►
Description
Community and Protective Services Committee - Friday, March 26, 2021 – video stream
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
A
All
right,
then,
good
morning,
everyone
welcome
to
the
meeting
of
community
and
protective
services
of
march
26
2021
I'd
like
to
call
our
meeting
to
order.
This
meeting
is
being
held
remotely
through
zoom,
which
is
necessary.
Unfortunately,
in
these
times
of
physical
distancing,
to
keep
everyone
safe
during
what
I
hope
is
the
late
stages
of
this
pandemic.
A
I
reminded
participants
that
please
keep
your
microphones
muted
until
I
call
on
you
to
speak
I'll,
provide
each
committee
member
with
the
opportunity
to
ask
questions
or
comment
on
the
item
in
the
order
which
they
raise
their
hand
on
zoom
committee.
Members
will
be
called
on
first,
followed
by
any
other
members
of
council
who
have
joined
the
meeting,
and
I
see
we
have
quite
a
few
so
welcome
for
panelists
the
raise
hand
option
is
found
at
the
bottom
of
the
participants
list
for
attendees.
A
A
Members
are
also
reminded
to
submit
any
motions,
visual
supports
or
declarations
of
interest
in
writing
to
the
coordinator
at
their
earliest
convenience,
though
the
deadlines
have
passed
for
residents
who
register
to
speak
to
this
committee.
A
residents
may
also
still
make
written
submissions
prior
to
council
on
april
14th.
If
you
have
any
technical
difficulties
signing
into
the
meeting,
I
suppose,
if
you
did,
you
probably
wouldn't
be
here
and
hear
me
say
this,
but
you
can
contact
the
clerk's
office
at
committees
ottawa.ca
or
by
calling
613-580-2424
using
the
extension
28821
so
good
morning.
A
Everyone
ottawa
is
built
on
unseated,
algonquin,
jinabe
territory.
The
peoples
of
the
algonquin
anishinabe
nation
have
lived
on
this
territory
for
millennia,
their
culture
and
presence
have
been
nurtured,
have
nurtured
and
continue
to
nurture
this
land,
the
city
of
ottawa,
honors,
the
peoples
and
the
land
of
the
algonquin
anishinaabe
nation,
the
city
of
ottawa,
honors.
All
first
nations
inui
and
mexi
people
and
their
valuable
past
and
present
contributions
to
this
land.
So
thank
you
for
joining
us
today.
A
We
have
one
item
on
the
agenda
very
exciting:
the
women
and
gender
equity
strategy,
which
we
have
been
looking
forward
to
since
the
launch
of
its
development
in
2019
and
the
appointment
of
councillor
teresa
cavanaugh
as
the
liaison.
It
is
the
city's
first
comprehensive
strategy
to
integrate
gender
equity
into
all
of
our
processes,
services,
strategies
and
policies.
A
The
strategy
represents
significant
progress
in
council's
ongoing
commitment
to
advance
equity
and
inclusion
for
everyone
in
ottawa.
I
want
to
thank
the
council's
liaison
for
women
and
gender
equity
council
teresa
cavanaugh
and
all
the
members
of
council
and
staff
on
the
sponsors
group
who
have
worked
to
champion
this
initiative.
I
would
also
like
to
single
out
the
incredible
work
of
suzanne
sawson
jepty
and
their
entire
team
for
this
hard
work
on
this
landmark
initiative.
B
D
F
A
A
Confirmed:
okay,
moving
on
to
our
item
today,
the
gender
and
race
equity,
indigenous
relations,
inclusion
and
social
development.
Beginning
we
will
have
comments
from
susanno
baraya,
followed
by
a
powerpoint
presentation,
and
then
delegations,
the
powerpoint
presentation,
will
be
provided
by
susan
o'brien
and
assassin,
and
they
will
answer
any
questions
following
our
delegation,
so
I
will
turn
it
over
to
suzanne.
Please
go
ahead.
F
Thank
you,
mr
mayor
chair,
luloth
and
the
committee
members
this
morning.
Gender
and
race,
equity,
inclusion,
indigenous
relations
and
social
development
services
is
pleased
to
present
the
city
of
ottawa's.
First
women
and
gender
equity
strategy
staff
available
for
questions
today
are
adona
gray,
general
manager
for
community
social
services,
development
jeff
day
elizae,
gender
and
race,
equity,
indigenous
relations,
diversity
and
inclusion,
branch
manager,
women
and
gender
equity
specialists,
jason
sebere
for
children's
services,
paul
levine
and
syed
saya
for
acting
direct
housing
services.
F
Gender
equity
is
the
process
of
being
fair
to
women,
men
and
gender.
Diverse
persons
to
achieve
fairness,
strategies
and
measures
must
be
available
to
compensate
for
the
historical
social
disadvantages
that
have
prevented
women,
gender,
diverse
persons
and
men
from
living
equally
in
society
using
a
gender
lens
ensures.
We
are
constantly
reflecting
on
how
we
allocate
resources,
design
programs
and
make
decisions,
keeping
at
the
forefront
the
different
needs
of
women,
men
and
gender
diverse
persons
and
addressing
any
imbalances
so
that
all
people
benefit.
F
F
This
is
a
significant
milestone
for
the
city,
which
has
demonstrated
such
a
commitment
to
advance
women
and
gender
equity
at
both
the
organizational
and
service
level,
particularly
during
the
covet
pandemic,
which
disproportionately
impacted
women,
indigenous
women,
racialized
women,
immigrant
women
elder
women,
women
living
with
disabilities
and
gender,
diverse
persons
of
which,
in
response
to
the
pandemic
city
staff,
rallied
and
created
a
gender-based
response
and
were
able
to
organize
several
learning.
Opportunities
and
awareness.
F
We
also
thank
the
working
group
members
for
their
dedication
and
contributions
to
the
advising
of
the
strategy
and
we'd
like
to
thank
the
city
manager,
the
general
manager
of
community
and
social
services,
general
manager
of
innovative
client
services
and
the
entire
senior
leadership
team
for
their
support
and
contributions
of
the
strategy
and
its
phase.
One
strategic
framework.
F
And
I
think
I've
got
them
all
my
apologies.
If
I've
missed
one,
we
extend
gratitude
to
the
numerous
city,
staff
and
departments,
including
innovative
client
services,
recreation,
culture
and
facilities,
children's
services,
housing
services
and
the
city
clerk's
office,
all
of
whom
committed
to
specific
strategic
actions
within
their
departments
and
the
ottawa
residents
who
participated
in
the
different
discussions,
forums
and
platforms
which
contributed
to
shaping
the
priorities
of
this
strategy.
G
G
This
strategy
acknowledges
that
women
and
gender
diverse
persons
from
intersectional
backgrounds
face
complex
and
multi-layered
forms
of
discrimination
and
barriers,
and
by
intersectional
groups
we
mean
that
women
and
gender
diverse
persons
are
all
not
the
same.
The
women
who
have
multiple
overlapping
social
identities
face
more
barriers
and
and
complex
forms
of
discrimination.
G
For
example,
racialized
women
face
complex
barriers
to
services.
Women
with
disability,
who
also
happen
to
be
trans.
Women
also
face
multilayered
forms
of
discrimination
because
of
their
gender
identity,
in
addition
to
the
other
social
identities
that
they
have.
We
know
that
women
and
gender
inequities
have
ripple
effects
on
the
well-being
and
development
of
our
commun
whole
community.
We
believe
that
this
strategy
is
going
to
benefit
persons
in
our
community
from
all
gender
groups.
G
G
So
what
is
the
reality
for
women
and
gender
diverse
persons
here
in
canada
and
ottawa?
Women
in
canada,
who
work
full-time
still
earn
average
only
87
cents
to
every
dollar
earned
by
men
and
women
tend
to
be
over-represented
in
informal,
temporary
and
part-time
jobs.
Women
also
continue
to
be
under-represented
in
leadership
and
executive
positions.
Indigenous
women,
women
with
disabilities
and
trans
women
experience
a
much
higher
rate
of
gender-based
violence
in
our
communities,
and
there
is,
of
course,
the
disproportionate
and
gendered
impact
of
covid19
pandemic.
G
We
know
that
women
and
gender
diverse
persons
due
to
isolation
measures,
have
been
at
a
higher
risk
of
gender-based
violence
and
sexual
violence.
We
know
that
intersectional
groups
of
women,
particularly
racialized
women,
have
were
at
a
higher
risk
of
losing
jobs,
losing
sources
of
income,
as
well
as
the
risk
of
food
insecurity.
G
G
G
It
is
in
alignment
with
the
city's
reconciliation
action
plan,
anti-racism
strategy,
corporate
diversity
and
inclusion
plan,
and
it
also
collaborates
and
in
alignment
with
the
official
plan
and
the
community
safety
and
well-being
plan.
It
is
also
worth
mentioning
that
this
strategy
was
built
on
the
equity
and
inclusion
lens
that
was
developed
in
partnership
with
city
for
all
women
initiatives,
cowie
we're
building
on
the
intersectional
approaches
and
the
gender
lenses
as
part
of
this
stretchy
strategy.
G
The
progress
achieved
on
women
and
gender
equity
strategy
so
far
since
the
announcement
of
the
strategy
in
march
2019,
we
have
worked
closely
with
a
corporate
strategist
strategy
and
plan
teams
to
apply
a
gender
lens
and
a
gender
lens
would
mean
a
process
where
we
examine
the
implications
of
city
plans,
strategies
and
policies
on
women
and
gender
groups,
particularly
those
from
equity
deserving
backgrounds.
The
work
that
has
been
done
was
through
collaboration
with
corporate
plans
and
strategies,
such
as
the
official
plan,
the
climate
master
plan
and
the
transportation
master
plan.
G
We
have
launched
a
gender
and
race
and
equity
data,
baseline
study
and
developed
a
series
of
tools
to
apply
a
woman
and
gender
lens
to
covet
19
response
and
recovery
in
collaboration
with
the
human
needs
task
force.
We
have
started
working
on
an
indigenous
gender
and
equity
implications,
section
to
the
corpora
report.
G
Council,
reporting,
template
and
one
of
the
most
recent
achievements
is
the
city
of
ottawa.
Signing
on
the
electricity
human
resource,
canada,
gender
echoed
and
the
and
the
gender
accord
is
an
agreement
that
is
signed
by
several
cities
and
organizations
in
canada
that
promote
representation
of
women
in
our
in
our
workforce
and
also
fully
support
them
to
know
about
the
the
equal
opportunities
and
their
ability
to
grow
and
develop
their
full
potential
in
their
careers.
G
The
council
sponsors
group
is
formed
of
mayor,
jim
watson,
deputy
mayor
suds,
counselor
dean's,
counselor
mckenny,
the
city
manager,
general
manager
of
community
social
services
and
general
manager
of
innovative
client
services
and
is
chaired
by
the
council
liaison
for
women
and
gender
equity
councillor
kavanaugh.
The
group
has
met
six
times
since
its
establishment
and
continued
in
the
past
months
to
champion
women
and
gender
equity
issues
and
to
provide
guidance
to
the
development
of
the
strategy.
G
A
working
group
formed
off
more
of
more
than
15
community
organizations,
service
providers
and
partners
and
allies
from
the
community
was
established
in
february
2020
and
was
co-chaired
by
the
city
for
all
women
initiatives.
Cowie
the
group
continued
to
provide
input
into
the
development
of
the
of
the
strategy
and
also
members
of
the
working
group
were
part
of
the
engagement
process
for
the
strategy.
G
We
conducted
the
research
and
municipal
scan
on
women
and
gender
equity
to
document
models
and
best
practices
from
other
cities.
And
finally,
we
developed
and
designed
a
broad
public
engagement
strategy
to
hear
from
both
our
city
staff
and
residents
on
what
could
be
considered
as
priorities
for
this
strategy.
Next,
please.
G
A
broad-based
public
engagement
strategy
was
designed
to
ensure
that
we
reach
to
groups
specifically
equity
deserving
communities.
More
than
570
persons
were
consulted
throughout
the
process
from
the
period
of
august
2019
until
january
2020.,
we
were
very
lucky
that
the
engagement
process
took
place
right
or
finished
right
before
cowboy
19
hit.
We
conducted
focus
group
discussions
with
more
than
75
city
staff,
where
we
ask
them
as
staff
what
they
consider
as
gender
needs
and
priorities
for
the
city.
G
More
than
150
persons
from
the
community
organization,
service
providers
and
residents
participated
in
in
these
focus
group
discussions,
and
then
this
was
followed
by
two
public
forums,
one
in
september
2019,
where
we
heard
from
more
than
170
residents
about
what
they
consider
as
gender
priorities,
and
they
also-
and
we
also
heard
from
them
what
could
be
the
first
service
areas.
We
we
should
work
with
in
phase
one
another.
G
We
also
launched
an
engage
ottawa
online
platform
that
was
filled
by
150
residents
in
english
and
french.
The
strategy
ensured
that
women
and
gender
advocacy
networks
and
community
health
resource
centers
and
violence
against
women
sector
and
other
stakeholders
contribute
to
the
formulation
of
the
long-term
women
and
gender
equity
strategy
outcomes,
as
well
as
the
phase
one
strategic
priorities.
G
Postcode
with
19
city
staff
also
were
present
in
multiple
community
tables,
including
the
human
needs
task
force,
and
they
remained
updated
on
the
new
and
emerging
women
and
gender
equity
issues
that
are
related
to
covet
19..
The
working
group
continuously
informed
the
city
on
key
women
and
gender
needs
and
gaps
under
the
pandemic.
G
Next,
please,
when
consolidating
all
the
findings
from
the
different
community
and
city
staff
focus
group
discussions,
as
well
as
the
the
two
forums
and
other
means
of
engagement.
Eight
thematic
priorities
emerged:
housing,
safety,
a
gender
inclusive
city
representation,
gender,
sensitive
data,
resident
engagement,
training
and
awareness
raising
and
resources,
and
we
explored
these
further
through
a
discussion
with
the
working
group
and
with
different
departments
in
the
city.
G
G
The
woman
and
gender
equity
strategy
21
25
is
is
a
long-term
commitment
of
the
city
to
women
and
gender
equity.
It
is
an
interfacing
strategy
that
will
ensure
that
the
city
of
ottawa
services
strategies
and
plans
always
integrate
a
woman
and
gender
lens
and
promotes
women
and
gender
equity
within
the
organization
itself.
We
apply
it.
We
aim
to
apply
a
gender
lens
across
the
organization
and
a
gender
lens
we
mean
by.
G
That
is
a
process
of
assessing
the
implications
on
women
and
other
gender
groups
of
any
planned
action,
including
legislation
policies,
programs,
resource
allocation
at
in
all
areas,
but
also
at
all
levels.
It
is
a
systemic
process
that
we
consider
that
considers
the
different
lived,
experiences
needs
and
voices
of
the
different
intersectional
groups
of
women
and
gender
diverse
persons.
Next,
please.
G
Next,
please,
the
strategy,
the
strategic
guiding
principles
include
women
and
gender
equity,
women
and
gender
equality,
evidence-based
planning
collaboration,
intersectionality
and
accountability.
Next,
please
so
again,
consolidating
and
analyzing
all
what
we
heard
from
the
community
and
city
staff.
Four
main
commitments,
long-term
commitments
for
the
city
emerged,
and-
and
these
we
consider
here
as
the
four
main
outcomes,
long-term
outcomes
for
the
women
and
gender
strategy.
G
The
first
outcome
is
policy
change
for
women
and
gender
equity,
and
this
means
that
the
city's
decisions,
programs,
plans
and
resource
allocations
are
all
informed
by
an
intersectional
gender
lens
to
ensure
that
residents
from
all
gender
groups
have
equitable
access
to
services
and
to
resources.
The
second
outcome
is
safety.
The
city
establishes
policies
and
accountability
mechanisms
to
ensure
that
its
offices
and
facilities
continue
to
be
free
from
all
forms
of
gender-based
violence.
The
third
outcome
is
equitable
representation
of
women.
G
G
G
The
the
midterm
review
will
allow
us
to
document
the
successes,
but
also
the
challenges
and
the
lessons
learned
from
phase
one.
It
will
allow
us
to
engage
community
and
city
staff,
one
more
time
and
record
any
emerging
and
urgent
needs
that
may
come
up
after
phase
one,
and
it
will
also
allow
us
to
engage
our
community
again
and
and
plan
for
phase
two.
G
Under
the
four
main
outcomes
of
the
women
and
gender
strategy,
we
have
five
strategic
priorities
that
underpin
the
strategy.
Strategic
priority
number
one
is
gender-based
analysis
and
gender
lens
on
city
policies
and
strategies,
and
the
goal
of
this
strategic
priority
is
to
systematically
use
gender-based
analysis
to
identify
gender
gaps
and
revise
existing
policies
or
create
new
policies
towards
equitable
women
and
gender
access,
and
the
key
strategic
actions
in
under
this
strategic
priority
include
the
implement
leverage
equity
to
achieve
diversity
and
inclusion
targets,
which
is
the
leaded
program.
G
The
leaded
program
is
a
strategic
and
comprehensive
hiring
process
that
aims
to
increase
the
representation
of
four
equity
employment
groups,
including
women
in
the
city
workforce.
It
works
towards
making
city
workforce
reflective
of
the
complex
diversity
of
ottawa's
population
that
we
serve.
It
tracks,
applicants
from
employment,
equity
groups
through
all
the
stages
of
hiring
and
creates
tools
to
identify
the
pain
points
and
the
barriers
that
face
employment,
equity
groups,
including
women.
G
Under
this
strategic
priority,
we
also
will
review
city
policies
regarding
council
support
staff
and
general
policies
related
to
sexual
and
gender-based
harassment
and
and
violence.
We
will
also
incorporate
language
on
gender
analysis
and
then
new
official
plan.
There
are
strategic
actions
under
this
priority
that
will
benefit
women
and
girls
in
our
community,
including
the
canada,
ontario
housing
benefit,
which
is
a
program
to
expand
the
number
of
affordable
housing
options
to
women,
fleeing
domestic
violence,
single
women
and
lone
female
lead
households.
G
The
strategic
actions
under
this
priority
include
establishing
a
sound
quantitative,
qualitative
baseline
of
of
gender
race
equity
considerations
in
city
data.
The
the
gender
race
and
equity
baseline
study
will
provide
the
city
with
a
diagnostic
analytical
information
on
how
gender
and
race
equity
are
reflected
in
in
the
current
data
systems.
G
The
the
strategic
priority
also
includes
the
promotion
of
the
count
me
in
survey,
which
will
help
the
city
gain
more
and
and
deep
understanding
of
the
city's
representation
across
employment
equity
groups,
including
women.
Other
strategic
actions
under
this
include
the
an
integration
of
a
gender
lens
into
the
data
strategy
of
the
community
and
social
services,
as
well
as
an
examining
study
into
the
demographic
data
from
a
gender
lens
for
the
community
and
social
services
department.
G
G
The
fourth
strategic
priority
is
awareness
raising
and
training
on
women
and
gender
equity,
and
the
goal
is
to
increase
awareness
and
capacity
of
city,
council
management
and
staff
in
integrating
a
woman
and
gender
lens
in
their
work.
The
key
strategic
actions
include
provision
of
education
to
city
staff,
to
deepen
their
understanding
on
colonial
impacts
on
indigenous
women
and
also
application
of
an
indigenous
gender-based
analysis
to
their
policies,
programs,
and
also
an
update
to
the
equity
and
inclusion
lands
to
highlight
gender
aspects
and
conduct
training
to
new
employees.
G
The
fifth
strategic
priority
is
gender
sensitive
resource
allocation.
The
goal
is
to
develop
processes
in
the
city,
planning,
programming
and
budgeting
that
will
contribute
to
women
and
gender
equity
and,
under
this
strategic
action
using
a
gender
based
funding
allocations
to
support
women
through
kovit19
pandemic.
It
also
includes
a
period
pack
pilot
project
which
will
meet
women
and
girls
needs
towards
ending
period
poverty
in
priority
neighborhoods.
This
action
came
in
response
to
what
we
heard
from
the
community
about
the
needs
in
the
early
months
of
the
pandemic.
It
fall.
G
G
Senior
leadership
team
will
oversee
the
implementation
of
phase
one
and
a
woman
and
gender
equity
team
is
going
to
be
established
from
representatives
of
the
service
areas
that
contributed
to
phase
one
of
the
framework.
A
woman
and
gender
community
table
will
be
established
so
that
we
continue
hearing
from
our
community
partners
and
allies
and
service
providers
on
on
women
issues,
woman
needs
and
and
gender
gaps.
G
Next,
please,
some
of
the
expected
risks
would
be
that,
due
to
changes
to
the
scope
of
the
pandemic,
there
may
be
a
shift
of
resources
to
respond
to
critical
needs,
and
probably
this
may
impact
the
development
of
some
of
the
tools
or
guidelines
or
implementation
of
some
of
some
training
and
learning
to
mitigate
these
risks
phase.
One
of
this
strategy
uses
existing
resources
and
embeds
a
gender
lens,
a
woman
and
gender
lens.
G
In
the
existing
work
and
the
existing
strategic
plans
of
the
city,
an
akovic,
19,
gender
and
equity
lens
has
been
used
to
develop
the
framework.
It
will
continue
to
be
used
in
public
engagement,
communication
and
outreach
to
make
sure
that
the
strategic
framework
continues
to
be
relevant
to
the
current
needs.
G
Next,
please,
the
next
steps
is
to
establish
the
women
and
gender
equity
strategy
community
table
and
women
and
gender
equity
city
team.
The
implementation
of
the
of
the
phase,
one
of
the
framework,
will
be
monitored
and
reported
on
the
progress
annually
to
slt
the
council,
spokesman
group
and
the
council,
and
then
again,
a
midterm
review
of
progress
will
be
planned
for
the
first
quarter
of
2023
to
look
back
at
phase
one
re-evaluate
and
integrate
new
and
emerging
needs.
A
H
Hi,
thank
you
so
much
salsa.
Thank
you
for
all
your
work.
Dear
community
and
protective
services
committee.
My
name
is
aaron
lee
from
octiva
the
ottawa
coalition
and
balance
against
women.
Today,
I'm
speaking
on
behalf
of
some
of
the
members
of
the
women
and
gender
equity
strategy
working
group.
Firstly,
the
working
group
members
recognize
the
relationship
between
indigenous
peoples
on
this
land
and
the
city
of
ottawa
on
unseated
algonquin
territory.
H
We're
pleased
the
city
is
engaged
separately
with
the
ottawa
aboriginal
coalition
to
do
work
on
indigenous
women's
issues.
We
want
to
acknowledge
the
hard-won
efforts
of
city
staff
responsible
for
developing
the
strategy.
In
particular,
the
community
engagement
underpinning
the
strategy
was
strong
and
the
strategy
covers
a
wide
range
of
internal
processes.
H
H
The
city
of
ottawa,
in
partnership
with
local
2s,
lgbtq
plus
organizations,
conducted
a
needs
assessment
on
improving
communities,
health
and
wellness.
We
applaud
commitments
in
the
strategy
to
enhance
gender
inclusion
within
city
services,
particularly
more
staff
training,
gender
neutral
washrooms
and
city
facilities
and
trans-inclusive
demographic
data
collection.
H
However,
the
needs
assessment
recommendations
pertain
to
the
broader
goals
of
strengthening
community
health
and
social
services
for
2s,
lgbtq,
plus
communities,
and
those
recommendations
are
largely
absent
from
the
proposed
strategy.
We
believe
the
strategy
needs
to
go
much
further
to
meet
its
stated
vision.
We
need
your
committee
to
make
recommendations
to
council
to
ensure
that
phase
two
of
the
strategy
is
bold
resourced
and
engages
community
and
playing
a
leadership
role
with
shared
accountability
for
phase
two.
H
We
need
a
process
that
is
community
co-created
through
collaboration
and
partnerships
and
externally
accountable,
whereby
the
community
comes
together
through
an
accountability
table
such
as
le
jose
de
moreales
or
the
women's
advocacy
voice
of
edmonton,
so
that
we
can
meaningfully
engage
and
have
real
influence
on
the
strategy
and
framework.
The
community
table
should
also
have
a
designated
accountability
relationship
with
the
council's
sponsors
group.
H
It
should
be
intentionally
committed
to
meaningful
intersectionality,
allowing
for
the
development
of
strategic
actions
that
will
positively
benefit
groups
of
women
and
gender.
Diverse
people,
including
newcomers,
racialized
people,
people
living
on
low
income,
people
with
disabilities,
older
adults
and
other
important
groups.
H
For
instance,
there
should
be
multiple
planners
and
staff,
with
gpa
plus
expertise
involved
in
the
official
plan,
the
10-year
housing
and
homelessness
plan,
community
safety
and
well-being
plan
and
the
older
adult
plan.
It
should
be
resourced
financially
and
with
human
capacity
phase.
One
comes
with
no
added
funding.
Departments
are
expected
to
achieve
strategy
objectives
with
existing
funding.
If
we
want
comprehensive
and
transformative
chains
change,
it
needs
to
be
resourced
and
it
should
be
mainstreamed
and
internally
accountable,
so
that
a
single
staff
person
is
not
solely
responsible
for
this
work.
H
Citywide
transformation
cannot
be
achieved
on
the
shoulders
of
one
person.
We
want
women
and
gender
leads
in
each
department
who
are
trained
in
the
equity
and
inclusion
lens
and
gpa
plus,
and
bring
a
strong
intersectional
analysis
to
the
city's
work.
The
pandemic
has
shown
us
that
our
city
can't
function
without
women
and
gender
diverse
people,
especially
those
that
are
racialized
or
immigrants.
There
would
be
no
carers,
cashiers
cleaners
or
healthcare
workers
all
essential
for
surviving
the
pandemic.
These
are
the
same
people
at
greatest
risk
of
contracting
covid
and
are
targeted
for
violence.
H
H
D
Thank
you.
I
thought
I
saw
counselor
dean's
hand
up
first,
but
but
thank
you.
No
thank
you
very
much
aaron
for
for
coming
out
today
and
also
for
your
cooperation
and
work.
So
far
I
mean
you
have
been
part
of
this
so
and
this
is
phase
one,
and
I
appreciate
that
you're
already
looking
to
phase
two.
This
is
this
is
great
and
I
I
think
that
we
do
have
to
to
put
so.
D
I
think
what
I
would
like
to
do
is
refer
what
you're,
what
you
put
forward
for
staff,
because
it
it's
not
something
we
do
on
the
back
of
an
envelope.
This
is
something
we
need.
A
lot
of
thought
in
you've
mentioned
some
other
cities
and
I'd
like
some
analysis
of
that,
so
that
we
can
move
forward
on
your
your
pose
if
you're
comfortable
with
that,
because
I
think
we
need
to.
D
We
have
some
some
thought
behind
it,
of
what
those
what
those
other
cities
are
doing
and
how
they're
operating,
because
there's
obviously
excellent
excellent
examples
out
there,
and
I
think
we
can
get
there.
So
do
you
have
any
comments
about
any,
in
particular
about
the
the
other
cities
of
what
they're
doing
that
we
can
learn
from.
H
Well,
I
think
it
makes
sense
to
direct
staff
to
do
that
if
the
outcome
is
to
shift
the
the
relationship
with
the
community.
I
think
the
working
group
level
here,
I
think,
what
what
needs
to
happen
for
this
plan
to
really
be
effective
and
to
be
more
bold,
is
that
the
city
and
the
community.
We
need
to
work
together
more
deeply
and
we
can
help
identify
strategic
actions
that
will
have
a
greater
impact
versus
staff
telling
us.
What
can
you
do
in
in
the
box
you're
already
in?
H
Instead,
it
should
be
community
and
the
city
and
city
council
saying
this
is
what's
going
to
make
the
biggest
difference
in
women
and
gender
diverse
people's
lives.
Now,
how
do
we
make
it
happen,
so
it's
sort
of
turning
it
upside
down.
So
I
appreciate
the
idea
of
sending
it
back
to
staff
for
consideration
if
there's
a
way
that
there
can
be
a
commitment
to
a
relationship
that
underscores
the
importance
of
that
visionary
piece
that
that
community
are
collaborators
in
that
way,
rather
than
at
a
working
group
level,
which
kind
of
stunts
our
our
engagement.
D
I
think
we
have
good
examples
of
the
city.
I
think
the
the
work
that
has
been
happening
with
the
human
needs
task
force
is
an
excellent
example
of
our
partnership
with
community
groups
and
getting
out
of
silos.
It's
I
think
it's
something
that
it
took
a
pandemic
for
us
to.
You
know
having
to
works
everybody.
You
know
it
it.
D
D
E
Thank
you
two
things.
I
guess.
Is
it
possible
through
you,
mr
chair,
that
what
what
aaron's
proposed
could
be
shared
on
on
a
screen
at
some
point,
so
we
could
all
see
it
in
those
watching
from
their
their
homes
or
or
businesses
could
also
see
what
what
the
issue
is
or
what
the
question,
I
guess
not
really
an
issue,
but
what
the
question
or
request
is
from
aaron,
I'm
wondering
if
that
could
be
facilitated.
H
A
C
A
I
Good
morning,
first
of
all,
I'd
like
to
start
by
congratulating
everyone
involved
with
the
creation
of
this
strategy.
Councillor
kavanaugh,
thank
you
for
taking
the
lead
on
this
initiative
on
behalf
of
city
council
and
really
honestly,
I
can't
begin
to
express
how
important
the
strategy
is.
So
thank
you
for
allowing
me
to
speak
today.
I
The
first
part
of
the
strategy
is
related
to
housing,
which
I
was
thrilled
to
see.
Reading
the
report.
It
had
me
thinking
about
my
diverse
professional
experience
over
the
past
17
years
in
the
affordable,
housing
and
homelessness
sector
and
what
the
system
might
look
like
if
the
gender
equity
lens
is
applied.
I
So
housing
is,
is
not
just
a
roof
over
people's
heads.
It
needs
to
be
an
appropriate
home
in
terms
of
safety,
size,
geography,
the
built
form,
location,
proximity
to
community,
supports
amenities,
and
so
on,
and,
and
it
looks
different
for
everyone
so
for
women.
Women
experiencing
poverty,
racialized
women,
women
fleeing
domestic
violence,
older
women,
gender,
diverse
persons
and
an
appropriate
home
has
so
many
more
criteria
to
fill
than
just
affordability
and
the
number
of
bedrooms
and
listening
to
erin's
deputation.
This
morning
I
really
have
to
say
that
I
echo
her
sentiments
and
and
recommendations.
I
But,
to
be
honest,
you
know
I
had
a
few
stories
to
share
with
you.
I
don't
know
that
they're
necessary,
but
in
the
end
I
really
wanted
to
show
up
today
and
and
tell
you.
This
is
great.
This
is
a
really
great
start.
I'm
really
happy
to
see
it.
I
don't
know
if
anyone
shows
up
to
tell
you
thank
you,
but
I'm
here
to
show
up
to
tell
you
thank
you
so
that
that's
it
for
me
and
I
want
to
wish
everyone
a
wonderful
weekend.
D
Thank
you,
mary,
jose.
We've
met
you
a
few
times
and
I
I
think
you
have
to
take
some
credit
yourself,
because
it's
it's
the
advocates
out
there
that
inspire
us
and
I
just
wanted
to
pass
that
on,
because
you're
on
the
ground,
you're
out
there
and
you're,
seeing
what
what's
needed
and
and
as
aaron
said,
that's
why
we
need
you.
We
need
that
partnership,
so
this
is
a
two-way
street.
This
is
about
seeing
what's
happening
out
there,
because
we
can't
always
be
there.
D
A
D
D
They
saw
it
and
they
saw
the
need
and
worked
hard
to
make
sure
that
it
was
brought
forward.
So
my
my
profound
thank
you
to
my
colleagues
for
for
that,
it's
it's!
It's
definitely
was
worth
it.
I'm
very
proud
that
we're
celebrating
this
milestone
phase
one
of
our
our
city's
first
women
and
gender
equity
strategy.
D
D
Every
time
I'm
asking
questions
about
gender
equity
she's,
the
one
behind
the
scenes,
doing
all
the
research
and
and
doing
a
fabulous
job,
and
I
want
to
give
a
profound
thank
you
for
all
the
hard
work
she's
done.
Aaron
was
sort
of
saying
you
can't
have
one
person
just
doing
the
whole
thing,
but
sausage
kind
of
did
for
a
bit
and
we
need
to
give
her
more
resources,
of
course,
and
and
help
beca,
but
she's
done
a
phenomenal
job.
D
D
D
We
have
to
look
at
the
way
we
work
with
each
other.
The
way
we
hire
the
way
we
treat
our
staff.
The
way
we
spend
taxpayers
money,
the
issues
that
we
give
our
attention
to.
I'm
hopeful
about
this
strategy,
because
it's
not
just
some
nice
little
report,
that's
going
to
sit
there
on
its
own.
It's
been
crafted
deliberately
to
align
with
almost
all
the
important
plans
that
we're
making
for
the
future
of
our
city.
D
It's
grounded
in
the
same
values
and
language
as
our
new
official
plan,
our
community
safety
and
well-being
plan
our
corporate
strategic
plan,
our
reconciliation
action
plan,
our
anti-racism
strategy,
a
gender
analysis
will
inform
all
important
decisions
from
here
on
in
this
strategy
is
integrated.
It's
actionable
and
it's
measurable.
That's
what
we're
about
miss
nepal
in.
D
Phase
two
has
to
be
about
action
and
that
will
actually
go
beyond
good
policy
and
to
impact
our
lives,
our
women's
lives
as
counselor
women
and
gender
equity
liaison
and
chair
of
the
sponsorship
group.
This
strategy
is
a
priority
for
me.
I
have
given
it
a
lot
of
attention
and
I
will
continue
to
do
that.
I
am
pleased
to
work
with
extremely
skilled
staff,
such
as
sausan,
suzanne,
donna,
jeffty
and
their
teams,
and
I
have
been
encouraged
by
the
way
my
colleagues
here
in
council
have
all
supported
this
work.
D
D
These
are
things
that
we
have
to
listen
to,
so
this
is
part
of
the
diversity
out
there
that
needs
to
be
brought
in,
but
I
just
want
to
finish
by
saying
that
we're
on
our
way-
and
I
look
forward
to
sharing
the
successes
and
challenging
challenges
with
all
of
you
as
we
move
forward
lots
of
work
to
do.
Thank
you.
A
A
E
We
took
away
most
of
my
questions
because
I
wanted
to
know
how
staff
felt
about
the
direction
and
whether
you
know
what's
whether
they
could
take
it
on
and
so
that
it
seems
they
can
so
so
thank
you
to
to
staff
and
I'll
just
just
spend
a
couple
minutes
again
thanking
staff
on
on
a
broader
on
a
broader
base.
You
know
the
the
piece
of
work
that
you
put
together
for
us
here
today.
E
I
I
think
is
is
very
comprehensive,
very
substantive
and
and
shows
a
lot
of
collaborative
and
cooperative
work,
both
with
council
colleagues
who
are
on
sponsors
group
as
well
as
community
stakeholders.
So
yeah.
I
think
I
think
the
work
you've
done
here
is
is,
is
very
important.
Very
well
done,
and
you
know
I'm
I'm
100
supportive
of
the
work
that
you've
done
and
and
again
as
this
fitting
counselor
cavanaugh
will
move
the
direction.
E
But
if,
if
she
wasn't
prepared
to
were
able
to,
I
was
more
than
happy
to
do
that
because
I
think
that's
that's
good
feedback
that
darren
brought
to
brought
to
the
committee
and
I'm
very
pleased
that
staff
felt
that
it
was
something
that
they
could.
They
could
take
on
and
move
forward
with,
as
well
so
yeah,
just
a
big,
a
big
thank
you
to
to
everybody
both
of
my
council
mates
who
are
involved
in
this
and
and
senior
staff
and
and
again,
very
importantly,
our
stakeholders,
so
in
the
community.
C
C
It's
very
important
to
me,
and
I
think
it's
very
important
to
to
us
as
a
city
to
be
engaged
in
this
work,
and
I
wanted
to
thank
the
city
staff
who
I
know
have
worked
diligently
on
this
file,
as
well
as
our
community
collaborators
for
all
of
their
hard
work
and
bringing
us
to
where
we
are
back
in.
I
think
it
was
2018
when
councilor
mckenny
and
I
went
to
montreal
and
met
with
women
in
montreal
about
their
gender
inequity
strategy.
C
I
think
we
were
both
left
kind
of
shocked
at
how
far
behind
the
city
of
ottawa
was
and
how
much
work
really
needed
to
to
happen,
and
we
came
back
to
ottawa
determined
to
drive
this
through
council,
which
we
did,
and
so
I
think
it's
you
know
proud
moment
for
us
as
well
that
we're
starting
to
see
the
first,
the
labor
I
mean.
For
me
this
is
the
tip
of
the
iceberg.
C
There
is
a
lot
more
work
that
needs
to
be
done
in
a
lot
of
aspects
of
of
life
to
get
us
where
I
sort
of
ultimately
imagine
we
as
a
city
need
to
be
in
terms
of
being
leaders
in
this
field,
so
but
that
doesn't
take
away
from
how
much
work
has
has
gone
into
where
we
are
and
and
I'm
grateful
and
respectful
of
the
work
that
has
been
done
by
so
many
to
bring
us
where
we
are
today.
Just
have
a
couple
of
questions.
G
Thank
you
councillor.
In
general,
the
we
have
a
policy
in
in
in
the
city
that
is
robust
and
being
revised
right
now,
the
moving
forward.
There
are
strategic
activities
in
the
framework
that
speak
to
safety,
a
revision
of
sexual
harassment
policies.
We
also
are
committed
to
increasing
awareness
and
training
of
staff
around
that
there
are
several
strategic
actions
that
are
contributed
to
the
framework
by
city
clerk's
office
that
are
related
to
mandatory
and
enhanced
training
around
sexual
harassment.
B
Yes,
thank
you,
so
I
can
assure
the
counselor
that
the
city
has
a
robust
and
recently
revised
policy
on
workplace
violence
and
harassment
of
all
types.
The
original
workplace,
violence
and
harassment
policy
was
approved
in
january
2013
23
rather
and
following
updates
in
2013
and
2018,
the
most
recent
update
was
released
january,
1st
2021.
C
I
also
wanted
to
ask
I
really
appreciate
the
work
that
is
in
in
stage
one
I'm
kind
of
looking
beyond
stage
one
to
stage
two
three
four.
What,
however
many
stages
it
takes-
and
I
I'm
thinking
a
little
bit
about
the
areas
of
the
city
that
women
and
gender
diverse
groups
are-
are
grossly
underrepresented
in
the
workforce
and
I'm
wondering
what
kind
of
tools
we
have
currently
in
place
to
increase
employment
of
underrepresented
groups.
G
Thank
you,
mr
chair
counselor.
The
strategic
framework
in
phase
one
includes
specific
tools
that
will
allow
us
not
only
to
measure
the
the
level
of
representation
of
of
gen
equity,
employment
groups,
including
women,
but
also
the
intersectional
groups
of
women,
so
racialized
women,
women
with
disability
and
indigenous
women,
but
also
allow
us
to
purposefully
boost
the
process
and
the
representation
level.
The
lead
it
program
is
a
is
a
hiring,
a
strategic
process
that
will
that
will
roll
out.
G
It
involves
training,
it
involves
tracking
of
representation
of
women.
We
we
expect
that
this
process,
when
rolled
out
as
indicated
in
the
framework
by
2020
2022
it
will,
it
will
definitely
lead
to
a
change
in
the
representation
in
parallel
to
and
in
collaboration
to
this,
we
are
promoting
the
count
we
in
survey,
which
is
we're
promoting
self-identification
of
city
staff,
because
in
order
to
respond
to
the
needs
and
to
have
a
better
picture
of
representation,
we
want
to
have
accurate
data
on
on
equity
representation
of
city
staff.
C
Yeah-
and
I
completely
agree
that
gathering
this
data
and
tracking
it
and
being
able
to
measure
it
is
all
important
in
moving
us
in
the
right
direction.
I
guess
stage
one
when
I
read
this
strategy
just
looks.
It
looks
like
we're,
starting
in
the
areas
that
we're
most
comfortable
in
like
community
and
social
services
in
those
areas,
but
I
just
wonder
for
things
like
the
fire
department
or
the
transit
service.
G
So,
yes,
the
contributing
service
areas
to
the
whole
framework
are
our
housing,
children's
services
that
are
under
the
community
and
social
services
we.
But
we
also
have
activities
and
strategic
actions
that
have
been
contributed
by
other
departments
like
the
recreation
like
planning
and
the
city
clerks
in
in
terms
of
representation,
the
the
tool
of
lead
it
has
been
piloted
in
two
departments:
it
there
is
a
plan
to
roll
it
out
across
across
the
city,
which
means
that
other
departments
that
you
have
mentioned
will
will
be
included.
G
There
is
also
an
aspect
under
the
gender
record,
as
well
as
the
lead
it
program
to
look
beyond
the
numbers
of
women
and
but
also
look
into
the
representation
in
in
asp
the
qualitative
aspects
of
representation
such
as
prosperity
and
choice
and
under-representation
of
women.
In
in
specific,
in
specific
areas
like
like
the
areas
that
you've
mentioned,
counselor.
B
So
it's
awesome-
maybe
I
can
take
this
so
part
of
the
framework
identifies
for
each
of
the
individual
service
areas
and
departments.
What
is
the
market
representation
for
particular
professions
across
all
service
areas?
So
all
of
us,
as
leaders
of
each
of
our
individual
departments,
are
looking
at
strategies
to
increase
representation
and
increased
representation
in
those
areas
or
professions
where
they're,
underrepresented
and
part
of
the
lead
up
pro
lead.
B
A
Thank
you
very
much
just
before
moving
on
to
council
fleury,
I
would
also
because
staff
have
now
had
an
opportunity
to
to
look
at
this
direction
in
depth,
so
just
to
ensure
that
I'm
not
misrepresenting
anything.
I'd
like
to
give
the
opportunity
to
donna
gray
to
to
follow
up
on
on
what
was
said
earlier
by
vice
chair.
Please
go
ahead.
B
Thank
you,
mr
chair
yeah.
We
would
be
really
pleased
to
take
the
direction
and
to
work
with
the
working
group
and
the
committee
as
we
move
forward
in
defining
phase
two
and
the
actions
and
activities
in
phase
two,
and
we
will
identify
the
resources
required
around
that
phase
two
and
bring
that
back
to
committee
and
council
for
their
consideration.
J
J
E
Thank
you
chair.
It's
a
real
pleasure
to
see
the
fruition
of
the
strategy
come
to
to
reality
at
council,
so
I
I'm
really
pleased
and
it's
an
honor
to
really
be
at
this
session
and
to
acknowledge
both
councillor
deans
and
councillor,
mckinney's,
a
vision
coming
to
reality
and
its
guidance
through
councillor
kavanaugh,
as
council
liaison.
E
I
just
had
a
had
a
quick
question
kind
of
about
coordination
of
the
strategy.
Obviously
we
also
have
the
establishment
of
the
anti-racism
secretariat
and
many
of
the
items
that
have
been
identified
in
this
report
do
cross-pollinate,
with
some
of
the
issues
that
were
expressed
through
action
planning
sessions
around
the
anti-racism
secretariat,
such
as
housing
such
as
employment.
E
So
I
was
just
wondering
if
we
could
get
some
more
detail
from
staff
on
how
both
areas
will
be
working
together
to
really
pursue
greater
quality
of
life
for
the
residents
of
ottawa
through
these
dual
mandates.
I
know
that
there
they
have
been
combined
in
in
the
creation
of
a
new
section,
but
I
was
wondering
if
staff
could
elaborate
as
to
how
these
processes
are
going
to
be
coordinated.
G
Thank
you,
mr
chair.
Thank
you
councillor,
king
in
the
city.
We
we
recognize
that
gender
and
race
they
go
hand
in
hand.
The
intersectionality
lens
that
we
have
established
through
the
strategy
as
a
way
forward
for
the
city
acknowledges
that
the
experiences
of
all
women
are
not
the
same
and
and
definitely
the
kovit
19
pandemic
has
highlighted
that
racialized
women
have
been
disproportionately
impacted.
So
through
the
actions
that
we
propose
in
the
framework,
there
is
a
close
relation
and
collaboration
between
the
anti-racism
secretariat
and
the
women
and
gender
and
equity
strategy.
G
The
feedback
that
we
provide
on
corporate
plans,
such
as
the
official
plan,
integrates
both
a
gender,
a
gender
lens,
but
with
an
intersectionality
approach,
so
that
the
needs
of
racialized
women
and
also
racialized
communities
and
and
girls
are
reflected
the
the
activities
that
we
implement.
Around
learning
and
awareness
raising.
Also,
almost
always
incorporate
both
gender
and
race
dimensions.
B
We're
coordinating
those
through
this
equity
equity
secretariat
to
then
take
the
actions
and
have
regular
reporting
to
our
senior
leadership
team
as
part
of
the
priorities
of
council,
to
make
sure
that
we
have
that
direct
accountability
and
lens
on
all
of
the
actions
and
are
moving
forward
to
make
sure
that
they're
achieved,
and
I
think
it
also
addresses
counselor
fleury's
concern
around
you
know.
How
do
you
do
that?
B
Horizontal
accountability
and
what
I
think-
and
you
can
see
today
with
each
of
the
general
managers
who
are
participating
in
this
discussion-
is
we
all
have
joint
accountability
for
the
actions
of
the
strategy,
and
this
group
is
just
an
enabler
to
support
the
reporting
for
the
accountability
ultimately
to
the
city
manager.
To
you,
then,
as
council,
on
the
progress
against
your
city,
strategic
plan.
E
E
So
I
know
that
the
consultation
process
was
comprehensive,
intercessional
and
and
a
great
approach
towards
public
engagement
for
women
and
gender
equity,
and
this
is
a
wonderful
I
think,
milestone
in
this
process
and
also,
I
think,
a
wonderful
preview
of
what
we
might
see
as
well
with
the
anti-racism
secretariat
and
the
creation
of
an
anti-uh
racism
strategy.
So
I
really
once
again
want
to
thank
staff
for
the
tremendous
amount
of
work
that
they've
undertaken.
A
A
So,
at
this
time
I'll
ask
the
clerk
to
please
just
put
the
direction
back
up
on
the
screen.
I
think
that
it
would
be
appropriate
for
us
at
this
time
to
to
to
pass
the
direction
before
passing
the
report.
A
momentous
occasion
for
councillor
kavanaugh,
as
our
liaison
for
this
committee
and
the
sponsors
group
so
will
will,
with
the
will
of
committee,
is
this
direction
carried
all.
C
A
Wonderful,
well,
it's
a
pretty
darn
good
way.
To
start
a
friday,
I
would
say
on
a
rainy
friday.
We've
got
some
sunshine
here
today,
which
is
always
wonderful.
We
have
no
in-camera
items
today.
We
have
no
notices.
Oh
do
actually
do
we
have
any
any
notices
of
motion
to
be
considered
at
a
future
meeting
unreceived
by
me,
okay,
any
any
from
from
the
committee,
no
okay
movement
to
date,
any
inquiries,
no
none!
Oh!
I
actually.
B
A
A
We
are
adjourned,
so
thank
you,
everyone.
This
has
been
a
wonderful
day
and
a
great
meeting
with
very
thoughtful
questions
and
thoughtful
interventions
from
everyone
here.
I
truly
truly
appreciate
it
and
all
the
hard
work
again
from
from
staff
to
sponsors
group
and,
of
course,
our
council
liaison
the
next
meeting
of
community
protective
services
committee
is
scheduled
for
thursday
april
15th,
and
I'm
looking
forward
to
seeing
you
all
then
thank
you
very
much
and
have
a
wonderful
weekend.
Everyone.