Professional Development
This information would be helpful to organizational leaders who are seeking information on professional
development opportunities in the area of diversity and cultural competency.
What is the issue and why is it relevant?
As the Region of Peel has experienced significant growth (11.8%)i in the past 6 years and is expected to
continue to grow, considerations for diversity in both the community and the workplace are critical.
Organizational cultural competency can be viewed as a “professional skill that enables staff and organizations
to serve their clients effectively and competently.” Specifically, to be culturally competent in the workplace is
to actively identify and remove any barriers that may prevent members of the community and/or staff from
accessing and participating in the organizations programs and services.ii
Professional Development provides employees in an organization an opportunity to build on their job related
skill sets through formal and informal training. The ability to be culturally competent should be a desired skill
for any organization that experiences any form of diversity either within their staff or in the clients they
serve.
The benefits of providing professional development training in the area of cultural competency can include
and is not limited to;
 Increased level of comfort and safety for both internal staff and external users
 Increased level of respect and understanding for both internal staff and external users
 Increased effectiveness in service delivery
 Decreased likelihood of legal risks due to cultural misunderstandings and communication barriers
Increased identification as being an organizational leader in the field of diversity and inclusion.
How do individuals/organizations currently address the issue?
There are a number of organizations in Peel that have shown leadership through providing professional
development opportunities in the area of equity, inclusion and cultural competency. Some examples include;
The Region of Peel’s Diversity and Inclusion Strategy incorporates the
development of appropriate skills and behaviours to better prepare staff at
both the frontline and leadership level. The strategy discusses the importance
of the effective use of a diversity lens within its staff. Regional staff are
supported through training modules, the use of templates, guidelines and processes.
http://www.peelregion.ca/corpserv/diversity10/SIP.pdf
The Peel Regional Police provide all new hires with race relations, diversity and human rights in the
workplace training. Professional development also includes presentations from diverse groups that make up
the Peel community andxxxxx recruits visiting diverse places of worship. Furthermore, the Peel Regional
police have issued all members with a handbook on diversity entitled Police, Race and Ethnicity. This
document is also used as a training resource both at the municipal and provincial level.
http://www.peelpolice.on.ca/en/aboutus/resources/2011EqualOpportunityPlan.pdf
The Peel District School Board provides diversity specific workshops for
interested teachers. Workshops provide teachers with practical
strategies and resources to better address the needs of their school
community. Additionally, there are a number of online and print
resources teachers can use to gain a stronger knowledge on a variety of topics related to diversity.
http://www.gobeyondwords.org/The_Future_We_Want.html
The Children’s Aid Society of Toronto incorporated an Anti-oppression, antiracism policy in 2006. Part of their most recent endeavours to promote equity
and inclusion include; outreach adoption materials directed towards the LGBT
community, culturally specific adoption services and programs and antioppression training. http://www.torontocas.ca/main.php/?cat=51
What can individuals and/or organizations do to address the issue?
Creating a culturally competent professional development program should not be taken from a reactive,
“band-aid” approach. Training staff to have a diversity lens, be inclusive and equitable requires time, effort
and resources. Things to consider when designing a culturally competent professional development program
are;
 The overarching purpose or mission for the training. Questions to ask y could include; whether the
training is proactive or reactive, whether the training is designed for long term integration or as a
short term product and whether the training matches the needs within the organization and/or in the
community the organization serves.
 The support the training has from staff in leadership. In order to be authentic and genuine,
leadership staff should be on board, previously trained and visual during staff training.
 The resources available to implement equitable ideas, policies and programs. To ensure change in the
culture of the organization, there needs to be individual(s) managing this area of business. This can
be done either formally, hiring a diversity lead, or informally, creating a diversity committee.
Potential topics related to diversity and cultural competency that could be covered through professional
development include;
 Identifying and responding to harassment and discrimination;
 Accommodation of creed, gender and for persons with disabilities;
 Equity and diversity in hiring and recruiting;
 Diversifying and expanding the firm's client base;
 Drafting equity and diversity workplace policies;
 Using inclusive language and images in promotional materials;
 Creating an inclusive and positive workplace environment; and
Rights of same-sex couples.
What resources are available to support the change?


Supporting quality staff development with best-practiced aligned policies – Emporia State Research
Studies. This academic resource provides research on best practices related to effective professional
development. http://academic.emporia.edu/esrs/vol46/church.pdf
Best practices in Professional Development – Centre of Applied Research. This document provides
information on best practices related to professional development and ideas on alternatives to
formal classroom style training. http://www.cfar.com/Documents/bestpractices-gen.pdf
 Achieving cultural competence; A diversity tool kit for residential care settings – This document
provides practical information on cultural competency, misconceptions related to diversity training
and the benefits of providing cultural competent.
http://www.children.gov.on.ca/htdocs/english/documents/topics/specialneeds/residential
/achieving_cultural_competence.pdf
 Canada’s Best Diversity Employer . This link may provide helpful examples of what organizational
leaders in the field of diversity are currently doing to better equip their employees through
professional development. http://www.canadastop100.com/diversity/
What changes can people hope to see when the changes are implemented?
Through providing professional development opportunities for staff that is equitable, inclusive and culturally
competent, staff will likely experience an increased understanding of the diverse groups that make up the
Region of Peel. Furthermore, organizations will also see an increased effectiveness in organizational service
standards, sense of inclusion and greater job satisfaction.
ii
The Region of Peel. 2011 Census: Peel Region’s Population Reported Growth of 11.8% since 2006. 16 February 2012. 22
October 2012.
ii Ministry of Children and Youth Services. Achieving Cultural Competence: A diversity toolkit for residential care settings. N.d.
22 October 2012