Work Environment

[no-glossary]Click on any of the standards below:

Managing Conflict: A Guide for Volunteer Boards

 

This resource, developed by Non-Profit Sector

Used broadly to define a group or cluster of agencies that share some commonality. Here ‘the sector’ refers to community based agencies that serve immigrants and refugees in Ontario. Other relevant sectors include the broader non‐profit sector (sometimes referred to as the voluntary sector), and the community social services sector.

Leadership

When referring to an ‘organization’s leadership’, we mean the board, ED and senior management.

Program of Dalhousie University, highlights the importance of managing conflict so that it can promote change and adaptation, awareness, and even strengthen existing relationships. The document begins by identifying some of the factors in volunteer boards of organizations that may be factors for inciting conflict (p 1) and also the emotional dimension of conflict and how boards and organizations can respond to this issue (p 2). The resource outlines a variety of strategies and good practicesSee the definition for best practices. that are important for agencies to implement in order to effectively manage conflict including exploring and implementing a conflict resolution process (p 4), implementing a grievance procedure (p 5), and even exploring how gender and cultural differences can be utilized to overcome differences and mitigate conflict (p 5).

Dalhousie University. (2006). Managing Conflict: A Guide for Volunteer Boards. 1-5. Halifax, Canada.

 

 

Positive Spaces Starter Kit - OCASI

This starter kit aims to share resources and increase organizational capacity to serve more effectively LGBTQ newcomers. It includes amongst other: tips for supporting LGBTQ clients, an overview of laws protecting the LGBTQ community, and tips and tools on how to make your agency a positive space.

Developing Workplace Violence and Harassment Policies and Programs: A Toolbox

This toolkit from the Occupational Health and Safety Council of Ontario includes sample assessments, action plans, policy review tools and sample policies to help you meet your responsibilities regarding workplace violence and harassment.

Workplace Violence and Harassment - What Employers Need to Know

This guide from the Occupational Health and Safety Council of Ontario explains why an organization must care about workplace violence and harassment, and what you need to know when it comes to developing policy and programs.

Managing a Geographically Dispersed Team

Regardless of how people are organized, managing a team that's spread out in many locations can present huge challenges, even for the most experienced bosses. How do you ensure that everyone feels they're treated fairly, if you see some team members much more than others? How can you prevent remote team members from feeling isolated? And how do you get all members to buy into the team's objectives and stay on track?

The Missing Link: The Supervisor's Role in Employee Health Management

This new report concludes that supervisors and managers are poorly equipped to deal with employee health, disabilityWhile disability is commonly understood as a restriction or lack of ability to perform an activity beyond the range of what is considered “normal”, disability rights activists challenge this definition. Instead, disability is a normal aspect of life. In fact, most people will experience some form of disability, either permanent or temporary, over the course of their lives. Rather than viewing the condition of the person as the source of the problem, an anti-oppression approach acknowledges that it is social discrimination and physical and institutional barriers that are the greatest challenge for those with disabilities., absenteeism and productivity issues. Manager support for employee health and productivity is sadly lacking.

Sample Time Sheet - OCASI

This sample timesheet from OCASI provides a template for organizations in an excel spreadsheet. You can download this template and adapt it to your needs. Click on the "Notes" tab at the bottom of the screen for instructions on how to use the template.

Policy Recommendations and Best Practices for Agencies Working Towards Trans Accessibility - The 519

Provided by the Trans Programmes at The 519, this succinct one-pager provides recommendations for organizational policies and best practices that aim to improve service accessibility for trangender and transsexual community members.

Anti-Racism Policy Implementation Plan - OCASI

An old sample anti-racism policy implementation plan from OCASI. It covers implementation within various levels of the organization. This document can be modified for use within other organizations and adapted into an anti-oppression

Used as an umbrella term that includes activities, practices, policies, ways of thinking, and initiatives that address oppression in all its forms (e.g. racism, homophobia, classism, ablism). Key to anti-oppression is an understanding that inequality and oppression exist in the world, and that all of us participate in unequal power dynamics in a variety of ways. Anti-oppression involves reflection and making choices about how to give, share, wield, or withhold power to assist and act in solidarity with people who are marginalized. Anti-oppression is sometimes used with the terms equity and accessibility: Anti-oppression is a broader term that includes a commitment to equity and accessibility. See both equity and accessibility.

plan.

Racial Equity Organizational Self-Assessment

This one page questionnaire is aimed at raising organizational awareness and contributing to organizational change towards racial equity. Questions cover both organizational operations and staff competencies, and next steps are suggested based on your 'Racial Equity Score.'

To see the whole Race Matters Toolkit from the Annie E. Casy Foundation, go to http://www.aecf.org/KnowledgeCenter/PublicationsSeries/RaceMatters.aspx

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