The Task Force on Community Access and Equity has not completed its mandate but is no longer active. The following information is provided for archival purposes.

The Task Force on Community Access and Equity was absorbed by the Roundtable on Access, Equity and Human Rights.

Draft Report
Diversity Our Strength
Access and Equity Our Goal

Appendices

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

Councillor Joe Mihevc
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.

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.

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.

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.

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.

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 president of the Native Women's Resource Centre, 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.

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 Co operation. 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, 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.

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.

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.

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 was 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.

Z. Jenny Ratansi-Rodrigues
Rodrigues, Senior Manager of Agency Services at United Way of Greater Toronto, has over thirteen years experience working in the social services sector. She has supported United Way member agencies in implementing multicultural/anti-racism organizational change. Rodrigues is a member of the management board of the Joint Centre of Excellence for Research on Immigration and Settlement.

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. Reeve's 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
Carole 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. Carole 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. Carole 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 has received the Chief of Police Community Service Award in 1995 and the Civic Award of Merit in 1997.

Appendix B - Terms of Reference for the City of Toronto Task Force on Community Access and Equity

(City Council on March 4, 5 and 6, 1998, amended this Clause by adding thereto the following:

"It is further recommended that:

1. Anti-Semitism be included in the Proposed Terms of Reference for the City of Toronto Task Force on Community Access and Equity embodied in the report dated February 24, 2998, from Councillor Joe Mihevc, Chair, City of Toronto Task Force on Community Access and Equity, as one of the isues which require attention; and
2. the recommendation of the Urban Environment and Development Committee embodied in the communication dated February 16, 1998, from the City Clerk, be adopted, viz.:

'The Urban Environment and Development Committee on February 9, 1998, recommended to the Special Committee to Review the Final Report of the Toronto Transition Team that Councillor Pam McConnell be appointed as the representative of the Urban Environment and Development Committee to the Task Force on an Access and Equity Action Plan, Race Relations, Disability and Human Rights.'")

The Special Committee to Review the Final Report of the Toronto Transition Team recommends the adoption of the following report (February 24, 1998) from Councillor Joe Mihevc, Chair, City of Toronto Task Force on Community Access and Equity:

Purpose:

As directed by Toronto Council at its meeting of January 8, 1998, this report outlines the proposed Terms of Reference for this task force. The proposed Terms of Reference are the result of consultations with citizen members of municipal committees on Access and Equity, interested community groups, and staff.

Funding Sources, Financial Implications and Impact Statement:

Support for the Task Force will be provided by a staff team assembled from various program areas dealing with access and equity issues within the City. Secretariat support will be provided by the City Clerk. Further, each department will be requested to identify a staff liaison person to the Task Force to ensure that there is a comprehensive response from all departments and special purpose bodies.

Financial support in the amount of $20,000.00 is required to enable the Task Force to conduct community meetings and consultations, circulate required notices and cover expenses of community members, regarding participation and attendance at Task Force meetings (e.g., attendant care, interpreting, transportation).

Recommendations:

It is recommended that:

1. the proposed Terms of Reference and proposed budget be adopted;
2. the proposed budget come from the City contingency fund and be allocated to the City Council budget for Task Forces administered by the City Clerk;
3. 1. the existing municipal committees on Access and Equity be continued and be authorized to fill vacancies using the Task Force selection criteria; and
   2. staff support and resources be provided to ensure continued input from these committees pending the final recommendations of the Task Force;

4. the programs and policies on Access and Equity of the former municipalities continue to be in effect until Council formally decides otherwise;
5. each Department be required, and each Special Purpose Body be requested, to assign a senior liaison person for the Task Force; and
6. the appropriate City officials be authorized and directed to give effect thereto.

Proposed Terms of Reference:

The City of Toronto is recognized internationally for its ability to embrace and nurture the diverse communities that thrive within it. This phenomenon is the result of changes in immigration, as well as the long working relationship between the diverse communities and local governments and institutions. This relationship fosters a spirit of mutuality, trust and respect among the various ethno racial communities, people with disabilities, women, Aboriginal peoples, lesbians and gays, immigrants/refugees. Members of the communities and local government have worked to ensure that the structures and services are accessible and equitable so that everyone may thrive economically, socially within a sustainable environment.

The work of the Task Force includes identifying issues which require attention, such as: racism, all other forms of discrimination, employment and pay equity; as well as developing and recommending new structures and an Action Plan built on:

1. consultation with the people who live and work in the City of Toronto, City Councillors, City departments and Special Purpose Bodies;
2. research on best practices in Toronto and other jurisdictions;
3. development of partnerships between the City of Toronto, other levels of government, business and labour, community organizations, and residents;
4. development of a "root cause approach" which considers the origins rather than the symptoms, of the problems being addressed, i.e., systemic issues and responses;
5. linkages with other departments and Task Forces established by the City Council.

1. Name:

   The name of this Task Force is "City of Toronto Task Force on Community and Access and Equity".

2. Duration:

   The Task Force is intended to be of limited duration and will present a final report to Toronto City Council in January 1999. The Task Force will meet on a monthly basis between April and December, 1998. Additional meetings may be scheduled at the call of the Chair. From January to March 1999, the Task Force will wind down its work as the new structures are put in place.

3. Mandate:

   As identified by the Toronto Transition Team and adopted by Toronto City Council, the Mandate of the Task Force is to develop a comprehensive and coordinated plan of action that will recommend:

   "ways or structures to ensure the voices of the City's diverse communities continue to be heard; and strategies on issues of concern to racial minorities, people with disabilities, women, Aboriginal peoples, lesbians and gays, ethno-cultural groups, immigrant /refugees."

   Access and equity programs within the new City should continue to address the barriers to full participation experienced by all equality-seeking groups, including those concerned with: race, ethnicity, class, disability, education, gender, sexual orientation, age, religion/faith.

   The Task Force's report will include recommendations for measurable outcomes regarding the implementation of access and equity principles into the political and administrative structures, programs, and services of the City of Toronto. The report will also address issues of future community advocacy and mobilization.

   In addition to a final report, interim reports will be submitted by the Task Force to the Special Committee to Review the Toronto Transition Team Report, or other appropriate committees, to advise on the progress of the Task Force and to address significant issues requiring Council's attention, e.g., Federal and Provincial policies on immigration, refugees, equity in education and training, pay equity, employment equity, race relations, literacy, and the ongoing work of the access and equity policies and programs established by the former municipalities.

4. Task Force Process:

   At all levels of this process, stakeholder input is necessary to ensure a commitment to the outcomes and, therefore, implementation of recommendations.

   It is anticipated that the Task Force will operate with three sub-committees:

   1. Community Consultations;
   2. Departmental Consultants; and
   3. Political Consultations with Members of Council.

   These sub-committees will be chaired by one of the Task Force members.

   The Task Force may also strike work groups based on stakeholder issues (e.g., Status of Women, Anti-Racism, Accessibility for People with Disabilities, Aboriginal peoples, Literacy, Employment Equity). It is further anticipated that these work groups will conduct the necessary work and report on their findings, with recommendations, to the Task Force. The Task Force may invite other community members to join these stakeholder work groups, based on selection criteria for Task Force Membership.

   At its first meeting, the Task Force will: review the Terms of Reference; set a schedule of meeting dates, including location; and, orient members as to the role of the Task Force and the City's organization.

   All meetings of the Task Force will be held at accessible locations. All documents will be made available in alternative formats, and other supports such as attendant care, childcare and interpreting will be provided as required.

   1. Goals and Objectives:

      The primary focus of the Task Force's work is to undertake a consultative process as a way of expanding upon the general directions recommended by the Transition Team. The Task Force will identify the necessary policies, structural functions, program priorities and evaluation processes by which the new City of Toronto can:

      1. strengthen the civil 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 and efficient role in addressing issues of concern to women, people of colour, Aboriginal people, people with disabilities, lesbians and gays, immigrant/ 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 proactive role in linking and partnering with other institutions and agencies, as well as with the community, in engaging in initiatives in the pursuit of access and equity;
      5. ensure that the contributions, interests and needs of all sectors of Toronto's diverse 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 follows fair and equitable employment practices.

      To achieve these objectives, the Task Force will need to consider a number of strategic directions that impact on:

      1. community and institutional partnerships;
      2. mechanisms for City Council monitoring and advocacy; and
      3. administrative responsibilities and accountability.

   2. Vision:

      Following its orientation, where Task Force members will improve their understanding of each other and of the Task Force mandate, the members will participate in a visioning session. The visioning session will guide the development of both short and long term "outcome" indicators.

   3. Information Gathering:

      In order to inform the work of the Task Force, a number of reports will be required. The Action Plan will need to address short-term transition and harmonization issues as well as identify long-term responsibilities. The Task Force will review:

      1. a summary of all submission to the April/May 1998 Toronto Transition Team on Access And Equity;
      2. an inventory of existing Access and Equity Equity policies, programs and resources From all municipalities;
      3. an inventory of the achievements, outcomes and impacts of access and equity activities;
      4. current legislation, by-laws and municipal policies on access and equity in the new City;
      5. identification of best practices within May/June 1998municipalities in addressing access and equity issues;
      6. benchmarks on effective access and equity programs.

   4. Analysis:

      The Task Force will review all materials, submissions, and the results of consultation to determine the range of solutions, policies and practices that are possible. The Task Force will draft recommendations which include: mechanisms for community and institutional partnerships, including funding partnerships; "performance indicators" and mechanisms for review; and resource implications, i.e., human, organizational, financial (July/August, 1998).

   5. Draft Report:

      A draft report will be circulated in September for consultation which will occur between September and November 1998. The final report will follow the principles of clear language.

5. Membership:

   The Task Force will be composed of no more than eighteen (18) members, drawn from City Councillors and representatives of stakeholder groups. This will include up to five (5) members of City Council with the balance drawn from the following stakeholder groups:

   1. individuals with special competencies in the general area of access and equity;
   2. community and advocacy organizations dealing with access and equity issues; and
   3. municipal committees dealing with access and equity issues.

   The Task Force will strive to represent the diversity of the community as well as geographic considerations. Effort will be made to involve youth. Municipal employees will not be eligible for membership; however, the City's bargaining agents will be consulted on matters that impact their membership.

6. Chair and Co-chairs:

   The Task Force will be chaired by Councillor Joe Mihevc who will designate two community representatives as Co-chairs. These Co-chairs will be selected based on the criteria included in the Terms of Reference and must be individuals with demonstrated political and community experience in the access and equity field.

7. Membership Selection:

   After the selection of two community Co-chairs, the remaining community representatives will be selected through a public call. All community members will be selected by the Chair and Co-chairs. The selection process will be based on clearly understood and equitable criteria and members will be selected on the basis of the following:

   1. experience working in a task force or similar setting;
   2. leadership in the community on Access and 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, learning; and
   8. ability to work in a team setting, including an interest and capacity to work through consensus.
8. Staffing and Resources:

   The Task Force will be staffed by administrative and professional individuals with the capacity to: gather, synthesize and analyze background information; write background papers, and assist in the writing of the draft and final reports; and, facilitate a community consultation process.

   A group of core staff will work as a team to support the Task Force. The staff will be drawn from the municipal committees and departments dealing with access and equity. The City Clerk will provide secretariat support.

   Other staff will resource the Task Force as necessary to conduct research, develop and implement communications and outreach strategies, and develop policies and background reports. In addition, it is anticipated that representatives from each department and from the City's special purpose bodies will be involved to ensure development of a comprehensive access and equity Action Plan.

   The Task Force will require $20,000.00 to do its work. This will cover:

   1. meeting costs (mailing, etc.);
   2. community consultation and other communication costs, including translation and interpretation, sign language and accommodation costs for those requiring adaptive devices or other supports;
   3. preparation of public documents, including the Final Report; and
   4. direct expenses for community members (e.g., parking, transit, child cared).
9. Consultation Process:

   During the course of consultations regarding these Terms of Reference, concern was expressed regarding the continuation of the work of the former municipal committees. A recommendation was made to request Council authorize the continuation of existing committees and provide staff support and resources while the Task Force is doing its work and pending the final recommendations of the Task Force.

   1. Community Consultation.

      Individuals and community organizations will be consulted through a variety of mechanisms. Formal consultation meetings will occur at two points in the process:

      April - June:

      Vision and Information Gathering: identifying Community issues, problems, resources, capacities, and best practices;

      The Task Force will review existing municipal responsibilities and activities, for example, in such areas as municipal purchasing, communications, human resources, business and economic development, grants distribution, facilities management, and transportation. The Task Force will also examine existing municipal supports to community advocacy and mobilization.

      September - November:

      Reviewing the Draft Report

      It is proposed that the consultation process with the community include discussion group sessions with various stakeholder groups, for example: people of colour/racial minorities, women, Aboriginal peoples, immigrants/refugees, people with disabilities, different religious/faith communities, lesbian/gay/bi-sexual/transgendered, youth poverty, social justice, literacy, labour, municipality-based and mayor's committees, community reference groups, business and academia.

      Written submissions by residents and community organizations will be encouraged and other consultative techniques will be used including: focus groups or subcommittees on particular topics and surveys to stakeholder organizations.

      The monthly meetings of the Task Force will provide additional opportunities for community input.

      The Task Force may shift the consultation process as it listens to the voices of the stakeholders and as it develops recommendations.

   2. Departmental Consultation:

      To ensure the City's administration has the capacity to address community issues and needs, as well as integrate access and equity principles, departmental consultations will be held to determine:

      1. staff positions whose primary focus is access and equity;
      2. how to continue access and equity principles as part of the culture of the new city;
      3. the kind of administrative and co-ordinating structures that are needed; and
      4. the policies that require Council approval.

      The internal process of consultation will assess the awareness and integration of access, equity and participation principles in the service delivery systems within departments and special purpose bodies.

   3. Political Consultation:

      The Chair of the Task Force will obtain input from members of Council through addressing and seeking the advice of each of the Standing Committees, Community Councils and special meetings of Councillors. The dialogue is intended to ensure that City Council's decision-making structures will accommodate the diverse needs of all members of the community.

Conclusions:

City Council has established this Task Force to develop recommendations on the best ways to support communities concerned about access and equity, and to integrate the principles of access and equity into the fabric of the City's roles as policy maker, advocate, provider and regular of services, contractor and employer.

In addition to its final report, the Task Force may submit interim reports and reports on urgent community issues to the Special Committee for consideration and for Council's attention.

(City Council on March 4, 5 and 6, 1998, had before it, during consideration of the foregoing Clause, the following report (February 16, 1998) from the City clerk addressed to the Special Committee to Review the Final Report of the Toronto Transition Team, forwarding the Recommendation of the Urban Environment and Development Committee from its meeting held on February 9, 1998:

Recommendation:

The Urban Environment and Development Committee on February 9, 1998, recommended to the Special Committee to Review the Final Report of the Toronto Transition Team that Councillor Pam McConnell be appointed as the representative of the Urban Environment and Development Committee to the Task Force on an Access and Equity Action Plan, Race Relations, Disability and Human Rights.

Background:

The Urban Environment and Development Committee had before it the following communications:

1. (January 21, 1998) from Councillor Joe Mihevc, Chair, Task Force on an Access and Equity Action Plan, Race Relations, Disability and Human Rights, requesting that each Standing Committee designate a member to either serve on the Task Force or to act as a liaison between the Task Force and each Standing Committee; and
2. (January 27, 1998) addressed to Councillor Joe Mihevc, York-Eglinton, from Councillor Pam McConnell, Don River, putting forward her name as a representative from the Urban Environment and Development Committee to sit on the Task Force on an Access and Equity Action Plan, Race Relations, Disability and Human Rights.

The Report of the Transition Team recognizes that Toronto is a city that has high expectations of municipal government regarding access, equity, anti-racism and human rights as well as the involvement of citizens in these municipal programs.

In adopting the framework outlined by the final report, Council has embraced the necessity for the inclusion and integration of the principles of access and equity into all municipal programs and activities.

To assist with meeting this fundamental objective, I am requesting that each Standing Committee designate a member to serve on this Task Force or to act as a liaison between the Task Force and each Standing Committee.

Please advise me as soon as possible of your interest in serving as a member of the Task Force.

I refer to your memo of January 21, 1998, with respect to the above-referenced matter.

I would like to put forward my name as a representative from the Urban Environment and Development Committee to sit on the Task Force, and I am advising Councillor Joe Pantalone, Chair of the Urban Environment and Development Committee, of my interest by copy of this letter.)

Appendix C - Consultation Schedule

First Phase of Consultations

June 10, 1998, 12:30 - 4:30 p.m., North York Civic Centre, Committee Room #2
Women's issues

June 15, 1998, 6:00 - 8:00 p.m., 519 Church Street Community Centre - East Room
Lesbian, gay, bisexual and transgendered community issues

June 17, 1998, 3:00 - 5:00 p.m. and 5:30 - 7:30 p.m., Metro Hall, Room 307
Ethno-racial issues

June 18, 1998, 3:00 - 5:00 p.m., Metro Hall, Room 302
Immigration and refugee issues

June 20, 1998, 10:30 a.m. - 2:30 p.m., Metro Hall, Room 303
Ethno-racial issues

June 22, 1998, 9:30 a.m. - 12 noon, North York Civic Centre, Room #2
Ethno-racial issues

June 23, 1998, 6:00 - 9:00 p.m., Scarborough Civic Centre, Room M31-32
Ethno-racial issues

June 23, 1998, 6:30 - 9:00 p.m., Albion Public Library (Kipling and Albion)
Women's issues

June 24, 1998, 7:00 - 9:30 p.m., Metro Hall, Room 307
Ethno-racial issues

June 24, 1998, 7:00 - 9:00 p.m., Variety Village, 3701 Danforth Avenue
Disability issues

June 25, 1998, 7:00 - 9:00 p.m., Metro Hall, 27th floor
Disability issues

June 25, 1998, 4:00 - 7:00 p.m., Metro Hall, Room 303
Women's issues

June 27, 1998, 10:30 a.m. - 12:30 p.m., Metro Reference Library (Yonge and Bloor)
Disability issues

June 29, 1998, 1:30 - 3:30 p.m., Etobicoke Civic Centre, Meeting Rooms 1 and 2
Disability issues

June 30, 1998, 6:30 - 9:00 p.m., Scarborough Civic Centre, Committee Room 2
Women's issues

June 30, 1998, 6:00 p.m. - 8:00 p.m., 519 Church Street Community Centre - East Room
Lesbian, gay, bisexual and transgendered community issues

July 2, 1998, 6:30 p.m. - 8:30 p.m., East York Civic Centre, Committee Rm. B
Lesbian, gay, bisexual and transgendered community issues

July 6, 1998, 1:00 - 3:00 p.m., East York Civic Centre, Council Chambers
Disability issues

July 6, 1998, 7:00 - 9:00 p.m., North York Civic Centre, Committee Room #4
Disability issues

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

June 8, 1998, 2:30 - 4:00p.m., Barry Gutteridge, Commissioner, Works and Emergency Services, and his staff, 19th floor, Metro Hall

June 10, 1998, 11:00 a.m. - 12:30 p.m., Wanda Liczyk, C.F.O. and Treasurer, and her staff, 14th floor, Metro Hall

June 10, 1998, 2:00 - 3:30 p.m., Virginia West, Commissioner, Urban Planning and Development Services, and her staff, 15th floor, Metro Hall

June 11, 1998, 1:00 - 3:00 p.m., union executives, Metro Hall, Room 309

June 12, 1998, 1:30 - 3:00 p.m., Margaret Rodrigues, Commissioner, Corporate Services, and her staff, 15th floor, Metro Hall

June 15, 1998, 10:00 - 11:30 a.m., Shirley Hoy, Commissioner, Community and Neighbourhood Services, and her staff, 11th floor, Metro Hall

June 15, 1998, 2:00 - 3:30 p.m., Joe Halstead, Commissioner, Economic Development, Culture and Tourism, and his staff, 8th floor, Metro Hall

July 13, 1998, 10:30 a.m. - 12 noon, David Gunn, Chief General Manager, Toronto Transit Commission, and his staff, 1900 Yonge Street

July 15, 1998, 9:30 - 11:00 a.m., Norm Gardner, Chair, Police Services Board, and his staff, 40 College Street

July 24, 1998, 4:30 - 7:00 p.m., access and equity staff and employee working groups, Metro Hall, Room 308

Consultations on the Task Force Interim Report

October 15, 1998, 9:30 a.m., 9:30a.m., Rexdale Women's Centre, 8 Taber Road, 2nd Floor

October 19, 1998, 10 a.m. - 12:00 noon, Native Canadian Centre, 16 Spadina Road

October 19, 1998, 4:30 to 6:30 p.m., Regent Park Community Centre, 203 Sackville Green

October 20, 1998, 7:00 - 9:00 p.m., Metro Hall, 27th Floor

October 20, 1998, 7:00 - 8:30 p.m., West Scarborough Community Centre, 313 Pharmacy Road

October 22, 1998, 4:30 - 6:30 p.m., Masaryk-Cowan Community Centre, 220 Cowan Avenue

October 26, 1998, 10 a.m. to 1 p.m. (2 meetings), Rexdale Community Microskills Development Centre, 1 Vulcan Street

October 26, 1998, 3:00 - 5:00 p.m., Scarborough Civic Centre

October 26, 1998, 7:00 - 9:00 p.m., Thistletown Service Centre, 925 Albion Road

October 26, 1998, 7:00 - 9:00 p.m., East York Civic Centre

October 26, 1998, 7:00 - 9:00 p.m., York Community Services, 1651 Keele Street

October 27, 1998, 7:00 - 9:00 p.m., North York Community House, 1200 Lawrence Avenue West

October 27, 1998, 6:30 - 9:00 p.m., York Community Services, 1651 Keele Street

October 27, 1998, 7:00 p.m., Masaryk-Cowan Comm. Centre, 220 Cowan Avenue

Consultation on Low-Income Issues

October 13, 1998, 9:00 - 11:00 a.m., Rexdale Women's Centre, 8 Taber Road, 2nd Floor

October 15, 1998, 9:30 - 11:30 a.m., RCHC - Pakistani Group

October 15, 1998, 1:00 - 3:00 p.m., RCHC - Spanish Group

October 15, 1998, 1:00 - 3:00 p.m., RCHC - Ghanaian Group

October 15, 1998, 1:00 - 3:00 p.m., RCHC - West Indian/Caribbean Group

October 15, 1998, 1:00 - 3:00 p.m., RCHC - Somali Group

October 16, 1998, 2:00 - 4:30 p.m., RCHC - Former Yugoslavia Group

October 21, 3:00 - 5:00 p.m., North Kipling Community Centre - Tamil Group

October 26, 1998, 10:00 a.m., Rexdale Community Microskills Development Centre, 1 Vulcan Street

October 26, 1998, 1:00 p.m., Rexdale Community Microskills Development Centre, 1 Vulcan Street

October 27, 1998, 6:30 - 9:00 p.m., York Community Centre, 1651 Keele Street

October 27, 1998, 7:00 - 9:00 p.m., Masaryk-Cowan Com. Centre, 220 Cowan Avenue

November 3, 1998, 9:30 - 11:30 a.m., Regent Park Community Centre, 203 Sackville Green

November 4, 1998, 7:00 p.m., St. Margaret in the Pines Church, 4130 Lawrence Avenue (near Galloway)

November 5, 1998, Driftwood Community Centre, 4401 Jane Street

Consultation on Literacy

October 20, 1998, Metro Hall, Room 302, 55 John Street

November 16, 1998, Metro Toronto Movement for Literacy, 365 Bloor St. East, Suite 1003

Appendix D - 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

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 reaffirms 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 E - 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 Cooperation 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 F - Draft Terms of Reference for Community Advisory Committee

Names of recommended committees

• Aboriginal Affairs Committee
• Disability Issues Committee
• Status of Women Committee
• Racial Minorities Committee
• Ethno-cultural and Multi-faith Issues Committee
• Immigrant and Refugee Issues Committee
• 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 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

The composition of the members of the community advisory committees shall include: individuals, individuals who work in community agencies serving human rights protected groups and individuals with technical expertise. The membership shall have representation from all the regions of the City and shall reflect the diversity of the given community and the City's population, and shall include equal members of men and women. Each community advisory committee shall be comprised of up to eighteen community members.

To be eligible to serve as a member, an individual must reside in the City of Toronto. A position is vacated automatically if eligibility criteria are no longer met by the incumbent.

The Council shall appoint at least two members of Council to serve on each community advisory committee.

Membership Selection

This section will be completed when the Task Force chooses a selection model from the attached list or suggest a different model. (see Models of Membership below)

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 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 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:

• experience working in an advisory committee or similar setting
• leadership in the community on access, equity issues
• history of public service such as volunteer work
• proven ability to consult within and across their sector
• demonstrated commitment, knowledge and understanding of access and equity issues
• availability and willingness to attend meetings
• skills in listening, analysis and learning
• 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 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

Each committee shall have two co-chairs, one of whom shall be a member of Council. The Advisory Committee shall follow the rules and procedures of Council committees.

Models of Membership Selection

A.
Council shall appoint members. The initial membership shall be recommended by the selection committee established by the members of existing municipal committees on access, equity and human rights not seeking appointment to the community advisory committees. The selection committee will consist of a minimum of three persons.

B.
The committees will consist of 18 members. Initially, the Task Force on Community Access and Equity will appoint six members. Six members will be appointed by City Council and six members will be appointed by members of the former access and equity committees of the former municipalities, who are not seeking appointment to the new committees. After the initial appointments, the selection process will be turned over to each committee.

C.
Council shall appoint members. The City of Toronto in advertising for committee membership will include these committees in their advertising. The committee members will be selected at large on an individual basis based on their interest and merit without any consideration as to membership in any organization. Fifty percent plus one member selected at large shall be reflective of the affected community; i.e. the Disability Issues Committee will consist of 50 percent plus one of people with disabilities.

D.
The initial selection committee will consist of a member of the Task Force on Community Access and Equity, a member of a former municipal access and equity committee, staff member, and two community members at large. This selection committee will serve as an omnibus selection committee which will select the membership for all the proposed committees. The selection process will then be turned over to each committee.

E.
The initial selection committee is much the same as D except for two differences. This committee would not be an omnibus committee. Each proposed committee would have its own initial selection committee. The two community members at large would be members of the affected community, i.e. in selection for the Committee on Lesbian, Gay, Bisexual, Transgendered Persons the two members at large would be from that community. The subsequent selection process will be turned over to each committee.

F.
The initial selection would be through a public meeting. The Task Force on Community Access and Equity would call a public meeting to identify priority issues to be addressed by each of the community advisory committees. During the meeting, the participants would divide into groups to facilitate the nomination of the initial membership of the community advisory committees for appointment by City Council. Those individuals nominated would be from the people in attendance at the public meeting.

G.
Council will appoint members. An initial selection committee will recommend the initial membership for Council to appoint. The initial selection committee will consist of: male and female committee members at large representing each of the proposed new committees; and volunteer member(s) from the Task Force on Community Access and Equity. Access and Equity staff will assist with administering the selection and interview process.

The City of Toronto will advertise for committee membership. It will select the committee members at large on an individual basis, based on their interest, knowledge, experience and merit. It will not select membership on the basis of organizational affiliations.

The committees will consist of up to 18 members. Two thirds (2/3) of the membership will reflect the committees community. There shall be two co-chairs to be selected by the members of each committee in its first meeting.

Following the initial appointments, the selection process will be turned over to each committee.

Appendix G - Access and Equity Impact Statements - Reports to Council Committees

The Task Force has recommended that an access and equity impact statement be included in reports to City Council including whether there has been community input from all members of the community.

Areas to be addressed, as appropriate, include but are not limited to the following:

1. Service Delivery

   • Do services present barriers to different groups? Is there an under utilisation or over utilisation of services by different sectors of the population? Are these barriers located in administrative procedures, occupational practices, or in staff attitudes and behaviour?
   • To what extent, and how, does the department communicate and target information to and receive information from different sectors of the community?
   • How do all of the community participate in the planning, design and delivery of services?
   • Do all individuals and groups receive equal benefit from the service?

2. Community Input

   • Are residents involved in the City's decision-making process and are they participants in the planning, development and delivery of programs and services;
   • Is the wider public aware and informed of the barriers and discrimination faced by different sectors of the community in order that more inclusive efforts at combating hate activity and achieving equity for all members of Toronto's community can be pursued;
   • Are other levels of government aware of, and responsive to access and equity issues in Toronto and can they partner in common efforts; and
   • Are other institutional sectors such as education, media, health, and private sector also aware of, and responsive to their impact on access and equity issues as well as the climate within which Toronto's diversity can be respected and enjoyed?

3. Purchasing

   • Is there a repeated use of a restricted number of vendors?
   • What is the percentage of contractors, as well as sub-contractors that are owned by members of diverse communities. What is the percentage of total purchasing dollars that goes to these suppliers? How large is the business supplier base from diverse communities?
   • Is bidding information distributed to all potential business suppliers? How much notification is given for bid opportunities?
   • Do contracting requirements have a disproportionately negative impact on the ability of businesses from diverse communities to compete?

4. Grants

   • Is the composition of the Board, volunteers and staff representative of the community it serves?
   • Do the services the organisation delivers reflect and respond to the needs of all sectors of the community it serves?
   • Are services directed at particular communities in need?
   • Does the criteria for selecting grant recipients reflect and respond to the diverse needs of Toronto's communities?

5. Employment

   • Is there over or under representation of designated group employees in the workforce and in the same categories? Is the workforce representative of the community at all levels?
   • Are there adequate mechanisms to handle discrimination complaints? How many human rights and harassment cases have been recorded?
   • What accommodation efforts have been implemented to reflect the needs of persons with disabilities, or for persons with different cultural or religious traditions?
   • Is their differential access or enrolment in in-service training? What training initiatives have been undertaken to address diversity issues?

Appendix H - Sample Guidlines for Developing and Measuring Access and Equity Goals

These guidelines have been adapted from "A Standard for Racial Equality in Local Government in England and Wales", Commission for Racial Equality, London, 1995.

The following offers an approach which could provide a preliminary guide for measuring performance by City departments and special purpose bodies on all access and equity issues.

The following sets out five levels of achievement that represent progress on access and equity in the following areas:

I. II. III. IV. V.

Policy and planning; Services; Community development and civic participation; Employment; Communications.

Area I - Policy and Planning

Level 1

• Establish written corporate and departmental policies on access and equity endorsed by Council and senior officers.

Level 2

• Endorse an action plan, flowing from policy, at corporate and departmental level.
• The action plan requires systematic activity within all departments.
• Set up a defined organizational structure, with resources, for policy implementation and review.
• Consult staff and service users on content of policy.
• Use relevant external data (for example, the Census, workforce profiles, consumer surveys, etc.) to inform policy.
• Establish monitoring systems.
• Improve the various mediums used for communication e.g. internet, e-mail, fax, and dedicated lines to allow for greater use by all residents.

Level 3

• Feed results of consultation with employees and service users into review and targeting.
• Define access and equity targets or outcomes that are specific, measurable, realistic, and timetabled.
• Report monitoring of targets to a policy review mechanism.
• Extend the policy and monitoring systems to suppliers of goods and services through the contracting procedure.
• Delivery management training programs to reinforce commitment to, and the effectiveness of the policy.

Level 4

• Build access and equity objectives into the job descriptions and performance indicators of senior management, and ensure these are subject to the standard appraisal process.
• Analyse monitoring reports regularly and change practices, demonstrable outcomes and review plans as necessary.
• Publicize the policy and its successes, internally and externally.
• Feed regular reports on progress into Council committees, for review and targeting.
• Use appropriate, independent mechanism for assessing the effectiveness of policy implementation, as part of the policy review.

Level 5

• Build access and equity objectives into the job description and performance indicators of all managerial staff and ensure these are subject to standard appraisal process.
• Act as an exemplar of access and equity in local government, share experiences with other municipalities and provide support for them in the development of their own policy and practice.
• Build and support access and equity networks with other authorities at regional, national and international level.

Area II - Services

Level 1

• Establish a written policy on access and equity for individual service delivery departments endorsed by relevant committee chairs and senior officers.
• The policy has been the subject of consultation with service users.

Level 2

• Members and senior officers endorse an action plan flowing from the policy.
• The action plan requires systematic activity in all sections of the department.
• Set up a defined structure of responsibility for access and equity within the department.
• Establish monitoring of the take up of a core set of services as a standard procedure.
• Develop and use a consultative machinery to establish the needs and satisfaction levels of service users.
• Provide appropriate translation and interpreting services to enable service users to have full access to all services.
• Contracts with agencies delivering services on behalf of the municipality include a requirement to deliver an effective and appropriate service, fairly and without unlawful discrimination.
• Ensure that staff delivering services are trained to provide an appropriate and informed response to all service users.

Level 3

• Monitoring of the take up of all services becomes a standard procedure.
• Use data to feed into policy review and targeting.
• Monitor the effectiveness of community consultation on influencing service delivery.
• Plan services annually and on a long term basis, using demographic data from the Census to establish targets.
• Set up a procedure for reviewing the implications for service users of all decisions to increase, decrease or reallocate funding.
• Use this procedure to take into account the needs of service users when new services are planned.
• Use this procedure to consult relevant community organizations on the suitability of service provision.
• The job description and contract for municipal service delivery staff include the delivery of an effective and appropriate service to all service users.
• Establish and publicize the municipality's mechanism for dealing with complaints of discrimination against itself from members of the public.
• Contract compliance is guided by pre-contract evaluation, supported by standard contract conditions which require compliance with the equity component of service delivery.
• Ensure that staff training in access and equity is formally linked to performance measurement.

Level 4

• Build access and equity objectives into the job description and performance indicators of senior management and ensure these are subject to the standard appraisal process.
• Monitor the allocation of financial resources to assess the impact on diverse communities.
• Report progress on the action plan regularly to Council which feeds back into review and targets.

Level 5

• Build access and equity objectives into the job description and performance indicators of all managerial staff,and ensure these are subject to the standard appraisal process.
• Departments become exemplars of access and equity in their particular field, share their experience with similar departments in other municipalities and provide support for them in the development of their own good practice.
• Build and support access and equity networks with other authorities, at regional, national and international level.

Area III Community Development and Civic Participation

Level 1

• The municipality states that its goal is to support the development of strong, secure, self-confident communities free from unlawful discrimination.
• Take account of the present and future needs of Toronto's diverse communities in making a corporate assessment of community needs.
• Corporate and departmental level access and equity policies and action plans help guide this process.
• Make a funding commitment to the voluntary sectors of all Toronto's diverse communities.

Level 2

• Translate advertisements, leaflets, videos etc. giving information about services and local democratic structures and participation into appropriate community languages and formats.
• The voluntary sector is a key strategic partner in planning and delivery of programs.
• Set up mechanisms to ensure that planning applications, licensing and other control and planning processes take place within a context that favours community development, and takes account of diverse community needs within that.
• Establish mechanisms for responding to hate activity, supporting victims and removing hate graffiti.

Level 3

• Set standards across the municipality for the provision of a consistent translation and interpreting service.
• Establish a mechanism to measure and review the quality of translation and interpreting services purchased from outside agencies.
• Provide information and training for diverse community and voluntary organizations on the municipal decision-making process, and how to use and gain access.
• Publicize the mechanism for responding to hate activity and encourage victims to report incidents.
• Regularly review the criteria for funding the voluntary sector to ensure they do not discriminate against organizations representing diverse communities.

Level 4

• The monitoring of hate activity inform resource allocation and policy development.
• Departments can demonstrate how consultation with diverse communities has shaped major policy development and resource allocation.

Level 5

• Monitor the effect of all aspects of grants expenditure on diverse communities and feed that into the next round of funding.
• Involve diverse communities in this monitoring.
• Maintain expenditure on access and equity on projects at a level sufficient to preserve appropriate service delivery.
• Require each department to identify how its policies can contribute to a strengthened civil society and the needs of diverse communities within that.
• Include objectives on community development within diverse communities in performance indicators for senior managers in all departments.
• Build and support access and equity network with other authorities at regional, national and international level.

Area IV - Employment

Level 1

• Make clear to recruiters and selectors the need for non-discriminatory practices.
• Avoid restricting publicity for vacancies and opportunities to sources which would provide a narrow range of applicants.
• Use a well-designed, standard application form.
• Job descriptions and selection criteria are clear and explicit.
• Inform new staff about established networks and support groups.
• Incorporate access and equity principles into training plans for all staff.

Level 2

• Take steps to encourage applicants from diverse communities in areas where they are underrepresented.
• Set up mechanisms for collecting data on applicants and recruits.
• Give detailed guidance and training on relevant access and equity issues to shortlisting panels, interviews etc.
• Avoid the potential for cultural bias in selection, for example, asking about hobbies or social activities unless this is clearly relevant to specific job performance criteria.
• Set up procedures that contribute to a fair and effective working environment covering policies such as:
  • Grievance procedures.
  • Disciplinary procedures.
  • Protection against harassment and victimisation.
  • Training.
  • Staff appraisals.
  • Religious and cultural needs.
  • Health and safety policy.
  • Physical accommodation.

Level 3

• Analyse data on applications and appointments by grade, and use findings in the review process to establish targets.
• Take action to deal with causes of disparate impact, including:
  • Basing selection tests on criteria which are empirically validated.
  • Ensuring all candidates are well prepared for test-taking, including adequate guidance and practice materials and training, if appropriate.
• Meet specific training needs, where applicable, to develop particular skills.
• Use data to monitor the number of staff leaving employment and their reasons for leaving.

Level 4

• Make changes to selection measure, including biodata and tests, where unjustified disparate impact is shown.
• Take additional steps to reach groups which are underrepresented, including support for external positive action schemes, where appropriate.
• Set objectives for increasing the proportion of underrepresented groups at senior levels.
• Set up schemes to support the particular needs of staff from designated groups as part of staff development, for example:
  • Mentoring.
  • Shadowing.
  • Self help networks and access to other relevant networks.
• Establish consultation mechanisms to elicit feedback and ideas from staff.
• Include in line managers' appraisals evaluation of action taken to retain and develop staff from designated groups.

Level 5

• Continually review and develop person specifications and applicants profiles to reflect the municipality's overall approach.
• There is an increased recruitment and selection of staff against defined targets.
• Achieve higher retention and career progression rates for all staff.
• Over time, fewer grievances and disciplinary actions are registered on human rights and equity grounds.
• The municipality becomes an exemplar of good employment practice, sharing its experience and supporting other municipalities to develop their own good practice.
• Build and support access and equity networks with other authorities at regional, national and international level.

Area V - Communications

Level 1

• Provide the access and equity policy statement to all staff, applicants and new recruits.
• Draw out the implications of the access and equity policy in the staff handbook, recruitment literature and induction training.
• Make clear the municipality's commitment to access and equity in advertisements, recruitment materials and procedures and staff training and counselling.

Level 2

• Advertisements and recruitments literature positively reflect diversity in text and illustrations; they are checked for discriminatory criteria and unwelcoming images.
• Inform external bodies, including employment agencies consultants, and contractors of the policy and its requirements.
• All staff receive literature advising them of their rights and responsibilities under the access and equity policy, for example, the duty not to discriminate, the right to be protected from harassment, etc.
• Provide guidance for key staff on the implications of the policy for selection training and management.
• The municipality's mission statement reflects the commitment of the access and equity.

Level 3

• Promote successful access and equity work and policy implementation in the media.
• Departmental Chief Officers take responsibility for access and equity commitment in internal and external communications.
• Use the diverse community media, as a matter of course, in placing advertisements and news coverage.
• Draw out access and equity objectives in all quality assurance activity.
• All departments make full use of appropriate translation and interpreting services.
• All municipal led public events reflect the policy in the involvement and publicity.
• Improving the various mediums used for communication.
• All departments have TTY's or dedicated lines and appropriate staff training.

Level 4

• The range of community events sponsored or funded by the municipality reflect the commitments and values of the policy.
• Relate appraisal linked performance indicators for senior media and communications managers to promoting access and equity.
• Include in media work a strategy to promote the municipality as an access and equity exemplar.
• Use recall surveys to assess success in promoting awareness of access and equity policy and activity.

Level 5

• Relate appraisal linked performance indicators for all media and communications staff to promoting access and equity.
• Feed in recall surveys to media and communications policy effectiveness review, and policy development.
• Involve appropriate diverse staff integrally at high profile public events.
• Chief Executive and Department heads act as "ambassadors' to promote access and equity objectives, and share good practice at external events, for example, local government conferences, media interviews, public statements etc.

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