1. Cultural Competency Moya Teklu Society of Ontario Adjudicators & Regulators November 6, 2014

2. What is the ALLY Campaign? Empowers employees to combat discrimination by providing knowledge, skills and confidence to: –see past own privilege –develop understanding of experiences of colleagues and patients who face discrimination –recognize overt and covert discrimination –interrupt instances of discrimination

3. Why launch the ALLY Campaign? Quality care is equitable care Workplace harassment and discrimination can lead to adverse health outcomes for employees Legislative compliance –Human Rights Code –Occupational Health and Safety Act –Excellent Care for All Act

4. What is an ALLY? ALLYBYSTANDER Thinks about impact of own behaviour Unaware of impact of actions (or inactions) Takes time to listenDoes not listen Acknowledges and affirms people’s experiences Denies or minimizes people’s experiences Speaks out against inappropriate behaviour Lets inappropriate behaviour occur without intervention Works to remove systemic barriers Accepts the way things are as “normal” Makes mistakes and learns from them Makes excuses -- Unwilling to learn (and unlearn)

5. How does one become an ALLY? LEARN about the issues (e.g. barriers, discrimination, marginalization, privilege). REFLECT on your privilege, assumptions, behaviour, biases, environment. PRACTICE how to respond to exercises of privilege, stereotyping, discrimination and harassment.

6. Step 1 - Learn I know … discrimination when I see/hear _______________. homophobia when I see/hear _______________. racism when I see/hear _______________. transphobia when I see/hear _______________. ableism when I see/hear _______________.

7. Step 2 - Reflect Read through each statement and consider whether the statement applies to you. YESNO I can kiss my partner goodbye at the airport and be confident that onlookers will either ignore us or smile. I can plan to attend social events and not worry about whether they are wheelchair accessible. I walk alone when it’s dark and do not fear for my safety. I see people of my race represented at all levels of my workplace. When I complete a survey, questionnaire or intake form, my gender is represented by a check box. I can tell my boss and coworkers about my mental health status without fear of losing my job.

8. STEP 3 – Practice Subtly model bias-free language/behaviour Appeal to common values and principles that guide the organization Assume good intent Explain the impact of the comment/conduct Refer to your own learning/journey Call on the person’s higher principles Ask a clarifying question Use non-verbal signals Be direct

9. Measuring Change Include Me! 2013 Workforce Census Measuring Health Equity - Patient Demographic Data Collection E-Learning Survey Results Anecdotal Evidence