Policy Target
Access to financial services and products
EVIDENCE-BASED STRATEGY
Initiatives ensure equitable conditions for all people to access financial resources and products.
SAMPLE INDICATORS
- Number/percentage of people who report enjoying power to choose whatever financial services and products best meet their needs (e.g., stratified by socioeconomic status)
- Web accessibility
- Use of assistive technology in online and mobile financial services
- Number/percentage of rural and remote communities with adequate broadband infrastructure
- Trends in use of financial apps and online services (e.g., among people with vision disabilities)
EVIDENCE-BASED STRATEGY
Regardless of their social backgrounds and identities, people do not feel discriminated against and are treated equitably.
SAMPLE INDICATORS
- Number/percentage of initiatives that offer professional training opportunities focused on increasing cultural awareness and addressing staff’s assumptions and misconceptions of people’s financial knowledge and behaviours, particularly at financial institutions
- Number/percentage of seniors and women who report receiving condescending financial advice
- Type of advice for investments received (e.g., among non-white and white people)
- People’s perception of the availability and accessibility to mechanisms to report discrimination in services and programs
EVIDENCE-BASED STRATEGY
Organizational culture embraces diversity and inclusion to better respond to and support people’s needs and values. Initiatives help staff have a clear understanding of the multiple, complex effects of discrimination disadvantaged people face due to their social identities and backgrounds (e.g., senior Black women with hearing impairment). Workplaces strengthen their diversity and inclusiveness strategies, including in hiring and promotion processes.
SAMPLE INDICATORS
- Availability of periodic staff training programs on practices about how to be respectful to diversity and inclusive in their day-to-day activities
- Number/percentage of staff feeling well-prepared to deal with socioculturally diverse clients
- Number/percentage of initiatives with promotion of diversity and inclusiveness as part of the organizations’ goals
- Percentage of applicants for open positions from diverse social backgrounds
- Ratio of female and non-binary candidates who were selected for a job interview to that of male candidates
- Trends in promotions awarded to people from diverse and non-diverse social backgrounds
- Inequalities in retention levels (e.g., based on sex, gender, race/ethnicity, and age)