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Who We Are

  • Equity, Inclusion, Diversity and Anti-Racism (EIDA-R)

Our Journey Towards Belonging

2-YEAR EQUITY, INCLUSION, DIVERSITY, & ANTI-RACISM (EIDA-R) PLAN

Land Acknowledgement

We acknowledge that Finlandia Village provides care on the traditional lands of the Atikameksheng Anishnawbek. We also recognize that the Greater City of Sudbury encompasses the ancestral territories of the Wahnapitae First Nation within the Robinson-Huron Treaty territory.

We honor the profound connections of Indigenous peoples to this land, their deep cultural heritage, and the ongoing contributions of First Nations, Métis, and Inuit peoples to our community.

May we continue to strive for mutual understanding, respect, and partnership with Indigenous communities.

Miigwetch

Commitment to Indigenous Truth and Reconciliation

Finlandia Village is committed to supporting the process of truth and reconciliation with Indigenous communities by acknowledging the historical and ongoing impacts of colonization, including the legacy of residential schools and systemic discrimination.

We pledge to actively listen to Indigenous voices, respect their cultural practices, and ensure that Indigenous peoples’ rights and perspectives are integrated into the care and services we provide.

By fostering meaningful relationships with Indigenous leaders, communities, and organizations, we strive to create an environment that honors Indigenous traditions, promotes healing, and advances the work of reconciliation within our village.

Message from the Board of Directors

Dear Residents, families, team members, volunteers and community partners, We actively listen to our stakeholders- to better understand their unique perspectives and lived experiences.

We recognize that equity means more than treating everyone the same, it means building opportunities and creating supports that address individual circumstances and remove barriers.

Diversity strengthens an organization, and inclusion ensures that every voice is valued and respected. Through ongoing engagements, cultural competency training, policy reviews and meaningful partnerships, we strive to build an environment where everyone can feel a sense of belonging.

The Board is proud to endorse the 2- year Equity, Inclusion, Diversity and Anti-Racism (EIDA-R) plan developed by Diversity and Inclusivity Committee and holds ourselves accountable to making them an everyday reality.

Our commitment to equity, diversity, inclusion and anti-Racism is not just a policy- it is a responsibility we embrace as part of our mission to provide Resident-Centred Quality Living.

With gratitude,
Board of Directors

Message from the Chief Executive Officer

Dear Residents, Families, Team Members, Students, and Volunteers,

At Finlandia Village, we recognize the importance of fostering a culture where everyone feels valued, respected, and empowered. As part of our ongoing journey to build an inclusive and equitable environment, we are excited to announce a two-year plan dedicated to advancing Equity, Inclusion, Diversity, and Anti-Racism (EIDA-R) within our village.

This strategic plan has been developed using Ontario Health’s Equity, Inclusion, Diversity, and Anti-Racism framework as a guiding foundation, ensuring our efforts align with provincial best practices and standards.


Over the next two years, we will focus on the following pillars:

  • Equity: Removing barriers to ensure fair access to resources, opportunities, and care for all members of our community.
  • Inclusion: Building a culture of belonging by actively engaging all voices and ensuring everyone feels heard and respected.
  • Diversity: Embracing and celebrating the unique backgrounds, identities, and perspectives of our residents, families, team members, students, and volunteers.
  • Anti-Racism: Taking deliberate actions to confront and eliminate systemic racism through education, advocacy, and policy reform.

To achieve these goals goals, we will implement the following initiatives:

  • Staff Development and Training: Providing ongoing training in cultural competence, unconscious bias, and anti-racism strategies for all team members.
  • Resident & Family Engagement: Hosting regular discussions and events to promote understanding and celebrate the diversity of our community.
  • Policy Review & Enhancement: Evaluating and updating policies to ensure they reflect our commitment to equity and inclusion.
  • Feedback Channels: Creating opportunities for residents, families, team members, students, and volunteers to share their thoughts, experiences, and suggestions related to EIDA-R.

This journey is a collaborative effort. We value the perspectives of everyone and invite your active participation in shaping this work. As we progress over the next two years, we will share updates on our initiatives, celebrate our achievements, and listen to your insights to ensure we remain on the path toward meaningful and sustainable change.

Your voice is essential in this process, and we welcome your feedback, ideas, and questions. Please reach out to DiversityInclusivityCommittee@finlandiavillage.ca to get involved or share your thoughts.

Thank you for your trust, commitment, and support as we work together to build a stronger, more inclusive community.

With commitment and gratitude,
David Munch

Key Terms and Definitions

Equity means ensuring fair access to opportunities and resources, adjusting for differences to achieve equal outcomes for all, especially for marginalized groups.
Diversity refers to the presence of different identities, backgrounds, and experiences in a group, fostering a variety of perspectives and ideas.
Inclusion is creating environments where everyone feels respected, valued, and able to contribute, regardless of their differences.
Anti-Racism is the active process of identifying and challenging racism in policies, practices, and personal actions to create a fairer society.
Belonging is the feeling of being accepted and valued within a group or community, where individuals are respected and included for who they are.
Health equity ensures that all individuals, regardless of background, have a fair opportunity to achieve their highest level of health and well-being.
Cultural Humility involves recognizing the limits of one’s cultural perspective and committing to continuous learning and addressing power imbalances.
Affinity Groups are voluntary communities where people with shared characteristics or experiences can connect, share, and support each other.
Systemic Racism refers to discriminatory practices and structures that disadvantage certain racial groups, often unintentionally embedded in institutions.
Two-Spirit is a term used by some Indigenous cultures to describe individuals who embody both masculine and feminine qualities, or who fulfill unique cultural roles within their communities.
LGBTQIA+ stands for Lesbian, Gay, Bisexual, Transgender, Queer/Questioning, Intersex, Asexual, and other diverse sexual orientations and gender identities, with the “+” representing inclusivity of all identities.
Cultural Competence is the ability to understand and interact effectively with people from different cultural backgrounds, ensuring respectful and inclusive care.
Intersectionality recognizes how overlapping aspects of identity, such as race, gender, and disability, create unique experiences of privilege or oppression.
Implicit Bias refers to unconscious attitudes or stereotypes that affect our actions and decisions, often leading to unintentional discrimination.
Psychological Safety refers to a belief that one will not be penalized or humiliated for speaking up with ideas, questions, concerns, or mistakes. It fosters an environment where individuals feel safe to take risks, share opinions, and express themselves without fear of negative consequences.
Discrimination is the unfair or unequal treatment of individuals or groups based on characteristics such as race, gender, age, disability, or sexual orientation. It often results in exclusion, marginalization, or denial of opportunities, contributing to systemic inequality
Accessibility Ensures that spaces, services, and resources are usable and welcoming to people with disabilities.
Cultural Safety is a concept originating from Indigenous communities that emphasizes the creation of an environment where individuals feel safe to express their cultural identity without fear of judgment or discrimination. In healthcare, it goes beyond cultural competence and requires an active effort to understand and challenge the power dynamics that affect marginalized groups.
Social Justice A principle that aims to create a society where all individuals have access to the same rights, opportunities, and protections, and where systems of inequality are addressed and dismantled.
Privilege refers to unearned advantages or benefits afforded to individuals based on aspects of their identity, such as race, gender, or socioeconomic status. It often leads to greater access to resources and opportunities, contributing to systemic inequality.
Social Determinants of Health (SDH) are factors like education, employment, and social support that influence an individual’s health outcomes and opportunities for well-being.

Guiding Principles

1

Respect and Recognition

We will respect and honor the rights, traditions, and cultures of all individuals. We are committed to acknowledging the historical and ongoing impacts of colonization and prioritizing the inclusion of Indigenous perspectives and practices in care.

2

Equity and Fairness

We are dedicated to creating a fair and equitable environment where all residents, staff, and families have equal access to resources, opportunities, and support, regardless of their background, identity, or experiences.

3

Cultural Sensitivity and Humility

We will engage in continuous learning and self-reflection to understand and address our own biases. We embrace cultural humility, recognizing that true cultural competence is a lifelong journey that requires openness to new perspectives and practices.

4

Community and Belonging

We will create an environment where all residents, families, and staff feel a strong sense of belonging and connection. Our village will be a place where diversity is celebrated, and everyone’s unique identity is valued and supported.

5

Collaboration and Partnership

We will work closely with Indigenous communities, Black communities, LGBTQ2IA+ communities, and other marginalized groups to ensure our policies, services, and practices are culturally relevant and aligned with their values. This collaboration will help us build an environment where diverse voices are heard and respected.

6

Healing and Reconciliation

We recognize the trauma experienced by Indigenous peoples due to historical injustices such as residential schools and systemic racism. Our plan emphasizes healing, reconciliation, and the importance of fostering a safe, supportive, and healing-centered environment.

7

Continuous Improvement and Innovation

We are committed to continuously assessing and evolving our practices to ensure they remain inclusive, equitable, and effective. We will foster a culture of innovation where new ideas, feedback, and approaches are welcomed and valued.

Indigenous Health Equity Policy

Policy Statement

To ensure equitable, culturally safe, and trauma-informed care services for Indigenous peoples living at Finlandia Village, grounded in reconciliation, respect, and in partnership with First Nations, Inuit, and Métis communities in alignment with Ontario’s health equity standards, the Ontario Human Rights Code, and the Truth and Reconciliation Commission’s (TRC) Calls to Action.

Purpose

  • Truth and Reconciliation: Guided by the TRC’s Calls to Action, particularly those related to health (#18–24) and seniors (#19).
  • Cultural Safety: Care environments must be free of racism and discrimination, and support Indigenous identity, knowledge, and healing practices.
  • Equity and Inclusion: Indigenous residents have the right to equitable care that is responsive to their cultural, spiritual, social, and linguistic needs.
  • Self-Determination: Indigenous residents have the right to guide decisions that affect their health, care plans, and cultural practices.

Principles

  1. Indigenous Person-Centered Care
    • Residents identifying as First Nations, Inuit, or Métis will be offered culturally appropriate care and services.
    • Care plans will be co-developed with Indigenous residents and/or their families, incorporating traditional healing practices if desired.
    • Ceremonial spaces and practices (e.g., smudging, drumming) will be respected and supported within safety protocols.
    • Indigenous languages, where available, will be supported through translation, signage, or interpretation.
  2. Cultural Support and Community Engagement
    • Finlandia Village will develop and maintain partnerships with local Indigenous organizations, Elders, and Knowledge Keepers.
    • Elders and Indigenous cultural advisors may be invited to support policy building, care planning, healing, and ceremonies.
    • Indigenous residents and families will be invited to participate in advisory roles (e.g., councils and advisory groups)
  3. Leadership and Governance
    • Through the guiding principle of person-centered care, Indigenous health equity will be imbedded into strategic plans, quality improvement frameworks, and senior leadership goals.
  4. Staff Education and Cultural Competency
    • Team members will complete ongoing training on Indigenous cultural safety, anti-racism, and colonial history, including the impacts of residential schools.
    • Training will include distinctions-based content (First Nations, Inuit, Métis) and be evaluated annually.
  5. Anti-Racism and Accountability
    • Discrimination, stereotyping, or culturally unsafe behavior toward Indigenous residents or staff will not be tolerated.
    • Performance reviews for leadership and staff will include evaluation of cultural safety practices.
  6. Data and Continuous Improvement
    • Voluntary self-identification of Indigenous identity will be supported with privacy and sensitivity.
    • Indigenous resident health outcomes, satisfaction, and access will be monitored to identify disparities and inform improvement plans.
    • Annual health equity audits will include Indigenous-specific indicators.
  7. Roles and Responsibilities

    a) Indigenous Health Equity lead

    • Champion policy building and implementation.
    • Ensure leadership accountability and resourcing.
    • Monitor outcomes.

    b) Leadership

    • Ensure team member training.
    • Support culturally safe practices.
    • Monitor outcomes

    c) Team members and Volunteers

    • Complete mandatory education.
    • Provide culturally respectful and safe care.

    d) Residents & Families

    • Provide input into culturally appropriate care and service delivery.

References

  • Truth and Reconciliation Commission of Canada: Calls to Action
  • Ontario Human Rights Code
  • Indigenous Services Canada: Cultural Safety Resources
  • Ontario Health: Equity, Inclusion, Diversity Framework
  • Ontario Health: First Nations, Inuit, Métis and Urban Indigenous Health Framework
  • Indigenous Primary Health Care Council (IPHCC) — iphcc.ca

This policy will be reviewed annually and updated in consultation with Indigenous partners and community members.

Our Strategic Plan Framework

Residents & Families

Ensure all residents and families feel respected and included, incorporating their cultural needs into care plans and fostering open communication. Feedback will be regularly gathered to improve care.

Continuous Learning and Innovation

Ensure all residents and families feel respected and included, incorporating their cultural needs into care plans and fostering open communication. Feedback will be regularly gathered to improve care.

People (Staff, Volunteers, Students, & Contractors)

Promote a diverse and inclusive workforce by prioritizing equitable hiring practices and offering ongoing training on cultural competence and anti-racism.

Accountability

Set clear goals, monitor progress, and ensure transparency to track the success of our diversity and equity initiatives, holding leadership accountable for outcomes.

Health Equity (Indigenous, Black, and Other Racialized Communities)

Commit to addressing health disparities by ensuring that care is tailored to meet the specific needs of marginalized communities, such as Indigenous, Black, and other racial or ethnic groups.

Partnership

Build strong partnerships with Indigenous, Black, LGBTQIA+, and other marginalized communities to ensure their needs are reflected in our care and services.

EIDA-R Strategic Framework Diagram showing pillars: Psychological & Cultural Safety, Sense of Belonging, Embed in Strategic Plan, Health Equity

Timeline

Year 1: 2024–25
Goals Actions Measurements
Formation of the Diversity and Inclusivity committee and establish foundational groundwork for the EIDA-R strategy.
  1. Conduct an anonymous employee survey on cultural climate.
  2. Collect demographic data.
  3. Form EIDAR policy development committee.
  4. Initiate training on cultural competence and anti-racism.
  • Survey response rate and satisfaction data.
  • Number of stakeholders involved and data collected.
  • Percentage of staff completing training.
Prioritize Policy Review, Revision Plan & staff awareness.
  1. Conduct a prioritization process for policy reviews and develop an actionable revision plan.
  2. Send out regular emails referring to diversity calendar.
  • Completed prioritization and policy revisions implemented.
  • Awareness emails are ongoing.
Achieve 100% Initial EIDA-R Training Completion for Leadership and at least 75% initial EIDA-R training completion rate for staff.
  1. Ensure Board and Executive Leadership Team complete initial EDI training.
  2. Ensure staff complete initial EDI training.
  • 100% completion rate for Board and Leadership Team.
  • 100% completion rate for staff.
Strengthen initiatives, establish strategic plan and prepare for Year 2 expansion.
  1. Finalize and integrate EIDA-R policy.
  2. Standardize culturally sensitive practices.
  3. Establish a 2-year strategic plan draft.
  • Policy finalized and adopted.
  • Number of new cultural activities added.
  • Strategic plan drafted and reviewed by the committee and leadership team.
Year 2: 2025–26
Goals Actions Measurements
Review effectiveness of Year 1 efforts and build upon them.
  1. Expand EIDA-R resident engagement activities.
  2. Conduct EIDA-R impact review.
  3. Provide advanced anti-racism training.
  4. Track diversity metrics in recruitment.
  • Audits of care plans and staff compliance.
  • Completion of EIDA-R impact assessment.
  • Participation and feedback from sessions.
  • Year-over-year changes in diversity statistics.
Integrate EIDA-R principles into daily operations and care practices by conducting a resident and family survey.
  1. Create and conduct a resident and family survey.
  2. Update care plans for cultural sensitivity.
  3. Establish workforce diversity hiring targets.
  4. Develop accessible EIDA-R resources.
  5. Include EIDA-R objectives in performance reviews.
  • Survey response rate and review report.
  • Number of updated care plans.
  • Baseline diversity data and increase in hires.
  • Number of resources developed and distributed.
Build community partnership and focus on health equity.
  1. Establish community partnership and conduct workshops.
  2. Expand health equity in resident services.
  • Number of partnerships built and workshops participation.
  • Number of services based on resident diversity.
  • Number of performance reviews including EIDA-R metrics.
Transition to long-term EIDA-R goals and ensure sustainability.
  1. Establish a permanent EIDA-R leadership team and set long-term goals.
  2. Empower resident and staff leadership in EIDA-R advocacy.
  3. Ensure system-wide adoption of EIDA-R principles.
  4. Develop continuous improvement cycle.
  • Long-Term EIDA-R plan drafted and team established.
  • Number of leaders involved in advocacy.
  • Percentage of departments fully integrating EIDA-R principles.
  • Feedback cycle established and operational.

Sources

PDF Icon Ontario Health’s Equity, Inclusion, Diversity and Anti-Racism Framework PDF Icon Ontario Centres for Learning, Research and Innovation in Long-Term Care (CLRI)