2022 Workplace Inclusion Charter

1. Develop standard operating procedures that embeds use of the Settlement Referral Form in 1) new staff onboarding process, and 2) when supporting applications for Permanent Residency. Commitment 1 Resources ➝

2. Distribute Settlement Services in the Bow Valley monthly newsletter to all staff and/or regularly post Settlement Services and Foreign Worker Support Services posters in a prominent location. Commitment 2 Resources ➝

3. At least once before September 30, 2022: Provide Settlement Services in the Bow Valley with a point-in-time staffing profile for your organization. The profile should include the following information: number of foreign workers, number of Permanent Residents of Canada, and most common countries of origin for Foreign Worker and Permanent Resident staff members. Commitment 3 Resources ➝

4. Determine the top three most common languages (excluding English) that are spoken at home by your staff by either surveying employees or compiling this information from existing records, and contact Settlement Services in the Bow Valley to arrange workshops in the language groups identified. Commitment 4 Resources ➝

5. Provide interpretation upon request for meetings that relate to: onboarding, tax forms, health and safety information, or performance evaluation. Add a statement to your employee handbook or other onboarding documents explaining that interpretation is available upon request for those specific meetings. Commitment 5 Resources ➝

6. Have your employee handbook reviewed for plain language considerations by Alberta Workforce Essential Skills (AWES) or complete the AWES workshop and self assessment. Commitment 6 Resources ➝

7. Provide paper copies of tax documents (TD-1, T-4, Record of Employment) upon request. Commitment 7 Resources ➝

8. Establish post office boxes (or equivalent) for all staff accommodation units. Commitment 8 Resources ➝

9. Enroll one leader in Intercultural Competency Facilitator Training Program. Commitment 9 Resources ➝

10. Provide at least one staff member with at least one hour per month of paid time to participate in the BVIP Anti-Racism Community of Practice. Commitment 10 Resources ➝

2022 Workplace Inclusion Charter

1. Develop standard operating procedures that embeds use of the Settlement Referral Form in 1) new staff onboarding process, and 2) when supporting applications for Permanent Residency. Commitment 1 Resources ➝

2. Distribute Settlement Services in the Bow Valley monthly newsletter to all staff and/or regularly post Settlement Services and Foreign Worker Support Services posters in a prominent location. Commitment 2 Resources ➝

3. At least once before September 30, 2022: Provide Settlement Services in the Bow Valley with a point-in-time staffing profile for your organization. The profile should include the following information: number of foreign workers, number of Permanent Residents of Canada, and most common countries of origin for Foreign Worker and Permanent Resident staff members. Commitment 3 Resources ➝

4. Determine the top three most common languages (excluding English) that are spoken at home by your staff by either surveying employees or compiling this information from existing records, and contact Settlement Services in the Bow Valley to arrange workshops in the language groups identified. Commitment 4 Resources ➝

5. Provide interpretation upon request for meetings that relate to: onboarding, tax forms, health and safety information, or performance evaluation. Add a statement to your employee handbook or other onboarding documents explaining that interpretation is available upon request for those specific meetings. Commitment 5 Resources ➝

6. Have your employee handbook reviewed for plain language considerations by Alberta Workforce Essential Skills (AWES) or complete the AWES workshop and self assessment. Commitment 6 Resources ➝

7. Provide paper copies of tax documents (TD-1, T-4, Record of Employment) upon request. Commitment 7 Resources ➝

8. Establish post office boxes (or equivalent) for all staff accommodation units. Commitment 8 Resources ➝

9. Enroll one leader in Intercultural Competency Facilitator Training Program. Commitment 9 Resources ➝

10. Provide at least one staff member with at least one hour per month of paid time to participate in the BVIP Anti-Racism Community of Practice. Commitment 10 Resources ➝

16. Evaluate your emergency response plan for considerations related to staff who are new to Canada or English language learners, and report the findings of that evaluation including any planned changes to BVIP. Commitment 16 Resources ➝

17. Distribute translated information on mental health resources to all staff and/or post that information in a prominent location. Commitment 17 Resources ➝