Ontario Public Service Anti-Racism Policy
Learn about the steps we're taking to address barriers created by systemic racism in the Ontario Public Service.
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Message from the Secretary of the Cabinet
As one of the province’s largest employers, the Ontario Public Service (OPS) has the responsibility to lead by example in advancing racial equity. It’s our responsibility to build a diverse, inclusive, accessible and respectful workplace where every employee has a voice and the opportunity to fully contribute.
We must speak truth to power by acknowledging that racism exists in the workplace, which is a reflection of our society and our history. While talking about racism has sometimes proven to be difficult and uncomfortable, I believe our culture is changing.
During my town halls and employee engagement sessions, I witnessed first-hand a growing commitment to addressing racism in the workplace. Managers and employees have told me they believe we can no longer ignore the challenges that Indigenous, Black and racialized employees face in the workplace. There is growing empathy to hear the personal experiences racialized employees have endured and to develop concrete action plans to remove barriers and to end discrimination.
We all need to be champions of change to ensure we are free of racism. This work must be embraced by every part of our organization, in every part of our province. This is why the government established the Anti-Racism Directorate and why it is strategically located within Cabinet Office.
Anti-racism aligns with our other priorities that strive towards greater social equity, (for example, It’s Never Okay: An Action Plan to Stop Sexual Violence and Harassment, the OPS Inclusion & Diversity Blueprint and the 2017-2021 OPS Multi-Year Accessibility Action Plan) and focuses specifically on race. This new policy will help to identify, prevent, mitigate and eliminate systemic racism in all aspects of the OPS, wherever it may exist.
By rooting out and removing systemic racism, we will be better positioned to recruit, retain and develop the best and brightest talent this province has to offer. This will lead to better programs, services and outcomes for the people of Ontario.
This important work will bring fundamental and meaningful change to the OPS. I am proud of, and committed, to the new OPS Anti-Racism Policy.
I would personally like to thank the Black OPS employee network and the Anti-Racism Directorate for their active advice and support in developing this policy to end discrimination in the workplace.
I know I can count on all of the Ontario Public Service to create an environment for all to give their best and achieve their full potential.
Moving towards a stronger, more inclusive public service
The Ontario Public Service has a responsibility to lead by example by driving innovation and excellence in public policy development and service delivery. Our organization must also ensure all people are served equitably – including public service employees.
To create an equitable OPS, we need to recognize that there are systemic racism barriers that prevent people from reaching their full potential. We need to recognize that histories of colonialism and slavery have resulted in institutionalized inequity for Indigenous, Black and racialized people.
Racism and power imbalances can be hidden or deeply embedded in government policies, practices and procedures.
Sometimes, we are not aware of implicit or institutional racial biases. These biases manifest throughout the employment cycle, from recruitment to advancement. They also manifest in workplace culture, from exclusionary practices based on who “fits” to harassment and discrimination.
Racism should never limit anyone’s opportunity for employment or advancement within the OPS.
This is why an OPS Anti-Racism Policy is so important.
This policy addresses systemic racism head-on and will build a more diverse, inclusive and respectful OPS. Removing systemic racism barriers creates more equitable human resource management directives, policies, procedures and practices which support all employees in achieving full participation in the workplace.
Calls for change
Over the years, public servants, employee networks, bargaining agents and external stakeholders have called on the OPS to critically assess and address racial disparities and inequities in the OPS workplace. Recommendations from many of these groups have supported a targeted focus to affect change, both within the OPS and beyond.
OPS employees have led the charge, reinvigorating leadership with their calls to raise the bar and embed more inclusive behaviours and practices throughout the OPS. For example, the Black OPS employee network (BOPSers) has been at the forefront of calls for bolder anti-racism organizational change in the OPS for more than a decade.
Some bargaining agents have also voiced the need for proactive measures to identify and respond to systemic racism barriers. In response to the Workplace Discrimination and Harassment Prevention (WDHP) Policy and Program Evaluation, they called for specialized training, competency and capacity building, continued engagement and consultation in the development of change strategies.
Public meetings have also served as an outlet for distinct community voices. At community meetings held across the province in 2016, the Anti-Racism Directorate (ARD) heard from public servants about the importance of the OPS being an anti-racism leader and model for Ontario’s public and private sector organizations.
By taking action and working consistently and collaboratively within, and outside government, we will build trust and confidence in a stronger public service.
The Anti-Racism Directorate’s journey
Systemic change takes time but it is integral to establishing a thriving and productive OPS.
February 16, 2016
The ARD was established to develop a cross-government approach to combat systemic racism.
January 2, 2017
The Inclusive Diversity Office and Anti-Racism Directorate were situated within Cabinet Office, serving as a focal point to build trust and confidence in public services, drive better public policy and delivery, and lead by example in building a more inclusive, diverse and respectful public service.
January 22 to March 8, 2017
The 2017 OPS Employee Survey was completed by over 34,000 employees (57% response rate).
March 7, 2017
A Better Way Forward: Ontario’s 3-Year Anti-Racism Strategic Plan outlined a whole-of-government approach to identify and address systemic racism and promote racial equity. This approach includes race-based data collection, anti-racism impact assessments, the Anti-Black Racism Strategy, the Indigenous-Focused Anti-Racism Strategy, and public education and awareness initiatives to address systemic racism, antisemitism and Islamophobia. The Strategic Plan also commits to tackling systemic racism within the OPS.
June 1, 2017
Anti-Racism Act, 2017 – the first of its kind in Canada – was passed to support the government’s anti-racism work over the long-term by requiring renewable multi-year strategic plans that are informed by community engagement, and giving government the authority to mandate initiatives including race-based data collection and an anti-racism impact assessment.
November 15, 2017
The OPS Inclusion & Diversity Blueprint was released, setting targets for the number of racialized employees nominated for leadership, development and mentorship programs.
December 14, 2017
The Anti-Black Racism Strategy was released, setting targets to reduce disparities for Black Ontarians in the child welfare, education and justice sectors by 2024.
February 22, 2018
The OPS Anti-Racism Policy was released to identify and remove systemic racism barriers and advance racial equity within the OPS.
April 2, 2018
The OPS Anti-Racism Policy and its Program come into effect.
Anti-racism as a way forward
The OPS has heard the calls for transformational change and is taking action. We are tackling systemic racism with the OPS Anti-Racism Policy - a priority commitment in Ontario’s 3-Year Anti-Racism Strategic Plan.
Anti-racism recognizes the existence of systemic racism, and actively seeks to identify, remedy, and prevent racially inequitable outcomes, power imbalances between groups and the structures that sustain these inequities.
The OPS Anti-Racism Policy will establish a binding enterprise-wide commitment to anti-racism and anti-oppressive initiatives regarding all aspects of employment, and provide clear accountability for organizational change.
With its specific focus on race and systemic racism, the new policy bridges the OPS Inclusion & Diversity Blueprint, the OPS HR Plan 2015-2020 Building our Strengths – Leading Change for the Future and the OPS Policy on Preventing Barriers in Employment. It also builds on the 2015 Anti-Racism Action Plan.
By removing the barriers facing the most disadvantaged groups, we will create more a more equitable OPS where all employees can achieve full participation in the workplace.
The Directorate has to work closely with the Ontario Public Service to set targets for achieving equality in employment, retention and promotions.Audience Member, ARD community meeting in Hamilton
Taking action with the Anti-Racism Policy
The OPS Anti-Racism Policy establishes mandatory requirements, principles, roles and responsibilities to help ensure the accountability and sustainability of the government’s anti-racism commitment.
The policy will enable the OPS to develop more equitable policies, procedures and practices to better support all employees in achieving full participation in the workplace, including Indigenous, Black and racialized employees.
Key guiding anti-racism principles that are embedded in the OPS Anti-Racism Policy are:
- Taking a proactive and systemic approach
- Using evidence-based decision making (with data and information)
- Integrating employee engagement
- Ensuring accountability through public reporting/transparency
- Incorporating intersectionality into the analyses
- Promoting targeted universalism
- Ensuring sustainability
The OPS Anti-Racism Policy mandates the development of a focused Anti-Racism Program with measurable targets and indicators. The Program elements to eliminate systemic racism and advance racial equity in the OPS will be reviewed at least once every five years.
To ensure public accountability, the ARD and central agency partners will publish annual progress reports on the enterprise-wide Anti-Racism Program and publish de-identified race data for trend analysis.
The Anti-Racism Program will also be informed by employee voices. The Anti-Racism Directorate and central agency partners (including the Inclusive Diversity Office) will engage and solicit input from Indigenous, Black and racialized employees, employee networks, the OPS Diversity Council and OPS bargaining agents.
Tools for change
The ARD, along with central agency partners, will lead the development of a multi-year Anti-Racism Program.
There are four key Anti-Racism Program elements, each with measurable targets and indicators.
1) OPS Systemic Racism Barrier Identification and Removal
To identify and remove any systemic racism barriers within policies, processes and/or practices that are leading to racialized disparities across the employment cycle and to advance racial equity.
This will include:
- Developing a centralized process that includes annual trend analysis
- Trend analysis will include de-identified disaggregated race data
- Anti-Racism Directorate will lead an enterprise-wide action plan with focus areas, in collaboration with corporate and ministry partners, to identify and remove any systemic racism barriers
2) Anti-Racism Competency and Capacity Building
To increase Ontario Public Service employee awareness and understanding of systemic racism and equip OPS leaders at all levels with the necessary anti-racism competencies.
This will include:
- Ensuring that all managers receive anti-racism training
- Making foundational anti-racism training available to all OPS employees
- Customizing anti-racism training for OPS HR professionals
It is critical that the OPS lead by example. We must collect the data to understand where Black people are distributed in the OPS. This is the first step.Member of the Black Ontario Public Service Employees (BOPSers) Network.
3) Leadership Diversification
To increase the percentage of Indigenous, Black and racialized groups in the senior leadership ranks of the OPS. This will include:
- Setting a three-year corporate goal to increase the percentage of racialized groups in senior leadership (director and above) ranks
- Establishing annual targets in leadership development programs, succession plans, recruitment short-lists, and coaching/mentoring to meet the corporate goal
- Conducting an analysis of employee data (collected voluntarily) and trends to ground the monitoring of issues and to guide evidence-based strategies for improvement
- Implementing a sponsorship framework to retain, develop and advance high-potential employees from racialized groups
- The Leadership Diversification action item is fulfilled through the implementation of the OPS Inclusion & Diversity Blueprint
4) Anti-Racism Review of the Respectful Workplace Policy and Workplace Discrimination and Harassment Prevention (WDHP) Program
To review the WDHP complaint management process by applying an anti-racism perspective. This will include:
- Assessing how the current policy and complaint process meet the concerns of racialized employees and identifying any patterns or trends in the processing of race-based complaints
- Making recommendations on what policy and program enhancements are needed, including how direct, indirect and systemic race-based discrimination claims can be identified, monitored and resolved
- Considering new opportunities to creating a safe environment to work through these issues in a proactive and responsible way is key to creating a respectful workplace.
What success looks like
By challenging systemic racism head-on in the OPS, we will build a more racially equitable and inclusive workforce. Removing barriers and disparities will lead to a better Ontario for everyone.
The policy will establish:
- Barrier-free practices in recruitment, hiring and promotions.
- Talented senior leadership that is inclusive of Indigenous, racialized and Black employees.
- Enhanced data collection, analysis and reporting for evidence-based decision-making.
- Increased understanding of systemic racism and how to create a more inclusive OPS.
Change is needed to ensure that First Nations, Inuit and Métis peoples have equal opportunities in the public service – recruitment, retention and cultural supports so we can come to work proud of who we are and flourish in this environment.Member of Nation to Nation: The OPS Indigenous Employees Network
1) Effective date
April 2, 2018
2) Original date
April 2, 2018
3) Last revised date
4) Policy Statement
The Ontario Public Service (OPS) is committed to identifying, preventing and eliminating systemic racism in all aspects of employment and leading by example in the advancement of racial equity. The OPS is strengthened by targeted measures to identify, remove, prevent and mitigate any systemic racism barriers in employment facing Indigenous, racialized and Black employees.
5.1. The purpose of this policy is to establish:
- an enterprise-wide systemic anti-racism and anti-oppressive approach regarding all aspects of employment in the OPS, and
- a set of principles and requirements for identifying, preventing, removing and mitigating systemic racism barriers in employment that may arise, informed by the purposes of the Anti-Racism Act, 2017.
6) Application and Scope
- 6.1. This policy applies to public servants appointed to work in ministries or Commission public bodies (CPBs) under section 32 of the Public Service of Ontario Act, 2006 (PSOA). In this policy, such public servants are also referred to as employees.
- 6.2. This policy applies to all phases and aspects of human resource (HR) management for public servants appointed to work in ministries or CPBs under Section 32 of the PSOA.
- 6.3. The mandatory requirements and responsibilities in the Human Resource Management Directive and Human Resource Management Delegation of Authority Directive apply to this policy.
6.4. This policy supports the Human Resource Management Directive and complements other human resource policies that promote and sustain positive, inclusive and supportive workplaces including, but not limited to, the:
- 6.4.1. Policy on Preventing Barriers in Employment which provides requirements and direction on the identification, removal, mitigation and prevention of systemic employment barriers (based on all prohibited grounds of discrimination in employment under the Ontario Human Rights Code) that may arise from human resource management directives and policies or practices relating to the implementation of such directives and policies.
- 6.4.2. Respectful Workplace Policy (Policy to Support a Respectful Workplace and Prevent Workplace Harassment and Discrimination) which establishes principles for maintaining positive and productive workplaces and mandatory requirements for the prevention of workplace harassment and discrimination.
6.5. The policy does not apply to:
- systemic employment barriers where race is not a factor (see 6.4.1. regarding the Policy on Preventing Barriers in Employment)
- matters of individual racial discrimination and/or harassment (see 6.4.2. regarding the Respectful Workplace Policy)
The implementation of this Anti-Racism Policy will be guided by the following principles:
- 7.1. Proactive and Systemic Approach – The OPS takes proactive steps to identify, prevent, remove and mitigate systemic racism barriers in employment.
- 7.2. Evidence-based – Measures to address systemic racism barriers in employment are informed by research, driven by measurable goals and desired outcomes, and include disaggregated race data collection and analysis.
- 7.3. Transparency and Accountability – Trust and accountability are maintained through public reporting. This focus on transparency aligns with the OPS Open by Default approach to the regular release of data.
- 7.4. Intersectionality – Strategies and tactics to address systemic racism barriers in employment take into consideration that racism is experienced differently among various racialized groups, and within those groups, based on other dimensions of diversity including ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex (including pregnancy), sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status, disability and language.
- 7.5. Engagement – There is respectful, open and ongoing communication between the employer, employees and, where applicable, bargaining agents, in the interest of advancing racial equity and maintaining an anti-oppressive and inclusive process. The lived experience, perspectives and guidance of those most adversely impacted by racism, including Indigenous, racialized and Black employees, informs Anti-Racism Program elements and human resource management policies and programs.
- 7.6. Sustainability – Measurable advancements in racial equity are achieved through long-term, targeted, enterprise-wide anti-racism efforts.
- 7.7. Targeted Universalism – Identifying, removing, preventing and mitigating systemic racism barriers in employment creates more equitable human resource management directives, policies, procedures and practices as applicable, which support all employees in achieving full participation in the workplace.
8) Mandatory Requirements
8.1. The Anti-Racism Directorate must lead the development of a multi-year, enterprise-wide anti-racism program (“Program”), as well as coordinate and support ministries’ and CPBs’ implementation efforts. The Program aims to:
- 8.1.1. identify, remove, prevent and mitigate any systemic racism barriers in employment that contribute to inequitable racial outcomes, and
- 8.1.2. advance racial equity in the OPS.
Anti-Racism Program Elements
8.2. The Program must include:
- 8.2.1. Initiatives to identify, remove, prevent and mitigate any systemic racism barriers that contribute to inequitable racial outcomes in employment,
- 8.2.2. Initiatives to advance racial equity in employment, and
- 8.2.3. Goals, targets and indicators to measure the Program’s effectiveness throughout the employment lifecycle.
Systemic Racism Barrier Identification and Removal Process
8.3. The systemic racism barrier identification and removal process, is a centralized process that includes annual trend analysis led by the Anti-Racism Directorate, in collaboration with relevant corporate, ministry and CPB partners. Trend analysis may include, but is not necessarily limited to:
- disaggregated race data,
- de-identified data on the representation and distribution of employees,
- including Indigenous, racialized, and Black employees,
- ministry-level data, initiatives and trend information,
- de-identified data on race-based complaints, and
- de-identified race-based recruitment data.
- 8.3.1. Ministries and CPBs are required to contribute to the annual trend analysis.
8.4. The Anti-Racism Directorate in collaboration with relevant corporate, ministry and CPB partners will examine the outcomes of the trend analysis to develop an enterprise-wide action plan with identified focus areas on an annual basis that will:
- further assess for the potential presence of systemic racism barriers in employment, and
- take necessary actions, which include remedies to remove or mitigate identified systemic racism barriers in employment.
- 8.4.1. Ministries and CPBs will be provided guidance on the implementation of the enterprise–wide action plan and will be required to report back to the Anti-Racism Directorate on this implementation, as applicable.
- 8.4.2. Ministries and CPBs may be required to develop local action plans, with guidance from the Anti-Racism Directorate, as determined by the outcomes of the trend analysis.
Anti-Racism Competency and Capacity Building
8.5. The Anti-Racism Directorate will lead the development of enterprise-wide anti-racism competency and capacity building.
- 8.5.1. Anti-racism training must be made available by the employer to employees, as appropriate to their job duties, in order to promote and develop anti-racism competency, capacity and understanding.
- 8.5.2. Every manager will be required to complete anti-racism training. Newly appointed managers must complete this training as soon as possible after assignment to a management position.
- 8.5.3. This anti-racism competency and capacity building will include customized anti-racism training for OPS HR professionals.
Review and Engagement
- 8.6. The Program must be reviewed by the Anti-Racism Directorate, in collaboration with the Inclusive Diversity Office at least every five years to determine its effectiveness.
8.7. As part of this review, the Anti-Racism Directorate, in collaboration with the Inclusive Diversity Office, must solicit input from, including but not limited to, the groups listed below. The purpose of these engagements is to inform ongoing racial equity initiatives and communicate progress against Program goals, targets and indicators.
- Indigenous, racialized and Black employees
- Indigenous and race-based employee networks
- OPS Diversity Council and employee networks based on other dimensions of diversity
- OPS bargaining agents
Program Progress Reports and Public Accountability
- 8.8. The Anti-Racism Directorate, in collaboration with the Inclusive Diversity Office, must annually prepare a Progress Report for the Public Service Commission on the Program (“Program Progress Reports”), which includes actions taken to identify, remove, prevent and mitigate systemic racism barriers in employment, and anti-racism competency and capacity building initiatives.
- 8.9. Program Progress Reports must comply with privacy standards relating to personal information.
- 8.10. Program Progress Reports must be tabled at the Public Service Commission for approval prior to public release.
- 8.11. The Anti-Racism Directorate must publicly release the Program Progress Reports.
9.1. Contribute to a workplace free of systemic racism by complying with the requirements of relevant statutes such as the Ontario Human Rights Code, as well as this policy and related policies such as the:
- Employment Policy
- Respectful Workplace Policy (Policy to Support a Respectful Workplace and Prevent Workplace Harassment and Discrimination)
- 9.2. Apply human resource management directives and policies in ways that promote an inclusive workplace free of systemic racism.
- 9.3. Engage in opportunities to develop their ability to advance racial equity and create diverse, anti-oppressive and inclusive environments, through actions such as, but not limited to, taking anti-racism training.
- 9.4. Are accountable for promoting racial equity and contributing to systemic racism barrier removal within their responsible area, as applicable.
- 9.5. Contribute to systemic racism barrier identification and prevention, as applicable.
Deputy Ministers and Chairs/prescribed Public Service Commission delegates of Commission public bodies
- 9.6. Provide leadership in promoting and sustaining an inclusive workplace free of systemic racism.
- 9.7. Contribute to the proactive systemic racism barrier identification process, including sharing of relevant information with the Anti-Racism Directorate, in accordance with the requirements set out in the Program.
- 9.8. Oversee the implementation of the enterprise-wide action plan and local action plans as required by the Program and report back to the Anti-Racism Directorate, as applicable.
Anti-Racism Directorate and the Inclusive Diversity Office
9.9. Develop an annual Program Progress Report to be tabled at the Public Service Commission that includes:
- actions taken to identify, remove, prevent and mitigate systemic racism barriers in employment, and
- anti-racism competency and capacity building initiatives.
- 9.10. Lead the development of resources and initiatives in support of this policy and the Program, including the development of a broad outcomes-based data and performance measurement framework that will identify the data required for reporting.
- 9.11. Serve as an anti-racism expert, advisor, strategic catalyst and lead the development of the Program (including setting overall Program objectives and vision), competency and capacity building, and provide coordination and support to relevant corporate partners’, ministries’ and CPBs’ implementation efforts.
- 9.12. Provide guidance and anti-racism training materials to help ministries and CPBs to identify, remove, prevent and mitigate systemic racism barriers in employment and advance racial equity in the OPS.
- 9.13. Lead annual trend analysis of disaggregated race data, in collaboration with relevant corporate, ministry and CPB partners, towards the purpose of systemic racism barrier identification.
- 9.14. Lead the development of an enterprise-wide action plan with identified focus areas, in collaboration with relevant corporate, ministry and CPB partners, to further assess for the potential presence of systemic racism barriers in employment, and take necessary actions, which may include remedies to remove or mitigate identified systemic racism barriers.
- 9.15. Publicly release enterprise Program Progress Report.
- 9.16. Lead the Program review and hold engagement sessions at least every five years and recommend amendments to the Program, as needed.
Inclusive Diversity Office
- 9.17. Serve as advisor on inclusion and diversity, and provide link to broader OPS Inclusion and Diversity Priorities.
- 9.18. Contribute to trend analysis of de-identified, disaggregated race data towards the purpose of systemic racism barrier identification and recommendations for any corresponding actions.
Ministry of Government and Consumer Services (MGCS)
- 9.19. Review MGCS led enterprise-wide HR programs and services to ensure they integrate processes and practices aimed at promoting racial equity and intended to identify, remove, prevent and mitigate systemic racism barriers in employment, as required.
- 9.20. Provide relevant available disaggregated race data on the representation and distribution of Indigenous, racialized and Black employees.
- 9.21. Contribute to reporting and analysis of de-identified data on race-based complaints, recruitment data and anti-racism trend analysis, and recommendations for any corresponding actions.
Treasury Board Secretariat (TBS)
- 9.22. Review TBS led enterprise-wide HR directives, policies, programs and services to ensure they integrate processes and practices aimed at promoting racial equity and intended to identify, remove, prevent and mitigate systemic racism barriers in employment, as required.
- 9.23. Provide relevant disaggregated race data, if available, on the representation and distribution of Indigenous, racialized and Black employees.
- 9.24. Contribute to trend analysis of de-identified, disaggregated race data for the purposes of identifying, removing, preventing and mitigating systemic racism barriers in employment, and recommendations for any corresponding actions.
Public Service Commission
- 9.25. Receive, review and approve the annual Program Progress Report provided by the Anti-Racism Directorate, in collaboration with the Inclusive Diversity Office.
- 9.26. Direct actions as necessary and appropriate, which may include policy amendments to better identify, prevent, remove and mitigate identified systemic racism barriers in employment.
For the purposes of this policy, these terms have the following meaning:
- Action plan
- a documented response developed to assess, eliminate or otherwise mitigate the cause, and prevent the re-occurrence of, a potential systemic racism barrier in employment.
- an anti-oppressive approach recognizes the power imbalance within society that attributes benefits to some groups and excludes others. This approach seeks to develop strategies to create an environment free from oppression, racism and other forms of discrimination. It acknowledges the intersections of identity and diversity including race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex (including pregnancy), sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status and disability and aims to promote equity between the various identities.
- an anti-racism approach is a systematic method of analysis and a proactive course of action. The approach recognizes the existence of racism, including systemic racism, and actively seeks to identify, remove, prevent and mitigate the racially inequitable outcomes and power imbalances between groups and the structures that sustain these inequities.
- Black employees
- refers to employees with African ancestry and who are racialized as Black, regardless of their cultural identity or where they were born (such as, but not limited to, Africa, Canada, Caribbean, South America).
- in relation to the personal information of an individual, means to have removed any information that identifies the individual or for which it is reasonably foreseeable in the circumstances could be utilized, either alone or with other information, to identify the individual.
- Disaggregated race data
- refers to numerical information that has been broken down into component parts or smaller units of data for public reporting or statistical analysis; for example breaking down the aggregate category of ‘racialized’ into its component parts such as Black, South Asian, East Asian, Latino or Middle Eastern, or any combination thereof.
- the range of visible and invisible qualities, experiences and identities that shape who we are, how we think and how we engage with, and are perceived by the world. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical or mental abilities, religious/spiritual beliefs, or political ideologies. They can also include differences such as personality, style, capabilities, and thought/perspectives.
- a measure of progress towards a desired outcome; for example, the extent to which the Program overall, or a particular Program activity, is achieving its desired objectives and targets. Often it takes more than one indicator to adequately capture progress against targets and objectives.
- Indigenous employees
- employees who identify as being descended from the original inhabitants of what is now known as Canada. Indigenous refers to First Peoples in Canada. In this context, Indigenous people are First Nations, Métis and/or Inuit.
- Inclusion recognizes, welcomes and makes space for diversity. An inclusive OPS capitalizes on the diversity of thought, experiences, skills and talents of all of our employees.
- acknowledges the ways in which people’s lives are shaped by their multiple and overlapping identities and social locations, which, together, can produce a unique and distinct experience for that individual or group; for example, creating additional barriers or opportunities. In the context of race, this means recognizing the ways in which people’s experiences of racism or privilege, including within any one racialized group, may differ and vary depending on the individual’s or group’s overlapping (or “intersecting”) social identities, such as ethnicity, Indigenous identification, experiences with colonialism, religion, gender, citizenship, socio-economic status or sexual orientation.
- a term used to classify people into groups based principally on physical traits (phenotype) such as skin colour or other apparent differences perceived as ‘inherent’ or ‘unchanging’ (for example, a social group’s culture or religion may sometimes be treated as unchanging and inherent). Racial categories are not based on science or biology but on differences that society has created (i.e. “socially constructed”), with significant consequences for people’s lives. Racial categories may vary over time and place, and can overlap with ethnic, cultural or religious groupings.
- Racial equity
- refers to the systemic fair treatment of all people resulting in equitable opportunities and outcomes for everyone. It contrasts with formal equality where people are treated the same without regard for racial differences. Racial equity is a process (such as meaningfully engaging with Indigenous, Black and other racialized employees regarding policies, directives, practices and procedures that affect them) and an outcome (such as equitable representation of Indigenous, Black and other racialized employees at all levels of the organization).
- Racialized employees
- refers to employees who can have racial meanings attributed to them as a group in ways that negatively impact their work and social life. This includes but is not necessarily limited to people classified as “visible minority” under the Canadian census and may include employees impacted by antisemitism and Islamophobia.
- Systemic racism
- refers to organizational culture, policies, directives, practices or procedures that exclude, displace or marginalize some racialized groups or create unfair barriers for them to access valuable benefits and opportunities. This is often the result of institutional biases in organizational culture, policies, directives, practices, and procedures that may appear neutral but have the effect of privileging some groups and disadvantaging others.
- a quantified goal or objective that is outcome focused.
- Targeted universalism
- Targeted universalism, as a principle, recognizes that everyone benefits from government’s targeted removal of systemic barriers faced by the most disadvantaged communities. Reducing barriers and disparities leads to a better Ontario for everyone.
- Trend analysis
- involves the collection, analysis and review of information to spot patterns relevant to racial equity.