2008 Diversity and Inclusion Annual Report

Recommendation:That the May 11, 2009, Deputy City Manager’s Office report 2009DCMO35 be received for information.

Report SummaryThis report highlights 2008 progress in the City’s implementation of Diversity and Inclusion, and provides summary-level results of the 2008 Diversity and Inclusion Employee Census.

ReportThe Deputy City Manager’s Office Diversity and Inclusion (DI) Branch is mandated to initiate, support and sustain corporate-wide strategies and programs that position the City to: Attract and retain a diverse municipal

workforce; Create respectful and inclusive work

environments; Provide services responsive to an

increasingly diverse community.

2008 Annual OverviewReview and development of policy is a strategic priority of the DI Branch. 2008 work on corporate policy included development of: Policy C538 Diversity and Inclusion,

approved by Council in November 2008; and

Administrative Directive A1127 Respectful Workplace, approved by the City Manager in September 2008.

Development of corporate-wide training to support the Policy and Directive was another 2008 priority. Respectful Workplace training modules and employee handbooks that incorporate key elements of both policies were developed and piloted by the DI Branch and the training is being delivered to all City staff in 2009-10. Case-specific consultation, mediation and investigation services guided by an improved Respectful Workplace Administrative Procedure are now coordinated by the DI Branch in collaboration with Labour Relations in the Human Resources (HR) Branch.

Another primary role of the DI Branch is support of City departments’ planning and implementation of department-specific Diversity and Inclusion Action Plans. The newly created Capital Construction and Finance and Treasury Departments, and Deputy City Manager’s Office, are currently being supported by the DI Branch in creating their Diversity and Inclusion Committees. Examples of diversity and inclusion initiatives begun by departments in 2008 are provided in Attachment 1.

In 2008 the increasingly significant role of the HR Branch’s Employment Outreach Team was evident in numerous recruitment and innovative employment activities summarized in Attachment 2. The work of the Team is increasing the profile of the City with diverse community groups and partners, and is resulting in an increasingly diverse pool of applicants for City jobs and improved hiring.Council at its April 29, 2009, meeting reviewed updates on numerous Council Initiatives, a number of which directly

ROUTING – Executive Committee | DELEGATION – M. Kroening/C. KhanWRITTEN BY – M. Kroening | May 11, 2009 – Deputy City Manager’s Office 2009DCM035Page 1 of 3

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2008 Diversity & Inclusion Annual Report

address diversity and inclusion, including: Affordable Housing, Homelessness, Public Involvement in Planning and Development Process, Safe Edmonton/Drug Strategy, Seniors and Youth.

In 2008, the DI Branch continued to provide Administration’s strategic leadership and support to specific Council Initiatives: the Aboriginal Initiative (see Attachment 3) through the work of the City’s Aboriginal Relations Office, including support for development of the Wicihitowin Circle of Shared Responsibility; and the Multicultural Initiative (see Attachment 4), including the Citizen and New Arrivals Information Centre at City Hall and the Racism Free Edmonton Action Plan.

Other 2008 DI Branch work included: development of SMT-approved

corporate diversity and inclusion progress measures for 2009 implementation (Attachment 5);

support of Community Services Department and the Advisory Board on Services for Persons with Disabilities in hosting the Edmonton Symposium on Achieving Accessible and Inclusive Communities, review of Vancouver’s Measuring Up process, and planning of local action;

consultation with Edmonton Police Service on its development of diversity and inclusion strategies;

consultation with Edmonton Public Libraries on refinement of its diversity training;

representation of the Canadian Coalition of Municipalities Against Racism and Discrimination at the UN Habitat World Urban Forum 4 in Nanjing, China; and

consultation with various Canadian municipalities on the City of Edmonton’s Diversity and Inclusion Framework, immigration and settlement initiatives and approach to Aboriginal Relations.

2008 Employee CensusIn 2008 the DI Branch conducted the second bi-annual Diversity and Inclusion Employee Census (Census). The nature of information requested necessitates that, by law, employee participation be voluntary.

The 2008 response rate of 38% provides a reasonably high level of confidence in this indicator data. Census results serve as one key source of information for corporate and department decision making.

Specific objectives of 2006 and 2008 Censuses included determination and benchmarking of: diversity within the workforce; perceptions of diversity and inclusion

among employees; perceived disadvantaged groups in

the workplace; perceived disadvantaged groups

among citizens of Edmonton; and methods of respecting diversity

within and outside the corporation.

2008 Census objectives included the additional objectives of determining: awareness of the DI Branch; awareness of its programs and

services; usage of those services; and effectiveness of those services.

Overall, 2008 Census results show positive gains in City workforce diversity. They also show demographic

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2008 Diversity & Inclusion Annual Report

characteristics that demonstrate better alignment of the City workforce with available CMA population data and the City’s goal of having a workforce broadly reflective of the community. In addition, a high proportion of Census respondents indicate that the City is hiring a diverse workforce.

A majority of Census respondents generally agree they are engaged in the workplace, and most plan to be working for the City in 12 months. A majority would also recommend the City as a place to work. However, respondents do not necessarily believe their experiences and views are taken into consideration when programs and services are being developed; and a majority believe more should be done to include their skills and talent at work.

Women as an employee group are most frequently identified as disadvantaged in the workplace by respondents (3%), followed by age-based groups (3%) and visible minorities (2%). Respondents have also identified specific citizen groups as disadvantaged in receiving City services: visible minorities are most frequently identified by respondents (3.5%), followed by people with low incomes (2%), persons with disabilities (2%), persons experiencing homelessness (2%) and the elderly (1.5%). Census respondents provided numerous ideas about how departments can respect diversity within and outside the corporation.

The Census indicates slightly more than half of respondents are aware of the DI Branch and more than a third are aware of the primary policy, services and initiatives supported by the Branch. The Census also establishes benchmark

data on employees’ experience of Branch services. For example, the Branch recently began providing Respectful Workplace Training that is being delivered to all City staff in 2008-10. Of those who thus far have received training from the Branch, 76% felt more knowledgeable and 66% reported they improved their skills and used their improved knowledge in the workplace.

The 2008 Employee Census results have been reviewed by the Senior Management Team. Department-specific results and analyses, and specific identified opportunities for increased focus in 2009-10 have been referred to departments’ Diversity and Inclusion Committees for development of further actions.

In addition, all department Diversity and Inclusion Committees and branches with corporate roles of particular significance to the City’s diversity and inclusion goals have been encouraged to consider specific Census results and opportunities for action in 2009-10 (Attachment 6). This includes review of options by which to increase diversity in City management positions.

Policy C538 Diversity and Inclusion C529 Immigration and Settlement Council Declaration of Membership

in the Coalition of Municipalities Against Racism and Discrimination

Council Declaration: Strengthening Relationships between the City of Edmonton and Urban Aboriginal People

Focus Area Improve Edmonton’s Liveability

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2008 Diversity & Inclusion Annual Report

Condition of Success: Organizational Capacity

Public ConsultationPublic consultation was conducted during development of the Racism-free Edmonton Action Plan that was approved by Council in 2008. Twice per year consultation is also conducted on an ongoing basis with immigrant community and agency stakeholders as mandated in Policy C529.

Budget/Financial ImplicationsDepartmental Diversity and Inclusion Committees will be asked to identify budget implications of recommendations they make to their respective Department Management Teams.

Attachments1. Examples of Diversity and Inclusion

Initiatives Begun in 20082. HR Outreach Team 2008 Activity

Summaries3. Aboriginal Initiative Update4. Multicultural Initiative Update5. SMT-approved Corporate Diversity &

Inclusion Progress Measures6. Opportunities for Additional Diversity

and Inclusion Focus in 2009-10

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Attachment 1

Examples of Diversity & Inclusion Initiatives Begun in 2008This table provides examples of recent intiatives that address Senior Management Team’s four Diversity and Inclusion Goals.

1. Having a workforce that is broadly reflective of the community

2. Identifying and addressing barriers to employment and service barriers within organizational systems

3. Attracting and retaining a talented workforce skilled at working in an inclusive and respectful manner with one another and with the community

4. Creating processes, policies, plans, practices, programs and services that meet the diverse needs of those we serve

HR Branch developed and implemented corporate-wide Aboriginal internship program

Asset Management and Public Works’ first Internship with disabled employee included focus on accommodation needs

Corporate Services’ used “Hiring Fair” approach to attracting post-secondary students to City jobs

Transportation and HR Outreach developed and implemented Aboriginal pre-employment Transit Operator Program

Community Services improved recruitment by expanding postings to include diverse community media

Planning & Development and HR Outreach engaged partners to recruit diverse, national pool of job applicants

Transportation applied Diversity and Inclusion Lens to development of new employee orientation

HR Outreach developed and implemented Newcomers Intern Program for internationally trained professionals

Asset Management & Public Works and DI Branch conducted in-depth needs assessment with staff from across department

Corporate Services and HR Outreach identified and are addressing barriers for employees with disabilities

Assessment and Taxation Branch undertook workplace deliberative dialogue to identify and address diversity and inclusion issues

Transportation’s Diversity and Inclusion Committee reviewed employment barriers and emerging issues, and is implementing an action plan

Capital Construction focused on improving accessibility for City employees in wheel chairs

Community Services’ initiated review of Leisure Access Program including identification and removal of barriers to inclusion of diverse citizens

Mobile Equipment Services worked with HR Outreach to create bus cleaner role for individuals with disabilities

Community Services created sub-committee to examine inclusive department culture and communications

Planning and Development’s piloted comprehensive Respectful Workplace Training with all management and staff

Asset Management & Public Works and Corporate Services conducted Disability Awareness Training with staff

Community Services and DI Branch worked with Advisory Board on Services for Persons with Disabilities and other partners to deliver local conference, review Vancouver’s “Measuring Up” process and develop local action planning process

Community Services developed and delivered to its staff a presentation on communicating effectively with a diverse audience

Planning and Development piloted delivery of Cultural Sensitivity Training to its staff

Extensive efforts to increase internal communication for example: quarterly newsletter, reports, meetings, email & face to face meetings

Transportation and Planning and Development delivered Intercultural Training to their management and staff

Transportation increased communications access to more equally include all staff

Buildings Design and Construction incorporated a diversity and inclusion component in its project management training for staff

DI Branch developed Respectful Workplace Training, Workbook and Handbook for delivery to all City staff

City Clerk’s review to determine strategies by which to increase diversity on Council-appointed agencies, boards and commissions

Emergency Medical Services and HR Outreach developed bridging program to attract and hire internationally educated paramedics

Fire and Rescue in the Summit II conference included sessions on addressing the special fire safety challenges of “aging in place” seniors and group home residents

Landlord and Tenant Advisory Board promoted its services to Aboriginal, immigrant and disabled communities through tailored outreach

Taxation and Assessment’s created a staff language roster in order to provide improved service for citizens with limited English

Capital Construction worked with Community Services to design advanced accessibility features for new South West Recreation facility

Building Design is including accessibility design features in all new buildings and all renovations

Public Involvement worked with U of A partners to develop inclusive public process that targeted representative Citizen Panel participants

DI Branch developed City Council’s new Diversity and Inclusion Policy C538 and worked with HR to create Administration’s new Respectful Workplace Directive A1127

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Attachment 2

HR Outreach Team 2008 Activity Summaries

The following is a summary of Employment Outreach initiatives that Human Resources has been a part of in 2008:

Aboriginal Community Highlights Linked the Aboriginal labour force to employment opportunities by continuing work

with the major Aboriginal employment centres: Oteenow Employment and Training Society and Métis Employment Services.

Facilitated monthly information sessions at Aboriginal employment centres to demystify the City of Edmonton’s recruitment process and help job seekers apply online.

Transit Operator Pre-employment Program: Funded by Ottenow and Métis Nation of Alberta this 6 week pre-employment program gives participants the knowledge and skills required to become a transit operator. In 2008, there were two classes of students. Twelve students graduated from the program and seven were successfully hired by the Edmonton Transit.

Aboriginal Internship Program: Corporate Services hired an Aboriginal graduate to work as a Human Resource Intern. The intern has been working on research projects and as a recruitment assistant.

Each year the City of Edmonton supports a number of Aboriginal summer students with work experience opportunities throughout the corporation.

Persons with Disabilities Highlights Implemented the ‘Abilities in Action’ pilot work experience program in September for

individuals with disabilities where they gain skills for the bus cleaner role. The purpose of the ‘Abilities in Action’ program is to assist with cleaning busses for the afternoon peak time and to partner with a community service provider, Excel Society, to provide individuals with disabilities with meaningful work experience related to their qualifications, skills and experience.

Created and implemented the first disability focused eleven month work experience opportunity in Asset Management & Public Works, Corporate Properties for an individual with a developmental disability.

Successfully created the first disability internship role in the Corporate Services Department. Hired a student with a physical disability, from the University of Lethbridge, for a six month placement.

Provided one-on-one advice on the application process, resume and cover letter writing and reviewed current City of Edmonton job postings with individuals with disabilities seeking employment

Multicultural Community Highlights Newcomer Transit Operator Pre-employment Program: the pilot program is designed

to prepare participants with the learning strategies, intercultural competence, soft skills and linguistic abilities to be successful as a Transit Operator in Canada. This 16 week occupational specific language training program is funded by Alberta

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Attachment 2

Employment and Immigration and offered by NorQuest College. 2009 will see two intakes, May and September with 20 students per class.

Paramedic Bridge Program: The pilot project is designed to prepare internationally trained physicians and surgeons who no longer want to pursue licensure in Canada for entrance into the Paramedic profession. This two year project will commence February 2009 and will see four intakes with 12 students per intake. This 14 week enhanced language training program is funded in partnership by Alberta Employment and Immigration and Citizenship and Immigration Canada.

Newcomer Internship Program: In 2008, three Newcomer interns were hired in Treasury and Finance and Community Services.

Intercultural Education: Human Resources worked with Edmonton Transit to design and implement intercultural training sessions covering both the Aboriginal and Multicultural communities. Three off-site full day training sessions were offered, and more than 200 Transportation Managers and Supervisors attended.

Youth Community Highlights Student Tours: Partnered with Edmonton Economic Development Corporation to

attract students to ‘try out Edmonton’ and to promote City of Edmonton opportunities at University of Toronto, York University and Ryerson University.

Linked! Organized a City Young Professionals networking mixer for all youth hired through Outreach recruitment initiatives since 2007.

Post-Secondary Co-op Placements: 52 students. Post-Secondary Work Practicums: 4 students. Summer Temporary Employment Program (STEP): 23 students. Registered Apprenticeship Program (RAP): 7 students.

Community Connections HighlightsThe team each year does a number of presentations in the community to encourage community members to consider a career with the City of Edmonton. Some examples of the community groups include: ASSIST (Chinese community), Edmonton Mennonite Centre for Newcomers, NorQuest College, NAIT, University of Alberta, Bredin Institute, Grant MacEwan

College, Access Emploi (Francophone community), Immigration and Settlement Community Meeting, Somali Community, Oteenow Employment and Training Society and Métis Employment Services, On Site Placement Services and EmployAbilities.

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Attachment 3

Aboriginal Initiative UpdateUpdate: 2007-2010 Council Initiatives

Aboriginal Initiative

Initiative Title: Aboriginal InitiativeCity Council Lead(s): Councillor R. Hayter & Mayor S. MandelDepartment Lead(s): Mike Kroening, Deputy City Manager’s Office

Leona Carter, Deputy City Manager’s Office

Objective: Edmonton is recognized as a welcoming community where “Aboriginal Peoples take their rightful place in building a strong Aboriginal presence and voice in the cultural, social and economic future of Edmonton”. (Edmonton City Council Declaration, August 30, 2005)

Key Outcomes, Projects or Activities and their Status as of March 2009: Improved demographic information about Aboriginal Edmonton is currently being

developed by the Aboriginal Relations Office and Business Planning and Measurement, in collaboration with Alberta Aboriginal Relations. The information, including geographic mapping of data, will be made available to City departments and the community in June to support planning and decision-making.

The City, United Way, Edmonton Community Foundation and Alberta Aboriginal Relations are currently contributing to the National Urban Aboriginal Peoples Study to obtain improved and nationally comparative information on urban Aboriginal peoples’ experiences, aspirations and identities. The information will be available in fall of 2009 to serve as a basis for broadened engagement of Aboriginal and non-Aboriginal people on matters important to the community.

The City, other orders of government and other organizations have supported the Wicihitowin Circle of Shared Responsibility and Stewardship achieving non-profit, incorporated status. Aboriginal Relations Office staff have further supported the work of Community Action Circles. On March 21st the three orders of government jointly announced funding of Wicihitowin at a community focused public event, including the City’s annual contribution of $75,000. In early April the organization will re-locate to United Way’s new office space in the west end. Wicihitowin’s collaborative granting model is currently being finalized and Program funders that will sit on the Partners Resource Circle include federal and provincial governments, City of Edmonton (FCSS) and United Way.

Related positive developments include: the significant interest of the University of Alberta, NAIT, Grant MacEwan and other educational organizations in promoting the development of Aboriginal-sensitive programming; Homeward Trust Edmonton creating a new Aboriginal portfolio with a strengthened focus on Aboriginal housing; and Edmonton Northlands placing strong emphasis on Aboriginal programming.

The City is represented by the Aboriginal Relations Office on a stakeholder advisory group established by the federal government to guide development and

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Attachment 3

implementation of a multi-service concept for newly arrived Aboriginal people. The concept was first discussed by Mayor Mandel and Councillor Hayter with community members as Edmonton Aboriginal Welcome House. The Alberta Native Friendship Centres Association has been contracted to conduct local service and gap research and identify options; this work is to be completed by November.

Following Mayor Mandel’s relationship building presentation to an All Chiefs gathering in Edmonton last fall, Councillor Hayter and the Mayor responded to a request from Treaty 8 chiefs’ to discuss their specific interest in a parcel of City-owned land for consolidated band offices, urban programs and services, and affordable Aboriginal student housing. The Aboriginal Relations Office has had follow-up meetings with band administrators and City Administration to facilitate Treaty 8’s understanding of City land acquisition processes and requirements.

The Edmonton Urban Aboriginal Affairs Committee has identified a desire to achieve greater role clarity following EAUAC’s influence role in the community’s formation of Wicihitowin and City establishment of the Aboriginal Relations Office. Committee members have met and received advice from the Office of the City Clerk, and the Aboriginal Relations Office will support of a review process later this year.

Human Resources has continued to develop relationships with Aboriginal employment agencies and educational institutions, and continues to attract and hire Aboriginal job applicants through the work of its Aboriginal Outreach Human Resources Consultant. A pilot program conducted with Transit Branch recently resulted in the hiring and training of eight Aboriginal drivers.

The Aboriginal Relations Office, Community Services and Asset Management and Public works facilitated the Indigenous Elders Circle in finalizing their program statement and public consultation plans on land use at Fox Farm for community cultural practices. The Elders Circle continues to offer programs at this site pending Community Services return to Council in late 2009 with recommendations on the area plan.

The Aboriginal Relations Office has updated its Guide to Aboriginal Services in Edmonton and is preparing its next The Bridge newsletter, both of which have been well received by the community and City Administration. The Office also continues its support of the Edmonton Aboriginal Employee Resource Network and the City’s role in annual celebrations of National Aboriginal Day.

Future Steps:The Aboriginal Relations Office will continue its role in advancing and supporting these and other initiatives of importance in the City’s relationship building with the Aboriginal community.

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Attachment 4

Multiculturalism Initiative UpdateUpdate: 2007-2010 Council Initiatives

Multiculturalism

Initiative Title: MulticulturalismCity Council Lead(s): Councillor A. Sohi & Mayor S. MandelDepartment Lead(s): Mike Kroening, Deputy City Manager’s Office

John Reilly, Deputy City Manager’s Office

Objective:Encourage and champion inclusive municipal activity and projects that welcome newcomers to Edmonton, recognize their contributions, increase the ethno-cultural diversity of Edmonton and the City workforce, and achieve intercultural learning and harmony.

Key Outcomes, Projects or Activities and their Status as of March 2009: City Council approved a Diversity and Inclusion Policy to guide Administrative

activities in areas that include inclusion of multicultural groups. Citizen and New Arrival Information Centre:

o Centre approved by City Council and implemented at main floor counter space where Citizen Action Centre used to operate.

o High profile official opening hosted that attracted over 100 guests and included a presentation from Honourable Hector Goudreau, Provincial Minister of Employment and Immigration.

o Alberta Employment and Immigration grant of $108K received to support capital and promotional/advertising costs associated with the Centre.

o Promotional material designed and printed. Racism Free Edmonton:

o Action Plan developed in collaboration with key institutional and community stakeholders approved by City Council.

o Funding approved by City Council in 2009 Budget to support implementation of Action Plan.

o Grant applications completed and submitted to other orders of government.o Collaboration with Racism Free Edmonton community stakeholders to

successfully host and bring profile to March 21 Gala Event in recognition of the International Day for the Elimination of Racial Discrimination.

The City of Edmonton hosted two Immigration and Settlement Community Gatherings that attracted the participation of nearly 200 representatives of immigrant and refugee groups and settlement agencies. The Gatherings attracted the participation of the City’s Human Resources Branch, ETS and Community Services and provided dialogue between the community and City Administration in the areas

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Attachment 4

of public transit, walking and cycling in Edmonton, employment with the City and community recreation and leisure programs.

Newcomer Guide to services in Edmonton printed in six languages and distributed through partnerships with Edmonton Public Libraries, settlement agencies, tourist information centres, recreation/community services centres and other community agents.

With funding from the Canadian Commission for UNESCO, the City of Edmonton represented the Canadian Coalition of Municipalities Against Racism and Discrimination and promoted the City of Edmonton’s Immigration and Settlement and Racism Free Edmonton Initiatives at UN-HABITAT’s World Urban Forum 4 in Nanjing, China.

The City’s Immigration and Settlement and Racism Free Edmonton Initiatives were presented to the FCM Social and Economic Committee at the September 2008 FCM Board Meeting.

Two City of Edmonton articles profiling its Immigration and Settlement and Racism Free Edmonton Initiatives were published in two peer-reviewed journals, Plan Canada and Our Diverse Cities.

Future Steps: Develop and implement a comprehensive advertising and promotions plan for the

Citizen and New Arrival Information Centre (CNAIC). Plan and implement the self-service kiosks at the CNAIC. Commence implementation of the Racism Free Edmonton Initiative:

o Recruit staff to coordinate and administer Racism Free Edmonton;o Effectively support the work of the Racism Free Edmonton committees and

working groups;o Develop monitoring and reporting mechanisms;o Implement convention/summit on racism and solutions to racial discrimination;o Develop public response system to incidents of racism in the community;o Develop Racism Free Edmonton website.

Host two Immigration and Settlement Community Gatherings. Edit, reprint and continue to distribute the Edmonton Newcomer Guide.

Administration recommends that the Initiative continue

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Attachment 5

SMT – approved Corporate Diversity & Inclusion Progress Measures

SMT Goal Corporate Progress Measure 1. Have a workforce broadly reflective of

the community The diversity of the workforce

broadly reflects the diversity of the population available for work

2. Identify and address barriers within organizational systems

All departments have current and actively implemented D&I Action Plans

3. Attract and retain a talented workforce skilled at working in an inclusive and respectful manner with one another and with the community

D&I trained employees report:

improved knowledge increased awareness of their role

within Respectful Workplace improved ability to identify own

biases

City employees report the workplace is respectful and values differences

4. Create processes, policies, plans, practices, programs and services that meet the diverse needs of those we serve

Residents report they have had respectful and inclusive experiences with City of Edmonton services/facilities

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Attachment 6

Opportunities for Additional Diversity and Inclusion Focus in 2009-10

Departments’ Diversity and Inclusion Committees, and Branches with corporate-wide scope of particular relevance to Senior Management Team’s diversity and inclusion goals, have been encouraged to consider the following opportunities that were identified through review of 2008 Diversity and Inclusion Employee Census results:

DEPARTMENT DIVERSITY AND INCLUSION COMMITTEES

Communicate departmental Employee Census results and Department Management Team-approved diversity and inclusion action plans to all department employees.

Develop departmental Diversity and Inclusion employee recognition mechanisms appropriate to the culture and capacity of the department.

Expand the focus of department actions to address all four of Senior Management Team’s Diversity and Inclusion goals.

Engage the HR Branch Employment Outreach Team to assist with ways to reach diverse, qualified job applicants and explore recruitment options tailored to specific workforce needs.

DIVERSITY AND INCLUSION BRANCH

Increase the profile of the DI Branch, its programs and services, and of C538 Diversity and Inclusion Policy and Procedure throughout the corporation.

Communicate summary-level corporate Employee Census results and next steps in action planning to all employees.

Develop and implement a Women in the Workplace Affinity Group pilot.

Work with individual departments to improve diversity and inclusion training outcomes for specific staff groups.

Work with specific departments and Communications Branch to improve 2010 Employee Census response rates for front line staff.

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Attachment 6

HUMAN RESOURCES BRANCH

Examine opportunities for routine hiring systems reviews that focus on identification and removal of potential barriers to workforce diversity and inclusion.

Examine opportunities and recommend options for improving diversity in the management and leadership employee groups.

Increase the profile of the HR Outreach Team and its services to departments.

COMMUNICATIONS BRANCH

Determine and establish reliable and effective internal communications mechanisms for employees who do not have on-line computer access.

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