Anti-Discriminatory Policy
The Multicultural Association of Wood Buffalo endorses diversity, supports equal rights, and does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap, whether covered by applicable legislation or not, except where affirmative action may be required to redress individual or social handicaps of people from disadvantaged groups.
Purpose
This document sets out to
- The Multicultural Association of Wood Buffalo’s policy against such discrimination
- The governance structures, responsibilities and processes that have been established to give effect to that policy.
Policy
The Multicultural Association of Wood Buffalo does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap, except where affirmative action may be required to redress individual or social handicaps. The Multicultural Association of Wood Buffalo will make all reasonable accommodations to allow people who experience difficulties in their dealings with the organization to benefit equally from its work.
Responsibilities
The Board will:
- Regularly review the leadership and commitment given to eliminating discrimination through active promotion of the organization’s Anti-Discrimination Policy.
- Monitor performance by way of periodic management reports and assurances.
The CEO will:
- Ensure that the organization’s practices and processes incorporate precautions against discrimination in such areas as hiring, client selection, and program delivery;
- Reasonable accommodations are made to allow diverse groups to access benefits provided by the organization;
- Where appropriate, weight is given to the culture and experiences of individuals from disadvantaged groups.
- Where appropriate, delegate responsibility for compliance to officers with responsibility for particular sections.
- Oversee the performance of subordinate officers in these matters.
- Review and report to the Board, as appropriate, on the effectiveness of the management systems established to remove discrimination.
- Analyze material breaches and identified compliance system weaknesses for systematic trends and ensure that any adverse trends are addressed.
- Promote a culture of effective policy compliance across the organization.
All staff and volunteers at all level will:
- Ensure that they are aware of the organization’s policy against discrimination.
- Where appropriate, suggest ways in which practices, systems and procedures could be improved so as to reduce the likelihood of discrimination occurring.
Processes
The CEO will initially review the organization’s procedures in all areas to ensure that these are in accordance with the principles expressed in this policy, and will report to the Board on this matter.
The CEO reviews any changes to the organization’s procedures in all areas to ensure that these are in accordance with the principles expressed in this policy.
Staff and volunteers will follow these procedures.
