GEDAC Agenda 1 2017-04-11
THE TOWN OF GEORGINA
EQUITY & DIVERSITY ADVISORY COMMITTEE
AGENDA Tuesday, April 11, 2017 4:30 PM Council Chambers 1. CALL TO ORDER
2. ROLL CALL
3. INTRODUCTION OF ADDENDUM ITEMS
4. APPROVAL OF AGENDA
5. DECLARATIONS OF PECUNIARY INTEREST AND GENERAL NATURE THEREOF
6. ADOPTION OF MINUTES
Pages 1 - 5 (1) Meeting minutes from February 14, 2017
7. DELEGATIONS/SPEAKERS
8. PRESENTATIONS
(1) Canada 150 discussion with Patti White, Manager of Recreation Services
9. CONSIDERATION OF REPORTS ON THE AGENDA
10. COMMUNICATIONS
Pages 6 - 7 (1) Enhancing Police Response to Sexual Violence
Pages 8 - 14 (2) Apply to be a CIECYR Provincial Equity Leadership Facilitator
Pages 15 – 26 (3) Update Draft Diversity and Inclusion Charter Reaches Milestone
Pages 27 - 36 (4) York Region Pride Parade 2017
Pages 37 - 38 GEDAC Agenda 2 2017-04-11
(5) Investing in Festivals and Events to Boost Tourism Across Ontario
Pages 39 - 40 (6) More Support for Parents to Get Involved in Their Children's Learning
Pages 41 - 42 (7) Ontario Continuing to Welcome Newcomers with Expanded and Modernized Immigration Program
Pages 43 - 44 (8) Ontario Making Progress in Plan to End Violence Against Indigenous Women
(9) Nanabush books (http://www.odjig.com/nanabush_books.html)
(10) Chad Solomon (http://www.strongnations.com/gs/show.php?gs=3&gsd=740)
Page 45 - 46 (11) Youth Conference
Page 47 – 48 (12) Ontario Boosting Housing Supports for up to 6 000 Families in Need
Page 49 - 50 (13) Ontario Combatting Systemic Racism and Breaking Down Barriers
Page 51 – 52 (14) Ontario Introduces Anti-Racism Legislation
11. OTHER BUSINESS
(1) International Day for Elimination of Racial Discrimination (April 2nd)
(2) Bursary Update
Pages 53 – 57 (3) Subcommittee Presentation.
Page 58 (4) Hate Crime Vandalism
Page 59 (5) York Region District School Board – CIECYR
Page 60 (6) Request for Clarification - March 8, 2017 Memorandum to Council, Canada 150 resolution
GEDAC Agenda 3 2017-04-11
(7) Music in the Streets discussion
12. CLOSED SESSION, IF REQUIRED
13. MOTION TO ADJOURN
Next meeting: April 11, 2017
THE TOWN OF GEORGINA
EQUITY & DIVERSITY ADVISORY COMMITTEE
MINUTES Tuesday, February 14, 2017 4:30 PM Council Chambers 1. CALL TO ORDER
The meeting was called to order at 4:30 PM
2. ROLL CALL
The following Committee members were present: Karen McGill, Chair Courtney Baumhard, Vice Chair Alicia Lauzon Kyle Stipanic Samantha Lindsay Berenice Ruhl
The following staff members were in attendance: Cathy Tustin, Human Resources Generalist Sarah Brislin, Committee Services Coordinator
The following community members were absent with regrets: Mark Topping, Detective – York Region Police
3. INTRODUCTION OF ADDENDUM ITEMS - None
4. APPROVAL OF AGENDA
Moved by Courtney Baumhard, Seconded by Kyle Stipanic
RESOLUTION NO. GEDAC-2017-0001
That the Georgina Equity and Diversity Advisory Committee approve the February 14, 2017, meeting agenda as presented.
Carried.
5. DECLARATIONS OF PECUNIARY INTEREST AND GENERAL NATURE THEREOF - None
Page 1 of 60 6. ADOPTION OF MINUTES
(1) Meeting minutes from November 08, 2016
Moved by Kyle Stipanic, Seconded by Alicia Lauzon
RESOLUTION NO. GEDAC-2017-0002
That the Georgina Equity and Diversity Advisory Committee November 08, 2016, meeting minutes be adopted.
Carried.
7. DELEGATIONS/SPEAKERS – None
8. PRESENTATIONS – None
9. CONSIDERATION OF REPORTS ON THE AGENDA – None
10. COMMUNICATIONS
(1) A message from Seneca’s president
The Committee reviewed the letter and suggested that the Town should send out a similar letter.
(2) Diversity Bursary in honor of the late Danny Wheeler
(3) Statement from Minister Coteau on Black History Month
(4) Globe and Mail Podcasts
Detective Mark Topping advised the Committee YRP was considering how to create a counter-narrative. He also informed the Committee that he and his colleagues seek to engage marginalized Community. If anyone knows of any Muslim Mosques or places of worship for Georgina (for the police to attend and engage marginalized groups.
Kyle Stipanic offered to investigate the request.
The Committee discussed asking Council to direct staff assist York Regional Police (YRP) take a proactive approach to assisting the marginalized community in ensuring there are safe places to worship.
The Committee requested Sarah Brislin, Committee Services Coordinator, find out if there are any current initiatives which assist newcomers or marginalized
Page 2 of 60 groups in assimilating in the community; specifically with respect to safe places to worship. If so what are they and is there an opportunity to work with YRP.
The Committee agreed to revisit hate crime records at the next meeting. An initiative which began with the sub-committee of the former GEDAC.
The Committee suggested providing the link to the YRP website which advised people what to do when hate crimes occur.
Karen McGill, Chair, and initiated discussion about shattering the silence campaign which gets ‘buy-in’ by asking people to explain what they would do in certain scenarios (active by-standards). Responses are posted, so they are visible. She advised such campaigns do need to be monitored to make sure responses are appropriate. The Committee agreed to further discuss the possibility of a Campaign at the next meeting.
The Committee discussed the possibility of a future resolution which would:
Ask Council to direct staff, that if hate crimes in the form of vandalism occur before it is cleaned up it be reported to YRP and recorded etc.
Other suggestions included:
Holding an awareness campaign – For community members to report hate crimes in the form of vandalism. Having journalism students come interview people and see what perceptions are now or a Town hall to educate and have a discussion.
The Committee asked Sarah Brislin to find out how hate crime vandalism is currently handled by Town Staff.
(5) Ontario Strengthening Child Welfare Improving Outcomes for Youth
Moved by Courtney Baumhard, Seconded by Kyle Stipanic
RESOLUTION NO. GEDAC-2017-0003
That the Georgina Equity and Diversity Advisory Committee receive the following Communication items:
1. A message from Seneca’s president 2. Diversity Bursary in honor of the late Danny Wheeler 3. Statement from Minister Coteau on Black History Month 4. Globe and Mail Podcasts 5. Ontario Strengthening Child Welfare Improving Outcomes for Youth
Page 3 of 60 Carried.
11. OTHER BUSINESS
(1) Bursary Update
The Committee noted they wish to change the bursary to an award.
Karen McGill advised, the recommendation went to Council and was received but prior to the Council meeting she was notified by Town Staff that something in honor of Regional Councillor Danny Wheeler was already in the works and that they would be updated.
(2) Recognition of Danny Wheeler
The Committee reviewed the email request and made the following suggestions: That Council contributes $6000.00 to the Danny Wheeler Award proposed by GEDAC for a student in the first year of post-secondary studies. An event (if there was one that Danny was involved in) charity initiative on behalf of Danny Wheeler. Adaptive Play equipment for each of the Town Parks with plaques honoring Regional Councillor Danny Wheeler. (mobile) Adaptive equipment that can go to schools Naming a public space, a community room, building or center, examples are: o Council Chambers o A room at the Link o A room at the Merc A documentary about his life: o Done in such a way that it would appeal to youth. To reach the youths, with a message to dare to dream. o Preface it so that it is engaging (example the terry fox run). o Should take an honest, not fake or condescending approach. o Include letters or statements or videos of him speaking (motivational sense) quick documentary life and times of Danny Wheeler.
(3) PFLAG Gala) (https://www.eventbrite.ca/e/4th-annual-stand-proud-york- region-charity-gala-tickets-30192847620?aff=es2)
Moved by Courtney Baumhard, Seconded by Berenice Ruhl
RESOLUTION NO. GEDAC-2017-0004
That the Georgina Equity and Diversity Advisory Committee send Kyle Stipanic and tentatively Karen McGill to the Pflag event.
Page 4 of 60
Carried.
(4) Music in the Streets (last Saturday in June, June 24th)
The Committee discussed participating in Music in the Streets again for 2017. The Committee noted that they would like to make the following changes: Be in a better location Need a better sound system Some shade and shelter
(5) Canada 150 (agenda for next meeting)
The Committee discussed planning for Canada 150 at the next meeting.
Moved by Courtney Baumhard, Seconded by Berenice Ruhl
RESOLUTION NO. GEDAC-2017-0005
That the Georgina Equity and Diversity Advisory Committee recommend Georgina Town Council approach the Georgina Chippewa’s of Georgina Island First Nations to bless the Town events organized for the Canada 150 Celebrations.
Carried.
12. CLOSED SESSION, IF REQUIRED - None
13. MOTION TO ADJOURN
Moved by Courtney Baumhard, Seconded by Berenice Ruhl
RESOLUTION NO. GEDAC-2017-0006
That the Georgina Equity and Diversity Advisory Committee February 14, 2017 Meeting be adjourned at 5:56 PM
Carried.
Karen McGill Chair
C. Sarah A. Brislin Committee Services Coordinator
Page 5 of 60 Sarah Brislin
From: Ontario News
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News Release
Enhancing Police Response to Sexual Violence
February 15, 2017
Province Funding Projects Focused on Innovation and Supporting Survivors
Ontario is supporting people who have experienced sexual assault through a program that builds partnerships between community and justice partners, front-line victim service providers and police services across the province.
Fifteen two-year pilot projects have been selected that will provide a more compassionate, sensitive response when survivors of sexual violence come forward and report their experiences.
The projects will also enhance police investigative practices, with a goal of building stronger cases and improving justice system outcomes.
This initiative is part of It's Never Okay, Ontario's ground-breaking action plan to end sexual violence and harassment, and also supports Walking Together: Ontario's Long-Term Strategy to End Violence Against Indigenous Women.
Building a safer, more inclusive and more equitable province is part of Ontario's plan to create jobs, grow our economy and help people in their everyday lives.
QUICK FACTS
Ontario has allocated $1.795 million over two years to support 15 police pilot projects, with report-back requirements at specific milestones.
The next call for applications is expected to be issued to police services in spring 2018.
It is estimated that one in three Canadian women experiences sexual assault.
1 Page 6 of 60 Ontario has committed $41 million over three years to support implementation of the provincial Sexual Violence and Harassment Action Plan.
BACKGROUND INFORMATION
Police Pilot Projects to Improve Response to Sexual Violence
ADDITIONAL RESOURCES
It’s Never Okay: An Action Plan to Stop Sexual Violence and Harassment.
Walking Together: Ontario’s Long-Term Strategy to End Violence Against Indigenous Women.
QUOTES
"Promoting a compassionate and effective police response is one of many measures our government is taking to help more survivors of sexual violence feel comfortable coming forward. This funding will help ensure a survivor-centred and effective investigative approach as these cases are brought forward and work their way through the justice system." — Marie-France Lalonde, Minister of Community Safety and Correctional Services
"It is so important that survivors receive the compassionate and appropriate response they deserve from professionals across all sectors. By encouraging police to try new practices and approaches, we will help make the legal system more responsive to survivors. This is a key part of It’s Never Okay, our plan to put an end sexual violence and harassment in Ontario." — Indira Naidoo-Harris, Minister of Women’s Issues
CONTACTS
Yanni Dagonas Minister’s Office 416-325-5982
Brent Ross Communications Branch
2 Page 7 of 60 Sarah Brislin
From: Phil Rose-Donahoe Sent: February-13-17 11:07 AM To: Sarah Brislin Subject: FW: APPLY TO BE: A CIECYR Provincial Equity Leadership Facilitator Attachments: CIECYR Call for Provincial Equity Leadership Facilitators--Requirements 2017.pdf; CIECYR Provincial Equity Leadership Facilitator Supervisory Approval 2017.doc; CIECYR Provincial Equity Leadership Facilitator Reference Check 2017.doc
Can you share with GEDAC?
Thanks, Phil
From: Michael Bowe [mailto:[email protected]] Sent: February‐10‐17 12:57 PM To: Michael Bowe
Distribute widely: REQUEST FOR APPLICATIONS
Provincial Equity Leadership Facilitator Development Application
Opportunity The CIECYR applied for and received a significant grant to employ the services of an equity subject matter expert/consultant to facilitate the learning and development of 25 provincial facilitators with regards to governance and operational leadership through an equity lens. In turn, the provincial facilitators would deliver a three day curriculum to senior leaders across the province. The consultant will also be responsible for developing an equity strategic leadership development guide and self‐assessment tool as well as an organizational leadership equity readiness guide.
A co‐facilitator model will be employed to deliver the 3 day curriculum. The training process to become a facilitator requires a commitment of nine days. All days must be attended. Interviews will be arranged between April and June 2017. Refer to the above attachments for details as well as to apply. Applications should be submitted by March 20th, 2017. Regional and geographic representation from across the province is preferred and encouraged. Applicants who are selected to be interviewed and who are not within the GTA, can be interviewed via Skype. Only qualified candidates will be contacted.
Michael Bowe Chair, Community Inclusivity Equity Council of York Region (CIECYR) www.ciecyr.ca
Michael Bowe Supervisor, Diversity & Outreach
York Region Children’s Aid Society 1 Page 8 of 60
SENIOR/EXECUTIVE LEADERSHIP THROUGH AN EQUITY LENS
Provincial Equity Leadership Facilitator Development Application Requirement
Posted: February 10, 2017 Submission Deadline: March 20, 2017
Context The Community Inclusivity Council of York Region (CIECYR) endearvours to enhance the leadership capacity within the social service sector by developing the skill sets of senior leaders towards transforming all facets of their organization to achieve equitable outcomes for the children, youth and families they serve and the communities they are a part of.
The aforementioned leadership development opportunity will occur through the delivery of a three day learning experience. The hope is to equip social service leaders with the ability to critically reflect on their own social identities, power and privilege and the influence they have on the decisions they make regarding organizational planning, service delivery and resource allocation. These decisions more often than not, have a significant and lingering impact on equity seeking communities.
With all said, the current initiative will create a path forward for social service leaders to work in unison within, and across their various service sectors towards eliminating the disproportionate and over- representation of marginalized groups within their systems by addressing systemic barriers along with historical wrongs levied against various equity seeking groups.
Current Opportunity The CIECYR applied for and received a significant grant to employ the services of an equity subject matter expert/consultant to facilitate the learning and development of 25 provincial facilitators with regards to governance and operational leadership through an equity lens. In turn, the provincial facilitators would deliver a three day curriculum to senior leaders across the province. The consultant will also be responsible for developing an equity strategic leadership development guide and self- assessment tool as well as an organizational leadership equity readiness guide.
A co-facilitator model will be employed to deliver the 3 day curriculum. The training process to become a facilitator requires a commitment of nine days. All days must be attended. Interviews will be arranged between April and June 2017.
The tentative training schedule is: 3 days during the month of October 2017 3 days during the month of November 2017 3 days in January/February 2018 Eligibility This invitation is extended to staff across the identified service sectors who can demonstrate the qualities and skills outlined in the “Selection Criteria” and can meet the expectations/time commitment. The Selection Panel will ensure, as much as possible, that the trainees selected reflect the diversity of the families and communities we serve: race, gender, sexual orientation, gender identity/expression, age, disability, ethnicity, culture etc.. Regional and geographic representation from across the province is preferred and encouraged. There is also a desire to have facilitators from the First Nation,
1
Page 9 of 60 Metis, Inuit community (FNMI). Applicants who are selected to be interviewed and who are not within the GTA, can be interviewed via Skype. Only qualified candidates will be contacted.
Special consideration will be given to independent applicants (not currently tethered to a social services organization) for up to 3 positions. Such applicants will be considered on the merit of their experience in one of the identified sectors along with all other requirements. Applicants who are a part of an organization will be give priority.
Targeted Sectors: Child Protection; Mental Health, Education, Violence Against Women Sector
Pre-approval Process The following criteria will be used in the selection process: Individuals who apply will need the approval of their Immediate Supervisor and Senior Director It is important that individuals who are interested in applying review the criteria, expectations and time commitment and make a decision based on their ability to commit to the expectations as outlined. Prior to approval, Supervisors and Senior Directors should discuss the criteria, expectations and commitment with applicants and inform the applicants whether they will approve and support their application. Special consideration will be given to independent applicants (not currently tethered to a social services organization) for up to 3 positions. Such applicants will be considered on the merit of their experience in one of the identified sectors along with their personal qualification. Supervisory and Senior Leadership approval would not apply to this particular group of applicants.
Application Process 1. Provide a confidential letter of application describing why you believe you meet the criteria of knowledge and skills ( as described on pages 3-4) 2. Confirmation that you are able to meet the requirements/expectations and make the commitment of time 3. Attach a current resume to your application 4. Provide written approval from your Supervisor and Senior Director/Manager using the approval form 5. All applications should be forwarded to Michael Bowe. By email: [email protected]). By regular mail: Michael Bowe, Supervisor, Diversity & Outreach; York Region Children’s Aid Society; South Office; 120 East Beaver Creek Road, 3rd floor; Richmond Hill, Ontario; L4B 4V1) 6. Applications should be submitted by March 20th, 2017.
Selection Process Applicants will be interviewed and assessed by a selection panel comprised of non-CIECYR members, and selected CIECYR representatives. Interviews will be scheduled between April and June 2017.
Selection Criteria:
Personal Attributes The process to become a facilitator of the course “Leadership Through an Equity Lens” is a demanding one that requires participants to:
February, 2017 2
Page 10 of 60 be willing to grapple with new ideas be challenged in personal understanding of AOP and commit to resolving conflict and tension in a learning environment The ideal candidate should demonstrate a strong work ethic, possess a high level of credibility and demonstrate the discipline to professionally manage and respect confidential information.
Knowledge Understanding of one’s own social location, power and privilege. Understanding of prevailing equity-seeking frameworks (Anti-oppression, Anti-Black Racism, Anti- Native Racism, Critical Race Feminism, Anti-Colonialism) and their application within the human services field. Working knowledge of how the “isms” operate and how they intersect. Working knowledge of the impact of oppression (intended and unintended). Understanding of the application of adult learning principles. Knowledge of the critical components of effective facilitation in a learning environment.
Skills Ability to apply an anti-oppressive/anti-racist analysis to practices with children, youth, families, colleagues, and community partners. Skills in facilitating group dynamics that may include intense emotions, conflict or ambiguity. Ability to be flexible and responsive to the group’s needs and direction. Demonstrate openness to be challenged by diverse opinions and positions. Demonstrate good time management and organizational skills as well as competency in managing administrative tasks. Ability to manage current workload with the capacity to commit time/energy to facilitate the course content Training, group facilitation and presentation skills.
Expectations/Requirements Minimum of 3 years experience as an AO/Social Justice/Equity facilitator 4 year commitment to facilitate the curriculum Approval of Senior Manager/Director and immediate Supervisor Demonstrated ability to effectively manage workload and documentation demands Meets expectations on performance evaluations Provide 2 reference checks; one must include the immediate supervisor/manager. o Applicants are required to bring the names and phone numbers of references to the interview. o References will form part of the interview process. Ability to attend 9 days of training (training days will be over a four to five month period) plus additional training as required. Ability to deliver the three-day curriculum 2-4 times a year; Be a part of a virtual institute/think-tank via Skype or conference calls approximately 3 times a year as well as be open to continued skill development via webinars, journal articles and facilitated conversations with other provincial facilitators.
The current project is funded by the Ministry of Citizenship and Immigration with in-kind resources provided by Blue Hills Child and Family Centre.
February, 2017 3
Page 11 of 60
Provincial Equity Leadership Facilitator Development
Reference Check
Candidate’s Name: ______Position:______
Organization ______
Reference Name: ______Position:______
Phone Number: ______
1. Please provide two examples that demonstrate why you think the candidate is ready to participate in the CIECYR Provincial Equity Leadership Facilitator Development Initiative.
2. Please provide two examples of how they have integrated anti-oppressive/anti-racist/equity seeking practices into their work?
3. Describe the candidate’s ability, experience and/or potential to provide learning experiences to senior leaders.
Page 12 of 60
4. The commitment for staff who facilitate this course involves nine days of being trained, 4 days of preparation for delivery, 4-8 days of actual training annually. The course also does have emotional impact on facilitators. Based on your experience of this person, how do you see them managing this workload and emotional impact in addition to their regular workload?
5. Other comments:
Completed by:______
Position/Title:______
Date______
Page 13 of 60 CIECYR Provincial Equity Leadership Facilitator Development
Supervisor/Manager Approval Form
Applicant’s Name:
Organization:
Position:
I have reviewed the criteria of skills and knowledge with the applicant. The following is a brief summary of how the applicant has demonstrated the skills and knowledge required.
I have reviewed the expectations/ongoing requirements as indicated in the invitation and approve that this applicant may participate as a CIECYR Provincial Equity Leadership Facilitator if selected as per the requirements for development and curriculum delivery expectations.
Supervisor’s Name: ______
Supervisor’s Signature:______Date: ______
Manager’s Name: ______
Manager’s Signature:______Date:______
Page 14 of 60 Sarah Brislin
From: Phil Rose-Donahoe Sent: February-13-17 11:33 AM To: Sarah Brislin Subject: FW: Update: Draft Diversity and Inclusion Charter Reaches Milestone Attachments: FINAL Diversity and Inclusion Charter Report to Council with attachments.pdf; Clerk Letter to MDIG Charter Report.pdf
Can you share this with GEDAC as well?
Thanks, Phil
Subject: Update: Draft Diversity and Inclusion Charter Reaches Milestone
To: Members of the Municipal Diversity and Inclusion Group
I have some great news about our diversity and inclusion initiative. I am pleased to report that York Region’s Draft Diversity and Inclusion Charter was unanimously received by Regional Council in January, giving us the green light to move forward with our plans to consult with the community. The Report to Council and the Draft Charter are attached for your information.
Feel free to share the report with those in your organization who may be interested. As per Committee process, the report is distributed with a memo from the Regional Clerk. The report will also be distributed to local municipal councils so, if that is you, keep an eye out for it on an upcoming agenda and tune in to the discussion.
We look forward to updating you further at our next meeting on Wednesday, February 15 from 1 to 4 P.M, with a light lunch available at 12:30 P.M. Many thanks to the City of Vaughan for hosting. The agenda will be sent to you in advance.
This is an exciting milestone in this important initiative. Congratulations and thank you to everyone for your involvement and we look forward to all that lies ahead. We will see you soon.
Lisa Gonsalves | Director, Strategies & Partnerships Branch, Community & Health Services ------The Regional Municipality of York| 17250 Yonge Street | Newmarket, ON L3Y 6Z1 O:1-877-464-9675 ext. 72090 | [email protected] | www.york.ca Our Values: Integrity, Commitment, Accountability, Respect, Excellence
Please consider the environment before printing this email.
1 Page 15 of 60 The Regional Municipality of York
Committee of the Whole Community and Health Services January 19, 2017
Report of the Commissioner of Community and Health Services
York Region Draft Diversity and Inclusion Charter
1. Recommendation
It is recommended that:
1. The Regional Clerk circulate this report, for information, to local municipalities, the York Region Accessibility Advisory Committee, the York Regional Police Services Board, Community Partnership Council, local Chambers of Commerce and Board of Trade and the Municipal Diversity and Inclusion Group.
2. Purpose
This report provides an update on the York Region Draft Diversity and Inclusion Charter initiative.
3. Background
York Region has one of the most diverse populations in Ontario
York Region continues to be one of the most affluent regions in Ontario, with a demographic composition that is quickly changing. As of 2014, 1.15 million people called York Region home, with that number expected to grow to 1.79 million by 2041, including people from all cultures, races, ethnicity, languages, religions, abilities, ages and sexual orientations.
As York Region’s population continues to grow, so will its diversity. York Region is well equipped to meet the needs of a growing and diverse population, while continuing to demonstrate ongoing commitment to diversity and inclusion.
Page 16 of 60 Regional Council has demonstrated a commitment to making our diverse communities more welcoming and inclusive
The 2015 to 2019 Strategic Plan’s vision promotes an inclusive community that is welcoming of the full range of the diversity of all people. Diversity is the mix of unique dimensions, qualities, and characteristics that each individual possesses. An individual’s ethnicity, gender, sexual orientation, ability, background and experiences shape their perspectives. Inclusion is getting the mix to work well together, to ensure everyone feels valued, respected and supported.
Endorsement of a Diversity and Inclusion Charter offers a model for building on the strengths of earlier initiatives by expressing a common vision for, and commitment to, promoting an inclusive community that is welcoming and inclusive of all people. A York Region Diversity and Inclusion Charter that is endorsed by local organizations would encourage participating organizations to become increasingly inclusive for employees and customers alike.
Creating a purposely inclusive organization benefits both the organization and the community
Creating an intentionally inclusive organization offers many benefits including high employee engagement, greater opportunity to access and retain talent, innovative thinking, greater customer satisfaction as well as the potential for the organization to lift business performance.
Creating an inclusive organization also benefits the community it serves. With an inclusive organization, the diverse population can enjoy programs and services that are responsive to their needs. An inclusive organization can also attract from the full talent available in the community. By extension, if these employees bring the full spectrum of diversity to their jobs, organizations can rely on internal resources to best respond to community needs.
Embracing diversity and inclusion values is a best practice
Organizations and agencies across all sectors are embracing diversity and inclusion values and strategies as a best practice to enhance business performance, social inclusion and respond positively to demographic shifts. Some jurisdictions, including the Region of Peel, City of Toronto and Town of Ajax, have adopted the diversity and inclusion charter model to help member organizations work together towards building inclusive communities. The values are also expressed through agencies such as the United Way of Toronto and York Region whose work is grounded in the belief that our greatest strength is the ability to bring people together, from all walks of life, to build a better region, welcoming, celebrating and valuing the contributions of all.
Page 17 of 60 The Community Partnership Council identified the Charter model as an effective way to build York Region’s capacity to be a welcoming community
Plans to develop a York Region charter emerged from the work of the Community Partnership Council in 2012. Under the leadership of City of Markham Mayor Frank Scarpitti and Stephen Lam, Catholic Community Services of York Region, the Council developed the York Region Immigration Settlement Strategy to build York Region’s capacity to be a welcoming community with a focus on multi-cultural diversity. The community partners of the Council’s Municipal Multicultural Reference Group identified the Charter model as an effective way to help achieve this goal and started work to develop one.
The first round of community consultations focused on York Region as a community that receives newcomers
Development of the Draft Diversity and Inclusion Charter began with stakeholder consultations. In 2015, the Community Partnership Council led the first series of Let’s Talk Inclusion community and staff dialogues with a focus on cultural and religious diversity. This round of dialogues involved 550 in-person and 12,000 online stakeholders. Key feedback received from the community indicated that diversity is broader than multi-cultural diversity and that the Charter should embrace all dimensions of diversity. The Charter mandate was broadened, at that time, to reflect this.
In the second round of consultations the conversation broadened to include other dimensions of diversity
Based on the findings from the first Let’s Talk Inclusion dialogues, a second round of dialogues took place in May and June 2016 to include this broader mandate. This series engaged stakeholders to discuss other dimensions of diversity in the Human Rights Code such as age, gender, race, ethnicity, physical and intellectual ability, religion, sexual orientation, educational background and expertise. Over 200 people participated in these sessions. Feedback from both rounds of dialogues was used to inform the draft Charter.
Member organizations of the Municipal Diversity and Inclusion Group will be encouraged to endorse a common Charter
The York Region Municipal Diversity and Inclusion Group was formed in 2016 to continue the development of the Charter going forward. Co-chaired by York Region and York Regional Police, this group includes local municipalities, hospitals, school boards, non-profit agencies, conservation authorities and the United Way of Toronto and York Region (see Attachment 1). Members agree that the development and endorsement of a common York Region Diversity and
Page 18 of 60 Inclusion Charter would help promote an inclusive community that is welcoming of the full range of the diversity of all people.
4. Analysis and Implications
The York Region Draft Diversity and Inclusion Charter embraces all dimensions of diversity
The York Region Draft Diversity and Inclusion Charter embraces all dimensions of diversity including age, gender, race, ethnicity, ability, religion, sexual orientation and educational background (see Attachment 2). It is based on the Eurocities Integrating Cities Charter which is a widely used framework. In all cases the Eurocities Charter focuses on the newcomer population. York Region’s Draft Diversity and Inclusion Charter, however, progressively stretches beyond newcomers and includes all dimensions of diversity, such as age, gender, race, ethnicity, ability, religion, sexual orientation and educational background.
The Draft Charter is also responsive to the community. It has been developed in partnership with the Municipal Diversity and Inclusion Group member organizations to ensure that what is created is comprehensive and reflective of the community at large. Member organizations, including York Region, will be asked to endorse the Charter when it is finalized.
Commitment to inclusion is affirmed through four key areas of organizational responsibility
Member organizations that endorse the final Charter will affirm their commitment to inclusion and removal of barriers under the four key areas of organizational responsibility that are presented in Table 1.
Page 19 of 60
Table 1 Key Areas of Organizational Responsibility Key Areas of Organizational Organizations Will Strive To Responsibility As a Policy-Maker • Apply principles of equality* for all residents • Promote equal access and non- discrimination across all policies • Strive to engage diverse communities in the policy-making process and encourage participation with the aim of finding a balance that best meets the needs of residents As an Employer • Actively promote understanding and respect for diversity and inclusion with our employees • Promote the fair and equitable treatment of employees by their managers and colleagues • Attract a diverse and talented workforce that reflects, understands and meets the needs of a changing community As a Service Provider • Provide services that are accessible, inclusive and responsive to the diverse needs of the community As a Purchaser of Goods and Services • Encourage equal opportunity in procurement
* Principles of equality reflect the consensus among human rights and equality experts that all people are equal and should be treated equally under the law.
A robust engagement strategy will ensure the four key areas of responsibility form a successful framework for inclusion
An important next step will be to consult further with the community and member organizations on the specific areas of organizational responsibility included in the Draft Charter. This third round of Diversity Dialogues will be conducted in spring 2017 and will use a variety of creative engagement tactics. It may include consultative techniques such as design charrettes, workshops, roundtables and
Page 20 of 60 online strategies designed to reach different groups and perspectives, in different ways, particularly those who are harder to reach and engage with.
The goal of this consultative round is to make sure that the Draft Charter’s four key areas of organizational responsibility incorporate previous findings and successfully form a framework that member organizations can use to address barriers to inclusion in their own organizations and, collectively, in the community. This round of Dialogues will push the conversation from identifying barriers to developing creative, long-term solutions.
The final Charter will return to Council and member organizations of the Municipal Diversity and Inclusivity Group for endorsement
Following the consultations with member organizations, stakeholders and the community at large, the Charter will be refined and brought back to Council in 2017 for final review and endorsement. Following York Region’s endorsement of the Charter, the Charter will be reviewed for endorsement by each member organization. Organizations will then work together to bring the vision of the Charter to life collectively, in the community, and, individually, in our organizations.
By embracing all dimensions of diversity, the final Charter will promote an inclusive community that is welcoming of the full diversity of everyone
The Charter allows member organizations to express a common vision for, and commitment to, promoting an inclusive community that is welcoming of the full diversity of everyone. Developing a Charter also supports the Region’s commitment to creating more welcoming and inclusive communities as outlined in multiple strategic plans including the Corporate Strategic Plan, Vision 2051 and Regional Official Plan, and commitment to meet the accessibility needs of all people under the Accessibility for Ontarians with Disabilities Act, 2005.
5. Financial Considerations
The development of the Draft Charter is being completed within the Regional staff complement and approved business plans and budgets.
6. Local Municipal Impact
Striving to promote welcoming and inclusive communities represents common ground for York Region and the municipalities, organizations and agencies of the
Page 21 of 60 Municipal Diversity and Inclusion Group. This collaborative partnership is intended to benefit all those who live, work and play in York Region.
In partnership with the Municipal Diversity and Inclusion Group, the Region will continue to engage with the community to ensure that the final Diversity and Inclusion Charter reflects the diversity and needs of all people across all municipalities in York Region. As members of the Municipal Diversity and Inclusion Group, local municipalities will also be asked to endorse the Charter, thereby collectively expressing an ongoing commitment to diversity and inclusion across all local jurisdictions.
7. Conclusion
York Region is taking a leadership role in the development of the Diversity and Inclusion Charter in collaboration with the Municipal Diversity and Inclusion Group. Together, member organizations and the community recognize that a Diversity and Inclusion Charter offers an effective model for implementing positive change for our increasingly diverse populations across all municipalities.
Greater community impacts can be achieved together. A York Region-made Diversity and Inclusion Charter will provide the collaborative framework for York Region and the municipalities, organizations and agencies of the Municipal Diversity and Inclusion Group to express a common vision for, and commitment to, promoting an inclusive community that is welcoming of the full range of the diversity of everyone.
For more information on this report, please contact Lisa Gonsalves, Director, Strategies and Partnerships, at 1-877-464-9675 ext. 72090.
Page 22 of 60 The Senior Management Group has reviewed this report.
Recommended by: Approved for Submission:
Adelina Urbanski Bruce Macgregor Commissioner, Community and Health Chief Administrative Officer Services
December 9, 2016
Attachments (2)
#7056543
Accessible formats or communication supports are available upon request
Page 23 of 60 Attachment 1
York Region Municipal Diversity and Inclusion Group
The Municipal Diversity and Inclusion Group (MDIG) provides a forum for local municipalities and key mainstream organizations to engage in collaborative planning, discuss common needs, and identify possible tools and best practices related to accessibility, diversity and inclusion. One key action of the Municipal Diversity and Inclusion Group is the development of a common Diversity and Inclusion Charter that all member organizations will be encouraged to endorse.
Representatives include:
Municipalities The Regional Municipality of York (York Region)(Co-chair) Town of Aurora Town of East Gwillimbury Town of Georgina Township of King City of Markham Town of Newmarket Town of Richmond Hill City of Vaughan Town of Whitchurch-Stouffville Police Services York Regional Police (Co-chair) School Boards York Region District School Board York Catholic District School Board Hospitals Markham Stouffville Hospital Southlake Regional Health Centre Mackenzie Health Agencies United Way of Toronto and York Region Authorities Lake Simcoe Region Conservation Authority Toronto and Region Conservation Authority Not-for-profit York Region Children’s Aid Society
December 2016
#7147474
Page 24 of 60 Attachment 2
DRAFT York Region Diversity and Inclusion Charter Our commitment to creating a welcoming and inclusive community
We, the undersigned organizations, value how York Region’s diversity contributes to the richness, resourcefulness and innovation that make communities flourish. Promoting welcoming and inclusive organizations and communities increases opportunities to engage with and learn about each other, contributing to the wealth, health and well-being of the community. Endorsement of this Charter reflects our ongoing commitment to take purposeful steps to promote an environment that values diversity and inclusion. We share the vision of York Region as a welcoming and inclusive community allowing everyone to develop to their full potential, live free of discrimination and where diversity such as age, sex, race, ethnicity, abilities, religion, sexual orientation, educational background and expertise is celebrated. By endorsing this Charter we, the undersigned organizations, affirm our organization’s commitment to inclusion and removal of barriers under the following four key areas of organizational responsibility:
As a policy-maker we will strive to: • Apply principles of equality for all residents • Promote equal access and non-discrimination across all policies • Engage diverse communities in the policy-making process and encourage participation with the aim of finding a balance that best meets the needs of the community As an employer we will strive to: • Actively promote understanding and respect for diversity and inclusion with our employees • Promote the fair and equal treatment of employees by their managers and colleagues • Attract a diverse and talented workforce that reflects, understands and meets the needs of a changing community As a service provider we will strive to: • Provide services that are accessible, inclusive and responsive to the diverse needs of the community As a purchaser of goods and services we will strive to: • Encourage equal opportunity in procurement
Signed,
Organizations of the Municipal Diversity and Inclusion Group
Page 25 of 60
16-7170 Page 26 of 60 Jacob Gal [email protected] 647-923-7579 Development & Communications York Pride Fest – York Region’s LGBT+ Pride Festival
FOR IMMEDIATE RELEASE York Region, Ontario 2nd February, 2017
Organizers of York Region’s annual Pride Week festival were shocked to learn last week that their plans to stage the region’s fifth annual pride parade in Richmond Hill have been scuppered by the local municipality.
York Pride Fest had submitted their application for the parade last August and was surprised that rejection by the Town of Richmond Hill had not been notified sooner, as they claim the reasons given by the Town were all evident last fall.
These reasons included traffic disruption on Yonge St, lower than expected attendance in 2016, together with some logistical issues regarding the planning and execution of last year’s event, as well as the financial burden for the Town in regard to assisting the event. Additionally, the Town’s 2014 festival and events strategy mandates the removal of all community events away from the heritage district downtown core, along the Yonge St corridor.
Addressing the issue of attendance, York Pride Fest's festival coordinator, Dave Williams, explains that a key objective of the parade is to create visibility. "Visibility peaks the interest of media, stimulates conversation and occasionally a little controversy, all of which fosters greater awareness, understanding and acceptance of diversity. Visibility also enhances the well-being of closeted members of the LGBT community as it reduces their sense of isolation by creating awareness that they are not alone and that there are many in the community who support them." he says.
He adds that low engagement is an issue for all LGBT serving organizations in York Region and most neighbouring regions. It is not something unique to York Region's Pride events. “Due to a significant level of homophobia and Transphobia in York Region, many members of the region’s 50,000+ LGBT population feel disinclined to be open about their sexuality. This includes the majority of youth who fear revealing their sexuality to their families, in many cases believing that it might lead to their eviction.” he says. He also asserts that “The fact that these issues render many individuals fearful of being identified at our parade serves to underline the need for a parade, rather than detract from its justification.”
The region’s annual Pride parades commenced in 2013 and, according to Jacob Gal, Development & Communications Lead for York Pride Fest “planning the parades in the first two years was a relatively straightforward process, even though there was certainly a learning curve for the organizers.” During 2015 and 2016 however the Town of Richmond Hill progressively adopted a new management system for special events. Mr Gal revealed that this system had made the planning process significantly more onerous for York Pride Fest, an entirely volunteer-led organization. In addition, he claims that the transition to the new system, with which both York Pride Fest and Town staff were unfamiliar, precipitated several problems they faced during the organization of last year’s event. But, he comments “Planning issues aside, if avoiding a one hour disruption to Yonge St. traffic is deemed to have higher priority than the benefits that a Pride Parade strives to deliver, everything else becomes academic”.
Following news that the Pride parade cannot occur on Yonge St, York Pride Fest is reaching out to other municipalities, as well as to its partners and supporters, in order to identify and evaluate other options. The organization hopes to be in a position to announce its revised plans in mid February.
About York Pride Fest : York Pride Fest is a not-for-profit, community based organization hosting social events in York Region, which include one of Canada's fastest growing regional Pride Week Festivals, staged each June to celebrate Lesbian, Gay, Bisexual and Transgendered (LGBT) residents throughout our community. York Pride Fest has contributed to our community as a local association since 2007. ###
Page 27 of 60
Parade Route Criteria
Page 28 of 60 TABLE OF CONTENTS
1 INTRODUCTION ...... 3
2 VISIBILITY ...... 3
3 STAGING ...... 3
4 ROUTE LENGTH ...... 4
5 DESTAGING ...... 5
6 ADDITIONAL NEARBY PARKING ...... 6
7 OTHER CONSIDERATIONS ...... 6
York Pride Fest – Parade Route Criteria Page 2
Page 29 of 60 1 Introduction This document discusses the criteria considered relevant to determining the suitability of a route for the York Region Pride Parade.
2 Visibility The key reason for staging any pride parade relates to the vital importance of creating visibility -not for the benefit of individuals participating in the event but, more importantly, for bystanders and all who learn of it via media.
This visibility peaks the interest of media, stimulates conversation and occasionally a little controversy, all of which fosters greater awareness, understanding and acceptance of diversity.
Visibility also enhances the well-being of closeted members of the LGBT community as it reduces their sense of isolation by creating awareness that they are not alone and that there are many in the community who support them.
To maximize visibility, an ideal route is one easily accessible by public transit as well as private vehicles and frequently populated with bystanders.
Unfortunately, but inescapably, there are few opportunities to create visibility without also creating some level of inconvenience. A parade at the back of a park would create no inconvenience but it would also have no visibility. There would be no bystanders and it would be uninspiring to media. At the other extreme, a parade on highway 404 would create substantial visibility but it would also cause considerable disruption to traffic. It is therefore difficult to eliminate all forms of inconvenience, inevitably introducing a need for a trade-off.
3 Staging An area is needed at the start of the parade in which parade participants and their vehicles can be staged.
This becomes an area where participants can assemble into their groups, add final decorations to their vehicles and, in some cases, don costumes. It is also an area in which control can be exerted to ensure only valid registrants are permitted into the parade and to order participating groups into a specific sequence. This sequence is pre- planned and takes account of many considerations, for example ensuring music and floats are evenly distributed throughout the parade.
In 2016 our staging area needed to accommodate 25 regular size vehicles (i.e. cars and SUVs), 5 large vehicles (e.g. floats, buses), and approximately 320 participants (100 in groups with vehicles, 220 in groups without vehicles). We estimate approximately a 10- 20% increase in participation in each successive year.
On street staging is possible, but ideally requires a street with few driveways. Discounting driveway space, if vehicles are to be parked only on one side of the street,
York Pride Fest – Parade Route Criteria Page 3
Page 30 of 60 the total length of a staging street would need to be at least 300 metres (25x8 metres plus 5x20 metres) plus an allowance for growth and contingency. If both sides of the street can be used, the length requirement would be halved.
A preferable alternative is to utilize a parking lot of sufficient size that is unused or barely used during a weekend day, for example the parking lot of: A school A public office that does not open weekends (e.g. a municipal office) A commercial office building whose tenants do not open their businesses on weekends
The parking lot area used in 2016, as the staging area for all 25 regular size vehicles, the participants associated with those vehicles plus all participants without a vehicle comprised a total of 80 regular-size parking spaces, whilst on-street staging was used to accommodate the five large vehicles. It is estimated that this provided approximately 20% contingency over and above the space that was actually required on the day.
4 Route Length The following table provides information about the 2016 York Pride Parade route and participating contingents. For the purposes of comparison it also provides the same information for the Toronto Pride Parade in the same year:
York Region Toronto Pride Parade Parade Route length: 960 metres 2000 metres (*) Total time for a contingent to march the route: 25 minutes 70 minutes Parade speed: 2.3 km/hour 1.7 km/hour Number of contingents: 34 204 (*) Average length of contingent within parade: 10 metres 15 metres Length of parade: 340 metres 3 km Time taken for parade to pass any given point: 9 minutes 107 minutes Time taken for one contingent to pass a given 16 seconds 32 seconds point: Notes: Values marked (*) are estimated based on anecdotal evidence and subsequent values are calculated based on these estimates.
The level of satisfaction enjoyed by audience members varies according to the number and variety of parade contingents, together with the speed of the parade. It is not significantly influenced by the length of the route unless there is overcrowding or a substantial audience deficiency.
York Pride Fest – Parade Route Criteria Page 4
Page 31 of 60 The level of satisfaction enjoyed by participants varies primarily according to the audience size, and to a lesser extent the time taken to complete the parade which varies according to the rote length and parade speed. An excessive route length can be considered tiresome especially in hot weather. But, for those who have invested significant effort into preparing their parade vehicle or costumes, a short route may well be considered as not worth the effort.
In terms of media visibility, a shorter route is preferable if there might otherwise be areas where there is a significant lack of any audience.
In view of these factors, it is believed that considering recent levels of audience attendance, the York Region Pride Parade route should ideally not significantly exceed 750 metres, unless it should occur in an area where there are a significant number of bystanders. At the same time, in order to be able to satisfy participants and assure their ongoing support in subsequent years, we believe that the route should not be significantly less than 750 metres.
5 Destaging The parade needs to finish in an area where vehicles can park, at least temporarily, not least to enable removal of decorations so that vehicles can become road-worthy, i.e. safely travel in normal traffic.
On three past occasions, we have hosted a community celebration event separate from the parade event. In one year, the celebration event occurred on the following day. On two occasions, it occurred in the evening of the same day, commencing 4 hours after the completion of the parade. On all three occasions, there was very low attendance at the community event and subsequent surveys revealed a reluctance of our supporters to attend two separate Pride events in the same weekend, due to other weekend commitments. This viewpoint was particularly prevalent for supporters living in a different town, as for them attendance at each event necessitated a non-trivial journey.
Consequently, since 2015, it has been our preferred strategy to schedule our community event to occur immediately following the parade, in the vicinity of the parade end point. In 2015, this strategy was proven to be very effective when, during a two hour period after the parade, 500+ individuals attended our Pride In the Park event located adjacent to the destaging parking lot. In 2016, the community event was held in a pub with limited capacity approximately 500 meters from the destaging point, and a community march was organized between the two locations. This brought reasonable results, with attendance by 150 to 200 individuals although it remains to be seen to what extent this reduction occurred to the limited capacity of the venue versus the distance from the destaging point.
It is notable that for the past four years, Durham Pride have adopted a similar strategy with great success. Each year, immediately following their parade in Oshawa, they host a community event in a nearby park. Their park event runs from 3pm until mid-evening and is very well attended.
York Pride Fest – Parade Route Criteria Page 5
Page 32 of 60 6 Additional Nearby Parking The majority of parade participants (approximately 200) will be travelling to the parade location in vehicles that will not form a part of the parade. Even if, on average, there are two occupants per vehicle, this brings about a need for the availability of approximately 100 parking spaces in the vicinity of the parade.
In addition, many members of our audience do not reside in the immediate vicinity of any parade. And, as our Pride Festival supports the LGBT community across the whole of York Region, we strive to encourage attendance by supporters living in different towns. Clearly, this brings about a need for the availability of additional parking to permit access by supporters unable or unprepared to utilize public transit.
7 Other Considerations
The York Region Parade is unlike large city parades in the various respects, not least:
33% of participating contingents are without vehicles, 53% travel the parade in a car or SUV and only 15% bring a large vehicles. Large vehicles have typically comprised, Viva buses, fire engines and just one or two flatbed floats.
The vast majority of participants represent not-for-profit community organizations or groups, public services or trade unions. To date, only one or two commercial enterprises have participated.
Participants are required to agree to strict terms and conditions which, amongst other provisions, outlaw public nudity and negative messaging.
Levels of audience attendance have not, to date, warranted the need for barriers to separate spectators from the parade.
Despite these differences:
Any turns along the route need to provide a road width that can accommodate large vehicles such as flatbed floats.
For safety reasons, all points along the route need to permit a reasonable separation between spectators and parade vehicles.
Even though the smaller number of floats means there is much less noise compared to a large city parade, and for a much shorter duration, even the reduced noise level may exceed bylaw limits for a residential area.
York Pride Fest – Parade Route Criteria Page 6
Page 33 of 60
1st February, 2017
Dear Partner/Supporter,
Last week we were dismayed to learn that the Town of Richmond Hill has declined our application to hold the fifth York Region Pride Parade on Yonge St, Richmond Hill, during our 2017 Pride Week, scheduled for June 9th-18th. The parade had been scheduled to occur during the afternoon of Saturday, June 17th.
As you are aware, for the past four years our Pride Parade has taken place at this location. On each occasion, it has necessitated the closing of Yonge St, between Crosby Ave and Major Mackenzie Drive, for approximately one hour.
This Monday, at a meeting with the Town of Richmond Hill, the reasons for rejection of our application were identified as follows:
1. The displacement of motorists and resulting congestion, due to the volume of traffic on Yonge St,
2. Disruption to residents on Bedford Park Drive which was used as a staging area, although the Town indicated that it had received no complaints from those residents.
3. Low attendance: An attendance of 800-1000 had initially been estimated by York Pride Fest for the 2016 combined parade and park event. But, following the subsequent replacement of the 2016 park event with our ‘Pride In the Pub’ event, primarily necessitated by financial constraints, fewer had attended the two events.
4. The Town’s 2014 Festival Event strategy indicates the need to move festivals on Yonge St to an alternate location, due to traffic disruption and the impact on businesses in the downtown area - this being one of the reasons why the Richmond Hill Santa Claus parade has been relocated.
5. Financial implications related to the impact on the Town’s resources, for example, staff time.
6. Logistical issues related to the operation of the 2016 parade and its planning.
In regard to item 3, York Pride Fest made the following points clear during the meeting:
That the key reason for staging any pride parade relates to the vital importance of creating visibility - not for the benefit of individuals participating in the event but more importantly for bystanders and all who learn of it via media. This visibility piques the interest of media, stimulates conversation and occasionally a little controversy, all of which fosters greater awareness, understanding and acceptance of diversity. Visibility also enhances the well-being of closeted members of the LGBT community as it reduces their sense of isolation by creating awareness that they are not alone and that there are many in the community who support 165‐A Pony Drive, Newmarket, ON, L3Y 7B5 Online: www.yorkpridefest.com Phone: 905‐235‐3186 Email: [email protected] Page 34 of 60
them. To demonstrate the effectiveness of the parade in creating visibility, we explained that in each of the 6 years prior to our first pride parade in 2013, there had been at most one (and sometimes zero) media articles published, related to our Pride Week activities. But, since the introduction of our parade in 2013, there have been multiple articles published each year including ones which publicize important issues related to some of our participants. For example, transgender issues were highlighted by a series of articles that have been published about a Georgina family with a transgender child, following their first participation in our parades.
Unfortunately, but inescapably, there are few opportunities to create visibility without also creating some level of inconvenience. A parade at the back of a park would create no inconvenience but it would also have no visibility. There would be no bystanders and it would be uninspiring to media. At the other extreme, a parade on highway 404 would create substantial visibility but it would also cause considerable disruption to traffic. It is therefore infeasible to eliminate all forms of inconvenience. There is inevitably a need for a trade-off.
A recent Gallop poll of 1.5 million individuals in the USA has revealed that 7.3% of those under the age of 35 identify as LGBT. In Canada, due to greater acceptance of diversity, the figure is likely to be higher. But, even if we assume a conservative estimate of only 5% of the entire population, this translates to approximately 7500 LGBT residents of Richmond Hill and more than 50,000 residents across the region as a whole. Notably, all LGBT related organizations in the region see only a minute fraction of this population and York Pride Fest believes there are two main reasons for this. Firstly, many of those above the age of 30, whether partnered or not, have become resigned to their lifestyle, are preoccupied with employment and family responsibilities and no longer see personal advantage in engaging with any LGBT cause. Secondly, the majority of LGBT youth in the region (and a significant number of LGBT adults) are fearful of revealing their sexuality to others, including their families, and are therefore reluctant to search for or connect with local resources. Consequently, they fear being seen at our parade. Meanwhile many do attend Toronto Pride where they feel more able to hide in the crowd and less likely to be noticed by family or potentially homophobic colleagues and peers. Notably, poor rates of engagement apply to all LGBT related services across our region and also in our neighbouring regions. This is not something unique to York Pride Fest or to York Region. However, this phenomenon serves to underline the need for the visibility created by our parade, rather than detract from its justification.
In regard to item 6, York Pride Fest conceded that some volunteers had not been correctly deployed to road barriers during our 2016 parade, leading to some logistical issues. There was however dispute regarding some other examples cited by those in attendance at the meeting. In regard to planning, York Pride Fest identified that the Town’s transition to its new Events system in 2015/2016 and unfamiliarity with the new system, by both York Pride Fest and Town staff, together with York Pride Fest’s transition to a registered non-profit organization had been contributing factors to some of the issues mentioned. 165‐A Pony Drive, Newmarket, ON, L3Y 7B5 Online: www.yorkpridefest.com Phone: 905‐235‐3186 Email: [email protected] Page 35 of 60
Nevertheless, we were advised that the Town’s decision regarding this year’s parade is final.
However, in lieu of the parade on Yonge St, the Town of Richmond Hill has offered to enhance our planned ‘Pride In The Park’ event, scheduled to take place in Town Park, Richmond Hill on the afternoon of June 17th – the same date we had also planned to stage our parade. The Town proposed that Vern Dynes Way, a minor road adjacent to the park and of 350 metres in length, could be closed to permit either a short parade around the Elgin Barrow Arena or the placement of decorated stationary vehicles of our participants, who might otherwise have participated in the parade.
Following this development, York Pride Fest feels obliged to invite comments, suggestions and support from its partners and supporters, in regard to examining possible alternative formats and venues for our main Pride Week event, that might have potential to create greater visibility than the enhanced park event proposed by the Town of Richmond Hill. We are also extending an invitation to other municipalities, should they wish to offer to host a suitable Pride event that they believe might create greater visibility and that can be organized in the time available.
We have advised the Town of Richmond Hill that we will seek input and proposals over the coming week. Having received feedback, we will then choose whichever option we believe best satisfies our primary objective of creating visibility. Ideally we would like to be in a position to make that decision next week. Having done so, we will immediately advise the Town of Richmond Hill whether we wish to proceed with their proposed enhanced park event at Town Park or discontinue our plans for that venue.
I would therefore like to ask you to respond with any comments, suggestions or questions you may have, either by email to [email protected] or via our Facebook page at https://www.facebook.com/yorkpridefest/. Please also feel free to telephone either myself or Jacob Gal, our Development & Communications lead, at any time during business hours. I can be reached on 905-235-3186, and Jacob on 647-923-7579. A document describing what we consider to be an ideal criteria for a main event that includes a parade can be found at: http://yorkpridefest.com/common/mediafileaccess.phtml?mediafileid=1042
Further, if you believe you are able to take any actions to help York Pride Fest invite or secure offers for alternative event opportunities that fulfil our objectives, your assistance would be greatly appreciated as is your ongoing support.
Best regards,
Dave Williams Festival Coordinator 165‐A Pony Drive, Newmarket, ON, L3Y 7B5 Online: www.yorkpridefest.com Phone: 905‐235‐3186 Email: [email protected] Page 36 of 60 Sarah Brislin
From: Ontario News
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News Release
Investing in Festivals and Events to Boost Tourism Across Ontario
March 6, 2017
Province’s Support for 304 Events Will Create Jobs, Grow Local Economies
Ontario is supporting a record number of festivals and events this year to showcase the province as a vibrant place to live and visit during Ontario's 150th anniversary.
Eleanor McMahon, Minister of Tourism, Culture and Sport, was at Mills Hardware in Hamilton today to make the announcement with Supercrawl, a three-day arts and music street festival that takes place in Hamilton's downtown core in September. Supercrawl is receiving funding from the Celebrate Ontario program that will help expand the festival with stage enhancements, a local artist submission program and new eating areas. This support will also help expand research and marketing initiatives to increase attendance and attract more tourists to the festival.
The province is supporting 304 festivals and events that celebrate Ontario's diversity, heritage and culture. This support allows festival and event organizers to enhance their programming, activities and services so that they can draw more tourists and create jobs in communities across the province.
The program is also recognizing the importance of rural and northern festivals and events across Ontario, which play a vital role in local economies. This year, 126 distinct festivals and events receiving support will take place in rural or northern areas, and will showcase the diverse traditions that make these communities so unique.
Investing in local festivals and events is part of our plan to create jobs, grow our economy and help people in their everyday lives.
QUICK FACTS
1 Page 37 of 60 Ontario is investing more than $19 million in the Celebrate Ontario program to support 304 festivals and events, the highest number in the history of the program.
Every year, festivals and events support tens of thousands of jobs in Ontario and generate millions of dollars in revenue.
Past recipients’ data shows that every $1 of Celebrate Ontario funding triggers almost $20 of visitor expenditures.
Ontario is also supporting more than 360 exciting local initiatives through the Ontario150 Community Celebration Program that will bring communities together to celebrate the province’s 150th anniversary.
As part of the commitment made in Ontario’s Tourism Action Plan, the government improved the Celebrate Ontario program to further streamline the application process, focus on results and improve alignment to better support communities across Ontario.
ADDITIONAL RESOURCES
Celebrate Ontario recipients
Celebrate Ontario success stories
Explore more ways to discover Ontario
QUOTES
"Festivals and events bring local communities together, commemorate our heritage and celebrate the vibrancy of our province, which is especially important as we celebrate Ontario’s 150th anniversary this year. I am thrilled that our government continues to make important investments through the Celebrate Ontario program that create good local jobs and draw people from around the world to discover all that our province has to offer." — Eleanor McMahon, Minister of Tourism, Culture and Sport
"Many event organizers are enhancing programs to their festivals and events this year in celebration of Ontario's 150th birthday. Support from the province through Celebrate Ontario provides festivals and events with the ability to continue to provide exciting ways for visitors and residents to experience Ontario. Festivals and events are a major contributor to the economy in Ontario. With hundreds of festivals taking place, they
2 Page 38 of 60 Sarah Brislin
From: Ontario News
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News Release
More Support for Parents to Get Involved in Their Children's Learning
February 23, 2017
Province Helping Kids and Parents Work Together to do Well at School and Beyond
Ontario is making it easier for more parents to take part in their children's learning and well-being inside and outside the classroom, with funding for thousands of local projects across the province.
Applications are now open for Parents Reaching Out Grants for the 2017-18 school year, and will be accepted until May 25, 2017. Grants are available to school councils, Parent Involvement Committees, and not-for-profit organizations working with parents.
Examples of past projects include:
Family math nights for parents and kids to work together and learn more about the math curriculum School information and newsletters translated into multiple languages so that more parents can stay informed about school and community activities Workshops for parents to learn more about cyber-bullying awareness and prevention.
This school year, more than 2,200 projects across all 72 school boards are helping parents find local solutions and hands-on opportunities to support their children's achievement and well-being.
Helping parents take an active role in their children's education is part of the government's plan to create jobs, grow our economy and help people in their everyday lives.
QUICK FACTS
1 Page 39 of 60 Since 2006, the government has awarded more than 19,500 Parents Reaching Out grants to school councils and 799 regional/provincial grants - a total investment of nearly $31 million to help increase parent involvement in publicly funded education.
Studies show that when parents are engaged in their children’s education, students are more likely to earn higher grades, have better behavior and social skills, and continue their education at a higher level.
ADDITIONAL RESOURCES
Apply now for a Parents Reaching Out (PRO) Grant
Last year’s approved projects
Tips and tools for parents to get involved
Resources for parents in different languages
Achieving Excellence: A Renewed Vision for Education in Ontario
Ontario’s Renewed Math Strategy
Ontario’s Parent Engagement Policy
QUOTES
"Parents take on many roles - whether it’s helping with math homework, encouraging kids to pick up a book and read, or worrying about online safety. The Parents Reaching Out Grants are supporting projects across the province that assist parents tackle these everyday challenges and get more involved in their child’s learning." — Mitzie Hunter, Minister of Education
"PRO Grants have allowed us to reach more parents in our school board by meeting the diverse needs of our parent community. With this funding, we have been able to provide important information and resources to parents in support of their children’s learning and well-being." — Laurie Tremble, Co-Chair, Parent Involvement Committee, Waterloo Region District School Board
2 Page 40 of 60 Sarah Brislin
From: Ontario News
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News Release
Ontario Continuing to Welcome Newcomers with Expanded and Modernized Immigration Program
February 16, 2017
Province Attracting Global Talent, Helping Businesses Find Skilled Workers
Ontario is continuing to help businesses attract the talented people they need to compete globally by accepting more skilled newcomers than ever before through its successful Ontario Immigrant Nominee Program (OINP).
Laura Albanese, Minister of Citizenship and Immigration, and Deb Matthews, Deputy Premier and Minister of Advanced Education and Skills Development, were at the University of Toronto's Centre for International Experience today to make the announcement.
Recognizing the success of the OINP and its importance to Ontario's economy, the federal government has increased the province's 2017 allocation by 500 nominees to a total of 6,000. Through the OINP, Ontario is able to nominate people for permanent resident status. Nominees include skilled workers, international students, experienced entrepreneurs, and key staff of established foreign corporations seeking to expand into Ontario.
Next week, the OINP will open applications for its three highest-volume streams - the International Masters Graduate Stream, the International PhD Graduate Stream, and the Ontario Express Entry Human Capital Priorities Stream. With their advanced language skills and global connections, international students are important to the success of Ontario's economy.
The OINP is also modernizing its application process this year with a new, paperless online system, which will speed up the application process, improve customer service, and help employers find the skilled workers they need sooner.
Attracting and retaining skilled newcomers is part of our plan to create jobs, grow our economy and help people in their everyday lives.
1 Page 41 of 60 QUICK FACTS
Ontario’s federal nomination allocation has increased from 2,500 in 2014 to 6,000 in 2017.
About 25 per cent of Ontario’s 2016 nominees work in the thriving ICT sector. This is more than double the amount suggested by Ontario business leaders and the Ontario Chamber of Commerce (10 per cent).
In 2015, the Premier convened an Expert Panel on a Highly Skilled Workforce to provide advice on how Ontario’s workforce can prepare for a more technology- and knowledge-based economy.
BACKGROUND INFORMATION
Modernizing Immigration to Support Ontario's Economy
ADDITIONAL RESOURCES
Read about Ontario’s Immigration Strategy
Discover: Ontario Immigrant Nominee Program
QUOTES
"Immigration is key to stimulating innovation, growing our workforce and keeping us competitive in today’s global economy. By helping attract the people who have the skills and abilities we need to fill labour market gaps, Ontario is helping ensure businesses are better able to prosper and make our province even stronger." — Laura Albanese, Minister of Citizenship and Immigration
"The OINP allows Ontario to attract individuals who have the right skills and experience for our economic needs. Attracting and retaining skilled newcomers and international students will help to create a prosperous economy based on ideas, innovation and exchange and will enrich the cultural diversity of Ontario." — Deb Matthews, Deputy Premier and Minister of Advanced Education and Skills Development
CONTACTS
2 Page 42 of 60 Sarah Brislin
From: Ontario News
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News Release
Ontario Making Progress in Plan to End Violence Against Indigenous Women
March 1, 2017
Province and Indigenous Partners Come Together to Implement Long-Term Strategy
Ontario, together with Indigenous partners, continues to make progress in its commitment to end the cycle of violence against Indigenous women and girls.
The province has released an update on its work with Indigenous partners to implement Walking Together: Ontario's Long-Term Strategy to End Violence Against Indigenous Women. The strategy, which was released one year ago, focuses on raising awareness of and preventing violence against Indigenous women, providing more effective and culturally appropriate programs and services, improving socio-economic conditions that support healing, and keeping communities safe.
One year later, more Indigenous women, children, youth and families are getting the support they need in their communities. Some of the key accomplishments include:
Providing more than 200 Indigenous communities with supports and services through the Family Well-Being program, which includes hiring and training more front-line service workers, developing community-based programming and creating safe spaces. Expanding Kizhaay Anishinaabe Niin: I Am a Kind Man, from five to 26 sites across Ontario to support Indigenous men through healing and violence prevention programming. Introducing the Anti-Human Trafficking Act, which, if passed, would enable individuals to apply for restraining orders against human traffickers and make it easier for survivors to get compensation from those who trafficked them. Launching the Indigenous Anti-Human Trafficking Liaisons program with partners to support Indigenous-led approaches to end human trafficking.
The province will continue to work with Indigenous partners to make further progress in its strategy to end violence against Indigenous women and girls, which is one of many steps on Ontario's journey of healing and reconciliation
1 Page 43 of 60 with Indigenous peoples. It reflects the government's commitment to work with Indigenous partners, creating a better future for everyone in the province.
QUICK FACTS
Indigenous women in Ontario are three times more likely to experience violence than other women.
As a consequence of intergenerational trauma, Indigenous children and youth are overrepresented in child protection services.
At the 2015 National Roundtable on Missing and Murdered Indigenous Women and Girls, Ontario’s delegation tabled 10 pan-Canadian actions to address violence against Indigenous women and girls across Canada.
The fifth National Indigenous Women’s Summit will be held in Toronto from March 6 to 8, 2017.
ADDITIONAL RESOURCES
Read the Year One Update
Walking Together: Ontario’s Long-Term Strategy to End Violence Against Indigenous Women
QUOTES
"Incredible progress made over the past year in collaboration with Indigenous partners and especially the frontline workers. To end the cycle of violence once and for all, we must all continue to work together to create programs that meet the unique cultural needs of Indigenous women and their families." — David Zimmer, Minister of Indigenous Relations and Reconciliation
"A year after launching the Walking Together strategy, we are continuing to make important progress. We are addressing human trafficking and helping survivors access culturally appropriate supports to rebuild their lives and heal. Through the program Kizhaay Anishinaabe Niin: I Am a Kind Man, we are empowering men and youth to help end violence against Indigenous women and girls across Ontario." — Indira Naidoo-Harris, Minister of the Status of Women
"I have heard from First Nations, Métis, Inuit and urban Indigenous communities across the province about how excited they are about the Family Well-being program. Great progress has been made in the creation
2 Page 44 of 60 Page 45 of 60 Page 46 of 60 Sarah Brislin
From: Ontario News
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News Release
Ontario Boosting Housing Supports for up to 6,000 Families in Need
March 9, 2017
Province Making Progress on Ending Chronic Homelessness by 2025
Ontario is increasing its investment in housing assistance and supports across the province to help up to 6,000 families in need remain permanently housed - a major step forward in its goal to end chronic homelessness by 2025.
Chris Ballard, Minister of Housing and Minister Responsible for the Poverty Reduction Strategy, was at the Native Women's Centre Mountain View in Hamilton today to announce the new investment. Twenty per cent of the new funding will be dedicated to supporting Indigenous people.
The new supports, such as counselling, addictions services and life skills training, will help people who are homeless and experiencing addictions, or living with mental illness or disabilities, to obtain housing and remain permanently housed. The funding will allow municipalities and Indigenous organizations to deliver ongoing supportive housing programs that best meet the needs of chronically homeless people in their communities.
This investment builds on the three-year funding for supportive housing that was previously announced in March 2016 as part of the Long-Term Affordable Housing Strategy update. In the coming days, the province will launch a selection process to choose a number of municipalities to participate in the program, and will work with Indigenous partners to select organizations that will deliver these services for Indigenous people.
Working with Indigenous partners to end chronic homelessness by 2025 is one of many steps on Ontario's journey of healing and reconciliation with Indigenous peoples.
QUICK FACTS
Chronic homelessness refers to the state of being homeless for six months or more in the past year.
1 Page 47 of 60 To support its goal of ending chronic homelessness by 2025, Ontario is increasing its operating funding for housing assistance and support services to $100 million annually, beginning in 2019-20. This will bring the total investment since 2017 to $200 million by 2019-20, assisting up to 6,000 families and individuals.
$20 million in operating funding will be invested over the next two years to give Indigenous people better access to supportive housing, with the funding ramping up to $20 million annually by 2019. Since 2008, Ontario has committed over $168 million to off-reserve Indigenous households.
Indigenous communities are significantly overrepresented among the homeless population and are more likely to face difficulties finding a place to call home compared to non-Indigenous people in Ontario.
The province is also developing an Indigenous housing strategy, in partnership with Indigenous organizations, to address the unique housing challenges and needs of First Nation, Métis and Inuit Peoples.
The updated Long-Term Affordable Housing Strategy focuses on making housing programs more people- centred and coordinated, and provides municipalities with flexibility to meet local needs through tools like inclusionary zoning.
The revised strategy also reflects the recommendations made by the Expert Advisory Panel on Homelessness in 2015.
ADDITIONAL RESOURCES
Ontario’s new Supportive Housing Policy Framework
Ontario’s Long-Term Affordable Housing Strategy
Ontario’s Poverty Reduction Strategy
A Place to Call Home: Report of the Expert Advisory Panel on Homelessness
QUOTES
"In Ontario, we believe that every one of us deserves the security of knowing we’ll have a safe place to lay our heads. It’s a belief that formed the foundation of our goal to end chronic homelessness by 2025 and today’s announcement marks huge progress towards reaching that goal. As a province, we will continue to extend an arm around those who need it most and meet our goal of bringing every one of our neighbours
2 Page 48 of 60 Sarah Brislin
From: Ontario News
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News Release
Ontario Combatting Systemic Racism and Breaking Down Barriers
March 7, 2017
Province Releases Three Year Anti-Racism Strategic Plan
Ontario is combatting systemic racism by releasing a new three year strategic plan in order to break down barriers for racialized people across the province, including Black, Indigenous and other racialized communities.
The government has heard from people that despite efforts to promote inclusion and equity, histories of slavery, colonization and institutions of our past continue to shape the present and create a further gap between racialized people and others.
Following community meetings held across the province in 2016, Michael Coteau, Minister Responsible for Anti- Racism, today released A Better Way Forward: Ontario's 3-Year Anti-Racism Strategic Plan. The plan is part of government's commitment to fight systemic racism and create fair and equitable outcomes for Black, Indigenous and other racialized people.
The plan includes measures to help identify and eliminate systemic racism. It is also an acknowledgement that systemic racism -- including anti-Black racism, anti-Indigenous racism, Islamophobia and racism experienced by other communities, including the Jewish community -- is real, and can act as a barrier to achieving opportunity.
The strategy includes:
Developing a framework for the collection of race-based data in various institutions, including the child welfare system and the justice, education and health sectors. Collecting race-based data is a valuable way to better understand where racial inequalities exist, which will help government work toward solutions to address it. A new Ontario Black Youth Action Plan targeted at increasing access to supports and opportunities for Black children, youth and their families to address outcomes disparities. Implementing an anti-racism impact assessment framework to help anticipate and remove unconscious bias in proposed policies, programs and decisions.
1 Page 49 of 60 New legislation that would, if passed, ensure the sustainability and accountability of the province's anti-racism work by providing a framework for government and organizations to identify and combat systemic racism. Public education and awareness initiatives targeting racism, including Islamophobia and antisemitism
Eliminating systemic racism and advancing racial equity is part of Ontario's plan to create jobs, grow our economy and help people in their everyday lives.
QUICK FACTS
Systemic racism occurs when an institution or set of institutions working together creates or maintains racial inequity. This can be unintentional, and doesn’t necessarily mean that people within an organization are racist.
Ontario’s Black Youth Action Plan is a four-year commitment with $47 million in funding.
In 2016, the directorate held 10 public meetings across Ontario. In total, more than 2,500 people attended and more than 2,000 participated via live stream. Transcripts of the public meetings are posted on Ontario.ca/antiracism.
By 2031, racialized people will account for an estimated 40 per cent of Ontario’s population, and Indigenous youth are Ontario’s fastest-growing population.
BACKGROUND INFORMATION
Ontario's Black Youth Action Plan
ADDITIONAL RESOURCES
A Better Way Forward: Ontario’s 3-Year Anti-Racism Strategic Plan
QUOTES
"During our consultations, I heard a Black father speak about how his 4-year old boy had already experienced racism. I’m a firm believer that Ontario is a place of diversity and inclusion. I also know, just as well as that father and son do, that racism is real, and that government must actively work to eliminate it. This plan is our commitment to change how we do things. It’s our pledge to Black youth who come into
2 Page 50 of 60 Sarah Brislin
From: Ontario News
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News Release
Ontario Introduces Anti-Racism Legislation
March 29, 2017
Advancing the Province’s 3-Year Anti-Racism Strategic Plan
Today, Michael Coteau, Minister Responsible for Anti-Racism, introduced new legislation that would, if passed, embed Ontario's Anti-Racism Directorate in law, creating a framework for continued work to promote equity for racialized groups across the province.
During public consultations held last year, the province's Anti-Racism Directorate heard from community members that legislation was needed to ensure the long-term sustainability of the government's anti-racism efforts. This proposed Anti-Racism Act responds to that request and would allow government and public sector organizations to identify and combat systemic racism in policies, programs and services and effectively work toward advancing racial equity for all.
If passed, the proposed Anti-Racism Act would:
Establish the Anti-Racism Directorate in legislation to ensure its long-term sustainability Ensure the sustainability and accountability of the government's anti-racism work by developing and maintaining a multi-year anti-racism strategy. The strategy's initiatives, targets and indicators would be reported upon annually to measure the strategy's effectiveness Require a review of the anti-racism strategy at least every five years, in consultation with the public Enable the government to mandate race data collection and an anti-racism impact assessment framework, to apply an anti-racism perspective to public sector policies and programs.
Eliminating systemic racism is part of Ontario's plan to create jobs, grow our economy and help people in their everyday lives.
QUICK FACTS
1 Page 51 of 60 The breadth of Ontario’s proposed Anti-Racism Act is unprecedented in Canada, and would position the province as a leader in working toward the elimination of systemic racism.
The Anti-Racism Directorate was established in February 2016.
A Better Way Forward: Ontario’s 3-Year Anti-Racism Strategic Plan was announced on March 7, 2017 and outlines Ontario’s approach to combatting systemic racism.
The proposed Anti-Racism Act includes provisions that protect privacy and personal information and if passed, would provide the Information and Privacy Commissioner with an oversight role.
It is estimated that by 2031, racialized people will make up 40 per cent of Ontarians.
ADDITIONAL RESOURCES
A Better Way Forward: Ontario's 3-Year Anti-Racism Strategic Plan
QUOTES
"People from across Ontario have told me they want to ensure the long-term sustainability of our anti-racism work. That is exactly what this legislation will do. We’re playing a leading role in eliminating systemic racism. We’re taking concrete actions to ensure that all people have an equitable opportunity to succeed and reach their full potential." — Michael Coteau, Minister Responsible for Anti-Racism
CONTACTS
Alicia Ali Minister’s Office 416-212-2278
Melinda Maldonado Anti-Racism Directorate
2 Page 52 of 60 Inclusivity Action Plan
Page 53 of 60 GEDAC as a whole was a very large committee
Creation of the IAP Subcommittee grew from a need for a smaller group of individuals to work on an action plan to create a more welcoming Georgina
Comprised of GEDAC committee members and addition members of the community
Page 54 of 60 Informed and assisted with draft of “Town of Georgina Diversity and Inclusivity Policy”
Informed and assisted with draft of “Town of Georgina Advertising Guidelines”
Spearheaded the “Welcome Banners” project
Page 55 of 60 Developing a town slogan, along the lines of “Racism Free Edmonton.” Narrowed down: Where Everybody is Welcome Free to Be Country Charm and Open Arms
Creating other media forms of our Welcome banners Posters Stickers for local business windows Indoor signage for town facilities
Ordering “swag” for events Quote for multi-coloured rubber bracelets
Page 56 of 60 Environmental Scanning “Say No to Hate” button on Town’s homepage linking to Hate Crime Unit for reporting Survey for residents to complete Gives us an idea of what residents are feeling, thinking, and seeing
Georgina Advocate Diversity Series
Page 57 of 60 Sarah Brislin
From: Andrew Wall Sent: February-22-17 8:56 AM To: Sarah Brislin; Scott Edwards; Bernice Wagg; Laura Taylor; Melissa Thorne Subject: RE: GEDAC question
Good Morning Sarah.
This is how vandalism is currently handled within the Parks/Facilities division:
Supervisor’s go take a look at the vandalism and take pictures. If it is just tagging and it is something our staff can handle we get them to take care of it, if it is something bigger we call a contractor to remediate. If it is racial slur or not we go to the Police department and fill out a report so they are aware what is taking place in the municipality. I believe they have an officer that deals directly with these issues but the report still needs to be filled out. On weekend’s this same process takes place.
Current practice sees supervisors using their discretion whether YRP needs to be involved or not.
Hope this answers the question.
Andrew Wall CD, P.Eng, PMP, MBA Manager of Parks and Facilities | Operations and Infrastructure | Town of Georgina 26557 Civic Centre Road, Keswick, ON, L4P 3G5 T: (905) 476-4305 Ext. 2450 | F: (905) 476-6902 www.georgina.ca
From: Sarah Brislin Sent: February‐17‐17 9:35 AM To: Scott Edwards
The Committee discussed the following possible resolution:
Future resolution:
Ask Council to direct staff, that if hate crimes in the form of vandalism occur can staff before it is cleaned up, make sure it is reported to YRP and recorded, etc.
Before making this recommendation to Council the Committee requested I find out how vandalism (Specifically related to Hate Crimes) currently handled.
C. Sarah A. Brislin, BA Committee Services Coordinator Clerk's Division | Town of Georgina 26557 Civic Centre Rd., Keswick, ON L4P 3G1
1 Page 57 of 57 Sarah Brislin
From: Phil Rose-Donahoe Sent: March-14-17 2:53 PM To: Sarah Brislin Subject: GEDAC agenda item
Hi Sarah,
Below is a summary of a phone call I just had with Scott Milne from YRDSB. Can you add this to the next GEDAC agenda for discussion and hopefully a resolution?
Thanks, Phil
Phone call with Scott Milne Manager, School and Community Projects Inclusive School and Community Services York Region District School Board
Scott is working on a sub-committee of the Community Inclusivity and Equity Committee of York Region (CIECYR) that has the mandate to organize an ongoing series of community talks with a First Nations, Métis, and Inuit (FMNI) focus They have already had two talks and will be continuing to organize more Talks are facilitated by an elder – the subcommittee helps to find the elder but the elder designs the talks Partners include: Kinark, Blue Hills, both school boards, Seneca etc. (15 in total) Scott wants to know if the Town of Georgina/GEDAC is interested in hosting one in partnership with YRP in the fall; the talk would not be open to the public but is meant for Town/GEDAC members and YRP staff Talks have usually occurred on the last Thursday of every second month and involved about fifty participants Snacks and refreshments are required of the host
Phil Rose-Donahoe B.A. Hons, MMSt Manager of Cultural Services l Cultural Services Division l Town of Georgina 26557 Civic Centre Rd., Keswick, ON L4P 3G1 T: 905-476-4301 Ext. 2224 l 905-722-6516 l 705-437-2210 E: [email protected] Website: www.georgina.ca
Culture in Georgina arises from a unique landscape and a balance of urban and rural life. Cultural expression and celebration in Georgina contributes to the local economy, to personal growth and community well-being; it transforms our communities by fostering creativity, the imagination, and a shared vision of a better future.
1 Sarah Brislin
From: John Espinosa Sent: March-13-17 12:27 PM To: Sarah Brislin Cc: Rachel Dillabough Subject: March 8, 2017 Memorandum re: GEDC
Sarah, I’m in receipt of your Memorandum dated March 8, 2017 regarding the Georgina Equity and Diversity Committee request to Council for blessings by the Chippewas of Georgina Island First Nations of the Canada 150 Celebrations. In order to forward this to Council, I need additional information. For instance:
1. What events/dates? I understand there will be a number of events held on different dates. Is there any specific information regarding which events and on what dates these blessings will be requested? 2. Is the Canada 150 Committee (or the group arranging these events) aware of this request and if so, have they been advised of the events/dates to which this is contemplated? 3. Is there a cost involved in this request? If so, who will pay for it? 4. Who (specifically) shall make the request? If Council approves, can they delegate that to the Chair of the Committee?
Please query the Committee and provide additional information. Thank you.
Regards,
John Espinosa Town Clerk
John A. Espinosa, B.A., J.D. Town Clerk Clerk's Division | Town of Georgina 26557 Civic Centre Rd., Keswick, ON L4P 3G1 T: 905‐476‐4301 ext 2223 905‐722‐6516 705‐437‐2210 E: [email protected] www.georgina.ca
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