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Organizational updates

Organization updates

The City of Calgary contracted Ernst & Young (EY) as external consultants to review and assess the internal organization through a racial equity lens. This work includes reviewing The City’s internal practices, policies, and services and engaging with City leaders and employees to collect data and gain a baseline understanding of racial equity readiness. The data gathering will establish a baseline of the organization’s racial equity awareness, leadership’s readiness to lead this work, and a current state view of racism within the organization. From June through to September 2021, the City will engage staff through a survey, one-on-one interviews, and focus group sessions for leaders, management, and staff. Employees will have an opportunity to inform a racial equity assessment based on their lived experiences and provide a richness of qualitative context to complement the quantitative data. 

The level of organizational and leadership readiness will inform the development of an anti-racism framework. The City will use the framework to conduct an anti-racism organizational assessment. EY will then build a detailed implementation plan that will outline the sequence of activities to address the recommendations and track accountabilities. The implementation plan will include a high-level change management plan.

EY will also transfer knowledge to identified stakeholders through training on the anti-racism framework and tools. EY will deliver a summary report consolidating all findings following the engagement.

This organizational stream of the anti-racism program will form part of the City’s overall anti-racism strategy and implementation plan. The external consultants, the Anti-Racism Action committee, and City staff will integrate the strategies and actions identified through the community engagement, organizational engagement, and public safety streams of work into the Anti-Racism Action Plan. The plan will focus on addressing systemic barriers to accessing City information, programs, and services.

Beyond evaluating the City’s internal practices, policies, and services, other efforts are underway to move The City toward becoming an anti-racist organization. Examples include, but are not limited to, the following:

  • Equity, Diversity and Inclusion Advisors for recruitment panels (e.g., General Managers, Green Line Board and other positions)
  • Education and Development (Journey to Becoming Anti-Racist Leaders for ELT; various Departments, Business Units and Service Delivery Areas) 
  • Updated Webpage and employee resources
  • Recruitment for HR Learning & Development
  • Inclusive Language for job postings
  • Lexicon of Language (ex: Glossary of Terms)
  • Employee Resource Groups (e.g., co-facilitate anti-racism conversations)
  • Knowledge Exchange with Calgary Police Service and Calgary Fire Department’s Anti-Racism Working Group.

Timeline


Quarterly Report - November 2021


The City of Calgary is committed to becoming an anti-racist organization. As part of the endeavour, we have started a high-level organization-wide racial equity assessment to inform the Racial Equity Model and the approach we will take going forward. 

Internal Organization Assessment – Elements of Context

An Internal Organization Assessment was conducted to collect relevant insights to inform the Racial Equity Assessment Model development, and tools were tailored to the City’s unique needs and context. The Model is intended to be applied by the City to conduct a more robust, comprehensive racial equity assessment.

Completed activities for the Internal Organization Assessment included:

  1. The City’s Cultural Assessment and Anti-Racism survey
  2. Document review
  3. Leader interviews
  4. Leader focus groups
  5. An equitable leader 360 assessment
  6. Employee focus groups
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