Frequently Asked Questions (FAQ)

This portal is your one-stop shop to stay up-to-date with our Municipal Diversity, Equity, Inclusion and Justice (DEIJ) Strategy, engage in discussions, learn about, and share information related to DEI.

What's New

This is where you'll find updates about the Municipal DEIJ Strategy. 

Glossary

 Not sure what a specific term means? Check out our Glossary Section. 

Safe Spaces

Visit this Safe Spaces Section to learn about our responsibilities and expectations for this space.

Frequently Asked Questions (FAQ)

The FAQ panel is listed (right-side) of the homepage. There you can find information about: 

• Why it is important
• How the Strategy is being developed
• The areas of focus
• How and why to be involved  
• Next Steps

         + more 

Important Dates

Learn about important dates related to diversity, equity, and inclusion.

Support Resources

Talking about diversity, equity, inclusion, and justice can bring up a lot of different feelings and emotions, trigger people, and/or lead people to feel overwhelmed or distressed. 

We encourage you to reach out if you're feeling this way. This section has resources that can help. 

Timelines

This visual tells you where we're at in our work and what's coming up.

Forums

We want to hear from you! Our Forums Section are the place to share resources, perspectives, ask questions, and provide feedback. This is your place to:

• Engage in thought-provoking threads 
• Provide feedback
• Build an intentional online community - expand your network & foster new relationships.
• Share resources & information - contribute resources that relate to DEIJ, and the specific goals outlined within the strategy (once they're developed, that is!) 

Who's Listening

Find contact information for Cathy Hoffman, General Manager/Chief Human Resource Officer Rebecca Haskell-Thomas, Coordinator - Diversity, Equity, Inclusion & Justice or Amrit Khaira, Intern - Diversity, Equity, Inclusion & Justice.

Our existing systems and structures have resulted in under-representation and inequities for specific groups of people. Municipal decision-making, policies, processes, and services can contribute to unequal access to opportunities, resources, employment, and other ‘social determinants’ that support health and wellbeing at an individual and community level. People most at-risk of being excluded and experiencing inequities include those who identify as or who are:

• Indigenous, including First Nations, Inuit, and Métis
• In faith-based groups
• 2SLGBTQ+
• Immigrants or newcomers
• Living with disabilities
• Living in poverty
• Racialized
• Women
• Francophones
• Older adults
• Youth^[1]

Legislative Requirements & Agreements

Municipalities have legislated duties to protect specific groups (including those listed above) from discrimination and to prevent direct or indirect exclusion or preference of a specific group of people. These legislated duties can be found in the following: 

• Ontario Human Rights Code
• Ontario Human Rights Code – Policy on Ableism and Discrimination based on Disability 
• Ontario Occupational Health and Safety Act 
• Accessibility for Ontarians with Disabilities Act (AODA)
• Canadian Human Rights Act
• Canadian Charter of Rights and Freedoms 

 In addition, several policies and agreements set out requirements, recommendations, and frameworks for Indigenous-Municipal governance, land use, and relationships, including:

• Treaties (locally Treaty 2 or the McKee Purchase)[2]
• United Nations Declaration on the Rights of Indigenous Peoples 
• Report of the Royal Commission on Aboriginal Peoples
• Truth & Reconciliation Calls to Action
• National Inquiry into Missing and Murdered Indigenous Women and Girls Calls for Justice

Locally, authors of a recent environmental scan of Urban Indigenous Services in Chatham-Kent made several recommendations to support mainstream organizations to provide culturally relevant programs and services for Urban Indigenous Peoples, including recommendations specific to the Municipality of Chatham-Kent [3]. As a foundation, the authors called on mainstream organizations to build relationships with and learn from Indigenous partners to better understand Indigenous worldviews, ways of knowing and being.  

Alignment with Municipal Policies & Plans

The Municipality of Chatham-Kent, like many organizations, has a Respectful Workplace Policy and Program that aims to provide a workplace free from discrimination and harassment and promote respect and dignity. The Municipal Code of Conduct reinforces the principles set out in the Respectful Workplace policy. In addition, The Municipality of Chatham-Kent has engaged in ongoing efforts related to accessibility and inclusion. A diversity, equity, and inclusion strategy will build on and support these existing policies and initiatives.

Promoting and embedding diversity, equity, and inclusion in our work aligns with and supports several existing priorities and strategies in the Municipality of Chatham-Kent, including, but not limited to CK Plan 2035 and 2018-2022 Term of Council Priorities.

Return on Investment

As employers, ensuring the municipal workforce is representative of the community provides equitable and inclusive opportunities for all. In addition, diversity, equity, and inclusion in the workforce benefits organizational performance on multiple levels, including: 

• Increased talent pool and ability to overcome skills gaps 
• Increased innovation, creativity, and diverse thought
• Increased employee satisfaction 
• Reduced employee turnover 
• Increased team performance 
• Increase in decision-making quality
• Reduction in biases and improved accountability. ^[4]

Attending to diversity, equity, and inclusion in municipal policies and programs increases efficiency in, and customer satisfaction with, municipal services. At a community level, equitable municipal programs and policies contribute to:

• increased social capital, engagement, feelings of belonging & safety
• decreased health care and social service costs
• increased economic productivity
• increased growth and tax revenue
• better understanding and empathy for decisions made by the Municipality.^[5]

Ultimately, the Diversity, Equity, Inclusion & Justice Strategy is about ensuring every one of our staff and residents feel included, see themselves in our workforce and services.

Notes:

We're still early on in our work and our priorities could shift. The Municipal Diversity, Equity, Inclusion, and Justice Strategy will be an internal strategy focused on:

Workplace and Workforce

This area of focus is about ensuring our Municipal workforce is representative of the candidates available, and of the various communities that make up Chatham-Kent. It includes providing welcoming, enriching work experiences that reflect the diversity of our Municipal workforce. We will be coordinating our work with the team that is developing the Human Resources Strategy.

Council and Committees of Council

This area of focus involves ensuring that Municipal Council and Committees of Council are accessible to, and reflective of, the various communities within Chatham-Kent. Initiatives will focus on supporting Council with tools, resources, and training to support diversity, equity, inclusivity, and justice. This work will be done in coordination with the Clerk’s office.

Policies, Processes, and Services

This area of focus reflects the need to integrate diversity, equity, inclusion, and justice into Municipal strategies, plans, policies, and processes. Work in this area will include adapting and developing resources that can be used to support us to consider diversity, equity, inclusion, and justice in our policies, processes, and services across the Municipality.

Have feedback about this? Share your thoughts within our Feedback Forum Section!

We are partnering with people across the Municipality to develop the Municipal Diversity, Equity, Inclusion, & Justice (DEIJ) Strategy.

We hope to have partners that reflects the diversity of our organization, including (but not limited to) gender identity, race, skin colour, ethnicity, sexual orientation, age, religion, educational backgrounds, geographic location, language, place of origin, abilities, spirituality, communication styles, work roles, socioeconomic status, and levels of seniority.

We're excited to work with people with a mix of :

• lived experiences in under-represented groups in the Municipality 
• knowledge of diversity, equity, and inclusion
• experience with program and service implementation
• experience writing policies
• a range of experiences, skills, knowledge, and perspectives.

Our Networks

We've forming two formal groups to support the development and implementation of the DEIJ Strategy:

1. A Diversity, Equity, Inclusion, and Justice Committee
2. A Champions network. 

We also offer opportunities for  “Advisors” to participate throughout our work. Learn more about each group below.

 

Diversity, Equity, Inclusion, and Justice Committee

• 10 people small number of people (8-10)
• open to Staff, Managers, Senior and Executive Management, Council members
• frequent meetings (i.e. weekly to bi-weekly, at first) and work outside of meetings to support the Strategy
• work closely with the Coordinator & Intern to develop and implement the DEIJ Strategy
• selected for specific skills, knowledge, and experiences
• Specific skills, experiences, and assets of DEI Committee members (any of the following):
  • lived experience
  • passionate about, knowledge, and/or experience related to diversity, equity, and inclusion
  • willing to support development and implementation of the Strategy
  • will have a role in implementing the Strategy
  • willing to be a mentor, coach, and consultant to team members, leaders, colleagues, and other partners

Champions Network

• broader number of people (30-50)
• open to Staff, Managers, Senior and Executive Managers, Council, Committees of Council or Advisory Committee members, Union representatives
• representation from all departments and all levels of the organization 
• monthly meetings with work outside of meetings to support the Strategy
• provide input, feedback, champion diversity, equity, and inclusion, pilot initiatives
• Specific skills, experiences, and assets:
  • lived experience
  • all levels of knowledge/experience (you don't need to be an expert)
  • Commitment to learning about diversity, equity, and inclusion
  • Willing to act as a champion to further diversity, equity, inclusion, and justice in the Municipality
  • Able to share information about the Diversity, Equity, Inclusion, and Justice Strategy to/from home team

Advisors

• not a distinct group, but a term to refer to the broad spectrum of people, groups, and organizations who will be engaged over the course of the work to develop and implement the DEIJ Strategy
• participate in one or more conversations, surveys, or other opportunities to provide perspectives, input, and feedback
• Municipal staff, Council, Committees of Council & Advisory Groups, Union representatives, external partners
• we will leverage existing networks and relationships, where able, and facilitate ad hoc engagement sessions as needed.
• If you are interested in sharing your perspectives, but can't commit to regular involvement, this option is for you.

We will also be working with community partners as we develop the DEIJ Strategy.

By participating in the Municipal Diversity, Equity, Inclusion, and Justice (DEIJ) Strategy, you'll have the opportunity to:

• share your lived experiences, skills, knowledge, and areas of interest
• collaborate with & build a network of a diverse group of people interested in DEIJ
• professional development - learn about and enhance your understanding of diversity, equity, inclusion, and justice
• shape the future of the Municipality of Chatham-Kent.

Email DEIJ@chatham-kent.ca if you'd like to get involved!

We're following a general planning framework to develop the Diversity, Equity, Inclusion, and Justice (DEIJ) Strategy 

Planning Framework

Timeline of Diversity, Equity, Inclusion, and Justice Work 2022-2023

The image below outlines the activities and timelines we'll be following to develop and implement the DEIJ Strategy.

What have we done so far?

Check out the Reports to Council on our main page to see what we've been up to.

What are we doing next?

Over the coming months, we’ll continue to gather information to understand the current situation in relation to diversity, equity, inclusion, and justice in the Municipality.