Help us Develop an Equity, Diversity, Inclusion and Anti-Racism Action Plan





Your YMCA believes in creating safe and welcoming spaces for all. We believe there is no place for racism and intolerance, and we're committed to listening, learning and making the changes needed to make this a reality.

The YMCA of Three Rivers is Canada’s newest and one of its largest YMCAs; the result of the merger of the YMCA of Kitchener-Waterloo, YMCA of Cambridge, YMCA/YWCA of Guelph, and the YMCA of Stratford-Perth in October 2020.

Our name is a nod to the communities we serve and the rivers that run through each; rivers that have, for centuries, served as the lifeblood of human connection on the traditional territories and treaty land of the Haudenosaunee, Annishnaabeg, Wendat, Neutral peoples, and Mississaugas of Credit First Nation.

The YMCA of Three Rivers employs nearly 1,300 employees and operates a diverse array of programming across our communities including licensed Child Care, before-and-after-school programs, Youth programs, Health & Wellness centres, Employment Services, Immigrant Services, Student Nutrition programs, data-driven employee well-being programs, EarlyON programs, summer day camps, and the largest YMCA overnight camping program in the country.

Like many organizations in the spring of 2020, we turned our gaze internally and didn’t like everything we saw. For a charity that likes to bill itself as a place “where everyone belongs” we had to reckon with the fact that this is not always true and that internal and external systemic barriers exist. This we know. We likely have further blind spots and lack the expertise (and sometimes lived experience) to recognize them and address them well. As such, are seeking external expertise to work with us to be better and serve better.

We started this work with the development of a new Mission, Vision, Values and Guiding Principles which 
you can find here. This particular work was developed “from the ground up” through a consultative process with a staff-led work group that advised the Board of Directors on its development.

Despite a significant operational deficit in 2020 and another projected deficit in 2021, we allocated resources in our current budget and that’s where you come in.

We know we need to do better. We want to do better. We need some help to do it well.

Request for Expression of Interest (EOI)

The YMCA of Three Rivers (YMCA) is pleased to invite you to respond to this EOI. The focus of this EOI is to select a consultancy to provide services to the YMCA of Three Rivers with respect to the development of an EDI and anti-racism action plan.

We are looking for a consultant(s) to conduct a review of current YMCA of Three Rivers policies, programs, and partnerships with the aim of identifying barriers related to equity, diversity, inclusion and/or racism experienced by staff and volunteers, and members of those communities that access YMCA programs. The key outcome will be recommendations on how to remove barriers and create more equitable outcomes across our programs, policies, and partnership efforts.

This EOI is specifically for the YMCA of Three Rivers; however, please note that as a Federation of Associations in Canada, YMCAs may, at their discretion, choose to share outcomes and deliverables within the Federation.


Clarification Questions and Answers


Will the consultant(s) only make recommendations about what questions to pose during consultations with stakeholders in order to surface valuable and actionable feedback, or will they also provide recommendations as to who the YMCA of Three Rivers might want to include as stakeholders to ensure a broad pool of feedback and insight is gathered (in the spirit of diversity and inclusion!)?

The YMCA of Three Rivers are open to ideas and suggestions from respondents, including stakeholder recommendations. We recognize that, as experts in this field, firms/consultants may see merit in suggesting alternate approaches that could benefit our Y. 


Will there be a core HR team that the consultant(s) will work with for this component of the work? Regular access to HR will be beneficial in order to understand things like the intent behind the policies, historical feedback around the policies, etc.

Consultant(s) will be provided with all necessary resources, including access to our HR team, to support this project. They will also have access to a connection in each department to be consulted on impacts of past and present HR policies and to determine what is working or not from viewpoints other than HR. 


Is the scope of this work primarily policy review and recommendations, with the HR team taking those recommendations forward (writing, sign-off)?

Yes, for the policy piece.

The outcome should be a full report to help us understand our current policies that are working well, how to build on what is working, an outline of identified shortcomings in our current polices and recommendations on how to address them. HR will be responsible for implementing those recommendations.


Will this opportunity extend beyond the Board succession management, and include internal senior leadership pipeline as well?

Based on the consultant(s) recommendations, we are open to exploring this opportunity to include our senior leadership team.

While the scope of this project appears to be surfacing recommendations, are there opportunities to bring learning and development forward as a solution, based on findings and recommendations?

Yes, learning and development opportunities/recommendations can be brought forward.