Equity, Diversity, Inclusion and Accessibility Strategist

Canadian Mental Health Association- Peel Branch•Brampton, ON

10d•CA$75,509 - CA$89,160•Hybrid

About The Position

CMHA Peel Dufferin is seeking an Equity, Diversity, Inclusion and Accessibility Strategist to champion, partner with, and provide thought leadership to advance EDIA within the organization. This role involves coordinating and executing projects and initiatives focused on health equity, diversity, inclusion, and accessibility, with the goal of fostering a diverse and inclusive workplace. The position is permanent and full-time, working 37.5 hours per week. The salary range is $75,509.31-$89,160.03 annually, with the starting salary determined by candidate qualifications. The role is based in Brampton, operating within a hybrid model that requires on-site and/or community presence as needed.

Requirements

Completion of post-secondary education in relevant discipline (Equity Studies, Social Justice, Human Rights, Sociology, Social Sciences, Human Resources) or equivalent combination of education and related experience.
Minimum 3 years’ experience directly supporting and building inclusive workplaces.
Experience with design and facilitation of EDI topics including anti-racism, anti-oppression, unconscious bias, and cultural awareness.
Demonstrated and practical understanding of racism and intersectionality, and differing elements of diversity such as identities including gender identity/expression, gender, race/cultural background, sex, religion, sexual orientation, ability/disability, immigrant professionals, family status etc.
Demonstrated and practical understanding of systemic biases and barriers to workplace inclusion.
Skilled at engaging in matters that require sensitivity and empathy across a diverse community, excellent judgement, and discretion.
Strong interpersonal skills with proven ability to approach, listen, build trust, and communicate across diverse cultures and intersectionality. Willingness to continually improve understanding around cultural competence.
Openness to operate from an anti-racist, anti-oppressive, 2SLGBTQ+ affirming and intersectional framework.
Willingness to learn and apply practical understanding of different elements of diversity, such as gender identity/expression, race/cultural background, religion, sexual orientation, disability, immigration and precarious status, family status, etc.
Ability to travel within and around Peel Region and Dufferin County.
A satisfactory Vulnerable Sector Screening (Police Check) report.

Nice To Haves

Hands-on experience supporting organizational policy implementation related to anti-discrimination and equal employer opportunity is an asset.
Experience working in the mental health and addictions, or broader community and social services sectors is an asset.
Familiarity with Accessibility for Ontarians with Disabilities Act.
Lived experience as a member of an equity deserving group, is considered an asset.
Fluency in a second language, including ASL (American Sign Language) is considered an asset.

Responsibilities

Develop and execute a comprehensive EDI and accessibility strategy aligned with CMHA Peel Dufferin’s mission, vision, and values, driving an inclusive and equitable organizational culture.
Provide consultation and strategic guidance and advice, including resources and tools, to senior leadership, management, and staff and CMHA branches to promote equity-based practices for community mental health and health equity.
Collaborate with People and Culture team to design and implement initiatives fostering respect, belonging, and cultural awareness, enhancing employee engagement and retention in alignment with the People and Culture strategy.
Co-chair the internal Health Equity committee by assisting in planning meetings, undertaking research, facilitating meeting, operationalizing objectives on behalf of the committee, advising on matters that might be brought to the teams.
Serve as advisor to senior leadership on key change initiatives, projects and business case applications in order to achieve key deliverables.
Analyze and simplify complex information from multiple sources to inform strategic planning, organizational priorities, and equity-focused initiatives.
Partner with leaders and corporate functions to integrate EDIA principles into workforce and organizational policies, procedures, and standards.
Collaborate with leadership team and staff to ensure that organizational practices and client services are provided through the perspective of an anti-racist informed and anti-oppressive lens.
Ensure impactful EDI training programs are created for employees and managers, enhancing awareness, understanding, and skills to promote inclusivity and cultural competence.