- Toronto, Canada
- info@hiddo.ca
A. Statement of Commitment
The City of Toronto is home to people from many backgrounds, cultures, identities, and lived experiences. Hiddo Center Foundation acknowledges that demographic change directly affects how services must be designed, delivered, and accessed.
Hiddo Center Foundation recognizes that systemic and individual barriers continue to limit access to services for many communities, particularly those that have been historically marginalized. We are committed to actively identifying and removing these barriers and to promoting fairness, inclusion, and dignity in all areas of our work.
To uphold this commitment, Hiddo Center Foundation will:
- promote fair and meaningful access to services, resources, and decision-making processes for diverse communities.
- operate in a manner that is non-discriminatory and aligned with the principles of anti-racism, access, and equity; and
- take reasonable and proactive steps to ensure that our programs, services, staffing, and governance structures reflect the communities we serve.
Hiddo Center Foundation strictly prohibits discrimination, harassment, or hate activity within the organization. Every individual has the right to be treated with respect and to work, volunteer, or participate free from discrimination based on age, ancestry, citizenship, creed (religion), colour, disability, ethnic origin, family status, gender identity, literacy level, marital status, place of origin, union or staff association membership, political affiliation, race, receipt of public assistance, record of offences, sex, sexual orientation, or any other personal characteristic protected by law.
For the purposes of this policy, equity-seeking groups include, but are not limited to: Indigenous/First Nations peoples, women, persons with disabilities, racialized communities, individuals experiencing socio-economic disadvantage, and lesbian, gay, bisexual, transgender, and gender-diverse persons.
Definitions
Anti-Racism
Actions, practices, and systems designed to identify, challenge, and eliminate racism. Racism includes beliefs, attitudes, behaviours, and institutional structures that create or sustain racial inequality and exclusion.
Access
The degree to which individuals and communities are able to obtain services and participate fully in the planning, development, administration, and delivery of those services. Access includes both client access and organizational accessibility.
Equity
Fairness achieved through the removal of systemic barriers and discriminatory practices in order to support equal outcomes, not merely equal treatment.
Discrimination
Unequal treatment that imposes disadvantage or withholds benefits based on personal characteristics protected under this policy. Discrimination does not require intent and may arise from policies or practices that appear neutral but result in negative impacts on individuals or groups.
Harassment
A pattern of unwelcome comments or actions that a reasonable person would know to be offensive, intimidating, humiliating, or hostile, based on one or more protected grounds.
B. Policy and Actions on Anti-Racism, Access and Equity
Governance
Hiddo Center Foundation is committed to ensuring that its Board of Directors reflects the diversity of the broader Toronto community. The organization maintains a transparent and equitable nomination and selection process that is communicated to members and includes outreach beyond existing networks when necessary.
Board governance is conducted in a non-discriminatory manner. Board members represent a range of genders, cultures, faiths, ages, educational backgrounds, and lived experiences. All board members hold equal voting and decision-making authority. Meeting minutes are shared with members, and participation is required to support fairness and accountability in governance processes.
Membership and board participation opportunities are publicly accessible through the organization’s website. Former students, volunteers, and community members are encouraged to apply and are informed of the benefits of contributing to community leadership and capacity-building.
Employment
Hiddo Center Foundation is committed to equitable employment practices that support representation from diverse communities at all organizational levels. This commitment applies to recruitment, hiring, training, performance evaluation, promotion, retention, and termination.
The organization is dedicated to fostering a workplace where all individuals are treated with respect and dignity. Discrimination, harassment, violence, or any other form of unequal treatment will not be tolerated. Discriminatory outcomes may occur even when intent is absent, and the organization is committed to addressing such impacts.
Employment equity policies and procedures are communicated regularly to staff through quarterly learning sessions and organizational meetings. These sessions are designed to build cultural awareness, competency, and shared accountability. Employment opportunities are shared broadly through multiple platforms, including the organization’s website.
Staff and volunteers working with youth must provide a valid Vulnerable Sector Police Reference Check. Other volunteers are required to submit a current criminal reference check as part of the application process.
Services
Hiddo Center Foundation is committed to delivering programs and services that are accessible and responsive to diverse communities. Outreach strategies, communication methods, and program design are continuously reviewed to ensure accessibility goals are being met.
The organization actively develops partnerships with charitable and community-based organizations across the Greater Toronto Area to expand service reach and better support vulnerable populations, including youth, women, seniors, newcomers, and racialized communities. Information sessions, public presentations, and community outreach activities are conducted at community hubs, schools, and local centers. Promotional materials and digital communications are updated regularly to reflect evolving community needs.
Hiddo Center Foundation prioritizes service delivery to individuals and families experiencing financial hardship or systemic disadvantage. Programs, activities, and community outings are provided at no cost whenever possible, with the exception of designated fundraising events.
Training and Education
Hiddo Center Foundation ensures that staff, volunteers, and service providers have the skills, knowledge, and understanding necessary to work effectively with diverse and equity-seeking communities.
The Executive Director is responsible for coordinating training initiatives and may engage external experts or organizations to support education, program development, and community outreach.
Information and Communications
Hiddo Center Foundation is committed to ensuring that all communications are inclusive, accessible, and reflective of the communities it serves. Outreach strategies are regularly reviewed, and organizational policies and procedures are kept current and publicly available to enhance transparency and accessibility.
C. Human Rights Complaint Procedure
Definitions
Complainant
The individual who alleges discrimination or harassment.
Respondent
The individual against whom the allegation is made.
Employee
Includes employees, volunteers, contractors, and consultants working with Hiddo Center Foundation.
Avenues of Complaint
Complaints will be addressed by the Executive Director, who may consult with the President of the Board and the Human Resources Committee as appropriate.
If the Executive Director is named in a complaint, the matter will be handled by the President of the Board in consultation with the Human Resources Committee.
Right to Complain
Individuals have the right to report conduct they believe to be discriminatory or harassing. Retaliation against anyone who raises a complaint or participates in an investigation is strictly prohibited and will be addressed through the same procedures.
Reporting a Complaint
Complaints may initially be made verbally; however, a written summary is required. Complaints should be submitted as soon as possible. If more than three months have passed since the incident, the complainant must provide an explanation for the delay.
Written complaints should include a description of the incident(s), dates, individuals involved, witnesses if applicable, and must be signed and dated.
Investigation
An investigation will begin within three working days of receiving a complaint. The respondent will be informed promptly and given an opportunity to respond. Witnesses may be interviewed as part of the investigation.
Settlement and Mediation
With the consent of both parties, mediation may be pursued at any stage of the process. Every effort will be made to reach a fair and respectful resolution.
Confidentiality
All matters related to complaints will be handled confidentially. Information will be shared strictly on a need-to-know basis, and reports will be summarized whenever possible to protect privacy.
Findings, Decisions, and Remedies
Following the investigation, a written summary of findings will be prepared. Both the complainant and respondent will have the opportunity to review and comment on the findings.
Corrective actions may include:
- a verbal or written apology;
- a verbal or written reprimand placed on file; or
- termination of involvement with the organization.
If a complaint is not substantiated, recommendations may include training, improved communication, or no further action.
Frivolous or malicious complaints may result in disciplinary action.
Timeframe and Records
Complaints should be filed within three months of the incident and will be addressed promptly. Disciplinary records will be placed in personnel files only when applicable. Other investigation records will be stored separately.
Ontario Human Rights Commission
This internal process does not limit an individual’s right to seek redress through the Ontario Human Rights Commission. Once a complaint is filed with the OHRC, this internal procedure is no longer available.