Activity	Lead	Timelines	Status	Budget
1. Implementing the City’s Equity and Diversity Policy
1.1 City of Ottawa’s Self-Identification Survey (to determine the demographics of city staff). EDAC to continue to work with and provide advice to the City’s Employment Equity staff on the implementation, analysis, and follow-up of the survey.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	Presentation re status of Survey March 2005 Analysis of update on the EE work plan May 2005	· Carried over from 2004 … as 2004 closed, EDAC noted in its annual report that “although very encouraged with City management’s sincere commitment to conducting this survey, EDAC remains concerned with the painstakingly slow rate of implementation”. · On Jan 17/05, EDAC carried a motion to ask the Chief Corporate Services Officer to table an update on the EE work plan at EDAC’s March 21/05 meeting -- to follow up on 2 presentations to EDAC in 2004.	No Budget request
1.2 Use of Analysis Resulting from Self-Identification Survey. EDAC to use the resulting analysis of this survey as a useful tool for identifying potential activities under EDAC’s mandate.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	Analysis of OC Transpo’s response to the self-identification survey By June 2005	· Hold meetings with re removing barriers for completing the self-identification survey: · Meeting with Kent as Champion to demonstrate leadership and reinforce commitment by senior management · Meetings with unions to have more buy-in · Meetings with the Mayor and councilors to send message from the top · Meeting with the Canadian Human Rights Commission to use the stick approach – reinforcement and compliance · Holding managers accountable for results by applying pay at risk approach	No Budget request
1.3 Cultural & Diversity Training for City Staff. EDAC to continue to work with and provide advice to the City’s Employment Equity staff on the roll-out of a cultural & diversity sensitivity training program for all city staff (including management & employees)	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	Presentation re update on the EE work plan and diversity training March 2005 Oversight Ongoing	· On Jan 17/05, EDAC carried a motion to ask the Chief Corporate Services Officer to table an update on the EE work plan and diversity training (Workplace Harassment and Respectful Workplace) at EDAC’s March 21/05 meeting. · Request statistics re # of staff who attended training and schedule of training sessions for 2005-06 · Obtain information re any cuts to the training budget	No Budget request
1.4 Focus & Placement of Human Rights and Employment Equity team in City Organization. EDAC to follow up on the Chief Corporate Services Officer confirmation that management will place a focus on HREE issues and will monitor HREE capacity and needs within its new organization.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	Motion re HREE visibility Passed in January 2005 Management Meetings and orientation sessions March 2005 and ongoing	· On Jan 17/05, EDAC carried a motion to “recommend the City Manager consider moving the Human Rights and Employment Equity function to the City Manager’s Officer or one level below.” · EDAC representatives to attend management meetings, as observers, pertaining to planning and budget · Holding orientation sessions for new managers with an EE dimension	No Budget request
1.5 Diversity-related performance indicators for managers – EDAC to follow up commitment by City Manager and the Chief Corporate Services Officer to implement equity- and diversity-related performance indicators for managers as part of the City’s upcoming review of performance management program (e.g.: knowledge of and adherence to City policies, mandatory training, etc.)	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	Update on the EE work plan re implementing equity- and diversity-related performance indicators for managers April 2005	· Carried over from 2004. In 2004, the City Manager and the Chief Corporate Services Officer have both agreed to look into this matter. In September, the Chief Corporate Services Officer updated EDAC, indicating that the matter would in the fall of 2004 be addressed in the guidelines for the 2005 revised performance management program. · On Jan 17/05, EDAC carried a motion to ask the Chief Corporate Services Officer to table an update on the EE work plan … including an update on the status of implementing performance indicators.	No Budget request
1.6 Staffing, Promotion, and Retention. EDAC to work with the Human Rights and Employment equity team to review advertising, staffing (hiring & promotions) policies and practices to ensure that they are equitable and transparent.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	May 2005 and ongoing	· Regular meetings with HREE team · Ask for statistics re: new staff; promoted staff; and staff who left the City. · Holding orientation sessions for new managers with an EE dimension · Development plans for VM personnel	No Budget request
1.7 Report Card on Equity & Diversity Performance. EDAC to work together with the Human Rights and Employment Equity team and the Community and Protective Services department to receive report s on the implementation of the City’s Equity and Diversity Policy. The Report Card could ask for staff reports on the EE survey, equitable services delivery, managers buy-in, diversity training, staffing policies & hiring practices, the CHRC EE audit, the EE Employment Systems Review, etc.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	June 2005 and ongoing	· Meet with HREE team re reports on implementation · Pay at risk and mid year performance review · Reinforcement of Champion’s role · Development plans for VM personnel	No Budget request
1.8 Strengthening Ties with the Ottawa Police Service & COMPAC on Equity and Diversity Issues/Successes. EDAC to work more closely with the Ottawa Police Service and the Community and Police Action Committee (COMPAC) on equity and diversity issues which affect us all – benefiting from learning what equity and diversity practices are being successfully implemented on the Ottawa Police Services front.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	March 2005 and ongoing	Note: slight overlap with activity 5.4 below · At the Jan 24/05 MetroPolis/UNESCO session, Awad approached Deputy Chief Hill (Co-Chair with Carl Nicholson) re: ties between EDAC & COMPAC. Awad to attend next COMPAC meeting as an observer. · Meet with COMPAC members on regular basis (in observer capacity · Request info re best practices and lessons learnt	No Budget request
1.9 *Municipal Accessibility Plan.* EDAC to look to the City’s Municipal Accessibility Plan (under the Accessibility Advisory Committee) for linkages relative to EDAC’s mandate and objectives – including new scarce resources needed for EE and MAP activities.	Sub-Cttee: Awad Loubani (Lead/Chair) Bakhsish Sing Samagh Mukhtar Malik Jocelyne Feldman	June 2005 and ongoing	· Get copy of the City’s Municipal Accessibility Plan · Meet with the Accessibility Advisory Committee to establish consultation process · Ensure that there would be no omission of reference to EE and EDAC in their plan	No Budget request

Activity

Lead

Timelines

Status

Budget

1. Implementing the City’s Equity and Diversity Policy

1.1 City of Ottawa’s Self-Identification Survey (to determine the demographics of city staff). EDAC to continue to work with and provide advice to the City’s Employment Equity staff on the implementation, analysis, and follow-up of the survey.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

Presentation re status of Survey

March 2005

Analysis of

update on the EE work plan

May 2005

· Carried over from 2004 … as 2004 closed, EDAC noted in its annual report that “although very encouraged with City management’s sincere commitment to conducting this survey, EDAC remains concerned with the painstakingly slow rate of implementation”.

· On Jan 17/05, EDAC carried a motion to ask the Chief Corporate Services Officer to table an update on the EE work plan at EDAC’s March 21/05 meeting -- to follow up on 2 presentations to EDAC in 2004.

Budget

request

1.2 Use of Analysis Resulting from Self-Identification Survey. EDAC to use the resulting analysis of this survey as a useful tool for identifying potential activities under EDAC’s mandate.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

Analysis of OC Transpo’s response to the self-identification survey

By June 2005

· Hold meetings with re removing barriers for completing the self-identification survey:

· Meeting with Kent as Champion to demonstrate leadership and reinforce commitment by senior management

· Meetings with unions to have more buy-in

· Meetings with the Mayor and councilors to send message from the top

· Meeting with the Canadian Human Rights Commission to use the stick approach – reinforcement and compliance

· Holding managers accountable for results by applying pay at risk approach

Budget

request

1.3 Cultural & Diversity Training for City Staff. EDAC to continue to work with and provide advice to the City’s Employment Equity staff on the roll-out of a cultural & diversity sensitivity training program for all city staff (including management & employees)

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

Presentation re update on the EE work plan and diversity training

March 2005

Oversight

Ongoing

· On Jan 17/05, EDAC carried a motion to ask the Chief Corporate Services Officer to table an update on the EE work plan and diversity training (Workplace Harassment and Respectful Workplace) at EDAC’s March 21/05 meeting.

· Request statistics re # of staff who attended training and schedule of training sessions for 2005-06

· Obtain information re any cuts to the training budget

Budget

request

1.4 Focus & Placement of Human Rights and Employment Equity team in City Organization. EDAC to follow up on the Chief Corporate Services Officer confirmation that management will place a focus on HREE issues and will monitor HREE capacity and needs within its new organization.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

Motion re HREE visibility

Passed in January 2005

Management Meetings and orientation sessions

March 2005 and

ongoing

· On Jan 17/05, EDAC carried a motion to “recommend the City Manager consider moving the Human Rights and Employment Equity function to the City Manager’s Officer or one level below.”

· EDAC representatives to attend management meetings, as observers, pertaining to planning and budget

· Holding orientation sessions for new managers with an EE dimension

Budget

request

1.5 Diversity-related performance indicators for managers – EDAC to follow up commitment by City Manager and the Chief Corporate Services Officer to implement equity- and diversity-related performance indicators for managers as part of the City’s upcoming review of performance management program (e.g.: knowledge of and adherence to City policies, mandatory training, etc.)

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

Update on the EE work plan re implementing equity- and diversity-related performance indicators for managers

April 2005

· Carried over from 2004. In 2004, the City Manager and the Chief Corporate Services Officer have both agreed to look into this matter. In September, the Chief Corporate Services Officer updated EDAC, indicating that the matter would in the fall of 2004 be addressed in the guidelines for the 2005 revised performance management program.

· On Jan 17/05, EDAC carried a motion to ask the Chief Corporate Services Officer to table an update on the EE work plan … including an update on the status of implementing performance indicators.

Budget

request

1.6 Staffing, Promotion, and Retention. EDAC to work with the Human Rights and Employment equity team to review advertising, staffing (hiring & promotions) policies and practices to ensure that they are equitable and transparent.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

May 2005 and ongoing

· Regular meetings with HREE team

· Ask for statistics re: new staff; promoted staff; and staff who left the City.

· Holding orientation sessions for new managers with an EE dimension

· Development plans for VM personnel

Budget

request

1.7 Report Card on Equity & Diversity Performance. EDAC to work together with the Human Rights and Employment Equity team and the Community and Protective Services department to receive report s on the implementation of the City’s Equity and Diversity Policy. The Report Card could ask for staff reports on the EE survey, equitable services delivery, managers buy-in, diversity training, staffing policies & hiring practices, the CHRC EE audit, the EE Employment Systems Review, etc.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

June 2005 and ongoing

· Meet with HREE team re reports on implementation

· Pay at risk and mid year performance review

· Reinforcement of Champion’s role

· Development plans for VM personnel

Budget

request

1.8 Strengthening Ties with the Ottawa Police Service & COMPAC on Equity and Diversity Issues/Successes. EDAC to work more closely with the Ottawa Police Service and the Community and Police Action Committee (COMPAC) on equity and diversity issues which affect us all – benefiting from learning what equity and diversity practices are being successfully implemented on the Ottawa Police Services front.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

March 2005 and ongoing

Note: slight overlap with activity 5.4 below

· At the Jan 24/05 MetroPolis/UNESCO session, Awad approached Deputy Chief Hill (Co-Chair with Carl Nicholson) re: ties between EDAC & COMPAC. Awad to attend next COMPAC meeting as an observer.

· Meet with COMPAC members on regular basis (in observer capacity

· Request info re best practices and lessons learnt

Budget

request

1.9 Municipal Accessibility Plan. EDAC to look to the City’s Municipal Accessibility Plan (under the Accessibility Advisory Committee) for linkages relative to EDAC’s mandate and objectives – including new scarce resources needed for EE and MAP activities.

Sub-Cttee:

Awad Loubani

(Lead/Chair)

Bakhsish Sing Samagh

Mukhtar Malik

Jocelyne Feldman

June 2005 and ongoing

· Get copy of the City’s Municipal Accessibility Plan

· Meet with the Accessibility Advisory Committee to establish consultation process

· Ensure that there would be no omission of reference to EE and EDAC in their plan

Budget

request