Purpose
This Equity, Diversity, and Inclusion (EDI) Policy outlines iSisters’ commitment to fostering an environment where every individual is treated with respect, dignity, and equity. This policy serves as a framework for strengthening our practices, reflecting our values and complying with Canadian laws and regulations.
Scope
This policy applies to all employees, board members, volunteers, contractors, and stakeholders associated with iSisters. It governs all aspects of our operations, including recruitment, employment, service delivery, and partnerships.
iSisters EDI Statement
Organizational Statement of Commitment
The mission of iSisters is to create and deliver technology programs at no cost to learners as we believe in equipping women with the skills and confidence to participate fully in their community.
iSisters is committed to fostering and facilitating an inclusive and healthy environment for all people connected with it. This statement contains principles to guide the everyday behaviour of our staff, contractors and volunteers in the service of our learners and is one of the tools chosen by iSisters to continue fostering a culture of equity, diversity and inclusion across the organization.
Employees, management, and the Board at iSisters believe that equity, diversity, and inclusion foster stronger, more effective, and just organizations and societies, and that these are fundamental to our vision and our mission. We are committed to developing our critical consciousness as individuals and as an organization and taking concrete actions to achieve equity, diversity, and inclusion throughout our organization. This will include the iSisters Board, by-laws, staff composition, policies, processes, procedures, practices, resource allocation and structures.
The Board of Directors of iSisters acknowledges that colonialism, racism, sexism, ageism, able-bodied-ism, homophobia, transphobia, lslamophobia, antisemitism, xenophobia, and other forms of discrimination and oppression and intersections thereof are harmful and that they are ever-present in Canadian society and institutions. iSisters welcomes and supports the inclusion of new and returning learners and will work to resolve any concerns regarding equity, diversity and inclusion.
Recognizing the importance of explicit commitment, our Board Chair and Executive Director are excited to sign this statement to collaboratively take action to provide an inclusive and welcoming environment for everyone including learners, volunteers, contractors and employees.
Definitions
Equity: Fair treatment, access, opportunity, and advancement for all individuals while striving to identify and eliminate barriers that hinder the participation of marginalized groups.
Diversity: The presence of a wide range of characteristics, including but not limited to race, ethnicity, gender identity, sexual orientation, age, ability, religion, socioeconomic status, and education.
Inclusion: Intentional actions to create an environment where all individuals feel valued, respected, and supported.
Responsibilities
Board and Executive Director:
- Champion EDI principles and model inclusive behaviors.
- Allocate resources to support EDI initiatives.
- Provide governance oversight to ensure EDI is integrated into strategic priorities.
Employees and Volunteers:
- Foster a respectful and inclusive workplace.
- Participate in EDI training and initiatives.
EDI Committee:
- Propose strategic direction and priorities
- Stay informed on the evolution of EDI knowledge and best practices
- Provide education and development with the organization
Key Principles and Actions
Recruitment and Hiring:
- Develop job descriptions that emphasize inclusive language.
- Ensure hiring panels are diverse and trained to mitigate unconscious bias.
- Use outreach strategies to attract candidates from underrepresented groups.
Retention and Advancement:
- Provide equitable access to professional development and advancement opportunities.
- Regularly review compensation practices to ensure fairness.
Training and Awareness:
- Offer ongoing education on EDI topics, including anti-racism, unconscious bias, and cultural competency.
- Conduct workshops and provide resources for all staff and volunteers.
Reporting and Accountability
- Provide accessible and confidential mechanisms for reporting discrimination, harassment, or bias.
- Investigate complaints promptly and take appropriate corrective actions, as defined in the Complaints policy.
- Protect individuals from retaliation for reporting or participating in an investigation.
- Create safe spaces for open dialogue and feedback on EDI matters.
Monitoring and Evaluation
- Collect and analyze demographic data to measure progress toward EDI goals.
- Conduct annual surveys and stakeholder consultations to assess organizational culture and practices.
- Publish an annual EDI report to share progress and identify areas for improvement.
Compliance with Applicable Laws
iSisters is committed to adhering to all applicable laws and regulations.
Review and Updates
This policy will be reviewed annually by the EDI committee to ensure its relevance and effectiveness. Updates will be made as necessary to reflect organizational changes or new developments in EDI best practices.
Contact Information
Questions or concerns related to this policy can be directed to the EDI Committee Chair or Board Chair.
Related Policies
- Anti-Harassment and Workplace Violence Policy
- Accessibility Policy
- Privacy and Confidentiality Policy
- Complaints Policy
Revision History
- Initial Release v 1.0 – Feb 2025
- Draft for Approval by the Board – June 2025
