The Task Force on Community Access and Equity has completed its mandate and is no longer active. An Executive Summary of the final report of the Task Force is reproduced here for archival purposes.

Current information regarding the City of Toronto's commitment to access and equity is available at the Equity, Diversity and Human Rights (formerly Diversity Management and Community Engagement).

Materials and figures contained in the final report and executive summary do not reflect 2001 Census data.

The 2001 Census data states that:
– 43 per cent is the reported level of racial minorities resident in Canada.
– 49 per cent is the reported level of Toronto residents who were born outside of Canada.

The Task Force on Community Access and Equity's final report is available in limited supply. The report's table of contents will show you what the report contains. E-mail: diversity@toronto.ca

Diversity Our Strength
Access & Equity Our Goal -
Executive Summary

Dear Friends,

The City of Toronto takes pride in its diversity, valuing the contributions of all its people. This report, "Diversity Our Strength, Access and Equity Our Goal," provides a framework and a roadmap to embrace the city's diversity. Moreover, these recommendations will guide Toronto City Council and its administration in their roles as policy maker and advocate, service provider and purchaser, and as employer.

In December 1999, Toronto City Council adopted an Action Plan based on the work of the Task Force on Community Access and Equity. This Action Plan reaffirms the City's commitment to the values, policies and programs that were part of our heritage from the former municipalities. These principles and guideposts will help City departments in future policy review processes and in developing business plans. They will be equally important to current programs such as transportation, housing, recreation, public participation and purchasing.

City Council approved a number of recommendations which:

• extend access and equity best practices across the city.
• continue its leadership in government and as employer, contractor and provider of services.
• support mechanisms for effective and inclusive community participation in all aspects of civic life.
• establish 5 city-wide policy advisory committees: Aboriginal Affairs, Disability Issues, Status of Women, Race and Ethnic Relations, and Lesbian, Gay, Bisexual and Transgendered Issues.

The five Council-appointed community advisory committees will address community issues and advise Council. The committees will work in tandem with issue-based working groups as well as other program advisory committees to help focus and facilitate the community's input on access, equity and human rights issues.

We hope that this Action Plan and Recommendations will be considered by other organizations and governments as they respond to the diversity of the city's population.

Yours truly,

Councillor Joe Mihevc
Chair, Task Force on Community Access and Equity
January, 2000

Foreword and Acknowledgements

This is a summary of our work as a Task Force since April, 1998. Our purpose has been to develop an Action Plan and Final Recommendations, to provide the policy and program framework for implementing access and equity in the City of Toronto.

Hundreds of individuals from diverse communities across the city of Toronto have invaluably enhanced this report. They contributed by taking the time to attend community consultations, writing letters, submitting briefs, and sending emails or by contacting the Task Force by telephone.

We were encouraged by the many actions taken by the new Toronto city Council during its first year to address the following issues:

• Human rights and harassment
• Hate activities
• Same-sex pension benefits
• Religious observances
• Equity requirements for suppliers
• Employment Equity
• Anti-Racism and multiculturalism grants
• Pay Equity for Toronto women employed by the Government of Canada
• Sexual Assault - police handling of complaints
• Immigrant and refugee issues.

We would like to thank everyone who gave so generously of their time, who shared their thoughts, experiences, insights and suggestions. We also express our appreciation for the enormous support and co-operation that we received from staff.

To all who believe that Toronto's diversity is our strength, and who have a vision of a more accessible and equitable society, we hope this report continues the process of making sure that access and equity become central values and a reality within the City of Toronto.

Members, Task Force on Community Access and Equity
August, 1999

Postscript

On January 29, 1999, the Task Force on Community Access and Equity tabled its Draft Report at the Strategic Policies and Priorities Committee with a request for the Chief Administrative Officer to bring forward a report regarding administrative options for implementing the proposed Action Plan.

In June 1999, Toronto City Council approved the CAO's report transferring responsibility of the Access and Equity unit from the Corporate Service Department's Human Resources Division to the Strategic and Corporate Policy Division, in the CAO's department. The Chief Administrator was requested to provide a report to Council on the financial implications of implementing the Task Force on Community Access and Equity's final recommendations.

Vision Statement

"Diverse communities and groups make up the population of Toronto. The City of Toronto values the contributions made by all its people and believes that the diversity among its people has strengthened Toronto.

The City recognizes the dignity and worth of all people by equitably treating communities and employees, by fairly providing services, by consulting with communities and by making sure everyone can participate in decision-making.

The City recognizes the unique status and cultural diversity of the Aboriginal communities and their right to self-determination.

The City recognizes the barriers of discrimination and disadvantage faced by human-rights protected groups.

To address this, the City will create an environment of equality in the government and in the community for all people regardless of their race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, age, marital status, receipt of public assistance, political affiliation, disability, level of literacy, language and/or socio-economic status.

The City of Toronto will implement positive changes in its workforce and communities to achieve access and equality of outcomes for all residents and to create a harmonious environment free from discrimination, harassment and hate."

History

On March 4, 1998, Toronto City Council established the Task Force on Community Access and Equity. Its mandate was to identify the necessary "policies, structural functions, program priorities and evaluation processes" by which the City can:

1. "Strengthen civic society and in particular empower those members of the community who face barriers to full participation in the life of the community;

2. take a more effective role in addressing the barriers faced by women, people of colour, Aboriginal people, people with disabilities, lesbians, gays, bisexual, transgendered, immigrants/refugees, different religious/faith communities;

3. strengthen community involvement and public participation in the decision-making processes of the municipality, particularly for equity-seeking communities;

4. continue the City's pro-active role in linking and partnering with other institutions and agencies, as well as with the community, in engaging in initiatives in support of access and equity;

5. ensure that the contributions, interests and needs of all sectors of Toronto's population are reflected in the City's mission, operation, and service delivery;

6. continue the City's leadership in the community as a model employer with a workforce that reflects the diversity of its residents and which follows fair and equitable employment practices."

Process

Task Force members were appointed in April, 1998 after a widely-publicized selection process. Of the more than seventy residents who applied, eleven persons were chosen. They, along with four Councillors, two community Co-chairs and a Chair, met monthly to receive presentations, written submissions, letters and other comments from community stakeholders, advocacy and anti-poverty groups and individuals concerned with access and equity.

At its preliminary meeting, The Task Force decided that access, equity, and human rights programs in the new City should continue to address barriers to full participation which all equity-seeking groups experience, including those concerned with issues of poverty, class, and faith/religion. The Task Force also agreed to do its work by consulting with its stakeholders.

The Toronto Transition Team had already researched how the City should achieve access and equity by extensively consulting the community and had received considerable advice. The Task Force wished to build on this work and to concentrate on strategies and structures to achieve access and equity in Toronto.

The Task Force used a consultative process to expand upon the general directions which the Transition Team recommended. It provided information in English and eleven other languages, published a newsletter, and mailed out information to more than 4,000 community groups and organisations. It published the community consultation schedules in 22 ethno-specific newspapers. It placed numerous media releases and public service announcements on the wire service.

The Task Force held over fifty sectoral community consultations, including focus meetings with City Councillors and senior City staff. In addition, the Task Force directed staff to prepare a number of research reports.

Toronto- A city of many communities, cultures, languages and needs.

2.4: in millions, the population of Toronto.

4th: Toronto has the 4th-largest government in Canada.

45: in thousands, the number of people who work for the City of Toronto.

65-100: in thousands, estimated current Aboriginal population in Toronto.

70-80: in thousands, the number of immigrants and refugees who annually settle in Toronto, making the city one of Canada's largest settlement areas.

101,350: the number of single-parent families led by females, in 1996.

15,995: the number of single-parent families led by males, in 1996.

3: percentage of Toronto's total population that was from a racial minority, in 1961.

30: percentage of Toronto's total population that was from a racial minority, in 1991.

53: expected percentage of Toronto's total population that will be from a racial minority, in 2001.

48: percentage of the total population of Toronto who were not born in Canada, in 1996.

12: percentage of Canadians who listed either Atheism, Agnosticism or "no religion" in the 1991 census.

15: percentage increase, from 1981 to 1991, of people in Canada reporting non-Christian affiliations.

170: the number of languages spoken in Toronto.

6.1: percentage of Toronto's population that does not speak any English.

10 top home languages (other than English or French):

• Chinese
• Italian
• Portuguese
• Tamil
• Spanish
• Polish
• Tagalog
• Greek
• Vietnamese
• Punjabi

17: percentage of the city's population that has some form of disability.

10: approximate percentage of the Toronto population that is lesbian or gay.

38: percentage of children in Toronto under the age of 10 who live in poverty.

40: percentage of people born in Canada, aged 16-65, who have reading problems.

80: percentage of Canadians over 65 who have low literacy skills.

22: percentage increase, from 1997 to 1998, in reported hate crime offences, a hate crime being a criminal offence motivated by hate against a racial, religious, national, ethnic, sexual orientation, gender or disability group.

A Diversity of People and Issues

The people of Toronto come from diverse backgrounds. Individually, they may also face specific disadvantage or discrimination based on a range of human rights grounds. Toronto's diversity sustains a highly skilled workforce. It enriches Toronto's cultural life significantly, and it enriches Toronto economically by enhancing the City's position in the global economy.

While all sectors of our diverse communities contribute to and enjoy the positive attributes of our diversity, many barriers also prevent disproportionate numbers in these communities from participating fully.

In recent years, discussions about access and equity have focussed on systemic and institutional forms of disadvantage and discrimination. At the same time, we must also recognize that more blatant and overt forms of discrimination - verbal abuse, harassment, defacement of property, and physical assault - are increasing.

The Toronto Transition Team warned that:

"there must be constant vigilance against prejudice and discrimination, a constant striving for tolerance and mutual respect."

To respond to these challenges, the Task Force focussed its consultations on those areas which were not the main focus of any other Council task force.

The issues on which we consulted were:

• Aboriginal affairs
• Disability issues
• Lesbian, gay, bisexual and transgendered issues
• Immigrant and refugee issues
• Ethno-cultural and faith issues
• Racial minorities
• Equity for women
• Hate activities
• Literacy and communications
• Low-income issues
• Equity in the arts, culture and literature
• Citizen participation
• Municipal grants
• Education and training
• Transportation
• Organisational structures and resources

In addition to seeking specific input on these issues, the Task Force considered a number of issues at each of its meetings. The Task Force received departmental reports, heard community presentations and written submissions on the following:

• Municipal grants
• Special employment equity programs for people with disabilities
• Immigration and refugee settlement in Toronto
• Child care
• Hate crimes and community safety
• Police co-operation with the Special Investigation Unit
• Policies and programs relating to employment services, service equity, community advocacy and mobilisation.
• Official Plan consultation framework
• Municipal access and equity initiatives: experiences of other cities
• Urban Aboriginal economic development
• Anti-discrimination requirements for suppliers
• Impact of downsizing and restructuring on employment equity designated groups and full time access, equity and human rights staff
• Access and equity planning guides
• Diversity in appointments to municipal Agencies, Boards, Commissions, and Special Purpose Bodies
• The proposed Ontarians with Disabilities Act
• Access and equity in the arts, culture and literature
• Aboriginal-Municipal relations
• Services to refugee claimants
• Accessibility issues in renovating City Hall
• Access, equity and human rights awards and scholarships
• Audit of Toronto Police Services handling of sexual assault and establishing an Audit Reference Group for reviewing the Jane Doe case
• Access and equity initiatives - Toronto Police Services
• Toronto District School Board Access and Equity Policy
• Equity in community-based human services
• Models for disability reform
• Employment equity in the City of Toronto
• Access and equity in health
• Human rights, harassment and hate activity policy framework

Guiding Principles

The submissions, the consultations, as well as access and equity policies of the former municipalities are reflected in four major themes. These themes outline how the City of Toronto can act as a leader in the field of access and equity. The Task Force articulated an underlying basic principle for each theme, providing a consistent and coherent philosophy behind the Task Force's recommendations to achieve access and equity in Toronto.

1. Strengthening the Civil Society

   The participation of community-based volunteer organisations in the decision-making process is integral to maintaining a strong civil society. The Task Force recommends that this participation be actively supported by allocating resources to community-based, non-profit organizations, by establishing seven city-wide community advisory committees, and by lifting age and citizenship restrictions on committee participation.

2. Civic Leadership

   Being the level of government that is most involved on a daily basis with the community, the municipality is uniquely positioned to hear from and act upon the concerns of the community. The Task Force recommends that the municipality take a leadership role on issues of diversity by advocating to the private sector and other levels of government, as well as by helping to shape public opinion in areas of concern.

3. Accountable, Accessible and Equitable Governance

   As an employer, as a provider of services and programs, as a purchaser of goods and services, and as a grant-giving agency, the municipality can set an example in what it does and how it acts. The Task Force recommends that the diversity of Toronto's population be reflected in the municipality's workforce (including Agencies, Boards and Commissions) and that participation in planning, policy-development, and program implementation be meaningful to all residents. The Task Force further recommends that suppliers of goods and services be required to adhere to anti-discrimination, anti-harassment and employment equity policies, and that municipal grants and financing be equitably distributed, reflecting the changing population of Toronto.

4. Aboriginal Self-Determination

   Taking guidance from the Report of the Royal Commission on Aboriginal Peoples, (RCAP, 1993) which contained recommendations with respect to cultural identity, services, and representation, the Task Force recommends that City Council establish an Aboriginal Office mandated to act as an advocacy/liaison office, and that City Council endorse the principle of Aboriginal self-determination and work with the Aboriginal community to achieve this. Action Plan and Recommendations

Action Plan and Recommendations

The Task Force on Community Access and Equity submitted 89 recommendations to Toronto City Council for consideration in July, 1999. The recommendations were adopted, with changes to recommendations #1, 6, 7, 11, 13, 15, 16, 34, 70, 76 and 85. Eight additional recommendations were added to the Action Plan by City Council and are listed at the end starting with # 90.

Community Advisory Committees

1. That City Council establish seven City-wide access, equity and human rights community advisory committees to address the priorities faced by the human rights protected groups:

   Aboriginal Affairs Committee
   Disability Issues Committee
   Status of Women Committee
   Racial Minorities Committee
   Ethnocultural and Faith Issues Committee
   Immigrant and Refugee Issues Committee
   Committee on Lesbian, Gay, Bisexual and Transgendered Issues.

   *Amended by Toronto City Council. See below.

2. That Community Councils establish working groups on access, equity and human rights issues, as needs currently exist or arise, and permit membership on these working groups to include individuals who work or reside in the city.

3. That the community advisory committees advise City Council, its agencies, boards and commissions, and advocate to external bodies on removing barriers that restrict human rights protected groups from participating in public life and achieving social, cultural, economic and political well-being.

4. That the community advisory committees include: individuals; individuals who work in community agencies serving the human rights protected groups; individuals with technical expertise; and, that the membership represent all regions of the city, and reflect the diversity of the city's population.

5. That the community advisory committees on access, equity and human rights report to City Council through the appropriate Standing Committees on issues within the mandate of the Standing Committees, and to the Policy and Finance Committee for issues which are strategic in nature.

6. That a publicly-advertised process with a nominating committee be used to select the members of the community advisory committees and working groups on access, equity and human rights.
   *Amended by Toronto City Council. See below.

7. That City Council appoint at least 2 Members of Council to serve on each of the above named community advisory committees on access, equity and human rights.
   *Amended by Toronto City Council. See below.

8. That City Council appoint a Member of Council as a special advocate on disability issues.

9. That the City provide sensitivity and awareness training and materials on access, equity and human rights issues to all persons involved with the municipal structure, including elected officials, emergency services personnel, staff, contractors and persons appointed to City committees.

Aboriginal Self-Determination

10. That City Council endorse the principle of Aboriginal self-determination and work with Aboriginal people to achieve this goal.

11. That City Council establish an Office of Aboriginal Affairs.
    *Amended by Toronto City Council. See below.

12. That City Council establish initiatives to support the cultural, social, economic and political participation of Aboriginal communities in Toronto's civic life.

Disability Access

13. That City Council establish an Office of Disability Issues.
    *Amended by Toronto City Council. See below.

14. That City Council and City staff review all disability-related policies of former municipalities, and compile best practices to remove systemic barriers in employment, goods, services and facilities, and that City Council endorse these best practices.

15. That City Council authorize an external review of the policies and services and establish time lines for changing or improving the mobility and access of people with disabilities including all forms of transportation services in the city, including:
    • adding streetscaping amenities (e.g. ramped corners with tactile warning strips, practical street door accesses, and enforcing clear paths on all pedestrian walkways);
    • installing specialized traffic signals (e.g. audio signals at which those users who cannot cross safely during the standard cycle timing can prolong the pedestrian walk cycle);
    • improving the services provided by the TTC, Wheeltrans and increasing the number of accessible taxicabs.
    *Amended by Toronto City Council. See below.

16. That City Council establish TTY's in all departments, in public areas of City facilities and in the community.
    *Amended by Toronto City Council. See below.

Advocacy and Partnership

17. That City Council continue to act as an advocate for the equal treatment of same-sex spouses.

18. That City Council take steps to establish parallel pension benefits programs for same-sex spousal families and that these remain in place until other governments remove legislative prohibitions, and that no limits be set on retroactivity for these benefits.

19. That work against hate activity include hate crimes and incidents motivated by racism, sexism, antisemitism, bigotry, or homophobia.

20. That the City request the inter-agency working group on hate activity to continue its work.

21. That, where required, City Council and City staff should work to establish inter-agency staff working groups to address specific problems; and,
    1. that working groups be established on Language Equity and Literacy, and that the International Literacy Decade be extended for another decade to the year 2010; and,
    2. that the working group on Employment Equity include the City's bargaining agents as well as community organizations.

22. That the City vigorously implement the already-approved implementation strategy arising from the Urban Forum on Immigration and Refugee Issues.

Civic Appointments

23. That, for the purpose of implementing City Council's policy on appointments to agencies, boards, commissions and special purpose bodies, the City will define "citizen" to include all persons who pay property taxes or who pay business taxes or who live within the boundaries of the City of Toronto, including permanent residents, refugees, refugee claimants and residents without homes.

24. That the City use the foregoing definition of "citizen" in making appointments to agencies, boards, commissions and special purpose bodies, except where law requires Canadian Citizenship for an individual to serve as a member of these bodies.

25. That the City remove the age restriction in making appointments to agencies, boards, commissions and special purpose bodies except where law requires an individual to attain a particular age to serve as a member of these bodies.

26. That City Council advocate for changes to any law which creates barriers to civic appointments for persons who are residents or who pay property taxes or business taxes.

27. That the Nominating Committee establish goals and timetables for increasing the diversity among persons it recommends for civic appointments.

28. That City staff provide an annual report to City Council on the participation rates of the human rights-protected groups in appointments made to agencies, boards, commissions and special purpose bodies.

Participation and Communications

29. That the City make resources available to facilitate members of the public in participating on advisory committees which City Council establishes and the advisory or management committees/boards of agencies, boards, commissions and special purpose bodies, including providing information in alternate formats, languages, attendant care, child care, and using accessible locations.

30. That the communications strategies for municipal elections take account of the city's linguistic diversity and levels of literacy.

31. That all graphic design, cultural programs and special events of the City reflect the diversity of the city's population.

32. That the City continue to provide awareness and public education programs which support the principles of including all groups, respecting differences, achieving human rights, and eliminating harassment and hate activities.

33. That the City continue its awards and scholarship programs which recognize and contribute to the City's objectives regarding access, equity and human rights.

34. That the City provide space in its press gallery for the "ethnic and community" media to help expand coverage of municipal issues.
    *Amended by Toronto City Council. See below.

35. That the City maintain and enhance its multi-lingual capacity by encouraging staff to use the multi-lingual AT&T telephone service, providing printed materials in various languages, purchasing service agreements with community agencies, identifying and remunerating staff with language skills, and continuing to use in-house interpreters and community liaison staff.

36. That the City extend guidelines regarding anti-discrimination which govern the use of Nathan Phillips Square to all "civic squares" and that the City amend the Municipal Code accordingly.

Services and Planning

37. That the City set annual targets for increasing the number of child care spaces and their hours of operation.

38. That the City make housing services for refugees a priority.

39. That the Official Plan and the Social Development Strategy respond to the barriers and specific needs identified during the consultations held by the Task Force.

40. That the Official Plan provide for recognizing the ethno-racial and cultural heritage and needs of the diverse communities in the city.

41. That City Departments involve residents in program advisory committees to evaluate services and make sure that these processes include persons who are from the city's diverse communities.

42. That the City continue recreation programs which are targeted to specific communities, including lifeguard training for black youth, special hours for Muslim women, and leadership training for youth from high-risk populations.

43. That the City review its zoning, building and fire regulations to address the barriers faced by Aboriginal people and other communities practicing cultural and spiritual traditions, and identify those regulations which fall under the mandate of other levels of government, and advocate for changes as required; and,
    1. that appropriate civic officials be requested to report further on these matters, including the provision of residential uses at places of worship and various burial traditions.

44. That City Council adopt a set of accessibility guidelines for all City-owned buildings and other properties and that it determine accessibility gaps and implement an action plan to address these gaps.

45. That the City work to pro-actively respond to accessibility issues with architects and developers by seeking to enhance the legislated requirements under the Ontario Building Code and by more stringently enforcing them.

46. That the City investigate means of augmenting the city's stock of affordable, accessible housing for people with disabilities, both privately and publicly-owned.

47. That the City modify its subsidies program to create portability which matches the need of the tenant with the disability, rather than the unit.

Employment and Leadership

48. That the City adopt an employment equity policy to achieve a workforce which reflects the population at all occupational levels of the City.

49. That the City conduct additional workforce surveys as needed to assemble a complete data base from which to monitor the ongoing participation of designated groups in the City's workforce.

50. That, when the City establishes any new compensation and benefit programs for employees, it arrange for an independent "gender equity"/ "wage gap" analysis to determine the impact of new systems on the "wage gap".

51. That the City establish "mentoring" and "job demonstration" programs to help individuals from groups who face barriers gain work experience, and that the City encourage and recognize employees who act as volunteers for these programs.

52. That the City offer specialised training programs to employees to enhance their language and literacy skills or to facilitate entry into "non-traditional" work, paying particular attention to employees whose first language is not English, or for whom technology and high literacy levels have not been occupational requirements.

53. That Council allocate sufficient resources to accommodate employees with disabilities in the workplace so that their productivity and work experience parallels as nearly as possible that of their peers.

54. That the City's Fair Wage and Labour Trades Office continue to oversee the anti-discrimination requirement of the Workers' Rights Policy and that it update the grounds of anti-discrimination to include those covered by the Human Rights Policy.

Employee Consultation

55. That the City continue its employee working groups, as needed, on issues related to the designated groups to address emerging issues, and that they liaise with the relevant community advisory committees on an ongoing basis.

56. That the City encourage employees to participate in corporate and community programs to help staff better understand the city's diverse communities.

Complaints

57. That the City establish a Human Rights Office to receive inquiries and investigate complaints of discrimination regarding employment, access to services, and hate-related activities.

58. That the organizational placement of the City's Human Rights Office facilitate arm's-length investigations, including those relating to complaints of discrimination in employment, service delivery and hate activity.

59. That the Human Rights Office submit an annual report to City Council on its activities; and,
    1. that this Annual Report include the success rates of resolving complaints, including those which have been filed with the Ontario Human Rights Commission.

Building Economic Capacity

60. That the City's Economic Development Strategy specifically outline pro-active strategies that include the city's diverse communities.

61. That the City implement the implementation strategy arising from recommendations of the Urban Aboriginal Economic Development Seminar and that it provide progress reports.

62. That to promote the image of Toronto as a "global city", City-endorsed programs, such as the Olympic Bid, The Gay Games, small business outreach, strategies be implemented to use these as opportunities for businesses owned and operated by members of the human rights protected groups.

63. That the City use its purchasing process for communicating the City's leadership role on employment equity, anti-discrimination and against harassment in the workplaces of Toronto.

64. That the City continue information and outreach activities, which make sure that businesses from various communities have access to the procurement process of the City and its agencies.

65. That the City's purchasing process utilise strategies such as reducing the size of contracts and sub-contracts to increase the number of businesses owned by designated groups participating in the process and for achieving employment equity among firms seeking to do business with the City.

66. That City staff submit an annual report to Council on the proportion of expenditure the City spent with businesses owned by the designated groups and that this report include information on the employment equity policies of firms who are suppliers to the City; and,
    1. that a report be submitted to Council every 5 years, coinciding with the Census, on the status of designated groups in supplier workforces.

Building and Supporting Community Capacity

67. That City Council continue to support community organizations through its various grants programs and that it develop a strategy to facilitate the equitable distribution of grants funding.

68. That the City continue to provide resource support, such as meeting space, information sessions and research information to community organizations to assist them in providing services to their communities and to facilitate their participation in civic society.

69. That the City require all organizations receiving City grants to demonstrate their commitment to access and equity.

70. That the City expand its Day Care grants program across the City.
    *Amended by Toronto City Council. See below.

71. That the City expand its Breaking the Cycle of Violence (BTCV) grants program across the City.

72. That the Multicultural grants program maintain anti-racism and anti-hate as program criteria, if no new funds are available in 1999.

73. That City Council work to establish a comprehensive access and equity grants program to support the advocacy efforts of human rights protected groups.

Monitoring and Evaluation

74. That City staff modify the report template for all reports to Council to include an impact statement on access, equity and human rights.

75. That City staff prepare comprehensive demographic profiles of all City wards to guide policy development, program planning and service delivery.

76. That the community advisory committees on access, equity and human rights issues meet jointly at least twice per year to review the ongoing implementation of the corporate action plan for access, equity and human rights and to review the annual reports; and,
    1. that these joint meetings include any access, equity and human rights working groups established by Community Councils; and,
    2. that during this annual meeting, the schedule be arranged to provide for participants to come together on a geographical as well as on an issue basis.
    *Amended by Toronto City Council. See below.

77. That each department, agency, board, commission or special purpose body submit an Access, Equity and Human Rights Action Plan to City Council.

78. That each department evaluate its policies, programs and services to identify barriers experienced by the human rights protected groups and that measurement tools be prepared for this purpose.

79. That City Council request its agencies, boards, commissions and special purpose bodies to provide an annual report on how they implemented employment equity, community access, service equity and human rights.

80. That the annual employment equity report to City Council on the status of the human rights protected groups include data on its workforce as a whole and by departments regarding representation, occupations, promotions, compensation, training, benefits, exits, and developmental opportunities.

81. That the City produce an annual consolidation of access and equity measures in a report card format.

Organization and Resources

82. That the City establish organizational structures and resources for access, equity and human rights:
    • to provide policy development;
    • to facilitate community advisory processes including committees relating to the human rights protected groups and other committees of City Council as required;
    • to administer anti-racism, access and equity grants;
    • to investigate human rights issues at arm's length;
    • to implement awareness and public education programs on access, equity and human rights issues;
    • to act as a resource for departments and agencies in developing and implementing action plans;
    • to liaise with community organizations regarding emerging issues and to assist them with civic involvement;
    • to conduct research on the needs of the human rights protected groups and to provide results to departments to use in delivering services;
    • to monitor legislative proposals that impact on the human rights protected groups;
    • to implement communication strategies to increase involvement and access to services;
    • to promote the City's position to other levels of government and external bodies; and,
    • to provide advice and research to Council committees.

83. That agencies, boards and commissions be requested to implement access, equity and human rights policies and programs consistent with those of City Council.

84. That the Workers Information and Action Centre be continued as a resource for addressing employment discrimination in the Toronto labour market and that the Small Business Centres operated by the City ensure that information regarding employment equity and human rights are provided to business owners.

Implementation and Follow-up

85. That an external evaluation or Access, Equity and Human Rights Audit be conducted by City Council every three years for each term of Council, on the implementation of Council's access, equity and human rights policies and programs; and,
    1. that a reference group be established to oversee the evaluation process and that this include representatives of the community advisory committees and community organizations, and be chaired by a Member of City Council serving on one of the community advisory committees; and,
    2. that the external evaluation be conducted by individuals/firms who are recognized as professionals with experience and expertise in the access, equity and human rights field.
    *Amended by Toronto City Council. See below.

86. That the Chief Administrative Officer provide a status report 12 months after approval by City Council, on the implementation of recommendations.

External Agencies

87. That the Toronto District School Board and all Boards of Education be requested to implement comprehensive access, equity and human rights policies.

88. That the Government of Ontario be requested to provide resources for education, transportation, housing, etc., to improve the status of the human rights protected groups.

89. That the Government of Canada be encouraged to provide resources to the City and other agencies for settlement, education and employment certification for immigrants and refugees.

Summary of Amendments

Toronto City Council adopted the recommendations of the Task Force on Community Access and Equity subject to the following changes (in Report No. 11, Clause 1, of the Policy and Finance Committee, December 1999; and Report No. 10, Clause 2, of the Strategic Policies and Priorities Committee, June 1999):

Amended:

1. a reference group be established to advise the City Auditor in carrying out his responsibility to oversee an internal audit of the performance of the Corporation in achieving its access, equity and human rights goals once in each term of Council; and

2. The membership of the reference group include members of the community advisory committees and be chaired by a member of Council. (Toronto City Council, Dec. 1999)

Additional recommendations:

90. The corporate Access and Equity Unit work with each commissioner to define the functions and reporting relationships for the assignment of dedicated access and equity staff resources to assist departments in meeting access and equity objectives. (Toronto City Council, June 1999)

91. The 1999 approved budget of $1,501,000.00 total gross expenditures ($1,471,000.00 total net expenditures) and 21.3 equivalent funded staff positions for Access and Equity services be transferred from the Human Resources Division in the Corporate Services Department to the Strategic and Corporate Policy Division in the Chief Administrator's Office to facilitate the transfer of program management and administration of the corporate Access and Equity Unit from the Corporate Services Department to the Chief Administrator's Office, and the 1999 Operating Budget be adjusted accordingly. (Toronto City Council, June 1999)

92. A copy of this clause be forwarded to the Executive Committee of the Federation of Canadian Municipalities with a request that it be placed before the Standing Committee on Race Relations of the Federation of Canadian Municipalities and studied and compared with other best practice initiatives from other cities. (Toronto City Council, June 1999)

93. The Federation of Canadian Municipalities be advised that the City of Toronto assigns a high priority to this work. (Toronto City Council, June 1999)

94. The Executive Committee of the Federation of Canadian Municipalities be requested to consider the inclusion of ..., Councillors McConnell, and Shaw on the membership of its Committee on Race Relations. (Toronto City Council, June 1999)

95. (i) As part of her forthcoming report on the consolidated employment equity policy for the City of Toronto, the Acting Commissioner of Corporate Services report to Council through the Administration Committee, on the implementation of the Human Rights Office and how the expertise and skills of the employment equity and human rights consultants are being used to enhance the activities of the human resources business units.

    (ii) The consolidated employment equity policy reiterate and reaffirm the fundamental principles of fairness and equal opportunity for each and every citizen of Toronto; and the policy explicitly reject the concept of "demographic mirrors" and "racial set-asides" - i.e. "demographic mirrors being the concept that the percentage or proportion of "designated" in the general community as defined in the repealed Employment Equity Act of Ontario should be reflected or "mirrored" precisely in the bureaucracy of the new City of Toronto; and racial set-asides" being the concept that a certain proportion of the City contracts should be set aside for businesses either owned and/or employing certain racial groups. Toronto City Council, Dec. 1999)

96. The Chief Administrative Officer report to Council on the effectiveness of the city-wide community advisory committees mid-way through the next term of Council. (Toronto City Council, Dec. 1999)

97. Council thank the members of the various municipal advisory committees on access, equity and human rights and the members of the Task Force on Community Access and Equity for their work over the past two years and their important contribution to City policy. (Toronto City Council, Dec. 1999)

Appendix A - Terms of Reference for Community Advisory Committees

These terms of reference were amended by Toronto City Council in June, 1999.

Names of recommended committees

1. Aboriginal Affairs Committee
2. Disability Issues Committee
3. Status of Women Committee
4. Racial Minorities Committee
5. Ethno-cultural and Multi-faith Issues Committee
6. Immigrant and Refugee Issues Committee
7. Committee on Lesbian, Gay, Bisexual and Transgendered Issues

Role and responsibilities

The Community Advisory Committees shall use their knowledge and expertise to provide advice to City Council, through the standing committees of Council, and act as a liaison with external bodies on barriers to participation in public life and to the achievement of social, cultural and economic well-being of the city's residents.

Each Community Advisory Committee shall also address the specific issues facing particular communities, develop options for Council's consideration and make recommendations for positive changes that shall improve the quality of the lives of the members of the city's diverse communities.

Process

In providing advice to City Council, the Community Advisory Committees shall consult and hold public meetings with communities around specific issues. Meeting schedules/locations shall take into consideration regional/geographic concerns.

Membership and Eligibility

Each Community Advisory Committee will be composed of 18 community members and 2 Members of City Council. Members are appointed as individuals and not as representatives of organizations. Members shall include individuals, individuals who work in community agencies serving human rights protected groups, and individuals with technical expertise. The overall membership shall represent all regions of the city, reflect the diversity of a given community, and at least two thirds of the membership shall be reflective of the issues being addressed by the respective committees. All committees shall have equal numbers of men and women, except for the status of women committee, of which at least two thirds of its membership shall be women.

To be eligible, a member must reside or pay business or property taxes in the city of Toronto. A position is vacated automatically if eligibility criteria are no longer met by the incumbent.

Membership Selection

City Council shall appoint members. An initial selection committee will recommend to city Council the membership for each Community Advisory Committee. After the first appointments, the selection process will be turned over to each committee and shall follow the procedures outlined in this report, unless amended by City Council.

The initial selection committee will consist of men and women representing each of the proposed committees. Membership shall be drawn from existing municipal advisory committees, community members of the Task Force on Community Access and Equity, and individuals from community groups who are not seeking appointment to any proposed advisory committees or working groups. The selection committee will be facilitated by the Task Force Chair and supported by a staff team from the Access and Equity Unit.

The selection of co-chairs of the Community Advisory Committees will be made by the members of the advisory committees.

Guidelines for Administering Selection

An information seminar will be held for each Committee, at which attendance is mandatory for all applicants.

A standard application form will be used by all applicants and application forms will be distributed at the information seminars.

Interviews will be conducted by interview teams which will include at least one Member of City Council who is appointed to the Committee.

A standard list of interview questions will be used during the interview process.

The recommendations of the Interview Teams will be forwarded to the appropriate Committee and to City Council.

Each Committee will undertake an orientation session for its citizen members.

How to Find Interested Members

A widely advertised public process shall be used, including local community-based media, groups and organizations and information sessions, etc. to call for applications to the Community Advisory Committees. The following criteria, used for the selection of the members of the Task Force, shall continue to be used:

1. experience working in an advisory committee or similar setting;
2. leadership in the community on access, equity issues;
3. history of public service such as volunteer work;
4. proven ability to consult within and across their sector;
5. demonstrated commitment, knowledge and understanding of access and equity issues;
6. availability and willingness to attend meetings;
7. skills in listening, analysis and learning;and,
8. ability to work in a team setting, including an interest and capacity to work through consensus.

A shortlist of qualified candidates who are available for future appointment shall be maintained for six months and contacted as vacancies arise.

Term of office

Members shall be appointed for a three-year term and/or until a successor is appointed. The terms of office of members will overlap to maintain continuity. In the first term, half of the members shall be appointed for a two-year term and half shall be appointed for a three-year term.

A person appointed when a member resigns only serves the remainder of that term and is eligible to reapply.

Individuals are eligible for membership for a maximum of two consecutive terms, i.e., six years.

Quorum

A quorum shall be fifty percent of community members on the Advisory Committee.

Reporting relationship

The Community Advisory Committees shall report to City Council through the appropriate standing committees on issues within the mandates of the standing committee, and to the Strategic Policies and Priorities Committee for issues which are strategic in nature.

Operating procedures

The Advisory Committee shall follow the rules and procedures of Council Committees.

Selection process for Access, Equity and Human Rights Working Groups Established by Community Councils.

A selection process similar to that for the Community Advisory Committee shall be followed.

The initial selection committee will be drawn from the existing municipal advisory committees operating at the local communities who are not seeking reappointment, another local community group and from the Task Force on Community Access and Equity.

The size of the working groups shall be established by the Community Council.

The selection process shall be facilitated by a Member of Community Council who has served on a municipal advisory committee regarding access and equity. The process will be supported by the Access and Equity Unit.

Selection process for Issue-Based Working Groups

The Issue-Based Working Groups shall be chaired by a member of City Council. Membership shall include organisational representatives from agencies and other institutions whose mandate includes the issues addressed by the Working Group. Expressions of interest should be sought from interested organizations and a membership list established and reported to City Council along with the terms of reference for the Working Group. The membership shall have representation from all regions of the city and shall reflect the diversity of the city's population.

Appendix B - Briefs and Submissions to the Task Force

The Task Force received briefs and submissions as noted.

Committee on the Status of Women regarding the Task Force's Consultation Process and Pressures Facing Subsidized Child Care Programs

Service Equity Committee regarding Corporate Action Plan for the Service Equity Program

African Canadian Legal Clinic regarding Concerns Common to all diverse Communities

Access Action Council regarding the City's Access and Equity Structure and Programs and Grants Distribution

Toronto Joint Citizens Committee for People with Disabilities regarding its mandate and the insight and perspective it can offer to the Task Force

National Federation of the Blind: Advocates for Equality, Toronto Chapter advising that greater attention be devoted to disability issues

Submissions made on the Consultation Guide

Charles Novogrodsky

City of Toronto Administrative, Professional Supervisory Association Incorporated (COTAPSAI)

Ontario March of Dimes

Canadian Hearing Society, Hearing Care Counselling Program (Toronto Region)

Employment Equity Council

Dr. Marlinda Freir

Metro Toronto Chinese and Southeast Asian Legal Clinic

New Canadians Settlement Services

Human Rights and Race Relations Centre

A. Ashawasega, City of Toronto Aboriginal Liaison Consultant

Ontario College of Family Physicians

Society for the Aid of Sri Lankan Minorities (SACEM)

Swansea Town Hall Community Centre

Etobicoke Multicultural and Race Relations Committee regarding locations of Task Force consultation meetings

Toronto Arts Council regarding its 1992 Report on 'Cultural Equity'

Community Social Planning Council of Toronto regarding its recommendations on access, equity and anti-racism to Toronto City Council

Local 79, Canadian Union of Public Employees expressing concern about the City's lack of workplace accommodation and the need for employment equity considerations in the City's downsizing plans

Lakeside Area Neighbourhoods Association regarding the lack of representation of low income people on the Task Force on Community Access and Equity

Councillor Pam McConnell recommending that information received from poverty consultations be incorporated in the final report of the Task Force on Community Access and Equity

Ontario Human Rights Commission recommending that the Task Force include in its review the issue of access to urban public transportation for persons with disabilities

Scarborough Network of Immigrant Serving Organizations expressing concerns regarding the Task Force consultation process and issues affecting immigrants and refugees

Scarborough East Community Analysis Group expressing concerns that individuals and families are excluded from federally funded services on the basis of their refugee claimant status

Advisory Committee on Accessible Transportation on the design of accessible public washrooms in City Hall renovations

Metro Network for Social Justice responding to the Task Force on Community Access and Equity Interim Report

Toronto Police Services Board regarding its Access and Equity Initiatives

Submissions regarding the Interim Report of the Task Force

Transportation Action Now Inc.

Catholic Cross-Cultural Services

Charles Ng

Dennis Fong

North York Committee on Community, Race and Ethnic Relations

East York Committee on Race Relations

Lorne S. Berg, MCIP. RPP, The Berg Group Inc.

Al Reeves

Scarborough Community Council

Councillor Joe Mihevc

Youth Members, West Scarborough Neighbourhood Community Centre

Shirley Hoy, Commissioner, Community and Neighbourhood Services

Etobicoke Multicultural Race Relations Committee

Easter Seal Society, South Central Region

Somali Immigrant Women Association

Marcelo Santos, Peter King & Marsha Cook

People's Front/East Indian Defence Committee

Metro Toronto Chinese and Southeast Asian Legal Clinic

Committee on the Status of Women

Joe Halstead, Commissioner, Economic Development, Culture and Tourism

Ray Havelock, regarding the composition of a future access and equity committee

Board of Health, City of Toronto Health Unit on "Access and Equity to Health: Immigrant and Refugee Issues", advising that Toronto Public Health reaffirm its commitment to access and equity and immigrant and refugee health issues

Community Voices of Support on establishing a framework for the allocation of settlement funding to community-based settlement sector

Appendix C - Studies and Reports received by the Task Force

The Status of Special Opportunity Programs for People with Disabilities in the City of Toronto
Executive Director of Human Resources, April 1998.

Who's Listening?: The Impact of Immigration and Refugee Settlement on Toronto
Chief Administrative Officer and Executive Director of Human Resources, May 1998.

Consultation Guide for the First Phase of Consultations, May - June 1998
Chief Administrative Officer and Executive Director of Human Resources, May 1998.

Hate Crimes and Anti-Hate Initiatives in Toronto
Chief Administrative Officer and Executive Director of Human Resources, May 1998.

Identification of Corporate Access and Equity Programs in the Former Area Municipalities Executive Director of Human Resources, June 1998.

Police Co-operation with the Special Investigations Unit: Consultation Report of the Hon. George W. Adams, Q.C.
Chief Administrative Officer and Executive Director of Human Resources, June 1998.

Urban Aboriginal Economic Development - Report of Seminar
Chief Administrative Officer and Executive Director of Human Resources, June 1998.

Focus Report - Access and Equity Consultation Issues - New Official Plan
Executive Director of Human Resources, July 1998.

Reports of the First Phase of the Task Force Consultations
Staff Support to the Task Force, July 1998.

Access and Equity Grants Program Review
Chief Administrative Officer and Executive Director of Human Resources, July 1998.

Preliminary Review of International Municipal Access and Equity Practices
Chief Administrative Officer and Executive Director of Human Resources, July 1998.

Access and Equity Action Planning Documents
Chief Administrative Officer and Executive Director of Human Resources, September 1998.

Municipal Government and Aboriginal Communities: A Survey of Canadian Urban Centres
Chief Administrative Officer and Executive Director of Human Resources, September 1998.

Notes from Consultations Regarding the Task Force Interim Report
Staff Support to the Task Force, November 1998.

Developing a Framework for Access and Equity: A Survey of Models of Disability Reform
Chief Administrative Officer and Executive Director of Human Resources, November 1998.

Human Rights, Harassment and Hate Activity Policy Framework
Executive Director of Human Resources, December 1998.

Appendix D - Consultation Schedule

First Phase of Consultations

Consultations with Departments, Special Purpose Bodies, Staff and Union Executives

Consultations on the Task Force Interim Report

Consultations on Low-Income Issues

Consultations on Literacy

Appendix E - Members of the Task Force on Community Access and Equity

Councillor JOE MIHEVC (Chair)
With a PhD in theology and social ethics, Mihevc brings a deep concern for social issues to his work as a Toronto Councillor. Mihevc had been a York City Councillor for six years, before his tenure on Toronto Council, and has served in a variety of capacities including Deputy Mayor of York. His accomplishments in York include building the new York Centre for Health, and volunteering on a number of boards, such as the York Community and Agency Social Planning Council.

GLORIA FALLICK (Co-chair)
Fallick's community involvement spans 17 years of serving in various capacities including Board Member of the Toronto Arts Against Apartheid, and Board Member of the International Defence and Aid Fund to South Africa which later became the Canadian-South African Cooperation. Fallick also served on the committee that organized the February 11th celebration on Nelson Mandela's prison release and was a member of the Nelson Mandela Reception Committee in Toronto and the ANC-Mandela Support Coalition, and a founding member of the Voter Education South Africa-Canada. From 1993 to 1995, Fallick served as President of the YWCA Metropolitan Toronto Board of Directors and in 1994, was the Canadian YWCA observer for the South African elections. In 1995, she attended the Women's Summit and the World YWCA Council in Seoul, South Korea. Presently Fallick serves on the YWCA of/du Canada National Board, is a member of the Task Force on the Churches and Corporate Responsibility, and is a continuing member on the banquet committee for the Canadian Council of Christians and Jews.

SYLVIA MARACLE (Co-chair)
Maracle, a member of the Wolf Clan from the Tyendinaga Territories, has been involved with the Native Friendship Centres for 25 years and has been the Executive Director of the Ontario Federation of Indian Friendship Centres for the past 19 years. She has contributed to enhancing the urban Aboriginal community in many capacities, including as President of the Native Women's Resource Centre, as President of the Native Child and Family Services of Toronto, past Chair of the Aboriginal Healing and Wellness-Joint Steering Committee, past Chair of the National Aboriginal Headstart Committee, and currently serves as a member of the Ontario regional committee for Aboriginal Headstart. Maracle also lectures on urban development, women's issues and the cultural revitalization of her people.

SHAHEEN ALI
Ali is a Co-director in Across Boundaries: An Ethnoracial Mental Health Centre. She has developed an anti-racism framework for anti-racist health and a manual of anti-racism organizational change for the health and mental health sectors. Ali has participated in various projects, initiatives and committees dealing with anti-racism, health and mental health. She is a member of the Provincial Advisory Committee on Mental Health in the Ontario Mental Health Promotion Work Group and Ethnoracial Work Group.

Councillor ELIZABETH BROWN
Brown has served two terms on Etobicoke City Council where she served as chair for the Etobicoke Library Board and served as a member on the Community Consultative Committee for Lester B. Pearson Airport. Brown believes in fair representation, equitable distribution of services and feels strongly about the success of Toronto's diverse communities.

DENNIS FONG
Fong is Chairperson of the East York Race Relations Committee and a member of the Race Relations Directions Sub-committee. He is also a committee member of the East York Board of Education Anti-racist Education Committee. Fong is the manager, Human Resources for the Toronto Community Care Access Centre.

SONJA GRECKOL
Greckol has successfully bridged the theory and practice of service equity, pay equity, and employment equity. She has worked with a wide variety of public and broader public sector organizations in areas of complaint handling, employment practices, communication and problem-solving strategies. Greckol's private practice involves several research and consulting projects.

Councillor PETER LiPRETI
During his 12 years as a North York Councillor, LiPreti has been actively involved in the community on various committees including the committee to extend the Spadina subway to York University. He is Honorary President of the Canadian Hispanic Congress and the North York Vietnamese Association.

Councillor PAM McCONNELL
McConnell became a City Councillor in 1994, following 12-years as a School Board Trustee. As a City Councillor, McConnell helped create the Survival Fund which set aside $6 million in the City budget to assist vulnerable people targeted by provincial cutbacks. A staunch advocate of children, she helped found the Parents for Better Beginnings for Regent Park, Moms and Their Babies, and The Brighter Futures St. James Town health project. Among McConnell's current memberships is the City of Toronto Children's Action Committee.

KAREN MOCK
Mock is the National Director for the League for Human Rights of B'Nai Brith Canada, a national agency dedicated to combating racism and bigotry, and is also the Executive Director and Principal Trainer of the League's Education Training Centre. Among her current activities, Mock is involved with the International Training Cadre on Hate and Bias Crime and with the Anti-racist and Multicultural Educators Network of Ontario. She is the Past President of the Multicultural Association, former Board Member of the Urban Alliance on Race Relations and past Chair of the Canadian Multiculturalism Advisory Committee.

CHARLES NG
Ng is self-employed, conducting training programs in managing diversity. His vast community experience includes the Pink Triangle Committee, Ontario Division of the Canadian Union of Public Employees, The Community Advisory Committee of the Family Services Association, David Kelley Lesbian and Gay Community and HIV/AIDS Counselling Programs and the Gay Asians Toronto, Campaign Against Homophobia.

KHAN RAHI
Rahi is a Consultant in human services and race relations. He specializes in community-based program planning, education, media relations, and community development on ethno-racial issues and organizations. Rahi is presently the Executive Director of the Access Action Council and the Chair of the Partnership Community Council of the Joint Centre of Excellence for Research on Immigration and Settlement. He is the former Vice-president of the Ontario Advisory Council of Multiculturalism and Citizenship, and former Co-chair of the Community Reference Group on Ethno-Racial and Aboriginal Access.

DUBERLIS RAMOS
Ramos, Executive Director of the Hispanic Development Council, has broad volunteer experience, having served on several community boards, including the Advisory Committee to the Chief of Police. He is also the Director of the Hispanic Council Hurricane Mitch Relief Centre. Ramos' background includes extensive research experience in the area of international development and economics in Latin America, Canada, Great Britain and Australia.

AL REEVES
Reeves is a founding member and board of director of Nucleus Housing Inc., a company providing accessible housing with 24-hour attendant service to adults with physical disabilities. Reeves' active involvement on the TTC's and Go Transit's Advisory Committees on Accessible Transportation is helping to improve transportation for many riders. In addition, Reeves is Co-chair of the Access Awareness Committee-York District, a committee that advocates barrier-free access for people with disabilities and seniors, while also advising politicians and the community regarding issues of disabilities and inclusion.

CAROLE RIBACK
Riback is currently the Coordinator of Resource Development for the North York Community House. She is active on the Ontarians with Disabilities Act Committee and is past Chair of the TTC Advisory Committee on Accessible Transportation. Riback worked to establish and manage the very first totally wheelchair-accessible primary care health centre in the province, The Anne Johnston Health Station. She holds her Master's degree in Counselling Psychology (M.Ed.) from the Ontario Institute for Studies in Education, where she has done extensive research and counselling on issues related to living with disability, and the impact of living with disability on individuals, families, and others. She is pursuing her Doctorate in counselling and continues to work on her doctoral thesis. Riback also provides consultation on access issues in both the private and public sectors.

KENNETH DENIS RICHARD
Richard, Executive Director of the Native Child and Family Services of Toronto is also Chief Executive Officer of Canada's First Off-Reserve Native Child Welfare Authority. Richard has developed and provided training workshops on cross-cultural literacy, on competence for human service professionals, and Native child welfare and community development. He received the Chief of Police Community Service Award in 1995 and the Civic Award of Merit in 1997.

Z. JENNY RATANSI-RODRIGUES
Ratansi-Rodrigues, Acting Manager of the Citizens' Participation and Multiculturalism Program, Department of Canadian Heritage - Ontario Region, has over thirteen years experience working in the social services sector. In her previous capacity as Senior Manager of Agency Services at the United Way, she has supported member agencies in implementing multicultural/anti-racism organizational change. Ratansi-Rodrigues is a member of the Partnership Advisory Council of the Joint Centre of Excellence for Research on Immigration and Settlement.

Councillor SHERENE SHAW
Shaw was first elected to public office in 1988 with the Scarborough City Council. She held many positions including Deputy Mayor and was involved with a number of boards and committees, such as Chair of the Scarborough Community and Race Relations Committee, and board member of the Scarborough Grace Hospital.

Appendix F - Staff

The Task Force on Community Access and Equity would like to thank the many citizens, residents, organizations and their representatives who helped to shape the themes and principles in this report. Your willingness to participate in the work of the Task Force, your candour and collective commitment to the needs of diverse communities in the city of Toronto were invaluable.

The Task Force on Access and Equity would like to thank the following City of Toronto staff who helped to gather and communicate information, undertake research, provide departmental information, support its day-to-day operations, organize the consultations, keep the process on track, and who assisted with the production of this report. Every effort has been made to acknowledge all contributors. Our apologies if someone's name has been left off this list.

Phillip Abrahams, Alison Anderson, Gus Ashawasega, Imelda Ayson, Frank Baldassini, Christine Ball, Anna Marie Barabas, Lynn Barr, Ron Barrow, Mila Batula, Lorene Bodiam, Melanie Bristol, Judy Brooks, Clarry Browne, Rose Burrows, Kevin Chisholm, Teresa Chiu, Helen Cipolletta, David Clark, Judy Cooper, Priscilla Cranley, Lucy De Luca, Dale Dreher, Geoff Eden, Cassandra Fernandes, Lydia Fitchko, John Gladki, Brenda Glover, Mahin Golpanah, Rick Gosling, Kim Graham, Scott Gray, Marbeth Greer, Sue Gunton, Maria Herrera , Barbara Hume-Wright, Kim Jeffreys, Jennifer Keesmaat, Andrea Kohler, Monica Kucharski, Wendy Kwong, Marion Lagowski, James Lam, Bernita Lee, Rose Lee, Catherine Leitch, Margaret Lewis, Winnie Li, Tina Lopes, Chrys Louis, Rob Mackenzie, Sheine Mankovsky , Mae Maracle, Augusto Mathias, Sean Meagher, Michael Miasek, Annalisa Mignardi, Maral Minassian, Beverley Moffet, Michelle Munroe, Marylou Murray, Ann-Marie Nasr, Elizabeth Ng Yuen, Arif Noorani, Emmanuel Nzeakor, Lou Pagano, Ross Petrini, Harold Phillips, Elizabeth Pong, Sonya Popovich, Ceta Ramkhalawansingh, Tim Rees, Ron Rock, Margaret Rodrigues, Rosanna Scotti, Deborah Sealey, Meg Shields, Grace Shore, Juanita Skinnner, Charles Smith, Dave Sora, David Sumi, Patricia Trajanovski, Lynn Trauzzi, T-Jay Upper, Magdalena Vander Kooy, Audrey Vince, Stan Walton, Zell Wear, Judy Winston, Jacob Wolpin, Richard Yampolsky.

A special thank you to the many individuals and organizations whose briefs, submissions and presentations helped inform the work of the Task Force on Community Access and Equity. The range of sectors- from business, to labour, to education, to voluntary organizations, to professional associations, to individuals that took the time to prepare thoughtful commentary and offer constructive advice-attests to and reaffirms the invaluable contribution made by the city's communities and its employees.