Diversity, Equity and Inclusion

POLICY STATEMENT

HR Proactive Inc. is committed to honouring every person’s inherent dignity as a human being, and the worth of all people by equitably treating all people, fairly providing services, and making sure everyone is allowed to participate in decision-making.

HR Proactive Inc. recognizes the barriers of discrimination and disadvantage faced by human rights-protected groups.

To address this, HR Proactive Inc. will create an environment of equality for all people regardless of their race, ancestry, place of origin, colour, ethnic origin, disability, citizenship, creed, sex, sexual orientation, gender identity, same-sex partnership, age, marital status, family status, immigrant status, receipt of public assistance, political affiliation, religious affiliation, level of literacy, language and/or socio-economic status.

DEFINITIONS

For the purposes of this policy, the following terms are defined:

Equity

Justice and fairness. Whereas equality means the same thing for all, equity is recognizing and understanding people do not experience equal access to resources, opportunities or benefits and that we must acknowledge and adjust imbalances.

Diversity

The range of human differences, including but not limited to race, ancestry, place of origin, citizenship, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, mental ability, education and political beliefs, many of which are

listed within the Ontario Human Rights Code

Inclusion

The act of creating environments and spaces in which any individual or group feels welcomed, valued, respected, supported and can fully participate. Recognizing the inherent worth and dignity of all people and valuing and respecting the differences among people, cultures, experiences, and beliefs.

Barriers

A physical, structural, technological, socio-economic or cultural obstruction, or one that is related to information, communications, attitudes or mindsets, that that prevents a person from fully participating because of a disability. Barriers are often hidden in the rules, procedures, policies and operations of organizations. Barriers can limit an individual’s access to services, programs, facilities, as well as the economic, social and cultural participation of people with visible or invisible diversity.

Human Rights Protected Groups

A person with personal characteristics of or belonging to a group of one of the following.

Race, ancestry, place of origin, colour, ethnic origin, disability, citizenship, creed, sex, sexual orientation, gender identity, same-sex partnership, age, marital status, family status, immigrant status, receipt of public assistance, political affiliation, religious affiliation, level of literacy, language and/or socio-economic status.

There are protections where there is a perception that one of the prohibited grounds applies, or where someone is treated differently because of an association or relationship with a person identified by one of the above grounds.

Employee

Refers to any person regarding whom HR Proactive Inc. pays wages or a salary, has control over their assigned work and has a right to control the details of their work. It also extends to the senior management level employees.

This includes, but is not limited to:

1. full-time employees
2. part-time employees
3. seasonal employees
4. contract employees
5. any other individuals who are considered employees under the Ontario Employment Standards Act, 2000 (the “ESA”).

Workplace

“Workplace” means more than just the four walls of a building. Workplace harassment, bullying, discrimination and violence can occur anywhere the organization’s business is being conducted.  It includes any work-related interactions outside the physical workplace like social functions, conferences, parking lots and social media, where harassment and discriminatory behaviours have or could have workplace repercussions.

Human Rights Protected Groups

A person with personal characteristics of or belonging to a group of one of the following.

Race, ancestry, place of origin, colour, ethnic origin, disability, citizenship, creed, sex, sexual orientation, gender identity, same-sex partnership, age, marital status, family status, immigrant status, receipt of public assistance, political affiliation, religious affiliation, level of literacy, language and/or socio-economic status.

There are protections where there is a perception that one of the prohibited grounds applies or where someone is treated differently because of an association or relationship with a person identified by one of the above grounds.

CORE VALUES

• All employees and clients of HR Proactive Inc. will be treated with dignity and respect.
• Acknowledge our inherent value and dignity, recognizing that our work is an important extension of ourselves.
• Commit to the continual improvement of accessibility and the removal of barriers in order to provide greater equity for all in accordance with the Accessibility for Ontarians with Disabilities Act.
• Hold ourselves and others accountable for our actions, act with integrity, and deliver excellence in our work.
• make all reasonable efforts to accommodate employees in the workplace as stipulated under the Ontario Human Rights Code, the Employment Standards Act, the Accessibility for Ontarians with Disabilities Act and the Occupational Health and Safety Act.
• Ensure employees of every gender, race, ability and orientation have what they need to succeed. Create an inclusive organizational culture where diverse employees feel valued for their knowledge and skills
• Offer and encourage timely feedback when we feel others have violated our dignity or when we have violated others’ dignity.
• Respect the dignity of others and interact with the understanding that we each have the right to personal choices and values, none of which should purposefully infringe upon the dignity of others.
• Commit to equity, justice, and inclusion, seeking to understand and actively manage our own prejudices and biases.
• Provide an environment that values each person regardless of race, religion, gender identity, socio-economic status, sexual orientation, age, and any other protected characteristic.
• We welcome and actively listen to diverse perspectives and recognize their potential to inspire innovation.

RIGHTS AND RESPONSIBILITIES

Every person has the right to:

• Equal treatment with respect to HR Proactive Inc. services and facilities, without discrimination or harassment because of prohibited grounds or characteristics.
• Equal treatment in employment, without discrimination or harassment because of prohibited grounds or characteristics.

All HR Proactive Inc. employees are responsible for:

• Ensuring each employee, client and member of the community is respected and valued and able to participate fully in our community as a result
• understanding this policy and complaint procedures
• cooperating in good faith in dispute resolution processes including investigations
• ensuring their behaviour is civil and respectful in relation to all employment/service provision activities
• immediately report workplace harassment and discrimination experienced or witnessed to their direct supervisor or the Human Resources department

Monitoring and Contraventions

Management personnel will receive all concerns or questions relating to this policy and notify Human Resources of the complaint. Disciplinary action for violations of this policy may include a verbal or written reprimand, suspension (with or without pay) or dismissal (with or without notice).

Note:

This policy is subject to amendment and/or revocation at the company’s sole discretion, without prior notice to employees.

COMPLAINT PROCEDURE

HR Proactive Inc. is committed to enforcing these policies.  The effectiveness of our efforts depends largely on individuals telling us about inappropriate workplace conduct.

If you feel as though you have been subjected to any conduct that you believe violates this policy:

Employees

Contact your direct supervisor; or, if you feel uncomfortable doing so, the Human Resources Representative or Department as soon as possible after the offending conduct at [Insert Contact Info].

If the offender is the Supervisor/Manager of the employee, the employee may report any incidents to another member of the management team or the HR Representative or Department.

Threats of reprisal or retaliation against any employee who participates in this process will not be tolerated and are considered a violation of this policy. Disciplinary action for threats of reprisal or retaliation may include a verbal or written reprimand, suspension (with or without pay) or dismissal (with or without notice).  

Members of the Public

If you have not received a satisfactory response after reporting any incident of what you perceive to be discriminatory conduct, please immediately contact [Insert Contact Info].  These individuals will ensure that a prompt investigation is conducted. 

Threats of reprisal or retaliation against any employee who participates in this process will not be tolerated and are considered a violation of this policy. Disciplinary action for threats of reprisal or retaliation may include a verbal or written reprimand, suspension (with or without pay) or dismissal (with or without notice).  

If you have any questions regarding this policy that are not addressed here, please contact our Managing Associate, Katie@hrproactive.com.

Zero Tolerance: Any employee, regardless of position or title, whom HR Proactive Inc. determines has engaged in harassment, discrimination, or any other action in violation of this policy, will be subject to discipline, up to and including termination of employment.