2005CSS008

Attachment 1

Inclusive Cities Response Template for the 19 recommendations of the Inclusive Cities Canada: Edmonton Community Voices, Perspectives and Priorities. The Report of the ICC Edmonton Civic Panel, March 2005

Key Recommendations with:

  • Identified City of Edmonton Role and Responsibility
  • City respondents’ response
  • Analysis of appropriateness of recommendation
  • Connection to Council Initiatives

Recommendation #1 - Create an Edmonton Inclusion Office
Identified City of Edmonton Role and Responsibility:
This City funded, independent body will have a mandate to actively champion inclusion, civic engagement and leadership development in Edmonton. The Office will foster institutional readiness for inclusion and oversee and coordinate the implementation of these recommendations. Using internal and external indicators, the Office will evaluate and report to City Council on Edmonton’s progress towards becoming an inclusive city.
Name(s) of Respondent(s):
MikeKroening, LisaTalavia- Corporate Services Department - Office of Diversity and Inclusion
Are there any… / Related Policies
None identified
Related Initiatives/Plans(Current and Future)
The Office of Diversity and Inclusion (ODI) was established by the City Manager effective January 1, 2005. It is the intent of the Administrationto better position itself to initiate and sustain proactive strategies that will ensure: a diverse City of Edmonton workforce, inclusive and respectful work environments and services that are accessible and responsive to the diverse citizens of Edmonton.
The functions of the ODI include:
  • Development and promotion of strategies to increase the cultural diversity of the City’s workforce
  • Development and promotion of a corporate customer service strategy that recognizes the diversity of the City’s customers and citizens
  • Corporate training on valuing difference and cultural diversity, consultation with departments, managers and supervisors and specialized work areas on diversity, inclusion, equal opportunities and human rights issues
  • Provision of input and advice during the development of corporate initiatives and directives
  • Building of working relationships with external organizations
  • Provision of administrative support to the City Council appointed Edmonton Urban Aboriginal Affairs Committee
A current priority and major focus for the ODI is the City of Edmonton’s Urban Aboriginal Accord Initiative
Related Practices/Programs
None identified
Potential Implications Benefits if role and recommendation are adopted / A vehicle to champion and oversee implementation of the ICC Edmonton Civic Panel recommendations would facilitate achievement of the outcomes identified in the Panel’s report. According to the Edmonton Social Planning Council’s feedback on this recommendation, the Civic Panel envisioned an external, independent City-funded office. The office would provide updates to Council and other organizations on the progress made toward Edmonton becoming a more inclusive city.
Each recommendation in the report contains roles and responsibilities for other orders of government, community, public institutions and the business sector. A collaborative effort inclusive of these intended partners would need to be developed.
The vision of the Civic Panel exceeds the mandate of the Administration’s Office of Diversity and Inclusion which is focused on strategic change within the corporation, principally development and promotion of strategies to achieve a more diverse City workforce and development and promotion of a customer service strategy that will see City services reach an increasingly diverse citizen base.
Appropriateness of the Recommendation as related to City’s role & responsibility / Further developmental work by the Civic Panel is required in order to fully assess the appropriateness of the recommendation.
It is not clear at this time if the other orders of government, authorities and organizations identified in the report will be responsive to recommendations that pertain to them and whether they would be responsive to a City-funded office undertaking the intended role of champion and coordinator of recommendation implementation, and monitor of outcomes.
Connection to Council Special Initiatives / This recommendation may relate to Edmonton City Council’s Special Initiatives 2005-07
  • City of Edmonton Promotion – Carry out Council’s Vision for Social Well-being and Quality of Life.

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Recommendation #2 – The Alberta government will adopt the market basket measure (MBM) as the measure of low income in Alberta and the instrument to set AISH, welfare and minimum wage rates.
Identified City of Edmonton Role and Responsibility:
The City will affirm its support for the MBM and show how using the MBM to set rates would increase people’s income
Name(s) of Respondent(s):
SteveFriedenthal – Community Services Department
Please identify any… / Related Policies
None identified
Related Initiatives/Plans(Current and Future)
Edmonton City Council’s Special Initiatives 2005-07
  • Provincial MLA Relations
  • Immigration and Settlement
  • Affordable Housing

Related Practices/Programs
  • Senior’s Transit Passes
  • Fee Reduction Program (Community Services)
  • Access to Recreation for Low Income Edmontonians (pending approval)
  • Out-of-School Care subsidy
  • Edmonton Transit AISH Pilot Project

Recommendation Specific Questions / 1)What is current status of the MBM, that is, what reports have gone to Council, when and what recommendations and/or motions have occurred?
A recommendation to this effect was approved by Council in its submission to the MLA Committee Reviewing Programs for Low Income Edmontonians. It is important to note that Edmonton has the lower MBM when compared to Calgary and rest of Alberta.
2)How would AISH, SFI and Minimum wage be impacted if the Province adopted the MBM as the measure of low income and was used to set the rates?
The benefit rates could be increased.
Potential Implications & Benefits if role and recommendation are adopted /
  • City of Edmonton is seen as an advocate for low income Edmontonians.
  • Potential for reducing the number eligible for municipal programs (e.g. SeniorsTransitPass, Fee Reduction Prg.)
  • Low income people have more money for basic necessities.
  • Quality of Life for Edmontonians improved.

Appropriateness of the Recommendation / Appropriate as Council should lend support for Edmontonians of all incomes and backgrounds. Suggest that it could be amended to include:
[The City of Edmonton will advocate for benefit levels of Alberta Works and other programs for low income Edmontonians and Albertans to meet the MBM levels]
The City has been supportive of this recommendation as evident at the City Council on July 31, 2001- Item F.1.h. where the motion was made that the submission (as per Attachment 1 of the July 11, 2001 Community Services Department report) be approved in response to the “Low-Income Programs Review” and that it be forwarded to the MLA Review Committee. The City ‘s submission included a recommendation that the Province: B) “Adopt a definition of poverty and adopt formal poverty lines and tie benefit rates to an acceptable proportion of the poverty line that allows for the inclusion of all Albertans in society.”
Connection to Council Special Initiatives / This recommendation may relate to Edmonton City Council’s Special Initiatives 2005-07
  • Positive International Reputation-City of Edmonton Promotion-Council’s Vision for Social Well-being and Quality of Life; Integrate Visions for Social Well-being and Economic Prosperity
  • A Good Neighbour and Partner-Provincial MLA Relations
  • A Culturally Rich, Welcoming Community-Immigration and Settlement
  • Vibrant Neighbourhoods and a Dynamic Downtown-Affordable Housing

Recommendation #3 – Capital Health will adopt policies and programs and undertake advocacy efforts that address the key influence of income and housing on health.
Identified City of Edmonton Role and Responsibility:The City will cooperate with Capital Health on strategies that address low income housing and affordable housing as health issues.
Name(s) of Respondent(s):
JayFreeman, Community Services Department
Overall Question…
Are there any… / Do we have any policies, initiatives or practices that address low income and affordable housing as a health issues?
Yes.
Related Policies
Plan Edmonton, Edmonton’s Municipal Development Plan, includes one strategy that specifically calls for a future City role in recognizing low-income and special housing needs as a health issue:
  • Strategy 3.5.10: “Promote safe living and working conditions through the enforcement of standards for health and safety in co-operation with the Capital Health Authority”.

Related Initiatives/Plans (Current and Future)
The Edmonton Community Plan on Housing and Support Services 2005-2009 prepared by the Edmonton Joint Planning Committee on Housing, and endorsed by City Council in May 2005, recognizes the significant linkages between safe, affordable housing and individual and community health and well-being. The Plan emphasizes that “shelter is the foundation up on which healthy communities and individual dignity are built” and recommends increasing the supply of housing units and support services at all five stages of the “Housing and Support Services Continuum” in Edmonton.
Related Practices/Programs
The Community Services Department works in partnership with Capital Health to inspect existing rooming houses and apartments containing three units or more, with six floors or less to ensure owners maintain buildings to minimum standards of health and safety. The Community Services Department is also the delivery agent for the federally funded Residential Rehabilitation Assistance Program. This Program provides funds for low income homeowners or tenants to upgrade their properties to minimum standards or to modify their property for persons with disabilities.
Recommendation Specific Questions /
  1. Do we work with Capital Health on housing issues? If so, how?
Yes. In addition to our collaboration with Capital Health relating to the interjurisdictional Safe Housing Committee, Community Services is working with Capital Health to address issues arising from vagrancy and homelessness on City Parklands (encourage movement away from Parklands in a humane way).
Potential Implications & Benefits if role and recommendation are adopted / A major emphasis of the new Community Plan is on the linkages between safe, affordable housing and improved health, especially for a wide range of special needs individuals (e.g. persons with a mental illness/dual diagnosis, seniors requiring assisted living units, persons with addictions, persons with disabilities, families in crisis). To address these needs, the Plan recommends major increases in additional “Transitional” and “Long-Term Supportive” housing units. However, a major obstacle to the provision of those units is the availability of operating subsidy and support services tailored to their residents’ specific needs. Supportive Capital Health policies could facilitate the provision of subsidy and support services essential to the provision of those units.
Appropriateness of the Recommendation / Highly appropriate.
Connection to Council Special Initiatives / This recommendation may relate to Edmonton City Council’s Special Initiatives 2005-07
  • A Good Neighbour and Partner-Provincial MLA Relations
  • A Culturally Rich, Welcoming Community-Immigration and Settlement
  • Vibrant Neighbourhoods and a Dynamic Downtown-Affordable Housing-Neighbourhood Revitalization
  • A Culturally Rich, Welcoming Community-Seniors Issues

Recommendation #4 – City will adopt a Living Wage policy for all City employees and contractors.
Identified City of Edmonton Role and Responsibility:
City Council adopts a living wage policy.
Name(s) of Respondent(s):
LindaWilliams - Office of the City Clerk
Overall Question…
Are there any… / Do we have any policies, initiatives or practices that relate to adoption of a living wage policy?
Related Policies
None identified
Related Initiatives/Plans (Current and Future)
None identified
Related Practices/Programs
None identified
Recommendation Specific Questions / 1)Have there been any motions in Council or Committee that related to Living Wage policy?
Executive Committee of Council on February 2, 2005 – Item E.2.b., considered the issue of a Fair Wage Policy. The Report was received for information and the following motion was defeated, “That Fair Wage/Living Wage discussions continue at the February 14, 2005 Executive Committee meeting to determine future directions.”
Potential Implications & Benefits if role and recommendation are adopted / None identified
Appropriateness of the Recommendation / None Identified
This item came before Executive Committee on Council and no action motions were passed. If there is new information or if Council would like to explore this issue again, Council would need to advise the administration.
Connection to Council Special Initiatives / This recommendation may relate to EdmontonCity Council’s Special Initiatives 2005-07
  • Positive International Reputation-City of Edmonton Promotion-Council’s Vision for Social Well-being and Quality of Life; Integrate Visions for Social Well-being and Economic Prosperity

Recommendation #5 – Diverse stakeholders will adopt strong policies and public education strategies to reduce employment discrimination for at-risk groups (i.e., immigrants, people with disabilities and sexual minorities).
Identified City of Edmonton Role and Responsibility:
The City will enhance internal policies and education efforts to reduce employment discrimination. It will also adopt an employment equity policy.
Name(s) of Respondent(s):
JeffMacPherson, Human Resources, Corporate Services;MikeKroening, LisaTalavia, Office of Diversity and Inclusion – Corporate Services
Overall Question / What policies, initiatives or practices does the City of Edmonton currently have that relate to this recommendation?
Are there any… / Related Policies
  • Equal Opportunities Policy # C101B
  • Hiring Policy # A1104
  • Accessibility to the City of Edmonton Owned and Occupied Buildings Policy # C463
  • Integration of Persons with Disabilities Policy # C466
  • Provision of Office and Special Purpose Accommodation for Civic Staff Policy # A1407

Related Initiatives/Plans (Current and Future)
  • In January 2005 the City Manager established the City of Edmonton Office of Diversity and Inclusion (ODI). For a detailed description of the functions of the ODI, see description under Recommendation #1. The mandate of the Office includes development and promotion of corporate strategies relevant to the reduction of employment discrimination for these and other groups. The Office is currently completing information and initial assessment meetings with management teams throughout the corporation and a review of best practices. A meeting with the Senior Management Team (SMT) and the Coalition of Edmonton Civic Unions is scheduled for September. It is expected that discussion papers outlining diversity and inclusion best practices, issues and opportunities, and change model options will be reviewed by SMT by year’s end. Review of the current Equal Opportunity and related policies is anticipated to be included in a formal review process next year.
  • A corporate-wide educative workshop on diversity is being jointly planned by the ODI and Human Resources for November. This workshop is intended to serve as a catalyst for organization-wide understanding of the issues, opportunities and leadership imperative with respect to a diversified workforce and inclusion policies and practices.
  • Transportation and Streets, supported by Human Resources and with the involvement of the ODI, is currently conducting a hiring practices review in one of its Branches. The review includes identification of employment barriers and may serve as a pilot for employment and retention practice reviews elsewhere in the Department and Corporation.
  • Transportation and Streets, supported by Human Resources and with the involvement of the ODI, conducted an orientation to employment opportunities at Edmonton Transit for employment counselors from the Edmonton Mennonite Centre for Newcomers and is discussing with the Centre its interest in co-piloting a bridging employment program for non-professional immigrants.
  • Human Resources in 2005 initiated an expansion of its recruitment outreach program in the Organizational Effectiveness and Employment Section and is participating in a number of relevant seminars and events:
  • September 27, 2005 – Foreign Worker Readiness Seminars
  • August 15, 2005 - The Art of Intercultural Interviewing (Sponsored by SIETAR & ICDR)
  • August 18, 2005 – APEGGA - Job Find Event – Focus on internationally educated graduates
  • July 30 to August 1, 2005 – Heritage Festival (Information booth in conjunction with EPS)
  • June 29, 2005 – APEGGA Job Find Event for Internationally Educated Graduates
  • June 27, 2005 – Strategic Planning Session – Maximizing the Talents of a Diverse Workforce
  • June 25, 2005 - Aboriginal Youth Interactive Career Fair
  • May 26, 2005 - Bredin Institute – Centre for Learning – Employment & Education Fair – Building Bridges to Success (includes a Centre for Foreign Trained Professionals)
Other Supports
  • City of Edmonton’ s Vision, Values and Strategic Framework
  • City of Edmonton’s Employee Code of Conduct

Related Practices/Programs
  • See above

Recommendation Specific Questions / 1)Has an Employment Equity Policy been explored?
An employment equity policy was contemplated in the mid-90”s but was not pursued.
2)The City of Edmonton adopted the Equal Opportunity Policy C101B. Please provide the history for C101B?
An Equal Opportunities Officer/Vocational Counselorwas appointed in 1980. The Equal Opportunities Policy was developedand approved by the Commission Board in 1981. The Equal Opportunities Policy was revised in 1991 and in 1995. The focus of the Equal Opportunity Policy has consistently been on ensuring equal access to opportunities.
Potential Implications & Benefits if role and recommendation are adopted / The City will enhance internal polices and education efforts to reduce employment discrimination.
It is the Administration’s intention, through the mandate of the ODI and the work of the ODI and the corporation as a whole, to do so on a sustained basis. There are resource implications which will be identified on an incremental basis as issue assessment, change models and specific policy and practice change options are developed and reviewed.
It will also adopt an employment equity policy.
Employment Equity is a term that can describe several different approaches to the goal of diversifying the workforce. The specific intended approach remains somewhat unclear following preliminary discussions with the project coordinator. Initial review of experience elsewhere suggests that, should the recommendation be aimed at an approach involving fixed employment targets and quotas and be limited to the specific noted protected groups, intended goals may not be achieved. A Diversity approach by comparison would be more consistent with the City of Edmonton’s Vision, Values and Strategic Framework and the City’s expectations for leaders. It would potentially benefit all employees and potential employees and would not be restricted to the four designated groups.