Diversity & Inclusion

EDI stands for Equity, Diversity, and Inclusion. 

Equity is about fairness in employment success: Access, representation, opportunities, and meaningful participation of socially diverse people-from the provincially designated and other equity-seeking groups such as women, members of visible minority groups, Indigenous peoples, persons with disabilities, and LGBTQ2S+ people.

Diversity refers to difference or variety. In a broad societal equity, diversity, and inclusivity context, diversity refers to demographic or identity diversity, including that based on the protected grounds.

Inclusion means that we value and cultivate full and meaningful engagement of historically and structurally excluded individuals and groups. Inclusion refers to enabling all staff to fully enjoy the opportunities Blu has to offer, and to have all equity seeking groups meaningfully represented in all aspects of Blu life and decision-making roles company wide.

Discrimination will not be tolerated.

Responsibilities

You can expect the Company to:

• Promote a culture of respect and inclusion.
• Examine its workforce and the various barriers that are in place that work against diversity and inclusion and implementing strategies to overcome them such as:
  • Revise policies and procedures annually.
  • Examine language and available support.
  • Create diversity committees/groups.
  • Ask for staff feedback through various channels.
• Train staff about the principles of diversity and inclusion and our policies.
• Provide continuous learning opportunities to managers and staff.
• Encourage applications from persons of various backgrounds.
• Provide accommodation, upon request, at all stages of employment.

You can expect your Manager to:

• Provide an open door so staff can voice any concerns or barriers they may be experiencing and acting on recommendations/concerns.
• Provide support or accommodations to staff as required.
• Ensure their staff feel welcome and included.
• Create opportunities to ensure the ideas, talents and opinions of all team members are heard.
• Be flexible on policies as needed such as allowing employees to observe various religious/spiritual practices or days of observance, including altering break time or substituting statutory holidays.

It is your responsibility to:

• Understand and share in the responsibility of upholding this Diversity and Inclusion policy.
• Treat others with dignity and respect at all times.
• Exhibit conduct that reflects inclusion.
• Bring forward any ideas, suggestions, or issues to your Manager.

Procedures

If you observe or experience discrimination in the Workplace, it is your duty to report it. Discrimination should not be ignored as silence can be, and often is, interpreted as acceptance.

Refer to the Prevention of Harassment and Discrimination policy in the Employee Manual for reporting procedures.

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