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Welcome to The IDEAS4GE Innovation Challenge Resources to

Elevate Inclusion, Diversity, Equity & Access 

 

Businesses and organizations of any size can customize the IDEAS4GE Innovation Challenge resources to engage diverse perspectives and generate innovative solutions to advance your Diversity, Equity and Inclusion (DEI) journey. These resources can help discover sustainable ways to create a thriving work culture where all employees can flourish and fully contribute to the success of your organization.

What is the IDEAS4GE Innovation Challenge?

The IDEAS for Gender Equality Innovation Challenge is a proven effective way for organizations and/or Diversity, Equity and Inclusion (DEI) practitioners to engage diverse perspectives in thoughtful discussions and collaborative solution-building.

  • The guided process encourages participants to take the time upfront to listen and understand identified issues and opportunities from different perspectives before jumping to generate potential solutions. 
  • Using an inclusion, diversity, equity and access (IDEA) lens to explore how a workplace policy or practice may impact members in the organization differently is the first step to building bridges to understanding.
  • This shared understanding creates an environment where out-of-the-box innovative ideas can flourish and is the foundation for introducing impactful systemic improvements.  

The Innovative Challenge Process:

Is strategically designed to create synergy in a safe space where innovative ideas build upon a shared understanding and recognition that our own experiences are not necessarily the experiences of others. 

  • It begins with an individual activity that provides participants the opportunity to select a topic of interest and engage with the group in establishing the priority topic of exploration.
  • Next, a period of respectful listening and sharing of diverse perspectives reveals the power of non-judgmental insights into how unconscious bias impacts conscious decision-making.
  • Whether you are focusing on an identified opportunity or attempting to establish a series of actionable priorities the innovative challenge process and corresponding tools can set the stage for productive discussions and kick-start the development of meaningful solutions. 

Customize the Challenge Tools & Resources To meet your needs!

The content of the innovation challenge templates is based upon reoccurring themes and research from thousands of individuals, groups and diverse stakeholders participating in consultations and workshops across all sectors and communities across Canada. 

The Tools and resources use an Inclusion, Diversity, Equity and Access lens to explore related topics and promote an intersectional gender-based analysis plus approach to solution-building. 

Users: 

  • Can modify the tools to focus on topics of relevance to your journey. 
  • We invite you to review the resources and applications to assist in determining how the resources may be applied in your organization. 
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Step 1

Understanding how our history affects the workplace today – key concepts, terms and definitions.

Step 2

Finding the diverse talent you need and growing your current talent begins with looking at your community and your organization with fresh eyes.

Language that is inclusive and focuses on the “role and core competencies for success” is the key to hiring qualified persons that reflect the rich diversity within your community.

Step 4

Attract a broad applicant pool by transferring the person-centric job description content to an inclusive job posting and application selection process.  

Step 5

Strategies and tools to manage interviewer bias promote interviewer and candidate confidence in a fair and equitable hiring process.

Step 6

Building a community of belonging that creates space for continued learning and long-term success for all.

Getting Started!

It is not expected that you will explore in depth all of the resources provided in this section at one time. We invite you to familiarize yourself with the topics and key terms presented that most resonate as you begin this work. When you progress through the remaining steps you will want to circle back to further investigate particular areas of interest or opportunities identified in your community outreach and strategy development.

Our History - Key Concepts Terms and Definitions

This summary document is for organizations just beginning to explore the benefits of being an inclusive workplace or those wanting to further engage members within the organization to create a welcoming and safe space for new hires and all staff to succeed.

  • It is important to note that the terms and acronyms used in this resource are provisional and are reflective of the understanding and relevance to promoting inclusion at the time of this solution design (2023).
  • Respecting how terms come about, how they are tied to an individual or group’s identity, and how they are fluid and can be used differently by different persons in different contexts will assist you in your daily discourse and developing a more inclusive hiring strategy.

We hope you will find the historical context, detailed definitions and terms presented in the Historical Summary Resource helpful.

3 Steps to Understanding Racism in Canada

As we explore our journey through time we gain an appreciation for the reality that history isn’t set in stone. As civilization evolves and new facts emerge, it is revisited.

  • In this spirit, we explore how key concepts, practices and terms take shape.   Many terms used in the Canadian media or in legal and/or legislative policies and practices have evolved over time and for the most part have been an external creation placed upon persons and groups of people from outside their communities.
  • Canada, as a colonial state, experiences the lingering impact of systems put in place to benefit white European colonists while disadvantaging the Indigenous populations. Prevailing superiority perspectives and discriminatory practices become so engrained and reinforced by a society’s institutions and systems that they go unnoticed. Racialized descendants and new racialized citizens over time face the extended ripple effects of what is today recognized as systemic racism.
  • Individuals and organizations genuinely committed to confronting unconscious bias and systemic racism may feel discouraged and powerless. Fortunately, by being more mindful of the ways that systems work, promoting social accountability, and building inclusive anti-racist strategies in your hiring practices, you can make a real impact.

The following activity invites you to Explore 3 Steps to Understanding Racism in Canada.

Actions for Individuals Leaders and Organizations

Explore the many ways  that Individuals – Leaders & Organization are promoting Inclusion, Diversity Equity & Access.

Using a Gender-based Analysis Plus Approach

We often assume that our workplace policies and practices impact or apply to everyone equally.

  • In under 3 minutes, this video demonstrates how applying a Gender-based Analysis Plus approach to a hiring strategy can promote Inclusion, Equity, Diversity and Access in the workplace.
A GBA Plus approach helps us to check our assumptions. It provides a method to identify issues, uncover potential systemic inequalities and understand how diverse groups of women, men, and gender-diverse people may experience policies, programs and initiatives differently.

  • Using a GBA Plus approach helps us recognize and move beyond our assumptions, uncover the realities of people’s lives, and find ways to eliminate barriers and provide equitable opportunities for all.
  • Looking at issues and assumptions from a broad perspective and gathering facts to build understanding can help us avoid unintended impacts and develop options that honour diversity and promote inclusion within our organization and in our hiring practices. 

Figure 2: l’ACS Plus flux de processus

Watch Video

This 4-minute video demonstrates how the City of Edmonton is using a Gender-Based Analysis Plus (GBA+) approach as a tool to understand how different genders and diverse people experience policies, programs and initiatives.

Take the Gender-Based Analysis Plus Self-directed Online Course

Gender-Based Analysis Plus Certificate

This self-directed course is designed as a basic introduction to GBA+. You will learn to define the key concepts of GBA+ and recognize how the many intersecting identity factors can influence how individuals or groups of people may or may not choose to engage in your hiring campaign.

  • This can be a professional development opportunity for your leadership team as you progress on your journey. It can be completed at an individual self-imposed pace in segments or all at once. (approximate  2-3 hour commitment)

Exploring Advantages and Disadvantages

We have presented this self-reflective process, video and questionnaire for you to explore as you begin your journey.

  • It will be helpful to gain insight into how the intersecting aspects of our unique identities shape our lived experiences and afford each of us varying degrees of advantage or disadvantage based on society-imposed roles, rules, values and norms.

This reflective exercise is also featured in the final What’s Next sixth step of the resource.  Both this activity and the GBA+ Professional Development Certificate will help your team cultivate a culture of belonging and create an environment where employees in all their diversity can thrive.

Acknowledgements

The Inclusive Person-centric Hiring Strategies outlined in this resource build upon the equity, diversity, and inclusion (EDI) practices used by many experts in the recruitment and hiring fields of work.  It also incorporates recommended policies and operational practices collected from grassroots organizations and diverse multi-stakeholders and sectors working to promote gender equality through systemic changes to workplace hiring practices. (Contributing sources and citations are woven throughout the solution and listed in their entirety in the Reference Page

Special thanks to the Project Team, Solution-Builders and Review  Team Members. 

Disclaimer:

Information in this resource is provided solely for the user’s knowledge. While extensively researched and considered accurate, it is provided strictly “as is” and without warranty, either expressed or implied. The IDEAS4GE Team and Solution-builders or associates will not be liable for any damages, direct or indirect, or lost profits or data arising from your use of the information presented in this resource. Use of this free resource constitutes acceptance of these terms and conditions.

Note: that the terms and acronyms used in this resource are provisional and reflect the general understanding at the time of the solution design (2023).

NEXT …

Getting Started!

It is not expected that you will explore in depth all of the resources provided in this section at one time. We invite you to familiarize yourself with the topics and key terms presented that most resonate as you begin this work. When you progress through the remaining steps you will want to circle back to further investigate particular areas of interest or opportunities identified in your community outreach and strategy development.

Our History - Key Concepts Terms and Definitions

This summary document is for organizations just beginning to explore the benefits of being an inclusive workplace or those wanting to further engage members within the organization to create a welcoming and safe space for new hires and all staff to succeed.

  • It is important to note that the terms and acronyms used in this resource are provisional and are reflective of the understanding and relevance to promoting inclusion at the time of this solution design (2023).
  • Respecting how terms come about, how they are tied to an individual or group’s identity, and how they are fluid and can be used differently by different persons in different contexts will assist you in your daily discourse and developing a more inclusive hiring strategy.

We hope you will find the historical context, detailed definitions and terms presented in the Historical Summary Resource helpful.

3 Steps to Understanding Racism in Canada

As we explore our journey through time we gain an appreciation for the reality that history isn’t set in stone. As civilization evolves and new facts emerge, it is revisited.

  • In this spirit, we explore how key concepts, practices and terms take shape.   Many terms used in the Canadian media or in legal and/or legislative policies and practices have evolved over time and for the most part have been an external creation placed upon persons and groups of people from outside their communities.
  • Canada, as a colonial state, experiences the lingering impact of systems put in place to benefit white European colonists while disadvantaging the Indigenous populations. Prevailing superiority perspectives and discriminatory practices become so engrained and reinforced by a society’s institutions and systems that they go unnoticed. Racialized descendants and new racialized citizens over time face the extended ripple effects of what is today recognized as systemic racism.
  • Individuals and organizations genuinely committed to confronting unconscious bias and systemic racism may feel discouraged and powerless. Fortunately, by being more mindful of the ways that systems work, promoting social accountability, and building inclusive anti-racist strategies in your hiring practices, you can make a real impact.

The following activity invites you to Explore 3 Steps to Understanding Racism in Canada.

Actions for Individuals Leaders and Organizations

Explore the many ways  that Individuals – Leaders & Organization are promoting Inclusion, Diversity Equity & Access.

Using a Gender-based Analysis Plus Approach

We often assume that our workplace policies and practices impact or apply to everyone equally.

  • In under 3 minutes, this video demonstrates how applying a Gender-based Analysis Plus approach to a hiring strategy can promote Inclusion, Equity, Diversity and Access in the workplace.
A GBA Plus approach helps us to check our assumptions. It provides a method to identify issues, uncover potential systemic inequalities and understand how diverse groups of women, men, and gender-diverse people may experience policies, programs and initiatives differently.

  • Using a GBA Plus approach helps us recognize and move beyond our assumptions, uncover the realities of people’s lives, and find ways to eliminate barriers and provide equitable opportunities for all.
  • Looking at issues and assumptions from a broad perspective and gathering facts to build understanding can help us avoid unintended impacts and develop options that honour diversity and promote inclusion within our organization and in our hiring practices. 

Figure 2: l’ACS Plus flux de processus

Watch Video

This 4-minute video demonstrates how the City of Edmonton is using a Gender-Based Analysis Plus (GBA+) approach as a tool to understand how different genders and diverse people experience policies, programs and initiatives.

Take the Gender-Based Analysis Plus Self-directed Online Course

Gender-Based Analysis Plus Certificate

This self-directed course is designed as a basic introduction to GBA+. You will learn to define the key concepts of GBA+ and recognize how the many intersecting identity factors can influence how individuals or groups of people may or may not choose to engage in your hiring campaign.

  • This can be a professional development opportunity for your leadership team as you progress on your journey. It can be completed at an individual self-imposed pace in segments or all at once. (approximate  2-3 hour commitment)

Exploring Advantages and Disadvantages

We have presented this self-reflective process, video and questionnaire for you to explore as you begin your journey.

  • It will be helpful to gain insight into how the intersecting aspects of our unique identities shape our lived experiences and afford each of us varying degrees of advantage or disadvantage based on society-imposed roles, rules, values and norms.

This reflective exercise is also featured in the final What’s Next sixth step of the resource.  Both this activity and the GBA+ Professional Development Certificate will help your team cultivate a culture of belonging and create an environment where employees in all their diversity can thrive.

Getting Started!

It is not expected that you will explore in depth all of the resources provided in this section at one time. We invite you to familiarize yourself with the topics and key terms presented that most resonate as you begin this work. When you progress through the remaining steps you will want to circle back to further investigate particular areas of interest or opportunities identified in your community outreach and strategy development.

Our History - Key Concepts Terms and Definitions

This summary document is for organizations just beginning to explore the benefits of being an inclusive workplace or those wanting to further engage members within the organization to create a welcoming and safe space for new hires and all staff to succeed.

  • It is important to note that the terms and acronyms used in this resource are provisional and are reflective of the understanding and relevance to promoting inclusion at the time of this solution design (2023).
  • Respecting how terms come about, how they are tied to an individual or group’s identity, and how they are fluid and can be used differently by different persons in different contexts will assist you in your daily discourse and developing a more inclusive hiring strategy.

We hope you will find the historical context, detailed definitions and terms presented in the Historical Summary Resource helpful.

3 Steps to Understanding Racism in Canada

As we explore our journey through time we gain an appreciation for the reality that history isn’t set in stone. As civilization evolves and new facts emerge, it is revisited.

  • In this spirit, we explore how key concepts, practices and terms take shape.   Many terms used in the Canadian media or in legal and/or legislative policies and practices have evolved over time and for the most part have been an external creation placed upon persons and groups of people from outside their communities.
  • Canada, as a colonial state, experiences the lingering impact of systems put in place to benefit white European colonists while disadvantaging the Indigenous populations. Prevailing superiority perspectives and discriminatory practices become so engrained and reinforced by a society’s institutions and systems that they go unnoticed. Racialized descendants and new racialized citizens over time face the extended ripple effects of what is today recognized as systemic racism.
  • Individuals and organizations genuinely committed to confronting unconscious bias and systemic racism may feel discouraged and powerless. Fortunately, by being more mindful of the ways that systems work, promoting social accountability, and building inclusive anti-racist strategies in your hiring practices, you can make a real impact.

The following activity invites you to Explore 3 Steps to Understanding Racism in Canada.

Actions for Individuals Leaders and Organizations

Explore the many ways  that Individuals – Leaders & Organization are promoting Inclusion, Diversity Equity & Access.

Using a Gender-based Analysis Plus Approach

We often assume that our workplace policies and practices impact or apply to everyone equally.

  • In under 3 minutes, this video demonstrates how applying a Gender-based Analysis Plus approach to a hiring strategy can promote Inclusion, Equity, Diversity and Access in the workplace.
A GBA Plus approach helps us to check our assumptions. It provides a method to identify issues, uncover potential systemic inequalities and understand how diverse groups of women, men, and gender-diverse people may experience policies, programs and initiatives differently.

  • Using a GBA Plus approach helps us recognize and move beyond our assumptions, uncover the realities of people’s lives, and find ways to eliminate barriers and provide equitable opportunities for all.
  • Looking at issues and assumptions from a broad perspective and gathering facts to build understanding can help us avoid unintended impacts and develop options that honour diversity and promote inclusion within our organization and in our hiring practices. 

Figure 2: l’ACS Plus flux de processus

Watch Video

This 4-minute video demonstrates how the City of Edmonton is using a Gender-Based Analysis Plus (GBA+) approach as a tool to understand how different genders and diverse people experience policies, programs and initiatives.

Take the Gender-Based Analysis Plus Self-directed Online Course

Gender-Based Analysis Plus Certificate

This self-directed course is designed as a basic introduction to GBA+. You will learn to define the key concepts of GBA+ and recognize how the many intersecting identity factors can influence how individuals or groups of people may or may not choose to engage in your hiring campaign.

  • This can be a professional development opportunity for your leadership team as you progress on your journey. It can be completed at an individual self-imposed pace in segments or all at once. (approximate  2-3 hour commitment)

Exploring Advantages and Disadvantages

We have presented this self-reflective process, video and questionnaire for you to explore as you begin your journey.

  • It will be helpful to gain insight into how the intersecting aspects of our unique identities shape our lived experiences and afford each of us varying degrees of advantage or disadvantage based on society-imposed roles, rules, values and norms.

This reflective exercise is also featured in the final What’s Next sixth step of the resource.  Both this activity and the GBA+ Professional Development Certificate will help your team cultivate a culture of belonging and create an environment where employees in all their diversity can thrive.

Getting Started!

It is not expected that you will explore in depth all of the resources provided in this section at one time. We invite you to familiarize yourself with the topics and key terms presented that most resonate as you begin this work. When you progress through the remaining steps you will want to circle back to further investigate particular areas of interest or opportunities identified in your community outreach and strategy development.

Our History - Key Concepts Terms and Definitions

This summary document is for organizations just beginning to explore the benefits of being an inclusive workplace or those wanting to further engage members within the organization to create a welcoming and safe space for new hires and all staff to succeed.

  • It is important to note that the terms and acronyms used in this resource are provisional and are reflective of the understanding and relevance to promoting inclusion at the time of this solution design (2023).
  • Respecting how terms come about, how they are tied to an individual or group’s identity, and how they are fluid and can be used differently by different persons in different contexts will assist you in your daily discourse and developing a more inclusive hiring strategy.

We hope you will find the historical context, detailed definitions and terms presented in the Historical Summary Resource helpful.

3 Steps to Understanding Racism in Canada

As we explore our journey through time we gain an appreciation for the reality that history isn’t set in stone. As civilization evolves and new facts emerge, it is revisited.

  • In this spirit, we explore how key concepts, practices and terms take shape.   Many terms used in the Canadian media or in legal and/or legislative policies and practices have evolved over time and for the most part have been an external creation placed upon persons and groups of people from outside their communities.
  • Canada, as a colonial state, experiences the lingering impact of systems put in place to benefit white European colonists while disadvantaging the Indigenous populations. Prevailing superiority perspectives and discriminatory practices become so engrained and reinforced by a society’s institutions and systems that they go unnoticed. Racialized descendants and new racialized citizens over time face the extended ripple effects of what is today recognized as systemic racism.
  • Individuals and organizations genuinely committed to confronting unconscious bias and systemic racism may feel discouraged and powerless. Fortunately, by being more mindful of the ways that systems work, promoting social accountability, and building inclusive anti-racist strategies in your hiring practices, you can make a real impact.

The following activity invites you to Explore 3 Steps to Understanding Racism in Canada.

Actions for Individuals Leaders and Organizations

Explore the many ways  that Individuals – Leaders & Organization are promoting Inclusion, Diversity Equity & Access.

Using a Gender-based Analysis Plus Approach

We often assume that our workplace policies and practices impact or apply to everyone equally.

  • In under 3 minutes, this video demonstrates how applying a Gender-based Analysis Plus approach to a hiring strategy can promote Inclusion, Equity, Diversity and Access in the workplace.
A GBA Plus approach helps us to check our assumptions. It provides a method to identify issues, uncover potential systemic inequalities and understand how diverse groups of women, men, and gender-diverse people may experience policies, programs and initiatives differently.

  • Using a GBA Plus approach helps us recognize and move beyond our assumptions, uncover the realities of people’s lives, and find ways to eliminate barriers and provide equitable opportunities for all.
  • Looking at issues and assumptions from a broad perspective and gathering facts to build understanding can help us avoid unintended impacts and develop options that honour diversity and promote inclusion within our organization and in our hiring practices. 

Figure 2: l’ACS Plus flux de processus

Watch Video

This 4-minute video demonstrates how the City of Edmonton is using a Gender-Based Analysis Plus (GBA+) approach as a tool to understand how different genders and diverse people experience policies, programs and initiatives.

Take the Gender-Based Analysis Plus Self-directed Online Course

Gender-Based Analysis Plus Certificate

This self-directed course is designed as a basic introduction to GBA+. You will learn to define the key concepts of GBA+ and recognize how the many intersecting identity factors can influence how individuals or groups of people may or may not choose to engage in your hiring campaign.

  • This can be a professional development opportunity for your leadership team as you progress on your journey. It can be completed at an individual self-imposed pace in segments or all at once. (approximate  2-3 hour commitment)

Exploring Advantages and Disadvantages

We have presented this self-reflective process, video and questionnaire for you to explore as you begin your journey.

  • It will be helpful to gain insight into how the intersecting aspects of our unique identities shape our lived experiences and afford each of us varying degrees of advantage or disadvantage based on society-imposed roles, rules, values and norms.

This reflective exercise is also featured in the final What’s Next sixth step of the resource.  Both this activity and the GBA+ Professional Development Certificate will help your team cultivate a culture of belonging and create an environment where employees in all their diversity can thrive.

About the IDEAS 4 Gender Equality Project

  • Incorporating IDEAS into the hiring process can engage underserved and underrepresented individuals and communities in the workforce by removing barriers and addressing structural inequities. 
  • Organizations that embrace IDEAS foster cultures that promote belonging, minimize biases, broaden their community appeal and outreach, and expand their candidate pool.

Learn more about the IDEAS4GE Project and how multi-stakeholder Solution-builders collaborated in the development of this resource.