2026-2027

Workplace Inclusion Charter Commitments

In 2026-2027, there are 15 commitments across three categories:

• 1) Welcoming Recruitment and Onboarding: Make recruitment, hiring, and onboarding more welcoming, fair, and accessible.

• 2) Inclusive Workplace Practices: Strengthen workplace practices and supports so employees feel respected, included, and able to succeed.

• 3) Leadership, Learning and Accountability: Build leadership commitment, strengthen inclusion knowledge, and support ongoing improvement across the organization.

Click on each commitment title to review the details, resources, key dates and more.

Foundational Commitments

01) Inclusive Recruitment: Add an equal opportunity or pro-diversity statement to recruitment advertisements and explain how applicants can request accommodations during the hiring process.

02) Connection to Immigration and Community Support: Embed a supported referrals system for newcomers to Canada.

03) Inclusive Washroom Access: Review washroom facilities and take at least one practical action to improve gender-inclusive access, signage, privacy, wayfinding, or staff communication.

04) Foundational Inclusion Learning: Complete approved Foundational Inclusion Learning so employees build a shared baseline understanding of respectful, welcoming, and inclusive workplace practices.

Advanced Commitments

05) Interpretation and Translation Policy and Practice: Adopt a policy and standard operating procedure for the use of interpretation and translation, and demonstrate use of interpretation and translation within operations.

06) Remove Learning Barriers: Remove barriers to accessing workplace foundational skills learning, including scheduling and supervisor support.

07) Emergency Preparedness: Create an emergency response plan that considers the needs of newcomers and English language learners.

08) Flexible Time Off: Adopt a time off policy that accommodates diverse cultural traditions and holidays.

09) Incident Tracking System: Implement an internal tracking system to record and monitor incidents of harassment and bullying.

10) Inclusive Dress Code and Uniform Review: Review dress codes, uniform requirements, grooming standards, and appearance policies to ensure employees can choose options that align with their gender identity, cultural or religious expression, disability needs, comfort, and role requirements.

11) Sexual Harassment Policy: Review your sexual harassment policy with support from YWCA Banff.

12) Advanced Learning and Organizational Development: Complete approved advanced learning that builds deeper inclusion skills and supports internal leadership, implementation, or champion capacity.

13) Community of Support: Contribute to a collaborative and coordinated Community of Support to advance workplace inclusion across the Bow Valley.

14) Workforce Multicultural Profile: Provide a point-in-time workforce snapshot with anonymous, aggregate data to better understand identities, identify strengths, challenges, and future supports.

Platinum Commitment

15) Workplace Inclusion Action Plan: Create and implement a Workplace Inclusion Action Plan that demonstrates employee involvement, shared ownership, and WIC engagement.

Eligibility for Platinum: To be eligible for Platinum in 2026-2027, employers must have:

• achieved WIC Gold Champion status at least once previously in the past 2 years, or

• sustained WIC Silver Champion status at least twice over the past 3 years, or

• demonstrated equivalent inclusion maturity through internal initiatives.

If you’re unsure if your employer is eligible, please contact us.