Diversity anD immigration Community Plan...into the development of this plan and the Local Diversity and Immigration Partnership Council would like to thank: ... Alignment with the

Diversity anD immigration Community Plan

It’s Your plan

ACKNOWLEDGEMENTS

There was a tremendous response from the community to provide input

into the development of this plan and the Local Diversity and Immigration

Partnership Council would like to thank:

• the community members, institutions, agencies, boards and organizations that participated in the consultations, summits,

survey and interviews;

• The Municipalities of Ajax, Brock, Clarington, Oshawa, Pickering, Scugog, Uxbridge, Whitby and the Regional Municipality

of Durham including their departments of Economic Development, Library Services, Recreation, Culture, CAO’s office,

Human Resources, Planning, Health, Communications and Clerks who participated in the online survey, consultations,

summits, research, interviews and focus groups that informed the development of this plan;

• the convening partners of the Council: the Community Development Council of Durham, the Durham Region Local

Training Board and the Department of Social Services, Region of Durham;

• the Health and Social Services Committee of the Region of Durham and Regional Council for endorsing and supporting

the development of the Council and the plan;

• a special thanks to the members of the Interim Local Diversity and Immigration Partnership Council (listed on page 27 and

29) who gave generously of their time and expertise to ensure as many voices as possible were heard in this plan; and

• Citizenship and Immigration Canada for their financial support.

Funded by: Financé par :

TABLE OF CONTENTS

Message from the Co-Chairs of the Local Diversity

and Immigration Partnership Council 3.

Background 4.

Process 5.

Who Lives in Durham? Population Demographics 6.

Identifying Priorities

Where to start 7.

Alignment with the Durham Region Strategic Plan 8.

Responsibility 8.

Communication on Progress of the Plan 9.

Areas of Priority 10.

Priority 1: Create a culture of inclusion 11.

Priority 2: Improve labour market outcomes for newcomers 12.

Priority 3: Attract and retain newcomers 13.

Priority 4: Enhance Durham’s settlement capacity 14.

References 15.

Community Plan Highlights (detachable) 16.

Appendix A: LDIPC Terms of Reference 20.

2.

MESSAGE

Dr. Hugh Drouin Larry O’Connor

“ A journey of a thousand miles

begins with a single step”

Laozi

The Local Diversity and Immigration Partnership Council is pleased to offer this Plan as a blueprint towards building a more

inclusive and welcoming Durham region. All residents of Durham region should have opportunities to fully participate in their

communities and utilize their skills and creativity. This plan is a framework to build on the work already being done in Durham

and consider how to move forward to build the kind of Durham region that will grow, prosper and be a community of choice.

As challenges emerge and trends shift, this framework will serve as a mechanism to address changing needs and new priorities.

This is a community driven plan. Every resident, employer, agency and institution has a role to play in its success. The Local

Diversity and Immigration Partnership Council is charged with the responsibility of overseeing the implementation of this plan.

We would like to acknowledge former Co-Chair of the LDIPC, April Cullen, and her commitment to this initiative.

These are exciting times and the work that lies ahead is a chance for Durham region to become a leader in diversity and

immigration matters.

FROM THE CO-CHAIRS OF THE LOCAL DIvERSITy

& IMMIgRATIOn PARTnERSHIP COUnCIL

3.

Dr. Hugh Drouin

Co-Chair, Local Diversity &

Immigration Partnership Council

Commissioner, Social Services Department,

Region of Durham

Larry O’Connor

Co-Chair, Local Diversity

& Immigration Partnership Council

Mayor, Township of Brock

BACKGROUND

In 2005 the Canada Ontario Immigration Agreement (COIA) was signed by both the federal and provincial levels of

government formally acknowledging for the first time that municipalities have a role in the integration and settlement

of newcomers to Canada. The federal government through Citizenship and Immigration Canada has responsibility

for setting immigration levels, citizenship and public policy. The province of Ontario’s Ministry of Citizenship and

Immigration has specific responsibilities they share with the federal government. What is new is the explicit role of

municipalities in supporting the immigration and settlement process.

Through the Municipal Immigration Committee, the COIA calls for the development of Local Immigration

Partnership Councils. These Councils will strengthen the role of local communities throughout Ontario in serving

and integrating immigrants.

Local Immigration Partnership Councils are a mechanism to develop local partnerships and community-based planning

around the needs of residents and newcomers. The areas of priority for the Local Immigration Partnership Council

are to create a culture of inclusion; attract and retain newcomers; improve labour market outcomes for newcomers;

and enhance settlement capacity. Elected officials of the Region of Durham recognized the value of these goals and

endorsed the creation of the Durham Local Diversity and Immigration Partnership Council (LDIPC), aligning Durham

Region with this federal initiative.

Local Immigration Partnership Councils are advisory bodies, assisting in the coordination of existing diversity and

settlement initiatives, the coordination of new initiatives and overseeing the development and implementation of a

community plan.

Many of Durham’s municipalities, educators, service providers

and businesses began the journey of integrating the needs

of newcomers into planning processes long ago. What was

missing was a single body to assist in capturing those activities,

identifying emerging needs and planning for the future to ensure

the best use of resources, shared best practices and avoiding

duplication. The LDIPC meets that need.

4.

PROCESS

Throughout 2008 - 2010, community consultations that included more than 500 individuals representing thousands of

constituents took place. Key informant interviews, focus groups, sector specific working groups, an online survey, a

literature and research review, two summits, and the findings from over sixty community contributors who developed

content for the Durham Immigration Portal fed into the consultation process. The Durham community is ready and

eager to see this work move forward. This plan is a result of those consultations.

The community of Durham region indicated that diversity must be defined using the broadest definition of the word to

be inclusive of all populations that include the young, aged, newcomers, minorities, people with disabilities and those

of all sexual orientations. As such, in Durham region, the Local Immigration Partnership Council is named the Local

Diversity and Immigration Partnership Council.

Short term, the community recognizes that we are accountable to the mandate set out under the Canada Ontario

Immigration Agreement (COIA) and must focus on the needs of newcomers. Long term, this community is proud of

its willingness to create a path to weave the complex needs of the broader diverse community into the infrastructure

of the Council and the plan.

5.

WHO LIVES IN DURHAM?

Demographic complexity and population diversity affects service delivery, economic development and planning.

There is much to be considered when setting planning and service priorities.

Durham remains one of the fastest growing municipalities in Ontario. Almost 85% of the region’s total population is

located in five municipalities situated along Lake Ontario, stretching from Pickering in the west to Clarington in the east.

Durham Region’s population is forecast to increase to nearly one million people (960,000) by the year 2031. In 2006, the

date of the last census, the population of Durham Region was 561,258.

The western portion of our region has experienced a steady increase in the numbers of new immigrants as evidenced

by 2006 census data. The northern parts of our region are rural in nature and the communities much smaller. While the

north has not yet had the same attraction for new immigrants, there is a realization that these rural communities could

potentially benefit from increased settlement of newcomers.

Diverse populations in Durham region represent substantial groups of residents. For planners, elected officials,

business owners and service providers, these numbers translate into powerful planning considerations. The numbers

indicate that the business of serving diverse populations is indeed, everyone’s business.

POPULATIOn DEMOgRAPHICS

Diverse Populations1 Estimated number of residents in Durham

Residents who identify as visible minorities (16.8%)2 93 000

Residents over the age of 65 years (10.7%) 60 000

Residents under the age of 15 years (20.5%) 115 000

Residents who do not identify as heterosexual 9 500 to 78 600

(estimates range from 1.7% to 14%)3

Residents who are immigrants (21%) 118 000

Residents with a disability (15.7%)4 70 000

Residents with French as their mother tongue (1.8%) 10 000

Residents who identify with an Aboriginal group (1.2%) 6 565

6.

IDENTIFYING PRIORITIES

Where to start?Durham region has reached a turning point in its history. How and where

residents work, play and live in Durham region for the next 40 years will

depend largely on how shifting demographics and economic trends are

embraced today. A diverse population brings skills, creativity and innovation.

The opportunities Durham region creates to utilize those skills, spark

innovation and spur creativity will impact what the community and the local

economy will look like in the future.

Ontario is changing. Ontario in the Creative Age, a report commissioned by the Province of Ontario, suggests

communities that shift to economies of creativity will compete and prosper in the new Ontario and that attracting

and retaining the best and the brightest are essential components of that transition. The authors define economies

of creativity as “an economy [that] is shifting away from jobs based largely on physical skills or repetitive tasks

to ones that require analytical skills and judgment … and a shift from employment in goods-producing to service

industries, from occupations that depended on physical work to produce goods to ones that provide service and

rely on creativity”.5

Durham region is changing and the creation of the Diversity and Immigration Community Plan is one of many good

first steps towards framing that change.

Based on community consultations and local research, four primary areas of priority have been identified to position

Durham region to meet the needs of all residents and make Durham region a community of choice. These four areas

of priority are:

• create a culture of inclusion;

• improve labour market outcomes for newcomers;

• attract and retain newcomers; and

• enhance Durham’s settlement capacity.

7.

Alignment with the Durham Region Strategic Plangrowing Together: Durham Region Strategic Plan 2009-20146 established key priorities, directions and related

considerations that are important within the broader community context and was endorsed by Regional Council. The

Diversity and Immigration Plan flows from that document with complementary priorities in alignment with the vision

residents have expressed for Durham Region.

“ It is not our differences that divide us. It is our inability to recognize,

accept, and celebrate those differences”

Audre Lorde

ResponsibilityEvery resident, organization, institution, agency, government and individual has an opportunity to make this plan

successful. Integration is a two-way street with the responsibility of successful integration resting with both the existing

community and those finding their place in it. We are all leaders. This plan is designed to create plenty of opportunities

for all voices to be heard and new leaders to emerge.

The global movement of people and continuing shifts in the world economy will ensure that the work of Local

Immigration Partnership Councils around the province will be constantly evolving as needs change, populations change

and indeed our definition of diversity changes. Communities understand that defining challenges is a moving target.

The purpose/goal of this plan and the Durham

Local Diversity and Immigration Partnership

Council is to serve as a mechanism to

ensure that the tough questions get asked

and that the process of defining challenges

is an ongoing shared responsibility.

8.

This plan will be posted on www.durhamimmigration.ca and shared with the community members

who participated in its development.

Reports on progress will be made regularly and posted on www.durhamimmigration.ca and

www.durham.ca to ensure transparency and an open approach to this work. Progress will also be

reported to Durham Regional Council annually.

Additionally, the LDIPC in conjunction with the community, will undertake a process to develop a community

report card. The report card will define what success looks like and will create local measurements which

are meaningful.

Copies of the Diversity and Immigration Community Plan are available in alternate formats upon request.

COMMUNICATION On PROgRESS OF THE PLAn.

9.

On PROgRESS OF THE PLAn. AREAS OF PRIORITY

1. Create a culture of inclusion

2. Improve labour market outcomes for newcomers

3. Attract and retain newcomers

4. Enhance Durham’s settlement capacity

10.

PRIORITY AREA 1: CrEAtE A CulturE of InClusIon

goals:1.1 Representation of municipal leaders/council/boards are reflective of the community.

1.2 Diversity is authentically reflected as part of the community identity.

1.3 All municipal councils work together to achieve and support diversity initiatives and model/own inclusivity.

1.4 Acceptance is modeled by elected officials, institutions and organizations; policies reflect inclusive practices.

Areas of Activity:

Information Gathering & Research

Best practices related to creating, nurturing and growing a culture of inclusion will be gathered and mined for local

relevance. Promotion and access to this information and these resources will be shared with community stakeholders.

Knowledge Sharing (Communication, Education & Outreach)

Through a series of guest speakers, demonstrations, workshops and other events, we will create opportunities for

knowledge sharing with community partners. Some of these may include (but are not limited to) conversations about

grappling with diversity, workshops on developing barrier-free service delivery, information sessions on external

sources of funding, as well as the promotion of the work of the Local Diversity & Immigration Partnership Council.

Through our communication tools we will celebrate, promote and showcase success stories, ‘diversity’ activities of

agency-providers, employers and institutions throughout Durham Region.

Evaluation

Learning is integral to the success of the LDIPC community plan. We will work with

community stakeholders to develop measures of success for meeting the goal of

creating a culture of inclusion.

Sample of planned or in progress activities:

• Showcase local best practices and emerging leaders through a variety of local media

• Develop a resource of best practices related to increasing diversity at leadership levels

• Promote the role and work of the LDIPC to local service organizations (e.g. Kiwanis, Rotary, Optimists)

All residents of Durham region have a right to fully participate in their community. Inclusive communities

ensure that people of all ages, sexual orientation and ability have a right and a responsibility to civic

engagement, labour force participation and social inclusion whether they are newly arrived or have been in

Durham for generations. By creating a culture of inclusion, all Durham residents will benefit.

11.

goals:2.1 Durham will have a business sector that understands and takes advantage of the diversity in the workforce.

2.2 The benefits of inclusive hiring practices are fully understood by both the public and employers.

2.3 The development of a local organizing body with a mandate to plan and develop programs and services that

facilitate the successful integration of all workers into the workforce is explored.

Areas of Activity:


Work will include, but not be limited to creating a local and publicly accessible online library of labour market resources.

Work will expand to include best practices, gap analysis and capacity building activities and will inform the new

community report card. Attention will be paid to both current and future trends.


The LDIPC has a commitment to sharing knowledge and to leveraging existing experience and practices to assist in the

integration of newcomers and to work towards creating cultures of inclusion in the business and labour communities.

Evaluation

Durham needs to assess the current level of labour market integration of diverse populations and identify key indicators

that would assist in local planning and policy making, as well as determine if we are successfully moving towards our

goals. We will work with community stakeholders to develop measures of success for meeting the goal of improving

labour market outcomes (report card).


• Explore the creation of a local immigrant employment council with local partners

• Develop a toolkit of ‘best practice’ resources for attracting and retaining newcomers for employers

• Promote the work of the LDIPC and the Immigration Portal to local employers, Boards of Trade and

Chambers of Commerce

To address our current and future skill requirements, an integral part of our

local labour market and economic development strategy will be to establish

Durham region as a community that actively welcomes and values the skills,

experience and training that all its residents possess.

PRIORITY AREA 2: ImprovE lAbour mArkEt outComEs for nEwComErs

12.

PRIORITY AREA 3: AttrACt AnD rEtAIn nEwComErs

goals:3.1 There will be an understanding across sectors of the need to both attract and retain newcomers.

3.2 Durham is marketed to newcomers provincially, nationally, and internationally as a community of choice.

Areas of Activity:


Work in this area will include gathering existing information on programs, services and best practices currently being delivered

in Durham and beyond. Key stakeholders will be identified. Emerging needs will be discussed with traditional and non-

traditional stakeholders. This work will inform local capacity building, the identification of emerging trends, and innovative

locally based responses.


The benefits of attracting and retaining newcomers, sharing local newcomer and service provider success stories are

important. Knowledge sharing will be used to support existing networks and partnerships as well as to forge new relationships

across and within sectors.

Evaluation

As with the other priority areas in this plan, research and development activities will be used to feed into the development

of the new community report card – leading to the creation of key indicators such as assessing Durham’s attractiveness to

newcomers and areas for improvement and/or future development.


• Support, enhance and promote the Durham Immigration Portal as an attraction and retention tool to community

stakeholders

• Investigate ways to support the community to celebrate Durham as a destination of choice and leverage outreach

opportunities and avoid unnecessary duplication through partnerships and working groups

• Involve newcomers, where possible, in visioning and planning sessions – targeting pre- and post-immigrant communities

There is a world wide competition for the best and brightest. Attracting

newcomers is only one half of the equation. Retaining skills in this community

is important to economic growth and to deepening the pool of talent

and creativity in Durham.

13.

goals:4.1 All new and existing residents will settle and integrate successfully into the Durham community.

4.2 A Durham-specific plan will be developed that reflects the suite of flexible and responsive services in Durham

necessary to meet the unique needs of Durham residents.

Areas of Activity:


The Local Diversity & Immigration Partnership Council will continue to work with community stakeholders to

continuously investigate the service needs of diverse communities in Durham region and develop strategies to meet

those needs.


Working in collaboration with community stakeholders we will explore the options for an integrated settlement

service delivery system for Durham region that includes an action plan, processes for improved communication and

networking, as well as opportunities for training and knowledge sharing between service providers. We will publicize

and promote the development of initiatives that improve access to services for diverse communities.

Evaluation

Learning is integral to the success of the LDIPC action plan. We will work with community stakeholders to develop

measures of success for meeting our goal of enhancing Durham’s settlement capacity.


• A working group will be established to assess the options for an integrated

settlement service delivery system

• Cultural competency education and training opportunities will be promoted

to local service providers

• A guide to funding opportunities will be developed for local community

agencies and organizations

It takes an entire community to successfully welcome, integrate and settle newcomers. All residents, working in

partnership, can contribute to the suite of services necessary for successful settlement and integration. newcomers

are families, extended families and individuals with independent needs. growing the capacity of all service providers

in Durham region will result in improved and accelerated settlement outcomes for Durham residents.

PRIORITY AREA 4: EnhAnCE DurhAm’s sEttlEmEnt CApACIty

14.

REFERENCES

1 All statistics are taken from the 2006 Canada Census by Statistics Canada unless otherwise indicated.

2 The Employment Equity Act defines a visible minority as “persons, other than Aboriginal peoples, who are non-Caucasian in

race or non-white in colour.”

3 There is no generally agreed upon statistic for the average percentage of LgBTQ members in a community. EgALE Canada’s

recent study of LgBTQ youth in schools puts the number at 14%; Health Canada cites 1.7% although 10% has been most

commonly used by agencies working with the LgBTQ community. The variance in these numbers is a reflection of different

research questions asked and different research methodologies employed.

4 This percentage (15.7%) is based on a population base of 442 034 responding to the PALS Survey. Additional detail can be

found at http://www.statcan.gc.ca/dli-ild/meta/pals-epla/2006/pals-epla2006sae-eng.doc . As the population

ages this number is expected to increase.

5 For a copy of Ontario in the Creative Age, visit: http://www.martinprosperity.org/research-and-publications/

publication/ontario-in-the-creative-age-project

6 For a copy of growing Together: Durham Region Strategic Plan 2009-2014, visit the Region’s website at: http://www.

durham.ca/corpoverview/communityplan/CSPFinalColour.pdf.

15.

Community Plan HigHligHts

It’s Your plan

APPENDIX ACOMMUNITY PLAN HIGHLIGHTS

WHA

T

CAN

I DO?

EVAL

UATI

ON

KNOW

LEDG

E

SHAR

ING

(Com

mun

icat

ion,

Ed

ucat

ion

& O

utre

ach)

INFO

RMAT

ION

GA

THER

ING

RE

SEAR

CH

AREA

S OF

ACT

IVIT

YGO

ALS

PRIO

RITI

ES

prIorIty ArEA 1: CrEAtE A CulturE of InClusIon

All residents of Durham region have a right to fully participate in their community. Inclusive communities ensure that people of all ages, sexual orientation and ability have a right and a responsibility to civic engagement, labour force participation and social inclusion whether they are newly arrived or have been in Durham for generations. By creating a culture of inclusion, all Durham residents will benefit.

1.1 Representation of municipal leaders/council/boards are reflective of the community.

1.2 Diversity is authentically reflected as part of the community identity.1.3 All municipal councils work together to achieve and support diversity

initiatives and model/own inclusivity.1.4 Acceptance is modeled by elected officials, institutions and

organizations; policies reflect inclusive practices.

Best practices related to creating, nurturing and growing a culture of inclusion will be gathered and mined for local relevance. Promotion and access to this information and these resources will be shared with community stakeholders.

Through a series of guest speakers, demonstrations, workshops and other events, we will create opportunities for knowledge sharing with community partners. Some of these may include (but are not limited to) conversations about grappling with diversity, workshops on developing barrier-free service delivery, information sessions on external sources of funding, as well as the promotion of the work of the Local Diversity & Immigration Partnership Council. Through our communication tools we will celebrate, promote and showcase success stories, ‘diversity’ activities of agency-providers, employers and institutions throughout Durham Region.

Learning is integral to the success of the LDIPC community plan. We will work with community stakeholders to develop measures of success for meeting the goal of creating a culture of inclusion.

prIorIty ArEA 2: ImprovE lAbour mArkEt outComEs for nEwComErs

To address our current and future skill requirements, an integral part of our local labour market and economic development strategy will be to establish Durham region as a community that actively welcomes and values the skills, experience and training that all its residents possess.

2.1 Durham will have a business sector that understands and takes advantage of the diversity in the workforce.

2.2 The benefits of inclusive hiring practices are fully understood by both the public and employers.

2.3 The development of a local organizing body with a mandate to plan and develop programs and services that facilitate the successful integration of all workers into the workforce is explored.

Work will include, but not be limited to creating a local and publicly accessible online library of labour market resources. Work will expand to include best practices, gap analysis and capacity building activities and will inform the new community report card. Attention will be paid to both current and future trends.

The LDIPC has a commitment to sharing knowledge and to leveraging existing experience and practices to assist in the integration of newcomers and to work towards creating cultures of inclusion in the business and labour communities.

Durham needs to assess the current level of labour market integration of diverse populations and identify key indicators that would assist in local planning and policy making, as well as determine if we are successfully moving towards our goals. We will work with community stakeholders to develop measures of success for meeting the goal of improving labour market outcomes (report card).

APPENDIX A

prIorIty ArEA 3: AttrACt AnD rEtAIn nEwComErs

There is a world wide competition for the best and brightest. Attracting newcomers is only one half of the equation. Retaining skills in this community is important to economic growth and to deepening the pool of talent and creativity in Durham.

3.1 There will be an understanding across sectors of the need to both attract and retain newcomers.

3.2 Durham is marketed to newcomers provincially, nationally, and internationally as a community of choice.

Work in this area will include gathering existing information on programs, services and best practices currently being delivered in Durham and beyond. Key stakeholders will be identified. Emerging needs will be discussed with traditional and non-traditional stakeholders. This work will inform local capacity building, the identification of emerging trends, and innovative locally based responses.

The benefits of attracting and retaining newcomers, sharing local newcomer and service provider success stories are important. Knowledge sharing will be used to support existing networks and partnerships as well as to forge new relationships across and within sectors.

As with the other priority areas in this plan, research and development activities will be used to feed into the development of the new community report card – leading to the creation of key indicators such as assessing Durham’s attractiveness to newcomers and areas for improvement and/or future development.

prIorIty ArEA 4: EnhAnCE DurhAm’s sEttlEmEnt CApACIty

It takes an entire community to successfully welcome, integrate and settle newcomers. All citizens, working in partnership, can contribute to the suite of services necessary for successful settlement and integration. Newcomers are families, extended families and individuals with independent needs. Growing the capacity of all service providers in Durham region will result in improved and accelerated settlement outcomes for Durham residents.

4.1 All new and existing residents will settle and integrate successfully into the Durham community.

4.2 A Durham-specific plan will be developed that reflects the suite of flexible and responsive services in Durham necessary to meet the unique needs of Durham residents.

The Local Diversity & Immigration Partnership Council will continue to work with community stakeholders to continuously investigate the service needs of diverse communities in Durham region and develop strategies to meet those needs.

Working in collaboration with community stakeholders we will explore the options for an integrated settlement service delivery system for Durham region that includes an action plan, processes for improved communication and networking, as well as opportunities for training and knowledge sharing between service providers. We will publicize and promote the development of initiatives that improve access to services for diverse communities.

Learning is integral to the success of the LDIPC action plan. We will work with community stakeholders to develop measures of success for meeting our goal of enhancing Durham’s settlement capacity.

18.

LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL605 Rossland Rd. E.

P.O. Box 623

Whitby, On L1n 6A3

Tel: 905-668-7711 or 1-800-372-1102

Fax: 905-666-6219

Email: [email protected]

www.durhamimmigration.ca

March 2011

APPENDIX A: lDIpC tErms of rEfErEnCE

Table of Contents

1.0 InTRODUCTIOn 21

2.0 PURPOSE 21

3.0 gUIDIng PRInCIPLES AnD BELIEFS 22

4.0 OBJECTIvES 22

5.0 SCOPE 22

6.0 REFEREnCES 23

7.0 MEMBERSHIP RECRUITMEnT AnD SELECTIOn 23

8.0 COMPOSITIOn AnD SIZE 24

9.0 TERM OF OFFICE 26

10.0 OFFICERS 26

11.0 PROCEDURES AnD PROCESSES 26

11.1 Meetings 26

11.2 Quorum 26

11.3 Responding to Media Inquiries 26

11.4 Resignations and Designates 26

12.0 AnnUAL REPORTS 27

13.0 ROLES AnD RESPOnSIBILITIES 27

14.0 WORKIng gROUPS 28

15.0 COnFLICT OF InTEREST 29

15.1 Conflict Resolution 29

16.0 CHAngES TO TERMS OF REFEREnCE 29

APPEnDIX 1 – Conflict of Interest Policy for the Local Diversity and Immigration Partnership Council 30

20.

LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL605 Rossland Rd. E.

P.O. Box 623

Whitby, On L1n 6A3

Tel: 905-668-7711 or 1-800-372-1102

Fax: 905-666-6219



March 2011

APPENDIX A

1.0 IntroductionIn February of 2008 a call for proposals for the creation of Local Immigration Partnership Councils was issued

by Citizenship and Immigration Canada to strengthen the role of local communities in integrating and serving

newcomer populations. Council for the Regional Municipality of Durham endorsed the creation of a Local Diversity

and Immigration Partnership Council (LDIPC). The LDIPC is funded by Citizenship and Immigration Canada (CIC).

The LDIPC will evolve in two phases. Phase one will include the development and establishment of the council and

plan for integrating and serving newcomers. Phase two involves the development of an implementation plan. Phase

two will be funded under a separate contract with CIC.

In a phased in approach the LDIPC will work to address the needs of the broader community by attracting

resources and allocating planning to assist other populations.

2.0 PurposeThe Local Diversity and Immigration Partnership Council’s primary purpose is to act as a community advisory body

lending direction to the development and execution of a Diversity and Immigration Community Plan for Durham

region that will improve the settlement and integration experience of Durham residents.

Members of the LDIPC will provide executive leadership, the wisdom of experience, sector specific knowledge and

overall direction.

The LDIPC defines diversity in the broadest sense of the word recognizing that there are intersections of diversity

and that a plan to integrate newcomers could and should, be leveraged to improve the integration and engagement

levels of all members of a community including newcomers, the disabled, youth, seniors, women, the gay lesbian

bisexual community and all other marginalized populations.

The LDIPC will aim to create alignment of newcomer and diversity initiatives and services. The development of a

local plan will allow for the utilization of best practices, sharing of resources and avoiding service duplication. The

framework of the LDIPC will ensure the best use of Durham region’s community resources and services.

21.

3.0 guiding Principles and Beliefs • All residents have the right to fully participate in their community

• It is the collective responsibility of the residents of Durham region to effect the needed change required to

support inclusive communities and improve the settlement and integration experience of all residents

• Attracting and retaining newcomers to Durham region will benefit communities, stimulate the local economy and

strengthen a diversified pool of talents to make Durham region a community of choice

• The LDIPC will operate in the spirit of integrity, respect and fairness

4.0 Objectives• To create a culture of inclusion

• To improve labour market outcomes for newcomers residing in Durham

• To attract and retain newcomers to Durham region

• To enhance Durham’s settlement capacity

5.0 Scope• To identify, connect and coordinate present initiatives and services within Durham region to maximize benefits

• To prioritize the work of the LDIPC based on trends, gaps and needs in the community

• To monitor the project work plans

• To mobilize working groups

• To seek funding opportunities to execute the LDIPC community plan

• To act as an advisory body to Regional Council, through the Health and Social Services Committee

22.

APPENDIX A

6.0 ReferencesThe Local Diversity and Immigration Partnership Council reports to the Health and Social Services Committee of

Regional Council. The Chair of the Health and Social Services committee will serve as Co-Chair. The Commissioner of

Social Services will serve as the other Co-Chair.

The LDIPC and the development and execution of the plan is led jointly by the Community Development Council

of Durham and the Durham Region Local Training Board with the Regional Municipality of Durham as the primary

partner. Each convening partner is responsible for specific deliverables within the contract with CIC.

The LDIPC has received funding from Citizenship and Immigration for its overall operation commencing Sept 1,

2009. Specific deliverables detailed in the contracts are additionally funded by CIC. The LDIPC must report on

those deliverables as outlined in the contract to Citizenship and Immigration Canada.

7.0 Membership Recruitment and SelectionRegional Council shall appoint the Chair of the Health and Social Services Committee to sit on the LDIPC for the

term of Regional Council.

For the selection of members, the Social Services Department, after consultation with the LDIPC shall contact

community partners and invite them to volunteer for the LDIPC if a specific sector/stakeholder is deemed missing

from the Council.

It is recognized that any one member of the LDIPC can and should, when possible, represent more than one sector

or organization. Members who can speak on behalf of a number of stakeholders and represent the broadest range

of interests and voices are deemed key for the LDIPC to have as comprehensive a representation of the community

as possible.

Once every two years or, as vacancies become available, the public will be invited to apply for a position on the

Council via public advertising.

23.

8.0 Composition and Size The composition of this Council is representative of institutions, organizations and/or sectors within Durham region

to which a wide spectrum of populations has connections or is a part in some way. Community consultations

indicated that change has to occur at an institutional level and as such composition of the council was formed

accordingly. The LDIPC shall consist of up to 17 members with 14 drawn from the community representing

institutional stakeholders/sectors in the community.

The positions of Community Member at Large, Ethno-Cultural/Francophone, Business and Member of the Faith/

Cultural Community will be filled by way of an open, public call. The process will include an application and an

interview. Applications will be reviewed by a recruitment selection sub-committee of the LDIPC. The interview

panel will consist of three people, all members of the LDIPC.

The LDIPC Community Plan is designed to be flexible and responsive. As priorities shift and needs change in the

community, seats will be added or replaced as deemed appropriate by the LDIPC. Different phases will require

different stakeholders.

The LDIPC will review membership as needed or at least once a year.

24.

Sector # of Rational Representative Reps

Accessibility 1 Brings the perspective of people living with disabilities thereby ensuring broader inclusivity.

Business/of Commerce 1 Brings the perspective of business and entrepreneurs – their challenges, opportunities,needs.

Settlement Services 1 As a convening partner and service provider, the representative is the Community Development Council of Durham.

Community Member at Large 1 Brings the perspective of the broader community as all residents are affected by change.

Academic 2 Durham College sits on the Council as a premier provider of language service and support to newcomers. UOIT sits on the Council as a service provider to newcomers, a source of research and host of the Welcoming Communities Initiative in Durham.Both can provide information on gaps in service and needs.

Employment Skills and Training 1 As a convening partner and service provider, the representative is the Durham Region Local Training Board. The DRLTB is also connected to the full scope of Employment Ontario providers and a range of funders and employers.

Police Services 1 Brings the knowledge and experience of the Durham Regional Police Service including their Diversity Strategic Plan.

Economic Development 1 Brings the experience of business and economic development and an understanding of the link between attraction and retention of newcomers and the economic growth of a community.

Employer/Service Provider 1 Brings the perspective of employers with their knowledge of skills and labour trends, challenges and opportunities.

Local Municipal government 1 Brings the perspective of local government, service needs, gaps, challenges and opportunities.

Local School Boards 1 Brings the perspective of the education sector’s settlement services with newcomer youth and their families.

Member of the Faith/Cultural Community 1 Brings a critical link and perspective from diverse faith communities.

Regional Council 1 A representative from Health and Social Services serves as co-Chair of the Council.

Region of Durham - Social Services & 2 The Commissioner of Social Services serves as co-Chair of the Regional Department Representative Council. A representative from Planning, Health or another

Region of Durham department will bring further diverse perspectives.

Ethno-cultural/Francophone 1 Brings the perspective of the broader ethno-cultural / Francophone newcomer community.

APPENDIX A

25.

9.0 Term of OfficeFollowing a two-year served term, representation by sector will be reviewed. All efforts will be made to stagger changes

to maintain momentum. When necessary, sector recruitment and selection will be assumed by an LDIPC Co-Chair in

consultation with the Council.

10.0 OfficersThe LDIPC shall have two Co-Chairs. The Chairs will preside over all regular meetings.

Leadership, direction and support will be provided by a designated staff person of the Region of Durham

department of Social Services.

The LDIPC shall have a recording secretary who will take and distribute minutes and correspondence.

11.0 Procedures and Processes

11.1 Meetings

The LDIPC will meet a minimum of five times a year, excluding July and August. The schedule is to be set by

April of each year.

Only resolutions as they appear in the adopted minutes may be considered as officially representing the position of the LDIPC.

11.2 Quorum

Quorum is two/thirds of voting members or 12 votes based on 17 voting members.

To ensure the work of the council moves forward and recognizing the time restrictions of Regional Councillors, the two

members of the council representing Regional Council will not be required to vote to achieve quorum. Quorum will be based

on 10 of 15 should Regional Councillors not be present.

Items requiring a decision will be done so by voting. Recommendations are “carried” if supported by a two/thirds majority.

11.3 Responding to Media Inquiries

Members of the Council who are approached by the media should refer all inquires to the Regional staff person assigned to

the LDIPC. Media protocols are detailed in the contract between the Regional Municipality of Durham and CIC.

11.4 Resignations

Any resignation of an LDPIC member should be tendered to the Co-Chairs.

26.

APPENDIX A

12.0 Annual ReportsThe LDIPC will prepare an annual report summarizing the activities completed in the previous year. The annual report shall

be forwarded to the Health and Social Services Committee and made public on the Regional website, once approved by the

Health and Social Services Committee.

The terms of reference will be reviewed annually and amended as necessary.

The LDIPC will report to the Health and Social Services Committee as necessary.

The LDIPC will report to Citizenship and Immigration Canada as outlined in the current contract.

13.0 Roles and Responsibilities a. Each member shall understand that they represent an entire sector, not the interest of their particular organization and in

doing so ensures the greater good of the community.

b. Each member shall understand that they represent a body of knowledge and must come prepared to share that knowledge

and when appropriate, act as champion for a specific working group.

c. Each member will endeavour to become knowledgeable of all stakeholders and sectors represented on the LDIPC for the

purpose of fulsome, broad-based, productive dialogue.

d. Each member understands that the LDIPC will be guided by evidence-based decision making.

e. Each member will endeavour to attend all the scheduled meetings when possible. If a member misses three meetings

during the year, they will be asked by the Co-Chair about their consistent interest in the Council.

f. Each member shall come prepared to the meetings and read the correspondence in advance thereby ensuring the work of

the LDIPC moves forward and is respectful of fellow LDIPC members’ time.

g. Each member understands that they will periodically receive correspondence from the LDIPC between meetings.

27.

14.0 Working groupsComponents of the Community Plan will be executed by working groups. In the spirit of openness and inclusion,

this plan was designed to be open ended. The working groups could potentially be limitless giving the largest

number of community members a role in the success of the plan. This model was designed in response to the

community consultations and is slightly different than many models adopted across the province. The number of

working groups will be determined by resources, community needs and identified priorities.

Each working group will have at least one member of the LDIPC or a dedicated Regional staff member. Members

will ensure the working groups remain true to the objectives of the plan. Working groups will report back to the

LDIPC through their LDIPC member.

Working groups will develop plans in alignment with the community plan.

The working groups are an opportunity for broader community engagement with sector specific knowledge and

expertise to participate in the work of the LDIPC thus creating greater alignment.

It is the long-term goal of the LDIPC that the bulk of the diversity and immigration work being done in Durham

region will fall under, align with or connect to, the LDIPC community plan. Work will be done in the spirit of

increasing Durham’s capacity to serve the community. Potential competition between stakeholders must be

addressed at the onset of working group formation.

It is the responsibility of the lead partners of the LDIPC to do the required outreach to the broader community by

providing information, extending invitations to events and developing ongoing communications with the larger

Durham community.

Members of working groups and the council will be required to sign a Conflict of Interest acknowledgement

(Appendix 1).

28.

APPENDIX A

15.0 Conflict of InterestAny member with a conflict of interest or a perceived conflict of interest should disclose this conflict to the Chair(s).

The standardized Agenda will include a routine call for conflicts to be declared at the beginning of each meeting.

Conflict of interest is defined in Appendix 1. LDIPC members with a conflict will stand down from voting and discussing an

item on the agenda.

15.1 Conflict Resolution

Should a conflict arise and an agreement is not possible, at the discretion of the Chair(s), the parties can meet individually;

call on a third party to mediate or a subject matter expert.

16.0 Changes to Terms of ReferenceThe LDIPC recognizes that these terms of reference will serve to guide the work and development of the LDIPC, its plan

and the working groups. The terms of reference are designed to be flexible and responsive to emerging community needs of

Durham region. The terms of reference anticipate further funding from CIC and have been designed as such.

29.

30.

APPEnDIX 1 – Conflict of Interest Policy for the Local Diversity

and Immigration Partnership CouncilThe LDIPC member will be considered to have a conflict of interest when a decision made and/or the actions taken by an LDIPC

member in the course of exercising his or her duties are affected by, may be affected by, or could be seen by another party to be having

an unfair advantage. This would include actions that would directly benefit:

• The sector representative’s personal, financial or business interests; or

• The personal, financial or business interests of relatives or business associates of the LDIPC sector representative.

The LDIPC member is ultimately responsible and accountable for using good judgment in the course of exercising duties.

Examples of potential conflict of interest:

Recommendations for Funding Priorities: LDIPC members provide information on gaps in service and needs for consideration

in the plan. Information provided by the LDIPC member should be reflective of the sector they represent and consider the needs of

the broader community as a whole. Recommendation for consideration must not exclusively benefit the LDIPC member’s business

interests, their organization or the agency they represent.

Special Treatment: An LDIPC member shall not use their position to give any person or organization special treatment that would

advance their own interests or that of any of the LDIPC member’s relatives or business associates.

Financial Interests: An LDIPC member must not participate in any decision or make any recommendation toward the development of

the plan in which they, their relatives, agency or business associates will have exclusive financial gain.

Public Appearances: Any LDIPC member who is asked to speak publicly to an organization or professional association (as a result

of their membership on the LDIPC) must notify the Region to ensure that the messaging is consistent with the direction of the plan

and in keeping with the Terms of Reference. LDIPC members who are speaking at a conference or meeting who are not representing

the Region must not appear to represent the opinion or policy of the Region and may not present any information gained as a result of

membership on the LDIPC.

_______________________________________________ _______________

Signature of Sector Representative Date

APPENDIX A

Member Name Organization Title Sector

Dr. Shahid Alvi* University of Ontario Institute Associate Dean and Academic of Technology Professor of Criminology

Allan Angus (alternate member) Durham College Member Accessibility Accessibility Working Group

Martyn Beckett* Durham District School Board Director Local School Board

Mary Blanchard* Durham College Dean, School of Communication, Language and General Studies Academic

Pam DeWilde Inter-Church Immigrant Coordinator Faith Support Group

Dr. Hugh Drouin* Region of Durham Commissioner of Social Services Region of Durham

Keith Hernandez KAH Consultants Employment and Human Resource Ethno-cultural / Francophone Management Consultant

Colleen Jordan* Town of Ajax Regional Councillor Local Municipal Government

Ali Juma Durham Children’s Aid Society Training Supervisor Community Member at Large

Kerri King Region of Durham Manager of Tourism Economic Development

John Koopmans* Region of Durham Principal Planner Region of Durham

Rick Lea* Durham Region Local Executive Director Employment Skills and Training Training Board

Wanda Leach* Lakeridge Health Director of Human Resources Employer / Service Provider

Caroline Nevin Scotiabank Branch Manager, Uxbridge Business / Chamber of Commerce

Larry O’Connor Township of Brock Mayor and Regional Councillor Chair, Health & Social Services Committee

Keith Richards* Durham Regional Police Service Constable and Diversity Coordinator Police Services

Tracey Tyner Cavanagh* Region of Durham Accessibility Coordinator Accessibility

Tracey Vaughan* Community Development Executive Director Settlement Services Council Durham

*Also served as an interim council member

2010 LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL

31.

APPENDIX A

Staff Support to the Local Diversity & Immigration Partnership Council

Member Name Organization Title Sector

Audrey Andrews Region of Durham Manager, Diversity and Staff Support to the LDIPC Immigration Program

Samantha Burdett Region of Durham Policy Advisor, Diversity and Staff Support to the LDIPC Immigration Program

Nadia Polani Region of Durham Secretary, Diversity Staff Support to the LDIPC and Immigration Program

Hilary Schuldt Region of Durham Policy Advisor, Diversity Staff Support to the LDIPC and Immigration Program

32.

25.

Member Name Organization Title

Merle Cole Merle Cole Consulting Consultant

April Cullen City of Oshawa Former Regional Councillor

Ben Earle Community Development Council Durham Community Development Manager

Robert Fillion Durham Region Local Training Board Francophone Representative

Doug Lindeblom (retired) Region of Durham Director, Economic Development & Tourism

Kelly O’Brien Region of Durham Manager, Employment Programs

Susan Simpson Taylor Pro Act Ideas Consultant

We would also like to acknowledge the efforts of the Interim Council and other contributors

whose hard work and dedication have resulted in the Community Plan.

33.

LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL

605 Rossland Rd. E.

P.O. Box 623

Whitby, On L1n 6A3

Tel: 905-668-7711 or 1-800-372-1102

Fax: 905-666-6219



March 2011

28.

LOCAL DIVERSITY & IMMIGRATION PARTNERSHIP COUNCIL

605 Rossland Rd. E.

P.O. Box 623

Whitby, On L1n 6A3

Tel: 905-668-7711 or 1-800-372-1102

Fax: 905-666-6219



March 2011

Funded by: Financé par :

Documents

Diversity anD immigration Community Plan...into the development of this plan and the Local Diversity and Immigration Partnership Council would like to thank: ... Alignment with the