Report to/Rapport au:

 

Finance and Economic Development Committee

Comité des finances et du développement économique

and Council / et au Conseil

 

29 March 2011 / le 29 mars 2011

 

Submitted by/Soumis par : Steve Kanellakos, Deputy City Manager/Directeur municipal adjoint, City Operations/Opérations municipales

 

Contact Person/Personne ressource : Catherine Frederick, Director, Human Resources

Directrice, Ressources humaines

(613) 580-2424 x 12752, Catherine.Frederick@ottawa.ca

 

City Wide/ À l’échelle de la Ville

Ref N°: ACS2011-COS-HR-0003

 

 

SUBJECT:

CANADIAN COALITION OF MUNICIPALITIES AGAINST RACISM AND DISCRIMINATION - CCMARD

 

 

OBJET :

COALITION CANADIENNE DES MUNICIPALITÉS CONTRE LE RACISM ET LA DISCRIMINATION - CCMCRD

 

 

REPORT RECOMMENDATION

 

That the Finance and Economic Development Committee recommend Council receive the City’s organizational readiness assessment regarding CMARD’s Ten Common Commitments attached in Document 1.

 

 

RECOMMANDATION DU RAPPORT

 

Que le Comité des finances et du développement économique recommande au Conseil d’accueillir l’évaluation de l’état de préparation organisationnelle de la Ville portant sur les dix engagements communs de la CCMARD annexés au Document 1.

 

 

BACKGROUND

 

At its 15 March 2010 meeting, the Equity and Diversity Advisory Committee received a presentation from David Walden and Cynthia Lacasse - Canadian Commission for UNESCO - regarding the Canadian Coalition of Municipalities against Racism and Discrimination (CMARD).  UNESCO invited the City of Ottawa to consider joining the CMARD

 

At the October 5, 2010 meeting of the former Corporate Services and Economic Development Committee (CSEDC), members reviewed a motion proposed by the Equity and Diversity Advisory Committee that the City of Ottawa takes the appropriate steps to join the CMARD.   

 

CSEDC passed a motion

 

“directing staff to take all the necessary steps to identify current practices, programs, policies and services that address the CMARD’s Ten Common Commitments, and report back to Committee and Council by Q1 of 2011.”  

 

As per EDAC’s and CSEDC’s recommendations, the Diversity and Employment Equity Branch (D&EE) conducted an organizational readiness assessment from December-2010 to February-2011, to identify current practices, programs, policies and services that address the CMARD’s Ten Common Commitments.  The D&EE also consulted with UNESCO-Canada to identify the process, benefits and implications of joining CMARD. 

 

 

DISCUSSION

 

CMARD is a network of municipalities interested in sharing experiences and good practices on policies and programs to combat racism and discrimination, and it is part of an international network of cities promoted by UNESCO (United Nations Educational, Scientific and Cultural Organization). 

 

By taking action to combat racism and multiple forms of discrimination, municipalities contribute to achieving respectful, inclusive and safe societies where everyone has an equal opportunity to participate in the economic, social, cultural, recreational and political life of the municipality. 

 

To date there are 43 municipalities signatories of CMARD, in 9 provinces (only NFL does not have a signatory municipality), from larger municipalities such as Vancouver, Toronto and Montreal to smaller ones such as Gatineau, Saskatoon and Stratford.

 

By joining the CMARD, municipalities are urged to develop their own plan of action in keeping with Ten Common Commitments addressing three areas of municipal responsibility:

·         The municipality as a guardian of the public interest.

·         The municipality as an organization in the fulfillment of human rights.

·         The municipality as a community sharing responsibility for respecting and promoting human rights and diversity

 

As per the attached Organizational Readiness Assessment Chart, the City of Ottawa is already very active in all the areas of the 10 Commitments, therefore well positioned to join the Coalition. Membership to the CMARD would acknowledge Canada’s Capital’s efforts and leadership, and give the City access to a large network of partners to share information, expertise, and resources to achieve common goals.

 

 

RURAL IMPLICATIONS

 

There are no specific rural implications associated with this report.

 

 

CONSULTATION

 

Human Resources Department’s Diversity and Employment Equity Branch, in partnership with Organizational Development and Performance (ODP) Department consulted City Departments to identify current practices, programs, policies and services that address the CMARD’s Ten Common Commitments in keeping with the direction received from CSEDC.

 

The D&EE provided an update to EDAC regarding the work undertook to comply with Committee’s motion, and informed that a report is being prepared for FEDC at its April 5th meeting.

 

 

LEGAL/RISK MANAGEMENT IMPLICATIONS

 

There are no legal/risk management implications related to this report.

 

 

FINANCIAL IMPLICATIONS

 

There are no financial implications associated with this report.

 

SUPPORTING DOCUMENTATION

 

Document 1 – Organizational Readiness Assessment City of Ottawa Achievements - Coalition of Municipalities against Racism and Discrimination Ten Point Action Plan 

 

DISPOSITION

 

Staff will action any direction received as part of consideration of this report.


 

Document 1

City of Ottawa

Organizational Readiness Assessment

-

Coalition of Municipalities against Racism and Discrimination

 Ten Point Action Plan 

 

CMARD’S Ten Point Action Plan 

What the City of Ottawa is already doing …..

1.        Increase vigilance against systemic and individual racism and discrimination

 

 

·         In November 2002, City Council approved the Equity and Diversity Policy to demonstrate its commitment to ensure its workforce is qualified and reflective of the community it serves.  It also ensures all clients equal access to facilities, products, services, grants and employment opportunities without discrimination.

·         The Diversity and Employment Equity Branch (D&EE) has in place an Employment Equity Plan for Transit Services (mandatory under the Employment Equity Act) and a plan for the remainder of City of Ottawa employees.  The plan focuses on key areas such as recruitment and staffing including outreach, training and development, organizational support and management accountability. 

·         The D&EE Branch works closely with the Equity and Diversity Advisory Committee (EDAC) whose mandate is to work towards the elimination of discrimination within the City of Ottawa.

·         Raise awareness of racial discrimination and promote an atmosphere of inclusion organizing  and joining commemorative events such as Multiculturalism Day, the World Day for Cultural Diversity for Dialogue and Development, preparing  special Proclamations

·         “Management Bulletins”  and “In the Loop” articles are produced by the D&EE Branch on issues related to multiculturalism, diversity, equity, inclusion, racism and discrimination

·         D&EE branch delivers training sessions for Management and staff on human rights, harassment, respectful workplace, learning disabilities, managing a diverse workforce, and cross cultural communications.

·          D&EE Branch resolves employee issues through conflict mediation or facilitated discussion.

·         D&EE Branch develops diversity programs with departments to support their efforts at addressing barriers for employment, services, communications, cultural awareness, enhancing relations with community based organizations, local agencies serving immigrants, and with the communities: in partnership with Ottawa Paramedic Services, the D&EE branch developed and implemented the Diversity Champion Program (2010)

·         Apply the Equity and Inclusion Lens on Service Excellence Plans and development of policies, programs, services and communication strategies

·         Accessibility Office: develops and coordinates the City of Ottawa Municipal Accessibility Plan (COMAP), and oversees compliance with the Accessibility for Ontarians with Disabilities Act (AODA)

·         French Language Services Office is focused on the delivery of services in French as outlined in the Bilingualism Policy and thereby ensures the provision of French language services to City of Ottawa residents and employees. It promotes services in French within the City's various departments, and coordinates the translation services.

 

2.       Monitor racism and discrimination in the community more broadly as well as municipal actions taken to address racism and discrimination

 

 

·         Equity and Inclusion Lens: developed in 2009 with active community participation involving more than 120 community representatives, groups  and social service agencies

·         Community Development Framework (CDF) works with priority neighbourhoods to identify needs, issues, and assets and works with all in the community to address concerns and build on assets.   Within these neighbourhoods, there are significant number of newcomers, visible minorities and various cultural groups who all have a voice and are encouraged to participate at the table.   

·         The D&EE Branch works closely with the Equity and Diversity Advisory Committee (EDAC) whose mandate is to work towards the elimination of discrimination within the City of Ottawa

·                     Accessibility Office: develops and coordinates the City of Ottawa Municipal Accessibility Plan (COMAP) and liaises with the Accessibility Advisory Committee and the Corporate Interdepartmental Accessibility Working Group to advance and strengthen the City’s accessibility commitment

·         Accessibility Advisory Committee: advise Council and staff to ensure that persons with disabilities have the same level of access to municipal services and programs as do those without disabilities.

·         Ottawa’s  Poverty  Reduction (PRS): represents  a  first  step  in  a  collaborative  effort  to   take  concrete  actions  at  the  municipal  and  community  level to end poverty.  It calls for the reinvestment of future savings in social infrastructure and poverty reduction to ensure a balance of investment in the Triple Bottom Line.  It aims at sustaining a healthy, inclusive and safe city where all people can reach their full potential; advocates for increased investments in homelessness prevention initiatives, social and affordable housing and housing with supports; raises awareness of the availability of the Retrofit program to help people in rural areas reduce energy costs; and work with Rural communities within the Community Development Framework (CDF).

·         Formal Process to monitor, track and address specific complaints and feedback about the accessibility of City Services.

·         Through the Harassment and Equity & Diversity Policy, departments are responsible for handling complaints by members of the community, following departmental procedures.

·         French Languages Services Advisory Committee:  provides a forum for citizens to raise issues and concerns;  provides advice and guidance to City Council on matters pertaining to policies, programs and practices involving the use of official languages and services in the City

 

3.       Inform and support individuals who experience racism and discrimination

 

 

·         D&EE branch offers conflict mediation sessions, facilitates discussions, promotes a respectful work environment through education, communication 

·         Employee Assistance Program (EAP) offers support systems and services: counselling, assessment and referral, 24 hour emergency service, critical incident stress debriefing, management/union consultation, facilitated discussion, and workforce adjustment/reorganization

·         Formal Process to monitor, track and address specific complaints and feedback about the accessibility of City Services.

·         Participate in Connecting on Disability and Abuse group run by Crime Prevention Ottawa

 

4.      Support policing services in their efforts to be exemplary institutions in combating racism and discrimination

 

·         Initiatives by the Ottawa Police Service regarding recruitment of a diverse workforce including the Outreach Recruitment Program and student employment programs.

·         Policy, training and community consultations on racial profiling.

·         Partnerships with Crime Prevention Ottawa in working with diverse neighbourhoods and special events like Crime Prevention Week and a Community Safety Toolkit.

·         Police active participation in the development of the Equity and Inclusion lens.

·         The Diversity and Race Relations Section was established in 1995 and is staffed by two police officers and an outreach worker to ensure that the police respond effectively, appropriately, and sensitively to all members of the community, particularly those who have traditionally been marginalized by society. They work to strengthen communication between police and immigrants, visible minorities and Aboriginal peoples through various initiatives

·         Various Ottawa Police community-policing committees including: Community Police Action Committee known as COMPAC,  GLBT Liaison Committee; Partnership in Action, Critical Incident and Critical Situation  Community-Police trained teams.

·         Community outreach programs that support awareness and celebration of communities: Black History Month, Islamic Month, Asian Heritage Month, United Nations Day.

·         Joint network and best practice sessions between Community Police Centres and Ottawa’s Community Health and Resource Centres.

·         Police participation in the Community Development Framework (CDF), which works with residents in priority neighbourhoods to address concerns and build on assets.  The CDF neighbourhoods have a significant number of newcomers, visible minorities, and various cultural groups who all have a voice and encouraged to participate at the table.   

·         Public consultations and open dialogue sessions with various communities including Working Together – An Open Dialogue Session with the Arab and Lebanese Communities.

·         Annual Thomas G. Flanagan S.C. Scholarship award open to visible minority women and Aboriginal women who express an interest in joining the Ottawa Police Service.

 

5.       Provide equal opportunities as a municipal employer, service provider and contractor

 

 

·         Partner with local/regional employers and employment sector organizations in raising awareness of the positive contributions made by immigrants to the economy of the region and encourage initiatives that improve the employment outcomes of racialized groups: Hire Immigrants Ottawa (HIO), Ottawa Local Immigrant Partnership (OLIP), Internationally Trained Workers Partnership (ITWP)

·         Ottawa: HIO Award, 2010

·         City Council approved an Equity and Diversity Clause into all section procurement master documents excerpts RFQ's under "Instruction to Bidders" and "Notes to Proponents"

·         Ongoing reports on Employment Equity workforce data analysis and monitoring, supporting departments with recruitment strategies 

·         Employment Systems Review: the D&EE branch reviews the City’s workforce data by designated group to identify occupations where there is underrepresentation and analyze why it exists; identify relevant issues that could contribute to areas of under-representation and determine what could be done to improve current policies; the review of existing Human Resources’ policies, procedures and staffing and programs as well as collective agreements.

·         Development and Implementation of Equity and Inclusion Lens

·         HR conducts recruitments campaigns to attract designated groups (women, aboriginal people, people with disabilities, visible minorities and GLBT) to Paramedics, Fire fighters and Bus Operator positions.

·         Create processes, policies, plans, practices, programs and services that meet the diverse needs of those we serve: Service Excellence Departmental Plans in progress, Equity and Inclusion Lens ready

·         City Policy on Equity and Diversity

·         Incorporate equity and diversity requirements into City Policies on procurement and contracting

·         Ottawa: HIO Award, 2010

·         Ottawa Paramedic Services: partnering with the International Medical Doctors Bridging Program/Catholic Immigration Centre to promote cultural awareness, training, job opportunities.

·         “Are You Ready Campaign” materials from EPS in 9 different languages (English, French, Arabic, Cambodian, Chinese, Greek, Italian, Somali, Vietnamese)

·         Community Liaison Officer (CLO) connecting to community agencies, providing presentation on CSSD programs and services

·         Youth Zone Jeunesse Annual Job Fairs for Community Development Framework Neighbourhoods

·         Youth Futures providing post secondary achievement opportunities by providing leadership training, employment opportunities with City of Ottawa and University mentorship (35 last year, 55 this year and is currently in progress – the majority are newcomers, visible minorities and diverse communities)

 

6.      Support measures to promote equity in the labour market

 

 

 

·         Constant monitoring of recruitment, hiring and retention policies and practices to ensure they are fair and equitable. 

·         Initiatives that are currently in place to attain a representative workforce include attending targeted career fairs and conducting visitation programs at targeted high schools to attract potential visible minorities/immigrants, partnering with Hire Immigrants Ottawa and hosting job coaching sessions for new immigrants, an enhanced summer student program which includes new posters to promote diversity and strategically outreached to universities and colleges to attract the designated groups, participating in outreach activities such as the Muslim Festival, Multiculturalism Day and “Camp FFIT ” initiative designed to encourage young girls between the ages of 15-19 to consider a career as a firefighter.  

·         Interactive Portal for Immigration and Settlement

·         Annual Equity and Diversity Awards: recognize inclusive practices within the City’s employment and service systems

·         Partner with local/regional employers and employment sector organizations in raising awareness of the positive contributions made by immigrants to the economy of the region and encourage initiatives that improve the employment outcomes of racialized groups: Hire Immigrants Ottawa (HIO), Ottawa Local Immigrant Partnership (OLIP), Internationally Trained Workers Partnership (ITWP)

·         Employment Accessibility Resource Network (EARN): The City of Ottawa, United Way, local employers, employment service providers and volunteers in the community are working together to increase opportunities for meaningful employment for people with disabilities.

·         City of Ottawa participation in Muslim Summer Festival, Community Cup, Pride Week.

 

7.       Support measures to challenge racism and discrimination and promote diversity and equal opportunity in housing

 

 

 

·         Poverty Reduction Strategy:  The  Poverty  Reduction  Strategy  represents  a  first  step  in  a  collaborative  effort  to   take  concrete  actions  at  the  municipal  and  community  level to end poverty.  It calls for the reinvestment of future savings in social infrastructure and poverty reduction to ensure a balance of investment in the Triple Bottom Line.  It aims at sustaining a healthy, inclusive and safe city where all people can reach their full potential; advocates for increased investments in homelessness prevention initiatives, social and affordable housing and housing with supports; raises awareness of the availability of the Retrofit program to help people in rural areas reduce energy costs; and work with Rural communities within the Community Development Framework.

·         Partner with diverse community agencies to deliver housing services and programs to families and individuals who need outreach, shelters, supportive and social housing.

·         Homelessness programs and services are developed to respond various client needs / sector groups including Aboriginal and Inuit, Francophone, AIDS, youth, families, New Canadians, and single men and women living with disabilities, mental illness and addictions.

·         New affordable housing priorities are informed by the needs of our community, with universal access e.g. “visitable” projects promoted.

·         To ensure equal access, the Centralized Waiting List for social housing is based on situational priorities (victim of violence, homeless, medical, safety) and then chronological and is supported by an internal review process

 

8.      Involve citizens by giving them a voice in anti-racism initiatives and decision-making.

 

 

·         Community’s active participation in several advisory committees that deal with accessibility, equity and inclusion of residents: Equity and diversity Advisory Committee (EDAC) , Accessibility Advisory Committee (AAC), Seniors Advisory Committee (SAC), Poverty Issues Advisory Committee (PIAC), Aboriginal working group, Youth Agenda.

·         Community’s active participation in Equity and Inclusion Lens Reference Group and Diversity Snapshots’ committees

·         Community Development Framework works with priority neighbourhoods to identify needs, issues, and assets and works with all in the community to address concerns and build on assets.   Within these neighbourhoods, there are significant number of newcomers, visible minorities and various cultural groups who all have a voice and are encouraged to participate at the table. 

·         Multicultural Health Coalition

·         Community Liaison Officer (CLO) connecting to community agencies, providing presentation on CSSD programs and services

·         Youth Zone Jeunesse Annual Job Fairs for Community Development Framework Neighbourhoods.

·         Youth Futures providing post secondary achievement opportunities by providing leadership training, employment opportunities with City of Ottawa and University mentorship (35 last year, 55 this year and is currently in progress  - the majority are newcomers, visible minorities and diverse communities)

 

9.      Support measures to challenge racism and discrimination and promote diversity and equal opportunity in the education sector and in other forms of learning

 

·         Presentation of Equity and Inclusion Lens to University of Ottawa and Ottawa Carleton District School Board – Equity and Diversity Committee

·         University of Ottawa is a member of the Equity and Inclusion Lens Reference Group to assist in the development of an evaluation plan

 

10.    Promote respect, understanding and appreciation of cultural diversity and the inclusion of Aboriginal and racialized communities into the cultural fabric of the municipality

 

 

 

·         D&EE branch raises awareness of racial discrimination and promote an atmosphere of inclusion through articles produced for “Managers Bulletin” and “In the Loop”

·         Partner with departments to celebrate and Proclaim days that highlight the City’s commitment to ending racism, discrimination and creating a City for Everyone  - Multiculturalism Day, World Day for Cultural Diversity for Dialogue and Development 

·         Development and implementation of Equity and Inclusion Lens

·         Aboriginal Working Group; Urban Aboriginal Strategy; Aboriginal Awareness Day

·         Recreation Master Plan – Social Recreation Strategy

·         Choosing Our Futures and Neighborhood Sustainability Planning

·         The Diversity and Employment Equity Branch (D&EE) has in place an Employment Equity Plan for Transit Services (mandatory under the Employment Equity Act) and a plan for the remainder of City of Ottawa employees.  The plan focuses on key areas such as recruitment and staffing including outreach, training and development, organizational support and management accountability. 

·         The D&EE Branch works closely with the Equity and Diversity Advisory Committee (EDAC) whose mandate is to work towards the elimination of discrimination within the City of Ottawa.

·         D&EE branch delivers training sessions for Management and staff on human rights, harassment, respectful workplace, learning disabilities, managing a diverse workforce, cross-cultural communications.

·          D&EE Branch resolves employee issues through conflict mediation or facilitated discussion.

·         In partnership with Ottawa Paramedic Services, the D&EE branch developed and implemented the Diversity Champion Program (2010) to support their efforts at addressing barriers for employment, services, communications, cultural awareness, and enhancing relations with community based organizations, local agencies serving immigrants, and communities. 

·         Immigration Portal provides basic information about Ottawa and settlement to immigrants.  The portal is part of how the City of Ottawa welcomes newcomers and immigrants. 

·         Youth Futures project provides youth with Leadership in Training program, work experience and a university experience with mentoring which targets visible minorities, immigrants and people living in poverty. 

·         Ottawa Public Health Priorities Population Unit and Health Equity Unit work to increase access to targeted group and ensure inclusive programs; Public Health Information Line offers multilingual translation with culturally appropriate facilitators

·         PRCS Community Recreation Liaison Officers work with community to ensure adequate access to services

·         Arts & Heritage Plan Renewal  - development of strategies for Aboriginal Arts, Heritage and Culture as part of the Ottawa 20/20 Arts and Heritage Plan’s next five year action plan: identify and protect Aboriginal Cultural Landscapes in urban and rural Ottawa that serve as landmarks and symbols of  Aboriginal identity

·         Diversity in the Arts Program, within the Cultural and Recreation Funding Division, supports artistic activity in distinct and diverse communities

·         Cultural and Recreation Funding Programs support programs and services offered by local, not-for-profit organizations from a broad range of communities

·         The Rail Implementation Office (RIO) recognizes the value of our Aboriginal stakeholders and has incorporated the following within its work plan to ensure their involvement in the Light Rail Transit Project:

o   The Algonquin of Ontario (AOO) and the Algonquin of Quebec (AOQ) are identified and engaged as project stakeholders

o   Archaeology: A Memorandum of Understanding (MOU) is under development to include the AOO as a participant

o   A City of Ottawa / AOO plan to encourage employment opportunities and create partnership agreements for this project is under development within the City Manager’s office

o   A number of opportunities have been identified to incorporate Aboriginal history and culture in various aspects of the project.