Conseil des écoles publiques de l'Est de l'Ontario (CEPEO)

Introduction: A School Board Reflecting 100 Countries

In classrooms across the Conseil des écoles publiques de l’Est de l’Ontario (CEPEO), students and staff trace their roots to every corner of the world. This diverse cultural mosaic has created a community where everyone feels seen, heard, and valued.

Those values of inclusion and equity drive CEPEO’s Équité, Inclusion et Droits de la personne (EIDP) Strategy— which is an ambitious, organization-wide initiative that has reshaped how the board supports students, staff, and families.

“When we talk about equity and inclusion, we’re really talking about the conditions that allow every student and every teacher to flourish,” said Amine H. Aïdouni, Superintendent of Education. “It’s not just a program. It’s a way of living together.”

Solution: Walking the Walk

Because of the EIDP Strategy’s ambitious, organization-wide scope, CEPEO took a highly collaborative approach to creating it. Many of the same stakeholders that helped bring the Strategy to life now help make it part of CEPEO’s everyday operations. These ‘critical friends’ include:

• The Canadian Centre for Diversity and Inclusion
• The Office of the Superintendent
• The educational services, human resources, and communications departments
• The Office for the Commissioner for Equity, Inclusion and Human Rights
• The facilities and real estate services, identity-building, and cultural programming teams
• The Indigenous Education, equity and human rights advisory, parent involvement, and special education advisory committees
• The Committee for Student and Learner Well-Being and Success
• The EIDP team itself

CEPEO’s collaborative approach requires a posture of listening, caring, and humility. Seeking the insights and perspectives of such a broad group allowed the EIDP team to develop a better understanding of the issues facing each identity group of CEPEO students, receive constructive feedback from inside and outside the Board, and become a better ally for each identity group that CEPEO serves.

The EIDP Strategy – created in 2020 and now up and running – translates CEPEO’s 2020–2026 Strategic Plan into tangible action. The Strategy builds on three pillars that touch every part of the organization:

1. Student-Classroom-School - Creating Inclusive Learning Environments

At the heart of the EIDP Strategy is the student experience. CEPEO developed an Equitable and Inclusive Schools Progress Tool to help schools monitor their progress and reflect on what works and what doesn’t. It also created the Living Together Calendar, which highlights 25 marginalized identity groups through classroom activities, helping students see themselves — and others — reflected in the curriculum.

The Forum du vivre-ensemble (Living Together Forum), held annually and alternating between students and staff, is a cornerstone of this work. In June 2025, over 5,000 educators participated in the staff edition of the forum, which is a week-long celebration of inclusion and dialogue across CEPEO.

“These forums aren’t just events; they’re moments of connection,” said Aïdouni. “They remind us that diversity is not something to manage — it’s something to celebrate.”

2. Human Resources - Making Inclusion a Daily Practice

CEPEO has made equity and inclusion part of every educator’s professional journey. More than 5,000 staff members have completed mandatory foundational training on equity, diversity, and unconscious bias, and leadership teams have received in-depth sessions on inclusive management and cultural competency.

The board also reviewed its hiring and promotion practices through an equity lens so that there is equitable access to leadership opportunities.

“We wanted everyone, from teachers to administrators to custodians, to know that equity is part of their job description,” said Aïdouni.

3. Continuous Improvement - Embedding Equity in Every Decision

To make sure the strategy continues to be a success, CEPEO created Ontario’s first Office of the Equity, Inclusion and Human Rights Commissioner – a model that other Francophone boards have also adopted. The Commissioner’s Office investigates concerns from staff, parents, and students, reinforcing accountability and trust.

Another tool – the Equity Lens – helps every employee consider inclusion in their day-to-day decisions, from classroom resources to facility design. And by joining the Canadian Centre for Diversity and Inclusion (CCDI), CEPEO has embedded itself in a broader network of learning and best practices.

Results: Better Learning and True Belonging

After six years of implementation, CEPEO’s culture has visibly shifted. Teachers report greater awareness of how identity shapes learning; parents feel more confident that their children are understood and supported; and students are more willing to express who they are.

Student leaders now speak the language of equity. “A few years ago, students didn’t use those words,” said Aïdouni. “Now they’re leading conversations about inclusion in their own schools.”

Staff also say they feel better-equipped to teach complex parts of Canada’s history and to respond to diverse student needs. Quantitatively, the impact is equally striking: 

• 5,000 employees completed mandatory equity training;
• 5,000 staff participated in the 2025 Living Together Forum; and
• 100% of CEPEO leaders completed diversity and inclusion awareness training.

  “We were able to take such a comprehensive approach because we collaborated on it together – teachers, parents, students, supportive stakeholders, and school board staff,” said Aïdouni. “The EIDP Strategy ensures that the French language in Ontario remains alive, relevant, and welcoming to everyone.”