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Equity, Diversity, Inclusion, Anti-Racism

EDI stands for equity, diversity, and inclusion. It's a set of principles that can help us create a more welcoming and inclusive environment for all employees.

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Everyone Belongs. Everyone Thrives.

Equity, diversity, and inclusion

EDI stands for equity, diversity, and inclusion. It's a set of principles that can help us create a more welcoming and inclusive environment for all employees.

What EDI means

Equity: Removing barriers that prevent people from having equal opportunities
Diversity: Recognizing and valuing the unique characteristics of each person
Inclusion: Ensuring that everyone feels respected and supported

Why EDI is important

EDI can help The Glebe Centre attract a wider pool of talent
It can lead to more innovation and creativity
It can help employees feel empowered and more connected to the organization.

How we promote EDI

Provide training on diversity and inclusion
Create clear policies on diversity and inclusion
Ensure equal pay for equal work
Write inclusive job descriptions
Encourage employees to share feedback
Recognize cultural and religious holidays
Work to identify and remove bias

Our Equity, Diversity, Inclusion and Anti-Racism plan is guided by the 2025-2028 strategic plan’s goals and directions.

Management priority #1

Personnel recruitment and retention

Objectives:

To foster an environment that attracts the best talent, practices inclusivity, values diversity of life experiences and perspectives, and encourages innovation in pursuit of the organization’s vision.
To ensure that all employees feel valued, included, and empowered to do their best work.

Activities:

Include appropriate EDIA-R language in all Glebe Centre job descriptions and postings to build trust and strengthen self-identification in recruitment process.
Train management on inclusive hiring practices, reducing potential of unconscious bias and employment barriers in hiring and employee promotion decisions.
Enhance the Glebe Centre new employees onboarding process to be welcoming and inclusive.

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Management priority #2

Inclusive organizational culture

Objectives:

To build a diversity-rich culture that values belonging, and in which everyone can strive and realize their full potential.
Deepen authentic, respectful, transparent, and accountable relationships.

Activities:

Conduct a survey to build and promote a Glebe Centre-wide approach for self-identification, through the collection, analysis and communication of data.
Review, update and promote the Glebe Centre’s Code of Conduct by including an anti-racism/anti-oppression language.
Adopt policies that help embed EDIA-R into the organization’s values (for example, policies on recruitment, combating all forms of harassment or discrimination, valuing and managing diversity).
Apply an EDIA-R lens in our work to guide service delivery across the organization.

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Management priority #3

Employee training and development

Objective

Create mentoring opportunities and professional development plans that address challenges faced by individuals from under-represented groups.

Activities:

Provide inclusive training for management to support them in their EDI and anti-racism efforts, plans and activities.
Address mental health which can significantly be triggered by racism and discrimination, by promoting and increasing awareness of wellness and mental health resources, by fostering inclusive and responsive psychological safety.
Develop and implement initiatives to promote EDIA-R through continuing education, programming, and creation and sharing of resources using measurable outcomes for success.