Inclusion is the first of the 5 IDEAA dimensions. An Inclusive workplace is one where every employee, community member, and visitor feels a sense of belonging in the work environment. It is entering a room and knowing that you are safe from prejudice, discrimination, and stereotypes.
Welcome to IDEAA 101. This workbook series was developed in response to the 2022 IDEAA Survey. Completing this 5-workbook series fulfills the requirements of the Red-Phase of the 3 year IDEAA Strategy.
What does a Red score for Inclusion mean?
A red score in the Inclusion dimension implies a lack of foundational knowledge about dismantling internal biases, prejudices and stereotypes about equity-seeking groups. This category requires a commitment to an environment that recognizes and values differences in identities, abilities, backgrounds, cultures, skills, experiences, and perspectives.
The action steps for this score will centre on self-directed learnings that encourage self-reflection, self-awareness, and reducing the harm caused by implicit biases.
How long do I have to complete the action-steps?
The timeline for completing these action steps is 0-6 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
After receiving the survey report, department leadership is encouraged within 30 days to review the department’s survey results with their People and Culture Consultant. A review of the Inclusion dimension by demographic will help identify groups that are having negative or inconsistent experiences based on diversity, equity, accessibility and antiracism.
Leaders, with the support of a People and Culture Consultant, are to meet and discuss the survey results with their teams. The meeting should focus on positive results, gaps, and areas for improvement based on the least favourable ratings. This is an opportunity for the team to acknowledge exclusion (where safe to do so) and to explore their desired department culture by discussing, “What does ‘great’ look like in the Inclusion dimension? The discussion(s) will provide wellness resources and supports to the team.
Leaders and the People and Culture Consultant will plan the department’s completion of the red series learning to be completed within 6 months. The digitized learning materials may be accessed individually or as a team for group learning. A ticket of completion will be issued when this training is finished.
Individualized coaching for TeamUHN will be available on referral to IDEAA by People and Culture.
IDEAA Micro-Learnings Series
Workbook 1: Inclusion
This workbook is to be completed within 6 months
What does a Yellow score for Inclusion mean?
A yellow score in the Inclusion dimension indicates at least some satisfaction in the work environment as it relates to inclusivity and belonging.
The goal for departments scoring in the yellow category is to address gaps that include a lack of knowledge about cultural sensitivity, build on the existing foundational knowledge among their team members, and enhance IDEAA competency to its full potential.
How long do I have to complete the action steps?
The timeline for completing these action steps is 6-12 months. Within this timeframe, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action-steps:
Department has completed the red learning series
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Inclusion rating
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc.
What does a Green score for Inclusion mean?
A green score in the Inclusion dimension correlates with satisfaction in the workplace environment as it pertains to belonging.
The goal for green-scoring departments is to sustain and maintain this score over time. A secondary goal is to develop leadership skills that can transform members of green-scoring departments into IDEAA leaders to support and guide adjacent departments to reach their IDEAA goals.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 12-18 months. Within this timeframe, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action-steps:
Department has completed the yellow learning series.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Inclusion rating.
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc. to build a culture of Allyship-Accomplice
IDEAA practices are embedded and operationalized in the departments core business.
Review of hiring, promotions and compensation based on survey results
Diversity is a measure of the different lived experiences present in the workplace. A diverse work environment welcomes the rich perspectives of equity-seeking communities and values their lived experiences alongside their professional qualifications.
What does a Red score for Diversity mean?
A red score in Diversity indicates that a department requires support in developing and maintaining a welcoming atmosphere for members of equity-seeking groups.
The action-steps for this score will centre on self-directed learnings that encourage self-reflection, self-awareness, and respect for diverse racial, sexual and gender identities and accessibility.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 0-6 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
After receiving the survey report, department leadership is encouraged within 30 days to review the department’s survey results with their People and Culture Consultant. A review of the Diversity dimension by demographic will help identify groups that are having negative or inconsistent experiences based on inclusion, equity, accessibility and antiracism.
Leaders with the support of a People and Culture Consultant are to meet and discuss the survey results with their teams. The meeting should focus on positive results, gaps and areas for improvement based on the least favourable ratings. This is an opportunity for the team to acknowledge exclusion (where safe to do so) and to explore their desired department culture by discussing, “What does ‘great’ look like in the Diversity dimension?Wellness resources and supports are available to the team.
Leaders and the People and Culture Consultant will plan the department’s completion of the red series learning to be completed within 6 months. The digitized learning materials may be accessed individually or as a team for group learning. A ticket of completion will be issued when this training is finished.Individualized coaching for TeamUHN will be available on referral to IDEAA by People and Culture.
IDEAA Micro-Learnings Series
Workbook 2: Diversity
This workbook is to be completed within 6 months
What does a Yellow score for Diversity mean?
A yellow score in Diversity indicates that your department values diversity, but perhaps lacks the critical knowledge to fully cultivate a welcoming and positive environment for equity-seeking groups.
The goal for departments scoring in the yellow category is to build on the existing foundational knowledge among their team members and enhance IDEAA competency to its full potential.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 0-6 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
Department has completed the red series learning, People and Culture confirms with IDEAA.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and the Diversity favourability rating.
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc.
What does a Green score for Diversity mean?
A green score in the Diversity correlates with high satisfaction in the work environment that promotes belonging.
The goal for green-scoring departments is to sustain and maintain this score over time. A secondary goal is to develop leadership skills that can transform members of green-scoring departments into IDEAA leaders that can support and guide adjacent departments to reach their IDEAA goals.
How long do I have to complete the action-steps?
The timeline for completing these action-steps is 12-18 months. Within this timeframe, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
Department has completed the yellow learning series.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Diversity rating.
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc. to build a culture of Allyship-Accomplice
IDEAA practices are embedded and operationalized in the departments core
Review of hiring, promotions and compensation based on survey results
Diversity is a measure of the different lived experiences present in the workplace. A diverse work environment welcomes the rich perspectives of equity-seeking communities and values their lived experiences alongside their professional qualifications.
What does a Red score for Equity mean?
A red score in the Equity dimension signals a lack of foundational knowledge about dismantling internal biases, prejudices, and stereotypes about equity-seeking groups. This category requires a commitment to an environment that recognizes the difference between equity and equality and values differences in identities, abilities, backgrounds, cultures, skills, experiences, and perspectives.
The action steps for this score will centre on self-directed learnings that encourage self-reflection, self-awareness, and reducing harm caused by implicit biases.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 0-6 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
After receiving the survey report, department leadership is encouraged within 30 days to review the department’s survey results with their People and Culture Consultant. A review of the Equity dimension by demographic will help identify groups that are having negative or inconsistent experiences based on inclusion, diversity, accessibility, and antiracism.
Leaders, with the support of a People and Culture Consultant, are to meet and discuss the survey results with their teams. The meeting should focus on positive results, gaps, and areas for improvement based on the least favourable ratings. This is an opportunity for the team to acknowledge exclusion (where safe to do so) and to explore their desired department culture by discussing, “What does ‘great’ look like in the Equity dimension?Wellness resources and supports are available to the team.
Leaders and the People and Culture Consultant will plan the department’s completion of the red series learning within 6 months. The digitized learning materials may be accessed individually or as a team for group learning. A ticket of completion will be issued when this training is finished.Individualized coaching for TeamUHN will be available on referral to IDEAA by People and Culture.
IDEAA Micro-Learnings Series
Workbook 3: Equity
This workbook is to be completed within 6 months
What does a Yellow score for Equity mean?
A yellow score indicates that your department values Equity, but does not consistently incorporate systems that integrate just and fair practices for equity-seeking groups.
The goal for departments scoring in the yellow category is to understand the social determinants of health, health equity, power, and equality versus equity.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 6-12 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
Department has completed the red learning series.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Equity rating.
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc.
What does a Green score for Equity mean?
A green score in the Equity dimension correlates with satisfaction in the workplace environment as it pertains to fairness, belonging, and equitable treatment.
The goal for green-scoring departments is to sustain and maintain this score over time. A secondary goal is to develop leadership skills that can transform members of green-scoring departments into IDEAA leaders that can support and guide adjacent departments to reach their IDEAA goals.
How long do I have to complete the action-steps?
The timeline for completing these action-steps is 12-18 months. Within this timeframe, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Accessibility is a measure of the different lived experiences present in the workplace. A diverse work environment welcomes the rich perspectives of equity-seeking communities and values their lived experiences alongside their professional qualifications.
What does a Red score for Accessibility mean?
A red score in Accessibility indicates that a department requires a refresher in the Accessibility For Ontarians with Disability Act (AODA) and understanding ableism.
The action steps for this score will focus on learning about the distinctions between accessibility, different types of disability, and accommodation in the work, learning, and service environments.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 0-6 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
After receiving the survey report, department leadership is encouraged within 30 days to review the department’s survey results with their People and Culture Consultant. A review of the Accessibility dimension by demographic will help identify groups that are having negative or inconsistent experiences based on diversity, equity, accessibility, and antiracism.
Leaders with the support of a People and Culture Consultant are to meet and discuss the survey results with their teams. The meeting should focus on positive results, gaps and areas for improvement based on the least favourable ratings. This is an opportunity for the team to acknowledge exclusion (where safe to do so) and to explore their desired department culture by discussing, “What does ‘great’ look like in the Accessibility dimension?“
Wellness resources and supports are available to the team.
Leaders and the People and Culture Consultant will plan the department’s completion of the red series learning within 6 months. The digitized learning materials may be accessed individually or as a team for group learning. A ticket of completion will be issued after the training is finished.
Individualized coaching for TeamUHN will be available on referral to IDEAA by People and Culture.
IDEAA Micro-Learnings Series
Workbook 4: Accessibility
This workbook is to be completed within 6 months
What does a Yellow score for Accessibility mean?
A yellow score indicates that your department understands disability evident and non-evident and applies the Accessibility for Ontarians with Disabilities Act, but does not create an environment that embraces Universal design.
The action steps for this score will focus on defining a welcoming environment for People with Disabilities and a positive environment for equity-seeking groups. Gaps could include a lack of knowledge about ableism and intersectionality.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 6-12 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
Department has completed the red learning series.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Accessibility rating.
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc.
What does a Green score for Accessibility mean?
A green score in the Accessibility dimension correlates with satisfaction in the workplace environment as it pertains to belonging.
The goal for green-scoring departments is to sustain and maintain this score over time. A secondary goal is to develop leadership skills that can transform members of green-scoring departments into IDEAA leaders that can support and guide adjacent departments to reach their IDEAA goals.
How long do I have to complete the action-steps?
The timeline for completing these action-steps is 12-18 months. Within this timeframe, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action-steps:
Department has completed the yellow learning series
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Accessibility rating.
Department frequently holds discussions on IDEAA (staff meeting, rounds etc.) and actively scans and escalates barriers to accessibility in the environment to build a culture of Allyship-Accomplice
IDEAA practices are embedded and operationalized in the departments core
Review of hiring, promotions, and compensation based on survey results
Antiracism is a measure of differential treatment in the workplace based on the social construction of race. An Antiracist work environment acknowledges the impact of racism, addresses racist conduct including comments and corrects the restriction of opportunity based on race.
What does a Red score for Antiracism mean?
A red score in Antiracism indicates that a department requires support in developing and maintaining an environment that promotes just and Antiracist practices for BIPoC.
The action steps for this score will focus on the dynamics of how racism operates at the interpersonal, institutional and systemic level.
How long do I have to complete the action steps?
The timeline for completing these action-steps is 0-6 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
After receiving the survey report, department leadership is encouraged within 30 days to review the department’s survey results with their People and Culture Consultant. A review of the Inclusion dimension by demographic will help identify groups that are having negative or inconsistent experiences based on diversity, equity, accessibility, and antiracism.
Leaders with the support of a People and Culture Consultant are to meet and discuss the survey results with their teams. The meeting should focus on positive results, gaps, and areas for improvement based on the least favourable ratings. This is an opportunity for the team to acknowledge exclusion (where safe to do so) and to explore their desired department culture by discussing, “What does ‘great’ look like from the perspective of an environment that is centered on Antiracism?
Wellness resources and supports are available to the team.
Leaders and the People and Culture Consultant will plan the department’s completion of the red series learning is to be completed within 6 months. The digitized learning materials may be accessed individually or as a team for group learning. A ticket of completion will be issued after the training is finished.
Individualized coaching for TeamUHN will be available on referral to IDEAA by People and Culture.
IDEAA Micro-Learnings Series
Workbook 5: Antiracism
This workbook is to be completed within 6 months
What does a Yellow score for Antiracism mean?
A yellow score indicates that your department has some understanding of Antiracism, but perhaps lacks the critical knowledge to fully cultivate a welcoming environment for BIPoC.
The action steps for this score will focus on the social construction of race, systems of power, oppression, and intersectionality.
How long do I have to complete the action-steps?
The timeline for completing these action-steps is 6-12 months. Within that time, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action steps:
Department has completed the red series learning.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Racial justice rating
Department holds regular discussions on IDEAA in the work environment at staff meetings, huddles or rounds etc. and actively discusses: micro-aggression, racism and works toward building a culture of Allyship-Accomplice
What does a Green score for Antiracism mean?
A green score in the Racial justice dimension correlates with satisfaction in the workplace environment as it pertains to belonging for racialized BIPoC.
The goal for green-scoring departments is to sustain and maintain this score over time. A secondary goal is to develop leadership skills that can transform members of green-scoring departments into IDEAA leaders that can support and guide adjacent departments to reach their IDEAA goals.
How long do I have to complete the action-steps?
The timeline for completing these action-steps is 12-18 months. Within this timeframe, TeamUHN members should aim to watch all videos/trainings and complete all exercises prescribed in the section below.
Action-steps:
Department has completed the yellow learning series.
Leader and People and Culture engage Team in IDEAA pulse survey aiming for a 20% increase in participation and favourability in the Antiracism rating
Department includes quarterly discussions on IDEAA (staff meeting, rounds etc.) and actively discusses: micro-aggression, racism and works toward building a culture that operationalizes an Allyship-Accomplice approach.
IDEAA practices are embedded and operationalized in the departments core
Review of hiring, promotions and compensation based on survey results
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