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Peel Region

Diversity, equity and inclusion

Creating a diverse and inclusive Peel

We’re committed to ensuring all residents have equal access to opportunities.

We'll achieve this by:

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Addressing anti-Black racism in Peel

Anti-Black racism has been declared a crisis in Peel's communities.

Learn what we’re doing to address this and end systemic anti-Black racism in Peel.

Indigenous land acknowledgement

We formally recognize and respect the relationship between Peel's indigenous peoples and their territories. We're grateful to have the opportunity to work on this land, and by doing so, give our respect to its first inhabitants.

Read the Peel Region land acknowledgement.

The following content provides more detail about our efforts to promote diversity and equity.

Other information

As an accountable government and community leader, in August, Peel Region released an anti-racism and systemic discrimination statement. The statement is as follows: 

The Region of Peel recognizes the impact of historical and ongoing racism and systemic discrimination in its communities. We are committed to learning, evolving, and owning the role we have played in preserving the systems that advantage some and disadvantage others. As a municipal leader and accountable government, we accept responsibility to expose and oppose racism and dismantle the institutional systems that perpetuate social inequities. To achieve Community for Life, we will enact sustainable change for our employees and residents through our policies and practices that demonstrate respect and dignity for all, enabling people in Peel to achieve their fullest life.

As an accountable government we are responsible for ensuring all residents benefit equally from public polices, programs and services.

As an organization we commit to learning, addressing, and eradicating systemic discrimination, past and present, that undermines the goal of equitable and accessible regional programs and services. 

We are on a journey. Acknowledging there is a crisis in Peel is a first step. There is still much more work that needs to be done and we are committed. 

In May 2021, Regional Council unanimously voted to further its commitment to combating racism by joining more than 500 businesses in signing the BlackNorth Initiative (BNI) Pledge. The BNI aims to end anti-Black systemic racism throughout all aspects of life, including systemic barriers across housing, education, justice, policing and in the corporate world, and create opportunities for under-represented groups.

BlackNorth recognizes that barriers persist in housing that have prevented Black residents from realizing the benefits of homeownership. To address these issues, BlackNorth has created the Homeownership Bridge Program. The Program is designed as a Shared Equity program and helps working Black families access homeownership opportunities that enables them to gain stability, self-reliance and build generational wealth.

BlackNorth administers the Homeownership Bridge Program and the Region of Peel is providing a one-time grant of $2.5 million to support affordable housing for Black residents in Peel. Through this grant, 50 eligible Peel households will have the opportunity for home ownership. Visit BlackNorth to learn more about this program – how it works and how to apply.

Earlier this year, the Region of Peel completed its first workforce census. The census aimed to gain a detailed understanding of the Region of Peel's workforce and how diversity can influence the employee experience.

The anonymous survey was conducted over a 4-week period. Questions focused on demographic data and employee sentiments (feelings) about diversity, equity and inclusion at the Region.  

View our organizational results.

Key organizational insights include: 

  • 52% of employees were born outside of Canada
  • 70% of employees are women 
  • 41% of employees identify as BIPOC (Black, Indigenous, People of Colour)
  • 73% of employees are caregivers 
  • 48% of employees recognize Christianity as their belief system 

Five focus areas were identified from analysis of the census data:

  • Inclusive and Respectful Workplace
  • Career Advancement and Promotion Processes
  • Employee Education
  • Recruitment
  • Employee Engagement

Recommendations have been endorsed by the organizations' leadership to address these areas.

Next steps include embarking on an Employment Systems Review that will look at organizational policies and practices related to recruitment, pay and promotion; development of an organizational DEI Learning Plan to equip staff with the knowledge and skills needed to advance this work; partnering with local municipalities and community tables to combat racism and systemic discrimination in Peel. 

DEAR advises Regional Council on systemic barriers and diversity issues in the community that relate to the Region's policies, programs and services.

We're removing barriers and improving access to our programs, services and facilities for people of all abilities.

Refer to Accessibility Planning at the Region of Peel.

Systemic Barrier: Refers to policies, practices or procedures that result in some people receiving unequal access or being excluded from participation. This is also experienced as discrimination.

Anti-Black Racism: Anti-Black racism is prejudice, attitudes, beliefs, stereotyping and discrimination that is directed at people of African descent and is rooted in their unique history and experience of enslavement and its legacy.

Systemic Discrimination: Systemic discrimination can be described as patterns of behaviour, policies or practices that are part of the structures of an organization, and which create or perpetuate disadvantage for racialized persons.