Peel’s Diversity, Equity, and Inclusion Strategy

2020 saw many social and political conflicts. Increased discussions about racial justice and equity increased during this time, leading to more in-depth, courageous, and honest internal workforce conversations.

Like many organizations, we wanted to better understand the diversity of our employees and to explore how diversity shapes our workplace.

To achieve this, we invited our employees to:

• Complete a cross-organization workforce survey.
• Share their experiences of unfair treatment, harassment, and racism.

DEI Recommendations

The data and insights we captured led to specific recommendations that would not only help us create a diverse and inclusive work environment, but also enable us to advance DEI in Peel’s communities.

Rolled out in January 2022, our DEI Recommendations:

• Reflected a broad range of DEI themes.
• Spanned 5 focus areas: policy, recruitment, career advancement, learning and education, and employee engagement.
• Brought about specific organizational change.

This intentional “inside-out” approach underscored to the community that our efforts came from a place of sincerity.

Observance and Recognition Policy

In January 2023 we put our Observance and Recognition Policy (ORP) into action.

The ORP:

• Fosters awareness, understanding, and respect for differences to promote an inclusive workplace and community.
• Highlights significant faith-based, cultural, and diversity-related observances recognized by Peel Region.

KPMG LLP recommendations

Amidst our efforts to create a more inclusive workforce, feedback from community members like you informed our approach to advancing DEI in the broader community. In 2022, Peel Region hired consulting firm KPMG LLP to lead the development of a 5-year DEI Strategy that focused on 2 pillars – workforce and community — and was built on the DEI Recommendations already underway.

This work began with a DEI workforce assessment, a documentation review, and an evaluation of 15 comparable organizations. We followed these efforts with community consultations and a survey to gather feedback on Peel Region programs and services.

In April 2023 KPMG detailed its findings and recommendations in a DEI Strategy Report and DEI Community Report.

For a copy of these KPMG reports, email DEI Strategy.

The Hazel McCallion Act (Peel Dissolution)

A single-tier municipality is an area that has only one level of government.

In June 2023 the Province of Ontario’s Bill 112, The Hazel McCallion Act elicited the dissolution of the Regional Municipality of Peel to make Brampton, Caledon, and Mississauga single-tier municipalities as of January 1, 2025.

Despite this announcement, diversity, equity, and inclusion remained one of 12 principles we identified to manage the transition.

Creation of the DEI Strategy Implementation Plan

After the provincial announcement, we developed a 12-month Implementation Plan to align with the timelines of dissolution.

This plan will guide our journey to changing the attitudes, policies, practices, and systems that make people feel excluded and unequal.

Plan focus areas

The DEI Strategy Implementation Plan focuses on:

• 2 Pillars of Change: Organizational Well-being and Community Well-being.
• 4 Commitments.
• Individual Strategic Actions.

Organizational Well-being

As part of our commitment to organizational well-being, we'll:

1. Invest in the health, safety, and well-being of Peel Region employees.
2. Build and maintain an inclusive environment that embraces a diverse culture.
3. Make people comfortable so they can be their genuine selves at work.

Community Well-being

As part of our commitment to community well-being, we pledge to:

1. Work with community partners to make Peel a safer, connected, and more-inclusive community.
2. Deliver accessible, equitable, and inclusive programs and services.

The Bill 112 Amendment and Bill 185 Introduction

In December 2023, the Provincial Minister of Municipal Affairs and Housing announced that Peel Region would not dissolve, and Bill 112 would be amended.

This unanticipated change meant having to modify our DEI Strategy Implementation Plan once again.

While the scope of the 2 Pillars of Change and 4 Commitments remains unchanged, we will revisit the timeline and scope of our Strategic Actions.

On April 10, 2024, Bill 185 – The Cutting Red Tape to Build More Homes Act, was tabled and confirmed that Peel Region would not be dissolved.

Presentations to the Diversity, Equity, and Anti-Racism Committee and Regional Council

We presented our updated DEI Strategy Implementation Plan to the Diversity, Equity, and Anti-Racism (DEAR) Committee on February 1, 2024, followed by a presentation of the plan to Regional Council on February 22.

We will keep measuring and reporting the progress of the plan. For more information about the DEI Strategy Implementation Plan, email DEI Strategy.

We recognize Peel’s diversity, and we’re committed to:

• Building relationships with marginalized populations, including Indigenous communities. (Marginalized people are those who are excluded due to race, gender identity, sexual orientation, age, physical ability, or language.)
• Making equity and inclusion the base upon which we deliver programs and services so that everyone can thrive.

While Peel Region is in the early stages of its community-focused DEI work, we’ve made significant positive impacts to Peel’s diverse communities in 3 specific areas:

1. Community Investment Program

The Community Investment Program (CIP) lets Peel and community organizations provide equitable solutions to support Peel’s vulnerable communities. This in turn fills historical gaps often created from shifts in leadership, impacting non-profit organizations that support diverse and marginalized communities.

In 2022, Peel provided $7.9 million in funding to over 100 unique agencies to help them deliver programs and services to those in Peel who feel insignificant or isolated and want to be treated equally.

2. Peel Art Gallery, Museum and Archives

The Peel Art Gallery, Museum and Archives (PAMA) is Peel’s “cultural hub.”

PAMA has become a leader in community engagement through partnering to deliver local, national, and international content and experiences that resonate with residents.

In 2022, PAMA partnered with over 50 local community groups and agencies to deliver engaging exhibitions and programs. Over 900 students from Peel schools participated in curriculum-based programming, and over 54 Creative Expressions programs were delivered to youth and adults impacted by brain injury.

In 2023, PAMA established an Indigenous Sharing Circle (ISC) to develop consistent relationships with Indigenous people, organizations, and communities.

The ISC has committed to redeveloping core Indigenous exhibitions and guiding ongoing content to ensure that Indigenous voices, histories, and experiences are represented and accessible.

3. Supply Chain Diversity Program

Peel Region’s Supply Chain Diversity pilot program promotes inclusivity and equal access to procurement opportunities within Peel.

Developed with municipalities with similar initiatives, this program applies to invitational Request for Quotation (RFQ) procurement processes ranging from $25,000 to $100,000.

To participate in the program, a supplier must be certified as a Diverse Supplier from a recognized non-profit organization. They must also confirm that at least 51% of the business is owned, operated, and controlled by individuals from traditionally underrepresented or underserved groups.