Cultural Competency

Moya TekluSociety of Ontario Adjudicators & Regulators November 6, 2014

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

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

What is an ALLY?

ALLY BYSTANDER

Thinks about impact of own behaviour

Unaware of impact of actions (or inactions)

Takes time to listen Does 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)

How does one become an ALLY?

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 _______________.

Step 2 - Reflect

Read through each statement and consider whether the statement applies to you.

YES NO

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.

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

Measuring Change

• Include Me! 2013 Workforce Census

• Measuring Health Equity - Patient Demographic Data Collection

• E-Learning Survey Results

• Anecdotal Evidence