Why is EDI at the CMPA relevant to our members?
The CMPA is committed to being there for our members. This includes ensuring our members feel seen, heard, and supported when they contact us. By fostering EDI, we can improve the inclusiveness and safety of our member services and help our members provide culturally safe care. Additionally, it will help us better understand our members’ needs and subsequently create a more relevant, relatable, forward-looking, and trusted CMPA.
Why is EDI at the CMPA relevant to our employees?
The CMPA recognizes that diverse backgrounds, viewpoints, and insights are critical to our ability to support members and employees. Ultimately, we see improved equity as a tool to reduce conflict, enhanced diversity as a mechanism to reduce corporate risks, and inclusivity as a way to create a sense of belonging among our workforce. By fostering EDI, we will attain and attract talented and skilled employees and build a culture where everyone feels included and accepted for who they are.
How will our strategy evolve?
We pride ourselves on being an adaptive, agile, and learning organization. We know there will be challenges along the way, but by adopting a growth mindset, we will adapt and evolve the strategy as needed to be an organization that truly embodies and supports a compelling employee and member experience.
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accessibility: ability of everyone to use a service or product, in whatever way each person encounters it;1 typically used in conjunction with access for people living with disabilities2
accommodation: to treat every person appropriately, according to what they need or deserve, or both3
alternative dispute resolution: manner of settling a legal dispute other than through a formal decision by a court, tribunal, or other decision-making body4
arbitration: manner of negotiating a resolution among disputing parties through the use of a neutral third party who makes a decision with respect to the dispute; the decision may or may not be binding on the parties5
bone fide occupational requirement: a requirement of a job that can be defended as an absolute must‐have (e.g. use of a hard hat, a driver's license)6
discrimination: an act, instance, policy, etc. of unjust or prejudicial treatment, especially on the grounds of race, age, or sex
diversity: the variety of unique dimensions, qualities, and characteristics all people possess, including race, ethnicity, age, gender, sexual orientation, religious beliefs, economic status, physical abilities, and life experiences7
equity: equity means supporting each person according to what they need rather than treating everyone the same8
equity-seeking groups: any group of individuals who are (or feel they are) in the minority in some way and seek equity within a particular circumstance9
equality: the state of treating two or more people exactly the same10
gender expression: the way in which a person presents themselves, for example in their clothing or behaviour11
gender identity: the gender with which an individual identifies, regardless of biological sex. Gender being, a similar category of human beings that is outside the male or female binary classification and is based on the individual's personal awareness or identity12
human rights: inherent rights of all people, whatever their nationality, national or ethnic origin, place of residence, sex, colour, religion, language, or any other status13
inclusion: a culture that embraces, respects and values diversity; a mindful and equitable effort to meet individual needs so everyone feels valued, respected, and able to contribute to their fullest potential14
intersectionality: the interconnected nature of social categorizations such as race, class and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage15
2SLGBTQ+: two-spirit, lesbian, gay, bi-sexual, trans, queer; the + symbol represents any self-identified sexuality or gender that may not be represented in the other letters16
learning: the process of acquiring skills and understanding
mediation: manner of negotiating a resolution among disputing parties with the assistance of a neutral third party (mediator); a mediator does not make a decision with respect to the dispute17
psychological safety: a shared belief that anyone on the team can speak up and share their opinion respectfully without fear of retribution; an environment where all individuals feel safe to ask questions, ask for feedback, be respectfully critical of a plan, and offer suggestions for improvement18
representation: the participation of historically underrepresented groups at all levels of an organization and reflected in the organization’s composition and culture
restorative approaches in healthcare: an approach to responding to patients harmed by their healthcare that seeks to address patient harm by providing an opportunity for patients and those involved in their care to communicate about the harm and address their needs arising from the harm19
sex: the biological physical characteristics a person was born with20
sexual orientation: to whom an individual is sexually or romantically attracted21
References
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Interaction Design Foundation. Accessibility [cited 2022 May]. Available from: https://www.interaction-design.org/literature/topics/accessibility
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Bach M. Birds of All Feathers: Doing Diversity and Inclusion Right. Page Two Books, 2020.
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Government of Canada, Canadian Intellectual Property Office. Alternative methods to resolve intellectual property disputes [2021; cited 2022 May]. Available from: https://www.ic.gc.ca/eic/site/cipointernet-internetopic.nsf/eng/wr04443.html
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Government of Canada, Department of Justice. Dispute resolution reference guide. [2017; cited 2022 May]. Available from: https://www.justice.gc.ca/eng/rp-pr/csj-sjc/dprs-sprd/res/drrg-mrrc/06.html
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Canadian Centre for Diversity and Inclusion. Glossary of terms [2022 January; cited 2022 May]. Available from: https://ccdi.ca/media/3150/ccdi-glossary-of-terms-eng.pdf
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Harper Collins. Random House Unabridged Dictionary
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Canadian Centre for Diversity and Inclusion. Glossary of terms [2022 January; cited 2022 May]. Available from: https://ccdi.ca/media/3150/ccdi-glossary-of-terms-eng.pdf
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Canadian Centre for Diversity and Inclusion. Glossary of terms [2022 January; cited 2022 May]. Available from: https://ccdi.ca/media/3150/ccdi-glossary-of-terms-eng.pdf
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Harvard Law School, Program on negotiation. What is a neutral third party? [cited 2022 May]. Available from: https://www.pon.harvard.edu/tag/neutral-third-party/
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Adapted from: Edmondson A. Psychological Safety and Learning Behavior in Work Teams. Adm Sci Q. 1999 Jun;44(2):350-383. doi: https://doi.org/10.2307/2666999
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Canadian Intergovernmental Conference Secretariat. Principles and Guidelines for Restorative Practice in Criminal Matters [2018; cited 2022 May]. https://scics.ca/en/product-produit/principles-and-guidelines-for-restorative-justice-practice-in-criminal-matters-2018/
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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Bach. Birds of All Feathers: Doing Diversity and Inclusion Right.
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