In this blog post by NCCDH Program Manager Faith Layden and NCCDH Scientific Director Connie Clement, the authors discuss the protocols and resources used to promote racial equity in the organization’s hiring processes.
This blog post is part of a series on an anti-racism initiative at the NCCDH. The post is a personal reflection authored by an NCCDH staff member and is focused on her experiences of racism as a Black woman, intersections between settler colonialism and colonialism experienced elsewhere and reflections on relationships with Indigeneity.
Our staff team at the National Collaborating Centre for the Determinants of Health (NCCDH) is engaged in a long-term initiative to become anti-racist, in part by engaging in staff readings and guided discussions. This blog post describes our group conversation process and the sessions we held between June 2017 and January 2018. See the companion blog post, "NCCDH staff becoming anti-racist through informed dialogue: 1 of 2," for an introduction to this blog post.
In the summer and fall of 2016, the National Collaborating Centre for Determinants of Health (NCCDH) initiated an all-staff process to become more anti-racist. My first “Becoming anti-racist” post from March 2017 describes the NCCDH’s intention to hold monthly learning discussions and introduces the circle way method that we adopted. My more recent entries report on our discussions and the resources we used to help us learn.
One way that public health organizations can help dismantle racism is by facilitating conversations about how racial inequity plays out in social, scientific and legislative arenas. It is with this aim that I moderated the closing plenary session at the annual pan-Canadian public health gathering, Public Health 2017, in Halifax, NS, located in Mi’kma’ki, the ancestral and unceded territory of the Mi’kmaq People.