- Consider running job postings through a gender decoder to avoid inadvertently using traditionally masculine language. Gender Decoder Link.
- Ensure everyone on the hiring committee undergoes unconscious bias training. Free training available here.
- Conduct resume screening anonymously to combat unconscious bias.
- Include the pay scale in job postings to promote salary transparency.
- Use gender-neutral pronouns in job descriptions to eliminate gendered language.
- Define hiring criteria, ask standardized questions, and develop a transparent salary grid.
- Consider interview day/time to accommodate diverse needs.
- Commit to equal pay by developing and tracking a transparent salary grid.
- Create pathways for contractors and temporary workers to become full-time employees.
- Highlight caregiving support in job ads.
Inclusivity - Reading Materials - Chapter 01: Women and Gender
Introduction
This chapter serves as the initiation point for your DEI journey, and it’s recommended as the first unit to be read. It operates in conjunction with Chapter 02: Gender-Based Harassment and Violence. Given the concerning prevalence of violence against women and other marginalized identities, it is advised to complete both Chapter 01: Women and Gender and Chapter 02: Gender-Based Harassment and Violence. before delving into the remaining six units. The effectiveness of the rest of this toolkit and series of resources depends on implementing the recommendations from the Women and Gender and Gender-Based Harassment and Violence sections.
Best and Promising Practices
Electricity Human Resources Canada (EHRC) has a four-session training course on diversity, equity, and inclusion fundamentals. Each session runs for 90 minutes and focuses on topics such as micro- and macro-aggressions, intentional allyship and inclusion, unconscious bias in the workplace, and the business case for DEI. Learn more
BC Hydro has taken concrete steps to implement transparent pay equity across all departments and employment categories, including management. They evaluate seniority, education, and experience in comparison to actual salaries, taking steps to ensure pay equity across all levels and departments. Tracking is done across various DEI categories, such as gender, disability, and ethnicity. They have also devised methods to account for time off taken for approved leaves. Learn more here and here.
Schneider Electric‘s DEI goal is not only to provide equal opportunities universally but to foster an environment where everyone feels uniquely valued and safe to contribute their best. This commitment is reflected in Schneider’s global core values, emphasizing empowered diversities, inclusive practices, and education on hidden biases since 2021. Learn more
Manitoba Hydro has developed comprehensive product guides for Personal Protective Equipment (PPE) tailored explicitly for women’s sizing across all trades in their organization. This comes in recognition of the challenges women face with ill-fitting work apparel. The guides include sizing charts, colour codes, preferred apparel brands, and washing instructions. Learn more
Covergalls, founded by Alicia Woods, addresses the need for women-specific PPE with a women-only clothing line, recognizing the challenges women face with traditionally sized or unisex PPE. Learn more
The British Columbia Institute of Technology (BCIT) offers a program dedicated to free learning on topics like climate change, anti-racism, Indigenous awareness, and diversity awareness. Courses range from 1-3 hours, allowing individuals to learn about human rights in Canada and global challenges. Learn more
Policies/Procedures
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Recruitment
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Retention
- Commit to transparency in leveling and promotions.
- Evaluate leaders based on DEI-related performance.
- Provide career mentorship for all employees.
- Promote diversity in all departments and organizational levels.
- Use a uniform evaluation cycle for performance reviews.
- Train managers on providing concrete and objective feedback.
- Implement flexible working policies to support caregivers.
- For shift workers, communicate schedules in advance.
- Ensure a strong anti-harassment and discrimination policy.
- Tailor communication styles to individuals.
- Register employees as apprentices and provide support.
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Personal Protective Equipment (PPE)
- Adjust stipends for non-normative body shapes.
- Consider suppliers/vendors meeting diverse workplace needs.
- Procure gender-specific safety equipment.
- Consider body fluctuations, especially during pregnancy.
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Washrooms
- Provide designated portable washrooms for women on construction sites.
- Have single-stall portable washrooms.
- Designate washrooms in buildings.
- Conduct staff-wide training on Gender-Based Harassment and Violence.
- Use pop-up tents for remote job sites.
- Consider a washroom buddy system.
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Other Considerations
- Ensure a public commitment to DEI.
- Align charitable donations with DEI policies.
- Evaluate corporate memberships for alignment with DEI views.
- Ensure diversity in event presentations and panels.
- Support employees’ short- and long-term ambitions.
General Resources
Legislation and Important Dates
Familiarize yourself with relevant legislation like the Employment Equity Act and Canadian Human Rights Act. Plan to revisit relevant and new legislation twice yearly to stay up to date.
Acknowledge and observe important national and international dates, such as the International Day for the Elimination of Violence Against Women on November 25. Consider a staff lunch and learn, a social media post in recognition, and a blog or website article written by a senior executive or staff member. Depending on organizational capacity, a webinar, newsletter article, or internal communications information document is a good way to observe a significant national or international date.