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Staff Report
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Report To: Joint Committees
Date of Meeting: June 19, 2023
Submitted By:
File Number:
Report Subject:
Mary -Anne Dempster, CAO
Report Number: CAO-014-23
By-law Number:
Resolution#: JC-076-23
Diversity in Clarington - 2023 Update on Diversity Initiatives and
Clarinaton's Diversitv Advisory Committee
Recommendation:
1. That Report CAO-014-23 be received for information.
Municipality of Clarington
Report CAO-014-23
Report Overview
Page 2
Diversity and Inclusion efforts are coordinated through Clarington's Diversity Advisory
Committee (CDAC), its Anti -Black Racism Task Force, Clarington's Diversity and Inclusion
Staff Team, and Clarington's Truth and Reconciliation Staff Committee, for both the
community and the corporation.
Each group developed work plans that outlined their goals and strategies for their success
over the past year. Many of their accomplishments are included in this report.
1. Background
1.1 The Diversity and Inclusion portfolio moved to the Office of the CAO as part of the
Corporate Performance and Innovation Division in 2022. The position evolved into the
Inclusion, Diversity, Equity and Anti -Racism (IDEA) Officer and acts as a resource for all
municipal service areas. This change demonstrates the corporate commitment to
support initiatives that increase diversity and inclusion across the workplace and
community.
1.2 The work within this portfolio is led by the IDEA officer and is further supported by
internal staff and advisory committees to ensure a diversity of voices are contributing to
the work and to ensure a greater impact in the workplace and community. The
committees are outlined below.
1.3 The Clarington Diversity Advisory Committee (CDAC) is a resident committee that acts
as an advisory body for Council. Its mandate is to provide advice, comments, and
recommendations on issues affecting diversity in our community, foster awareness,
reduce barriers, promote inclusion, and engage our residents.
1.4 The Clarington Anti -Black Racism Task Force (CABRTF) is a sub -committee of the
CDAC and was formed in August 2020 from commitment to break down walls and
eliminate racism in the community. CABRTF's focus is on developing strategies to
address anti -Black racism and other forms of discrimination in our community. This is
accomplished through education and awareness by recommending policies, initiatives,
and guidance on matters related to racism. Members are appointed by the CDAC, and
leadership is shared by a member of the CDAC who acts a Co -Chair. This helps to
ensure continuity of the work to the overall CDAC.
1.5 Internally, Clarington's Diversity and Inclusion Staff Team (DIST) focuses on providing
learning opportunities to staff, reviews internal policies to identify gaps or areas that
need to be reviewed and strengthened. DIST extends the reach of diversity and
inclusion by engaging staff at all levels across our corporation through employee -driven
initiatives.
Municipality of Clarington Page 3
Report CAO-014-23
1.6 In 2021, a Truth and Reconciliation Staff Committee (TRSC) was formed with cross -
departmental representation to examine the Truth and Reconciliation Commission of
Canada's 94 Calls to Action and identify recommendations that the Municipality could
take to move forward with reconciliation. The TRSC supports the education and
awareness of staff and the community about reconciliation, special recognition days,
and engagement with Indigenous communities.
2. Initiatives to Support Diversity and Inclusion
Inclusive Communities
2.1 Clarington joined the Coalition of Inclusive Municipalities in June 2022, a network of
close to 100 member municipalities in Canada. This supports the Municipality's
commitment to address racism and discrimination through service delivery,
employment, and culture. An action item after joining the coalition, is the development of
an anti -racism and discrimination strategy that will be brought to Council later this year
for endorsement. Public engagement is to begin to assist in building this strategy and is
scheduled to take place until June 30, 2023.
2.2 In partnership with Autism Home Base Durham through their Lived Experience Autism
Program, close to 100 Clarington firefighters participated on Autism Awareness training
sessions which were developed in collaboration with autistic individuals and family
caregivers. Once the training was complete, sensory kits were launched on the fire
trucks to support their interactions in the community.
2.3 Clarington Public Library, Museums, and Archives (CPLMA) continues to be a strong
partner in many ways for diversity, equity, and inclusion through community events, staff
training opportunities and project and strategy development. Some examples of this
cross -collaboration include:
• Staff training initiatives
• Representation on the Anti -Black Racism Task Force, Diversity and Inclusion
Staff Team, and the Truth and Reconciliation Staff Committee
• Community events: Clarington Celebrates Black History Month
• Upcoming partnership includes National Indigenous Peoples Day, and the Anti -
Racism and Discrimination Strategy
2.4 Over the past year, collaboration in diversity, equity, and inclusion (DEI) with the Region
of Durhams' Diversity, Equity, and Inclusion Unit. In addition to coordinating regular
networking of colleagues from across the Region in DEI, the following are examples of
this increased partnership:
• Consultation for the installation of Orange Crosswalks across the Region
Municipality of Clarington
Report CAO-014-23
Page 4
Together We Rise Durham: Excellence Through the Arts; an in -person event held
in Oshawa attended by close to 200 people to celebrate Black History Month
International Women's Day celebration — in-person/hybrid event in Pickering with
the theme Radical Restructuring: Empowering Women for Tomorrow that
involved guest speakers, panel discussion, and displays from local service
providers. Over 200 community members attended this event
Upcoming collaboration includes: Emancipation Day recognition event and
recognition of the National Day for Truth and Reconciliation
2.5 This past year, staff have connected with the Carion Fenn Foundation — Durham Black
Network to offer, in partnership with the CPLMA, two Black Experience Town Hall
events for the community:
• October 2022: an in -person event was held at the Newcastle Community Hall to
discuss experiences of anti -Black racism in the Policing and Justice system.
• February 2023, another opportunity was offered to discuss systemic racism in
healthcare. Approximately 50 community members gathered to participate in
these discussions.
2.6 In April 2022, Clarington was welcomed as a Durham Region Aboriginal Advisory Circle
member. This circle provides a forum for service providers, professionals, communities,
and organizations, both Indigenous and non -Indigenous, to consult, collaborate and
promote the collective health and well-being of Indigenous Peoples in the Durham
Region.
Inclusive Workplace
2.7 To build upon existing training programs for full and part-time staff, an Inclusion,
Diversity, Equity, Anti -Racism, and Accessibility (IDEAA) Training plan was approved by
Senior Leadership. This training plan includes topics such as gender diversity, anti -
racism, Indigenous cultural awareness, and accessibility. A similar training policy was
approved for Council and will launch this year to support Members of Council in
recognizing, understanding, and addressing racism and discrimination.
2.8 Throughout the past year, the following IDEAA training opportunities were offered to
staff:
Topic
Number of Participants
Indigenous Cultural Awareness
72
Municipality of Clarington Page 5
Report CAO-014-23
Topic
Number of Participants
Gender Diversity Basics
51
Gender Diversity for Managers
51
Advanced Gender Diversity for
Executives
48
2.9 The Municipality of Clarington continued its relationship as an Employer Partner with the
Canadian Centre for Diversity and Inclusion (CCDI). This membership demonstrates our
commitment to promoting diversity and inclusion and has provided staff and Council
with access to a variety of resources and opportunities to support their learning through
resources, webinars, and events:
Resource
2022
2021
2020 (April to
December)
Knowledge Repository
Users
22
17
16
Number of Downloads
44
54
37
Number of Clicks
206
335
308
Webinars
56
64
110
Conference
Registrations
6
6
1
Community of
Practice Registrations
6
Not available
3
Municipality of Clarington
Report CAO-014-23
Page 6
2.10 Staff participated as a member of the Confronting Racism in Durham Region Working
Group, coordinated through the Durham Region Unemployed Help Centre and the Ajax
/ Pickering Welcome Centre. The working group held a Confronting Outreach —
Confronting Anti -Racism Career Fair — Advancing Innovation, Diversity, and Equity in
Employment. Clarington hosted a booth at the Fair and interacted with job seekers from
many diverse backgrounds. Through this partnership, the following resources were
created:
• Job Seeker Handbook for Racialized Job Seekers
• Employer Handbook — Creating Inclusive Workplaces: Tips and Templates for
Employers
2.11 Prompted through conversation with staff, a private multi -faith prayer room and spiritual
space was created at the Municipal Administrative Centre for staff. The space is
available for prayer and reflection and is a safe and inclusive space centred on respect.
Staff are now exploring opportunities to offer spaces for this purpose at satellite
locations.
2.12 Clarington Human Resources staff connected with the Welcome Centre Immigrant
Services and the Durham Region Unemployed Help Centre to share job postings and
direct qualified applicants to apply for our postings. As a municipality, staff also
presented at virtual workshops held by the organization to interact with and encourage
immigrant talent to consider applying to work with the Municipality of Clarington.
2.13 Recommended through Clarington's participation in the Leading Equitable and
Accessible Delivery (LEAD) initiative, Clarington undertook a workforce demographic
survey in early 2023. A third -party company administered the confidential survey to
close to 700 employees. Highlights of the survey include:
• 82% of the respondents feel training, and learning opportunities are offered to
support their understanding of topics of diversity and inclusion
• 88% say their colleagues make them feel included at work and that people in
their team work effectively with each other regardless of differences (i.e. age,
gender, race, ethnic origin, nationality, religion, sexual orientation, disability, etc)
• 61 % feel our workforce reflects the diversity of the community
• Of the respondents, the majority identified as White (82%), of no religious
affiliation (50%) or Christian (31 %), not a part of the 2SLGBTQIA+ community
(91 %), and do not have a disability (75%)
2.14 This survey information will inform a future diversity recruitment strategy that will
address barriers and ensure we reach candidates from diverse communities to apply for
Municipality of Clarington
Report CAO-014-23
Page 7
jobs with the Municipality. It will also help in planning programs, support, and resources
for our employees.
Truth and Reconciliation
2.15 Staff continue to examine the Truth and Reconciliation Commission's Calls to Action
and identify recommendations the Municipality could take to respond to the Truth and
Reconciliation Commission's Calls to Action and the Missing and Murdered Indigenous
Women and Girls and Two -Spirit People (MMIWG2S) Calls for Justice. Some notable
actions include:
To support diversity initiatives and to remove systemic barriers, fees were waived for
commissioning services on Ontario's change of name forms. This supports Call to
Action #17, which asks all levels of government to enable residential school
survivors and their families to reclaim names changed by the residential school
system.
To raise awareness and advocate for measures to prevent the Missing and
Murdered Indigenous Women and Girls and Two -Spirit Peoples crisis from growing,
Council passed a motion to support a Red Dress Alert. This supports Calls for
Justice 1.5, 1.9, 5.8 and 9.5 of the MMIWG Final Report.
• To support Call to Action #82, which asks for publicly accessible, highly visible
monuments to honour Residential School Survivors and all the children who were
lost to their families and communities, Clarington collaborated with the Region of
Durham and area municipalities to consult with Indigenous communities about the
installation of an Orange Crosswalk. In October 2022, an Orange Crosswalk was
installed at the intersection of Temperance Street and Church Street, adjacent to the
Municipal Administrative Centre and the Bowmanville Branch of the Clarington
Public Library, Museums and Archives in Bowmanville.
Inspired by the 94 Calls to Action contained in the National Centre for Truth and
Reconciliation Report, land acknowledgments are identified as a necessary first step
towards honouring the original occupants of the land. In 2019, Clarington Council
adopted a Land Acknowledgment Statement, which is shared at regular and special
meetings of Council and civic celebrations and other events. This past year, Council
approved a change to include the Land Acknowledgment Statement as part of the
Terms of Reference for Committees and Boards of Council as well as a broader
application by providing guidelines to support the sharing of the Land
Acknowledgement in a variety of settings.
Municipality of Clarington Page 8
Report CAO-014-23
3. Financial Considerations
Not Applicable.
4. Concurrence
Not Applicable.
5. Conclusion
It is respectfully recommended that the report on the update of the diversity and
inclusion activities in Clarington be received for information. While there has been
significant work completed in 2022, much work remains to be done, to achieve the goal
of an inclusive community. Staff, with the support of Clarington's Diversity Advisory
Committee, Anti -Black Racism Task Force, Truth and Reconciliation Staff Committee
and the Diversity and Inclusion Staff Team are confident we will see many
accomplishments over the next few years.
Staff Contact: Erica Mittag, IDEA Officer, emittag(cDclarington.net or Lee -Ann Reck, Manager
Corporate Performance and Innovation, Ireck _clarington.net, Office of the CAO.
Attachments:
Not Applicable
Interested Parties:
The following interested parties will be notified of Council's decision:
Clarington Diversity Advisory Committee
Clarington Anti -Black Racism Task Force