Measuring Municipal Inclusion
Jasper’s Measuring Municipal Inclusion project is one of many grant-funded projects Community and Family Services (CFS) has implemented in the last 7 years as part of its ongoing efforts to engage the community in creating the conditions in Jasper where individuals and families from all walks of life, backgrounds, abilities and orientations can achieve optimal well-being and contribute to the social and economic fabric of the community.
This project is funded through the Alberta Urban Municipalities Association’s (AUMA) Measuring Municipal Inclusion Grant (MMIG).
Unlike some of CFS’ other projects focused on diversity and inclusion; the MMIG-funded project is the first that focuses inward at the organization as opposed to focusing outward at the community as a whole.
The Measuring Municipal Inclusion project involves 3 phases:
Phase 1 of the project involved engaging Council and administration across all departments in a survey-style assessment of our own organizational level of inclusion. There were 11 areas of focus within that survey: Leadership, Commitment of Resources, Planning Implementation and Measurement, Human Resource Policies and Practices, Employee Engagement and Education, Infrastructure and Land Use, Municipal Social Services, Resident Engagement, Economic Development, Emergency and Protective Services and Housing.
Phase 2 of the project involves carrying out an action plan that focuses on areas for improvement identified through the Phase 1 survey results.
There are four main objectives:
- Establish a Municipal Inclusion Committee with 6 members from across the organization and come up with a system to receive and review input from employees regarding instances of racism or discrimination.
UPDATE: The Internal Municipal Inclusion Committee has engaged 14 members from across the organization (2 elected officials, 3 from the senior leadership team, 3 from the management level, one bringing the CUPE perspective and 6 front-line staff). So far, the committee has reviewed the system to receive and review input from employees regarding instances of racism or discrimination, drafted three policies that would complement the existing Respectful Workplaces Policy, drafted a brochure and poster to complement the policies, drafted an inclusion statement for use on the Municipal website, job postings and in staff rooms, and drafted two revised job posting formats.
- Coordinate and offer inclusion training for elected officials, directors, management, front-line staff and committee members.
UPDATE: Two free training opportunities have been offered: Gender Based Analysis training and webinars through The Centre for Race and Culture in Edmonton. Members have also been offered Inclusion at Work training through Norquest College, as well as training on Strategies for Improving Work Culture Using an Equity Mindset.
- Conduct an accessibility/inclusion audit on municipal facilities and draft a plan to improve five areas with particular regard to signage.
UPDATE: The accessibility audit was performed by Apex Access Consultants and was completed in November 2020. The audit is being reviewed and areas for improvement are being identified for an action plan.
- Draft broad recommendations to be shared with Council and administration for ways to embed inclusion more permanently into systems and policies utilized by the organization.
UPDATE: The intent of the project is to affect lasting change beyond the funding period. In order to do so, it will take the time and commitment from Municipal staff and elected officials. A set of draft documents and broad recommendations are being compiled. Council can expect to hear recommendations in September.
Phase 3 of the project will include a follow-up of the same survey that was completed in Phase 1. Results from this survey will be compared to the results from the survey conducted at the start of this project. Once those results have been entered, Council can expect to hear the results from the project as a whole.