Bow Valley Workplace Inclusion Charter
Suggested Implementation Timeline
This is a suggested timeline using the 2021 Workplace Inclusion Charter as an example. We considered the seasonal nature of Bow Valley employers and provided the suggested timeline below for employers to implement the Bow Valley Workplace Inclusion Charter 2021 Commitments. The 2023 Schedule will be established in consultation with the 2023 WIC working group.
November 2021
Commitment 9: Enroll one leader in Intercultural Competency Facilitator Training Program. See details ➝
December 2021
Commitment 5: Provide interpretation upon request for meetings that relate to: onboarding, tax forms, health and safety information, or performance evaluation. Add a statement to your employee handbook or other onboarding documents explaining that interpretation is available upon request for those specific meetings. See details ➝
Commitment 6: Have your employee handbook reviewed for plain language considerations by Alberta Workforce Essential Skills. See details ➝
January 2022
Commitment 2: Distribute Settlement Services in the Bow Valley monthly newsletter to all staff and/or regularly post Settlement Services and Foreign Worker Support Services posters in a prominent location. See details ➝
Commitment 8: Establish post office boxes for all staff accommodation units. See details ➝
Commitment 10: Provide at least one staff member with at least one hour per month of paid time to participate in the BVIP Anti-Racism Organizational Change Community of Practice. See details ➝
February 2022
Commitment 1: Develop standard operating procedures that embeds use of settlement referral form in 1) new staff onboarding process, and 2) when supporting applications for Permanent Residency. See details ➝
Commitment 7: Provide paper copies of tax documents upon request. See details ➝
Three month progress check in
March 2022
Commitment 4: Determine the top three most common languages (excluding English) that are spoken at home by your staff by either surveying employees or compiling this information from existing records, and arrange workshops in the language groups identified. See details ➝
Commitment 16: Evaluate your emergency response plan for considerations related to staff who are new to Canada or English language learners, and report the findings of that evaluation including any planned changes to BVIP. See details ➝
April 2022
Commitment 11: Complete the Inclusive Hiring checklist and report findings of that evaluation including any planned changes to Vecova Centre for All Abilities. See details ➝
Commitment 12: Add an equal opportunity (or ‘pro-diversity’) employer statement to recruitment ads. See details ➝
May 2022
Commitment 13: Ask the following question during all interview pre-screening processes: “We value the diversity of all our employees. Is there any stage of the recruitment process that you will need supports or accommodations for?” See details ➝
Commitment 14: Provide written copies of interview questions at interviews. See details ➝
Six month progress check in
June 2022
Commitment 17: Distribute provided translated information on mental health resources to all staff and/or post that information in a prominent location. See details ➝
July 2022
Summer break, opportunity to finalize remaining actions
August 2022
Final check in before evaluation
September 2022
Commitment 3: At least once before September 30, 2022: Provide Settlement Services in the Bow Valley with a point in time staffing profile for your organization. The profile should include the following information: number of foreign workers, number of Permanent Residents of Canada, and most common countries of origin for foreign worker and Permanent Resident staff members. See details ➝
Commitment 15: Working with department managers, create a list of staff members with diverse abilities and report those numbers in annual reports and/or at annual meetings of senior leadership. See details ➝
September 30th: Deadline to complete actions.
October 2022
Evaluation and Recognition Ceremony
