HR-008 - Diversity, Equity, & Inclusion Policy_2024
Diversity, Equity, & Inclusion Policy
Subject: Diversity, Equity, & Inclusion Category: Policy
Policy No.: HR-008 M&C Report No.: 2024-042
Effective Date: Next Review Date: April 8, 2026
Area(s) this policy applies to: All Staff Office Responsible for Review of this Policy:
Human Resources
Related Instruments: Policy Sponsor: Chief Administrative Officer
Document Pages: 9
Revision History:
City Clerk's Annotation for Official Record
I certify that the Diversity, Equity, & Inclusion Policy Statement
was adopted by resolution of Common Council on February 20,
2024.
I certify that the Diversity, Equity, & Inclusion Policy was
approved by the Chief Administrative Officer.
April 8, 2024.
City Clerk
Contact: Human Resources
Telephone: 506-658-2866
Email: humanresources@saintjohn.ca
Table of Contents
1. Policy Statement ............................................................................................................................ 3
2. Scope ............................................................................................................................................. 3
3. Definitions ...................................................................................................................................... 4
4. Framework ..................................................................................................................................... 6
5. Legislation and Standards ............................................................................................................ 7
6. Roles And Responsibilities ........................................................................................................... 7
7. Monitor And Review....................................................................................................................... 8
8. Authorization.................................................................................................................................. 9
9. Resources ...................................................................................................................................... 9
10. Inquiries .......................................................................................................................................... 9
ACKNOWLEDGEMENT
The land on which the City of Saint John is situated is the traditional territory of the
Wolastoqiyik (Maliseet). The Wolastoqiyik (Maliseet) along with their Indigenous
neighbours, the Mi'Kmaq (Mi'kmaw) and Peskotomuhkati (Passamoquoddy) signed Peace
and Friendship Treaties with the British Crown in the 1700s that protected their rights to
lands and resources.
The City of Saint John recognizes all diverse communities and citizens, and their contribution to
the evolution of the City and the Province of New Brunswick. The City is committed to eradicating
systemic racism in Saint John in collaboration with internal and community stakeholders and to
uplift the social, cultural, and economic position of all communities.
1. Policy Statement
The City of Saint John, as an Employer, values diversity, equity, and inclusion (DEI) in the
workplace. We strive to create a workplace where differences in background, experiences,
and views are understood, respected, and accepted by all. We celebrate our differences and
consider them to be organizational strengths.
The Diversity, Equity, and Inclusion (DEI) Policy; hereafter referred to as the “Policy” is
developed for the purpose of providing all employees with a framework that identifies the
primary goals and objectives and communicates the City’s commitment to providing a
respectful and welcoming workplace for all.
The Policy aligns with Council’s priorities of Belong and Perform. Through this Policy the City
demonstrates our value of creating a welcoming community within the workplace and holds
ourselves accountable for results by nurturing a workplace that supports all employees to
perform at their best.
2. Scope
The Policy applies to all City of Saint John employees and any volunteers serving on behalf
of the City of Saint John. All City employees and volunteers are expected to demonstrate
respect and inclusivity in accordance with this policy to create and sustain a respectful and
welcoming work environment for all.
At the core of this policy are three primary goals. These goals represent the ideal state of
achieving a diverse, equitable, and inclusive workplace that we continue to strive for at the
city:
1. To have a respectful and welcoming workplace free of any discrimination, biases, and
barriers.
2. To attract and retain a talented and skilled workforce that is reflective of the diversity
within our community.
3. To recognize and respect the needs of diversity of employees by having all programs and
communications created with a diversity and inclusive lens.
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3. Definitions
Bias (noun)
Prejudice in favour of or against one thing, person, or group compared with another,
usually in a way considered to be unfair.
Discrimination
As defined by the New Brunswick Human Rights Commission Details (gnb.ca):
Discrimination can be defined in everyday terms as a practice or standard that is not
reasonably necessary, that has the effect, intended or not, of putting certain persons or
groups at a disadvantage because of shared personal characteristics such as race, sex, or
religion, and that is based on stereotypes about them or perpetuates the view that they
are less capable or less worthy of recognition or value.
Prohibited grounds of discrimination under the New Brunswick Human Rights Act are:
race, colour, national origin, ancestry, place of origin, creed or religion, age, physical
disability, mental disability, marital status, family status, sex, sexual orientation,
gender identify or expression, social condition, and political belief or activity.
Diversity
From a broad perspective, diversity refers to any characteristic that distinguishes people
from one another. This includes, but is not limited to social, race, cultural, economic,
gender, age, and physical characteristics. differences in opinions, ideas, perspectives,
and skills and abilities.
Equity
Equity involves fairness and justice for all. It includes a focus on societal disparities by
taking into consideration an individual’s unique circumstance, and adjusting treatment
accordingly, so that an outcome is fair for all.
Harassment
As stated in the City of Saint John’s Workplace Conduct Policy:
Workplace Harassment/Bullying includes any offensive, insulting, intimidating, and
hurtful behavior, including physical violence, discrimination, and verbal abuse that the
employee knows or should know:
1. is unwelcome;
2. creates a hostile work environment; or
3. harms another person physically, emotionally, or mentally.
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While harassment/bullying often encompasses repeated verbal and/or physical abuse,
under some circumstances even one occurrence of this behavior may constitute
workplace harassment.
Workplace harassment includes but is not limited to:
1. behavior that is hostile in nature, and/or intends to degrade an individual based on
personal attributes, including age, race, nationality, disability, family status, religion,
gender, gender identity and expression, sexual orientation, and/or any other Human
Rights protected grounds;
2. action(s) that could reasonably be regarded as creating a hostile, intimidating or
offensive workplace. This may include physical, verbal, written, graphic, or electronic
means;
3. any threat of physical violence that endangers the health and safety of the employee;
4. knowingly filing a false charge or complaint against another for the purpose of
causing damage to the reputation or employment status of that person.
Workplace harassment does not include those actions taken by a supervisor while
appropriately managing the performance of a subordinate. It is expected that those
actions will be taken in a respectful manner.
Inclusion
At the City of Saint John, inclusion refers to a culture of belonging for everyone.
Inclusion is demonstrated by everyone being respected, accepted, and valued for their
opinions, ideas, perspectives, and skills and abilities.
Racism . (noun)
Prejudice, discrimination, or antagonism by an individual, community, or institution
against a person or people on the basis of their membership in a particular racial or
ethnic group, typically one that is a minority or marginalized.
Systemic Barrier Systemic Barriers- Fact Sheet.pdf (mentalhealthpeel.org)
Consists of patterns of behaviour, policies or practices that are part of the social or
administrative structures of an organization, and which create or perpetuate a position
of relative disadvantage for racialized persons.
Examples of systemic barriers:
- Avoiding a topic (e.g., mental health) with a client
- Not referring clients to appropriate mental health/addiction services
- Complicated/industry-specific language on material, Voicemail, flyers
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4. Framework
Embracing a diverse, equitable, and inclusive workplace is more than establishing
employment targets and reviewing processes for biases; it is a journey that all City
employees are dedicated to take to learn and grow as an organization. The destination
continues to evolve with Canadian society, and it is important that the City, as an Employer,
undertake deliberate and meaningful actions that continue to improve understanding and
acceptance in the workplace for all.
The primary objective of this policy is to promote and strive for diversity, equity, and
inclusion in the workplace. This will be accomplished by:
bringing awareness and offer education to all employees on the importance and
benefits of DEI in the workplace.
ensuring all employee policies, processes, and practices have scheduled reviews to
watch for systemic biases and barriers.
To achieve the objectives noted above the following framework for diversity and inclusion
has been developed. The framework, as depicted in the graphic below, is divided into four
components, Commitment; Awareness & Education; Recognizable Change; and Evolving
Change (C.A.R.E.). Collectively, the components work together to represent the
embodiment of diversity, equity, and inclusion valued by the City of Saint John.
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Commitment by ensuring all employees hear and see the commitment
the City is making to improve understanding and
acceptance in the workplace for all
Awareness and Education to promote and reinforce the commitment in our daily
dealings with one another and continual formal and
informal education
Recognizable Change to demonstrate the commitment through tangible actions
that are measurable and demonstratable
Evolving Change to ensure that the City is aware of and attentive to the
evolving nature of DEI matters
5. Legislation and Standards
This policy aligns with and conforms to the following legislative and policy instruments:
a) New Brunswick Human Rights Act: https://laws.gnb.ca/en/ShowPdf/cs/2011-
c.171.pdf
b) Canadian Charter of Rights and Freedoms: https://canlii.ca/t/8q7l
c) New Brunswick Occupational Health and Safety Act
d) New Brunswick Employment Standards
e) Workplace Conduct Policy (City of Saint John)
f) Health and Safety Policy (City of Saint John)
6. Roles And Responsibilities
DEI in the workplace is the responsibility of all employees and volunteers of the City of
Saint John. Having a respectful and accepting work environment where all feel welcome
is a core value. Along with the collective responsibility we share in demonstrating this
core value, certain roles within the organization assume responsibility for ensuring
awareness, support, and compliance of this policy. The following is a list of key
responsibilities by role:
Senior Leadership
Champion DEI goals across their departments
Ensure managers and supervisors are aware of their responsibilities to support
DEI as a core value within their work groups
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Support a DEI workplace by addressing any issues of discrimination, bias, or
racism in a respectful and prompt manner
Develop and implement departmental DEI objectives
Managers of Staff and Supervisors
Champion DEI goals and departmental objectives within their work teams
Ensure all employees are aware of their responsibilities to support DEI as a core
value within their team
Support a diverse and inclusive workplace by addressing any issues of
discrimination, bias, or racism in a respectful and prompt manner
Make DEI part of the team’s daily business operations
Diversity, Equity, and Inclusion Officer
Promotes DEI across the organization as the lead support contact across the
organization for inquiries on diversity and inclusion in the workplace
In collaboration with Corporate Services Communications team, develop and
implement communication plans to increase employee awareness and
responsibilities with respect to diversity, equity, and inclusion
Implements DEI training and education
Supports departments in implementing DEI actions/plans
Consults with any internal resource groups on DEI initiatives (e.g., departmental,
or operational committees)
Builds external partnerships with relevant partners to support the City’s DEI
goals
All Employees and Volunteers
Demonstrate respect and acceptance for DEI daily with your team members and
others
Participate in DEI training as offered by the City
Support and contribute to the successful achievement of departmental DEI
objectives
7. Monitor And Review
This policy will be reviewed every two (2) years and as required due to changing internal
or external considerations under the direction of Human Resources with the
involvement of City departments.
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8. Authorization
This Policy is authorized by the Chief Administrative Officer pursuant to a resolution of
Common Council approving the associated Policy Statement.
9. Resources
Human Resources:
DEI Officer
Corporate Communications:
Signature for staff (She/Her, Him/He, They/Them)
Diverse and inclusive-focused templates and emblem design
Other Municipalities DEI Direction:
The City of Windsor, Ontario Canada – Diversity and Inclusion Initiative
Halifax, Nova Scotia Canada – Diversity & Inclusion Framework
Calgary, Alberta Canada – Gender Equity, Diversity, and Inclusion Strategy
City of Guelph, Ontario Canada – Employee Diversity and Inclusion: Future
Ready
Edmonton, Alberta Canada – Diversity & Inclusion Framework & Implementation
Plan
10. Inquiries
All inquiries related to this Policy will be addressed by the Commissioner, Human
Resources or designate.
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