What Are Good Policies ?

If I wanted to present a perfect policy then I wouldn’t be able to post one. If I am going to complain then I should contribute. This is a starting point. There is no one model fits all here. I don’t want to be colonialist by saying “you must’ so use these suggested policies as appropriate to your organization. Suggestions are welcome.

Individual Identity Visibility – Items: Not limited to but should include pins, buttons, bracelets, earnings, necklace and stickers. In general they should not be bright or shinny because the main focus is doing your job as a proud diverse volunteer/employee. At least 2 identity items, one per protected ground, should be allowed to be displayed, thus reflecting ones intersectionality in identities. Placement by the individual, of items must not, where a uniform is involved, cover up a logo, graphic or text.

Individual Identity Visibility – Approval Considerations: Is the item a positive symbol ? How does the item/symbol relate to the protected ground it reflects? Is the symbol a cultural misappropriation? What is the symbol’s history of usage with respect to the protected ground? Is the item too large ? is the item too bright ? Does the item respect sovereignty of the referred country? Does the item reflect a legitimate diaspora ? Does the item express an action to be taken or an identity ?

Individual Identity Visibility – Approved Identity Items: For each approved item the organization should have the name of the item, a picture, and why it is approved, on it’s public website. This would include which of the protected ground(s) the item refers to and the fact it is an identity item. There is still a social stigma to many of the prohibited grounds One should not have to “out” oneself by contacting an organization regarding acceptance of an approved diversity item.

Individual Identity Visibility – Seeking Organizational Approval for an Identity Item: In making an approval identity item request one should include a picture, what protected ground(s) it refers to and any relevant background information to help the organization make an informed decision. The organization should respond in a reasonable manner to the request, with a thorough rational why the item is accepted or rejected.

Individual Identity Visibility – Approved Solidarity Items: Regardless of individual identity, organizations can approve solidarity items, i.e. BLM (Black Lives Matter) button, Remembrance Day poppy’s, Christmas pins, country flag button, etc. to honor, remember and celebrate diversity event. A rainbow button can be both a solidarity item worn by a non Queer person and a identity item worn by a person who identifies as Queer. Similar to identity items, solidarity items that are approved by the organization should have the name of the item, a picture, and why it is approved, on it’s public website. This would include the fact it is an solidarity item and the special occasion it can be displayed. At least one solidarity item should be allowed. Placement by the individual, of items must not, where a uniform is involved, cover up a logo, graphic or text.

Individual Identity Visibility – Exceptions: Physical health and safety is important when moving materials and as such some identity items may physically get snagged. Some work/volunteer positions require regular moving of materials. i.e music stands, mike stands, chairs etc.. As part of the organizations policy the types of exceptions for identity items should be listed on the public organizations’ website with a thorough explanation. Other exceptions may be based on an organization focused on one protected ground, and within reason, may exclude other protected ground(s). Transparency is important here.

Individual Identity Visibility – Compliance: If the relevant Human Rights Commission, based on the organizations jurisdiction, has developed a list of approved identity items, then this is a good basis for your organizations’ policy. It would be good practice to add the phrase something like “:in compliance with the “…… Human Rights Act” in the identity items rational on the organizations public website, all for the sake of consistency and clarity. Do check on your relevant Human Rights Commission for any updates to approved identity items.

DEI Transparency – Compliant Protected Grounds: To honor the activists and allies, past and present, who worked on including the protected grounds in the Human Rights codes do include those protected grounds in your anti-harassment policy on your public website

DEI Transparency – Additional Protected Grounds: Basing an organizations anti-harassment policy on the protected grounds of the relevant Human Rights Code is a good starting point. Adding additional protected grounds can be considered as long as it is clearly defined on the organizations public website. Adding protected grounds doesn’t amend the relevant human rights code. Here is a suggested text, “For the purposes of the policy “name of additional protected ground” is included”.

DEI Transparency – Compliance As a Recipient: If you are receiving monies from a municipal, provincial, federal or private granting agency, then it would be good practice to have on the organizations public website what and how it is meeting the DEI requirements of the granting agency. It can be as simple as clicking on the logo of the granting agency on the organization’s public website that would go to an organization’s webpage providing details.

DEI Transparency – Compliance As a Granting Organization: How are you ensuring the grant recipient is compliant with your DEI requirements? As part of the granting criteria you should require the recipient organization post on it’s public website what and how the organization is meeting the DEI requirements

DEI Transparency – Sponsorship Compliance: Are your sponsors safe and inclusive as your organization? If yes how are they compliant? And that compliance should be on the sponsors public website all year, not just during an event. It’s essential to avoid “diversity washing”. A click on the sponsor’s logo on the organization public website must go to the sponsor’s public website page that details the DEI compliance. On the sponsors public website the DEI compliance should be also linked to the recipient organization’s logo on the sponsors public website.

DEI Transparency – Volunteer Rights: Like employees volunteers can file a Human Rights complaint against an organization should the volunteer not feel satisfied with how the discrimination is dealt with by the organization. It is very important for the organization to have in it’s DEI policies and on it’s public website the right of volunteers to file a Human Rights complaint otherwise not doing so is a invisible barrier for volunteer rights.

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