Knowing When To Act: Reporting Indigenous-Specific Racism

It’s one thing to take training, but entirely another to put it into action. We may experience uncertainty about what steps to take and if we’re doing the right thing. 

 

Addressing and reporting Indigenous-specific racism and discrimination isn't easy, and it is an important step towards creating safer workplaces. Leaders have an enhanced level of accountability to ensure employees are supported. Early intervention minimizes impact on employees, teams and patient care. 

 

Use the word ACTS as a tool to help you remember which steps to take and to remind you to reach out to internal partners for support. 

 

  

​	​Statement	​Actions
​A	​Acknowledge that Indigenous-specific racism and discrimination persist and understand the impacts.	​Register for Working Together As One to learn how to recognize Indigenous-specific racism.
​C	​Commit to prevent and address racism and promote respect, empathy and action.	​Understand your commitments under the Indigenous-specific Anti-Racism Policy.
​T	​Take Action by using calm, respectful and constructive dialogue to address unsafe behaviours - a "Call In" approach.	​Tell your leader if it is safe to do so.   Everyone has a duty to report Indigenous-specific racism and discrimination without negative consequences.  ​
​S	​Seek Support and reach out to leaders, the Respectful Workplace Team, or Indigenous-specific support services, to help address incidents of Indigenous-specific racism and discrimination.	​Staff, volunteers and students, contact ISARreports@islandhealth.ca to report a concern even if you think it has been resolved.    Leaders – reach out to your HRP for support or to Respectful Workplace    For Indigenous employee experience support, please email IndigenousEmployeeExperience@islandhealth.ca.    Medical staff can contact  EMSS@islandhealth.ca.

 

Learn more about Indigenous-Specific Anti-Racism and Discrimination.