EQUITY, DIVERSITY, AND INCLUSION POLICIES

Fostering an Inclusive Climate – Inclusion is a relational construct. It is ultimately about how our team functions and performs based on the quality of social connections, oneness, and openness to learning, agility, and depth of decision making.   The team examines the concept of climate, specifically inclusive climates, as well as learning about the specific behavioUrs and skills they need to demonstrate to be successful in shaping an inclusive climate.

Our MOTO to our employees/volunteers/contractors 

Creating a safer space/environment and always treat people in a respectful the way we would want to be treated. Recognize that, like you, coworkers, reports, and superiors have rights, opinions, wishes, experiences, competence, and they make mistakes, which are simply lessons to be learned. They have similar concerns and insecurities and share the common goal of wanting to perform their jobs successfully. 

1. Respect in the workplace breeds a healthy work environment. A professional, respectful work culture encourages productivity and growth. Staff works optimally knowing they are valued and respected for their ideas as well as their role within the GLBC. 

 2. Respect in the Workplace, Programs, Projects, Activities, and Events foster productivity, growth, and success for our Society. 

Determine Respect in the Workplace 

Respect can be heard in a person’s tone of voice, in their nonverbal communication, body language, and in how they address. It can be observed by co-workers or supervisors listening and asking questions to make sure they understand the point of view. 

We are judged, respected by the way our organization, superiors, and coworkers/volunteers/contractors treat each other. It is apparent in how our organization establishes new rules, policies, and procedures introducing them to employees, volunteers, and contractors and how they are compensated, recognized and rewarded.  Respect has been determined by how often workers, volunteers, and contractors ask our opinion, consult us about any changes that could affect our job prior to implementing them, and delegating meaningful assignments. 

Showing and demonstrating Respect in the Workplace, projects, Programs, and Events include: 

1. Treating others with courtesy, politeness, and kindness.  Listening to what others have to say before expressing our viewpoints, never speaking over, or interrupting others, listening and stopping to formulate rebuttals and responses in the mind when there is need to focus on listening to others.
2. Use others’ ideas to change or improve.  Our employees, volunteers and contractors know, we use their ideas or encourage them to implement those ideas into action to make change.  They have been taught never to insult, use name-calling, disparage, or belittle people or their ideas.  Not to constantly criticize, judge, demean or patronize others.  

A series of seemingly trivial actions added up over time constitutes bullying.  – We train and talk to our employees/volunteers to be aware of their body language, the tone of voice, demeanour, and expression in all their interactions at work/programs/activities and or events.  We ask that they improve their ability to interact with others, Program managers, and supervisors based on the awareness they have learned/gained while dealing with other people and emotional intelligence.  We treat employees/volunteers/contractors fairly and equally. Treating people differently constitutes to harassment, discrimination, or a hostile, toxic work environment.  One of our mandates is Inclusion – meaning – We include all employees/volunteers, some willing community members in some planning meetings, discussions, training, and events. While not every person can participate in every activity, we do not marginalize, exclude, or leave out any one person on our programs. We provide an equal opportunity for all stakeholders to participate in committees, task forces, or continuous improvement teams. Encouraged praise and recognition among employees/volunteers, contractors, the Board, the Program, Project Managers as well, as our Supervisors. 

Improving Engagement – At GLBC engagement is key factor that promotes higher performances efforts, greater returns, and lower turnover. We explore the components of successful engagement initiatives, identifying strategies that creates stronger engagement in teams, and Capacity/Team building. 

Counteracting Unconscious Bias – There is no such thing at GLBC as a workplace, Programs, Projects and or Events lacking diversity. Despite decades of legal and social reform aimed at reducing discrimination in the workplace, inequality continues to be a significant problem in all societies and most workplaces, programs/projects.  We identify the perceptual and psychological processes that impact the way that individuals interact with others who are demographically dissimilar from them.  As well we examine the psychological processes that impact decision making within our Society, that is the reason we identified and designed better work Practices/Procedures/Policies which helped more effectively leveraging the potential among employees/volunteers and contactors.  In our organization, we are uniquely positioned to help participants and stakeholders understand the complex dynamics underlying diversity challenges and opportunities within our organization. 

A code of conduct policy

The Code of Conduct clarifies the standards of behaviour that are expected of Great Lakes Networking Society staff/volunteers in the performance of duties, it gives guidance in areas where staff/volunteers need to make personal and ethical decisions.

Code of Ethics

Great Lakes Society’s code of ethics, and or professional code of ethics, are our set of general guidelines or values. A code of conduct policy typically and more specific, gives guidelines for how we respond in certain situations, they are rules expressly prohibiting accepting or offering bribes. Code of conduct is our set of rules outlining the norms, rules, and responsibilities of, or proper practices for, an individual. Our code of conduct clarifies Great Lakes Society’s mission, values and principles, linking them with the standards of professional conduct, it also serves as our valuable reference, helping volunteer locate relevant documents, services and other resources related to ethics within our organization. The most common sections in a code of conduct are ethical principles that include workplace, Program, project and or event areas’ behaviour and respect for all people involved, as employees, volunteers, contractors, etc. with Values of honest, unbiased and unprejudiced work environment.

Integrity in personal and professional matters.

Honesty, truthfulness, and sincerity; Loyalty and allegiance; Responsibility, reliability, and dependability; Charity and kindness; Respect for others and their property; Self-discipline acting with reasonable restraint; Knowing the distinction between right and wrong, good and bad behavior.

Code of Ethics and Professional Conduct

The work environment; Conflicts of interest; Protecting Society’s assets; Anti-bribery and corruption; Attendance and punctuality; Absence without notice; General harassment and sexual harassment; Cell phone use at work, etc.

Organizational Code of Conduct: 

The Great Lakes Networking Society of BC (GLBC) and its Employees/Volunteers must, always, comply with all applicable laws and regulations. The Great Lakes Networking Society of BC (GLBC) will not condone the activities of Employees/Volunteers who achieve results through violation of the law or unethical business dealings. This includes any payments for illegal acts, indirect contributions, rebates, and bribery. The Great Lakes Networking Society of BC (GLBC) does not permit any activity that fails to stand the closest possible public scrutiny.  All business conduct should be well above the minimum standards required by law. 

Accordingly, employees and our volunteers must ensure that their actions cannot be interpreted as being, in any way, in contravention of the laws and regulations governing the GLBC’s 

operations.  Employees/volunteers uncertain about the application or interpretation of any legal requirements should refer the matter to the CEO, who, if necessary, should give appropriate legal advice. 

General Employee Conduct: 

The Great Lakes Networking Society of BC (GLBC) expects its employees/volunteers to conduct themselves in a businesslike manner. Drinking, gambling, fighting, swearing, and similar unprofessional activities are strictly prohibited while on the job.  Employees and volunteers must not engage in Harassment, Discrimination, Racism, and Violence as our in the Workplace Policy and Program, they should as well not engage in sexual harassment, or conduct themselves in a way that could be construed as such, for example, by using inappropriate language, keeping or posting inappropriate materials in their work area, or accessing inappropriate materials on their computer.    

Conflicts of Interest: 

The Great Lakes Networking Society of BC expects that employees and volunteers will perform their duties conscientiously, honestly, and in accordance with the best interests of the Organization. Employees/volunteers must not use their positions, or the knowledge gained as a result of their positions for private or personal advantage. Regardless of the circumstances, if employees/volunteers’ sense that a course of action they have pursued, or are presently pursuing, or are contemplating pursuing may involve them in a conflict of interest with the GLBC, they should immediately communicate all the facts to CEO or CO-CEO, Outside Activities, Employment, and Directorships:   All employees/Volunteers share a serious responsibility for the Organization’s good public relations, especially at the community level. Their readiness to help with religious, charitable, educational, civic activities, others bring credit to the GLBC and is encouraged.  Employees/Volunteers must, however, avoid acquiring any business interest or participating in any other activity outside the Organization that would, or would appear to: 

¾ Create an excessive demand upon their time and attention, thus depriving the GLBC’s of the best efforts on the job.  ¾ Create a conflict of interest – an obligation, interest, or distraction – that may interfere with the independent exercise of judgment in the Organization’s best interest.  

ORGANIZATIONAL CODE OF CONDUCT 

Relationships with Community members, Suppliers, and Contractors:  Employees/Volunteers should avoid investing in or acquiring a financial interest for their own accounts in any business organization that has a contractual relationship with the GLBC, or that provides goods or services, or both, to the Organization if such investment or interest could influence or create the impression of influencing their decisions in the performance of their duties on behalf of the GLBC.     

Gifts, Entertainment, and Favors:  Employees must not accept entertainment, gifts, or personal favors that could, in any way, influence, or appear to influence, business decisions in favor of any person or organization with whom or with which the GLBC has, or is likely to have, business dealings.  Similarly, employees/volunteers must not accept any other preferential treatment under these circumstances because their positions with the Organization might be inclined to, or be perceived to, place them under obligation to return the preferential treatment. 

Kickbacks and Secret Commissions: 

Regarding the GLBC’s business activities, employees/volunteers may not receive payment or 

compensation of any kind, except as authorized under the GLBC’s business and payroll policies. In particular, the GLBC strictly prohibits the acceptance of kickbacks and secret commissions from suppliers or others. Any breach of this rule will fully result in immediate termination and prosecution of the law. 

Organization Funds and Other Assets: 

Employees/volunteers who have access to GLBC’s funds in any form must follow the prescribed procedures for recording, handling, and protecting money as detailed in the 

GLBC’s policies and procedures or other explanatory materials, or both. The GLBC imposes strict standards to prevent fraud and dishonesty. If employees/volunteers become aware of any evidence of fraud and dishonesty, they should immediately advise CEO or seek appropriate legal guidance so that the GLBC can promptly investigate further.  When an employee’s/volunteer’s position requires spending GLBC’s funds or incurring any reimbursable personal expenses, that individual must use good judgment on the GLBC’s behalf to ensure that good value is received for every expenditure.   Funds and all other assets are purposed for the GLBC only and not for personal benefit. This includes the personal use of the assets, such as computers etc. 

Organization Records and Communications: 

Accurate and reliable records of many kinds are necessary to meet the GLBC’s legal and financial obligations and to manage the affairs of the Organization. The books and records must reflect in an accurate and timely manner all business transactions. The employees/volunteers responsible for accounting and recordkeeping must fully disclose and record all assets, liabilities, or both, and must exercise diligence in enforcing these requirements.   Employees must not make or engage in any false record or communication of any kind, whether internal or external, including but not limited to: ¾ False expense, attendance, production, financial, or similar reports, and statements ¾ False advertising, deceptive marketing practices, or other misleading representations  

Dealing with outside people and Great Lakes Networking Society of BC (GLBC): 

Employees/volunteers must take care to separate their personal roles from GLBC 

positions when communicating on matters not involving Organization business.  Employees or volunteers must not use GLBC identification, stationery, supplies, and equipment for personal or political matters.  When communicating publicly on matters that involve GLBC business, employees/volunteers must not presume to speak for the GLBC on any topic, unless they are certain that the views, they express are those of the organization, and it is the Organization’s desire that such views be publicly disseminated.  When dealing with anyone outside the GLBC, including public officials, employees/volunteers must take care not to compromise the integrity or damage the reputation of either the GLBC, or any outside individual, business, or government body. 

Prompt Communications: 

In all matters relevant to community members, customers, suppliers, contractors, government authorities, Cities’ the public, and others in the Organization, all employees/volunteers must make every effort to achieve complete, accurate, and timely communications – responding promptly and courteously to all proper requests for information and to all complaints. 

Privacy and Confidentiality: 

When handling financial and personal information about customers or others with whom 

the GLBC has dealings, observe the following principles: 

• Collect, use, and retain only the personal information necessary for theGLBC’sbusiness. Whenever possible, obtain any relevant information directly from the person concerned. Use only reputable and reliable sources to supplement this information. 

• Retain information only for as long as necessary or as required by law. Protect the physical security of this information. 

• Limit internal access to personal information to those with a legitimate business reason for

seeking that information. Use only personal information for the purposes for which it was originally obtained. Obtain the consent of the person concerned before externally disclosing any personal information unless legal process or contractual obligation provides otherwise.