Diversity, in the context of “equity & diversity in the arts”, essentially means “difference.” It specifically refers to the condition of having or being composed of differing elements. In human rights, “diversity” refers to the inclusion of different types of people in a community, group or organization.
Diverse refers to, as per human rights legislations in both Canada and Alberta, belonging to what are called “protected classes of people.” In Canada, this includes, but is not only limited to, Indigenous peoples, people of colour, women, seniors and children, members of the LGBTTIQ community, people with a minority gender identity, religious peoples and persons who live with impairment(s).
Equity-seeking refers to belonging to a diverse class of people and advocating against the barriers, exclusions and/or discrimination they face.
Equity refers to an approach to diversity in which the diverse differences among all people in a community, group or organization are accommodated on an individual basis, and historical exclusions and systemic barriers that are unique to diverse peoples are taken into account. Equity thus creates an equalized sense of belonging and shared authority for all people present. Equity achieves this by accommodating the differences between people. Equity is often contrasted with “equality,” in which all people are treated the same.
[1] Protected classes of people, as per human rights legislations in both Canada and Alberta, includes, but is not only limited to, Indigenous peoples, people of colour, women, seniors and children, members of the LGBTTIQ community, people with a minority gender identity, religious peoples, and persons who live with impairment(s).
[2] A Policy is a formal statement of a principle or rule that members of an organization must follow. Each policy addresses an issue important to the organization’s mission or operations.
[3] Accommodation refers to the duties of an employer, service provider or landlord to give equal access to people who are protected by Provincial and Federal Human Rights legislation and/or regulations. This includes, but is not necessarily limited to, people with disabilities, seniors and children, people from racialized communities, families, single parents, recent immigrants and so on.
Examples of workplace accommodations might include giving a pregnant employee flexible hours to attend medical appointments; allowing a non-Christian team member to take their stat holidays on their own religious holidays; allowing a team member to not work on certain religious holidays; or providing space within your workplace for Indigenous team members to smudge and/or a Muslim member of your team time and space for prayers.
[4] Codes of Conduct: Specific to Equity & Diversity, Codes of Conduct refer to the implementation of Human Rights in workplace settings/relationships.
Examples of Code of Conduct policies might include discrimination, harassment, sexual harassment, workplace violence, and/or accommodating dress codes (e.g. allowing a member of your team to wear a Hijab even though you want all staff to wear the same uniform).
[5] Workplace Diversity: These are policies that establish your company’s commitment to creating an equitable workplace which is accommodating of diverse team members.
Examples might include specific policies around how to hire, recruit, train, advance, recognize, and reward diverse members of your team, who often experience cultural barriers and systemic exclusions.
[6] A Procedure tells members of the organization how to carry out or implement a policy.
[7] Complaints Reporting refers to an informal process where a diverse staff member can raise concerns with a supervisor who is tasked with resolving the complaint with all concerned parties. Note that Complaints Reporting is often a first step in conflict resolution. Conflicts that cannot be resolved may then be formally taken-up through Grievance Reporting.
[8] Formal Grievance Reporting refers to a formalized process where a diverse staff member submits a Grievance, requiring formalized mediation and/or arbitration. Note that Grievance Reporting is often a second step in conflict resolution. Conflicts that cannot be resolved may then be formally taken-up through Formal Grievance Resolution.
[9] Informal Complaints Resolution refers to the step-by-step process of following-up on Complaints.
[10] Formal Grievance Resolution refers to the step-by-step process of following-up on Grievances.
[11] Mediation refers to a step-by-step process of either Complaints and/or Grievance Resolution, which is often non-binding yet mutually agreed by all parties.
[12] External Arbitration refers to a step-by-step process of either Complaints and/or Grievance Resolution, which is often binding and thus enforced by all parties.
[13] “Sensitivity” Training refers to diversity-specific professional development needed by supervisors, mediators & arbitrators to enact equitable follow-ups to Complaints and/or Grievances.
[14] Artistic activities includes events intended for a public audience that satisfy your company’s purpose—such as performances, storytelling events, exhibitions, screenings, literary readings,
Including both professional and/or community arts activities. For the purposes of this report, artistic activities are inclusive of educational and arts service activities.
[15] “specifically for” refers to programming that is uniquely intended for a diverse community to satisfy a specific artistic, educational or arts service purpose which has been identified by the diverse community. These activities reflect a “relational model” of diversity, where the activity emerges from existing and authentic relationships with diverse communities.
[16] “inclusive of” refers to programming that is not specifically intended for a diverse community, but that may still include diverse participants. These activities tend to reflect a “representational model” of diversity, where your activities may increase the number of diverse participants—in some cases intentionally, as in a deliberate choice to cast diverse performers in a play where no roles are specified as “diverse,” in an activity that is not specifically for any diverse community.