President’s Anti-Racism Taskforce (PART)

Racism in health care is a large and complex problem and Sunnybrook recognizes it’s not something that will be solved easily or quickly. The President’s Anti-Racism Taskforce (PART) was established in 2020 to focus on producing tangible and visible results that will have a broad impact.

The taskforce includes members from the hospital, Sunnybrook Foundation, and Sunnybrook Research Institute (SRI).

The input and efforts from these members as champions of anti-racism at Sunnybrook are key to sparking change within our organization, and we thank them for their ongoing efforts as the work of the taskforce continues.

PART’s terms of reference align with the Ontario Health Anti-Racism Framework and the Toronto Region Anti-Racism Framework, with its vision of ensuring structural and systemic change.

PART has developed and is implementing an action plan with specific measures to combat racism and ensure Sunnybrook is an inclusive organization for our staff and partners, our Black, Indigenous, and racialized clients, and all communities we serve.

Sunnybrook staff: You can find more information about PART on Sunnynet.

Thank you to the PART membership and partners for your leadership and your continued dedication toward anti-racism.

Thank you to every member of Team Sunnybrook who is taking daily steps to make Sunnybrook a more inclusive space for all.

Three Years of PART

In the three years since the inception of PART, the membership has been working diligently to take tangible steps toward making Sunnybrook an anti-racist institution. Like Sunnybrook’s Commitment to Dismantling Racism, PART is using the LEAP framework to measure its action and success.

Transformation through LEAP

Leadership and accountability

Education and training

Actionable data

People and teams

Currently there are five PART subcommittees supporting the advancement of the LEAP Framework, Human Resources, Data, Policy, Education and Training, and Communications.

L: Leadership and Accountability

Formalize anti-racism work as a priority in the hospital Strategic Plan.
Develop safe and confidential mechanisms for reporting, investigating, addressing and tracking racist and discriminatory incidents that impact patients, families, staff, volunteers and donors.
Engage community members and partner organizations to identify disparities in access, experience and outcomes, and to chart a course for corrective action.

2023/24 Achievements

The HR, and Policy subcommittees support this work.

Worked with Corporate Strategy and Development Team and individual Programs to embed the LEAP framework and Commitment to Dismantling Racism into Strategic Plans
Drafted the Hospital’s Anti-Racism Policy with input from a wide group of stakeholders. Rolled out to staff, volunteers and students
Reviewed, revised, and rolled-out policies with anti-racism lens in partnership with HR, including:
- Abuse of Patients by Staff
- Development or Revisions of Policy & Guidelines Policy
- Harassment, Discrimination and Violence Policy
- Board Diversity Principles
- Indigenous Ceremonial Practices Policy
- Incorporating the TAHSN Standards for Religious Attire for Healthcare Workers, Learners and Volunteers Hospital Areas with Sterile Procedures into Sunnybrook policy
- The Respect Program (Corporate Code of Conduct)
- Interpreter Services Policy
- SRI HR Equity in Hiring Guidelines

Looking ahead

Serve as an advisory group for new and revised policies
Support action to address issues identified in the Staff Engagement Survey and the 120-day Staff Survey

Long-term outlook

Work to embed an anti-racism and anti-oppression lens into all policies at Sunnybrook

E: Education and Training

Provide ongoing opportunities for all members of Team Sunnybrook to grow their knowledge and develop skills to recognize and challenge racism in all forms within our organization.
Embed mandatory anti-racism training, with a specific focus on anti-Indigenous and anti-Black racism, into leadership, team and training development programs.
Examine current mechanisms for mentorship and scholarship opportunities and revise to ensure equitable access for Indigenous, Black, and racialized people.

2023/24 Achievements

The Education and Training, and Communications subcommittees support this work.

Education and Training targets and goals have been included in the Hospital’s 2021-2025 Strategic Plan.
Led the re-design of the Introduction to Anti-Black Racism eLearning module in partnership with TAHSN Anti-Racism leaders.
The San’yas Cultural Safety Training Program has now been embedded into all leadership programs within the Sunnybrook Leadership Institute.
Embedded Anti-Racism eLearning modules in the onboarding for all new staff and volunteers, including

Introduction to Anti-Black Racism eLearning module
IDEA Fundamentals – CCDI eLearning module

The Inclusion, Diversity, Equity, and Allyship Certificate (IDEA-C) Program. This new University of Toronto accredited program launched through Organizational Development & Leadership (OD&L).
Led by OD&L, partnered with subject matter experts and educators with lived experience to make the Antisemitism and Islamophobia course available to all staff through the Sunnybrook Leadership Institute (SLI).
Planned and supported Black History Month, Asian Heritage Month, Jewish Heritage Month, Indigenous History Month, Emancipation Day, National Day for Truth and Reconciliation events and educational initiatives.
Contributed to Department of Equity and Social Accountability (DESA) Statements on significant events and for days of remembrance.

Looking ahead

Ongoing partnerships with OD&L to create and implement anti-racism courses and workshops in the SLI Programs.
Rollout the Introduction to Anti-Black Racism eLearning module to physician, dentist and midwife group.
Continue to work with DESA and Strategic Communications teams to communicate cultural and religious days of significance

Long-term outlook

Continue to explore how to roll out anti-racism education & training initiatives more broadly across the organization.

A: Actionable Data

Collect and report on disaggregated race-based patient health data to better understand how systemic racism impacts all members of the Sunnybrook community and inform program design and delivery.
In partnership with HR, collect and report on staff engagement survey data to understand demographics and staff experiences.
Collect volunteer organizational governance engagement survey data to inform recruitment strategies.
Collect and report on employment equity data to inform quality improvement.

2023/24 Achievements:

The Data, and Communications subcommittees support this work.

Demographic data collection is embedded into the Hospital’s Strategic Plan with specific targets measuring the percentage of patients with demographic data collected in new areas across the hospital.
Conducted a demographic survey of TAHSN leadership (SLT & Board)
Partnered with Education Research for the establishment of Indigenous Data Governance Table and Black Data Governance Table
Implemented or integrated the collection of patient demographic data in Trauma Program, Geriatric Day Services, Department of Psychiatry
Worked with the Department of Quality and Patient Safety to include consideration of demographic data as criteria for new Quality Improvement Plans
Collaborated with HR to include the collection of demographic data in the new 120-day Staff Survey
Partnered with HR to expand the Staff & Physician Engagement Survey (2021 and 2023), to include demographic data for staff, and inclusivity and diversity specific questions
Ongoing partnership with the Education Research Working Group on a study of the impacts and experiences of anti-racism education at Sunnybrook. Includes support from the Indigenous Data Governance Table and the Black Data Governance Table

Looking ahead

Ongoing rollout to implement or integrate collection of patient demographic data across Sunnybrook
Ongoing support for integration of demographic data in Quality Improvement Initiatives

P: People and Teams

Audit and refocus policies and processes to ensure equitable practices, including: recruitment, hiring and retention; mentorship and sponsorship; professional development and advancement; learning opportunities; and core competencies and performance evaluation

2023/24 Achievements

The HR, and Communications subcommittees support this work.

“Nurturing a culture of wellness, equity and anti-racism for all Sunnybrookers” is a key objective of the 2021-2025 Strategic Plan. The Commitment to Dismantling Racism provides key indicators and objectives for this and PART will continue to support and further these objectives.
Supported launch of a Sunnybrook Mentorship Program, in partnership with HR and OD&L, with intentional focus on recruiting racialized staff members
In partnership with the Continuing Education Support Fund (CESF), launched PART Professional Development Award for an individual from the Black, Indigenous and/or Person of Colour (BIPOC) community (underrepresented, marginalized group), in support of their commitment to continued professional development
Launched new partnership with The MINA Project – an organization committed to confronting inequalities and dismantling barriers for racialized students, by providing industry-specific, career-focused experiential learning opportunities
Supported launch of Sunnybrook Jewish Advisory Committee
Supported launch of Sunnybrook Muslim Advisory Committee
Supported work to expand and sustain the Sunnybrook Program to Access Research Knowledge for Black and Indigenous Students (SPARK)
Launched IDEA Ambassador Program to promote inclusion, anti-racism education, and initiatives of PART and DESA, by sharing events with their networks, sharing resources with their teams, and providing feedback on projects and initiatives

Looking ahead

Advise Sunnybrook Research Institute (SRI) leadership on creation of resources for SRI scientists and staff to guide the recruitment and hiring process
Continue to deepen our understanding of anti-racism in HR processes, with a focus on embedding anti-racism initiatives into core-competencies
Share results from the Staff Engagement Survey and the 120-day Staff Survey specifically related to lessons learned on diversity of experiences
Support the development of a framework for creating a more diverse pool of candidates when hiring new staff and volunteers
Ensure that equity is infused in the process for hiring staff & volunteers throughout the hospital
Expand the reach of PART by including community partners and volunteers more robustly in PART-led initiatives via the IDEA Ambassador Program
Work with DESA and Strategic Communications teams to communicate cultural and religious days of significance

Long-term outlook

Strive to ensure that staff, volunteers, physicians, donors, patients & families, and the community at large are aware of PART projects and the impact the taskforce is having on the hospital

Other 2023/24 Projects and Events:

Launch of Indigenous Wellness Space

Honouring the Journey of Wellbeing events and team-based learning

Black History Month

Asian Heritage Month

Jewish Heritage Month

Indigenous History Month

Emancipation Day

National Day for Truth and Reconciliation

Feast for the Ancestors

Indigenous Veterans Day and Remembrance Day

Meet the co-chairs

Alicia Stewart

Alicia is a Patient Care Manager in Nephrology – Integrated Community Program, and Sunnybrook employee for over 10 years. An active contributor to staff and student mentoring, Alicia is excited to serve as PART co-chair to address racism at Sunnybrook: increase awareness, and enhance experiences for all staff, patients and visitors, and learners that embody equity, diversity, and inclusivity (on leave).

Christopher Townsend

Christopher is Director, Social Accountability and Organizational Development & Leadership (OD&L) and co-chairs the taskforce, combining his lived and professional experience, as an advocate of change. In OD&L, our mandate and goal, is to create a culture of engagement, respect and belonging, that supports all Sunnybrookers throughout their careers and leadership journeys.

Christopher is a graduate of the Educator Scholars Program, Centre for Faculty Development, University of Toronto, and serves as committee member on Sunnybrook Education Advisory Council (SEAC). He is a published author and volunteers his time as a musician, teacher and mentor in several community-based initiatives.

Laurie Legere

Laurie serves as the Director of Equity & Social Accountability at Sunnybrook, working in her role to promote a community where health access and inclusivity are paramount. She spearheads sustainable change initiatives to prioritize equity, involvement, accessibility, and inclusion throughout all aspects of the organization, spanning care, education, research, and the workplace.

As co-lead of the Department of Equity & Social Accountability, co-chair of PART and the 2LGBTQIA+ Steering Committee, and facilitator of the Indigenous Community Advisory Committee, her focus in on reshaping the organization's culture, strengthening its foundation, and empowering all teams to promote equity and inclusion within their own areas of responsibility.

With experience spanning 18 years in healthcare and research across Canada and Australia, Laurie brings expertise in Equity, Diversity, and Inclusion (EDI) strategy, community engagement, strategic communication, and change implementation.

Michelle Lynch

Michelle is the Volunteer Resources Coordinator for Acute Care at Sunnybrook, leading hundreds of volunteers of all ages, abilities and cultural backgrounds who bring a unique touch to the patient experience.

She is an active supporter of diversity-based initiatives within health care with a desire to open doors to build more inclusive and culturally accepting work environments for all.

Michelle continuously strives to develop innovative approaches with technology for teams and champion workplace culture where diversity is valued and recognized from entry level to leadership.

Fully French bilingual, she is a certified instructor/facilitator and life-long learner.

Michelle has been a member of the President's Anti-Racism Task Force from its inception in 2020.

List of PART Members »

Mariam Abdel Malik – Emergency Nursing
Alexis Bungay – Resource Team Nursing
Dorothy Carson – Strategy and Integration
Joanne Davies – Spiritual Care
Dr. Saswata Deb – Emergency Physician
Bertha Effio –Patient Experience Advisor
Shaunteque Harris – Organizational Development and Leadership
Kirishanthy Kathirkamathamby – Research Manager
Gail Klein – Clinical Trials Director of Operations
Laurie Legere- Department of Equity and Social Accountability
Myrene Lychek – Occupational Therapy
Michelle Lynch – Volunteer Resources Coordinator
Rochelle Martin –Patient Experience Ambassador
Vasu Patel – Secretarial Services Manager
Manuela Pechova – Observer and Patient Partner Resource Team Manager
Kevin Reel – Ethicist
Nichole Rodney – Colposcopy Nursing
Dr. Giovanna Sirianni – Palliative Care Physician
Vaishnavi Sivananth – Surgery Recovery Nursing
Alicia Stewart – Patient Care Manager
Christopher Townsend – Organizational Development and Leadership
Stephanie Wong – Social Work
Jennifer Zuccaro – Human Resources Director

Looking back: View PART's 2022 initiatives »

In the two years since the inception of the President’s Anti-Racism Taskforce (PART), the membership has been working diligently to take tangible steps toward making Sunnybrook an anti-racist institution.

PART has five subcommittees:

Human Resources

Achievements:

Completed HR recruitment diversity statement.

Looking ahead:

Continue to deepen understand of HR process.

Recruit for subcommittee.

Long-term outlook:

Support the framework for a more diverse pool in hiring employees at all levels and volunteers.

Assess or develop metrics that reflect diversity experiences.

Ensure that equity is infused the process of hiring staff & volunteers throughout the hospital

Ensure there is an equity panel or staff member who has experience with equity.

Data

Achievements:

Worked with 2 programs to implement demographic data as an objective in their program-level strategic plan.

Worked with Trauma to implement demographic data survey into the workflow one inpatient unit. Presently expanding to a second unit.

Demographic data collection initiated in the Frederick W. Thompson Anxiety Disorders Centre.

Participated on the Toronto Region Anti-Racism Implementation Committee to advise on updated Measuring Health Equity Core Questions.

Looking ahead:

Working with Indigenous Advisory Council and others with respect to data sovereignty and storage.

On-going collection of staff & physician demographic data through the staff & physician engagement survey with improved uptake.

Long-term outlook:

Demographic data collection is embedded into the hospital’s Strategic Plan, with specific targets measuring the % of patients with demographic data collected in new areas across the organization each year.

Policy

Achievements:

Drafted the Hospital’s Anti-Racism Policy with input from a wide group of stakeholders.

Looking ahead:

After obtaining final approvals, rollout the Hospital’s Anti-Racism Policy to all staff, volunteers and students at all campuses.

Long-term outlook:

We will work to embed an anti-racism and anti-oppression lens into all new policies at Sunnybrook.

Education and Training

Achievements:

Led the re-design of the Introduction to Anti-Black Racism eLearning module in partnership with TAHSN Anti-Racism leaders.

Introduction to Anti-Black Racism module is now offered in the Sunnybrook Onboarding courses, and included in the new Inclusion, Diversity, Equity, and Allyship certificate program (IDEA-C) accredited with University of Toronto, through Organizational Development & Leadership (OD&L) – Sunnybrook Leadership Institute (SLI).

Looking ahead:

Work with OD&L to recruit and enroll departments in the Leadership Development and IDEA-C program.

Continue to rollout anti-Black Racism training module to physician group.

Long-term outlook:

We continue to explore how to roll out education & training initiatives more broadly across the organization. With new hires and leaders now undertaking required learning, how best can we expand the reach to other Sunnybrook staff and volunteers. Education and Training targets and goals have been included in the Hospital’s 2021-2024 Strategic Plan.

Communications

Achievements:

Supported 2022 Black History Month, Asian Heritage Month, Jewish Heritage Month and Indigenous Heritage Month events and communications.

Looking ahead:

Expand reach of PART by including community partners and volunteers more robustly in PART-led initiatives.

Work with departmental and program EDI committees to further recognize and celebrate cultural days of significance.

Long-term outlook:

Strive to ensure that staff, volunteers, physicians, donors, patients & families and the community at large are aware of PART projects and the impact the taskforce is having on the hospital.

Other 2022 Projects and Events:

Black History Month

Asian Heritage Month

Jewish History Month

Indigenous History Month

National Day for Truth and Reconciliation

SunnyBook (Virtual Book Club for staff)

Like Sunnybrook’s Commitment to Dismantling Racism, PART is using the LEAP framework to measure its action and success. The four components of the LEAP framework will help guide Sunnybrook’s commitment, transformation and vision.

Below and under each of the subcommittee links above, you can find some information about PART’s work over the past year. The highlights mentioned are the work of PART committees, members or allies, and by no means capture each and every equity, diversity and inclusion initiative taking place across the hospital’s campuses. Thank you to every member of Team Sunnybrook who is taking daily steps to make Sunnybrook a more inclusive space for all.

Thank you to the PART membership and partners for your leadership and your continued dedication toward anti-racism.