer opportunities for community members at all levels.

    https://ubuntualberta.org/

  • Urban Aboriginal Voices

    The urban indigenous peoples of Red Deer and Central Alberta are working to take action to create change within our community.

    https://aboriginalvoices.ca/

General Volunteer Opportunities

Training Opportunities

The following are diversity and inclusion training opportunities.

  • Alberta Human Rights Commission

    Offers webinars on the following:

    • Duty to Accommodate in Workplaces
    • Understanding and Preventing Harassment in the Workplace
    • Discrimination and the Law
    • Gender Discrimination

    https://albertahumanrights.ab.ca/

  • Canadian Centre for Diversity and Inclusion

    Offers workshops in the areas of:

    • Racism
    • Intersectionality
    • Ageism
    • Land Acknowledgements
    • Gender

    https://ccdi.ca/

  • Canadian Equality Consulting

    Consulting firm offering training on the following:

    • Board Diversity
    • Unconscious Bias
    • Power, Privilege, Intersectionality and Allyship
    • Recruiting and Hiring for Diversity

    https://canadianequality.ca/

  • Care for Newcomers

    Employer Engagement program offers the following workplace trainings:

    • Workplace Intercultural Competence: This workshop focuses on cultural competence, specifically in the workplace and aim to enhance employees’ competency to work and succeed in any diverse work settings.
    • Creation of a Diverse and Inclusive Workplace: This workshop provides invaluable tips and strategies to attract, recruit and retain a diverse workforce. HR managers, supervisors and business 14 owners can greatly benefit from the Centre for Race and Culture content of this workshop. Both are no cost 1 ½ hours sessions.
    • Career Mentorship program that matches Mentors working as professionals in their industry in Canada with Mentees who are professionals striving to find employment in their fields.

    Care for Newcomers offers different levels of Intercultural Training through the Community Engagement, Public Awareness Program, at no cost:

    1. Examines many aspects of culture – individualistic and collective, from different cultural perspectives. Encourages participants to not make assumptions, pre- judge or discriminate. Considers unconscious bias and stereotypes.
    2. Cross Cultural Communication verbal and non – verbal offers tools to communicate more effectively. Discussion and experiential scenarios are used.
    3. Organizational Change examines changes that could be made for an organization to be more diverse and inclusive, especially regarding policies and procedures.
    4.  A.R.T. Anti – Racism Response Training teaches participants how to be an active witness or bystander and encourages allyship.

    All of these programs target workplaces, for Managers, Boards, Supervisors, Front – Line Staff, and Volunteers.

    https://www.carefornewcomers.ca/

  • Centre for Newcomers - Calgary

    Offers workshops on some diversity and inclusion topics (varies from time to time) such as:

    • Discovering our Differences- Allyship and Bystandership
    • Multicultural Peer Mentorship
    • Gender Identity and Expression, Sexual and Romantic Orientation
    • Cultural Competency

    website: https://www.centrefornewcomers.ca/events

  • Centre for Race and Culture

    Offers trainings on the following:

    • Anti-racism workshop series (2 days)
    • Unconscious Bias (3 hours)

    website: https://cfrac.com/

  • Land Acknowledgement Training

    websites:

    • https://www.ualberta.ca/centre-for-teaching-and-learning/teaching-support/indigenization/land-acknowledgements.html
    • https://www.trentu.ca/teaching/how-do-land-acknowledgment

  • Lifelong Learning Council of Red Deer

    LLC can bring diversity and inclusion trainings into Red Deer through the Community Adult Learning Program (CALP). Some current offerings are:

    • Plain Language
    • Introduction to Intercultural Communications
    • Promoting Indigenous Awareness
    • English in the Workplace

    https://www.learningreddeer.com/

  • Norquest College

    Reading list on Anti Racism work Alberta Routes: https://albertaroutes.norquest.ca/resources

    • Training and programs for Learners, facilitators, and tutors for English Language Learners
    • All English Language Learners providers, Lifelong Learning Council of Red Deer, and the Red Deer Library can host these types of training for any employers that are interested in the Participatory Research at McGill (PRAM) training.

    https://www.norquest.ca/

  • Red Deer Native Friendship Society

    Red Deer Native Friendship Society offers the following trainings through the Nanatawihowin Team:

    • Cultural Trainings
    • Connecting to community elders
    • Guidance and connection to ceremony
    • Quarterly Sweat Lodges
    • Wellbreity
    • Reconciliation Conversations
    • KAIROS Blanket Exercise
    • Anti-Discrimination Response Training (ART)
    • Cree Lessons
    • Awakening the Gift of Two Spirits Program

    The RDNFS works with organizations to tailor the trainings according to their needs. The fees also vary depending on the involvement of elders in the trainings.

    https://www.rdnfs.net/

  • Ubuntu Mobilizing Central Alberta

    Ubuntu offers the following workplace trainings:

    • Unconscious Bias
    • Ethos, Cultural Diversity

    https://ubuntualberta.org/

  • Urban Aboriginal Voices Society

    UAVS offers the following trainings:

    • Blanket Exercise
    • Emotional Intelligence and Diversity
    • Intercultural Competency Assessments

    https://www.facebook.com/RDUAVS/

Safety & Accessibility Resources

All Employment Standards and Safety Act Regulations always take precedent.

Zero tolerance for harassment, threats, and/or bullying. Any violence against staff or customers will be immediately reported to police.

Inclusive Audit

Questions to Consider

Inclusive Audit Questions from WIC 2024
Download Inclusive Audit

Inclusive Audit

Template

Inclusive Audit Template from the WIC 2024
Download Inclusive Audit Template

Thank you to our funders and supporters and all other contributors.

RDLIP logo
Care for Newcomers logo
Lifelong Learning Council of Red Deer logo
Red Deer District Chamber logo
Central Alberta Economic Partnership logo
Alberta Government logo
Red Deer Polytechnic logo

Land Acknowledgement

In the spirit of reconciliation, the Red Deer Local Immigration Partnership recognizes that our service area resides on Turtle Island, encompassing lands under Treaty 6 and 7, and Alberta Zone 3 for the Métis People. These lands have long been traditional meeting grounds, gathering places, and pathways for Cree Nations such as Saulteaux (So-toe), Métis, Dene (De-nay), and Nakota Sioux (Sue), as well as Blackfoot Nations including Siksika (Sick-sick-ah), Piikani (Pee-can-ee), and Kainai (Kigh-a-nigh), Tsuut’ina (Soot-sina), and Stoney Nakoda First Nations.

The Red Deer Local Immigration Partnership is privileged to live, work, and serve within these communities, and we are committed to responsibly stewarding this land. As we embark on our journey of reconciliation, we invite you to join us in fostering inclusive communities that embrace people from all walks of life.

Contact

Address: #202, 5000 Gaetz Avenue
Red Deer, Alberta, T4N 6C2

Email: info@rdlip.ca