Equity and Diversity PolicyPolicy Statement Policy StatementThe City of Ottawa is committed to providing quality services by establishing a qualified workforce that reflects the diverse population it serves. It is City policy to foster an environment that respects people's dignity, ideas and beliefs, thereby ensuring equity and diversity in employment and ensuring customers and others have access to City facilities, products, services, and grants as defined by human rights legislation. PurposeThe main objectives of this policy are:
ApplicationThis policy applies to all City employees, including full-time, part-time, and temporary employees, summer students and co-op placements, persons acting on behalf of the City (e.g. consultants, contractors), as well as individuals who apply for employment with the City of Ottawa. Some employees of the Transit Services Branch of the Transportation, Utilities & Public Works Department (TUPW) and Corporate Services are required to comply with the Canadian Human Rights Act, and the federal Employment Equity Act, whereas the Ontario Human Rights Code covers all other employees of the City. Employees who are unsure of which legislation they are subject to should contact the Human Rights and Employment Equity (HREE) Division. Policy DescriptionThe City demonstrates its commitment to equity and diversity by providing a supportive work environment and corporate culture that welcomes members of designated groups. This policy prohibits discrimination in the workplace, in the provision of goods, services, and facilities to the public and the administration of contracts as defined by human rights legislation. The Ontario Human Rights Code prohibits discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, sex, record of offences, marital status, family status, handicap, and sexual orientation. Under the Canadian Human Rights Act, it is against the law to discriminate on the basis of race, sex, colour, age, national or ethnic origin, religion, marital status, family status, disability, sexual orientation and a pardoned criminal conviction. The City does not condone any form of discrimination. It endorses and embraces the Canadian Human Rights Act and the Ontario Human Rights Code, which prohibit discriminatory practices. A corporate equity and diversity plan will be based on the City's workforce data, ongoing reviews of the employment policies and practices, data on the external workforce and other relevant information, such as graduation statistics from educational institutions. A corporate plan will outline identified barriers, detail how to eliminate them, provide a timetable for activities and determine who will implement them. The HREE Division will monitor and evaluate the progress of the various activities. Each department will cooperate in the development of the corporate plan and the implementation of activities that apply to their department. Progress on equity and diversity will be reported annually to Council and Management. A Joint Union-Management Committee will be established. Complainants have the right to seek assistance from the appropriate Human Rights Commission, whether or not they file a discrimination complaint with the City. Complainants must identify themselves. Anonymous complaints will not be investigated. All information relating to a complaint will be kept strictly confidential and is subject to the conditions of the Municipal Freedom of Personal and Private Information Act, the Personal Information Protection and Electronic Documents Act, and to litigation requirements. During the investigation, all parties involved are required to keep the investigation confidential. Details of the recommended actions are made known only to the management staff involved. DefinitionsFor purposes of this policy, the following definitions apply. Discrimination - the denial of equal treatment in employment, in the provision of goods, services and facilities to the public, and in the administration of contracts based on the prohibited grounds as defined by human rights legislation. Systemic Discrimination - the use of application of a neutral requirement that has a negative impact on a group protected under human rights legislation. Systemic discrimination occurs when policies and practices exclude, limit or restrict members of designated groups from employment or opportunities within employment. (e.g., opportunities to apply for other jobs, participate in training, attend conferences, obtain promotions, and receive special assignments). Harassment - any behaviour or practice that is deemed inappropriate by its adverse effects on an individual's employment, job performance and/or personal dignity. The four types of harassment are:
Designated Groups - for the purposes of its overall equity and diversity initiatives, the City has identified women, Aboriginal persons, persons with disabilities, and members of visible minority groups and gay, lesbian, bi-sexual and transgendered (GLTB) individuals. The selection of these four groups does not preclude the possibility of addressing systemic discrimination for other identifiable groups. Aboriginal Persons - are North American Indians or members of a First Nation, Métis or Inuit. Members of a First Nation include status, treaty or registered Indians. North American Indians include non-status and non-registered Indians. Persons with Disabilities - are persons who have a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and who:
These would include persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace. For the purpose of all corporate policies, persons with disabilities shall meet all of the following criteria:
Visible Minorities - are persons other than Aboriginal persons who are non-Caucasian in race or non-white in colour. Bona Fide Occupational Requirements -- are those requirements that:
Accommodation - the facilitation and integration of individuals into the workplace by recognizing and accommodating special needs through the identification and removal, if necessary, of non-essential job elements, workplace adjustments, technical devices, flexible scheduling, adaptive devices for equipment, etc. unless undue hardship by the City would be incurred in such accommodation. ' Occupational Groups - The 14 occupational groups used by Statistics Canada to report employment equity data. This is based on the National Occupational Classification System, which classifies jobs by skill level and skill type. All City jobs are classified using this system for the purposes of Equity and Diversity Procedures. Workforce Census - information on gender and designated group representation within occupational groups. Joint Union-Management Committee - a joint management and union committee that oversees the application of this policy. ResponsibilitiesThe Joint Union-Management Committee
General Managers and Directors It is the responsibility of the General Managers and Directors to:
Immediate Supervisors and Managers Immediate supervisors and managers are responsible for:
Human Rights and Employment Equity (HREE) Staff It is the responsibility of the Human Rights and Employment Equity staff to:
Employee Assistance Program
Employees Employees are responsible for:
ContraventionsThe Transit Services Branch of TUPW, and both the Transit Fleet Maintenance Branch and a portion of Venture Properties of Real Property and Asset Management Branch of Corporate Services Department are required to comply with the Employment Equity Act. Under that Act, the City is required to submit an annual progress report to Human Resources Development Canada. Failure to comply may result in a monetary penalty up to $50,000 for repeated or continued violation of the Act. Failure to comply with the City of Ottawa's Equity and Diversity policy may result in complaints filed with the Human Rights Commission, and may also result in disciplinary action against an employee, up to and including dismissal. ReferencesEmployee Code of Conduct Legislated & Administrative AuthoritiesCanada Labour Code Key Word SearchAboriginal Persons ContactEnquiries should be directed to: Human Rights and Employment Equity Unit |
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