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The Journey Ahead : Equity and Inclusion at the Peel District School Board

The Journey Ahead : Equity and Inclusion at the Peel District School Board. Presentation to: Regional Diversity Roundtable July 10, 2014 Jewel Amoah, Manager, Workplace Equity. This is the new year to inspire success, confidence and hope in every student.

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The Journey Ahead : Equity and Inclusion at the Peel District School Board

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  1. The Journey Ahead : Equity and Inclusion at the Peel District School Board • Presentation to: Regional Diversity Roundtable • July 10, 2014 • Jewel Amoah, Manager, Workplace Equity

  2. This is the new year to inspire success, confidence and hope in every student

  3. See 2013 Annual Report: Peel in Numbers

  4. Report Card for Student Success • Strategy Map

  5. The Journey Ahead • Message from Tony Pontes, Director of Education

  6. Mapping the Journey • February 2012 – Peel board contracted with Turner Consulting to conduct a review of hiring and promotion practices with the following scope: • review hiring practices and policies for academic and business staff • review promotion process for Principals and Vice-Principals • assess the organizational environment and readiness for further workplace diversity initiatives • Prepare a report which describes the methodology and summarizes the findings of the review

  7. Mapping the Journey • January 2013 – launch of The Journey Ahead: Our Action Plan for Equitable Hiring and Promotion in Peel • 33 recommendations and 90 individual actions to ensure processes and policies exist to support: • equitable hiring • equitable promotion • enhancement of diversity and inclusion

  8. The Journey to Date: • January 2013 – April2014: • Develop tools, training and resources for those engaged in hiring (Finding 1-14) • Enhance communication strategies to facilitate a diverse candidate pool (Finding 15, 17) • Support the training and promotion of diverse leaders (Finding 16)

  9. The Journey to Date cont’d • January 2013 – April2014: • Clarify the promotion process (Finding 18-21) • Introduce scoring metrics into the promotion assessment process (Finding 22) • Raise awareness around embedding fairness and diversity in the promotion process(Finding 23-27)

  10. Guiding the Journey • Devote resources to support work of Manager, Workplace Equity (Finding 29) • Identification of senior diversity champion: Associate Director, Instructional Support Services (Finding 30)

  11. Anchoring the Journey • Support staff in understanding the need and rationale for diversity and inclusion (Finding 31) • Develop and communicate a framework for equity and diversity to facilitate linking equity, diversity and inclusion initiatives to student success (Finding 32) • Provide training on diversity and inclusion to administrators, senior leaders and Trustees (Finding 33)

  12. On the Horizon • With the structures in place to support equitable hiring and promotion, the focus now turns to establishing a baseline point of reference from which to build and measure future success • Taking Stock: Workforce Census

  13. Next stop along the Journey • Finding 28 • The Peel District School Board should collect and analyze data in order to assess how well the designated groups are represented within its workforce and more thoroughly assess barriers to employment and advancement within the organization

  14. What is a WorkforceCensus? • A snapshot of who we are as an organization • A tool to facilitate the recognition and understanding of the depth and variety of skill, talent and capabilities that comprise the Peel school board, with which we can better determine and enhance our capacity to serve our diverse student communities

  15. Keeping up… • Other school boards have included a workforce census on their journey towards diversity, inclusion and student success: • TDSB employees: 2006 (61% response rate); • TDSB students 2006 (grade 7-12 students 83-92% response rate); 2008 (parents of K-grade 6 students, 68% response rate) • Hamilton Wentworth: 2007 (76% response rate) • Ottawa Carleton: 2010 (52% response rate)

  16. Workplace Equity, Diversity and Inclusion • Historically, diversity initiatives in the workplace were based on a moral imperative to have the workplace reflect the external labour force • Currently, the focus is on inclusion (which includes equity, diversity and an inclusive working environment for all employees)

  17. Benefits of Inclusion for the Peel District School Board • Increased student achievement and well-being • Strengthened confidence in public education • Strengthened staff relations and confidence in the Peel board as their employer of choice • Improved corporate image of the Peel board as a bias-free employer of choice • Improved job satisfaction and productivity • Increased creativity and innovation

  18. The People of Peel • The Region of Peel data centre has compiled detailed information on breadth and scope of the diversity with the Region. • Ethnic Divesity & Religion • Immigration & Citizenship

  19. Definitions • Diversity • Equity • Inclusion • Diversity and Inclusion Lens • Culture • Visible Minority/Racialized person or group

  20. Diversity • Diversity refers to a broad range of attitudes including but not limited to social, economic, racial, cultural, disability, geographic and religious factors.

  21. Equity • Equity involves recognizing that people • are different and need different support • and resources to ensure their rights are • realized. To ensure fairness, measures • must often be taken to compensate • for specific discrimination and • disadvantages. • Equity is the principle of fairness

  22. Inclusion • Inclusion is not just about improving access to services, but also supporting people to engage in wider processes to ensure that their rights and needs are recognized. • Inclusion is ensuring that all are able to participate fully • Inclusion is about creating an environment where people have both the feeling and reality of belonging and are able to work to their full potential

  23. Diversity and Inclusion Lens • A tool that identifies visible and invisible, systemic and attitudinal barriers

  24. Culture • Culture is used most commonly to mean a set of shared attitudes, values, goals and practices that characterize an institution, organization or group.

  25. Visible Minorities/Racialized Person or Group • The federal Employment Equity Act defines visible minorities are persons who are non-Caucasian in race or non-white in colour. Increasingly, organizations are using the term racialized person or group instead of the term visible minorities

  26. Resources • The Journey Ahead research report and action plan: http://www.peelschools.org/aboutus/equity/Pages/default.aspx • Canadian Employment Equity Act • Ontario Human Rights Code • Region of Peel Diversity and Inclusion Strategy: http://www.peelregion.ca/corpserv/diversity10/SIP.pdf

  27. Questions? Comments? Thank you!

  28. Contact • Jewel Amoah, Manager, Workplace Equity, Peel District School Board

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