4 Friday, January 28, 2022brooklintowncrier.com Brooklin Bafflers: by Liz Lowe Durham Region is committed to translating words into actions and, in 2021, the Region placed a strong focus on diversity, equity and inclusion. It set a goal to lay a solid foundation centered on inclusive development through four goals and areas of improvement: Improve our understanding of diversity and deepen everyone's commitment to inclusion. Strengthen diversity and inclusion within our organizational culture. Engage staff in diversity and inclusion efforts, and foster opportunities for leadership, advancement and employee development. Identify and address barriers to inclusion in the delivery of Regional programs and services. The Durham Region Strategic Plan 2020 to 2024 places community vitality at the forefront. This involves helping to foster an exceptional quality of life with services that contribute to strong neighbourhoods and vibrant and diverse communities, and influences our safety and well-being. This includes building a healthy, inclusive community where everyone feels a sense of belonging. Some of the key initiatives in- clude: Anti-Black Racism Pillar Report: This report--which helps form part of the Region's Anti-Racism Framework--called for key priorities to be identified by the Region's diverse community of employees; it outlined how leadership and staff need to be change agents to confront anti-Black racism at the Region. Through three key strategic areas, the Region continues to take actions that include: encouraging staff to examine organizational cultural norms; reviewing complaint process mechanisms; assessing formal institutional policies; examining racism across Regional departments; providing updates; and connecting with external resources, among other activities. Diversity, Equity and Inclusion Office: Established a Diversity, Equity and Inclusion Office within the Office of the Chief Administrative Officer. Under the leadership of its director, this team helps ensure Regional staff are appropriately equipped, structured and supported to affect change on systemic racism and advance equity organizationally and within local communities. The team achieved several milestones in 2021, such as the creation of an Anti-Racism Task Force; equity and inclusion competency training for staff and council members; and convened a variety of staff working groups to implement diversity, equity and inclusion strategies that address the needs of both employees and residents. Durham Region Anti-Racism Task Force (DRART): As part of the Region's commitment to develop and implement an Anti-Racism Framework, the DRART was created with a "hub-and- spoke" model. Membership includes community members with lived/living experiences who can address concerns of racialized groups in the Region; representatives from industry, association and public institutions; a Regional Councillor; and the Region's Chief Administrative Officer. Internal activities: To spark important dialogue across the organization, the Region created DEI working groups; introduced an anonymous staff reporting tool; hosted ongoing dialogue sessions with Black employees; and will be launching an employee census. The senior leadership team participated in a series of Indigenous Cultural Safety sessions which will help inform the development of the Reconciliation Action plan. In addition, a Let's Talk Series was launched to help educate employees about microaggression, allyship, gender diversity, Indigenous Culture, Islam 101, Truth and Reconciliation, Accessibility and the Shadow Pandemic. An anti-Black racism educational session was held for all levels of staff. External activities: Durham Region partnered with community organizations, local libraries and education institutions to host an anti-Indigenous racism series; and partnered with other municipalities to host an Anti-Hate Symposium for approximately 250 attendees. To highlight our commitment to inclusion, the Region installed a permanent location for the Mississaugas of Scugog Island First Nation flag at Regional Headquarters. A Drum Circle was hosted in recognition of Canada's first National Day for Truth and Reconciliation. Through a community partnership, Regional staff are helping to co-ordinate a Black History Month event in early February. In 2022, the Diversity, Equity and Inclusion Office will be launching an Accessibility Plan and begin working with Indigenous collaborators on the development of a Reconciliation Action Plan for the Region. Region to strengthen diversity, equity and inclusion