2026-2027

Workplace Inclusion Charter Commitments

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.

2026-2027 Recognition Tiers

🥉 Bronze Workplace Inclusion Champion: Complete all minimum required foundational commitments (1, 2, 3, 4).

🥈 Silver Workplace Inclusion Champion: Complete Bronze + Any 4 Advanced Commitments (Total 8 Commitments)

🥇 Gold Workplace Inclusion Champion: Complete Bronze + Any 8 Advanced Commitments (Total 12 Commitments)

🏆 Platinum Workplace Inclusion Champion: Achieve Silver + Platinum Commitment

If you want to participate in the 2026-2027 Workplace Inclusion Charter but cannot complete the minimum Foundational commitments to achieve Bronze status, you may be eligible to be a 2026-2027 Signatory. Contact us to learn more.

How do we decide on the commitments?

  1. We listen to the experiences of employees to understand what would make more inclusive local workplaces.

  2. We convene a group of subject matter experts, industry associations, and supporting agencies to create a shortlist of commitments that would create meaningful impact for local employees.

  3. We work together with local employers to decide on a final list of commitments to meet the following criteria:

    Adaptable: Employers of any size and industry can complete the commitment

    Feasible: Employers can complete the commitment within available time, capacity, and resources.

    Impactful: The commitment will make a meaningful difference for workplaces and the local workforce, based on local insights and subject matter expertise.

    Supported: Employers have access to practical resources and support from a Supporting Agency to help with implementation and problem-solving

What do we mean by an ‘inclusive workplace’?

We define an inclusive workplace as one where all employees are welcomed, respected, valued, and supported to participate, contribute, and succeed.

Through welcoming recruitment and onboarding, everyday inclusive workplace practices, and shared leadership, learning, and accountability, employers take meaningful action to remove barriers, strengthen belonging for all, and create workplaces systems so employees of all backgrounds can thrive.

The Workplace Inclusion Charter is not intended to completely transform organizations.

The commitments support employers who are interested in inclusion to take practical and meaningful steps within a set timeframe to create more inclusive local workplaces.