Our Commitment to EDIAA

Definitions

• Belonging: A sense of being supported, valued, and accepted for one’s most authentic self, where everyone feels included and an integral part of the community.

• Dignity: The inherent worth of every individual, ensuring they are treated with respect and ethical consideration.

• Discrimination: The unequal treatment of individuals based on protected characteristics, resulting in disadvantage or exclusion.

• Diversity: The presence and acknowledgment of various identities, experiences, and perspectives within the workplace and community.

• Equity: The provision of fair opportunities, recognizing and accommodating the different needs and experiences of individuals, especially those from marginalized groups.

• Inclusion: The active, intentional, and ongoing engagement with diversity to create a culture that embraces, values, and supports all members.

• Microaggressions: Everyday verbal, nonverbal, and environmental slights or insults, intentional or unintentional, that communicate hostile, derogatory, or negative messages to marginalized groups.

• Prohibited Grounds: Characteristics protected under human rights legislation that cannot be used as a basis for discrimination.

• Protected/Personal Characteristics: In Ontario, these include citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex/pregnancy, family status, marital status, sexual orientation, gender identity, gender expression, receipt of public assistance (in housing), and record of offences (in employment).
• Unconscious Bias: The underlying attitudes and stereotypes that unconsciously affect how we perceive and interact with people from different social and identity groups.

Agency Commitment

Resources for Exceptional Children and Youth is committed to adhering to human rights, equity, and privacy legislation to prevent discrimination and foster an inclusive environment. We are also committed to continuous learning, adapting, and implementing best practices that advance equity, diversity, inclusion, anti-racism, and accessibility across all aspects of our operations. Our Leadership Team, in collaboration with the EDIAA Committee, will establish goals that advance diversity, equity, and inclusion within our agency. Regular feedback will be solicited from all stakeholders through surveys to evaluate and enhance our EDIAA practices.

We are dedicated to building a culturally competent workforce by:

• Providing ongoing, relevant training on equity, diversity, inclusion, anti-racism, and accessibility.
• Promoting and modeling positive attitudes towards cultural differences and diversity.
• Actively addressing and eliminating unconscious biases, discrimination, microaggressions, and the harmful effects of prejudice.
• Engaging with and learning from individuals with diverse backgrounds and experiences.
• Ensuring our programs, facilities, and resources are inclusive and accessible to all, including those with disabilities.
• Equity, Diversity, Inclusion, Anti-Racism, and Accessibility (EDIAA) Policy Revised September 3, 2024.Equitable Opportunity

We are committed to ensuring that all employment-related decisions, including hiring, promotions, benefits, job assignments, and participation in agency-sponsored programs, are made equitably and without discrimination based on protected characteristics.

Leadership will receive regular training to understand and mitigate unconscious biases, ensuring fair evaluation and promotion practices. Development opportunities will be accessible to all employees, with decisions based solely on qualifications, performance, and adherence to the internal application process.

Accommodation

In alignment with human rights legislation, the agency will provide reasonable accommodations to employees who require them. Employees needing accommodation should notify their immediate supervisor, and the agency will support and meet these needs appropriately.

Training

All employees will receive comprehensive training on equity, diversity, inclusion, anti[1]racism, and accessibility during onboarding and as needed throughout their employment. This training will be inclusive and delivered equitably to ensure all employees’ benefit.

Recruitment

Resources for Exceptional Children and Youth is committed to diversifying our workforce and creating an inclusive environment. We recognize that diversity and equity must be accompanied by deliberate efforts to include underrepresented populations, ensuring that all individuals feel valued, respected, and supported equally. We actively encourage applications from individuals from diverse backgrounds and are committed to providing  accessible recruitment and employment practices in line with the Accessibility for Ontarians with Disabilities Act (AODA).

Complaint and Compliment Process

We value feedback from our employees, children, youth, families, and community and strive to create a culture of continuous improvement. You can provide feedback by completing an agency feedback form. Compliments can be shared at any time with the involved staff member, their supervisor, the Program Director, or the Executive Director.

For complaints, we have an internal reporting process that is timely, comprehensive, and responsive. Children, youth, families, and staff may report their complaint directly to the involved staff member, their supervisor, or escalate it to the Program Director or Executive Director for resolution. We take allegations of discrimination, harassment, and bullying seriously and ensure they are appropriately investigated. All reported incidents will be investigated with an effort to keep the source of the report confidential, except where appropriate to facilitate the investigation or resolution of the matter.

Employee Concerns

Employees with concerns about their work experience at Resources for Exceptional Children and Youth should follow the escalation process to raise their concerns. If you feel uncomfortable with any step in the process, you may choose an alternative individual or contact the President or the Board of Directors. Occurrences of violence or harassment should be reported following the Agency’s code of conduct and workplace health and safety guidelines.

Note: If you believe you have experienced retaliation for raising a concern, or that your concern is not satisfactorily being resolved, you may contact the Ontario Ombudsman’s office at info@ombudsman.on.ca to discuss your experience.

Resources and Information

• Canadian Heritage – Human Rights
• Ontario Workplace Health and Safety
• Ontario Human Rights Commission