PURPOSE

Lean Agility is committed to fostering a work environment that is inclusive, equitable and diverse. One where we celebrate differences, where each employee and independent consultant is treated fairly and is respected for those differences, and where every team member has an equal opportunity to contribute to the success of our company and reach their full potential. This commitment stems from our most senior leaders and includes every member of our team.

SCOPE

This policy applies to all current employees of Lean Agility and independent consultants, and it extends to our treatment of vendors and suppliers, visitors, customers and job applicants.

DEFINITIONS

For the purpose of this policy and for interpretation by our team members:

• Diversity refers to the differences in the make-up of our team members, including age, race, colour, national or ethnic origin, family or marital status, sex, gender identity or expression, sexual orientation, language, physical and mental ability, genetic characteristics, political affiliation, religion, socio-economic status, and other characteristics that makes each of us unique.
• Equity means ensuring fair access to all economic opportunities for everyone, regardless of diversity or difference. Equity addresses the effects of colonization, economic and social disparity, and injustices against marginalized groups. It also addresses systemic barriers to access and participation in opportunities, sometimes through practices that may not appear to be “equal”.
• Inclusion is the process through which the company builds community and where team members and the organization at large experience the benefits of diversity. Inclusion provides everyone with the right to participate in our workplace.

COMMITMENTS

As a company, Lean Agility is committed to:

• Creating an environment where the individual differences and contributions of all team members are recognized and valued.
• Maintaining a work environment that promotes dignity and respect for everyone.
• Attracting and retaining a skilled and diverse workforce that best represents the talent that is available within the communities in which we operate.
• Ensuring all selection-based criteria are appropriate and based on diverse skills, experience and perspectives when hiring new staff, engaging new independent consultants and promoting current team members.  Selecting team members for new jobs, promotions or engagements is based solely on merit.
• Regularly reviewing and updating as required all employment and engagement practices and policies that do not support the intention behind this policy – including, but not limited to: recruitment and selection; retainment of independent consultants; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; terminations; and the ongoing development of a work environment built on the premises of diversity, equity and inclusion.
• Reviewing diversity statistics on an ongoing basis to ensure representation of our communities within and at all levels of our workforce.
• Complying with all associated legislation requirements.
• Always encouraging respectful communication.
• Actively discouraging, and addressing through appropriate disciplinary action, any forms of intimidation, bullying, victimization, vilification or harassment that result from or are contrary to the intentions of this policy.

Additionally, we expect our company leaders to:

• Understand their role in promoting diversity, equity and inclusion within our company.
• Act in accordance with this policy at all times.
• Actively discourage and address any actions that are contrary to this policy.

And we require all team members to:

• Treat all other team members with dignity and respect at all times.
• Act in accordance with this policy at all times.
• Identify and bring forward any situations that are contrary to this policy.

COMPLAINTS

It is the expectation of Lean Agility that all team members adhere to the commitments outlined above. Should you witness any breach of this policy, please advise Anne Wiltshire (anne@leanagility.com).

If you are personally in violation of any commitments or the general intention of this policy, disciplinary action, up to and including termination, may be taken. The disciplinary action will be in direct correlation to the nature and extremity of the violation.

REPRISALS

Any team member who files a valid complaint in accordance with this policy will not be subject to any form of retaliation either direct (e.g. dismissal, demotion or termination of contract) or indirect (e.g. being passed over for a promotion or project).

POLICY REVIEW

Lean Agility is committed to reviewing our policies regularly. This policy will be reviewed no less than once every three years. (December 2028)