Category: DEI Diversity Equity Inclusion

From September 29, 2025 Weekly
Diversity, Equity, and Inclusion Committee Policy (DRAFT)

Introduction

The objective of the Diversity, Equity, and Inclusion (DEI) Committee is to promote a culture of respect and fairness within Woodsworth by ensuring all members feel valued, respected, and heard. This policy outlines the structure, composition, responsibilities, and operational procedures of the DEI Committee.

COMPOSITION OF THE COMMITTEE

Membership:

The DEI Committee will be initially appointed by the Board based on volunteers, expressions of interest from Woodsworth members, and Board outreach. The interim committee will consist of six members.

After six months of operation, the Committee and the Board will decide on whether the committee should continue with that makeup or hold elections to change into an elected committee at the following Woodsworth AGM.

Board Liaison:
One liaison from the Board of Directors will be appointed to the DEI Committee. The Board Liaison will attend meetings as a voting member and serve as a bridge between the committee and the Board.

RESPONSIBILITIES

Identifying Issues:

The committee will actively identify and assess diversity, equity, and inclusion issues within Woodsworth.
This includes conducting surveys, gathering feedback, and analyzing data to understand the current state of DEI.
While there will be many important issues to consider, the Committee has a directive to focus on Anti-Black Racism specifically, and the psychological safety of racialized members more broadly.

The Committee will consider these resource documents:

Woodsworth’s Human Rights Bylaw and the Accommodation Policy for members with disabilities.

Developing Solutions:

• Propose and develop actionable solutions to address identified DEI issues.
• Create and implement initiatives, programs, and policies that promote a more inclusive and equitable environment.
• Educational Outreach:Organize workshops, training sessions, and educational events to raise awareness and educate members about DEI topics.
• Provide resources and support to members seeking to learn more about DEI issues.

Advisory Role:

Advise the Board of Directors on DEI matters and collaborate with other committees to integrate DEI principles into all cooperative activities.

Ensure that DEI considerations are incorporated into cooperative policies and practices.

Confidential Matters:

All committee members must sign a Confidentiality and Conflict of Interest Agreement (Organizational Bylaw) within ten days after they become members. A signed copy must be given to the manager. People who fail to do this are removed from the committee.

The committee will not normally handle confidential matters or specific grievances.

However, if a cooperative member chooses to disclose confidential information to the DEI Committee, the committee will provide support and guide the member to the appropriate channels for resolution.

Maintain the confidentiality of any disclosed information unless explicit permission is given by the member to share it.

Reporting and Accountability:

The DEI Committee will report its activities, findings, and progress to the Board of Directors on a timeline to be determined by the Committee.
Annual reports will be presented to the entire cooperative membership.

Amendment of Policy:

Amendments must be approved by a majority vote of the Board of Directors in consultation with the DEI Committee.

From the Board of Directors re DEI Committee

Woodsworth Housing Coop DEI Committee: Getting Started Playbook

1. Introduction

Welcome to the Woodsworth Housing Coop Diversity, Equity, and Inclusion (DEI) Committee! This playbook serves as an unofficial guide to help the initial committee members establish a strong foundation, recruit new members, and engage the cooperative community in meaningful DEI work.

2. Committee Purpose and Goals

The DEI Committee aims to promote a culture of respect, fairness, and inclusion within Woodsworth. The initial focus will be:

• Establishing the committee and developing operational norms.
• Recruiting additional committee members.
• Raising awareness about DEI topics within the coop.
• Identifying initial priorities and projects.

3. Building the Committee

A. Informal Recruitment Strategies

Growing the committee is a priority in the early stages. Since elections are not yet required, the following informal recruitment approaches should be used:

• Personal Outreach: Talk to members who may have an interest in DEI topics and invite them to join.
• Community Events: Host casual gatherings, such as coffee chats or social hours, to discuss DEI and encourage participation.
• Committee Collaboration: Connect with other committees, such as Strategies for Staying (S4S), to find members interested in related work.
• Newsletter & Bulletin Board Posts: Share information about the committee and invite members to get involved.
• Word of Mouth: Leverage existing networks and personal relationships within Woodsworth.

B. Addressing Common Challenges

• Lack of Interest: Frame DEI as relevant to all members and highlight its benefits for community well-being.
• Misunderstanding of DEI: Offer clear, accessible explanations of what DEI means and how it impacts Woodsworth.

4. Operational Structure

A. Decision-Making Process

• The committee may consider making decisions by consensus, ensuring all voices are heard before finalizing actions.

B. Board Liaison Role

• The Board Liaison serves as a voting member and helps connect committee activities to the Board.

C. Confidentiality and Ethical Considerations

• All committee members must sign a Confidentiality and Conflict of Interest Agreement within ten days of officially joining.
• The committee will not handle specific grievances but can guide members toward appropriate resolution channels, or use information to plan initiatives.

5. Planning and Resource Allocation

A. Setting Priorities

• Reviewing Woodsworth’s Human Rights Bylaw and Accommodation Policy is recommended as a first step.
• The committee should start by discussing and identifying key areas for action, with a focus on anti-Black racism and psychological safety for racialized members.

B. Requesting Resources

• The committee does not yet have an allocated budget but can request funding by presenting a business case to the Board.
• Business case proposals do not need to be formal, they should outline the purpose, expected impact, and cost of proposed events, training, or communication efforts.

6. Engaging the Broader Membership

A. Early Engagement Activities

Since broad community participation is a later goal, the initial focus should be on awareness-building and relationship-building:

• Listening Sessions: Create safe spaces for members to share their thoughts on DEI issues.
• Educational Initiatives: Distribute resources or hold informal discussions about DEI topics.
• Collaborative Efforts: Work with other committees on joint initiatives.

B. Communication Strategies

• Keep members informed, potentially through The Weekly, flyers, and informal discussions.
• Use clear, simple language to explain DEI concepts and their relevance to Woodsworth.

7. Reporting and Accountability

• The committee will report progress to the Board on a timeline it determines.
• An annual report will be presented to the cooperative membership.

8. Next Steps

1. Hold the first committee meeting to establish roles and responsibilities.
2. Sign a Confidentiality and Conflict of Interest Agreement and send it to the coop office.
• Schedule B within Woodsworth’s Organizational By-law.
3. Develop an outreach plan for recruitment.
4. Begin informal engagement efforts with the community.
5. Identify potential initial projects.

Thank you for your commitment to making Woodsworth a more inclusive community!