Lead (who is responsible)

• Human Resources and Business Unit Leaders

High-level actions (what we will do)

• Enhance advertising and recruitment messages/practices to reinforce Sask Polytech as a diverse & inclusive workplace.
• Continue collaborating with SPFA and SGEU bargaining units to eliminate barriers.
• Pilot and implement a bridging program for Indigenous candidates in targeted areas.
• Eliminate barriers in recruiting Women in Trades and Technology.
• Educate hiring managers on the impact unconscious biases may have on hiring decisions; Review interview/selection processes and job descriptions through an inclusive lens.

Lead (who is responsible)

• Human Resources, Student Services, ILDC

High-level actions (what we will do)

• Provide Indigenous Awareness training to all new employees and all existing employees by 2022.
• Enhance leadership development modules with specific diversity and inclusion training for supervisors and managers.
• Leverage the webinars, e-learning and other and resources offered through membership with Canadian Council for Diversity and Inclusion (CCDI).
• Leverage ILDC Indigenous curriculum specialist as a key resource to guide/embed indigenous content development and ways of knowing in new academic model.

Lead (who is responsible)

• HR, Student Services, ILDC, Campus Equity Committees

High-level actions (what we will do)

• Continually engage with all partners to ensure sound implementation that reflects the unique needs of our institution and leading global practices.
• Create a common diversity and inclusion calendar of multicultural events.
• Organize an annual provincial equity committee meeting in June.
• Foster and support various employee resource groups e.g., Indigenous Employee network.
• Sustain annual funding provided to campus equity committees so that they can provide their annual programming to students and staff.

Lead (who is responsible)

• Human Resources, Student Services, Mental Health Task Force

High-level actions (what we will do)

• Promote holistic health and wellness programs and services in order to support physical, social, emotional, mental health, well-being and resilience of our staff and faculty.
• Enhance mental health in the workplace education programs, practices and policies.
• Coordinate wellness and mental health awareness campaigns e.g., Mental Health Week, Mental Health Day, Healthy Workplace Month, etc.
• Engage supervisors and managers as custodians for a positive workplace culture through education and supportive practices and policies.

Lead (who is responsible)

• HR Strategy, Communications, D & I Leadership Council, Equity committee Chairs

High-level actions (what we will do)

• Seek SMC's approval and sponsorship of strategy and plan and embed actions in operations.
• Raise visibility for diversity and inclusion activities in website, Facebook and other social media opportunities.
• Secure one point person in communications and marketing to bring cohesion to the communication strategies.

Lead (who is responsible)

• Human Resources

High-level actions (what we will do)

• Provide workplace demographic profiles to business unit leaders quarterly to inform planning.
• Analyze employee engagement survey results.
• Create a diversity and inclusion scorecard.