The Multicultural Association of Wood Buffalo endorses diversity, supports equal rights, and does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap, whether covered by applicable legislation or not, except where affirmative action may be required to redress individual or social handicaps of people from disadvantaged groups.
This document sets out
- The Multicultural Association of Wood Buffalo’s policy against such discrimination
- The governance structures, responsibilities and processes that have been established to give effect to that policy.
The Multicultural Association of Wood Buffalo does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap, except where affirmative action may be required to redress individual or social handicaps. The Multicultural Association of Wood Buffalo will make all reasonable accommodations to allow people who experience difficulties in their dealings with the organisation to benefit equally from its work.
- The Board will:
- Regularly review the leadership and commitment given to eliminating discrimination through active promotion of the organisation’s Anti-Discrimination Policy.
- Monitor performance by way of periodic management reports and assurances.
- ensure that the organisation’s practices and processes incorporate precautions against discrimination in such areas as hiring, client selection, and program delivery;
- Reasonable accommodations are made to allow diverse groups to access benefits provided by the organisation;
- Where appropriate, weight is given to the culture and experiences of individuals from disadvantaged groups.
- Where appropriate, delegate responsibility for compliance to officers with responsibility for particular sections.
- Oversee the performance of subordinate officers in these matters.
- Review and report to the Board, as appropriate, on the effectiveness of the management systems established to remove discrimination.
- Analyse material breaches and identified compliance system weaknesses for systematic trends and ensure that any adverse trends are addressed.
- Promote a culture of effective policy compliance across the organisation.
- Ensure that they are aware of the organisation’s policy against discrimination.
- Where appropriate, suggest ways in which practices, systems and procedures could be improved so as to reduce the likelihood of discrimination occurring.
The CEO will initially review the organisation’s procedures in all areas to ensure that these are in accordance with the principles expressed in this policy, and will report to the Board on this matter.
The CEO reviews any changes to the organisation’s procedures in all areas to ensure that these are in accordance with the principles expressed in this policy.
Staff and volunteers will follow these procedures.