Equity, Diversity, Inclusion, & Belonging
Last year, we laid a strong foundation: a five-year Equity, Diversity, Inclusion, and Belonging Strategy, a dedicated EDIB Advisory Council, and important conversations that began to shift how we think about equity in healthcare. This year, we built on that momentum—developing a bold 2024–2026 EDIB Roadmap and Action Plan, approved by the Advisory Council, Senior Leadership, and the Board. This isn’t a side project. It’s our blueprint for systems change. And now, it’s in motion.
This year, we moved from structure to practice. With feedback from staff, leaders, physicians, and patients, we’ve turned vision into actions that are starting to shape how we work, lead, and care—together.
As part of our ongoing commitment to equity and belonging, we asked staff and physicians about their experiences through the 2024 EDIB Engagement Survey. Their insights continue to shape how we approach change—rooted in what’s real, and responsive to what’s needed.
Belonging at QCH: 77% of staff feel a sense of belonging in the workplace.
Inclusive Culture: 73% believe QCH values and encourages diversity.
Comfort to Be Oneself: 75% feel comfortable being their true self at work.
Leadership Commitment: 70% feel QCH leaders demonstrate inclusive behaviours.
EDIB Reflected in Culture: 68% agree EDIB is reflected in QCH’s workplace culture.
Here’s how we’re taking what we heard and building on it:
Leadership That Sets the Standard: We’re embedding EDIB into how we lead, govern, and make decisions—through clearer expectations, stronger accountability, and inclusive leadership practices that reflect the kind of culture we’re working to build.
Learning that Meets the Moment: Anti-Racism and Cultural Safety Training is being rolled out organization-wide—equipping teams with tools to challenge bias, strengthen relationships, and foster a culture of accountability and care.
People Practices with Purpose: Our People & Talent strategies are evolving—embedding equity into how we recruit, hire, onboard, and grow. This means clearer expectations, inclusive language, and recognition that reflects the diverse strengths of our workforce.
Culture That Reflects Our Commitments: This work is no longer siloed. EDIB is becoming part of how we lead, how we plan, and how we make decisions across the hospital. It’s not an initiative. It’s a standard for how we work—with and for one another.
Highlights from a Year of Impact
We know that equity and inclusion can feel like big, abstract ideas. So we’ve focused this year on turning those values into clear, concrete practices that make a real difference—on the floor, in leadership, and at every level of care.
1. Walking Together: Advancing Indigenous Health Equity & Reconciliation
Truth-telling, relationship-building, and meaningful change.
Developed an Indigenous Engagement Framework, grounded in a distinctions-based approach that addresses the unique rights and needs of First Nations, Métis, Inuit, and Urban Indigenous communities.
Signed a partnership agreement with Wabano Centre for Indigenous Health, establishing a long-term relationship built on trust and shared responsibility.
Completed Wabano-Win Indigenous Cultural Safety Training for Leaders (100% of Executive and Board, 100% of Directors, 80% of Leadership).
Developed a Truth and Reconciliation Action Plan, now led by our TRC Leadership Working Group.
Partnered with Carleton University to begin implementing Indigenous Learning Bundles in staff education and orientations.
Implemented cultural and ceremonial protocols, including a hospital-wide Land Acknowledgment and refreshed Smudging Guidelines.
Contributed to the regional Share Your Story Community of Practice.
Reconciliation isn’t one path, but it’s grounded in shared principles: respect, responsibility, and relationship. A distinctions-based approach ensures we honour the unique voices of First Nations, Métis, Inuit, and Urban Indigenous communities. These tools help turn intention into action—together.
2. Leadership & Accountability
Leadership that reflects our values—and drives our culture.
Embedded EDIB principles into the 2024–25 Board of Directors Recruitment, including equity-informed criteria and an EDIB advisory role in nominations.
Launched QCH’s first-ever EDIB Foundational Policy Framework.
Delivered Anti-Racism and Microaggression Training for QCH leaders, led by Mante Molepo Consulting and grounded in real-world healthcare scenarios.
Updated our Leading at Level and Leadership Development Program to reflect inclusive practices and EDIB competencies.
Integrated EDIB into Quality & Patient Safety reviews, broadening how we understand risk, care, and patient experience.
Built ongoing space for reflection and growth through Leadership Forums, with case-based discussions on equity, belonging, and inclusive care.
When inclusion becomes part of how we lead, it shows up in how we care. Equity isn't just a value—it's a leadership practice.
3. Learning & People Practices That Build Belonging
Shaping a workplace culture through education, equity, and everyday practice.
Formed a People & Talent EDIB Working Group to guide inclusive hiring, onboarding, and recognition.
Rolled out inclusive job descriptions and launched revamped recognition programs that reflect EDIB values.
Began redesigning recruitment, onboarding, and retention processes to embed equity from the start.
Launched an organizational Diversity & Recognition Calendar and delivered education and events for key observances, including Black History & Futures Month, Women’s History Month, PRIDE, Indigenous History Month, and the National Day for Truth and Reconciliation.
Provided EDIB coaching, micro-learning tools, and inclusive communication resources to support identity-affirming, respectful interactions across clinical and non-clinical teams.
Belonging doesn’t happen by accident. It’s built through how we hire, how we learn, how we lead—and how we treat each other every day. When equity is woven into both our practices and our culture, we create a workplace where people don’t just stay—they thrive.
4. Responsive, Practical Support
Meeting teams where they are—when it matters most.
Responded to over 388 EDIB consultation requests, supporting staff, leaders, and teams across the hospital.
Provided unit-specific education, coaching, and resources tailored to real-time challenges.
Offered guidance on inclusive signage, language access, and respectful patient interactions.
Integrated trauma-informed and cultural safety principles into Quality & Patient Safety work.
Refreshed our Accessibility Plan and reactivated the Accessibility Committee to better align with evolving standards and patient needs.
Supported teams in applying EDIB principles to care planning, documentation, and patient experience improvements.
EDIB isn’t “one-size-fits-all.” Each team has its own needs—and our role is to meet people where they are. By embedding cultural safety, trauma-informed care, and accessibility into everyday practice, we’re helping teams create safer, more equitable environments—one conversation, one unit, one policy at a time.