Framework for Diversity, Equity and Inclusion

We celebrate the unique differences, diverse backgrounds and experiences of all our employees and volunteers. We welcome new talents and insights, as we foster a culture of inclusion and accessibility for all.  

Our approach in supporting diversity and inclusion considers demographics throughout the province and systemic barriers that many communities face resulting from historical and systemic policies of exclusion.

It is our expectation that our employees, volunteers, stakeholders and partners share our values and take part in a societal transformation where a commitment to diversity and inclusion is not only an organizational responsibility, but also an individual one.

OTF vision for diversity, equity and inclusion

As an agency of the Ontario government, a funder and employer, we build healthy and vibrant communities in Ontario while strengthening the Ontario Trillium Foundation and helping all communities across Ontario thrive. We ensure we are reflective of the diversity of those we serve, and undertake initiatives that promote an equitable, inclusive, accessible, anti-racist and diverse workplace

At the core of this vision is a focus on three pillars: staff, volunteers, and communities, and our approaches are outlined below.

Our understanding of diversity, equity and inclusion (DEI)

We understand diversity as the presence of a wide range of identities that include, but are not limited to, ancestry, culture, ethnicity, gender, gender identity, language, physical and intellectual ability, race, religion, sex, sexual orientation, and socio-economic status. We understand that diversity is intersectional, where most people have multiple identities, and that people who belong to multiple equity-deserving communities experience compounded exclusion. 

We understand equity as a condition or state of fairness, where everyone has what they need to succeed, where we work to accommodate and support those communities that experience greater disadvantages over others and where everyone is respected, valued, and included. We are committed to the fair and just treatment of all community members through the creation of opportunities and reduction of inequities in opportunities and outcomes for diverse communities in Ontario. We understand that these inequities are rooted in historical and contemporary injustices and disadvantages.

We understand inclusion as the situation in which people or communities (both physical and demographic) are fully involved in the society in which they reside, including the economic, social, cultural and political dimensions of that society. It requires the creation of an atmosphere where everyone feels welcome, respected, valued, and able to participate fully. 

Our understanding of diversity, equity, and inclusion continues to evolve as we learn and implement this framework.

Fundamentals for success

Board & Senior Leadership commitment

We believe that senior leaders are essential to successfully embed diversity, equity and inclusion at OTF. They must be visible champions for diversity and inclusion inside and outside the Foundation. We help identify opportunities for learning and growth, and support leaders in their roles as champions.

Employee involvement

We believe that having a fully inclusive OTF requires a collaborative effort that engages the whole organization. All employees have a role and voice, both individually and collectively, in owning and stewarding diversity, equity and inclusion.  

Stakeholder engagement

We believe collaboration results in better outcomes. OTF believes a deeper understanding of diversity, equity and inclusion among all stakeholders is crucial to making progress.

Stakeholders include employees, prospective employees, volunteers, applicants and grantees, government, public sector organizations, community members, grassroots  organizations, experts, and the nonprofit sector.

Accountability and reporting

We believe establishing accountabilities provides clarity and helps drive productive efforts. We have established clear accountabilities for our diversity and inclusion initiatives and commitments.

Communications

We believe clear, consistent, open communication is essential for a healthy and productive organizational culture. We communicate regularly about our diversity progress, share experiences and best practices.

Measuring progress

We believe “what gets measured, gets done” in our approach to diversity, equity and inclusion. We have key metrics and use a range of appropriate DEI performance indicators to measure our progress. 

Goals and approaches

Employees

In response to those we serve, and in delivering on our mission, it is critical that we reflect our communities by recruiting and retaining the best talent.

The Ontario Trillium Foundation is committed to the following approaches:

1. Building and cultivating a diverse workforce
   1. Ensuring our workforce is representative of the people of Ontario by actively recruiting people from diverse communities including but not limited to Black, Indigenous, 2SLGBTQIA+, Francophone, and People with Disabilities.
   2. Developing staff from diverse communities by proactively identifying talent and supporting professional development.
2. Fostering a culture of learning and inclusion
   1. Strengthening our culture of inclusion through a variety of approaches including Land Acknowledgements and honouring important times of observance such as Black History Month, Pride, and Indigenous History Month.
   2. Engaging in continuous learning about equity principles and Ontario’s diversity to build organizational and individual capacity.
   3. Undertaking initiatives that support building a fully inclusive workplace culture where everyone can thrive and bring their whole selves to work.
3. Leadership Development
   1. Continuing to address any potential barriers to career advancement for all staff including members of equity-deserving communities.
   2. Continuing to build leadership capacity for inclusive leadership through learning.
   3. Regularly track, measure and report on OTF’s progress toward achieving our value of diversity, equity and inclusion through our bi-annual Inclusion Survey and other mechanisms.

Volunteers

It is important that volunteers understand the importance of and reflect the diversity of our communities to ensure that fairness and inclusivity are a part of everything we do in delivering on our mission.

OTF is committed to the following approaches:

1. Advocate with the Ministry of Tourism, Culture and Gaming that OTF volunteers reflect the diversity of our communities.
2. Actively recruit Grant Review Committee members that reflect the diverse communities of the province and address gaps in committee membership.
3. Asking Board members to complete a Skills Matrix which includes demographically identifying questions to support the government in making diverse appointments.
4. Continually increase volunteers’ understanding of pressing issues communities are facing and building solutions for, and their knowledge of equity and inclusion ensuring fair and unbiased granting.

Communities

We provide fair and equitable access to OTF funding, services and partnerships while addressing systemic barriers and historical challenges.

OTF is committed to the following approaches: 

1. Reaching out to and building relationships with all communities, including those not traditionally involved with OTF, to bring unique viewpoints from diverse demographics to the table whenever possible.
2. Ensuring our supports and services meet the diverse needs of organizations and communities across the province.
3. Integrating equity principles into our outreach, policies, practices, partnerships and services and addressing systemic barriers.
4. Making OTF communications vehicles meaningful to and reflective of the people of Ontario and ensuring communications are fully accessible and bilingual (EN/FR).
5. Public reporting of funding going to equity-deserving communities on the Impact in Ontario page and Investment Summary Reports on OTF’s website.
6. Applying equity principles in our grant assessment practices ensuring staff and volunteers are adequately trained and knowledgeable about equity principles and Ontario’s diversity.
7. Continually increase staff understanding of pressing issues communities are facing and building solutions for, and their knowledge of equity and inclusion ensuring fair and unbiased granting.

Accountability (oversight & reporting)

The CEO is accountable to the board for the implementation of this Diversity, Equity & Inclusion Framework.