The labour movement has played a critical role in fighting injustice and inequity here in Ontario and around the world. We believe that work needs to continue to help foster an equitable, barrier-free society where ensure everyone can reach their fullest potential.
In the Workplace and Beyond
As a union, we believe in advancing fairness and equity for ourselves and for all workers.
At the bargaining table, through our dispute resolution process, and in our communities, we defend, negotiate, and advocate for:
- strong employment standards,
- pay equity,
- workplace accommodation,
- the elimination of harassment and grounds-based discrimination, and
- more.
Within our union
AMAPCEO Equity Statement
AMAPCEO members, volunteers, and staff commit to eliminating discriminatory, exclusive, and racist behaviour, policies, or practices that prevent or undermine the full and equitable participation of all union members.
Together we will work to build a culture in which anti-racism, diversity, inclusion, equity, and safety are fundamental and we will:
- Respect each member equally;
- Ensure a diversity of voices are heard;
- Listen with intent;
- Speak with purpose;
- Be accountable, hold others accountable;
- Ask questions, be curious, engage with other members;
- Collaborate; and
- Allow disagreements, but work through them with care and kindness.
Board Equity Committee
This volunteer body provides important analysis and advice on equity and diversity issues within the union.
Equity Caucuses & Circle
The equity caucus model is designed to create a space for demographically and culturally similar AMAPCEO members to build community, support other members, and provide alternative routes into activist roles for under-represented equity groups.
AMAPCEO Equity Lens: Moving from Commitment to Action
Adopted in 2020, the AMAPCEO Equity Lens is a practical tool to support our efforts to be consistent and deliberate in moving equity and inclusion forward in in our member engagement and services, through our volunteers and staff, to the benefit of our union and workplaces.
Learning
Learn more about the principles of equity and how we apply them within our union through our online course Equity and Inclusion: Activate Your Power!
This online course is available for free to all signed AMAPCEO members and can be taken at any time.
AMAPCEO's Anti-Racism Action Plan
AMAPCEO’s Anti-Racism Action Plan is the first official document published by AMAPCEO that explicitly aims to:
- define AMAPCEO’s anti-racism stance and anti-racism goals; and
- explain how we will educate and engage AMAPCEO members, activists, and leaders to become anti-racism champions.
The Action Plan identifies activities underway and new activities that will be implemented over a three-year period starting in 2024. It also explains what we have done to date to support diversity, equity, and inclusion which help support anti-racism. It is intended to identify what members and volunteers can do, and what AMAPCEO can do to support them as we all work towards becoming anti-racism champions.
The Action Plan will be reviewed annually by the Board of Directors in conjunction with our annual review of the Strategic Plan.
Frequently asked questions
Why has AMAPCEO developed this Anti-Racism Action Plan?
AMAPCEO’s Anti-Racism Plan is intended to identify what members and volunteers can do, and what AMAPCEO can do to support them, as we all work towards becoming anti-racism champions.
AMAPCEO has been championing equity and inclusiveness for years. Some of the work is visible to all members, but much of it is done behind the scenes. Equity has been a cornerstone of AMAPCEO since the union’s inception.
Before achieving status as a bargaining agent in 1995, AMAPCEO appointed a central committee of members focused on advising the Board of Directors on equity matters, originally called the Human Rights and Equal Opportunity Committee. This committee was reorganized as the Diversity Committee, and is now the AMAPCEO Equity Committee.
In September 2021, the Board of Directors approved the Equity Committee recommendation to develop an Anti-Racism Plan for the union with the following objectives:
- to define AMAPCEO’s anti-racism stance and anti-racism goals; and
- to educate and engage more members in anti-racism activism and in other volunteer roles.
At the Annual Delegates’ Conference (ADC) in December 2021, Delegates approved a resolution by the Black Caucus to develop an anti-racism plan for AMAPCEO.
Why did AMAPCEO engage an anti-racism expert and what did they do?
The Board of Directors decided that engaging a third-party anti-racism expert was a good first step towards gaining an understanding of the scope of issues to be addressed in the development of an Anti Racism Plan in a union context.
In the spring of 2022, a Request for Proposal (RFP) process was launched to procure expertise in the development of an Anti-Racism Plan. The successful vendor, ROCK Diversity, was hired in May 2022.
The focus of the work assigned to the anti-racism expert, ROCK Diversity, leveraged their key strengths: deep knowledge and experience to analyze racism, and stakeholder consultation and focus groups.
The work by the expert included member surveys, focus groups, and workshops with the Equity Committee and the Board of Directors.
Rock Diversity’s report to the Board of Directors, which included suggested activities and tactics, has formed the basis for the development of the plan by Board’s Anti-Racism, Diversity, Inclusion, and Equity (ARDIE) Working Group.
How did AMAPCEO arrive at this Anti-Racism Action Plan?
In April 2023, the Board put in place an Anti-Racism, Diversity, Inclusion, and Equity (ARDIE) Working Group who were tasked with reviewing the report prepared by ROCK Diversity and preparing a three-year anti-racism action plan. The Action Plan is based on the suggested tactics and activities from the vendor’s report.
The ARDIE Working Group looked at ROCK Diversity’s suggestions that target everyday practices, obstacles, and ways of thinking that exclude and become oppressive to those considered ‘different’ because of characteristics such as:
- gender;
- race;
- the way they think;
- their family status;
- culture; or
- sexual orientation.
As part of its work, the working group consulted with the Equity Committee and Board of Directors.
After receiving feedback on the draft action plan from both the Equity Committee and the Board of Directors, the final Anti-Racism Action Plan was approved as presented by the Board of Directors on October 5, 2023.
We also have efforts underway that will enable us to better identify and address racism, such as anti-Black racism, in the workplace in a more systematic fashion.
Why are there no timelines associated with the actions?
The first step was to develop an anti-racism plan with specific actions and/or deliverables. The Board approved the Plan developed by the ARDIE Working Group at its October 5, 2023 meeting. The Chief Operating Officer (COO), and other assigned AMAPCEO staff, will work with AMAPCEO’s leadership to:
- Develop a schedule to implement the actions identified within the Action Plan.
- Allocate resources (human and financial) for implementation of the actions identified.
- Continue to report back through the monthly COO’s Report, and at the annual Board Strategic Planning sessions, on the achievement of the Action Plan.
Who is responsible for the Anti-Racism Action Plan?
The AMAPCEO Board of Directors is ultimately responsible and accountable to the members for reporting on progress. That said, we are all responsible for demonstrating anti-racist behaviours and working towards becoming anti-racism champions. Read the Action Plan to find out more about what every member and volunteer can do to become an anti-racism champion.
How will members be informed about the actions taken in the Action Plan?
AMAPCEO is developing a communications plan to support the roll out of the actions of the plan which will include annual reporting to the Delegates at the ADC, and to all members through the Board’s annual report. Furthermore, AMAPCEO will regularly update the Equity page on our website.
How does the Action Plan relate to AMAPCEO’s five-year Strategic Plan?
The Action Plan will be reviewed annually by the Board of Directors in conjunction with our annual review of the strategic plan priorities and actions. AMAPCEO will continue to examine and improve our internal structures, policies, procedures, and practices to ensure that the principles of equity, anti-racism and antioppression are firmly embedded in our union.
What has AMAPCEO been doing over past few years on ARDIE-related initiatives?
AMAPCEO has been championing equity and inclusiveness for years. Some of the work is visible to all members, but much of it is done behind the scenes. While there is a great deal more to be done, these early steps have had a positive impact. The expert consulting firm, ROCK Diversity, acknowledged this work as important foundations supporting anti-racism, diversity, equity and inclusion. See Appendix B of AMAPCEO’s Anti-Racism Action Plan for a detailed description of AMAPEO’s efforts to date to achieve our anti-racism vision.
What about a similar plan for AMAPCEO Operations and AMAPCEO staff?
AMAPCEO’s Senior Management Team, in consultation with the Executive/Personal Committee, will prepare a three-year operational anti-racism plan for the organization. The Action plan will be informed by the suggested tactics and activities from the vendor’s report. As part of its work, the Senior Management Team will consult with AMAPCEO employees and their bargaining agent.
Equity and social justice calendar
Recognized Equity and Social Justice Dates
January/February
- January 4: Ribbon Skirt Day
- Asian Lunar New Year
February
- Black History Month
- February 14: Pink Triangle Day
- Last Wednesday of February: Pink Shirt Day (anti-bullying)
March
- March 8: International Women's Day
- March 20: International Francophonie Day
- March 21: International Day for the Elimination of Racial Discrimination
- March 25: International Day of Remembrance of Victims of Slavery and the Transatlantic Slave Trade
April
- April 10: Day of Pink (anti-bullying and queer)
- April 12: Equal Pay Day
- April 28: National Day of Mourning for Injured Workers
May
- Asian and South Asian Heritage Month
- First week of May: National Mental Health Week
- May 17: International Day Against Homophobia, Transphobia, and Biphobia
June
- Indigenous History Month
- Pride Month
- June 1: Injured Workers' Day
- June 6: Anishinabek Nation Holiday (Anishinaabe Chi-Naaknigewin)
- June 21: National Indigenous Peoples' Day
- June 27: Canadian Multiculturalism Day
September
- First Monday in September: Labour Day
- September 25: Franco-Ontarian Day
- September 30: Orange Shirt Day for Indigenous Reconciliation
October
- October 10: World Mental Health Day
- October 18: National Persons Day
November
- November 7: Inuit Day
- November 16: Louis Riel Day
December
- December 1: World AIDS Day
- December 3: International Day of Persons with Disabilities
- December 6: National Day of Remembrance and Action on Violence Against Women
- December 10: Human Rights Day
Equity committee
The Equity Committee is an advisory body to the Board of Directors consisting of one representative from each of AMAPCEO's Equity Caucuses and Circle. The Board appoints up to two liaisons to the Committee, one of whom serving as Chair.
The Committee:
- recommends actions to the Board on a variety of equity and diversity issues within the union,
- provides advice to the Board on employer initiatives and policies related to equity,
- brings together a broad group of grassroots members to increase the spaces available for equity-seeking groups’ participation in the union,
- encourages networking and partnering with other equity-seeking groups,
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encourages and supports safe spaces for all AMAPCEO members,
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encourages and promotes the participation of members from equity-seeking groups within activist roles in AMAPCEO, and
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provides a forum for AMAPCEO to seek input and reactions on equity and inclusion initiatives.
Equity Committee terms of reference (sign-in required) »
Equity Committee Meeting Minutes (sign-in required)
Equity Committee Minutes: January 18, 2024
Equity Committee Minutes: November 21, 2023
Equity Committee Minutes: September 13, 2023
Equity Committee Minutes - August 21, 2023
Equity Committee Minutes - May 9 , 2023
Equity Committee Minutes - November 21, 2022
Equity Committee Minutes - October 11, 2022
Equity Committee Minutes - May 3, 2022
Equity Committee Minutes - May 16, 2022
Leadership
Committee Chair: Cynthia Watt (AMAPCEO Vice-President)
Board Liaison: Frank Tang (District Director, Jarvis/Yonge)
Chair, Asian, Arab and Latinx Caucus: Iain Shao
Chair, Black Caucus: Bonnie Wiltshire
Chair, Disability Caucus: Elizabeth Janz
Chair, Francophone Caucus: Vincent Lavigne
Chair, Indigenous Circle: Maggie Kavanaugh
Chair, Pride Caucus: Noémie Bergeron
Chair, Women’s Caucus: Khadeeja Farooq
The equity caucus model is designed to create a space for demographically and culturally similar AMAPCEO members to build community, support other members, and provide alternative routes into activist roles for under-represented equity groups.
AMAPCEO's Board of Directors is committed to advancing equity and inclusive representation in our governance structures and throughout all aspects of our union. Equity caucuses are a way to cultivate recognition, support, and understanding for diverse constitutency groups—ultimately helping AMAPCEO become a more equitable organization.
Interested in joining one or more of the equity caucuses or circle? Fill out an application form below!
You must be a signed AMAPCEO member to join an equity caucus or circle. Not a signed member? Join today!
Want to start a new equity caucus? Please contact Labour Relations Specialist Timna Ben-Ari.
Asian, Arab & Latinx Caucus
Mission
Promote equity and diversity in AMAPCEO through the celebration of Asian, Arab, and Latinx culture and heritage and engagement through representation in leadership positions.
Vision
AMAPCEO Caucus will have an equal and inclusive culture and members are represented in leadership positions.
Leadership
Chair: Iain Shao
Co-Vice Chairs: Jamie Ngo
Black Caucus
Mission
The Black Caucus will work to bring about change that amplifies Black voices, illuminates Black experiences and perspectives, eradicates systemic Anti-Black racism and discrimination and, normalize upward mobility and equity of representation for qualified Black employees across all bargaining units in the workplaces. We will do so by:
- Leveraging our lived experiences.
- Taking on workplace roles such as workplace and employee relations committee representatives.
- Securing seats at AMAPCEO decision-making and policy development tables.
- Expanding our delegate base to build strength as activists and agents of change.
- To that end, the Black Caucus will work together as a community and in allyship with other equity-deserving groups, in collaboration with the AMAPCEO Board, and in partnership with members of other Black networks.
Vision
Environments, policies, and practices free from anti-Black racism and discrimination that provide equitable advancement for Black AMAPCEO-represented employees within their workplaces and enable Black members to reach their full potential within AMAPCEO.
Leadership
Chair: Bonnie Wiltshire
Vice-Chair: Latoya Blackwood
Disability Caucus
Mission
The Disability Caucus will advocate and champion for the rights, accommodations and full participation of members with disabilities.
Vision
Members with disabilities will receive fair and equitable treatment and will discover their power to make a difference.
Leadership
Chair: Elizabeth Janz
Vice-Chair: Debra Churchill
Francophone Caucus
Mission
To help AMAPCEO meet the needs of Francophones today so they become more engaged in the Association tomorrow.
Vision
AMAPCEO meets the needs of Francophones and they feel a strong sense of belonging to the Association.
Leadership
Chair: Vincent Lavigne
Vice-Chair: Mohamed Boudjenane
Indigenous Circle
Mission
The AMAPCEO Indigenous Circle is dedicated to advocating for education, skills development, and integrating Indigenous knowledge within our members respective workplaces.
Our goal is to support inclusive and culturally competent workplaces that promote reconciliation, upholds human rights, and empowers Indigenous employees and communities.
We strive to bring positive change to AMAPCEO by building an equitable and vibrant organization that reflects the diversity of its Indigenous members, fostering belonging and empowerment for all.
Vision
An increased Indigenous membership and participation in AMAPCEO governance as well as an effective network for information sharing and provisions that supports Reconciliation as per the Truth and Reconciliation Commission call to action.
Leadership
Chair: Maggie Kavanaugh
Vice-Chair: Vacant
Pride Caucus
Mission
To advocate for LGBTQI2S AMAPCEO members by promoting activities and events that foster inclusion, understanding and respect.
Vision
LGBTQI2S people in AMAPCEO and the workplace have enhanced and sustainable health and well-being.
Leadership
Chair: Noémie Bergeron
Vice-Chair: Lina Cimarrusti
Women's Caucus
Mission
The Women's Caucus values the diverse intersectional identities and experiences of members and champions engagement, education, advocacy, and collaboration on issues relevant to women in the union, the workplace, and the community.
Vision
An Ontario where individual and systemic barriers to participation of women in the union, the workplace, and the community have been eliminated.
Leadership
Chair: Khadeeja Farooq
Vice-Chair: Gowrika Sithamparanathan
AMAPCEO also has caucuses designed to promote awareness, inclusion, and participation of retirees, and young workers within our union.
Interested in joining one or more of these caucuses? Fill out an application form below!
You must be a signed AMAPCEO member to join one of these caucuses. Not a signed member? Join today!
Retirees Caucus
Mission
- Protect and enhance the benefits, and promote the interests, of retired AMAPCEO members who are in receipt of pensions from the Ontario Pension Board or H.O.O.P.P.
- Advocate against proposals and policies that could be detrimental to retired AMAPCEO members’ interests.
- Provide information and assistance, as necessary, to retired AMAPCEO members.
- Engage with retired AMAPCEO members with a focus on encouraging participation in the Retirees Caucus.
- Liaise and cooperate with other senior and pensioners organizations on matters of mutual interest.
Membership
When you retire from your AMAPCEO-represented position, become a retired member to continue your involvement in the union, receive ServicePlus benefits, and participate in the Retirees Caucus.
There is a one-time fee of $25 to become a retired member.
Young Workers' Caucus
Purpose
The Young Workers Caucus will work to promote the inclusion and participation of young workers in AMAPCEO through advocacy, awareness raising and leadership development.
Terms of Reference (sign-in required) »
Membership
Open to any signed AMAPCEO member who is 35 or younger at the time they join the Caucus.
Leadership
Chair: Chris Cully
Vice-Chair: Vacant
1 "Professional Development and Training for Public Servants
57) We call upon federal, provincial, territorial, and municipal governments to provide education to public servants on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism."