Diversity & Inclusion
Canadian municipalities are changing rapidly with a steady increase of new Canadians, Boomers moving into retirement age, and with the exception of Aboriginal communities, fewer children being born annually. The challenge is to provide an inclusive environment to smooth community integration. How do we give everyone a chance to live productive lives in their own municipality?
Our communities are experiencing growing inequities in resources, access, and power. Aboriginal peoples, women, racialized people, people with disabilities, people living in poverty, youth, seniors, newcomers, and LGBTQ communities, face barriers in how they are perceived when accessing health, employment, and housing. At the same time, Francophones and residents living in rural areas have reduced access to services. This inequity costs municipalities socially and financially.
Municipalities are responsible for the quality of life of their residents. Addressing social inequities to ensure the inclusion of all residents has been proven cost-effective at a time of shrinking city budgets. Equity and inclusion create more fiscally and socially sustainable cities, where people from all walks of life have the right, and when shared transparently, use their right to participate fully in, social, economic, political, and cultural life. Municipalities are leaders in this work, engaging in many promising practices that are making a difference. As they continue to diversify their staff and management, so as to be more representative of the communities they serve, their understanding of the perspectives of specific communities deepens.
The social cohesion of municipalities relies on the following, to name a few:
- Income distribution, equity, inclusion, and access
- Participation in citizenship
- Access to public services
- Adequate housing
- Levels of poverty
- Access to employment
- Informal networks
- Integration and respect for diversity
- Safety, security, peacefulness, civility
- Stable and inclusive municipal organizations
Your municipality must plan for these mounting hiring challenges. Now, more than ever, is the ideal time to cultivate differences so that they thrive and provide a growth-oriented direction for the municipality, as a whole. Most importantly, with a Diversity & Inclusion (D&I) commitment, we work, plan and deliver programs and services that are meaningful and effective for the residents of your community.
Krecklo & Associates Inc. (K&A) understands your municipality. Through our consulting relationship with a recognized leader in municipal HR consultancy, we have gained extensive industry knowledge, and experience working with municipalities of various sizes to meet their organizations’ needs.
The K&A D&I method is a people-oriented process that generates learning, conversation and engagement. Gathering information on community concerns allows you to pinpoint gaps in existing services and policies, and identify and prioritize areas for further work.
In all likelihood, you are aware of many pressing issues and your municipality is already doing something about them. With limited resources, it is critical to consider the most effective way to address root causes, which are often the inequities that people are facing.
The distinguishing feature of the K&A D&I is that our method is reliant on data-driven results. Our services are directed by empirical data from the municipality.
Our Consultant conducts an audit on the following:
|Policies||Recruiting strategies||Employee engagement & education|
|Practices||Leadership||Infrastructure & land use|
|Social & Community Services||Economic development strategies||Inequities|
|Community Engagement Activities||Public communications to identify barriers|
|Access to services & decision-making opportunities||Appreciations of D&I in the municipality|
We can review all Municipal communications and revise them according to current D&I data in the municipality. From Mission statements to social network sites, we can design and articulate commitments and engaging communications that bring all of your citizens to an even field.
Training is delivered on a number of topics to achieve different goals. These goals are defined by data-driven investigation in your specific municipality. For example:
- Social Justice training in the municipality can inform staff of the importance of diversity objectives and how they relate to the communities they serve.
- Multicultural Lenses training can help staff understand their own cultural legacy issues and how they shape their worldviews.
- Accessibility training for frontline staff can enhance staff ability to serve residents with disabilities or who face barriers accessing services.
- Cultural competency/Indigenous cultural competency training can improve competitive advantage to work effectively and productively, as well as, open the doors to improving cultural relations in the community.
Emergent issues in the community are best handled by a hosting a constructive conversation. A deep dive into an issue is vital to get a clear understanding of the impact of issues. We will design a session to include representative members of the community and to identify next steps to address these concerns.
Workshop Design and Facilitation
K&A D&I – collaborates with you to design effective workshops for specific councils, boards or groups, to attain measurable (and pre-defined) outcomes. In addition, we facilitate the workshops and conduct follow-up surveys and interviews to ensure they have attained their goals.
Municipal leaders, who require one-one-one coaching to learn how to deal with biases or assumptions that are hindering the progress of D&I objectives, can call upon K&A D&I for short-term performance coaching.