Mandatory Training for Councillors: A Step Towards Gender Equity in Alberta’s Municipal Politics 

Introduction

The passing of Bill 20 marks a significant shift in Alberta’s approach to municipal governance, requiring councillors to attend orientation training. By mandating orientation training for incoming councillors, the provincial government aims to standardize the knowledge and skills of elected officials across the province. This legislative change also provides a unique opportunity to address gender equity in local politics.

As Ask Her advocates for the inclusion of women and gender-diverse people in political spaces, it is crucial to analyze this bill through a gendered lens to ensure it effectively supports and empowers women and gender-diverse councillors. In this commentary, we look at the provision in Bill 20 to implement mandatory orientation training for councillors, assess the opportunities and challenges, and analyze the impact on future representation and gender equity in our local elected spaces.

Understanding the Specifics of the Training

Bill 20 amends the Municipal Government Act (MGA) to require that “each councillor must attend” orientation training. This change builds on a previous provision, which only mandated municipalities to offer this training and did not require councillors to attend. The content of such training, its delivery method, and its scheduling are all critical factors that can influence its effectiveness and inclusivity.

To ensure the training benefits all councillors, it must cover various topics, including governance, ethics, financial management, and strategic planning. However, it is equally important that the training addresses issues of gender equity, diversity, and inclusion. Providing councillors with the tools to recognize and combat gender bias, understand the importance of diverse perspectives, and foster inclusive environments is essential for creating equitable municipal governments.

Identifying Barriers for Women

Women often face unique challenges in political spaces, including financing and fundraising for their campaigns and concerns over safety and harassment. Additionally, women still shoulder the majority of caregiving responsibilities. Mandatory training sessions must be designed considering the challenges women councillors face, particularly given that women experience a level of gendered violence and sexism that men do not.

To address these issues, training programs should offer flexible scheduling, virtual participation options, and childcare provisions, enabling women councillors to attend and fully engage. 

Furthermore, the prevalent issue of safety and harassment in political spaces necessitates a focused approach to training. Therefore, incorporating strategies for dealing with safety and harassment is crucial to ensure that women can navigate political spaces without fear of gendered violence and sexism.  This element of the training is essential in providing women with the tools and knowledge to handle and report incidents of harassment and to foster an understanding among all councillors of the severe impacts such experiences can have on one’s ability to serve effectively. Ensuring that training thoroughly covers safety and harassment will create a safer and more supportive environment.

Additionally, the training environment should be welcoming and supportive. Facilitators should be trained to recognize and address unconscious biases and to create an inclusive atmosphere where all councillors feel respected and valued.

Gathering Data and Research

Gathering relevant data and research is essential to effectively advocate for gender-sensitive training. Understanding the current participation rates of women in municipal councils and their attendance at voluntary training sessions can highlight gaps and areas for improvement. Collecting feedback from women councillors who have participated in previous orientation sessions can provide valuable insights into their experiences and challenges.

Researching best practices from other jurisdictions that have successfully implemented gender-sensitive training programs can also inform the development of Alberta’s training curriculum.

For instance, municipalities including Toronto and Edmonton have incorporated modules on gender equity and diversity into their mandatory training, with positive outcomes.  In Edmonton, the implementation of various EDI training has been instrumental in fostering gender equity. The City started the Women’s Advisory Voice of Edmonton (WAVE) Committee to provide recommendations to Council about women’s gender-based issues and opportunities concerning Council policies, priorities, and decisions. In Toronto, the inclusion of gender equity training has resulted in more equitable policy-making and increased representation of women in key decision-making roles, as seen by their ongoing establishment of the Gender Equity Unit. This further highlights the benefits of integrating gender-sensitive components into municipal training programs. 

Consulting with Stakeholders

Engaging with women councillors and other stakeholders is crucial for developing a training program that meets their needs. Current and former women councillors can provide firsthand accounts of their experiences and suggest practical improvements. Collaboration with advocacy groups focusing on gender equity in politics can also strengthen the push for gender-sensitive training.

Advocating for Gender-Sensitive Training

Based on the insights gathered, municipalities should advocate to ensure the mandatory training introduced by Bill 20 supports women and creates a unified team among all councillors.

Recommendations include:

While the CAMA guidelines emphasize diversity and inclusion, it is crucial to ensure these aspects specifically address the experiences of cis women, gender-diverse folks, and racialized and First Nations, Métis, and Inuit people. Training must include discussions on safety, harassment, and childcare. Addressing these issues through a gendered and racial lens can help councillors understand and mitigate the unique challenges all women face in political spaces.

Providing Training Through an Intersectional Lens

Another critical consideration is the unique opportunity presented by Bill 20 to improve the experiences of Black, Indigenous, Women of Colour, and members of the 2SLGBTQI+ community in municipal governance. 

Racialized women face compounded barriers due to intersectional discrimination, including higher rates of violence and harassment, systemic racism, and socio-economic disadvantages. For instance, the 2018 Survey of Safety in Public and Private Spaces (SSPPS) reveals that more than six in ten (63%) Indigenous women have experienced physical or sexual assault in their lifetime—substantially higher than their non-Indigenous counterparts. Nearly six in ten (56%) have faced physical assault, and almost half (46%) have endured sexual assault. Additionally, about two-thirds of First Nations (64%) and Métis (65%) women have been victims of violent victimization. 

It is important to highlight prominent figures, such as Jody Wilson-Raybould, who have publicly addressed the systemic racism and political retaliation that Indigenous women encounter. At the same time, Celina Caesar-Chavannes has discussed the racial microaggressions and biased scrutiny she has faced. 

Members of the 2SLGBTQI+ community, particularly those who are gender-diverse, also face unique challenges such as discrimination, exclusion from social and political spaces, and higher risks of mental health issues, which can be barriers to effective participation in municipal governance.

Therefore, it is paramount that orientation training for incoming councillors addresses systemic issues of violence against people of all demographics. If done well, with support and accountability at the highest levels of leadership, orientation training mandated by Bill 20 can be a pivotal tool in ensuring that these groups are adequately supported and represented in municipal councils. It incorporates the perspectives and experiences of these influential figures and addresses the specific needs and challenges faced by Black, Indigenous, Women of Colour, and members of the 2SLGBTQI+ community.

Engaging Men in the Conversation

Diversity and inclusion training should include strategies for engaging men in gender-sensitive training. When men are actively involved in discussions about gender equity, they become allies and advocates, which can lead to more meaningful and sustained changes in attitudes and behaviours. Their involvement can help challenge and dismantle harmful stereotypes and biases, promote shared responsibility for addressing gender-related issues, and create a culture of respect and collaboration. By including men in these conversations, we ensure that gender equity is not seen as a women’s issue alone but as a collective responsibility that benefits all members of the community.

Conclusion

Bill 20’s mandate for councillors to attend orientation training represents a pivotal opportunity to advance gender equity in Alberta’s municipal politics. By carefully designing the training to address the unique challenges women councillors face and incorporating insights from best practices and stakeholder feedback, Alberta can set a new standard for inclusive governance. As advocates, we are responsible for ensuring that this legislative change standardizes training and empowers all councillors, particularly women, to succeed and lead effectively in their communities.

Recommendations: 

  • Training should extend beyond basic governance to explicitly address gender equity, diversity, and inclusion, equipping councillors to foster inclusive environments.

  • Implement flexible scheduling and virtual options, with childcare support, allowing all councillors, especially women, to fully engage in training.

  • Include specific modules on safety and harassment to empower women to navigate political spaces safely and confidently.

  • Ensure training facilities are welcoming, with facilitators skilled in recognizing and addressing unconscious biases.

  • Utilize research to understand women’s participation and challenges in councils, helping tailor training to meet these needs.

  • Collaborate with women councillors and advocacy groups to develop training that addresses the needs of diverse community members.

  • Look to models from cities like Toronto and Edmonton, where gender equity training has improved policy-making and increased women’s leadership roles.

  • Engage men in gender equity discussions, promoting their role as allies in achieving inclusive governance.

  • Address barriers marginalized groups face, ensuring training supports their unique needs and full participation.

Ask Her