You can expect...
a policy on diversity
leadership from the board of trustees, including changes to the nominations process, training and new ways to ensure the organization
is responsible and answerable
a three-year diversity action plan that includes training and development for everyone, review of policies and changes, data
collection and building the best diversity practices in all areas: decision-making and leadership,
delivery of services, staff and employment, community partnerships and stakeholder relationships
a communication plan involving public education materials in a variety of formats
a new CAMH policy on employment-related harassment and discrimination, which will be fully supported by trained staff
staff and the organization to follow all human rights laws and the CAMH policies on human rights
Program and service level
each program to take the responsibility to look at diversity needs, gaps and opportunities
the Diversity Programs Office to provide ongoing support and expert capabilities
a Diversity Champions Team to be created of CAMH staff from all levels and sites, who will provide support and expert guidance
a better understanding of how staff can ensure that CAMH is a welcoming and inclusive environment, free from harassment and
increased staff capabilities and skills to work with and provide services and programs for diverse communities
support and training on how to deal with difficult situations in the area of diversity in general and the area of program-specific
challenges and mistakes and many lessons learned throughout the diversity start-up process
increased contact and information-sharing with diverse communities to promote and ensure participation in diversity
ongoing support from inside and outside the organization to take the diversity plan forward by building on our best practices
a start-up process that includes all communities and ensures that CAMH respects diversity at all stages of the plan
Outcomes will be.....
The process of putting the plan into action will be broad and inclusive to be sure that CAMH continues to practise diversity.
The diversity plan and practices will affect every part of CAMH, including the structures, systems, plans, behaviours and
values of CAMH, and lead to greater staff and client satisfaction.
The efforts of all staff to promote diversity will be recognized, appreciated and validated.
Everyone who works at CAMH will have a respectful, positive working environment.
There may be an increase in human rights and harassment complaints at the beginning once people have greater awareness, more
support systems, confidence, and so on, to take action.
Program and service level
Each program has the responsibility to review diversity needs, gaps and opportunities that are part of the annual diversity
People will co-ordinate their efforts and work together on diversity, building stronger connections and improving communications,
which will keep the diversity plan moving forward.
Providing clients with the right services, responding to their care needs and cultural differences and delivering the best
quality of service lead to greater client satisfaction.
The diversity plan will result in good staff support, understanding and commitment at all levels.
Staff will be able to find their own ways to make diversity part of their daily work activities.
Part of our diversity plan is to able to build fair and equal partnerships with diverse communities and respond to the diverse
needs of all communities and stakeholders.
An ongoing learning process will involve sharing knowledge, skills and resources with other organizations to help the diversity
work grow and improve.