Saint-Laurent is pleased with the representation of ethnic and visible minorities, Indigenous people and people with disabilities among its employees.
On June 15, 2016, Ville de Montréal’s Executive Committee adopted a three-year action plan for 2016-2019, to which Saint-Laurent contributed.
This plan aims to facilitate access to equal employment opportunities for the following groups: women, Indigenous people, visible minorities, ethnic minorities and people with disabilities.
More specifically, and in cooperation with Ville de Montréal’s Service des ressources humaines, the Action plan for diversity in the workplace reiterates the following commitments, which have enabled the Borough to achieve its objectives over the past few years:
1. To increase the hiring and promotion of members of the target groups
2. To ensure optimal integration of new employees
3. To develop employees' skills and support career development
4. To communicate the Action plan for diversity in the workplace and raise awareness about its benefits
The resulting Borough plan contains measures that translate into concrete actions, whose planning is reviewed on an annual basis and presented in a report.
It is not only imperative to denounce racism, systemic discrimination and violence, but also to
take concrete action. As its workforce portrait illustrates, the Saint-Laurent Administration is
setting an example in continuing to build an inclusive society in which each person has a chance
and, in particular, equal access to employment. It is through concrete and measurable actions
such as these that we will effectively fight against the rejection of others. I am proud that Saint-
Laurent is a model for diversity and inclusion.
In order to achieve these results, Saint-Laurent took many measures and organized a number of activities during the year.
Among these, the Borough continued to participate in the professional sponsorship program, which encourages the hiring of trainees from the target groups, giving rise to the hiring of seven trainees from these groups over the past three years.
Awareness workshops on gender diversity were also organized as well as training on cultural diversity awareness and autism spectrum disorder.
Staff from the Section des loisirs et du développement communautaire have also been trained in the various types of disabilities (physical, hearing, visual, etc.).
Work projects to provide universal accessibility was carried out in Borough buildings, such as the installation of a new universal access ramp at Parc Decelles chalet.
Also, an induction program has been set up to help new employees integrate more quickly, while Saint-Laurent,s Employee assistance program is being actively promoted.
While reporting on these excellent results, Saint-Laurent is nevertheless pursuing its efforts to continue increasing the representation of the various groups targeted by concrete actions in line with its commitments.