Introduction
Leadership opportunities in the municipal sector are scarce for most women and the presence of systemic barriers fail to provide the conditions for women to enter or remain in politics. Women of diverse backgrounds often face these challenges to a higher degree or with compounding impacts. These systemic issues include, but are not limited to, biases, systematic discrimination, exclusionary policies or practices, and triple-burden responsibilities.
To address these systemic issues, local governments have a responsibility to create a space in which women feel empowered and supported in their political participation, and in which more women become involved in decision-making and policy development. Gender responsive and inclusive approaches are essential tools to create an inclusive space. They include, among others:
- Gender-based analysis for strategic planning
- Sex/Gender-disaggregated data collection and analysis
- Integration of gender into result statements and indicators for strategic planning
- Gender-responsive budgeting and tracking of resources
- Gender responsive planning and procurement
- Gender-specific programming
- Training and capacity development on gender equality
- Gender-sensitive communications
- Inclusion of gender into policies, operations, administrative instructions and other directives
Municipalities across Canada have started adopting certain gender responsive and inclusive approaches, but many are still unaware of how to integrate them into their local government processes and practices. The purpose of this resource list is to provide a reference for municipal stakeholders who seek to implement similar types of initiatives, and to showcase the diversity in the nature of gender-responsive initiatives. This resource list provides examples of gender responsive and inclusive approaches from forty-seven municipalities included in a recent FCM environmental scan on the topic1. The scan applied a Gender-Based Analysis Plus (GBA Plus) approach, and includes resources and initiatives that prioritize populations to ensure:
- diverse intersectional identities (trans and cis-gendered women, indigenous, black and racialized individuals, 2SLGBTQI+, immigrants/newcomers, persons with disabilities, youth and older adults),
- geographic representation across Canada, and
- a diversity of municipal functions (including training, policies, strategies, and HR).
They are grouped by types of resources to facilitate the identification of resources for specific needs.
1 All 35 Census Metropolitan Areas (CMAs) and another 12 municipalities (including non-CMA capital cities and local governments representing smaller and/or rural communities) were included in the environmental scan, carried out in the first half of 2022 by Seasonova on behalf of FCM.
1. Strategies
1.1 Explicit gender equity strategies
| Explicit gender equity strategies identify the strategic objectives of a municipality to address gender barriers, promote women in leadership and/or respond to a need. They also provide a common roadmap for different branches of municipal government, and build consensus on an action plan. The following municipalities have developed or are currently developing explicit gender equity strategies. Additionally, the City of Vancouver provides an update on the Phase 1 of their “Women’s Equity Strategy”, demonstrating how progress towards the strategic objectives is tracked. | ||
| Calgary, AB | 1.1.1 Gender Equity, Diversity and Inclusion Strategy | 2019 |
| Halifax, NS | 1.1.2 Women and Gender Equity Strategy | In progress |
| Ottawa, ON | 1.1.3 Women and gender equity strategy | 2021 |
| Toronto, ON | 1.1.4 Gender Equity Strategy Progress | 2021 |
| Vancouver, BC | 1.1.5 Vancouver: A City for all Women, Women’s Equity Strategy 2018-2028 and | 2018 |
1.2 Gender equity within DEI strategies
| Many municipalities have integrated gender within a broader Diversity, Equity and/or Inclusion strategy, as a different approach to achieve a similar goal to those in Section 1.1. The following municipalities’ DEI strategies illustrate the various ways in which this was done. For example, the DEI strategies may list gender as one of the intersectional identities targeted through the strategies and/or identify the barriers faced by women and gender-diverse people in the community. | ||
| Abbotsford-Mission, BC | 1.2.1 Abbotsford Diversity and Inclusion Strategy | 2020 |
| Calgary, AB | 1.2.2 Diversity & Inclusion Framework | 2011 |
| Charlottetown, PEI | 1.2.3 Diversity and Inclusiveness Policy | 2020 |
| Edmonton, AB | 1.2.4 Art of Inclusion: Our diversity and Inclusion Framework | 2019 |
| Gatineau, QC | 1.2.5 Ensemble! La politique en matière de diversité culturelle (Together! Cultural diversity policy) (only in French) | 2020 |
| Lethbridge, AB | 1.2.6 A Welcoming and Inclusive Community Action Plan 2011-2021 | 2011 |
| Montreal, QC | 1.2.7 Solidarity, Equity and Inclusion Plan: So No One Is Left Behind | 2021 |
| Oshawa, ON | 1.2.8 Diversity and Inclusion Plan | 2017 |
| Saguenay, QC | 1.2.9 Politique d’égalité, d’équité et d’inclusion (Equality, equity and inclusion policy) (only in French) | 2020 |
| Vancouver, BC | 1.2.10 Equity Framework
| 2021 |
| Windsor, ON | 1.2.11 Diversity and Inclusion Initiative | 2018 |
| Winnipeg, MB | 1.2.12 Equity Diversity & Inclusion Policy | 2021 |
1.3 Other municipal strategies that include gender priorities or actions
| The following municipalities have examples of other strategies that include gender priorities, such as Indigenous Strategies, Community Safety & Wellbeing, Healthy City, etc. This is a useful approach for mainstreaming gender priorities, particularly in strategies already under development or being revised. The following examples show how gender-responsive approaches can and should be integrated in a diverse range of other municipal priorities. | ||
| Calgary, AB | 1.3.1 Indigenous Policy and Indigenous Policy Framework | 2017 |
| Kelowna, BC | 1.3.2 Council priority: Social & inclusive | 2019 |
| Moncton, NB | 1.3.3 Social Inclusion | n/a |
| Quebec City, QC | 1.3.4 Stratégie de développement durable: pour une ville plus juste, écologique et prospère (Sustainable development strategy : for a more just, ecological and prosperous city) (only in French) | 2021 |
| Regina, SK | 1.3.5 Community Safety & Well-being Plan | 2021 |
| Regional Municipality of Wood Buffalo, AB | 1.3.6 Diversity and Inclusion Community Plan | 2017 |
| St. John’s, NL | 1.3.7 Healthy City Strategy | In progress |
| Thunder Bay, ON | 1.3.8 Thunder Bay’s Community Safety and Well-Being Plan | 2021 |
| Manitoba, MB | 1.3.9 Aboriginal Strategy | n/a |
1.4 Gender, Equity and/or Diversity Lens and Frameworks
| Using a gender equity lens or framework to develop a municipal strategy is a common tool, but it does not always end there. The framework can and should be used as a tool for municipal policy and program development, to ensure the strategy translates to effective implementation. The following municipalities have published resources on utilizing a gender, equity and/or diversity lens or framework in developing policy, which can be used or adapted by other stakeholders. | |
| Halifax, NS | 1.4.1 Diversity and Inclusion Framework |
| Oshawa, ON | 1.4.2 Equity and Inclusion Lens |
| Toronto, ON | 1.4.3 Equity, Diversity & Inclusion Vision Statement and 1.4.4 Equity lens |
2. Governance bodies to support equity
2.1 Explicit Gender Equity Committees, Advisory Groups, or Offices
| A useful approach to provide accountability and oversight for municipal action is the creation of a governance body, which may come in the form of a Committee, an Advisory Group or a dedicated Office. These municipalities have created explicit gender equity committees, advisory groups or offices to oversee gender equity principles, initiatives and policy. In some cases, these committees or offices have led the development of gender equity strategies, while in others, they have been responsible for spearheading community initiatives such as consultations, advocacy and training. In all cases, they serve an important accountability function. | |
| Edmonton, AB | 2.1.1 Women's Advocacy Voice of Edmonton (WAVE) Committee |
| Halifax, NS | 2.1.2 Women’s Advisory Committee |
| Hamilton, ON | 2.1.3 Hamilton Women & Gender Equity Committee |
| Montreal, QC | 2.1.4 Conseil des Montréalaises |
| St. John’s, NL | 2.1.5 Office of Women and Gender Equality |
| Toronto, ON | 2.1.6 TOnow – Toronto Network of Women |
| Vancouver, BC | 2.1.7 Women's Advisory Committee |
2.2 Equity within other Committees, Advisory Groups and Offices
| Similar to the strategies in Section 1, many municipalities include gender within a broader mandate of diversity and equity in the creation of committees, advisory groups and offices. For example, gender may be addressed through an intersectional lens while targeting racism, domestic violence, aboriginal issues, or even economic recovery. The following municipalities provide some examples of how to integrate gender within other equity-focused governance bodies. | |
| Belleville, ON | 2.2.1 Diversity, Equity and Inclusion Committee |
| Calgary, AB | 2.2.2 Aboriginal Urban Affairs Committee |
| Calgary, AB | 2.2.3 Anti-racism Action Committee |
| Charlottetown, PEI | 2.2.4 The Mayor's Purple Ribbon Taskforce |
| Corner Brook, NL | 2.2.5 Accessibility & Inclusive Community Committee |
| Fredericton, NB | 2.2.6 Office of Community Inclusion and 2.2.7 Anti-Racism Task force |
| Regional Municipality of Wood Buffalo, AB | 2.2.8 Equity & Inclusion Office |
| Kingston, ON | 2.2.9 Equity, Diversity and Inclusion Advisory Committee |
| Oshawa, ON | 2.2.10 Community Diversity Equity and Inclusion Committee (C.D.E.I.C.) |
| Peterborough, ON | 2.2.11 “City hires its first Diversity, Equity and Inclusion Officer” (MEDIA) |
| Region of Waterloo (Kitchener-Cambridge-Waterloo), ON | 2.2.12 Mayor's Task Force on Equity, Diversity and Inclusion |
| Saskatoon, SK | 2.2.13 Diversity, Equity and Inclusion Advisory Committee |
| St. Catharines-Niagara, ON | 2.2.14 Diversity and Inclusion Advisory Committee |
| Thunder Bay, ON | 2.2.15 Anti-racism and respect advisory committee |
| Toronto, ON | 2.2.16 Building Back Stronger: Report of the Economic and Culture Recovery Advisory Group |
| Vancouver, BC | 2.2.17 2SLGBTQ+ Advisory Committee |
| Victoria, BC | 2.2.18 “Victoria City Council approved hiring for EDI-related positions” (MEDIA) |
3. Finance and Budgets
| While gender equity strategies do not always include budgets, the allocation of budgets to gender equity initiatives is essential to ensure effective implementation. These municipalities have budget resources that refer to gender equity prioritization. | ||
| Toronto, ON | 3.1.1 Equity Responsive Budgeting Briefing Note And 3.1.2 “Gender should be considered at City of Toronto budget talks: councillor” (MEDIA) | 2021
2017 |
| Vancouver, BC | 3.1.2 2022 Budget highlights | 2022 |
| Victoria, BC | 3.1.3 2022 Draft Budget Summary (including notes on EDI office) | 2022 |
4. Capacity development initiatives
4.1 Municipal Staff Training and Learning Resources
| Training and learning initiatives for municipal staff can play an important role in furthering gender equity awareness and action, and getting consensus throughout municipal departments. The following municipalities have training resources around gender and other equity themes, including diversity and inclusion, anti-racism, indigenous and LGBTQ2S+ issues. | |
| Oshawa, ON | 4.1.1 Inclusive Language Manual |
| Ottawa, ON | 4.1.2 Equity Inclusion Lens Handbook |
| Region of Waterloo (Kitchener-Cambridge-Waterloo), ON | 4.1.3 Corporate Equity & Anti-Racism Training Strategy |
| Regional Municipality of Wood Buffalo, AB | 4.1.4 Anti-racism training and |
| Saskatoon, SK | 4.1.6 LGBTQ2S+ Employee training plan -Diversifying the Workplace: LGBTQ2S+ Identities and Inclusive Practices |
| Winnipeg, MB | 4.1.7 Indigenous Awareness Training |
4.2 Community Mentorship and Awards
| Some municipalities have created programs to identify, mentor and promote women in the community with the explicit goal of increasing women’s participation and leadership in municipal politics. Three municipalities (Calgary, Montreal and Vancouver) have implemented programs to increase women’s participation in municipal politics, by giving youth and women the opportunity to learn through mock council experiences. Another municipality (Toronto) recognizes women in the community for their engagement in local issues and furthering women’s causes. | |
| Calgary, AB | 4.2.1 She governs: Participating in Municipal Leadership |
| Montreal, QC | 4.2.2 Cité Elles MTL |
| Toronto, ON | 4.2.3 Pam McConnell Award for Young Women in Leadership and |
| Vancouver, BC | 4.2.5 Women4Politics: A Mock Council Experience for Young Women |
5. Policies for Elected Officials, Municipal Employees and Facilities
5.1 Maternity and Parental Leave and Childcare policies
| Employee policies that recognize women’s role as caregivers, including maternity and parental leave policies, and childcare policies, can help attract and retain women to municipal leadership and elected official positions, and foster a workplace environment that is favorable to women. The following municipal policies provide examples of such policies. | ||
| Calgary, AB | 5.1.1 Maternity and Parental Leave for Members of Council Bylaw | 2018 |
| Edmonton, AB | 5.1.2 Parental Leave for Councillors Bylaw 18243 and 5.1.3 Employee Childcare Policy | 2018
2016 |
| Halifax, NS | 5.1.4 Parental Accommodation Policy for Elected Officials | 2019 |
| Oshawa, ON | 5.1.5 Pregnancy and Parental Leave Policy | 2019 |
5.2 Technology
| With the objective of fostering a safe work environment free from harassment, the following cities have employee and council policies that govern the use of technology/internet. These may contribute to a more enabling environment for women to succeed in municipal politics. | ||
| Calgary, AB | 5.2.1 Acceptable Use of City Technology Resources-Members of Council | 2003 |
| Digby, NS | 5.2.2 Internet Usage Policy | 2017 |
5.3 Diversity and Inclusion Policies
| Policies with a goal of fostering diversity and inclusion in the workplace should also include reference to gender equity. These policies set a standard for a favourable work environment for women and gender diverse people, and uphold the responsibility of municipalities as gender-inclusive employers. These municipalities provide examples that may be used as a reference. | ||
| Greater Sudbury, ON | 5.3.1 Diversity Policy | 2014 |
| Guelph, ON | 5.3.2 Employee Diversity and Inclusion Plan | 2019 |
| Hamilton, ON | 5.3.3 Equity and Inclusion Policy
| 2010 (Rev. 2016) |
| Region of Waterloo (Kitchener-Cambridge-Waterloo), ON | 5.3.5 Corporate Strategy on Equity and Anti-Racism | n/a |
| Saskatoon, SK | 5.3.6 Diversity, Equity and Inclusion Policy 5.3.7 Annual Report 2017 | n/a 2017 |
| Sherbrooke, QC | 5.3.8 Diversité: Programme d’accès à l’égalité à l’emploi (Diversity: The equal access employment program) (only in French) | n/a |
| Toronto, ON | 5.3.9 Policies, Procedures, Guidelines, Reports on Equity, Diversity and Inclusion and | Various
2019 |
| Winnipeg, MB | 5.3.11 Equity, Diversity and Inclusion - Human Resources | 2018 |
5.4 Workplace discrimination, anti-harassment and whistleblower policies
| Similar to Section 5.3, policies that target workplace discrimination and harassment, and protect whistleblowers, typically also seek to foster a work environment that is safe for women and gender diverse people. The following municipalities provide examples of those policies. | ||
| Iqaluit, NU | 5.4.1 City of Iqaluit Respectful Work-place Policy (Anti-Harassment Policy) | 2017 |
| Ottawa, ON | 5.4.2 Bill 168- An Act to amend the Occupational Health and Safety Act with Respect to Violence and Harassment in the Workplace and other matters | 2010 |
| Peterborough, ON | 5.4.3 Workplace Discrimination and Harassment Policy | 2019 |
| Region of Waterloo (Kitchener-Cambridge-Waterloo), ON | 5.4.4 Equity Inclusion and Anti-Racism Policy | n/a |
| Regional Municipality of Wood Buffalo, AB | 5.4.5 Whistleblower Policy | 2019 |
| Sasktatoon, SK | 5.4.6 Policy C01-025 - City of Saskatoon Anti-Harassment Policy and Investigative Procedures for Members of City Council and Senior Administration | 2006 |
| Toronto, ON | 5.4.7 Domestic/Intimate Partner Violence Policy | 2013 |
| Vancouver, BC | 5.4.8 Human Rights and Harassment Policy | 2009 (Rev. 2016) |
5.5 Inclusive/Safe Spaces and Municipal Facilities
| These eight municipalities demonstrate how governments can implement policies to create inclusive and safe spaces for women and gender diverse people, including universal washrooms, library spaces, breastfeeding-friendly facilities, and the use of recreational facilities. Further, municipalities can implement community safety initiatives with a goal of reducing violence against women. | ||
| Charlottetown, PEI | 5.5.1 Gender neutral washrooms | 2019 |
| Gatineau, QC | 5.5.2 Mise en place de toilettes et vestiaires universels (Installation of universal toilets and changing rooms) (only in French) | 2021 |
| Hay River, NWT | 5.5.3 “Hay River library strives to make inclusive space during Pride” (MEDIA) | 2021 |
| Kamloops, BC | 5.5.4 “Going gender neutral at Kamloops City Hall” (MEDIA) | 2021 |
| Kitchener, ON | 5.5.5 BE U Swim program for trans and non-binary individuals (MEDIA) | n/a |
| Moncton, NB | 5.5.6 Breastfeeding Policy | 2017 |
| Saint John, NB | 5.5.7 Gender Equity within Ice Time Allocation and Management Policy (Arenas) | 2020 |
| Winnipeg, MB | 5.5.8 The Winnipeg Safe City Initiative and | 2013
2020 |
6. Gathering Data: Surveys, Census, Public Consultations
| Information gathering and data collection help inform policies, strategies and community programming to ensure effectiveness. Municipalities have collected data from their workforce, from the community and through secondary research, and these municipalities provide examples of surveys/census, panel discussions, and community consultations. | ||
| Calgary, AB | 6.1.1 City of Calgary Annual Corporate Employee Survey
| 2021 (and past biennial surveys) |
| Ottawa, ON | 6.1.2 Women and Gender Equity Strategy Engagement Sessions and 6.1.3 Survey (Phase 2) |
2022 |
| Region of Waterloo (Kitchener-Cambridge-Waterloo), ON | 6.1.4 Workforce census | 2019 |
| Regional Municipality of Wood Buffalo, AB | 6.1.5 Equity and Inclusion: Employee Census | 2020 |
| St. Catharines-Niagara, ON | 6.1.6 Niagara Priority Profiles | 2021 |
| Toronto, ON | 6.1.7 Gender Equity Strategy Consultations | 2021-22 |
| Vancouver, BC | 6.1.8 City of Vancouver Employee Benchmark Survey - Preliminary Results | 2021
|
| Windsor, ON | 6.1.9 Workforce Census | 2018 |
7. OTHER: Community Programs and Outreach with a Gender Lens
This section lists initiatives that seek to create a welcoming for women and gender diverse people in the community. They do not directly seek to create a welcoming environment for women’s participation in municipal politics and leadership, but rather focus on the broader municipal constituency.
7.1 Campaigns and Activism
| Promoting gender equity issues through community events and campaigns is a way for municipalities to engage women and gender diverse people, and to communicate the municipalities support for marginalized and vulnerable populations. These municipalities provide examples of such campaigns. | ||
| Brantford, ON | 7.1.1 City of Brantford flips the script to celebrate International Women’s Day | 2022 |
| Charlottetown, PEI | 7.1.2 "Make it Your Business" video series - Family Violence & Prevention | n/a |
| Dawson City, YK | 7.1.3 Yukon Pride Festival (Pride Week in Dawson city) | 2020 |
| Edmonton, AB | 7.1.4 Gender Based Violence and Sexual Assault Prevention Initiative | 2018 |
| Halifax, NS | 7.1.5 International Women’s Day | 2022 |
| St. John’s, NL | 7.1.6 International Women in Cyber Day | 2021 |
7.2 Housing and Homelessness
| Some municipalities have identified gender equity as an important issue within housing, homelessness and economic development priorities, targeting women and gender diverse people in those initiatives. The following provide examples for including gender equity within those strategies. | ||
| Iqaluit, NU | 7.2.1 Iqaluit City Council Allocates Funds for COVID-19 Homelessness Response (including for women’s shelters) | 2020 |
| Moncton, NB | 7.2.2 Moncton’s Community Implementation Plan for Affordable Housing | 2019 |
| Whitehorse, YK | 7.2.3 Safe at Home: A Community-Based Action Plan to End and Prevent Homelessness in Whitehorse | 2017 |
7.3 Immigration
| Similarly, gender equity dimensions can be recognized in newcomer programming, and acknowledging the differences in experience for women and gender diverse people who immigrate. The policies from these municipalities provide examples for how to integrate a gender lens in immigration programs. | ||
| Kamloops, BC | 7.3.1 Women In Wellness: Initiative for Newcomers | 2021 |
| Trois-Rivieres, QC | 7.3.2 Politique d’accueil, d’intégration et de rétention socioéconomique des nouveaux arrivants (the Policy for the Welcoming, Integration and Socioeconomic Retention of Newcomers) (only in French) | 2014 |
7.4 Indigenous initiatives
| The intersectional identity and unique experience of indigenous women is acknowledged in community programming from these two municipalities, namely with regards to missing and murdered indigenous women and girls. Saskatoon’s report identifies options for how the City can respond to the Calls for Justice contained in the Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls, and serves as a reference for other municipalities looking to integrate those findings into municipal policies and programming. | ||
| Corner Brook, NL | 7.4.1 Missing and Murdered Indigenous Women and Girls Commemorative Garden | 2021 |
| Saskatoon, SK | 7.4.2 Indigenous Women & Girls and Two-Spirit People (IWG2S) - Coming Home Report | 2021 |
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