Equity and Inclusion

Employee Census

The Municipality engaged the Canadian Centre for Diversity and Inclusion, a third-party charitable organization, to conduct an Employee Census as an online diversity and inclusion survey of Regional Municipality of Wood Buffalo staff. The survey was available between November 17 – December 4, 2020.

How is the organization responding to the findings?

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

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

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.

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

About the Equity & Inclusion Office

The Equity & Inclusion Office (E & I Office) is an interdepartmental committee that advises, develops and supports the RMWB’s equity and inclusion initiatives. The Office will identify systemic barriers to the Municipal workplace, programs and services and recommend, develop, and implement actions to address these barriers. The Office will consult with, receive advisement from, and work collaboratively with the council appointed committees and community groups. The work of the E & I Office is supported by a dedicated Program Manager and staff from various departments.
Connect with the E & I Office at inclusion@rmwb.ca.

Advancing the Work

RACIDE

The Regional Advisory Committee on Inclusion, Diversity, and Equity (RACIDE) is a council-appointed committee which advises Council on issues related to inclusion, diversity, and equity.
The committee consists of members of the public who have in-depth knowledge and skills related to human rights, equity, and inclusion including lived and living experience of racism and discrimination. RACIDE works closely with Administration to support the municipality's commitment to fostering a welcoming and inclusive community for all.

Learn more about RACIDE

Diversity & Inclusion Community Plan

The Diversity & Inclusion Community Plan 2017-2022 sets out the priorities as identified by the community and suggests actions for government, businesses, social profit organizations, and individuals. This Plan builds on the Diversity Plan 2012-2015 and other ongoing projects in the community that address equity and inclusion. The Plan is currently coming to a close, however, the work will be ongoing as the Municipality launches the Equity & Inclusion Office, continues to receive advisement from RACIDE, and undertakes the formation of an equity and inclusion framework.

Learn more about the Diversity & Inclusion Community Plan

Quiet Rooms

To support the needs of our increasingly diverse employees, the RMWB has quiet rooms available in several municipal buildings. These quiet rooms support the diverse faith and spiritual needs of our staff, visitors, and community. The quiet rooms are designated for contemplation, prayer, reflection, and meditation. The RMWB recognizes that prayer and meditation are often an important part of many religious and spiritual traditions as well as the importance of contemplation and reflection for all including those with non-religious or non-spiritual beliefs. Quiet rooms provide an environment where people can alleviate stress and emotional situations and contributes to improved health and wellness for staff and visitors alike.

Quiet Room Locations:

Jubilee Building - 1st floor (available to public visitors)
South Operations Centre- Room 121
Firehall 5 – Room 234
Timberlea Landing – Room 234
Water Treatment Plant – Room 407

Gender Neutral Washrooms

Gender-inclusive washrooms aim to support gender diverse employees, guests, and residents of Wood Buffalo, parents with young children, people with disabilities that require assistance from an attendant of a different gender, people with chronic illness, and people who require added privacy for a variety of reasons. These inclusive washrooms allow individuals to have a safe and accessible facility to use and the option of using a washroom that best corresponds with their gender identity or gender expression.

Everyone needs a washroom and providing safe and accessible washrooms are important. Gender inclusive washrooms are safe spaces where anyone, regardless of gender identity or gender expression can use. Such washrooms may decrease anxiety and fear when using facilities and there is less chance of harassment or assault which is often the reality for transgender individuals.

Individuals have the right to use the washroom facilities that best correspond with their gender identity or gender expression.

Gender Neutral Washrooms location

coming soon

Resources

Frequently Asked Questions

What is equity?

Equity refers to the fair treatment for all. This involves providing supports or resources based on specific needs and addressing barriers to equal access and opportunities.

What is inclusion?

Inclusion refers to a state of being included and feeling of belonging. Inclusion builds an atmosphere that is welcoming and respectful for all where differences are acknowledged and embraced, all peoples and groups are valued, and are empowered to participate as their authentic selves.

What is the difference between equity and equality?

While equality focuses on providing everyone the exact same supports, equity involves providing supports based on the needs of the recipients. For example, an equality approach would provide stairs to everyone in order to access a building entrance while equity approach would provide a ramp as well to ensure those with mobility challenges can also access the building. Equity has been incorporated as a best practice terminology in many municipalities including Calgary, Edmonton, Lethbridge, and Red Deer.

What are equity deserving demographic groups?

Equity-deserving groups are groups who have historically been denied equal access to employment, education, and other opportunities. Such groups include: members of an Indigenous community, immigrants and refugees, persons with disabilities, racialized peoples, youth, women, members of the 2SLGBTQIAPP+ community, people living in poverty or facing unemployment/underemployment, people experiencing or at-risk of homelessness, etc.

Will the Equity & Inclusion Office hire new staff?

The Equity and Inclusion Office primarily consists of existing staff from many departments across the municipality who support the work of the Office as part of their current roles. A Program Manager, Equity and Inclusion, is a new full-time staff member that will specifically support the work of the Office going forward while continuing to work with interdepartmental staff members.