Diversity, equity and inclusion
Creating a diverse and inclusive Peel
We’re committed to ensuring all residents have equal access to opportunities.
We'll achieve this by:
- Removing systemic barriers and addressing racism.
- Adopting an intentional approach to equity in programming and service delivery.
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Addressing anti-Black racism in Peel
Anti-Black racism has been declared a crisis in Peel's communities.
Learn what we’re doing to address this and end systemic anti-Black racism in Peel.
Indigenous land acknowledgement
We formally recognize and respect the relationship between Peel's indigenous peoples and their territories. We're grateful to have the opportunity to work on this land, and by doing so, give our respect to its first inhabitants.
Read the Peel Region land acknowledgement.
The following content provides more detail about our efforts to promote diversity and equity.
As an accountable government and community leader, in August, Peel Region released an anti-racism and systemic discrimination statement. The statement is as follows:
The Region of Peel recognizes the impact of historical and ongoing racism and systemic discrimination in its communities. We are committed to learning, evolving, and owning the role we have played in preserving the systems that advantage some and disadvantage others. As a municipal leader and accountable government, we accept responsibility to expose and oppose racism and dismantle the institutional systems that perpetuate social inequities. To achieve Community for Life, we will enact sustainable change for our employees and residents through our policies and practices that demonstrate respect and dignity for all, enabling people in Peel to achieve their fullest life.
As an accountable government we are responsible for ensuring all residents beneﬁt equally from public polices, programs and services.
As an organization we commit to learning, addressing, and eradicating systemic discrimination, past and present, that undermines the goal of equitable and accessible regional programs and services.
We are on a journey. Acknowledging there is a crisis in Peel is a first step. There is still much more work that needs to be done and we are committed.
In May, Peel Region Council unanimously voted to further its commitment to combating anti-Black racism by joining more than 500 communities and businesses in signing the BlackNorth Initiative Pledge.
The BlackNorth Initiative aims to end anti-Black systemic racism throughout all aspects of life, including systemic barriers across housing, education, justice, policing and in the corporate world, and create opportunities for under-represented groups.
The Initiative provides a framework to guide efforts to address anti-Black racism, including accountability systems, reporting and measurement practices.
To learn more visit Black North.
Earlier this year, the Region of Peel completed its first workforce census. The census aimed to gain a detailed understanding of the Region of Peel's workforce and how diversity can influence the employee experience.
The anonymous survey was conducted over a 4-week period. Questions focused on demographic data and employee sentiments (feelings) about diversity, equity and inclusion at the Region.
View our organizational results.
Key organizational insights include:
- 52% of employees were born outside of Canada
- 70% of employees are women
- 41% of employees identify as BIPOC (Black, Indigenous, People of Colour)
- 73% of employees are caregivers
- 48% of employees recognize Christianity as their belief system
Five focus areas were identified from analysis of the census data:
- Inclusive and Respectful Workplace
- Career Advancement and Promotion Processes
- Employee Education
- Employee Engagement
Recommendations have been endorsed by the organizations' leadership to address these areas.
Next steps include embarking on an Employment Systems Review that will look at organizational policies and practices related to recruitment, pay and promotion; development of an organizational DEI Learning Plan to equip staff with the knowledge and skills needed to advance this work; partnering with local municipalities and community tables to combat racism and systemic discrimination in Peel.
We're removing barriers and improving access to our programs, services and facilities for people of all abilities.
- Regional Council adopts Peel's first Community Safety and Well-being Plan (2020-2024) - October 22
- New Contemporary Caribbean Art Exhibition to Launch at PAMA &ndash/ October 14
- Region of Peel celebrates Pride in Peel – June 25
- PAMA celebrates Canada Day, Peel Pride and kicks off Summer Staycations @ Home – June 24
- Caledon Enterprise - Peel Declares an Anti-Black Racism Crisis – June 15
- InSauga – Anti-Black Racism Declared a Crisis in Mississauga – June 15
- Our Voices, Our Journeys Community Exhibition launches at PAMA for Black History Month – January 29
- Region of Peel releases 2018 Community for Life Report – June 13
- New exhibition opens at PAMA exploring Canada's place in the global refugee crisis – June 6
- Peel Art Gallery, Museum and Archives celebrates Sikh Heritage Month all April-long – March 27
- Celebrate Black History with Peel Art Gallery, Museum and Archives in Brampton – February 5
On June 23rd we held a virtual Pride event - Peel's LGBTQ2S+ Communities: The Complexities Within. We discussed the complexities within the Two-Spirit and LGBTQ+ communities, including the racialized experience and health inequities that have been intensified through COVID.
Systemic Barrier: Refers to policies, practices or procedures that result in some people receiving unequal access or being excluded from participation. This is also experienced as discrimination.
Anti-Black Racism: Anti-Black racism is prejudice, attitudes, beliefs, stereotyping and discrimination that is directed at people of African descent and is rooted in their unique history and experience of enslavement and its legacy.
Systemic Discrimination: Systemic discrimination can be described as patterns of behaviour, policies or practices that are part of the structures of an organization, and which create or perpetuate disadvantage for racialized persons.