![]() Are there objective data or research studies showing that discrimination or systemic barriers exist or do not exist in the organization, industry/sector or similar organizations?.Are there best practices in the industry/sector or among similar organizations that can be learned from?.Do service users feel that they are welcome, valued, and able to use the services offered by the organization?.Is this system perceived to be applied fairly and consistently?.Does the organization have a clear system of discipline?.Does the organization have formal, transparent and fair processes in place to recruit, hire, promote, terminate and retire staff?.How are employment, programming or service delivery opportunities advertised?.Do employees feel that the organization is diverse, inclusive, and provides equal opportunity for learning and advancement?.Are performance measures in place to motivate the achievement of an organization’s strategic human resources, human rights, equity and diversity goals?.Are equity, diversity and inclusiveness supported, reflected and promoted by senior leaders throughout the organization?.What is the history of the organization?.What are the organization's mandate, goals and core values?.Have any been dealt with appropriately and in accordance with existing polices, practices and procedures?Įxplore organizational culture from a human rights, diversity and equity-inclusion lens:.Do any signal barriers to persons protected under the Code and/or other individuals/groups in society based on a non- Code ground?.Have any claims, grievances or allegations been made or received relating to discrimination, harassment or systemic barriers?.Does the organization have clear, transparent and fair complaint procedures in place to deal with allegations of discrimination, harassment or systemic barriers?.Does the organization have human resources and human rights policies, practices and procedures that are accessible to all employees or to the people they serve?.Conduct a review of all policies, practices and procedures applicable to employees, service users or another appropriate audience: Depending on the organization, these questions may be considered at Step 1, or at different stages in a data collection process. Some of the non-exhaustive questions identified below may apply to a diverse range of organizations and audiences, including employees and service users. ![]() Other organizations may have more flexibility to decide when and how to collect information to achieve certain goals. Some organizations, like FCP and Legislated Employment Equity Plan (LEEP) employers, are given specific direction on what issues should be explored and how data must be collected. To do this, it may be helpful to conduct an internal and external assessment to understand what is happening inside and outside of your organization. The first step is to identify issues and/or opportunities for collecting data and to decide what next steps to take. Step 1: Identify issues and/or opportunities for collecting data To protect the credibility and reliability of data, information should be gathered using accepted data collection techniques. In the interest of effectiveness and efficiency, it is recommended that efforts be made to collect data that will shed light on issues or opportunities. The main consideration is to make sure that any information collected is done in a way and for a purpose that is consistent with the Code and complies with freedom of information and privacy protection legislation. How data is gathered and analyzed depends on many factors, including the context, the issue that needs to be monitored, the purpose of the data collection, and the nature and size of the organization. The model presented is offered as a reference tool. There is no requirement that these steps be followed or pursued in the order that they are written. This section outlines some of the key considerations that may arise during various steps in the data collection process. If an organization is considering whether to collect data on its own or get help from an external consultant, it will need to have enough information to make an informed decision about how to proceed.
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