Anti-Racism and Anti-Oppression Policy

Legislative History: Enacted July 25, 2023 (By-law No. CPOL.-409-167) to replace Diversity and Inclusion Policy for the City of London, as amended, and City of London Race Relations/Anti-Racism Policy, as amended; Amended June 3, 2025 (By-law No. CPOL.-409(a)-152)

Last Review Date: June 3, 2025

Service Area Lead: Director, Anti-Racism and Anti-Oppression

1.         Policy Statement

The City of London acknowledges that systemic racism and oppression exist within our Corporation, and community. To advance efforts related to Anti-Racism and Anti-Oppression, City Council and the Corporation have adopted an Anti-Racism and Anti-Oppression Framework and Equity Tool for use in all corporate policies, procedures, practices, programs, projects, plans, services, events, bylaws, and budget decisions. The Anti-Racism and Anti-Oppression division is committed to providing leadership, tools, and resources that support our Council and Civic Administration at all levels and Services Areas of the Corporation to collectively take proactive steps towards addressing systemic changes.

Civic Administration will use the Equity Tool to provide information and recommendations to Council to assist them in their decision-making regarding policies, procedures, practices, programs, projects, plans, services, events, bylaws, and budget that impact all Londoners. 

2.         Definitions

For the purposes of this policy: 

Corporation refers to The Corporation of the City of London

Racism refers to a belief that one group is superior or inferior to others. Racism can be openly displayed in racial jokes, slurs or hate crimes. It can also be more deeply rooted in attitudes, values and stereotypical beliefs. In some cases, people don’t even realize they have these beliefs. Instead, they are assumptions that have evolved over time and have become part of systems and institutions.

Anti-Racism and anti-oppression shall mean the active and consistent process of change to eliminate individual, institutional, and systemic racism as well as the oppression and injustice racism causes. 

Oppression shall mean the sustained and systemic use of institutional power and prejudice to disadvantage certain social groups while privileging others, through historical and ongoing patterns of discrimination rooted in social hierarchies such as race, gender, class, disability, sexuality, and other identity factors.

Equity-Denied Groups refer to communities of people who are excluded from fully participating in society because of systemic barriers.

Anti-Racism and Anti-Oppression Framework and Equity Tool refers to the corporate document, approved by Council which acts as a guide to making anti-racist and anti-oppressive change.

3.         Applicability

This Policy applies to The Corporation of the City of London (“Corporation”). The Anti-Racism and Anti-Oppression Framework and Equity Tool provides structured guidelines to enable the Corporation to work toward the elimination of racism and oppression.

4.         The Anti-Racism and Anti-Oppression Framework and Equity Tool

The Anti-Racism and Anti-Oppression Framework and Equity Tool is a strategic way to dismantle systemic racism and oppression through an intersectional lens. Through a series of questions, it prompts us to proactively examine the potential unintentional consequences of our decisions on equity-denied groups. It asks us to consider how to engage those impacted and provides a process that can create concrete strategies to address those inequities. It is also a way for us to evaluate and measure the impact we are making.

Our colonial history means that all systems, including our government, have been founded on systems of racism and oppression. As a result of this legacy, individuals hold biases which favour some groups over others. Using an Equity Tool minimizes the likelihood of continued oppressive practices and ensures we strategically identify and remove barriers to inclusion and intentionally advance equity. The Equity Tool supports our ability to demonstrate accountability towards improving equity for our staff and our community.

4.1     Who should use the Equity Tool?

This Policy applies to The Corporation of the City of London (“Corporation”), including its Advisory Committees.

Civic Administration – As an organization the City of London is committed to dismantling systemic racism and oppression.  Applying an Equity Tool is a way to document a tangible process and demonstrate improved outcomes. This will ensure that we remain responsible and accountable to demonstrating a commitment to making sustainable changes towards equity and inclusion. Staff and people leaders will be expected to use the Equity Tool if they are responsible for developing, implementing, revising, or evaluating City of London policies, procedures, practices, programs, projects, plans, services, events, and budgets. The responsibility to apply an Equity Tool extends to everyone who works with the City of London including volunteers, consultants, and external vendors. 

Council and Councillors – City Councillors have a unique opportunity to demonstrate their commitment to eradicating systemic racism and oppression and to model this through their decision-making. By ensuring that an Equity Tool has been used by staff for City policies, procedures, practices, programs, projects, plans, services, events, bylaws, and budgets and recommendations to Council to guide their values and inform their decisions we can anticipate an increased alignment between those commitments and action. By reviewing staff reports about the use of the Equity Tool, individual Councillors and Council may better consider the impact of their decisions on all Londoners, including those who are not represented amongst themselves.

4.2     Where can I find the Anti-Racism and Anti-Oppression Framework and Equity Tool?

The Anti-Racism and Anti-Oppression Framework and Equity Tool is updated regularly. The most up to date version can be located on our City of London website or by emailing arao@london.ca to request a copy.

4.3      Training and Implementation of the Anti-Racism and Anti-Oppression Framework & Equity Tool

The Anti-Racism and Anti-Oppression division is committed to providing leadership, tools, and resources that support our Council and Civic Administration at all levels and Service Areas of the Corporation to collectively take proactive steps towards addressing systemic changes.

To ensure a common understanding of Anti-Racism and Anti-Oppression, the following training modules have been developed for all staff.

ARAO Foundations Training is a prerequisite for use of the Equity Tool training 

Part 1: ARAO Foundations (online module)

Part 2: ARAO Foundations (In-person session)

Part 3: Equity Tool Training (In-person session)

Equity Tool training will be given to those staff who will be applying the tool directly to City of London policies, procedures, practices, programs, projects, plans, services, events, bylaws, and budgets.

4.4     Reporting 

As part of the process all are required to complete the Equity Tool Reporting Form. Use of the Equity Tool should also be noted in applicable reports to the Senior Leadership Team and Council. 

Email arao@london.ca for a copy of the reporting form.