HomeMy WebLinkAboutCAO-11-006 - City of Kitchener Commitment to Diversity and InclusionS~r~~'Re~p~rt
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REPORT TO: Planning and Strategic Initiatives Committee
DATE OF MEETING: June 20, 2011
SUBMITTED BY: Diversity Committee
PREPARED BY: Shelley Adams, Director, Strategic Planning & Innovation,
(519) 741-2476
Sue Weare, Strategic Planning Associate,
(519) 741-3400 x3261
WARD(S) INVOLVED: All
DATE OF REPORT: June 14, 2011
REPORT NO.: CAO-11-006
SUBJECT: City of Kitchener Commitment to Diversity and Inclusion
RECOMMENDATION:
That City Council endorse the City of Kitchener Commitment to Diversity and Inclusion,
as attached to report CAO-11-006.
BACKGROUND:
The City of Kitchener Commitment to Diversity and Inclusion is intended to formalize the City's
already existing commitment to the principles of diversity and inclusion. Although City staff are
already undertaking many activities in this area, barriers to full participation in the life of the
corporation and the community persist. The Commitment is a step toward addressing those
concerns. It provides a common vision for how the organization honours diversity and
incorporates the principles of access, equity and inclusion in the work we do with one another
and with citizens. Briefly, this vision is for an organization where diversity is honoured and
supported and inclusion is simply our way of doing business.
REPORT:
The City of Kitchener's focus on diversity began in October 2006, when Council received and
adopted "A Plan for a Healthy Kitchener, 2007-2027" (P4HK) as the community's vision for
twenty years into the future. P4HK provided a unified strategic approach to key areas essential
to the health and vitality of the City of Kitchener. It articulated priorities identified in consultation
with the community -quality of life, leadership and community engagement, diversity,
downtown, development, and the environment. It also provided high level recommendations for
action in each of these areas to be completed over the following term of Council.
In the spring of 2007, a seconded position with a one year term was created, in part, to support
the development of a strategic approach to how the city addresses issues related to diversity.
That seconded position focused on developing an internal access, equity and inclusion
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inventory to capture a snapshot of ongoing diversity-related activities; supporting diversity-
related community and corporate initiatives, including providing information and linkages to
existing resources; and building an understanding of the threads that would need to be woven
together to give shape to a strategic approach.
In 2008, through consultation with coworkers, staff developed the People Plan to support the
city's workforce in the work they do every day -with one another and with citizens. The Plan
described the values guiding the work of staff, and identified five strategic areas of focus:
learning, safety and wellbeing, inclusion, appreciation and fun, and community stewardship. The
People Plan describes the city's vision as a work environment that is truly inclusive, where
diversity is embraced, and multiple viewpoints are represented and respected.
In 2009, Council approved the City of Kitchener's Strategic Plan, which pulled together all the
above priority directions and implementation plans in order to devise a single comprehensive
strategy. The Strategic Plan confirmed diversity as a community priority, and several
recommendations for action were made with the intention of creating an inclusive and cohesive
community, as well as a workforce that responds to the diversity of our community. One of these
recommendations was to enable the corporation to define and realize the goals and objectives
of a broad community diversity strategy.
In 2009, the former Diversity in the Workplace Committee merged with the Community Diversity
Action Group to create the current Diversity Committee. The Diversity in the Workplace
Committee was initially formed to ensure that the City of Kitchener workforce represents the
diversity of the community at all levels of the organization. In contrast, the current Diversity
Committee advises Council and staff on internal policies and procedures, and supports all
corporate environments and activities in embracing the spirit of diversity, access and inclusion.
Throughout 2010, the Diversity Committee developed and refined a corporate commitment to
diversity and inclusion, building on the work completed in 2007-2008 by the project previously
mentioned. The purpose of the Commitment is to formalize the city's already existing dedication
to the principles of diversity, access and inclusion, and to provide a broad strategic approach to
ensuring these principles are considered throughout the corporation.
The Commitment defines what is meant by "diversity" and identifies that our individual
differences are sources of strength. Several critical reasons why the City should be concerned
with diversity and inclusion are presented:
1) Diversity is a central part of our identity as Canadians and a source of national pride, and
consequently the right to freedom of equal opportunity is enshrined in our laws;
2) Our community has consistently identified diversity as a priority area, such that many of
our strategic plans include recommendations related to diversity and inclusion;
3) Our demographics are shifting, becoming ever more diverse, and we need to be
responsive to that reality; and,
4) There are economic benefits to increasing our focus on diversity and inclusion,
specifically in the area of talent attraction and retention.
The Commitment also highlights some of the work already being done to increase access and
inclusion, explaining that in the past our approach has been one of demand and response.
Instead, what is needed to meet the diverse needs of citizens is a more proactive and
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intentional approach, one that takes into account the many elements of our organization and
weaves all these components together to provide a common vision.
To that end, the Commitment describes the values, vision and goals for the corporation with
regard to diversity and inclusion, and describes some general expectations for how specific
departments and committees will work together to achieve these goals.
Additionally, at the March 2, 2011 and May 5, 2011 meetings, the Diversity Committee
considered a draft Diversity Committee Work Plan (2011-2012), which described four strategic
directions and several related initiatives and actions to be carried out by staff. The purpose of
this work plan is to provide a framework for the Committee's work toward meeting the goals of
the Commitment to Diversity and Inclusion. The priority actions on the work plan are: (1)
assessing the organization, (2) training and awareness building, (3) reducing barriers in
operating divisions, and (4) partnership and consultation with the community. Each of these
addresses at least one of the goals of the Commitment to Diversity and Inclusion.
ALIGNMENT WITH CITY OF KITCHENER STRATEGIC PLAN:
The City of Kitchener Strategic Plan states: "Our shared vision is for Kitchener to be a
community where all residents have equitable access to and meaningful inclusion in the social,
economic and cultural fabric of civic life". Formalizing the City of Kitchener's commitment to
diversity and inclusion clearly supports this vision. However, the Commitment also meets
strategic priorities under Quality of Life, Downtown, and Leadership & Community Engagement.
FINANCIAL IMPLICATIONS:
All of the City's diversity-related work continues to be completed in-house.
COMMUNITY ENGAGEMENT:
Until recently, community engagement regarding diversity issues has been largely through
informing and consulting. Feedback regarding diversity and inclusion at the City was gathered
primarily through the Environics surveys and the Who Are You Kitchener? community
consultations. The Diversity Committee Work Plan (2011-2012) details that a focused
community consultation will be held early in 2012 to gather feedback on the Commitment and
the City's current approach to diversity and inclusion.
ACKNOWLEDGED BY: Carla Ladd, CAO
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