Equity and Inclusion Sample Clauses

Equity and Inclusion. ‌ 16.1 The University and the Association are committed to ensuring equal opportunities for Members and to ensuring that no systemic discrimination or unnecessary barriers (including discriminatory or hostile environments) to the full participation of Members exist or arise. Together, the Parties are also committed to the recruitment of a diverse workforce and to the identification and removal of discriminatory barriers in all processes related to the selection, hiring, promotion and training of Faculty Members and Librarians in equity seeking groups. 16.2 There will be no discrimination, interference, restriction or coercion exercised or practiced regarding any term or condition of employment, including but not limited to: 16.2.1 salary, rank, appointment, promotion, tenure, termination of employment, lay-off, study leave, other leaves or benefits, by reason of age (except as provided in s. 16.3), race, colour, ancestry, place of origin, citizenship, political affiliation or belief, religion or spiritual belief, creed, marital status, family status, physical or mental ability (provided that such condition can be accommodated as required by law), language (except where the lack of language competence would impede the effective carrying out of duties), sex, sexual orientation, gender identity or expression, physical attributes, conviction of a criminal or summary conviction offence that is unrelated to the Member‘s employment, investigation by the Member's professional association into behaviour unrelated to the Member's employment, place of residence (provided that the place of residence does not impede the carrying out of any part of the Member's assigned duties), membership or participation in the Association, or any other prohibited ground of discrimination that is stipulated in the British Columbia Human Rights Code.

Equity and Inclusion. Agency and Grantee commit to intentional, data driven approach to reduce disparities in housing and social service provisions. Agency commits to creating a system to analyze Agency –funded programs and remove identified barriers to accessing opportunities within those programs.

Equity and Inclusion. The organization demonstrates commitment to equity and inclusion, especially working with and/or supporting underrepresented groups such as young women, youth with disabilities, youth from ethnic or religious minorities, and other identities. 10 MSI’s Grant Evaluation Committee will review and evaluate each concept note based on the criteria described above. The committee will include: an MSI youth expert, two MENA youth climate experts, a MENA youth monitoring, evaluation and learning specialist and MENA youth facilitator.

Equity and Inclusion. Although this proposal doesn’t immediately engage underserved and diverse communities, it sets the stage to apply for future grants for redwood planting and could engage organizations such as the Conservation Corps which provides opportunities for employment of underserved groups. Also, future redwood forests would provide aesthetic value to all our County’s families and communities.

Equity and Inclusion. Navos inpatient will have two bargaining unit employees join the Navos Committee on Equity and Inclusion.

Equity and Inclusion. Issues regarding equity and inclusion of employees at the Medical Center shall be a standing Committee agenda item, and the Committee shall identify and develop applicable data to inform its advisory role. Such data could include, but is not limited to, Employer EEO-1 demographic reports, data regarding work status changes for bargaining unit members (subject to employee confidentiality accommodations), and employer policies relating to discrimination and equity and inclusion. The Labor-Management Committee will attend a one-day training intended to increase skill and awareness on hidden bias and cultural competency and to promote a better understanding of bias concerns that arise during the course of the Committee’s work. The Committee will jointly select an independent facilitator within six (6) months of ratification with the intent of completing the training within nine (9) months of ratification. The Committee may consider whether to recommend extending training or elements of the training to additional bargaining unit members and/or management representatives as an aspect of being responsive to issues of equity and inclusion brought before the Committee. There will be no retaliation to any employee for raising complaints of discrimination or bringing discrimination concerns to the Committee.

Equity and Inclusion. Employees and supervisors are responsible for engaging in respectful and inclusive workplace communication and interactions that promote equity and dignity for everyone in the Indivisible work environment. The following standards apply to any and all platforms, methods or settings where workplace communication occurs. a. For the purpose of this article, workplace dignity is defined as the consistent expression of respect, compassion, and inclusion to which all Indivisible employees are fundamentally entitled, which derives from their equal status of being human. b. Treat coworkers and others with kindness and respect in written and verbal workplace communications and interactions. Assume good intentions when receiving information, instructions, or feedback and ask questions to better understand conflicts and challenges. c. Use clear, accessible language and content in written, visual, and verbal workplace communication. Avoid language and content that potentially excludes, isolates, demeans, or disparages the dignity of individual coworkers or groups of coworkers in group and personal communications at work. d. Engage in respectful conflict when there are disagreements about workplace priorities, assignments, values, and interpersonal interactions. Employees may request support from supervisors, HR, or a representative of the Guild in facilitating respectful conflict resolution conversations. e. Use content warnings (CW) when, for operational reasons, it is necessary to share workplace communication that describes or relates to incidents of violence or includes violent or potentially disturbing language, images, or content. f. The practice of “calling out,” shaming, accusing, or humiliating other employees or staff for mistakes, miscommunication, missteps, failures of consciousness, or poor judgment, in shared or common workspaces, in public media, or when other people are present, is prohibited. Correcting mistakes, or “calling in,” may be initiated in private communication, and should be conducted in a manner that protects and promotes the dignity, inclusion, and understanding of all parties.

Equity and Inclusion. The Employer further agrees to enact practices that promote equity, diversity, inclusion, and Anti-Racism in the workplace, which aspire to actively build an organizational culture and inclusive work environment where everyone feels heard, respected and engaged. These shall include developing inclusionary practices, training to them, and identifying new and emerging best practices that further these goals. A new Equity and Inclusion Committee will be established within six

Equity and Inclusion. Equity and Inclusion

Equity and Inclusion. We reflect the community we serve, in all its complexities, and every member has what they need to participate in this work. • Constant Learning - There is always more to learn; we will seek it out and change our behavior accordingly. • Transparency & Accountability - We share information openly and honestly. We take ownership over our actions and their impacts on each other, the common agenda, and the community. • Engage residents from across the community at all levels • Make mission-driven decisions • Create opportunities to build connections and relationships within the meeting • Pair all strategies with education about why they’re important • Build in feedback opportunities from both Core members and people outside the Core • Share the work with people outside the Core • Do not duplicate efforts • Share resources (time, people, funding, materials, knowledge, etc.) • Have membership from many organizations and communities • Trust in partnership and accountability • Use asset-based framing • Take the time necessary to build and nurture relationships • Share ownership of initiatives and programs • Engage in open communication regarding both needs and strengths / resources • Expect that all of our work groups adopt this value and engage in practices that reflect it • Recruit members who reflect our community • Know and talk about what identities are represented • Actively create policies and practices that support people in this work • Acknowledge intentional and unintentional xxxxx created by previous policies and practices • Educate ourselves about other identities, best practices, etc. • Create a welcoming environment for everyone • Name and actively work to address power dynamics • Use consensus decision making • Use inclusive language (pronouns, etc.) • Share power and meeting space (not talking over each other, etc.) • Disaggregate data and design interventions that address inequalities • Stay up to date on the literature • Share training opportunities with one another • Evaluate our outcomes • Assess our ongoing need for new skills and knowledge • Create an expectation of experimentation and failure • Seeking out opportunities for growth • Share what we learn with our work groups and the community • Do what you say you’re going to do • Address and support people through completing tasks • Make sure people have what they need to be successful • Request and accept support to fulfill expectations • Follow our values and acknowledge when we stray • Exp...