Doula Canada’s Mission is to improve perinatal, infant and family well-being by educating and supporting professional support persons in Canada and around the world.
We accomplish this by:
- Evidence based information
- Community building
- Professional development
- Communication across mediums
To build a dynamic community for the continuing education and inspiration of professional support persons.
Doula Canada (DC) affirms its commitment to building an organization which is equitable and inclusive. This means that in all aspects of its operations and at all levels of the organization, DC works to ensure that there is no discrimination on the basis of, but not limited to, ethnicity, language, race, age, ability, sex, sexual or gender identity, sexual orientation, family status, income, immigrant or refugee status, nationality, place of birth, generational status, political or religious affiliation.
Doula Canada further recognizes that the increasing diversity among members has added cultural, social, and economic benefits to our community. As as organization we sensitive to the fact that oppressed groups may experience marginalization and encounter barriers that limit their access and participation in the community. Doula Canada seeks to increase access and participation, especially for those who are marginalized, disadvantaged or oppressed.
Doula Canada encourages individuals to participate fully and to have complete access to its services, employment, vocational and educational opportunities. It shall make every effort to see that its structure, policies and systems reflect all aspects of the total community and to promote equitable access to all. To this end, DC strives to ensure that:
- Discriminatory or oppressive behaviours are not tolerated;
- Individuals who engage with DC for service and/or education are valued participants who have opportunities to shape and evaluate our programs;
- Education and services are developed and delivered sensitive to the needs of diverse groups;
- Programs are delivered in such a way that systemic barriers to full participation and access are eliminated, so that positive relations and attitudinal change towards marginalized groups are promoted;
- Services are provided with sensitivity to the influence of power and privilege in all relationships, including teaching and mentorship, and are delivered in keeping with anti-oppression principles;
- Materials present a positive and balanced portrayal of people’s diverse experiences.
This policy applies to all members of the Doula Canada community including stakeholders, staff, independent contractors, and students. The policy is also binding on our external contractors, employers and other partners who Doula Canada works in collaboration with.
Individuals who believe that they have experienced harassment or discrimination in any context with Doula Canada or its partners are encouraged to use our Harassment and Discrimination policy and procedures to have their concerns or complaints addressed.
- Doula Canada has and will continue to work to embed the principles detailed in this policy within all relevant Doula Canada policies and procedures to ensure that equity and inclusion guides Doula Canada in all of its endeavours.
- The curriculum offered will be regularly reviewed to ensure it is culturally
sensitive and reflects the interests and backgrounds of the learners.
- Doula Canada will will ensure that publicity material positively promotes the diversity of the Doula Canada community.
- Doula Canada will actively engage with staff, learners, independent contractors and partners on key matters related to equality and diversity.
- All instructors will use resources and activities that are free from discriminatory or stereotypical assumptions or images.
- Reasonable adjustments will be made to working and learning arrangements and premises to ensure equal access for employees or learners who have a disability or a particular health concern.
A successful equity and diversity policy requires the active support of the
entire Doula Canada community. Whilst there is a collective responsibility to ensure
this policy is successfully implemented, there are also specific responsibilities
as set out below:
- The Director is responsible for ensuring that staff/ independent contractor-related issues are effectively addressed.
- Program Coordinators, in consultation with the Director, are responsible for ensuring that learner-related issues are effectively addressed.
- All staff, learners and others to whom this policy applies are responsible for ensuring that they have read and understood this policy, and will seek clarification where required. Staff and learners will be reminded of their responsibilities through the appropriate channels.
- All staff and learners, those carrying out work or delivering services on
behalf of Doula Canada , are required to adhere to this policy and everyone is expected to support the Doula Canada in promoting equity and challenging discrimination and harassment.
Members of staff who believe they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the appropriate grievance procedure. A copy of the grievance procedure is available through our website or in hard copy on request from the Human Resources Department/ Director.
Students who believe they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the Harassment and Discrimination Policy. A copy of this policy is available through the online learning portal and on our website.
Every effort will be made to ensure that any person making a complaint will not be victimised. All complaints of discrimination, harassment, or victimisation will be dealt with promptly and confidentially.
Doula Canada takes all allegations of discrimination, harassment or victimisation very seriously. If in investigation, it is established that discrimination, victimisation or harassment has occurred, disciplinary action will be taken and may result in removal from Doula Canada.