Two years later, this small group is being recognized for inspiring their colleagues to conduct research and health systems work in a more culturally safe way that meaningfully considers the needs of Indigenous Peoples.
The impact of this work has been a shift in the culture of our team to one where shared (un)learning is prioritized in the department,” says Leah Lambert, executive director, NAHKRT. “Interest and engagement in the Cultural Safety (Un)Learning Space by members of the broader NAHRKT team – as both participants and facilitators – has steadily increased.”
The group, composed of Emily Lonsdale, project manager, Perla Araiza, research project coordinator, Lindsay Van der Meer, knowledge mobilization dietitian, and Scott Beck, clinical nurse specialist, initially offered a process for action-oriented, personalized land acknowledgements that connected to learnings during monthly department meetings.
They then co-created a Community Agreement to guide additional work. “We are committed to trying our best, extending grace and practicing accountability for ourselves and others” and “We take care of ourselves and each other so we can show up when the work is hard” are two of their community standards.
The group proceeded to explore the In Plain Sight report, organizing a monthly virtual drop-in reading group, with members guiding one another through sections of the report and in critical dialogue about Indigenous-specific racism in health care and the role they could play in dismantling it.
They subsequently evolved their monthly drop-in into an (un)Learning Space to provide an accessible forum for applied and critical conversations to advance cultural safety and anti-racism in their professional and personal lives. Each month, volunteer facilitator(s) source a (un)learning topic and share resources prior to the session. Everyone is welcome to participate regardless of their ability to prepare ahead of time, and attendees are welcome to bring supplementary materials to help inform critical and reflective dialogue. They’ve explored the Yellowhead Institute’s Calls to Action Accountability Report, Denise Marie Findlay’s work on Becoming the Imperfect Friend: Sḵwx̱wú7mesh and Contemplative Pathways to Healing and Reconciliation in Higher Education, and perspectives on Indigenous research methods.
“Colleagues have appreciated the ability to show up regardless of where they’re at in their decolonizing journey” says Lonsdale. “They value the dedicated time to engage in the work as a community of imperfect learners.”
The working group identifies actionable strategies to address Indigenous-specific racism in their daily work.
“We are motivated by our goal to embed an intersectional cultural safety lens into the work of our department to prevent harm and promote equity within the cancer care system,” says Lonsdale. “We recognize that each of us individually play a role in contributing to a more culturally safe and anti-racist system, and we hope to be a part of the change.”
The PHSA+ Awards are part of an internal recognition program that celebrates teams and individuals who bring our purpose, vision, values and Coast Salish teachings to life in the workplace. They go above and beyond to serve patients and families across B.C.
