Advancing Equitable Services at Toronto Public Library

Transcription

1 STAFF REPORT ACTION REQUIRED 14. Advancing Equitable Services at Toronto Public Library Date: November 20, 2017 To: From: Toronto Public Library Board City Librarian SUMMARY Toronto Public Library s mission includes the provision of free and equitable access to services that meet the changing needs of Torontonians in a welcoming and supportive environment. Equity is a key driver of the library s service values reflecting accessibility, respect and fairness. The Library s Strategic Plan , Expanding Access, Increasing Opportunity, Building Connections, reinforces the mission through the strategic priority breaking down barriers and driving inclusion. The Equity, Diversity and Human Rights Division at the City of Toronto has produced a document, Equity Lens: An Equity Impact Assessment Tool, (Attachment 1), which serves to ensure a common understanding of the city s equity issues among City of Toronto staff. The assessment tool informs and provides guidance on integrating an equity lens into all aspects of service delivery, including consultation, planning, resource allocation and service evaluation. The provision of an Equity Impact Statement in Library Board reports is one measure that is recommended to ensure Library Board decisions about practices, policies, programs, tools, budgets, and resources are informed by an understanding of the way in which they impact accessibility and equitable outcomes for all. The Library will address barriers to access and promoting inclusion through focused staff training and professional development, including ethics and customer service training and incorporate equity principles into all aspects of library planning. RECOMMENDATIONS The City Librarian recommends that the Toronto Public Library Board: 1. approves the use of the City s Equity Lens: An Equity Impact Assessment Tool to inform and provide guidance on integrating an equity lens into all aspects of service delivery, including consultation, planning, resource allocation, and service evaluation; and Advancing Equitable Services at Toronto Public Library 1

2 2. approves the inclusion of an Equity Impact Statement in Library Board reports addressing policy, targeted programs and services, and service changes related to the budget process. FINANCIAL IMPACT This report will have no financial impact beyond what has already been approved in the current year s budget. The Director of Finance and Treasurer has reviewed this impact statement and is in agreement with it. ALIGNMENT WITH STRATEGIC PLAN Toronto Public Library s mission includes the provision of free and equitable access to services that meet the changing needs of Torontonians in a welcoming and supportive environment. Equity is a key driver of the Library s service values reflecting accessibility, respect and fairness. The Library s Strategic Plan , Expanding Access, Increasing Opportunity, Building Connections, reinforces the mission through the strategic priority breaking down barriers and driving inclusion. The Library will ensure that an equity lens is incorporated into service and program planning, implementation and evaluation, policy development and consultation with equity-seeking groups on key issues affecting them, and will form part of the Accountability Framework and reporting to the Board. Beyond this the Library will consider an equity lens in all aspects of library operations. DECISION HISTORY The Equity, Diversity and Human Rights Division at the City of Toronto has produced a document, Equity Lens: An Equity Impact Assessment Tool, which serves to ensure a common understanding among City staff of equity issues in the city. The document informs and provides guidance on integrating an equity lens into the way that the city plans, consults, allocates resources, makes decisions and delivers and evaluates budgets, policies, programs and services. At City Council s May 24, 2017 meeting, Council approved the following as part of the 2018 Budget Process: City Council direct City Programs and Agencies to report on the equity impacts of the recommended efficiencies and service level changes included in the 2018 Operating Budget, with particular focus on the gender impact of these budget change proposals and the impact on persons with low-income. Advancing Equitable Services at Toronto Public Library 2

3 COMMENTS The Library is committed to ensuring that its programs and services address the needs of equity-seeking groups in Toronto. The Library applied the equity lens in the development of the 2018 operating budget, following the templates provided by City Finance staff. Attachment 2 provides critical components of the equity lens for the 2018 budget as supplied by the City of Toronto. The City of Toronto has developed an Equity impact Assessment Tool that ensures a consistent approach to inclusion and access for equity-seeking groups. To facilitate this shared outcome, the Library will address barriers to access and promoting inclusion through focused staff training and professional development, including, but not limited to, ethics and customer service training. Further, the Library has consulted with City staff regarding a tool, currently under development, that would enable Divisions and Agencies to generate equity impact statements for reports. The Library will ensure that Library Board reports addressing policy, targeted programs and services, and service changes related to the budget process will contain an Equity Impact Statement to highlight the way in which the needs of equity-seeking groups are to be met or impacted. The statement will identify the following: the impact level (positive or negative); the equity-seeking groups impacted; the barrier or root cause of inequity that is being increased or decreased; and any relevant intersecting identities. The City has acknowledged that inequalities exist in Toronto that limit participation by some groups in society. There is recognition that not everyone: starts with the same advantages; has the same life chances or opportunities; enjoys similar access to employment, goods, services and resources; and benefits equally from living and working in Toronto. Benefits of the Equity Lens: removal of the root causes of inequities and barriers faced by communities; strengthened ability to make equity-based decisions; improved programs, services and equitable allocation of resources; accessibility compliance, inclusion and customer service excellence; and a uniform assessment of equity impacts across the Toronto Public Service. Advancing Equitable Services at Toronto Public Library 3

4 Equity-seeking groups are defined by the City as: Aboriginal Peoples; Persons with Disabilities; Women; Racialized group(s); Lesbian, Gay, Bisexual, Trans, Queer, Two-Spirit Communities (LGBTQ2S); Undocumented workers; Immigrants and refugees; Persons with low income; and Youth. Vulnerable people include: Seniors; Victims of violence; Persons with low literacy; Persons who are homeless or under-housed; and Residents in Neighbourhood Improvement Areas. CONCLUSION Application of an equity lens will support the advancement of equitable services at TPL through a common understanding of equity issues in the city that is shared across all city services. The provision of an equity impact statement in Library Board reports is one measure that will ensure Board decisions about practices, policies, programs, tools, budgets and resources are informed by an understanding of the way in which they impact accessibility and equitable outcomes for all. CONTACT Elizabeth Glass; Director, Policy, Planning & Performance Management; Tel: ; eglass@torontopubliclibrary.ca SIGNATURE Vickery Bowles City Librarian ATTACHMENTS Attachment 1: City of Toronto, Equity Lens: An Equity Impact Assessment Tool Attachment 2: City of Toronto, Factsheet on Equity-seeking Groups Advancing Equitable Services at Toronto Public Library 4

5 LENS An Equity Impact Assessment Tool EQUIT Y, DIVERSITY and HUMAN RIGHTS DIVISION

6 Table of Contents 3 INTRODUCTION 7 EQUITY LENS 9 INSTRUCTIONS 10 Section A Background 11 Section B Form 11 Part 1: Equity-Seeking/Vulnerable Populations 12 Part 2: Needs and Barriers 13 Part 3: Potential or Actual Impacts 14 Part 4: Level of Potential or Actual Impact 17 Part 5: Actions Taken or Recommended 17 Section C Equity Impact Assessment 18 EQUITY IMPACT STATEMENTS 20 RESOURCES 22 NEED INFORMATION OR HELP?

7 Introduction PURPOSE WHY USE THE EQUITY LENS? The purpose of this document is to develop a common understanding of equity among City of Toronto staff. Staff will also learn how to conduct an equity impact assessment using the Equity Lens. Legislation and City policies require that City planning, policies, practices, programs, services, communications and allocation of goods and resources are Using the Equity Lens will help staff to integrate equity into the way the City plans consults allocates resources makes decisions delivers and evaluates its budgets, policies, programs, and services fair inclusive accessible to all residents Failure to do so can result in high legal, financial and reputational costs. WHAT IS AN EQUITY LENS? a tool to identify and remove barriers and to support best practices in planning, budgeting, development and evaluation of policies, services and programs a tool used to conduct an equity impact assessment and to generate an Equity Impact Statement and a fuller equity analysis a tool used to generate an equity impact analysis to guide Council decisions 3

8 A tool to identify and remove barriers and generate equity impact statements... LEGISLATIVE DRIVERS OTHER DRIVERS Canadian Charter of Rights and Freedom Canadian Human Rights Act Occupational Health and Safety Act Accessibility for Ontarians with Disabilities Act (AODA) Ontario Human Rights Code Policy on Ableism and Discrimination based on Disability Toronto Public Service By-Law (2015) Employment Equity Policy Accommodation Policy Hate Activity Policy Psychological Health and Safety Policy Statement of Commitment of Aboriginal Communities Statement of Commitment to Creating an Accessible City Talent Blueprint ( ) Workforce Plan Social Procurement Policy Human Rights and Anti-Harassment/ Discrimination Policy Collective Agreements with Unions Workplace Violence Policy Corporate Occupational Health and Safety Policy 4

9 Equity Lens BENEFITS OF USING THE EQUITY LENS Shared understanding of equity and diversity in the Toronto Public Service Support the use of best practices through engagement, research and evidence-based decision-making throughout the life cycle of City actions and initiatives Improved staff knowledge of the diverse communities that make up the City Enhanced understanding of the needs, barriers and root causes of the inequities faced by equity-seeking and other vulnerable groups Removal of the root causes of inequities and barriers faced by communities Strengthened ability to make equity-based decisions Improved programs, services and equitable allocation of resources Accessibility compliance, inclusion and customer service excellence Uniform assessments of equity impacts across the Toronto Public Service Equity of outcomes for residents and staff Accessibility compliance, inclusion and customer service excellence 5

10 REMEMBER... Use the Equity Lens to ensure that City practices, policies, programs, tools, budgets, resources, services and decisions are accessible and result in equitable outcomes for everyone, including residents, visitors and employees. Assess positive or negative impacts in all areas of your work whether it is dealing directly with the public and with employees or developing or evaluating resource allocations, tools, policies, programs or services. Equity is an important consideration in decisionmaking. Even if applying an Equity Lens may be constrained by factors such as prior decisions, available resources or time commitments, these considerations should not limit the use of the Equity Lens to assess positive or negative impacts. City Council reviews Equity Impact Statements for making decisions on staff recommendations. Apply it to any stage of any initiative or action to assess what equity impacts are produced. 6

11 E UITY LENS BACKGROUND - SECTION A 1. Division: 2. Date: 3. Name of initiative or action to which the Equity Lens is being applied: 4. Type of initiative: Policy Project Program/Service Budgetary Allocations Other 5. Stage of initiative: Needs Identification Research Consultations Scoping Implementation Evaluation Other 6. Aim and description of the initiative: FORM - SECTION B 1. Equity-Seeking/Vulnerable Populations Identify the communities potentially affected by the initiative Aboriginal Peoples Women Racialized Group(s) LGBTQ2S Communities Persons with Disabilities Youth Immigrants & Refugees Persons with Low Income Undocumented Individuals Other vulnerable groups (e.g. victims of violence, homeless/under-housed, persons with low literacy, residents in Neighbourhood Improvement Areas) 2. Needs and Barriers Identify needs, barriers and root causes addressed by this initiative 3. Potential or Actual Impacts Identify direct and indirect impacts of the initiative on affected communities 4. Level of Potential or Actual Impacts Positive Negative Low Med High Low Med High 5. Actions Taken/Recommended Identify ways to remove known barriers, reduce negative impacts and/or enhance positive impacts Comments: 7

12 EQUITY IMPACT ASSESSMENT - SECTION C An Equity Impact Statement (EIS) and Equity Impact Analysis (EIA) are recommended for all significant program and policy reports. If this is a significant policy or program report but an equity impact analysis and statement were not done, always provide an explanation. Equity Impact Analysis Please write a detailed equity impact analysis based on each part of Section B using the following as a guide: 1. Context of the initiative, recommendations, or of actions taken 2. The impact on equity-seeking or vulnerable populations, including the most affected groups, if the initiative is or is not implemented 3. The impact on equity-seeking or vulnerable populations, including the most affected groups, if the actions/recommendations identified are not taken 4. Explain why no actions were taken or recommended to reduce any negative impacts that have been identified 5. Provide evidence if there were no negative impacts Equity Impact Statement (EIS) An Equity Impact Statement (EIS) is a summary of an equity impact analysis that results from using the Equity Lens. An Equity Impact Statement should contain: name, type and stage of initiative identified barriers and needs that the initiative addresses specific equity-seeking and other vulnerable groups potentially affected by the initiative kinds of potential or actual positive impacts produced by the initiative the levels of the impacts (high, medium, low) any actions taken or recommended to enhance positive impacts and reduce or eliminate negative outcomes This completed table doesn t need to be submitted. Compare the assessment with results from other stages of the initiative, with different projects or use it for generating EISs. Contact Equity, Diversity and Human Rights Division (EDHR): diversity@toronto.ca or

13 Instructions WHEN DO I USE THE EQUITY LENS? þ þ þ as early as possible when you are proposing or developing a new practice, policy, project, program/service or budget decision throughout the life-cycle of the initiative or action when reviewing and/or proposing changes to an existing initiative or decision such as making resource or budgetary allocations, assessing service or program expansion, adjustment or discontinuation. BEST-PRACTICE STEPS FOR USING THE LENS þ þ þ þ þ þ þ collect and analyze relevant research and demographic data consult with the affected equity-seeking and other vulnerable groups to identify needs, barriers and root causes find ways to meet identified needs and remove barriers by tackling root causes of inequities identify, analyze and address the actual or potential impacts that the initiative may have on equity-seeking and other vulnerable groups assess the types (positive or negative) and levels of impacts (high, medium, low) make recommendations to ameliorate any negative impacts write an Equity Impact Statement (EIS) in relevant reports (required for significant policy and program reports to Council) While this Lens can be applied to any area, you can also adapt it to the specific groups you serve (e.g. Newcomer Equity Lens, Seniors Equity Lens, Youth Equity Lens, Neighbourhood Equity Lens, Gender Lens). 9

14 Guide to TShese insetructioncs can htelp yioou complns ete the three sections A, B a A-nCd C of the Equity Lens table. Section A BACKGROUND - EQUITY LENS (PAGE 7) This section asks you for background information related to the initiative or action. Include the City division and the name of the initiative/action to which the Equity Lens is being applied. Also specify the type and stage of the initiative or action. Provide a description of the initiative or action and include any goals, expected outcomes or success indicators that can measure any equity achievements. The Equity Lens can be applied to initiatives other than those listed in the section. Apply the Lens to a policy, program, service, allocation of resources, communications plan, promotional material, design of an application form, or when making granting, procurement and purchasing decisions. Remember that the Equity Lens can be applied at various stages of an initiative or action. Apply the Equity Lens to, for example, the research, consultation and evaluation stages of the initiative. We suggest evaluating initiatives after a fixed period of time to determine the success of the initiative from an equity perspective. 10

15 Section B FORM - EQUITY LENS (PAGE 7) PART 1: EQUITY-SEEKING/VULNERABLE POPULATIONS Learn as much as possible about diversity in the communities you may be targeting and consulting with. Remember that employees, residents and service recipients may have multiple identities so check all that apply. Groups or persons with complex identities (e.g., racialized women with disabilities) may choose to identify themselves differently from the terminology listed here. There is a spot to include the new term under other vulnerable groups. Consider the following: Will the initiative or action affect specific equity-seeking and other vulnerable communities? Will it be accessible to equity-seeking and other vulnerable communities or will it lead to some communities having different levels of access or benefits than others? Will there be multiple points of access? Will language and communications needs be addressed? Which other equity-seeking/vulnerable populations may experience unintended impacts or outcomes as a result of the initiative or action? Tips to help you plan your project: Read the Factsheet on Equity-Seeking Groups Review Mind the Gap: Applying an Intersectional Gender Lens to City Strategies Familiarize yourself with Use & Empower: A Glossary of Equity Terms Contact your InterDivisional Staff Team (IDST) or Access & Equity representative Contact other City divisions that work with equity-seeking and other vulnerable communities Equity, Diversity & Human Rights (EDHR) division at diversity@toronto.ca or call if you have questions about how to embed equity into your action or initiative 11

16 ...persons with complex identities may choose to identify themselves differently... PART 2: NEEDS AND BARRIERS Consider the following: How will you gather and use information to better scan, identify, understand and anticipate the needs of affected equity-seeking/vulnerable communities and the barriers they face? Will this research include community consultations, multiple sources, recent data and evidence from other cities? How will the people most affected by the initiative or action be involved in identifying needs and barriers? How will you include persons with complex identities (e.g. racialized women with disabilities) who may need the initiative the most? How does this initiative or action seek to address a need or barrier experienced by specific equityseeking/vulnerable populations? How will you address needs or barriers experienced by specific equity-seeking/vulnerable populations at different stages of the action and initiative? How will this initiative or action identify the root causes of the needs and barriers? (Why do the needs and barriers persist? What needs to be done to reduce the likelihood that they will continue to exist?) Tip: You may want to conduct a needs assessment to determine and/or address the needs of a particular community. This could involve research, surveys, data collection and analysis, review of available information and stakeholder consultations. It is important that equity-seeking/vulnerable communities are informed, meaningfully engaged and authentically represented. To plan your community consultations: Read the Factsheet on Equity-Seeking Groups Check the Toronto Demographics website: 12

17 Visit City of Toronto s EngageTO website: Read the Planning Accessible Meetings Guide Read A Guide to Good Practice: Providing Equitable Service to Individuals of All Abilities for engagement planning advice: engagement@toronto.ca Review definitions of Barriers and Civic Engagement in Use & Empower: A Guide to Equity Terms Consult Program Health Equity Checklist from Toronto Public Health: Will the impacts be equal? Or will some communities benefit more than others? PART 3: POTENTIAL OR ACTUAL IMPACTS Identify and describe the direct and indirect impacts of the initiative on affected communities. When assessing the potential or actual impacts of the initiative or action, think about the equity-seeking/ vulnerable communities and the needs and barriers you identified in Parts 1 and 2. Remember that these impacts can be intended or unintended, direct or indirect and positive or negative. Consider the following: How could the initiative or action affect specific equity-seeking and other vulnerable communities? How will equity-seeking/vulnerable communities be affected differently by this initiative or action? Will the impacts be equal? Or will some communities benefit more than others? Will some be negatively affected? How will the initiative or action affect access for specific communities to City allocation of resources, goods, programs, tools or services? How will the initiative or action produce material social, economic or financial benefits for these communities or will it contribute to/maintain inequities? Does the initiative or action eliminate the identified root causes of inequities faced by specific communities? If not, how could it? 13

18 Tip: Specific groups of persons with intersectional identities who belong to more than one equity-seeking or vulnerable group often face complex barriers to access. Identify which identities (e.g., such as racialized women with disabilities on low income) within the target communities could be affected the most by your initiative or action. Read the Factsheet on Equity-Seeking Groups Review the Mind the Gap checklist Apply an intersectional lens to your research Develop a plan of action to eliminate the root causes of the needs and barriers experienced by persons affected the most within the target communities Meeting the critical needs, lowering risks they pose and reducing their prevalence PART 4: LEVEL OF POTENTIAL OR ACTUAL IMPACT Identify whether the level of potential or actual impacts is low, medium or high. Using the information from Part 3, consider the level of potential or actual impacts and how best to assess them in the context of the identified needs and barriers. You can assess how critical a need is by examining how likely it is to occur within a given community and how severe its consequences will be on the affected community. Consider the following: It is possible to have both negative and positive ratings for an initiative. Positive impacts might include: meeting the critical needs, lowering the risks they pose and reducing their prevalence improving access for equity-seeking and other vulnerable populations by removing barriers and eliminating the root causes of inequity producing measurable social, economic and other benefits for equity-seeking and other vulnerable populations Tip: When completing Part 4, use your project indicators or expected outcomes to evaluate your successes and achievements. Remember that equity impacts may take some time. In addition to your criteria, you can also use the following table as a guide to assess the levels of impacts of your initiative: 14

19 1. Required by law, regulations, standards, policies, guidelines, Council direction Yes Maybe No 2. Consulted targeted equity-seeking/vulnerable communities Yes Maybe No 3. Identified targeted communities' needs and barriers Yes Maybe No 4. Identified groups within targeted communities that are most affected (e.g., racialized women with disabilities) Yes Maybe No 5. Severity/criticality of identified needs High Medium Low 6. Identified root causes of needs Yes Maybe No 7. Level of negative impacts of initiative on targeted communities High Medium Low 8. Secondary negative impacts on other equity-seeking/ vulnerable communities Yes Maybe No 9. Likelihood of negative impacts High Medium Low 10. Other unintended impacts on targeted or other communities Yes Maybe No 11. When the impacts are felt Long-term Medium-term Short-term 12. Met primary needs of the identified communities Yes Maybe No 13. Met secondary needs Yes Maybe No 14. Identified and removed barriers Yes Maybe No 15. Eliminated negative impacts Yes Maybe No 16. Mitigated negative impacts Yes Maybe No 17. Produced measurable social benefits Yes Maybe No 18. Produced measurable economic benefits Yes Maybe No 19. Addressed root causes of needs Yes Maybe No 20. Produced systemic changes Yes Maybe No 15

20 Will you be making recommendations to decision-makers? Part 5: Actions Taken or Recommended Identify and describe ways to remove known barriers, reduce negative impacts and/or enhance positive impacts. Now that you have identified the impacts of your initiative or action, you can plan how to reduce negative impacts that create or maintain inequitable outcomes, and enhance positive impacts that create more equitable outcomes. Consider whether the actions you will take or recommend are feasible and practical what can be done now and what can be done later? Consider the following: What changes are needed so that the initiative or action meets the needs of the equity-seeking/ vulnerable communities you identified in Part 1? How will you address the root causes, remove or reduce barriers, negative impacts and other inequitable outcomes? How will you enhance the positive impacts that increase equity? Can you engage these communities or key community organizations in creating and planning these changes? Will you be making recommendations to decision-makers? Report on the positive impacts and how negative impacts have been mitigated in the initiative. Tip: As part of your equity-based decision-making process, make a prioritized list of actions that you think can enhance positive outcomes or reduce negative outcomes resulting from your initiative. 16

21 Section C EQUITY IMPACT ASSESSMENT - EQUITY LENS (PAGE 8) Check the Equity Lens form for specific requirements. The fuller Equity Impact Analysis should be incorporated in significant policy and program reports. The analysis should demonstrate that equity issues have been considered. Remember this analysis is a decision-support tool for Council. An Equity Impact Statement (EIS) is the summary of an equity analysis that results from using the Equity Lens. Summarize your equity impact analysis into an Equity Impact Statement using the Equity Lens. Provide the contexts of your initiative and the potential and actual impacts on specific equityseeking groups. An EIS is required in all significant policy and program reports and should be inserted following the Financial Impact section in City Staff Reports. The EIS should be used to inform decisions, much like a financial impact statement. 17

22 Equity Impact Statements EXAMPLES The City of Toronto Social Procurement Program provides equitable access to economic opportunities to people experiencing economic disadvantage, discrimination and/or barriers to equal opportunity, including those from equity-seeking communities protected by human rights legislation. These communities include, but are not limited to, women, Aboriginal people, racial minorities, persons with disabilities, newcomers and LGBTQ+ persons. The Program equalizes access to the City s procurement processes for diverse suppliers, including social purpose enterprises, who experience inequitable barriers to accessing City competitive procurement processes. The Program also leverages employment, training and apprenticeship opportunities for people experiencing economic disadvantage. In doing so, the Program aims to achieve positive economic outcomes for people who are disproportionately affected by poverty and discrimination. (From report on City of Toronto Social Procurement Program, adopted by City Council on May 3, 2016: 18

23 These communities include, but are not limited to women, Aboriginal people, racial minorities, persons with disabilities, newcomers and LGBTQ2S persons. Deep-rooted economic and social transformations, coupled with important policy shifts, have led to the racialization, feminization and geographic concentration of poverty in Toronto. Members of racialized groups and female lone-parent families are almost twice as likely to be poor as other Torontonians. Half of the city s neighbourhoods are becoming increasingly poor, while a small part of the city is becoming increasingly wealthy. Recent immigrants, people with disabilities and Aboriginal people are also overrepresented among the city s poor. Moving out of poverty becomes extremely difficult when individuals belong to any two, or more, of these groups. TO Prosperity sets out a number of actions to begin to address and prevent these disparities. For these actions to be effective, people with lived experience of poverty must be at the heart of the Strategy. In the public engagement process to develop the Strategy, people with lived experience told staff what to focus on. Moving forward, people with lived experience will be engaged in developing ideas on how to implement the actions contained in this report. (From report on TO Prosperity: Toronto Poverty Reduction Strategy, adopted by Council on October 9, 2015: 19

24 Resources Equity Lens supplements that you may find helpful Understanding Equity Use & Empower: A Glossary of Equity Terms Factsheet on Equity-Seeking Groups Mind the Gap: Applying an Intersectional Gender Lens to the City s Strategies Useful Links Aboriginal Affairs Aboriginal Employment Strategy By-Laws and Municipal Code City Clerk s site (TMMIS) for Council/Committees app.toronto.ca/tmmis/decisionbodylist. do?function=preparedisplaydblist Employment Equity Policy (City) Employment Equity (federal) Employment Equity tools and resources (Federal) employment_equity/tools/index.page EngageTO website insideto.toronto.ca/engageto/ Enterprise Learning Initiative (ELI) for City staff Equity, Diversity & Human Rights Gender-Based Youth Violence Guidelines for Accommodating Creed insideto.toronto.ca/edhr/pdf/creed-guideline.pdf Guidelines for Accommodating Disabilities Human Rights and Anti-Harassment/Discrimination Policy (City of Toronto) Know the Line: Sexual Harassment insideto.toronto.ca/edhr/knowtheline/ Neighbourhood Improvement Areas Policies & Legislation insideto.toronto.ca/edhr/policies.htm Positive Space Toronto insideto.toronto.ca/positivespace/index.htm Program Health Equity Checklist insideto.toronto.ca/health/hc/ae/doc/ practframetoolworksheet_kit4_e7.doc Progress Portal www toronto.ca/progress 20

25 Protecting Privacy on the Job video (ELI) insideto.toronto.ca/clerks/cims/privacy.htm Racial Harassment & Discrimination insideto.toronto.ca/edhr/pdf/racial-discrimination-resource.pdf Resolving Conflict: Preventing Incivility and Workplace Harassment Statement of Commitment to Aboriginal Communities of Toronto Talent Blueprint Story video insideto.toronto.ca/talentblueprint/video/ Toronto At Your Service video insideto.toronto.ca/at-your-service/ Toronto Demographics Toronto Poverty Reduction Strategy Toronto Seniors Strategy Toronto Strong Neighbourhood Strategy Toronto Well-Being Index Toronto Youth Equity Strategy Vision Statement on Access, Equity and Diversity We are the Toronto Public Service video insideto.toronto.ca/employee_orientation/ Toronto Newcomer Strategy 21

26 Need information or help? Equity, Diversity and Human Rights Division (EDHR) at or call if you have any questions about the Equity Lens or the resources listed above. Thank you for using the Equity Lens. You are contributing to building an equitable Toronto for all. 22

27 Artwork by Toronto art student Jasmine Wemigwans 21 ST ANNUAL NATIONAL ABORIGINAL DAY Sunday, June 21, 2015 aguideto GOODPRACTICE E UITY LENS EQUITY, DIVERSITY and HUMAN RIGHTS DIVISION

28 Factsheet on Equity-Seeking Groups LENS EQUITY, DIVERSITY and HUMAN RIGHTS DIVISION

29 Factsheet on Equity-Seeking Groups 1 Everyone benefits from the full participation of diverse groups in society. The City of Toronto is committed to removing barriers that prevent all of us from fully contributing to and participating in the social, cultural, economic and political life of the City, and from accessing the benefits that are available to others. Currently, the City of Toronto recognizes the following equity-seeking groups: Aboriginal Peoples, women, immigrants and refugees, racialized communities, persons with disabilities, LGBTQ2S communities, youth, persons with low income and undocumented Torontonians. The City also recognizes the rights of other vulnerable groups such as victims of violence, people who are homeless or under-housed, persons with mental health challenges and residents in Neighbourhood Improvement Areas. Individuals from these equity-seeking and other vulnerable populations may have characteristics that intersect across multiple groups, placing them in more than one of the following categories. This intersection should be taken into account in the development of budgets, policies, programs and services. This factsheet will be periodically updated. 2

30 1. Aboriginal Peoples Original inhabitants of Canada Includes First Nations (status and non-status Indians), Inuit (Aboriginal peoples from Arctic Canada) and Métis (mixed First Nation and European ancestry) The 2011 National Household Survey (NHS) identified 19,270 people living in the City of Toronto who identified as Aboriginal (0.8% of total 2011 Toronto population); 67% identified as First Nations (North American Indian); 25% as Métis and 2% as Inuk (Inuit); 1% reported multiple Aboriginal identities. 2 The 2011 Employment Equity Data Report indicated 36,990 Aboriginal Peoples living in the Toronto Census Metropolitan Area (CMA) which is larger than the city of Toronto. According to Toronto s First Indigenous Health Strategy conceived by the Toronto Indigenous Health Advisory Circle (TIHAC), Toronto s indigenous population is 34,000 to 69,000 (Rotondi M. Estimation of the Size of the Urban Aboriginal Population in Toronto, ON Interim Analysis January 26, 2016). The City of Toronto will work with First Nations in the future to examine the options on collective and collaborative work with researchers in that community. Barriers for this group - Housing, employment, income, access to education, healthcare (including mental health and substance-use support), challenges to achieving self-determination and recognition of Aboriginal heritage. 2. Women Includes women of different race, culture, age, ability, sexual orientation, gender identity, socioeconomic status and other dimensions of diversity Sex/gender combined with other factors impact women s access to social and economic opportunities. Some of these factors are: Age Ability Race Gender expression Gender identity Ethnicity Immigration status Marital status Family status Sexual orientation Class 3

31 2011 Census data indicates that Toronto s population is 48% male and 52% female (1,255,585 men and 1,359,475 women), and women continue to outlive men (2011 Census Backgrounder). Although women have made progress in education and the labour market, women continue to lag behind men in income earnings in Toronto. The average income for men was $52,716, 42% higher than that of women at $37,015 in 2010 (2011 NHS Backgrounder). Based on average weekly wages in Canada, of all workers in 2015 (full- and part-time), women earned approximately 75.6% compared to men. These numbers are even lower for Aboriginal and racialized women (Cansim Table ). In addition to the wage gap, the lack of wealth (home ownership, investments and private pensions) is seen as a root cause of many middle-class women falling into hardship after divorce or family break-down. Violence against women, LGBTQ2S communities and trans women is an ongoing problem. Barriers for this group - Affordable and quality childcare, affordable housing, public transit costs and convenience, secure employment, pay equity, violence and sexual harassment. 3. Immigrants and Refugees Immigrants According to the 2011 National Household Survey (NHS): Over half (51%) of those living in Toronto in 2011 were born outside Canada 33% of immigrants living in Toronto arrived between 2001 and ,252,215 people (48%) living in Toronto identified as an immigrant and 64,945 people identified as a non-permanent resident Toronto residents have over 230 different ethnic origins Of those immigrants who arrived in Canada in the last five years and resided in Toronto in 2011, 15% were born in the Philippines and 13% were born in China; by comparison, 12% were born in Europe 48% of Torontonians aged 25 to 64 who immigrated to Canada from 2006 to 2011 had at least a bachelor s degree, compared with 46% of Canadian-born Torontonians in the same age group; 23% of recent immigrants in Toronto had a graduate degree, compared with 17% of Canadian-born Torontonians 45% of Toronto residents had a mother tongue other than English or French Chinese languages, Tamil, Spanish, Tagalog, and Italian were the top five non-english languages spoken at home There is overlap between poverty and race and being an immigrant. 3 Barriers for this group - Language barriers, social networks and supports, identity and belonging, employment, lack of recognition of international experience and credentials, poverty, affordable housing, public transit and lack of services for immigrant youth. 4

32 Refugees Persons who have been forced to leave their countries of origin because of war, political or social unrest or human rights abuses. There are two processes to become a refugee: Refugees can be selected overseas through government or private sponsorship These sponsored refugees receive initial assistance after arrival Refugee claimants make refugee claims at a border point or from within Canada Claimants do not receive assistance like sponsored refugees 5,000 4,500 4,000 Refugee Admissions by Selected Categories (City of Toronto intended destination) , , ,500 2,000 1,500 1, Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q Resettled Refugee & Protected Person in Canada Source: Created by City of Toronto using Immigration, Refugees, and Citizenship Canada Q22016 data (See staff report - Toronto Social Development Dashboard, October 2016) Barriers for this group - Status, access to services, health, mental health, family separation, employment/income, housing and legal matters. 5

33 4. Racialized/Visible Minority Communities Also called racialized groups, visible minorities, and people of colour Include Black (origins include Canadian, American, Caribbean, African), East Asian (origins include Canadian, Japanese, Korean, Chinese), SouthEast Asian (origins include Canadian, Vietnamese, Filipino, Malaysian, Indonesian, Cambodian, Thai), South Asian (origins include Canadian, East Indian, Pakistani, Bangladeshi, Sri-Lankan, Caribbean, African), West Asian or Arab (origins include Canadian, North African, Armenian, Egyptian, Iranian) and any other non-white racial group (origins include Aboriginal Peoples of South or Central America and multiple racial groups) According to the 2011 National Household Survey (NHS): 49% or 1,264,395, people in the City of Toronto identified as a racial minority, up from 47% in 2006 The top five racial minority groups in Toronto are: South Asian: 12% Chinese: 11% Black: 9% Filipino: 5% Latin American: 3% 25% of racial minorities are in low income, 6% higher than Toronto average Barriers for this group - Employment, poverty, housing, discrimination, racial profiling and lack of services for racial minority youth. 5. Persons with Disabilities People from different races, cultures and age groups who are limited in their participation in work, social or recreation activities because of a disability According to the Canadian Survey on Disability, 2012: It is estimated that 13% of Toronto residents (15 years and over) have some form of disability, 8% for age 15 to 64 and 39% for 65 years and over For male: 11% for age 15+, 7% for age 15 to 64 and 35% for 65+ For female: 15% for age 15%, 9% for age 15 to 64 and 42% for age 65+ The top nine disability types: pain, flexibility, mobility, mental and/or psychological, dexterity, hearing, seeing, learning and memory 6

34 Ontario has legislation in place to address disability issues: Ontarians with Disability Act (ODA), 2001, supports the right of persons of all ages with disabilities to enjoy equal opportunity and to participate fully in the life of the province. Accessibility for Ontarians with Disability Act (AODA) is a law that provides for developing, implementing and enforcing accessibility standards in order to achieve accessibility for Ontarians with disabilities with respect to goods, services, facilities, accommodation, employment, buildings, structures and premises on or before January 1, Barriers for this group - Employment, poverty, accommodation, accessible housing, transportation, education and services. 6. Lesbian, Gay, Bisexual, Trans, Queer & Two-Spirit (LGBTQ2S) Communities Lesbians are women who relate, either primarily or exclusively, emotionally and sexually to the same gender Gay refers to men who relate emotionally and sexually to the same gender Bisexuals are men or women who relate emotionally and sexually to either men or women Transgender describes all individuals who reject, in whole or in part, their birth assigned gender identities Trans people are individuals who have had a sex-change operation, want to have this operation or should have this operation Two-Spirit People are Aboriginal Peoples who identify themselves as having same sex-attractions and desires; traditionally, two-spirited persons were considered to be visionaries and healers who possessed both male and female spirits Queer is originally pejorative for gay, but is now being reclaimed by some gay men, lesbians, bisexuals and transgendered people as a self-affirming umbrella term It is estimated that 10% of Canada s population belongs to the LGBTTQ community. 4 According to the 2011 Census, in Canada, the number of same-sex married couples nearly tripled between 2006 and 2011, while the number of same-sex common-law couples rose 15% 0.8% of all couples in 2011 were same-sex couples, 46% of all same-sex couples in Canada live in Toronto, Montreal and Vancouver (2011 Census of Population) Barriers for this group - Discrimination in employment, health and housing; over-represented in youth shelters, and victims of hate crimes/activities (physical assault, threats and intimidation). 7

35 7. Youth Individuals between the ages of years (sometimes those definitions vary, e.g. Toronto Youth Equity Strategy covers ages 13-29) Includes those of different races, places of origin, religions, citizenships, Aboriginal status, ethnic origin, disability, sexual orientation and sex Youth increased slightly from 12.7% (318,655) in 2006 to 12.8% (333,515) in 2011 (2011 Census Backgrounder) According to the Toronto Youth Equity Strategy: According to the International Youth Survey of Toronto Studies in Grades 7-9, less than half (42%) of violent incidents involving youth are ever discovered by adults Less than half of all youth years of age report being victims of violent offenses More than one in three youth charged with a violent offence (34.7%) are unemployed and not in school Among youth charged with violent offences enrolled in school, more than two-thirds are unemployed (67.6%); this is several times higher than the average youth unemployment rate Poverty and social exclusion from opportunities are key causes of youth violence Source- Street Needs Assessment, City of Toronto (2013) Barriers for this group - Employment, housing, access to higher education, racial profiling, community safety, civic and community participation. 8

36 8. People with Low Income According to 2011 National Household Survey (NHS): Based on the 2010 Statistics Canada Low-Income Measure (LIM-AT), the prevalence of low-income in Toronto is: 42,830 (26%) of children less than 6 years of age 122,135 (25%) of youth less than 18 years of age 332,360 (19%) of adults aged 18 to 64 42,170 (12%) of seniors aged 65 years and over Toronto has a higher incidence of low-income (19.3%) than the rest of Canada (14.9%), Ontario (13.9%) and the rest of the GTA and Hamilton (11.5%) Housing affordability continues to be a concern: in 2010, there were 207,097 renter households paying 30% or more of their income for rent; this represents 43.5% of Toronto renter households and 19.8% of all households in the city The distribution of low income in Toronto is: Toronto overall: 19.3% (496,665) Immigrants: 21.3% (266,945) Aboriginal: 26.1% (5,025) Visible minority: 25.1% (317,275) No certificate, diploma or degree: 23.3% (88,925) Barriers for this group - Affordable housing, income supports, access to education, and employment. 9

37 9. Undocumented Torontonians Immigrants without full status; some researchers use the term non-status because people in this situation are known to the state but no longer have lawful status. The Canadian Council for Refugees also uses the term person without status to mean a person who has not been granted permission to stay in the country, or who has stayed after their visa has expired. City Council wants to ensure that Torontonians, regardless of immigration status, have access to City services without fear of being asked for proof of status. While there is no current data, past reports indicate there may be between 20,000 and 500,000 undocumented people living in Canada. Large urban areas are likely to be home to most undocumented persons. It is estimated that 50% of undocumented persons living in Canada reside in Toronto. Undocumented persons live in constant fear of deportation, distrust of authority, isolation due to family separation and a sense of disconnection from society. These circumstances have a profound impact on the health and wellbeing of undocumented people and often cause high levels of anxiety, depression, chronic stress and stress-related physical illnesses. Barriers for this group - Access to services, education, income supports, employment, exploitation, housing, safety and security, mental and physical health. CONTACT INFORMATION Equity, Diversity and Human Rights division City Manager s Office diversity@toronto.ca Website: toronto.ca/diversity Phone: TTY:

38 NOTES 1. The origin of many of the statistics cited here is Statistics Canada s 2006 Census. It must be noted, however, that while the numbers were collected then, they were, as in other years, analyzed and published several years later. In this instance, they were available to the public in The section on Undocumented Torontonians is derived from information and staff reports on the Access T.O. website (toronto.ca/accessto) Statistics Canada (NHS) data on the population of Aboriginal Peoples in Toronto is 19,270. However, groups and agencies serving Aboriginal Peoples have long reported that the Census undercounts Aboriginal Peoples and have given the numbers used in this paper as a realistic estimate. 3. Toronto is home to 41% of all racialized persons living in poverty in Canada, 2001 Census. 4. There is no database in public use that would give a more accurate estimate of the LGBTQ2S communities. Even though it is clear that the populations have significantly increased, there is no available community estimate over and above what is stated. Interestingly enough, the 10% figure in use may be traced in history to the 1948 and 1953 in the Kinsey reports on sexuality, and the populations in Toronto have dramatically increased since then. 11