INTRODUCTION AND DEFINITIONS

1. BCCHC Mission Statement

The Black Creek Community Health Centre engages with individuals, families and organizations to deliver comprehensive health services and programs that enhance community health and well-being.

2. BCCHC Organizational Values

  • Equity and Social Justice – We address the barriers which affect our communities’ ability to improve the social determinants of health, social inclusion and equity, and we ground all of our work in anti-oppression and anti-racism practice.
  • Inclusive and Accessible - We deliver comprehensive services and programs which are responsive to the unique needs of the community. Our services and programs are delivered in a compassionate and non-judgmental manner that respects individual choice.
  • Accountability – Human and financial resources are used efficiently and effectively.  We report our actions and results to our funders, community and clients.  
  • Quality –We continuously learn, innovate and improve through reflection and the use of evidence based practices.
  • Collaboration - We partner to leverage our collective resources and expertise in order to enhance community capacity.

3. Definitions

For the purpose of this Policy, BCCHC uses the following definitions:

Discrimination is the treatment or consideration based on class or category rather than individual merit and that can be used to privilege (special treatment in favour of) as well as disadvantage (special treatment against) a particular group or individual.

Oppression is the use of power or privilege by a socially, politically, economically, culturally dominant group (or groups) to disempower (take away or reduce power), marginalize, silence or otherwise subordinate one social group or category.

Systemic Oppression consists of practices, policies, laws and standards that disadvantage a particular group or category of people.

Individual Oppression is demeaning and oppressive behaviour towards and treatment of a particular group or category of people, expressed through individual attitudes, beliefs and values.

Anti-Oppression is the work of actively challenging and removing oppression perpetuated by power inequalities in society, both systemic oppression and individual expressions of oppression.

 

POLICY STATEMENT

The Black Creek Community Health Centre  recognizes that certain people in our society face oppressive experiences because of individual and systemic unequal power related to race, colour, culture, ethnicity, language and linguistic origin, ability, socio-economic class, age (children, youth, seniors), ancestry, nationality, place of birth, religion or faith or other forms of conscientiously held beliefs, sex, gender (including gender identity and expression), sexuality (including sexual orientation), family status (including marital status), and residency/migratory status in Canada and types of life experiences.

The Black Creek Community Health Centre does not tolerate racism, prejudice or any form of discrimination.  We are committed to representation of diversity in employment and service delivery. We will work towards confronting and eliminating discriminatory or racist incidents and behaviour at the individual, organizational and societal level.

 

BCCHC COMMITMENT:

BCCHC is therefore making a commitment to anti-oppression in all the areas of our work focused externally on changing our society and internally on addressing oppression within the BCCHC.  This commitment takes ground in our belief that change is not only necessary but possible, through an intentional process of organizational learning and change.

Governance

BCCHC is committed to achieving representation of the diversity of the community on its Board of Directors by ensuring that it has an equitable and transparent nomination process that this process is communicated to all members and that members are committed to outreach beyond the current membership if necessary to achieve this goal.

Employment

BCCHC is committed to ensuring that members of equity seeking communities have equitable access to employment by achieving representation of equity seeking groups on its staff.  This will be reflected in BCCHC’s employment practices including recruitment, selection, staff development, performance evaluation, retention, promotion and termination.

BCCHC is committed to maintaining an environment where all individuals are treated with dignity and respect and are free from all forms of discriminatory treatment, behavior or practice.  Discrimination, harassment, violence, and any other form of discriminatory practices will not be tolerated by BCCHC.  Discrimination does not have to be intentional.  Systemic discrimination can result can result from practices or policies that appear to be neutral but, in reality have negative effect on groups or individual based on race, religion, gender, etc.

Services

The BCCHC is committed to ensuring that its services and programs are accessible to diverse communities.  This involves ongoing review of current outreach, communications, program planning and evaluation, to ensure this goal is being met.  The Executive Director and staff will be responsible for the review of programs and operational issues, while the Board of Directors have responsibility to review all of BCCHC polices to ensure compliance with the goal of anti-oppression

Training and Education

The BCCHC is committed to ensuring that those involved in the delivery of services and program have the knowledge, understanding and skills to work with and provide services to members of diverse communities, particularly equity-seeking communities

Information and Communications

BCCHC is committed to ensuring that all of its communications, including information on its services and programs, are accessible to diverse communities.

Policy Violation

In the event an  employee, Board of Director, facilitator, participant, student and/ volunteer  violates the Anti-Racism and Anti-Oppression Policy the individual committing the violation will be spoken to by the Executive Director regarding what has taken place and why the behaviour and/or comments were oppressive in nature.  Depending upon the situation, the individual's supervisor may be contacted by the Executive Director regarding the violation. Anti-Oppression Training recommended.

When remedial action requires discipline of an employee, a record of the disciplinary action will be placed on an individual’s personnel file.  All other records of investigation will be kept separate and apart from the personnel file.  Incidents involving individuals other than staff shall be kept on record in a file for that specific purpose to be maintained by the Executive Director.

If a second Violation occurs, the individual committing the violation will be given a letter of warning. A copy of the letter will be forwarded to their supervisor by the Executive Director.  Further Anti-Oppression Training recommended.   A third violation can result in termination.

Appeal: A Black Creek Community Health Centre employee, Board of Director, facilitator, participant, student and/or volunteer, other than a probationary employee, who believes they have been discharged or suspended without just cause may submit a written grievance under the terms of the grievance procedure (see Personnel Policy) within ten (10) days of the discharge or suspension for consideration by the Executive Director.

Related policies: BCCHC Personnel Policy Manual - Workplace Violence Prevention & Policy, Workplace Harassment Prevention Policy,

Developed:  June 2001

Reviewed:    August 2007, June 2011

Approved:   September 2007, June 2011, June 2015