Terms of reference for the Diversity and Inclusion Committee
The purpose of the Diversity and Inclusion Committee of the Canadian Museum for Human Rights (CMHR) Board of Trustees is to assist the Board and the Presidentand CEO in ensuring that the mandate of the Museum to promote human rights and respect for all is fully reflected in its internal operations as well as in its programming, with a view to overcoming systemic racism, discrimination and oppression, and to model an inclusive society built on respect for one another.
B. Composition and Operations
- The Committee shall be composed of no fewer than three trustees and no more than five trustees. The Board Chair shall be an ex-officio voting member of the Committee. The President and CEO shall be an ex-officio non-voting member of the Committee.
- The Board shall appoint the Committee Chair from among the Trustees.
- The Committee shall meet at least three times each year.
- A majority of the Committee members shall represent a quorum.
- The membership of the Committee may also include non-voting external independent advisors engaged to expand the experience and expertise of the Committee.
- The Secretary to the Committee shall be the Corporate Secretary or delegate.
C. Duties and Responsibilities
- Provide high-level oversight over an external review of CMHR workplace culture, practices, policies and processes for the purpose of examining recent allegations of systemic racism, homophobia, sexual harassment and other forms of oppression.
- Receive and disseminate (with due attention to the protection of personal information and privacy) reports received from the external reviewer(s).
- Oversee the development of an action plan after consideration of recommendations contained in external review report(s), recognizing that the fight against systemic racism, homophobia, sexual harassment and other forms of oppression must be ongoing, and must be a priority.
- Monitor and provide accountability for the Museum’s compliance with implementing the action plan referenced above.
- Working with other Board committees, initiate and participate in the development of new policies or the revision of existing ones, related to matters of systemic racism, discrimination and oppression.
- Act as the Board’s champion for changes to CMHR workplace culture that promote a bias-free work environment and a fully welcoming institution for all staff, visitors, donors, board members and community partners.
D. Committee Member Skills and Qualifications
Committee members and external advisors should have experience working on diversity and inclusion issues and, ideally, lived experience as a member of a group which has historically experienced discrimination or oppression. They should have a commitment to diversity and inclusion and be committed to continuing the process of self-understanding and education at the CMHR, and should be comfortable talking about race and discrimination issues.
Ideally the Committee composition would include members of Black, Indigenous, LGBTQ2+ and racialized communities.
The Committee shall report on its discussions to the Board at each Board meeting in accordance with the Committee guidelines.
F. Effective Date
These terms of reference are in effect as of June 26, 2020.