Group of business people look together at a laptop.

Diversity, Equity and Inclusion Action Plan

2023-2027

Built from the experiences of 3,391 staff and residents, this plan sets out 43 actions to make Niagara more welcoming, more equitable and free from discrimination — as an employer and as a community.

Vision, mission and scope

Vision: Niagara region is welcoming and inclusive, where diversity and equity are reflected and valued.

Mission: The people of Niagara advance equity; build welcoming, inclusive communities and workplaces, while eliminating barriers and forms of discrimination.

Scope: This plan covers Niagara Region as an organization, the 12 local area municipalities, and Niagara as a geographic community.

Close up of a group of diverse people in a circle each put one hand in towards the centre to indicate working together

Many people in Niagara face barriers due to race, immigrant status, disability, religion, gender, sexuality, age and other parts of who they are. These identities overlap, so some people experience more discrimination than others in areas like health care, employment and housing.

Niagara Region and its 12 local municipalities joined the Coalition of Inclusive Municipalities in 2020, committing to improve municipal practices, eradicate racism and discrimination, and promote human rights and diversity.

This plan is the Region's response — as an employer working to reflect the community it serves, and as a service provider working to remove barriers for the people who live here.

Six focus areas

The plan

Each focus area has an internal goal for Niagara Region as an employer, and an external goal for the wider Niagara community.

Inclusive workplace culture, leadership and accountability

Focus A

Enable an organization where leaders are accountable and staff and residents feel heard and respected.

Internal goal
Increase staff who feel heard, respected and valued by managers by 5%

External goal
Increase residents who feel reflected and heard by elected officials by 20%

Increased understanding through education

Focus B

Build the knowledge and skills staff, councillors, volunteers and residents need to apply diversity, equity and inclusion principles and cultural humility.

Internal goal
Increase staff, councillor and volunteer competency by 10%

External goal
Increase community training participants' competency by 10%

Three people standing next to each other

Diverse workforce reflective of Niagara's community

Focus C

Use evidence-informed best practices to recruit, hire, retain and promote a more diverse workforce.

Internal goal
Reflect Niagara's Census population across hiring, retention and promotion

External goal
Increase residents who believe Niagara employers promote diverse talent well by 20%

Programs and services meet the needs of everyone

Focus D

Bring evidence-informed best practices and resources into Niagara Region programs and services.

Internal goal
100% of Regional divisions incorporate diversity, equity and inclusion principles into their work

External goal
70% of program participants feel their needs are met

Addressing discrimination

Focus E

Review and revise policies and processes, in partnership with diverse communities, to reduce discrimination in Niagara.

Internal goal
Increase the diversity, equity and inclusion score for Niagara Region employees by 5%

External goal
Decrease residents experiencing discrimination in Niagara by 20%

A megaphone with lines coming out of it to indicate sound

Inclusive communication

Focus F

Provide clear, representative communication that showcases significant dates and recognizes diversity, equity and inclusion leaders.

Internal goal
90% of staff feel represented in diversity, equity and inclusion-related communications

External goal
80% of Regional communication platforms are inclusive and accessible

How this plan was built

The plan draws on 28 focus groups with 110 staff members and 82 community members, a staff survey with 1,670 completed responses, and a community survey with 1,599 responses analyzed.

A Diversity, Equity, and Inclusion Advisory Committee — 12 members with lived experience across race, disability, sexuality, faith and more — worked alongside Niagara Region staff and the 12 local area municipalities to shape every goal and action in this plan.

Sixty-six per cent of community survey respondents said they had personally experienced discrimination, most often related to gender, age, mental health, ethnicity and ability.

Current successes

Progress update

3,311

Niagara Region staff completed DEI training on inclusive interactions

82%

of staff know how to report discrimination or harassment

87

Community organizations participate in the Niagara DEI Community of Practice

Four business people look at a photo on a table.

Leadership accountability

More than 400 leaders took Inclusive Leadership training in 2025. The training helped leaders create workplaces where everyone feels welcome and included.

Line up of workers wearing safety equipment in a factory.

Inclusive hiring

A Human Resources Best Practices Guidebook guides how Niagara Region increases diversity and inclusion in recruitment, hiring and promotion.

Communication for all

Niagara Region shared more than 240 important dates with staff and local municipalities to help people learn about different cultures and celebrate diversity.

Man in a wheelchair shakes hand with a man at a table. There are two other people sitting at the table watching.

Learn more about the plan

Read the plan in full, or follow along as we report on our progress.

Download the Diversity, Equity and Inclusion Action Plan (PDF)