HomeMy WebLinkAboutLGS-014-24Staff Report
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Coordinator at 905-623-3379 ext. 2131.
Report To: General Government Committee
Date of Meeting: April 8, 2024 Report Number: LGS-014-24
Submitted By:Rob Maciver, Deputy CAO/Solicitor, Legislative Services
Reviewed By:Mary-Anne Dempster, CAO Resolution#: GG-060-24
Authored by:Pinder DaSilva, IDEA Officer
File Number:By-law Number:
Report Subject: Clarington’s 2024-2027 IDEA Strategy
Recommendations:
1.That Report LGS-014-24, and any related delegations or communication items, be
received;
2.That the 2024-2027 Inclusion, Diversity, Equity and Anti-Racism (IDEA) Strategy
attached to Report LGS-014-24, as Attachment 1, be approved; and
3.That all interested parties listed in Report LGS-014-24, and any delegations be
advised of Council’s decision.
Municipality of Clarington Page 2
Report LGS-014-24
Report Overview
This report provides an overview of Clarington’s 2024-2027 Inclusion, Diversity, Equity and
Anti-Racism (IDEA) Strategy for Council’s approval.
The report includes an outline of the work plans for the committees that support the overall
IDEA Strategy.
1. Background
1.1 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.
1.2 The Municipality of Clarington’s 2024-2027 Inclusion, Diversity, Equity and Anti-Racism
(IDEA) Strategy reflects Clarington’s vision to create a connected, dynamic, and
welcoming community, focused on the future while respecting the past.
1.3 The plan recognizes and celebrates the work that has already been undertaken by all
the internal and external diversity and inclusion committees for the past six years and is
a continuation of this foundational work.
2. IDEA Strategy
2.1 The IDEA Strategy, (Attachment 1), re-affirms the Municipality of Clarington’s
commitment to diversity, equity, and inclusion. The document outlines the importance of
having an IDEA Strategy that includes actionable and measurable initiatives that
support Clarington’s 2024-2027 Strategic Plan.
2.2 The IDEA Strategy includes Guiding Principles and Pillars that support the Municipality’s
inclusion journey through staff training, and community initiatives and engagement.
3. Financial Considerations
Not Applicable.
Municipality of Clarington Page 3
Report LGS-014-24
4. Strategic Plan
L.1.4: Take steps to ensure our staff team is diverse and inclusive, representative of the
community it serves.
C.1.3: Strengthen existing and build new partnerships with upper levels of government,
academia, businesses, community groups and other sectors.
C.3.1: Recognize and celebrate the growing diversity of the community.
C.3.2: Reduce barriers to municipal programs, services and infrastructure.
C.3.3: Develop and implement the Indigenous Engagement and Relationship Building
Strategy.
C.3.4: Continue to commit to responding to the Truth and Reconciliation Commission
Calls to Action.
5. Concurrence
Not Applicable.
6. Conclusion
It is respectfully recommended that the Municipality of Clarington’s 2024-2026 Inclusion,
Diversity, Equity and Anti-Racism (IDEA) Strategy be approved by Council.
Staff Contact: Pinder DaSilva, IDEA Officer, 905-623-3379 ext. 2563 or
pdasilva@clarington.net.
Attachments:
Attachment 1 – Clarington’s 2024-2027 Inclusion, Diversity, Equity and Anti-Racism (IDEA)
Strategy
Interested Parties:
The following interested parties will be notified of Council's decision:
Clarington’s Diversity Advisory Committee
Clarington’s Anti-Black Racism Task Force
Attachment 1 to Report LGS-014-24
The Corporation of the Municipality of Clarington
40 Temperance Street, Bowmanville, ON L1C 3A6
1-800-563-1195 | Local: 905-623-3379 | info@clarington.net | www.clarington.net
Clarington’s
2024-2027
Inclusion, Diversity, Equity and Anti-Racism
Strategy
Clarington’s 2024-2027 IDEA Strategy
Table of Contents
Diversity Commitment ....................................................... 3
Why is it important to have an IDEA Strategy? .................. 4
Guiding Principles .............................................................. 4
IDEA Pillars ........................................................................ 5
Diversity ............................................................................................................................ 5
Equity ................................................................................................................................ 5
Anti-Racism........................................................................................................................ 5
Workplans supporting the IDEA Strategy........................... 6
1. Internal Priorities ....................................................................................................... 6
2. External Priorities ..................................................................................................... 10
3. Feedback: ................................................................................................................. 15
Page 3
Clarington’s 2024-2027 IDEA Strategy
Clarington’s 2024-2027 IDEA Strategy
The Municipality of Clarington’s 2024-2027 Inclusion, Diversity, Equity and Anti-Racism
(IDEA) Strategy reflects Clarington’s vision to create a connected, dynamic and welcoming
community, focused on the future while respecting the past.
The Strategy recognizes, and celebrates, the work that has already been undertaken by all
the internal and external diversity and inclusion committees for the past six years and is a
continuation of this foundational work.
Accessibility and the Municipality’s commitment to meeting the requirements of the
Accessibility for Ontarians with Disabilities Act (AODA) and the Ontario Human Rights Code
are essential components of the IDEA strategy. As per the AODA requirements, a separate
Multi-Year Accessibility Plan 2024-2028 has been created and made public on Clarington’s
website.
The plan includes guiding principles which inform the IDEA pillars. Additionally, there are
internal and external focused work plans, based on identified IDEA priorities, that support
the execution of the overall Strategy.
Diversity Commitment
The Municipality of Clarington recognizes that ethno-cultural, race, gender identity, sexual
orientation, ability, religious affiliation, age, and other aspects of identity collectively impact
and form our life experiences and how we interact within our communities. We value the
diversity of the people and communities we serve.
The need to belong is universal and fundamental. We recognize that there is work to be
done to close the belonging gap. Clarington is committed to closing the gap and creating an
inclusive, equitable and safe community.
Clarington’s 2024-2027 Strategic Plan reflects this commitment under the “Connect” pillar,
which prioritizes actions that create a safe, diverse, inclusive, and vibrant community. The
goals and actions of this pillar will guide the IDEA strategy for the municipality, working with
different departments to build a diverse and inclusive workforce that has the skills,
education, and training needed to develop and implement inclusive, accessible, and
equitable programs and services for our residents. Each of the workplan activities support a
priority from Clarington’s Strategic Plan.
Page 4
Clarington’s 2024-2027 IDEA Strategy
Why is it important to have an IDEA Strategy?
Simply acknowledging that diversity is important is not enough. As an employer , and as a
municipality who is responsible for the health and wellbeing of its’ staff and residents, we
must intentionally and continuously identify and breakdown systems that prevent equitable
access to employment, programs, and services.
To stay competitive and relevant, we need to prioritize our commitment to equity, diversity,
and inclusion so that we can attract and retain a resilient, talented, and diverse workforce. A
workforce that is reflective of the community we serve and actively contributes to our efforts
to create a more equitable society.
Guiding Principles
Guiding Principles are intended to increase our ability to meet our municipal mandate to
serve all residents through our Municipality’s Strategic Plan, and our vision and values.
Bias - As employees, leaders, and council members, it is our duty to check our biases and
acknowledge that individual and institutional bias have excluded marginalized members of
our organization and community, regardless of the intention of those excluding.
Sense of community – we must recognize diversity, inclusion, and equity are critical to
uniting our community so that we can embrace and take pride in all the elements that make
up a healthy community.
Continuous Learning - we must provide training and educational opportunities to support
organization-wide thinking that challenges systemic inequities and promotes healthy
conversations.
Measurability - We must set out actionable and reasonable goals and measure our
progress toward those goals.
Accountability - We commit to holding ourselves and each other responsible for our goals,
including our successes and failures.
Lived Experience - We will listen to the perspectives and stories of those who have been
marginalized. We will not deny their lived experience; instead, we will value and use their
first-hand experiences and knowledge to do and be better.
Page 5
Clarington’s 2024-2027 IDEA Strategy
IDEA Pillars
Each of the following IDEA pillars are looked at through the lens of inclusion. At Clarington ,
we are embracing our inclusion journey. We are learning, creating, and implementing a
work and community culture where everyone feels they belong – a culture and a community
that embraces, respects, accepts, and values diversity, ensuring that everyone feels they
can contribute and participate to their fullest potential. We are making a commitment to
continued growth in each of the following three pillars.
The IDEA priorities and outcomes achieved in the applicable work plans all connect to
support Clarington’s commitment to the three pillars.
Diversity
At Clarington, we strive to ensure that diverse perspectives are heard, understood, and
applied in the decisions we make and the work we do. Diversity is about the individual and
the variety of unique identities, qualities, experiences, and characteristics t hat shape who
we are we are and how these impact our daily interactions in our community.
Equity
At Clarington, we believe that creating equitable access to everything that our community
has to offer starts with analyzing, acknowledging, and removing barriers and systems that
prevent accessibility and inclusion. Equity is when everyone is treated according to their
diverse needs in a way that enables all people to successfully participate, perform, and
engage to the same extent.
Anti-Racism
Clarington is taking a stand against racism (belief that one group is superior or inferior to
another) and fighting for equality through our anti-racism policies and practices. We are
actively taking steps to address the barriers that are prevalent in our community, including
employment, justice, and social participation among Indigenous Peoples, racialized
communities, and religious minorities. It’s our goal to ensure a safe environment by
eliminating racial discrimination and injustice one step at a time .
Clarington’s 2024-27
Inclusion, Diversity,
Equity and Anti-Racism
Strategy
The Corporation of the
Municipality of Clarington
40 Temperance Street,
Bowmanville, ON L1C 3A6
1-800-563-1195
Local: 905-623-3379
info@clarington.net
www.clarington.net
Table of
Contents
04 Commitment to Diversity
04 Why is it important to have IDEA strategy?
05 Guiding Principles
06 IDEA Pillars
06 Diversity
06 Equity
06 Anti-Racism
07 Workplans supporting the IDEA Strategy
07 Internal Priorities
10 External Priorities
14 Feedback
Clarington’s 2024-27 IDEA Strategy
Clarington’s 2024-2027
IDEA Strategy
The Municipality of Clarington’s 2024-2027 Inclusion, Diversity, Equity and
Anti-Racism (IDEA) Strategy reflects Clarington’s vision to create a connected,
dynamic and welcoming community focused on the future while respecting
the past.
The Strategy recognizes and celebrates the efforts of Clarington’s internal and
external diversity and inclusion committees and is a continuation of their
foundational work.
The Municipality’s commitment to meeting the requirements of the Accessibility
for Ontarians with Disabilities Act (AODA) and the Ontario Human Rights Code
are essential components of the IDEA strategy. As per the AODA requirements, a
separate Multi-Year Accessibility Plan for 2024-28 has been created. The plan
informs and supports the execution of the overall Strategy.
Clarington’s 2024-27 IDEA Strategy 3
Clarington’s 2024-27 IDEA Strategy 4
Commitment to Diversity
The Municipality of Clarington recognizes that ethno-cultural, race, gender
identity, sexual orientation, ability, religious affiliation, age, and other aspects of
identity collectively impact and form our life experiences and how we interact
within our communities. We value the diversity of the people and communities
we serve.
The need to belong is universal and fundamental. Clarington recognizes that
there is work to be done to close the belonging gap and is committed to creating
an inclusive, equitable and safe community.
One of the priorities of Clarington’s 2024-27 Strategic Plan is to cultivate a strong,
thriving and connected community where everyone is welcome. The goals and
actions of the “Connect” pillar guide the IDEA strategy. The Municipality
is working to build a diverse and inclusive workforce that has the skills,
education and training needed to develop and implement inclusive, accessible,
and equitable programs and services for our residents. Each of the workplan
activities support a priority from the Strategic Plan.
Why is it important to have an IDEA Strategy?
Simply acknowledging that diversity is important is not enough. As an employer,
and as a municipality that is committed to supporting the health and well-being of
its staff and residents, we must intentionally and continuously identify and break
down systems that prevent equitable access to employment, programs, and
services.
To stay competitive and relevant, we need to prioritize our commitment to equity,
diversity, and inclusion so that we can attract and retain a resilient, talented,
and diverse workforce that is reflective of the community we serve and actively
contributes to our efforts to create a more equitable society.
Clarington’s 2024-27 IDEA Strategy 5
Guiding Principles
These guiding principles are intended to support our ability to serve all of
Clarington’s residents and implement our Municipality’s Strategic Plan.
Bias
As employees, leaders
and Council members,
it is our duty to be
aware of our biases
and acknowledge that
individual and institutional
bias have excluded
marginalized members
of our organization and
community, regardless
of the intention of
those excluding.
Sense of
Community
We must recognize
diversity, inclusion, and
equity are critical to
uniting our community
so that we can embrace
and take pride in the
vibrant community that
we all share.
Continuous
Learning
We must provide
training and
educational
opportunities to
support organization-
wide thinking that
challenges systemic
inequities and
promotes healthy
conversations.
Measurability
We must set out
actionable and
reasonable goals and
measure our progress
toward those goals.
Accountability
We commit to holding
ourselves and each other
responsible for our goals,
including our successes
and failures.
Lived Experience
We will listen to the
perspectives and stories
of those who have been
marginalized. We will
not deny their lived
experience; instead,
we will value and learn
from their first-hand
experiences and
acknowledge to do
and be better.
Clarington’s 2024-27 IDEA Strategy 6
IDEA Pillars
Each of the following IDEA pillars is built on a foundation of inclusion. At
Clarington, we are embracing our inclusion journey. We are learning, creating, and
implementing a work and community culture where everyone feels they belong
– one that embraces, respects, accepts, and values diversity, ensuring that
everyone feels they can contribute and participate to their fullest potential.
We are making a commitment to continued growth in each of the following
three pillars:
Diversity
At Clarington, we strive to ensure that diverse perspectives are heard,
understood, and applied in the decisions we make and the work we do. Diversity
is about the individual and the variety of unique identities, qualities, experiences,
and characteristics that shape who we are and how these impact our daily
interactions in our community.
Equity
At Clarington, we believe that creating equitable access to everything that our
community has to offer starts with analyzing, acknowledging, and removing
barriers and systems that prevent accessibility and inclusion. Equity means
everyone is treated according to their diverse needs in a way that enables all
people to successfully participate and engage in the community.
Anti-Racism
Clarington is taking a stand against racism and fighting for equality through our
anti-racism policies and practices. We are actively taking steps to address the
barriers that are prevalent in our community, including employment, justice, and
social participation among Indigenous Peoples, racialized communities, and
religious minorities. It’s our goal to ensure a safe environment by eliminating
racial discrimination and injustice one step at a time.
Clarington’s 2024-27 IDEA Strategy 7
Workplans supporting the IDEA Strategy
The IDEA priorities and outcomes achieved in the applicable work plans all
connect to support Clarington’s commitment to the three pillars.
1. Internal Priorities
1.1 Provide staff with skills, knowledge, and experience through training and
continuous learning opportunities and resources.
Activities
Strategic
Plan
Priority
Output
Outcome
Equity &
Inclusion
Lens
Guidelines
L.1.4, C.3.2 Finalize development and
branding of Equity &
Inclusion Lens Guidelines.
Improvement of inclusion and
diversity for employees and
customers through Municipal
programs, services and initiatives
developed by Human Resources,
Community Services, and
Communications teams.
Training
Partners
C.1.3, C.3.1 Identify, and collaborate
with, organizations that
provide training in areas of
gender diversity, Truth and
Reconciliation, and anti-
racism.
The Municipality has a list of
highly qualified training vendors
available to support the IDEA
training of staff across all
departments based on current
needs and trends.
Annual
IDEA
Training
Schedule
L.1.4 The annual training
schedule is completed,
highlighting mandatory
and continuous IDEA
learning for new and
current staff.
The Municipality of Clarington
has a workforce that has the
necessary skills, knowledge,
and resources related to
IDEA, allowing them to be
more engaged, relevant and
competitive.
Clarington’s 2024-27 IDEA Strategy 8
1.2 Staff engagement through internal Truth and Reconciliation Committee.
Activities
Strategic
Plan
Priority
Output
Outcome
Truth and
Reconciliation
Commission
(TRC) Calls to
Action
C.3.3, C.3.4 Analyze which TRC
Calls to Action should
be incorporated into
Clarington’s Indigenous
Engagement Plan.
A multi-year plan established,
identifying Clarington’s
response to applicable Calls to
Action for the next three years.
1.3 Staff engagement through internal Diversity and Inclusion Committee.
Activities
Strategic
Plan
Priority
Output
Outcome
Inclusive
Language
Guide
L.1.4, C.3.1 Create a schedule for
sharing the inclusive
language guide with staff.
Different sections of the
Inclusive Language Guide
will be published on the Hub
as a resource during specific
celebratory events.
Satellite
Safe Spaces
L.1.4, C.3.1 Work with Community
Services to identify safe
spaces for staff who
need a space for prayer,
mediation, or a quiet
space, similar to MAC.
One new satellite safe space
identified and set up.
Diversity,
Equity and
Inclusion
section on
the Hub
L.1.4, C.3.1,
C.3.2
Collaborate with the
Communications Division
to update the DEI section
of the Hub to be more
interactive.
All staff will be able to
access information on the
work being done by staff
committees, the IDEA strategy,
the IDEA workplans and offer
feedback and join the IDEA
conversation.
Clarington’s 2024-27 IDEA Strategy 9
1.4 Provide IDEA-related resources and support to applicable Municipal departments.
Activities
Strategic
Plan
Priority
Output
Outcome
Participate in
Public Events
C.1.3, C.3.1,
C.3.2
Municipal IDEA resources
and support provided
at job fairs and other
community events.
Community organizations and
residents have understanding
and knowledge of Clarington’s
commitment to diversity and
inclusion.
Leading
Equitable and
Accessible
Delivery (LEAD)
Improvement
Plan
L.1.4 Work with Human
Resources to support their
Diversity Recruitment Plan
as outlined in the LEAD
Improvement Plan.
Key IDEA training, activities,
and resources related to
recruitment, onboarding and
retention are identified and
agreed upon for the year.
Municipal-
hosted
community
events
C.3.1, C.3.2 Support Community
Services with
increasing diversity
and representation in
community programs and
celebrations.
Community Services has the
resources and support needed
to develop and implement
inclusive and welcoming
programs, services, and
events.
Clarington’s 2024-27 IDEA Strategy 10
2. External Priorities
2.1 Advance Community Engagement through Clarington Diversity Advisory
Committee (CDAC)
Activities
Strategic
Plan
Priority
Output
Outcome
Clarington
community
events,
festivals &
celebrations
C.1.3, C.3.1,
C.3.2
CDAC identifies, and meets
with, key community event
organizers to discuss
increasing diversity.
Increased inclusion and
diversity representation in the
entertainment, food, vendors etc.
at community celebratory events
such as AppleFest & MapleFest.
Presence
at local
community
events and
C.1.3, C.3.1,
C.3.2
CDAC identifies
community events and
celebrations to attend
as members of the
committee.
Increased presence and
awareness in the community of
the CDAC, allowing members to
connect with other residents and
discuss the role of CDAC.
Presence in
Clarington
Connected
community
newsletter
C.3.1, C.3.2 Collaborate with the
Communications
Division on the quarterly
newsletter.
Increased knowledge and
understanding for Clarington
residents on the activities that
CDAC has engaged in to increase
inclusion, and diversity in
Clarington.
Student
Bursary
Program
C.1.3, C.3.1,
C.3.2
CDAC Sub-Committee
identifies process and
criteria for implementing a
student bursary program
on behalf of CDAC.
Increased diversity and inclusion
in schools and community
through the actions of young
leaders who are engaged in social
impact activities.
Clarington’s 2024-27 IDEA Strategy 11
2.2 Advance Community engagement through Clarington Anti-Black Racism Task-
force (CABRT)
Activities
Strategic
Plan
Priority
Output
Outcome
Presence in
Clarington
Connected
community
newsletter
C.1.3, C.3.1,
C.3.2
Collaborate with the
Communications
Division on the quarterly
newsletter.
Increased knowledge and
understanding for Clarington
residents on the activities
that CABRT has engaged in
to increase inclusion and
diversity in Clarington.
Presence
at local
community
events and
celebrations
C.1.3, C.3.1,
C.3.2
CABRT identifies
community events and
celebrations to attend
as members of the
committee.
Increased presence and
awareness in the community
of the CABRT, allowing
members to connect with
other residents and discuss
the role of CABRT.
Black History
Month
C.1.3, C.3.1,
C.3.2
Collaborate with
Clarington Municipal
and Library, Museums,
and Archives staff to
implement Black History
Month activities in the
community.
Increased knowledge
and understanding in the
community on the legacy and
impact of Black people in
Clarington and across Canada.
Clarington’s 2024-27 IDEA Strategy 12
2.3 Advance Indigenous Engagement Efforts
Activities
Strategic
Plan
Priority
Output
Outcome
Community
Partnerships &
Engagement
C.3.1, C.3.3,
C.3.4
Identify key Indigenous
organizations to support
Clarington’s Indigenous
Engagement Strategy.
Municipality staff regularly
engaged with two to three
Indigenous organizations for
consultations on initiatives,
hosting community events and
celebrations.
Moccasin
Identifier
Project
C.1.3, C.3.1,
C.3.3, C.3.4
IDEA Officer collaborates
with Planning and
Infrastructure to
consult with Indigenous
community and artist.
Input and engagement with
Indigenous communities
on design and placement /
location completed.
Two locations in Clarington
will be identified for the
Moccasin Identifier Project.
Clarington’s 2024-27 IDEA Strategy 13
2.4 Implement Anti-Racism and Anti-Discrimination Plan
Activities
Strategic
Plan
Priority
Output
Outcome
Re-establish
Working Group
C.1.3, C.3.1,
C.3.2, C.3.3,
C.3.4
Communicate with
past Working Group
members to determine
interest in continuing with
committee participation.
Meeting schedule established.
Anti-Racism
and Anti-
Discrimination
Work Plan
C.1.3, C.3.1,
C.3.2, C.3.3,
C.3.4
Working Group utilize
meetings to identify key
priority areas/pillars for
Anti-Racism action plan.
Working Group has agreed
upon the priority areas/pillars
based on results of community
survey.
Smaller groups formed for
each of the priority pillars;
action items and KPIs for
the applicable priority pillar
identified.
Disseminate
Anti-Racism
and Anti-
Discrimination
Work Plan
C.1.3, C.3.1,
C.3.2, C.3.3,
C.3.4
Collaborate with the
Communications Division
to highlight the
Municipality’s
commitment to diversity
and inclusion.
Anti-Racism plan / key pillars
shared on social media, and
Hub.
Clarington’s 2024-27 IDEA Strategy 14
2.5 Implement Intimate Partner Violence (IVP) Actions
Activities
Strategic
Plan
Priority
Output
Outcome
Staff Training L.1.4, C.3.2 Identify facilitator and
training opportunities on
Intimate Partner Violence
(IPV) and Gender-Based
Violence.
Community Services and
Library Staff have the skills,
knowledge and resources
needed to identify intimate
partner violence and provide
necessary support and
referrals.
Missing and
Murdered
Indigenous
Women and
Girls (MMIWG)
L.1.4, C.3.2,
C.3.3, C.3.4
Identify applicable
MMIWG Calls for Justice
as it relates to IVP.
Safer community due to
actions and training being
incorporated into MMIWG
Calls for Justice.
Feedback
We welcome your feedback! Please let us know your thoughts on Clarington’s
Multi-Year IDEA Strategy.
By email: diversity@clarington.net
By Phone: 905-623-3379 ext. 2563
TTY: 1-844-790-1599
In writing or in person: 40 Temperance Street, Bowmanville ON L1C 3A6
If you require this information in an alternative format, please contact the IDEA
Officer at 905-623-3379 ext. 2563 or diversity@clarington.net.
Clarington’s 2024-27
Inclusion, Diversity,
Equity and Anti-Racism
Strategy
The Corporation of the
Municipality of Clarington
40 Temperance Street,
Bowmanville, ON L1C 3A6
1-800-563-1195
Local: 905-623-3379
info@clarington.net
www.clarington.net