RECONCILIATION: MOVING FORWARD TOGETHER - TRANSFORMING ORGANIZATION CULTURE PAGE 58
determine where the barriers exist and what are the causes. Not enabling all voices to be heard can stem from discrimination, ignorance, or non-inclusive processes within the organization. 5.3.1.2 What is BC Housing Doing?
When asked what practices or approaches BC Housing implements internally to ensure an equitable, anti-racist, and discrimination-free work environment, nearly three quarters of respondents commented on BC Housing’s training and learning opportunities. Several staff brought up the mandatory training in anti-harassment and anti-bullying, as well as the optional training courses listed in Table 3: Training Opportunities Offered to BC Housing Employees. It was reported that some respondents felt there was a general awareness about equity and anti-racism within BC Housing. They suggested that the organization creates a safe and open space for dialogue and promotes learning through annual lunch and learns, semi-annual meetings, seminars, workshops, newsletters, and multi-cultural days. Moreover, a few staff shared that BC Housing’s semi- annual meetings invite guest speakers to lead discussions in topics such as inclusion, reducing workplace discrimination and unconscious biases, UNDRIP and TRC’s Calls to Action, and more.
Why This Is Important The comments in this section provide only general insights into current approaches to address inequities and anti-discrimination. There needs to be further assessment of what practices are in place and what is needed. In the earlier section, there were perspectives offered by some staff that there is discrimination and another view that it was not clear if there was or not. All staff interviewed were asked what could be improved to create and support an anti- racist and non-discriminatory workplace regardless of whether they experienced this issue or not. Responses provided focused on ways to add or enhance actions aimed at ensuring a discrimination-free workplace. BC Housing currently does not offer staff equity and anti-racism training; Unconscious bias training was provided for the first time in early 2020 for Executives and was an optional training for senior management.
Over half of respondents emphasized that BC Housing maintains an equitable work culture through its internal policies and practices and by holding each other accountable to anti- discrimination. Many respondents stated executive leadership makes it clear that racism and discrimination are not acceptable and will not be tolerated. Specific examples were not provided; however, a couple of respondents indicated a former BC Housing employee who no longer works at BC Housing had acted in a racist or discriminatory way. Diversity is reflected through BC Housing’s hiring practices and diverse employee population; respondents indicated that more women and people of colour have been hired in leadership roles within the organization. No specific hiring practices or employee population information related to Indigenous peoples was referred to. BC Housing responds to employees’ specific needs (e.g., varying schedule needs for cultural activities and work styles). Respecting diversity and equity means understanding and responding to the cultural and unique needs of individual staff. Being able to provide flexibility
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