HCA Diversity and Inclusion Policy
POLICY STATEMENT
The Health Coach Alliance is committed to the principles of equity, diversity, and inclusion in all aspects of our organization. We believe we are stronger when we not only celebrate our many differences, values, and voices, but include them in practice. This means our organization will actively work to understand and remove barriers to equity and inclusion, be they systematic, physical, or otherwise. In addition, we are committed to ongoing learning and development in the areas of equity, diversity, and inclusion so that we can apply an “equity lens” in all areas of our business.
The purpose of this policy is to outline the organization's expectations when it comes to equity, diversity and inclusion.
DEFINITIONS
The following definitions have been sourced directly from the Ontario Human Rights Code:
“Culturally competent organization”: an organization that displays cultural competence, in both its systems and individual behaviour.
“Diversity”: the presence of a wide range of human qualities and attributes within an individual, group or organization. Diversity includes such factors as age, sex, race, ethnicity, physical and intellectual ability, religion, sexual orientation, educational background and expertise.
“Discrimination”: treating someone unfairly by either imposing a burden on them, or denying them a privilege, benefit or opportunity enjoyed by others, because of their race, citizenship, family status, disability, sex or other personal characteristics (note: this is not a legal definition).
“Duty to accommodate”: Under the Ontario Human Rights Code, people identified by Code grounds are entitled to the same opportunities and benefits as everybody else. In some cases, they may need special arrangements or “accommodations” to take part equally in the social areas the Code covers, such as employment, housing and education.
“Equal opportunity”: aims to ensure that all people have equal access, free of barriers, equal participation and equal benefit from whatever an organization has to offer. Note that equal opportunity extends beyond employment.
“Equity”: fairness, impartiality, even-handedness. A distinct process of recognizing differences within groups of individuals, and using this understanding to achieve substantive equality in all aspects of a person’s life.
“Inclusion”: appreciating and using our unique differences – strengths, talents, weaknesses and frailties – in a way that shows respect for the individual and ultimately creates a dynamic multi-dimensional organization.
POLICY
At The Health Coach Alliance we strive to ensure all people are treated equally and to be a culturally competent organization. We value diversity and will continue to actively work to build a diverse workforce which is inclusive of persons of various groups in terms of age, sex, race, ethnicity, physical and intellectual ability, religion, sexual orientation, educational background and expertise.
We believe in equal treatment and opportunity for employees. We will ensure the right to equal treatment is upheld in the areas of rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline, performance evaluations, and advancement opportunities. Discrimination will not be tolerated.
Every person who works at The Health Coach Alliance has a responsibility to treat others with dignity and respect, and make sure all people feel included and have access to the same opportunities. We must actively strive to create an environment where all persons are able to share their ideas, beliefs, and skills.
PRIVACY
The Health Coach Alliance understands the sensitive nature of information that may be shared during conversations about equity and diversity and will respect the privacy and confidentiality of employee information, at all times. Complaints surrounding any violence and harassment will be dealt with according to the guidelines set out in our Anti-Violence and Harassment policies.
The Health Coach Alliance is committed to the principles of equity, diversity, and inclusion in all aspects of our organization. We believe we are stronger when we not only celebrate our many differences, values, and voices, but include them in practice. This means our organization will actively work to understand and remove barriers to equity and inclusion, be they systematic, physical, or otherwise. In addition, we are committed to ongoing learning and development in the areas of equity, diversity, and inclusion so that we can apply an “equity lens” in all areas of our business.
The purpose of this policy is to outline the organization's expectations when it comes to equity, diversity and inclusion.
DEFINITIONS
The following definitions have been sourced directly from the Ontario Human Rights Code:
“Culturally competent organization”: an organization that displays cultural competence, in both its systems and individual behaviour.
“Diversity”: the presence of a wide range of human qualities and attributes within an individual, group or organization. Diversity includes such factors as age, sex, race, ethnicity, physical and intellectual ability, religion, sexual orientation, educational background and expertise.
“Discrimination”: treating someone unfairly by either imposing a burden on them, or denying them a privilege, benefit or opportunity enjoyed by others, because of their race, citizenship, family status, disability, sex or other personal characteristics (note: this is not a legal definition).
“Duty to accommodate”: Under the Ontario Human Rights Code, people identified by Code grounds are entitled to the same opportunities and benefits as everybody else. In some cases, they may need special arrangements or “accommodations” to take part equally in the social areas the Code covers, such as employment, housing and education.
“Equal opportunity”: aims to ensure that all people have equal access, free of barriers, equal participation and equal benefit from whatever an organization has to offer. Note that equal opportunity extends beyond employment.
“Equity”: fairness, impartiality, even-handedness. A distinct process of recognizing differences within groups of individuals, and using this understanding to achieve substantive equality in all aspects of a person’s life.
“Inclusion”: appreciating and using our unique differences – strengths, talents, weaknesses and frailties – in a way that shows respect for the individual and ultimately creates a dynamic multi-dimensional organization.
POLICY
At The Health Coach Alliance we strive to ensure all people are treated equally and to be a culturally competent organization. We value diversity and will continue to actively work to build a diverse workforce which is inclusive of persons of various groups in terms of age, sex, race, ethnicity, physical and intellectual ability, religion, sexual orientation, educational background and expertise.
We believe in equal treatment and opportunity for employees. We will ensure the right to equal treatment is upheld in the areas of rate of pay, overtime, hours of work, holidays, benefits, shift work, discipline, performance evaluations, and advancement opportunities. Discrimination will not be tolerated.
Every person who works at The Health Coach Alliance has a responsibility to treat others with dignity and respect, and make sure all people feel included and have access to the same opportunities. We must actively strive to create an environment where all persons are able to share their ideas, beliefs, and skills.
PRIVACY
The Health Coach Alliance understands the sensitive nature of information that may be shared during conversations about equity and diversity and will respect the privacy and confidentiality of employee information, at all times. Complaints surrounding any violence and harassment will be dealt with according to the guidelines set out in our Anti-Violence and Harassment policies.
