Presented to the 102nd Annual General Meeting
L-1 Equity, Diversity, and Inclusion (part 1)
Whereas we understand that systemic barriers like racism, sexism, ableism, ageism and anti-gay prejudice function to exclude members of certain communities from equitable opportunities, representation, and inclusion at every level of society; and
Whereas our understanding of the complexity of such barriers keeps growing, thanks to the increasing diversity of our membership and the active engagement of social movements that are speaking up and presenting indisputable evidence on these issues; and
Whereas PIPSC has made important strides towards advancing and prioritizing equity, diversity and inclusion for our members by actively participating in consultations with employers, securing a historic 10 paid days of leave for survivors of domestic violence, expanding the parental leave top-up by five weeks, and fighting to include adoptive parents among those eligible to claim such benefits; and
Whereas PIPSC has also been involved in a series of projects that take EDI as a starting point, including the Women in Science Initiative, and the creation of six equity caucuses including the Black Caucus; the Indigenous Caucus; the (dis)Ability Caucus; the Workers of Colour Caucus; the LGBTQ2S+ Caucus; and the Women Caucus; and
Whereas it is more important than ever before that we continue to build on our past efforts and ensure that our commitment to advancing equity, diversity, and inclusion (EDI) best practices is strategic, meaningful, and intentional.
Be it resolved that PIPSC commits to equity, diversity and inclusion through the integration of EDI policies, strategies, and principles across our union as key indicators of excellence.
Be it further resolved that the PIPSC Board of Directors undertake an EDI needs analysis, through engagement with EDI experts and consultation with members, to continue identifying and recommending best practices in EDI.
Be it further resolved that the PIPSC Board of Directors create a strategic roadmap to implement the recommendations of the needs analysis; and
Be it further resolved that the PIPSC Board of Directors report its progress to our members at the 2022 AGM.
L-1 Equity, Diversity, and Inclusion (part 2)
Whereas we understand that systemic barriers like racism, sexism, ableism, ageism and anti-gay prejudice function to exclude members of certain communities from equitable opportunities, representation, and inclusion at every level of society; and
Whereas our understanding of the complexity of such barriers keeps growing, thanks to the increasing diversity of our membership and the active engagement of social movements that are speaking up and presenting indisputable evidence on these issues; and
Whereas PIPSC has made important strides towards advancing and prioritizing equity, diversity and inclusion for our members by actively participating in consultations with employers, securing a historic 10 paid days of leave for survivors of domestic violence, expanding the parental leave top-up by five weeks, and fighting to include adoptive parents among those eligible to claim such benefits; and
Whereas PIPSC has also been involved in a series of projects that take EDI as a starting point, including the Women in Science Initiative, and the creation of six equity caucuses including the Black Caucus; the Indigenous Caucus; the (dis)Ability Caucus; the Workers of Colour Caucus; the LGBTQ2S+ Caucus; and the Women Caucus; and
Whereas it is more important than ever before that we continue to build on our past efforts and ensure that our commitment to advancing equity, diversity, and inclusion (EDI) best practices is strategic, meaningful, and intentional.
Be it resolved that PIPSC provide a program of education on EDI to all active members and staff.
Financial considerations:
The budget to design and implement an EDI strategic plan is estimated at $1.375 million for the initial implementation. This amount includes:
EDI training - Salary replacement $475K
Training cost $450K
Self-Directed anti-racism training $250K
(including salary replacement)
Needs analysis $150K
Professional services to Board $50K
TOTAL ESTIMATED COST $1.375M
L-2 Election Activities
Whereas problems have arisen in the past which have caused embarrassment to candidates and the Institute; and
Whereas current disciplines derived from a complaint does not deter the behavior; and
Whereas violations continue to happen during elections; and
Whereas policies, rules and conduct around elections need to be upheld,
Be it resolved that the following changes be made to the Policy on Election of Officers and Directors of the Institute, specifically:
6. Ballots and Electronic Records
Distribution of Ballots
Not later than twenty-one (21) days before the day fixed for the return of ballots, distribution of ballots, together with the appropriate biographical sketches, all founded complaint offenses, the discipline taken and the offender’s name, shall begin to be sent to each member entitled to vote.