Introduction

At LGA Architectural Partners, we are committed to fostering an inclusive, equitable, and diverse workplace where every individual is valued and respected. We recognize that embracing equity, diversity, and inclusion (EDI) is essential for creating a positive work environment and enhancing our ability to deliver high-quality architectural services. By actively promoting EDI principles, we aim to reflect the diverse society we serve and contribute meaningfully to the communities in which we operate.

Purpose

The purpose of this Equity, Diversity, and Inclusion (EDI) Policy is to establish a clear framework that promotes a respectful, inclusive, and equitable workplace at LGA Architectural Partners. This policy exists to:

• Promote Equal Opportunity: Ensure that all employment practices are free from discrimination and provide equal opportunities for all individuals, regardless of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, and conviction for an offence for which a pardon has been granted.
• Foster an Inclusive Work Environment: Create a culture where diverse perspectives are valued, and all employees feel included and empowered to contribute fully to the organization’s success.
• Enhance Community Engagement: Reflect the diversity of the communities we serve and strengthen our relationships with clients, partners, and stakeholders through inclusive practices.
• Comply with Legal Obligations: Adhere to all applicable federal and provincial laws, including the Employment Equity Act, Accessibility for Ontarians with Disabilities Act (AODA), and the Pay Equity Act, to ensure legal compliance in all aspects of our operations.
• Promote Social Responsibility: Demonstrate our commitment to social responsibility by actively working to redress systemic imbalances within the architectural profession and the broader society.

By articulating these objectives, this policy aims to guide our actions and decisions, ensuring that equity, diversity, and inclusion are integral to our organizational culture and practices.

Definitions

To foster a shared understanding of the principles outlined in this policy, the following key terms are defined:

• Equity — Equity refers to the fair and just treatment of all individuals, taking into account their unique needs and circumstances. It involves recognizing and addressing systemic imbalances and barriers that may prevent certain groups from fully participating or accessing opportunities within the organization. Equity aims to create a level playing field by implementing policies and practices that promote fairness and justice.
• Diversity — Diversity encompasses the range of differences among people, including but not limited to race, ethnicity, gender, age, sexual orientation, gender identity or expression, disability, religion, cultural background, and life experiences. Embracing diversity means valuing and respecting these differences, understanding that they enhance our perspectives, creativity, and ability to serve a diverse clientele effectively.
• Inclusion — Inclusion is the practice of creating an environment where all individuals feel welcomed, respected, supported, and valued. It goes beyond merely acknowledging diversity by actively engaging and integrating diverse perspectives into all aspects of the organization. Inclusion ensures that everyone has equal access to opportunities and resources, enabling them to contribute fully to the organization’s success.
• Discrimination — Discrimination refers to any unjust or prejudicial treatment of individuals or groups based on protected grounds as outlined in the Canadian Human Rights Act and the Ontario Human Rights Code. This includes actions, decisions, or policies that disadvantage individuals because of characteristics such as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, or a pardoned criminal conviction. Discrimination can be direct or indirect and may occur intentionally or unintentionally.
• Harassment — Harassment is any unwelcome behavior or conduct that demeans, humiliates, or intimidates an individual. It includes actions, comments, or displays that a reasonable person should know are offensive or unwelcome. Harassment can be based on any of the protected grounds and may occur in various forms, including verbal remarks, physical gestures, written communication, or visual displays. It creates a hostile or offensive work environment and undermines an individual’s dignity and well-being.
• Systemic Barriers — Systemic barriers are policies, practices, or cultural norms within an organization that, intentionally or unintentionally, exclude, disadvantage, or marginalize certain groups of people. These barriers are often deeply embedded in organizational structures and can perpetuate inequalities by limiting access to opportunities, resources, or advancement. Identifying and dismantling systemic barriers is crucial for achieving true equity and inclusion within the workplace.

By clearly defining these terms, we aim to promote a common understanding and commitment to the principles of equity, diversity, and inclusion across all levels of LGA Architectural Partners.

Policy Statements

Non-Discrimination

LGA Architectural Partners is unwavering in its commitment to maintaining a workplace free from discrimination. We strictly prohibit any form of discrimination against employees, job applicants, clients, contractors, or any other individuals associated with the organization based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, or conviction for an offence for which a pardon has been granted. This commitment aligns with the Canadian Human Rights Act and the Ontario Human Rights Code, ensuring that all individuals are treated with dignity and respect in every aspect of their interaction with the company.

Equal Opportunity Employment

We are dedicated to upholding fair and equitable hiring practices that promote diversity and inclusion within our workforce. LGA Architectural Partners actively seeks to recruit, hire, train, and promote individuals based on merit, qualifications, and abilities, without bias or prejudice. We are committed to the principles outlined in the Employment Equity Act, striving to achieve equitable representation of women, Indigenous peoples, persons with disabilities, and visible minorities at all levels of the organization. Our recruitment and selection processes are designed to identify and eliminate systemic barriers, ensuring equal access to employment opportunities for all qualified candidates.

Accommodation

In accordance with the Accessibility for Ontarians with Disabilities Act (AODA) and other relevant legislation, LGA Architectural Partners is committed to providing reasonable accommodations to employees and job applicants with disabilities. We recognize the importance of creating an accessible work environment that enables individuals with disabilities to perform their duties effectively and participate fully in all aspects of employment. Employees requiring accommodation are encouraged to communicate their needs to Human Resources or their immediate supervisor. The company will engage in a collaborative process to assess the accommodation request and implement appropriate measures, which may include adjustments to workstations, flexible work schedules, assistive technologies, or other necessary modifications.

Harassment Prevention

LGA Architectural Partners maintains a zero-tolerance policy towards harassment in any form. Harassment is defined as unwelcome behavior or conduct that demeans, humiliates, or intimidates an individual, and it will not be tolerated under any circumstances. Examples of harassment include, but are not limited to, offensive comments or jokes, inappropriate physical contact, displaying derogatory images or texts, and any other actions that create a hostile or offensive work environment. Employees found to have engaged in harassment may face disciplinary actions, up to and including termination of employment. All employees are responsible for contributing to a respectful workplace and are encouraged to report any incidents of harassment promptly. Reports will be handled confidentially and investigated thoroughly in accordance with established procedures.

Procedures for Reporting and Resolving Issues

LGA Architectural Partners is committed to providing a safe, respectful, and inclusive work environment where all forms of discrimination and harassment are not tolerated. To uphold this commitment, the following procedures have been established for reporting and resolving issues related to discrimination, harassment, or any violations of this Equity, Diversity, and Inclusion (EDI) Policy.

Reporting Incidents

Employees who experience or witness any form of discrimination or harassment are encouraged and expected to report the incident promptly. Reports can be made to any of the following:

• Immediate Supervisor or Manager: Employees may report concerns directly to their immediate supervisor or manager, who is responsible for addressing the issue appropriately.
• Human Resources: For confidentiality or if the supervisor is involved in the incident, employees may report directly to Human Resources.

Reports should include detailed information about the incident, including the date, time, location, individuals involved, and any witnesses. While written reports are encouraged for clarity, verbal reports are also accepted and will be documented by the receiving party.

Investigation Process

Upon receiving a report of discrimination or harassment, the following steps will be undertaken:

1. Acknowledgment: The report will be acknowledged promptly, and the reporting individual will be informed about the next steps in the process.
2. Initial Assessment: A preliminary assessment will be conducted to determine the nature and scope of the allegations and whether they fall under the purview of this policy.
3. Appointment of Investigator: An impartial investigator, either internal or external, will be appointed to conduct a thorough investigation. The investigator will have appropriate training and experience in handling such matters.
4. Investigation Procedures:

• Collection of Information: The investigator will gather all relevant information, including interviewing the complainant, the respondent, and any witnesses.
• Documentation: All interviews and findings will be documented meticulously to ensure accuracy and completeness.
• Confidentiality: The investigation will be conducted confidentially to the extent possible, respecting the privacy of all parties involved.

5. Findings and Recommendations: Upon concluding the investigation, the investigator will prepare a report outlining the findings and recommending appropriate actions.
6. Decision and Action: Management, in consultation with Human Resources and legal counsel if necessary, will review the report and determine the appropriate course of action. This may include disciplinary measures against the offending party, up to and including termination of employment.
7. Communication: The complainant and the respondent will be informed of the outcome of the investigation, respecting the confidentiality and privacy rights of all individuals.

Confidentiality

LGA Architectural Partners is committed to maintaining the confidentiality of all reports and investigations to the fullest extent possible. Information will be shared strictly on a need-to-know basis to facilitate a thorough investigation and appropriate resolution. All parties involved are expected to respect the confidentiality of the process.

Protection from Retaliation

Retaliation against individuals who report incidents of discrimination or harassment, or who participate in an investigation, is strictly prohibited. Any form of reprisal or adverse employment action taken against a person for making a good-faith report or for cooperating in an investigation will be subject to disciplinary action, up to and including termination of employment.

False Allegations

While LGA Architectural Partners encourages the reporting of all incidents of discrimination and harassment, making false or malicious allegations is a serious offence. Any employee found to have intentionally made a false claim may be subject to disciplinary action.

Continuous Improvement

LGA Architectural Partners is committed to reviewing and improving these procedures regularly to ensure their effectiveness. Feedback from employees on the reporting and resolution process is welcomed and will be considered in future policy enhancements.

By establishing these clear procedures for reporting and resolving issues, we aim to create a workplace where all employees feel safe, respected, and empowered to contribute fully to our collective success.

Community Engagement and Social Responsibility

At LGA Architectural Partners, our commitment to equity, diversity, and inclusion extends beyond our internal practices to the communities we serve. We actively engage in initiatives that promote social responsibility, support community development, and contribute to societal equity. Our projects and partnerships are designed to address systemic imbalances and foster inclusive growth.

Diverse Collaborations and Social Purpose

Central to LGA’s culture of intellectual and aesthetic curiosity is a socially-progressive interest in addressing systemic imbalances within the architectural profession and society at large. We are committed to fostering equity in our workforce by maintaining balanced representation and promoting equal opportunities for all individuals, regardless of gender, ethnicity, or background.

Our collaborative working model extends to practitioners, artists, and fabricators in the allied arts, who enrich both our processes and architectural outcomes. Collaborating with individuals whose expertise differs from our own broadens and deepens our projects, enabling us to undertake challenges that we might not have been able to tackle independently.

LGA actively collaborates with Indigenous artists and communities. For example, our partnership with Métis artist Christi Belcourt on the Toronto Birth Centre (2014) reflects our commitment to inclusive design and cultural recognition. The centre is the first midwife-led, Indigenous-focused facility in urban Ontario to offer an alternative birthing experience to hospital maternity wards. Each of the centre’s birthing rooms features a unique mural commissioned by the artist, inspired by traditional healing plants and trees that align with the Toronto Birth Centre’s core values.

Community Economic Development Initiatives

Many of our projects in the not-for-profit sector involve social and economic development planning through community-based initiatives that directly generate local economic growth. Key outcomes focus on generating employment opportunities, fostering broader community integration, and strengthening ties to the wider neighbourhood.

For instance, in the Scadding Court Community Centre’s Market 707 project in Toronto, we collaborated with our client to retrofit shipping containers into market stalls. These stalls offer low-cost, low-barrier venues for community-based start-up businesses, exemplifying both direct and indirect community economic development. Similarly, for FoodShare Toronto, we retrofitted a TTC Wheel-Trans bus into a mobile food market operated by community members, serving clients living in identified food deserts in the Greater Toronto Area. This service has sparked a pop-up market phenomenon, where residents sell homemade food during the scheduled arrival times of the FoodShare bus, fostering community engagement and local entrepreneurship.

Workforce Development and Mentorship

LGA Architectural Partners is committed to cultivating the next generation of architects through active mentorship and participation in professional development programs. Partners and associates take active roles in internal mentorship and in external programs such as the provincial Intern Architect Program and the RAIC Syllabus Program.

We have had the opportunity to work with many socially innovative and committed organizations that believe in the strength of their communities and their positive contributions to the design process. Construction skills training on projects has taken the form of pre-apprenticeship programs managed by contractors, sub-trades, and suppliers, all incorporated into tender documents where residents have worked on building their future homes.

During the design phase, skills training has included job shadowing, summer placements, internships, and scholarships across a wide range of disciplines among the entire consultant team. Projects have also facilitated community partnerships, providing opportunities to learn commercial cooking skills, catering, art projects, illustration, computer programming, office skills, and urban agriculture. The firm has a policy of working individually with each intern architect on the path to licensure. Over the past 25 years, 15 of the firm’s intern architects have become licensed—a significant achievement for a relatively young office.

Support for the Arts and Educational Initiatives

LGA Architectural Partners is dedicated to fostering individual growth and supporting initiatives that promote architecture and the arts, both within the studio and in the broader community. Our commitments include:

Legal Compliance Disclaimer

LGA Architectural Partners is committed to full compliance with all applicable federal and provincial laws and regulations pertaining to equity, diversity, and inclusion. This Equity, Diversity, and Inclusion (EDI) Policy is designed to align with the Canadian Human Rights Act, the Ontario Human Rights Code, the Employment Equity Act, the Accessibility for Ontarians with Disabilities Act (AODA), the Pay Equity Act, and any other relevant legislation.

We acknowledge that laws and regulations may evolve over time. Accordingly, this policy will be reviewed regularly and updated as necessary to reflect any changes in legislation or the introduction of new legal requirements. By proactively adapting to legal developments, we ensure that our practices remain lawful, ethical, and effective in promoting a diverse, inclusive, and equitable workplace.

Employees, contractors, and all individuals associated with LGA Architectural Partners are expected to adhere to this policy and the legal obligations it encompasses. Failure to comply with this policy or applicable laws may result in disciplinary action, up to and including termination of employment or contractual agreements.

For any questions or concerns regarding this policy or its application, individuals are encouraged to contact Human Resources. We are committed to providing guidance and support to ensure that all members of our organization understand and fulfill their legal and ethical responsibilities.

By including this Legal Compliance Disclaimer, we reaffirm our dedication to operating within the framework of all relevant laws and regulations, while maintaining our commitment to fostering an environment of equity, diversity, and inclusion.