City of Winnipeg - Diversity Dashboard 

The City of Winnipeg is one of the largest public service organizations in Manitoba with over 10,400 employees, working across 8 major city departments and another 15 city services that serve the public and organization. The City is supported by a team of approximately 140 HR professionals that provide generalist HR support in city departments and 8 speciality HR program services including the Equity Office. The Director of HR Services & the Equity Office reports to the Chief Administrative Officer, who in turn reports to Mayor and Council, who provide strategic direction to the public service on the delivery of City services.

The Diversity Dashboard (DD) inspires and empowers leaders in all City Departments to access real-time diversity information to fully analyse the current state of their Departments and to measure gaps in representation to inform Equity, Diversity and Inclusion (EDI) programs and initiatives tailored to their contexts. With the EDI strategic goal of achieving diversity representation reflective of the community we serve, leaders are taking responsibility and accountability in moving the needle toward that goal. The DD also tracks the completion rate of the Self-Declaration Questionnaire (SDQ) allowing leaders to follow up with staff to ensure they have received and understood the SDQ. Evidence-based planning supports a leadership culture in focusing valuable resources where they are needed most, helping to ensure equitable diversity representation within the Public Service.

Users of the DD have learned the PowerBI platform, and how to navigate the various queries for key insights on the workforce, labour force and population including comparability with cities of similar size. For example, the labour force availability of Firefighters in Winnipeg can be compared to Regina or Ottawa. We can query to understand the number of Indigenous employees who also declared a disability or how many women are represented by each union. DD users are advised whenever a new feature is built for further analyses. Leaders also have access to an e-course on the SDQ to help promote this data collection to inform EDI strategies. Finally, leaders have begun using the DD data along with attrition rates and other trends to map out HR forecasts, succession planning, and diversity goals.

Historically, the City only provided aggregate data on diversity representation for Indigenous Peoples, Persons with Disabilities, Women and Visible Minorities with yes or no answers. The DD provides a more fulsome depiction of workforce diversity, including disaggregated data capturing the diversity within each of the broad equity groups. For example, we have designed the Self-Declaration Questionnaire to capture disaggregated data on Indigeneity to understand representation of First Nations, Red River Métis, Inuit and Two-Spirited and Indigenous LGBTQ Peoples. This provides key knowledge to leaders to plan for equitable diversity representation within Departments, thus helping to address the skill gaps in attracting, recruiting and retaining diverse talent.

Siloam Mission

Siloam Mission opened their doors in 1987.  Since then, they have focused on alleviating hardships for those affected by poverty and homelessness in this place we now call Winnipeg.  Their Mission is to offer Christ’s compassionate love to all who are in need of support, healing and recovery.  Their Vision is a Winnipeg without chronic homelessness. 

In this past year and a half Siloam Mission has had many changes to their Executive management structure.  They welcomed in a new CEO, a Director of Human Resources, a Director of Development and a Director of Indigenous Relations.  With all this change came a time to work on the strategic plan for Siloam Mission over the next 5 years. They spoke with community members, staff, volunteers, donors, Indigenous stakeholders, and their Board of directors to help guide their intentions and key priorities. Their core intentions include Sector Best Practice which is to adequately train and support their staff to have the knowledge, tools, and resources to offer healing and recovery in a culturally competent and safe environment to all who come through their door. 

They have learned through discussion that training and development is something they needed to do better at, especially in terms of our leadership. Along with this core intention a couple of key priorities are to have a healthy team and healthy organization. To have a healthy team they need to maximize performance, have strong internal communication, as well as having solid governance and leadership. Another key priority is to deliver on commitments to support truth and reconciliation and improve Indigenous relations. Siloam will work on the development of culturally safe spaces for Indigenous spiritual practices, healing, and knowledge transmission. They will work to integrate Indigenous perspectives into corporate practices, increase opportunities for Indigenous leadership to grow and develop within their operations. These intentions and priorities are what lead to the beginning of their leadership training implementation.

Human Resource Services & Equity Office – City of Winnipeg

The City of Winnipeg is one of the largest public service organizations in Manitoba with over 10,400 employees, working across 8 major city departments and another 15 city services that serve the public and organization. The City is supported by a team of approximately 140 HR professionals that provide generalist HR support in city departments and 8 speciality HR program services including the Equity Office. The Director of HR Services reports to the Chief Administrative Officer, who in turn reports to Mayor and Council, who provide strategic direction to the public service on the delivery of City services.

The Equity, Diversity and Inclusion (EDI) Policy & Strategy approved by Council on September 29, 2021, which included the creation of the Equity Office (EO), set the City of Winnipeg on a powerful Journey of Inclusion and Journey to a Human Rights City. It is fully aligned with and supports the Journey of Reconciliation and other human rights related policies and strategies at the City of Winnipeg including: The Newcomer Welcome & Inclusion, Universal Design & Accessibility, Poverty Reduction, Sustainable & Social Procurement and French Language Services. The EDI Policy & Strategy are rooted in human rights and have been co-created with internal EDI Champions and community stakeholders and rightsholders. This inclusive approach helps to ensure all equity, diversity and inclusion strategic actions serve the Citizens of Winnipeg in terms of access to products, programs and services.

The Equity Office (EO) works very closely with the Indigenous Relations Department (IRD) on implementation of the Truth & Reconciliation Commission of Canada Calls to Action and on the MMIWG2S+ Calls for Justice. The EO collaborated on the creation of the city’s Anti-Racism, Anti-Oppression and Cultural Competency (AACC) mandatory training for the Public Service. In addition, the EO has incorporated an Indigenous lens in the Human Rights Committee of Council and Equity Office Awareness & Action Series (AAS) that is open to all employees and all Citizens, presentations to other municipalities on Reconciliation in the Workplace, and contributing to and promoting Immigration Partnership Winnipeg’s Indigenous Orientation Toolkit (IOTK) for Newcomers and community.

The EO works closely with the Universal Design & Accessibility Steering Committee at the City. The Employment Standard of the Accessibility for Manitobans Act has been fully implemented. Accessibility is a full consideration at the outset of strategic action implementation and all offerings of the AAS. Attitudinal barriers are being addressed through the AACC training and the Diversity Dashboard for comprehensive analyses of gaps in representation and proactive measures to bridge gaps. For example, the EO contributed towards the Diversity & Equity Fire Training Program.

 Co-creation of EDI Policy & Strategy actualizes the diverse perspectives required to create a fulsome and de-colonized approach, and the EO governance model will continue to incorporate an EDI lens in strategy implementation. The Diversity Dashboard is a tool the EO developed with Innovation & Technology for real-time reporting on diversity representation for each Department who in turn is responsible and accountable for strategies to bridge those gaps. 

NFI Group

With 7,500 team members in nine countries, NFI Group is a leading global bus manufacturer of mass mobility solutions under the brands New Flyer® (heavy-duty transit buses), MCI® (motor coaches), Alexander Dennis Limited (single and double-deck buses), Plaxton (motor coaches), ARBOC® (low-floor cutaway and medium-duty buses), and NFI Parts™. NFI currently offers the widest range of sustainable drive systems available, including zero-emission electric (trolley, battery, and fuel cell), natural gas, electric hybrid, and clean diesel. In total, NFI supports its installed base of over 105,000 buses and coaches around the world.

Leveraging 450 years of combined experience, NFI is leading the electrification of mass mobility around the world, with electric vehicles operating (or on order) in more than 120 cities in six countries. Through its product brands, NFI offers the largest selection of zero-emission battery and fuel cell-electric buses and coaches, and its vehicles have collectively completed over 100 million EV service miles.

NFI recognizes the importance of diversity, equity, and inclusion (“DEI”) initiatives for not only their team members worldwide, but also for their customers, shareholders and the communities in which they operate. Through a harmonized, global approach to messaging and initiatives, targeted workforce development programs and providing opportunities for education and continued learning, NFI continues to advance DEI efforts throughout the organization.

NFI, with support from its Board of Directors and top executives, has made a significant investment in DEI initiatives.  In recognition of its importance, the company created the new role of Workforce Development Manager to focus on increasing representation within our workforce. This individual plays a crucial role in driving the company’s DEI efforts and has already had a significant impact in the creation of a framework for employee resource groups for various groups throughout the company, in providing continuous training and education on DEI topics, and in supporting equitable hiring practices prioritising diversity and inclusion. They are working closely with managers and leaders to ensure that DEI is incorporated into all aspects of the company’s operations and are providing resources to help employees understand and promote DEI in their own work.

The overall aim of the program is to create culturally safe workplaces in which all of their employees feel valued, respected and included. They encourage their employees to bring their authentic selves to work and continue to work diligently to create spaces where their team members, candidates, stakeholders, and customers are not expected to conform to a single cultural norm. Creating culturally safe workplaces is a long term and multi-faceted initiative that begins with building a solid framework of understanding and education and will continue to grow and evolve over time. 

Red River College Polytechnic

Red River College Polytechnic (RRC Polytech) is Manitoba’s only Polytechnic and largest institute of applied learning and research, with more than 200 full- and part-time degree, diploma and certificate options. Through hands-on learning opportunities and state-of-the-art instruction, they prepare more than 22,000 students annually to become leaders in their fields – while also ensuring they can meet changing industry demands and contribute to the province’s economic growth.

As a polytechnic, they provide in-depth education, and offer a diverse range of traditional post-secondary credentials that includes four-year degrees, diplomas, advanced diplomas, graduate certificates, and apprenticeships in the skilled trades.

RRC Polytech strategically brings together industry needs against their state-of-the-art applied research capabilities, faculty expertise and student talent to create bold new solutions with the power to change the world. Their industry partners gain access to cutting-edge facilities, equipment and expertise aimed at helping them innovate, solve problems, and thrive in the global marketplace. Their students gain invaluable hands-on work experience they’ll get nowhere else – including the confidence that comes from making a meaningful difference.

RRC Polytech cares deeply about the people within its community, and is committed to promoting equity and diversity, while fostering a culture of inclusion where all their students and employees feel valued, respected and included. This commitment has been foundational to RRC Polytech’s strategic priorities and was recently renewed within RRC Polytech’s 2022-2026 Strategic Plan: In Front of What’s Ahead. 

As a new initiative to advance its commitments to Truth and Reconciliation and equity, diversity and inclusion, in 2021 the College developed an Equity, Diversity and Inclusion (EDI) Action Plan Initiative. RRC Polytech assesses the impact of its EDI Action Plan initiative through a variety of metrics including self-identification statistics, action plan progress, employee surveys and participation for EDI events & training.  Since the implementation of the EDI Action Plan initiative the College has seen an increase in representation statistics.

Vidir Solutions Inc.

Vidir Solutions is an automated material handling solutions manufacturer based in the heart of Manitoba’s Interlake. Their two Canadian locations are in Arborg, Manitoba and Teulon, Manitoba where they have both full production facilities and offices.

At Vidir, their mission is “To Make The World’s Products Safely Accessible” and they have been the primary manufacturer of vertical material handling solutions in North America for the past 36 years. What began as a little machine shop on a rural farmyard has grown into a company with over 250 employees and products in over 45 countries around the globe.

They provide products for every industry, including retail, manufacturing, construction, mining, healthcare, and government. Their innovative products help you display, manage, access, store, and distribute your products in an automated way that eliminates safety hazards, increases your productivity, and reduces your footprint. Ultimately, they help you maximize your potential and do what you do best! You can find their products in place like WalMart, Home Depot, Disney, Space X, Nasa, every major automotive manufacturer, and even inside the White House.

Their company was founded on the values of innovation, quality, safety, and community. It’s exactly those values that created the challenges that led to their initiative. Specifically the values of Community and Innovation. Since it’s foundation the company has always chosen to grow and expand in smaller rural communities. This has been intentional and has contributed to a strongly knit work culture over the years and the ability for the company to have a very strong positive impact on their local communities.

A number of years ago, they were receiving only a handful of resumes per position and almost none of them were female unless it was an administrative support type of role. So, in 2021 they decided to make an intentional effort to market themselves to the other 50% of the workforce in their area, women. They named their initiative “Rising To The Occasion.” They focused on how to elevate women in their business and in the industry. Their targeted efforts were on increasing the number of women applying to Vidir, the number of women hired and elevating their ability to work and advance at Vidir by providing flexibility and options for successful integration into their company.

FH Black & Company CPA Inc.

F.H. Black & Company Chartered Professional Accountants Inc. was established in 1990 as a Chartered Professional Accounting firm located in Winnipeg, Manitoba. With over twenty staff comprised of financial accounting and human resource professionals, they service a broad range of clients across Canada from large enterprises to small family-owned operations. Led by Harry Black, Managing Partner, the goal of FHB has remained consistent throughout the years: to help business owners get the most out of their business.

Clients rely on their advice for critical management of issues including: business consulting, financial management and year-end financial statement preparation, corporate and personal taxes as well as human resource consulting and management, recruiting and termination of employees, conflict resolution, harassment investigations and employee performance management.

FHB has always prioritized people and their enjoyment of work over and above corporate profitability and growth. They remain small intentionally – they want to do what they do well, they treat their staff like family and at the end of the day, they want to offer them everything they can to ensure job security, a supportive and positive work culture and financial stability. Through their progressive HR policies and culture of kindness, they seek to be the best employer in their industry.

In 2022, FHB launched its “MOVE IT” program to staff.  The MOVE IT program is designed to encourage, incent and reward staff for taking positive, healthy steps towards improvement in their mental and physical health. It is a very simple, accessible program that provides everyone with the opportunity to pick up a little extra money while doing something that they love – a “win win” all around.

They repeatedly hear from their staff that one of the main reasons they stay at FHB is that they know leadership really cares about them. They show their care and concern for their employees by offering programs like MOVE IT and they believe it has had a lasting impact. 

Innovair Group

Innovair Group is a proudly Canadian, Winnipeg-based independent distributor of compressed gases, supplies and equipment for medical and industrial applications. Now led by the third generation of their founding family, they are Canada’s largest independent producer and supplier of industrial gases. They adopted the name Innovair Group in 2014, a name that embodies their innovative approach to supplying and distributing industrial and medical gases.

Richardson International

Richardson International is Canada’s largest agribusiness and is recognized as a global leader in agriculture and food processing. They are a worldwide handler and merchandiser of all major Canadian-grown grains and oilseeds and a vertically-integrated processor and manufacturer of oats, durum and canola-based products. One of Canada’s Best Managed Companies, they have approximately 3,000 employees across Canada, the U.S. and the U.K.

Fostering a respectful, diverse, and inclusive workplace is an important part of Richardson’s culture. They want to ensure they provide a safe environment where employees are recognized for their contributions, treat one another with respect, and work together collaboratively. Managers and employees play important roles in the success of Richardson and in creating and maintaining a respectful workplace.

They developed a custom e-learning module to share their employees’ experiences and develop a shared understanding of how they treat one another and what a respectful workplace looks like at Richardson. This program highlights Richardson’s values, employee stories and respectful workplace concepts that are important for employees to know, understand and demonstrate. This program was an innovative way to share their stories, culture and expectations across all employee groups and all geographies.

A team within HR managed the project and developed the curriculum. The team created content specific to our work environment, incorporated various activities, and considered appropriate placement of video content. The project team also met with members of the company’s long-standing Respectful Workplace Committee to understand why the concepts of diversity, inclusion and respectful workplace were important and how they saw these elements in practice in our workplace.

Manager training was also developed with additional content on how to support diversity and inclusion in the workplace and how to engage in the resolution process when concerns are brought forward. Feedback from the manager training has been overwhelmingly positive, with managers highlighting that the processes and practical examples provided in the training are relevant and impactful to their work.