The Regional Municipality of Wood Buffalo (RMWB) is committed to listening to our employees, learning from what they have to share and where demonstrated, changing and improving to ensure the RMWB removes any barriers caused by systemic racism. We are committed to being a workplace that is safe, and welcoming for everyone. Our desire is to have a region that thrives, and embraces diversity, equity and inclusion.
Diversity Census and Inclusion Survey Insights Presentation Report
Action plan/Commitments
The Equity & Inclusion Office provides the following recommendations based on the findings of the employee census, benchmarking, and research from RACIDE, the Afro-Canadian Community Association, Rehoboth Alliance and the Multicultural Association of Wood Buffalo.
Demographic Representation
|
Representation |
Demographic Group |
||||
|
Racialized Persons |
Women |
Indigenous Persons |
Persons with a Disability |
LGBTQ2S+ Persons |
|
|
RMWB Workforce |
32.9% |
53.0% |
11.6% |
16.9% |
17.4% |
|
Diff. from Alberta Labour Market Availability |
+15.6% |
+6.4% |
+6.9% |
+12.0% |
+12.1% |
Based on the demographic survey findings CCDI noted:
- Compared to Alberta Labour Market availability, all equity-deserving demographic groups are more represented at the RMWB
- Indigenous persons, persons with disabilities, and LGBTQ2S+ persons are less represented as seniority increases
- Possible structural barriers for equity-deserving groups in career progression and accessing full-time permanent role
Key Findings from the Employee Census
|
Ranking |
Agreement Rate |
Inclusion Indicator |
|
Moderate |
70.3% |
RMWB is committed to and supportive of diversity |
|
Low |
68.32% |
I am treated fairly and with respect |
|
Low |
67.08% |
I feel my manager/supervisor promotes a respectful and inclusive workplace |
|
Low |
65.98% |
Racist, sexist, homophobic, and other inappropriate comments or jokes are not tolerated |
|
Very Low |
56.9% |
The RMWB provides flexible work options that meet my needs |
|
Very Low |
56.3% |
At the RMWB, I feel included |
|
Very Low |
55.2% |
I feel that Senior Leaders are aware of issues related to diversity, equity, and inclusion |
|
Very Low |
54.4% |
My unique value is known and appreciated |
|
Very Low |
53.9% |
If I am the target of harassment and/or discrimination or have witnessed such, I am comfortable seeking assistance |
|
Very Low |
52.9% |
I feel that Senior Leaders are committed to developing a respectful and inclusive workplace |
|
Very Low |
52.1% |
All employees have equal opportunity to advance regardless of personal characteristics |
|
Very Low |
51.9% |
I feel that my organization supports me in maintaining my overall physical and mental well-being |
|
Very Low |
50.7% |
All employees have equal opportunity in career paths, regardless of taking time away for personal reasons |
Increase resources, accelerate actions and create accountability for equity and inclusion
- Create an Equity & Inclusion Office supported by a dedicated Program Manager
- Adopt an organizational Action Plan to address the Employee Census recommendations and processes for feedback channels and sustained improvement
- Conduct regular employee census and inclusion surveys to track progress
- Provide quarterly updates to staff from CAO on progress
Embed equity and inclusion into our organizational culture
and daily operations
- Develop and implement an Equity & Inclusion Framework to guide the organization’s approach to this work
- Embed an equity lens into organizational structures and guiding documents
- Review policies and procedures using a GBA+ and Intersectionality lens to identify and address systemic barriers
Expand training and development to support ongoing learning and improvement
- Provide mandated anti-racism training for all staff and new recruits
- Launch educational campaigns and resources to support continued learning
- Ensure leaders champion equity and inclusion including a commitment to advance their own knowledge in this area
Improve supports for equity-deserving groups
- Support equity-deserving groups to form employee resource groups
- Offer community capacity development support for Black, Indigenous, and other minority-led initiatives
- Review current processes to improve support for employees experiencing racism and discrimination