That OAN invites nominations and applications for the role of Executive Director, a position that will have an indelible impact on the future of the organization as it continues to lead and inspire a strong, shared, and effective response to HIV and AIDS in Ontario.
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Following the OAN’s Annual Meeting, we’re pleased to share our annual report summarizing OAN and GMSH activities, outputs, and financials for the 2021/22 fiscal year. In this report, you’ll find a report-back from the co-chairs of the OAN’s Board of Directors, a summary of our financials and funders, and updates about our Skills, PLID, Advocacy, and OPRAH programming.
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This paper shares the story of the HEA Cohort’s efforts to live into its commitment to put race at the center of its health equity advocacy field-building work. It describes the rationale for centering race in health equity, the vision for the Cohort’s efforts on this front, the multi-level strategies the Cohort employed, Cohort progress within these levels, and the challenges and emerging lessons learned.
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Centering Race in Health Equity Advocacy: Lessons Learned From, The Colorado Trust, A Health Equity Foundation Social Policy Research Associates This paper shares the story of the HEA Cohort’s efforts to live into its commitment to put race at the center of its health equity advocacy field-building work. It describes the rationale for centering race in health equity, the vision for the Cohort’s efforts on this front, the multi-level strategies the Cohort employed, Cohort progress within these levels, and the challenges and emerging lessons learned. 50 Actions Your Organization Can Take After Posting about BLM By Vanessa Douyon, 54 Promises This list is intended
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The Step Forward podcast is a limited series dedicated to providing space for deep conversations about anti-Black Racism in Ontario and beyond. This series, hosted by Kondwani Mwase is a collaboration spearheaded by the Ontario AIDS Network, produced by 54Lights podcast. Throughout the series, we’ll be speaking with Black leaders from diverse professional and personal backgrounds. While each conversation will be unique, these discussions will explore and reflect on a single question: To what extend does white dominant culture and white supremacy impede the HIV public health response?
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We invite you to explore the resources below. Throughout the year, the OAN will update this page with additional resources and digital communications to support members in embedding Reconciliation work in their organizations. Stay tuned… Suggested Resources for Basic Self-Education Truth and Reconciliation Commission of Canada: Calls to Action, Truth and Reconciliation Commission of Canada Honouring the Truth, Reconciling for the Future – Summary of the Final Report of the Truth and Reconciliation Commission of Canada, Truth and Reconciliation Commission of Canada What We Have Learned – Principles of Truth and Reconciliation, The Truth and Reconciliation Commission of Canada The
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THE COLOUR OF COVID-19 On February 9, 2021, the ACB Network of Waterloo Region hosted a live stream panel discussion. Ruth Cameron, Executive Director at ACCKWA, moderated this two-hour conversation with medical staff and healthcare professionals to explore questions about COVID-19 and vaccinations. Specifically, the panel spoke about the effects of the pandemic on racialized communities, health equity and anti-Black racism and what’s to come with vaccinations. #STIMULUSCONNECT PANEL: DEFUNDING POLICE Have you considered why most harm reduction and drug policy activists support the movement to Defund the Police? How are harm reduction philosophy, drug policy reform and the movement to defund
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Operationalizing Racial Justice in Non-Profit Organizations By Maggie Potapchuk, MP Associates Structural racism requires institutional support and cultural nurturing. The core of anti-racist work is to seek to recognize institutional bias and to make structural changes that are supported by policies and procedures that are accountable with outcomes of equity. Executive leaders, boards, managers, and supervisors must be taught to recognize that contemporary forms of racism exist and become familiar with the various forms that it takes in the lives of all staff and clients. They must become vigilant in learning and identifying what those issues are and how they are perpetuated in the
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by Mary-Frances Winters | Apr 21, 2021 Politics, religion, race – we can’t talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren’t handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees’ sense of safety in the workplace. But you can turn that around and address difficult topics in a way that brings people together instead of driving them apart. Once you’re ready to engage in bold, inclusive conversations (you can take the self-assessment included
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