Inclusion and Diversity Statement (Revised June 2020)

Canadian Chapter of ACHE Policy Statement on Inclusion and Diversity and Inclusion

The Canadian Chapter of ACHE (Chapter) acknowledges the traditional, ancestral, and unceded territory of the Indigenous Peoples from across Turtle Island.  We are grateful to have the opportunity to work and learn on this land.  The Chapter recognizes the long history and traditions of Indigenous peoples and that the work of inclusion is a step toward reconciliation between Indigenous and settler populations.

The Chapter works to foster an inclusive environment recognizing the contributions and supporting the advancement of all, regardless of race, ethnicity, national origin, religion, age, marital status, gender, sexual orientation, gender identity or disability.  Our inclusive environment will echo externally, enhancing health care quality, improving organization/ community relations, and positively affecting the health status of the population. This priority is reflected in the Chapter’s activities, initiatives, and strategic direction.

The Chapter values and prioritizes diversity within the health care management field as both an ethical and business imperative. The Chapter embraces initiatives promoting diversity to improve the workforce for member’s organizations as well as the Chapter itself.  The Chapter demonstrates its priority of diversity leadership and member compositions as diverse participation catalyzes improved decision making, productivity, and a competitive advantage. The Chapter notes the vast geography of Canada and the importance of nation-wide Board representation.  The Chapter supports the use of French and English languages, as well as local Indigenous languages as appropriate.

The Chapter commits to promote inclusion and diversity through the following activities:

Within the Chapter Organization:

  • The Chapter will begin meetings acknowledging Indigenous Peoples and their land.
  • The Chapter and Nominating Committee will work to create and maintain a diverse Chapter leadership representing the populations and geography we serve. There will be best efforts to encourage broad diversity on the Board, including Francophone and Indigenous representation.
  • Inclusion and diversity will form part of the Chapter’s operational plan and the Chapter will provide a progress report as part of the Annual Business Meeting. Activities may include a periodic confidential survey, efforts to engage students, linguistics, etc.
  • Working toward Reconciliation is an imperative as it supports predictability in relationship building and reporting. Referencing Principles of Reconciliation (trc.ca), the Chapter will ensure its annual goals assist the Chapter in tangible actions related to Reconciliation.

Within the healthcare management field:

  • Annually, publish a minimum of one article in the Canadian Chapter of ACHE newsletter, or host an event related to inclusion and diversity. The Chapter may also share other relevant learning resources (e.g., podcasts, books, etc.)
  • Encourage Chapter members to advocate for inclusion and diversity within their respective work organizations.

What are next steps for the Chapter? 

  • In the coming months, the Chapter will work toward achieving its inclusion and diversity goals by implementing the activities noted above. The Chapter Chair and Vice Chair are responsible for implementing, monitoring, and reporting on our efforts related to inclusion and diversity, particularly items in the Operational and Strategic Plans (e.g., age, geography, and language).

How can you support the Inclusion and Diversity Statement?  Here are three suggestions:

  • Read the Inclusion and Diversity Statement with care and consider how you can support inclusion and diversity in your workplace and as an individual. Then act.
  • Volunteer or encourage others to volunteer. For example, we currently have six Board vacancies related to geography outside of Ontario. There are only two women on the Board, and few Board members with strong French language capability.   
  • Mentor others, especially people who are not “like you”. Creating a safe and welcoming atmosphere goes a long way to build trust and receptivity. One area the Board has identified is the need to encourage more Canadian members under age 40 to join ACHE. Invite a mentee to join!

We welcome your ideas and comments.  Please contact Todd.Stepanuik [at] mha.tvh.ca.