Baseline industry tools for coaching, conversation and action.
Baseline industry tools for coaching, conversation and action
Creative Equity Roadmap
JEDDI work benefits from cross-sharing ideas and from making deliberate commitments. Form a common understanding and be consistent about bringing JEDDI into the conversations you have within the motion picture industry and beyond.
Whether you represent yourself, your company or an industry organization, you can bring the following resources for commitment and accountability to your work.
Use them to foster collaboration and a culture of inquiry. Use them to take action, show solidarity, increase your fluency, open up dialogue, and spark industry action toward cultural transformation.
Support these foundational ideas and transformation across B.C.’s motion picture industry. JEDDI commitments and practice will lead to culture-shift within your own company, organization or business.
Download resources for personal or team reading. Learn about racism and anti-racism, unconscious bias, accessibility, micro-aggressions and how to “flip the script”.
These trusted resources have contributed to trainings for a variety of motion picture industry clients. Industry-recommended sources who can deliver coaching and training sessions to your organization.
Local, National and International JEDDI Resources
The following organizations are committed to advancing justice, equity, decolonization, diversity and/or inclusion locally and across the country.
Asia Pacific Foundation
The Asia Pacific Foundation of Canada (APF Canada) is a not-for-profit organization focused on Canada’s relations with Asia. Our mission is to be Canada’s catalyst for engagement with Asia and Asia’s bridge to Canada.
APF Canada is dedicated to strengthening ties between Canada and Asia with a focus on seven thematic areas including Asia competency.
Canadian Centre for Diversity and Inclusion
Canadian Centre for Diversity and Inclusion and CCDI Consulting are forward-looking social organizations with research and learning woven into our DNA, tracing how people identify alongside demographic trends within the Canadian workplace to move employers from diversity to inclusion.
Its mission is to help those we work with be inclusive, free of prejudice and discrimination – and to generate the awareness, dialogue and action for people to recognize diversity as an asset and not an obstacle.
Its leadership came together from the corporate world and public institutions with a shared goal of helping employers celebrate diversity and difference with a model that blends social impact and proven business tactics for inclusive work environments that mobilize the potential of individuals – and of teams.
Visit the Canadian Centre for Diversity and Inclusion website.
Cultural Human Resources Council: Film & Television Tools
The Cultural Human Resources Council (CHRC) strives to be at the centre of vision and forward thinking in the area of cultural human resources development. CHRC brings together representatives of arts disciplines and cultural industries in the cultural sector to address the training and career development needs of employers and cultural workers including artists, technical staff, managers and all others engaged professionally in the sector.
The cultural sector comprises literally hundreds of occupations in seven broad sub-sectors: live performing arts, writing and publishing, visuals arts and crafts, film and television, digital media, music and sound recording, and heritage. The sector includes employers and workers in several thousand organizations, big and small, not-for-profit and for-profit.
Created in 1995 to strengthen the Canadian cultural workforce, CHRC is one of over 30 sector councils formerly supported by Human Resources and Skills Development Canada (HRSDC). CHRC’s membership spans the country, and its members are as diverse as the disciplines and industries they work in.
HR Tech Group Diversity & Inclusion Resource Hub
The Hub is a part of the Diversity and Inclusion Tech Project led by HR Tech Group. The purpose of the D&I Tech Project is to increase the attraction, retention and advancement of women, Indigenous peoples, people with disabilities, people of colour, newcomers to Canada, and individuals who identify as LGBTQ/2S in addition to all under-represented groups in skilled occupations in B.C.’s technology sector.
This project will implement several pilot diversity, inclusion and indigenization strategies to recruit, retain and support career development in these professions.
On this site, you will find resources and tools for supporting each of these designated groups in the workplace, for integrating D&I practices into each part of the employee life cycle, and for embedding D&I into your company culture.
Visit the HR Tech Group’s Diversity & Inclusion Resource Hub website.
Intercultural Development Inventory
The Intercultural Development Inventory® (IDI®) assesses intercultural competence—the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. Intercultural competence has been identified as a critical capability in a number of studies focusing on overseas effectiveness of international sojourners, international business adaptation and job performance, international student adjustment, international transfer of technology and information, international study abroad, and inter-ethnic relations within nations. The Intercultural Development Inventory is a 50-item questionnaire available online that can be completed in 15–20 minutes.
Inclusion BC is a federation working with partners to build community and to enhance the lives of children, youth, adults with intellectual and developmental disabilities, and their families by building awareness, inspiring action and advancing rights, responsibilities and social justice.
Inclusion BC provides support, education and advocacy where and when it’s needed. We advocate at a systems level for policy change and promote inclusion through public awareness initiatives and campaigns.
Government of B.C. Manager's Guide to Reasonable Accommodation
The Managers’ Guide to Reasonable Accommodation is intended for managers and supervisors of the BC Public Service. The guide is key to being an inclusive employer, to respond effectively to individual accommodation needs, fulfill responsibilities and meet Corporate Plan goals.
The BC Human Rights Code (the “Code”) protects and promotes human rights in British Columbia. The Code recognizes that all persons are equal in dignity, rights and responsibilities. Under the Code, discrimination refers to treatment of an individual, or a group of individuals,
who are singled out and treated adversely or differently than others based on one or more of the protected grounds.
In the employment context, the protected grounds are:
• place of origin
• political belief
• marital status
• family status
• sexual orientation
• physical or mental disability
• gender identity or expression
• criminal or summary conviction offences unrelated to the employment or the intended employment of that person
Protection is intended to ensure equitable access to employment opportunities and fair treatment in the workplace. Accommodation refers to modifying employment requirements, rules or policies that could be considered discriminatory because they have a negative effect on an individual or protected group. Satisfying this legal duty1 requires managers to be respectful, attentive, flexible and comprehensive. Employers must accommodate employees with a demonstrated need up to the point of undue hardship.
Link to the Manager’s Guide to Reasonable Accommodation, Government of B.C.
The Resilience BC Anti-Racism Network offers a multi-faceted, province wide approach with greater focus and leadership in identifying and challenging racism. The program connects communities with information, supports and training they need to respond to, and prevent future incidents of, racism and hate.
Work BC Employ Diversity - Hiring Guide
Hiring from a diverse population strengthens your business and gives you flexibility. When you open your search for workers to women, youth, Indigenous people, immigrants and people with disabilities, you gain the diversity advantage:
- a wide pool to draw on, giving you a broad choice of job applicants
diverse skills, new knowledge and fresh viewpoints
- enthusiasm and commitment to you as an inclusive employer
- an extensive range of connections in the community
Find out how your business can use the diversity advantage when you’re hiring.
World Economic Forum - Diversity, Equity & Inclusion 4.0
The Diversity, Equity and Inclusion Toolkit explores the practical opportunities and risks that rapidly emerging technologies represent for diversity, equity and inclusion efforts. The toolkit outlines how technology can help reduce bias from recruitment processes, diversify talent pools, and benchmark diversity and inclusion across organizations.
Research is also cited that suggests well-managed diverse teams significantly outperform homogenous ones over time, across profitability, innovation, decision-making, and employee engagement.
Visit the World Economic Forum’s Diversity, Equity and Inclusion 4.0: A toolkit for leaders to accelerate social progress in the future of work.
The Centre for Global Inclusion
The Centre for Global Inclusion is a nonprofit, public charity with 501(c)(3) US IRS status.
It serves as a resource for research and education for individuals and organizations in their quest to improve diversity and inclusion practices around the world.
Home of the Global Equity, Diversity and Inclusion Benchmark tools highlighted in this Creative Equity Roadmap, (GDEIB), the Centre distributes free offerings to individuals, academia/education, businesses, governments, community organizations, and NGOs around the world. Its overarching goal is to make the world a better place for all.
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