Mississauga making progress on equity, diversity and inclusion efforts

Today, the City of Mississauga shared its latest update on Equity, Diversity and Inclusion (EDI) efforts with the: Equity Diversity and Inclusion (EDI) Progress Report 2023 presented at General Committee. The report tracks the City’s journey towards establishing a strong and sustainable framework for EDI, ensuring these principles are woven into major City services and programs, and setting benchmarks to measure future progress.

“Creating a progressive, sustainable culture that values diversity and ensures equity and inclusion is at the heart of decision-making. It requires a coordinated and collaborative approach from Council through to staff,” said Shari Lichterman, City Manager and CAO. “I’m proud of the strides we’ve taken in creating a welcoming work environment for all employees and ensuring our City is responsive to the residents we serve.”

The City’s strategy for EDI continues to focus on four major themes:

1. Driving change across all City initiatives.
2. Cultivating a culture of learning and development through training and tools.
3. Implementing EDI policies and governance activities to reshape City services.
4. Identifying and dismantling systemic barriers through dedicated resources.

In 2023, the City progressed in advancing key City-wide EDI commitments and initiatives. The successful completion of the 2022 Employee Engagement and Demographic Survey provided valuable insights that guided action plans across all City divisions. This survey, recognized as a leading practice among Canadian municipalities, covered engagement, demographics and psychosocial factors, strengthening the City’s EDI work with solid evidence.

Additionally, Mississauga launched its first-ever Employee Resource Groups (ERGs) in 2023, including MiPride (2SLGBTQ+), BERG (Black), Able@Mississauga, Indigenous and DMERG (Diverse and Multicultural).

Looking forward, essential steps to further EDI efforts include:

1. Implementing the KPMG Human Resources recommendations for Recruitment and Leadership Succession with an EDI focus.
2. Establishing a naming process rooted in EDI principles aligned to the newly completed City Asset Naming Policy review.
3. Tracking efforts as recommendations of the Black Caucus report are implemented.
4. Developing a six-year Anti-Racism, Anti-Oppression Strategy (2024 to 2030).
5. Executing the work plan from the Combating Racism Discrimination Hatred Advisory Committee, a resident committee of Council.
6. Upholding the City’s continued commitments to Truth and Reconciliation.
7. Ensuring compliance with the Accessibility for Ontarians with Disabilities Act (AODA).
8. Integrating EDI principles into all City-wide initiatives, programs and services.

The City remains committed to integrating EDI principles and adopting an EDI lens in examining City-wide initiatives, programs and services.

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• Equity Diversity and Inclusion (EDI)