The College has adopted guiding principles that define how we strive to work as an organization and shape our culture and our relationships with the public, midwives, and partner organizations.
In our 2021-2026 Strategic Framework, we added equity to our existing guiding principles of accountability, transparency, integrity, proportionality, and innovation.
We aim to create an environment where everyone, including individuals and communities that have been historically disenfranchised, can feel welcome, safe, and included.
Equity. We identify, remove, and prevent systemic inequities.
College of Midwives of Ontario 2021-2026 Strategic Framework.
The office of the College of Midwives of Ontario is currently situated on traditional lands belonging to the Anishinabewaki, the Wendake, the Haudenosaunee, the Missisauga and Mississaugas of the Credit First Nation and is covered by Treaty 13 with the Mississaugas of the Credit First Nation.
The College recognizes and respectfully acknowledges the past and present traditional owners of this territory and their role in the life of the region. We commit to honouring the unique cultural and spiritual relationships and practices of Indigenous Peoples to the land, waters, and their rich contributions to society.
Equity, Diversity, and Inclusion Framework
In order to hold ourselves accountable, we use an Equity, Diversity, and Inclusion framework to guide our work. Our equity framework identifies four key areas of focus for the College which include Governance, Organizational Goals, Strategic Relationships, and Regulatory Objectives.
The framework is informed by anti-racism, anti-oppression, accessibility, intersectionality, and cultural safety practices. Our outcomes reflect the commitments expressed in our guiding principles, governance policies, and organizational values statements.
Priorities: Representation & Leadership. Decision-making. Accountability.
Outcome: We make fair, consistent, and defensible decisions, incorporating diverse and inclusive views.
Priorities: Human & Financial Resources. Operations. Organizational Culture.
Outcome: An inclusive and diverse workforce and work environment that ensures equal access to opportunities for professional growth and development.
Priorities: Engagement and collaboration with key partners in sector to enable shared goals and objectives while maintaining the boundaries of our respective mandates.
Outcome: Cooperative and collaborative relationships to address equity-related issues as a regulator of a health profession.
Priorities: Registrants. Applicants. Regulatory Programs & Policies.
Outcome: We seek to identify remove, and prevent systemic inequities that may impact fair, accessible, and inclusive entry to the profession and/or affect the provision of safe, effective care.
Accessibility for Persons with Disabilities
The College of Midwives of Ontario is committed to diversity, inclusion and accessibility for Persons with Disabilities and strives to be an organization which respects the dignity and independence of persons with disabilities. The College of Midwives of Ontario is committed to accessibility in its correspondence and communications and all staff are trained on compliance with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). Our Accommodation Policy details circumstances where accommodation may be needed and describes the processes the College takes to make the required accommodation. We also encourage Persons with Disabilities to put their name forward for College Council elections and to join College committees.
The College has committed to using gender-inclusive language in our documents and correspondence to represent the diverse genders of pregnant people, new parents, and registrants.
Health Profession Regulators of Ontario Anti-Racism Project
College staff use self-assessment tools to assess and guide our engagement with equity, diversity, and inclusion. The College contributed to the development and piloting of these tools through its participation on the Health Profession Regulators of Ontario’s anti-racism project steering committee
The College conducts Indigenous land acknowledgments at our Council meetings, incorporating reflection and learnings of ongoing reconciliation. Additionally, the College has reviewed the Truth and Reconciliation Commission’s Calls to Action and are working to implement them as appropriate to our regulatory context.
Learning and Training
The College commits to consistent and continued learning, training and resource development on equity-related topics. Council, committee members, panel members, and staff are consistently engaged in building knowledge and competence.
Racial Diversity in Decision-Making Bodies
The College encourages racialized people to run for Council and non-Council committee appointments. We have held informational webinars specifically for Indigenous, Black, and racialized midwives. We have also requested that the Public Appointment Secretariat consider diversity in appointments to our College Council.
Recent News Updates on Equity Initiatives
Orientation and Assessment Pilot Program
We are very happy to share that the first cohort of the Orientation and Assessment Pilot Program have all successfully completed the program.
Furthering Our Equity Work
We rely on our strategic framework and guiding principles to direct our work and keep us true to our mission. In the 2021-26 Strategic Plan, we added equity to our existing guiding principles of accountability, transparency, integrity, proportionality, and innovation. Below are some recent equity-related initiatives we have undertaken at the College.
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Adjustments made to policies, programs and/or practises that enable individuals to benefit from and/or participate equally and to the best of their ability.
The active process of identifying and eliminating racism by consistently engaging with systems, organizational structures, policies, and attitudes with strategies, practices, and actions that challenge systems of oppression and power including the ways in which they reinforce each other.
A person whose gender identity is in the assumed alignment with the genetic sex they were assigned at birth. (See definition of gender and gender binary).
The process of domination of lands and world views by taking political, economic and social control, which includes the production and maintenance of a system designed to stratify and hierarchize power and influence by devaluing difference in communities (e.g., imposition of colonial institutions of education, health care and law).
The practice of fostering ways to build trust and safety for diverse communities by understanding that within these populations of there are differences in experience and access to power.
An action or decision that treats or impacts an individual or group based on certain aspects related to their identity such as race, religion, age, sex, sexual orientation, gender identity, or expression, etc. The Canadian Human Rights Act defines prohibited grounds of discrimination.
All the various and intersecting ways difference exists between individuals. Can be a range of visible and invisible qualities, characteristics, experiences, concepts, and perspectives that can exist within any given context.
Recognizes and acknowledges the different historical, social, systemic, and structural issues that impact the experience and needs of individuals, so must be considered when seeking fairness and justice.
Groups of people who have been historically oppressed, disadvantaged and under-represented from power and resources. Use of deserving or seeking refers to the recognition of the injustice of these barriers and unequal access by actively seeking social justice and reparation.
A multi-dimensional concept referring to community belonging and a shared cultural group dynamic. It can be related, but not limited, to socio-demographic characteristics, including language, religion, geographic origin, nationality, cultural traditions, ancestry, and migration history, among others.
Gender can refer to the individual and/or social experience of being a man, a woman, neither, or other. Social norms, expectations, and roles related to gender vary across time, space, culture, and individuals.
The gender binary is a socially constructed idea that assumes that there are only two genders, “man” and “woman” and that gender is biologically determined to correspond to an individual’s genetic sex assigned at birth by either being male or female.
Inclusion is about the collective. It is about creating spaces that are safe and equitable by embracing, respecting, and valuing difference.
A collective term used to describe original inhabitants of pre-colonial/pre-settler societies and their descendants. In Canada, these include First Nations, Inuit/Inuk and Métis peoples all who have and share unique heritages, economic and political systems, languages, cultural practices and belief systems. Legal language in Canada and Ontario may still utilize terms such as Aboriginal and Indian when referring to Indigenous Peoples. While the collective term can signify solidarity with shared history of Indigenous communities, the term should not be used to erase the existence and history of the over fifty nations who have connections to this land.
A term coined by Black feminist legal scholar Dr. Kimberlé Crenshaw to describe the ways in which our identities (such as race, gender, class, ability, etc.) intersect to create overlapping and interdependent experiences in relation to systems of power.
Non-binary refers to individuals who do not follow gender stereotypes based on the sex they were assigned at birth and may identify with gender as a fluid spectrum beyond binary terms.
The enactment and maintenance of stratified and hierarchal status and privilege over others using political, social, or economic power and force, which causes injustices in everyday interactions between those who have power and those who do not.
The belief in the inherent superiority of one race over all others and thereby the right to dominance, manifest and implied. Implicated in social, structural, institutional, and cultural ways of being and understanding.