Diversity, equity and inclusion

Start with an equity audit of your members

The best place to start is with research. Contact the BCFED to learn how to conduct an audit of your membership that will reveal who is struggling with inclusion in your union.

Grow the cultural literacy of your leadership and members

It's much easier to provide supports or accommodations to workers who are experiencing barriers to inclusion when you and your members have greater levels of knowledge and understanding. For example, ensuring Indigenous workers feel included in union activities requires knowledge (or literacy) of local Indigenous language, culture and history. Some basic education around the cultural differences of workers is a great way to demonstrate the value of diversity within an organization.

Be accessible to members with disabilities

People with disabilities are one of BC’s most untapped pools of talent. Ensuring union activities and spaces are accessible is the minimum requirement by the law. But we can and should go beyond that, by engaging with workers who identify as having visible and invisible disabilities to identify and eliminate potential barriers to full inclusion.

Get Positive Space training

2SLGBTQIA+ workers often face barriers to full participation in workplaces and unions. The BCFED encourages members to use Positive Space trainings: programs, usually facilitated by 2SLGBTQIA+-serving groups, aimed at helping organizations create positive, inclusive spaces where 2SLGBTQIA+ workers can participate fully and feel safer in expressing their identities.

Engage and include First Nations and Indigenous workers

Canadians have made a public commitment to the revitalization of First Nations and Indigenous communities, including greater inclusion and more knowledgeable support in the workforce. By building meaningful relations with local First Nations and Indigenous workers, you can better understand their needs and expectations, and work more effectively toward Reconciliation.

Test and train for implicit bias

Uncovering your implicit or unconscious bias is key to identifying our “blind spots” and creating fair and barrier-free decisions and decision-making processes. Implicit Association Tests (IATs) are free, and can be followed-up with training on how to reduce the impact of implicit bias in our work. Take the test here.

Recognize cultural and multi-faith calendar dates

For many workers, faith and culture are core to their personal identities. Engaging your members to determine which dates are most significant, and recognizing these dates, helps them bring their whole selves to work and to union activities. As a starting point, the Affiliation of Multicultural Societies and Service Agencies of BC produces an annual multifaith calendar identifying significant dates for a wide range of faiths and faith identities. And the Canadian government provides an online list of major cultural and commemorative dates.

Recognize and celebrate human rights dates

Human rights dates refer to dates that are significant to human rights and diversity, as designated by the United Nations. Acknowledging and celebrating these dates through your membership brings your union into solidarity with social justice efforts throughout our local communities and around the world. The dates also provide an opportunity to engage workers of equity-seeking groups, and communicate the values of diversity, inclusion, equity and social justice.

Make use of consultants and facilitators

This is often complex work — and you don't have to tackle it on your own. There are many experienced experts you can engage to help you build capacity, develop action plans, conduct productive conversations, and provide training that's inspiring, powerful and valuable.

Form employee resource groups

Companies throughout Canada and the US are engaging their employees through employee resource groups (ERGs). Familiarizing, and even advocating for management-sponsored ERGs, deepens your engagement with workers and demonstrates your influence on employers. ERGs often have a senior executive as a champion, but require volunteer support to implement activities, programming and outreach into the community. In the area of diversity and inclusion, there is potential for unions and management to partner for the benefit of workers. For basics on how to start an ERG, please visit prideatwork.ca.

Encourage labour movement champions

Championing of diversity and inclusion by labour movements is not new. In fact, historically, it has been labour organizations fighting for fair wages, job security and pay-equity for various equity-seeking groups, that has transformed work conditions in the US and Canada. The role of union leadership in the advancement of diversity, inclusion, equity and social justice remains true today, but requires on-going encouragement and leadership development.

Make use of resources for diversity champions

There many online resources for those who are interested in supporting the efforts for greater diversity and inclusion. Get started here:

• Advancing Equity and Inclusion
• Equity and Inclusion Lens Handbook
• 2SLGBTQIA+ Glossary: List of Definitions