Inclusion – Page 6

Guidelines: How To Write About People with Disabilities (9th edition) The recommendations in these Guidelines are based on a survey of national disability organizations and individuals with disabilities. This document cannot represent every opinion, but it does acknowledge that among people with disabilities, there are two main preferences: “person-first” and “identity-first” or “identity” language. Terms […]

Guidelines for Age-Inclusive Communications

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| EDI, Resources

Guidelines for Age-Inclusive Communications A resource with the goal to reduce ageism bias by being more intentional about inclusive language. Credit: The Center for Ageing Better Date: 2022 View

Guide on Equity, Diversity and Inclusion Terminology

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| EDI, Resources

Guide on Equity, Diversity and Inclusion Terminology The federal Interdepartmental Terminology Committee on Equity, Diversity and Inclusion was established to co-develop a guide on the key terms and concepts related to equity, diversity, accessibility and inclusion in response to the Clerk of the Privy Council’s 2021 Call to Action on Anti-Racism, Equity, and Inclusion in […]

Glossary of IDEA terms: A reference tool for inclusion, diversity, equity, and accessibility terminology Version 2.0

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| EDI, Resources

Glossary of IDEA terms: A reference tool for inclusion, diversity, equity, and accessibility terminology Version 2.0 CCDI developed a version 2.0 comprehensive glossary that aims to provide a reference for anyone interested in terminology used within inclusion, diversity, equity, and accessibility (IDEA). Credit: CCDI Date: 2023 View

Towards Sustainable Mining: Equity, Diversity, and Inclusion Workplace Protocol

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| EDI, Resources

Towards Sustainable Mining: Equity, Diversity, and Inclusion Workplace Protocol Equity, diversity, and inclusion are strategic priorities and shared values for the mining sector. Mining Association of Canada (MAC) members recognize that people are a great asset and that an equitable, diverse, and inclusive workforce facilitates effective problem-solving, creativity and innovation. There is no place for […]

Shifting Power Dynamics Equitable Recovery Collective Equity, diversity, and inclusion in the nonprofit sector

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| EDI, Resources

Shifting Power Dynamics Equitable Recovery Collective Equity, diversity, and inclusion in the nonprofit sector The first study of its kind, Shifting Power Dynamics: Equity, diversity and inclusion in the nonprofit sector, explores what Canadian charities and nonprofits are doing to advance equity, diversity, and inclusion (EDI) within their organizations. Credit: Imagine Canada Date: 2023 For […]

The SAFER Project Website

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| EDI, Resources

The SAFER Project Website The SAFER Project Safer Access for Everyone in the Rainbow Project (SAFER) is a three-year capacity-building initiative funded by the Women’s Program at Women and Gender Equality Canada (WAGE). Credit: Women and Gender Equality Canada View

Leading for all: supporting trans and non-binary healthcare staff

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| Allyship, Resources

Leading for all: supporting trans and non-binary healthcare staff Supporting leaders to understand the needs of trans and non-binary colleagues so they can perform their duties and provide high-quality allyship. Credit: NHS Confederation Date: 2023 For more information on this resource click here. View

Putting people, equity and inclusion at the centre of climate action

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| Resources, SETT Group Document

Putting people, equity and inclusion at the centre of climate action In this report, we have summarized the plenary sessions and annotated the direct feedback we received from our participants. We recognize Pembina Institute’s position as one voice in a sea of many. We have utilized this event and the knowledge incurred from past engagements […]

Overconfidence dictates who gets ‘top jobs,’ and research shows men benefit more than women

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| Allyship, Resources

Overconfidence dictates who gets ‘top jobs,’ and research shows men benefit more than women Men are more likely to assess their abilities favorably and communicate this to others. And since overconfident people may put themselves forward more often and sooner for promotions, this exacerbates the gender gap in top jobs. Requiring women to “lean in” […]