Addressing Equity, Diversity, and Inclusivity at FCSLLG: Policy Level Changes
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For FCSLLG, it had to begin with our organization’s declaration of its
commitment to EDI
•
We had to really understand and accept, without defensiveness, the reality of the
data and the legacy of the child welfare system in this country
•
I.e., Black and Indigenous children and families, over-referred, over-intervened
with, over-surveilled by community partners and the child welfare system.
•
We had to understand who we are serving to start to address our regional over-
representation and disparity of outcomes –data collection is critical
•
Then, you have to declare a commitment towards action (FCSLLG statement of
Equity)
https://fcsllg.ca/about-
us/accountability/fcsllgs-
equity-statement/
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Collective Agreement Changes–
A collective agreement or employment contract is a critical
document that sets out the working conditions for your employees. We made significant
efforts in our most recent round of bargaining to embed EDI within.
•
EDI was included as part of the purpose of agreement
•
Article 5.01 – shift from simplistic “No Discrimination” statement to a more comprehensive
statement whereby the employer and the union commits to anti-racism, anti-oppression
through an agreement to actively work to together to “recognize, develop, and promote
policies and initiatives that will advance equity, diversity, and inclusion within the Society”
•
Stat Holidays- allows for substitution for those who wish to observe non-traditional holidays
•
Re-thinking sick days – we used to reward staff who did not take sick days by giving bonus
vacations days- this was somewhat ableist and the pandemic really highlighted that it could be
contributing to people attending work sick. Instead, we now offer all employees an additional
wellness day.
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Make Training
Mandatory
•
FCSLLG required all staff to take Equity in Child
Welfare Training
•
The entire leadership team, both service and
admin took Anti-Black Racism for leaders
•
Becoming an Ally Training
•
Mandatory Indigenous trainings
•
You may have a pocket who avoid the
teachings/trainings – be watchful of this
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By the way, why do we use the word “inclusivity” at
FCSLLG and not “inclusion”?
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:
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EDI Committee has been established for almost 5 years
now, but its membership has changed considerably.
Wrestled with assignment of members versus volunteer
only.
•
Lesson Learned- it cannot be an “add on” committee that
works in a silo – Integration with all of your other working
groups/committees is necessary
C
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•
Policies and Procedures –when reviewing, be sure to apply
an EDI lens to any policy development or changes (some
recent ones reviewed were Complaints, Space Allocation)
•
Micro-aggressions – have a policy, process, or guideline to
address – but beware, you may need to re-visit as you
evolve
•
Calendar of Observances/Events – FCSLLG highlights
events/observances, with input from EDI committee
•
EDI as a standing agenda item at management meetings,
senior management meetings – Be prepared to have difficult
conversations
Thank you!
Please contact
erinlee.marcotte@fcsllg.ca
for further questions
Explore how FCSLLG is committed to Equity, Diversity, and Inclusivity (EDI) through policy level changes. Initiatives include the organization's declaration, collective agreement adjustments, recruitment strategies, and mandatory training programs. The focus is on promoting a more inclusive and respectful workplace environment while addressing systemic issues and fostering diversity.
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Equity, Diversity and Inclusivity at FCSLLG Addressing Policy Level Changes by Erin Lee Marcotte March 6th, 2024
FCSLLGs declaration For FCSLLG, it had to begin with our organization s declaration of its commitment to EDI We had to really understand and accept, without defensiveness, the reality of the data and the legacy of the child welfare system in this country I.e., Black and Indigenous children and families, over-referred, over-intervened with, over-surveilled by community partners and the child welfare system. We had to understand who we are serving to start to address our regional over- representation and disparity of outcomes data collection is critical Then, you have to declare a commitment towards action (FCSLLG statement of Equity) https://fcsllg.ca/about- us/accountability/fcsllgs- equity-statement/
Practical Policy Changes to Organizations Collective Agreement Changes A collective agreement or employment contract is a critical document that sets out the working conditions for your employees. We made significant efforts in our most recent round of bargaining to embed EDI within. EDI was included as part of the purpose of agreement Article 5.01 shift from simplistic No Discrimination statement to a more comprehensive statement whereby the employer and the union commits to anti-racism, anti-oppression through an agreement to actively work to together to recognize, develop, and promote policies and initiatives that will advance equity, diversity, and inclusion within the Society Stat Holidays- allows for substitution for those who wish to observe non-traditional holidays Re-thinking sick days we used to reward staff who did not take sick days by giving bonus vacations days- this was somewhat ableist and the pandemic really highlighted that it could be contributing to people attending work sick. Instead, we now offer all employees an additional wellness day.
State actively your desire/goals to hire for diversity, welcome people to self-identify in their application Anti-Bias statement is read by all interview panelists immediately before the interview begins Recruitment Considerations Questions are provided to the candidate about 10- 15 minutes in advance you want to bring the best out of your candidates Questions about how background/identity could be an asset/impact on role
Make Training Mandatory FCSLLG required all staff to take Equity in Child Welfare Training The entire leadership team, both service and admin took Anti-Black Racism for leaders Becoming an Ally Training Mandatory Indigenous trainings You may have a pocket who avoid the teachings/trainings be watchful of this
Active Equity, Diversity, and Inclusivity Committee By the way, why do we use the word inclusivity at FCSLLG and not inclusion ? Inclusion - the act of including someone or something as part of a group, list, etc., or a person or thing that is included: or ideas and treating them all fairly and equally: Inclusivity - the fact of including all types of people, things EDI Committee has been established for almost 5 years now, but its membership has changed considerably. Wrestled with assignment of members versus volunteer only. Lesson Learned- it cannot be an add on committee that works in a silo Integration with all of your other working groups/committees is necessary
Creating inclusive atmosphere for all Policies and Procedures when reviewing, be sure to apply an EDI lens to any policy development or changes (some recent ones reviewed were Complaints, Space Allocation) Micro-aggressions have a policy, process, or guideline to address but beware, you may need to re-visit as you evolve Calendar of Observances/Events FCSLLG highlights events/observances, with input from EDI committee EDI as a standing agenda item at management meetings, senior management meetings Be prepared to have difficult conversations
Thank you! Please contact erinlee.marcotte@fcsllg.ca for further questions
