Diversity, Equity & Inclusion Resources for Regulators
Developing, implementing, and measuring DEI initiatives within regulatory organizations
CLEAR's DEI External Resources for Regulators workgroup has compiled the following list of resources related to developing, implementing, and measuring DEI initiatives within regulatory organizations. These documents, policies, research resources, courses, and/or templates have been submitted by workgroup members or CLEAR members as tools to support you on your DEI journey as we seek to remove bias and discrimination in the professional and occupational regulatory community.
If you have resources that you would like to share, please submit them here. This resource page is a living document as we pursue the "forever work" of diversity, equity, and inclusion initiatives.
Resources are listed by category (with some resources falling under multiple categories). Scroll through all the resources, or click a category below to get started. Resources from fellow regulators are bold and marked with *. Other resources are from organizations outside of regulation. You can also search by keyword below, or use your browser's built in search commands Control+F (PC) or Command+F (for MAC) to search the page.
Starting your DEI journey
DEI in Practice: Accountability versus Implementation*
Presentation by Jimi Bush and Staci Mason, CLEAR International Congress on Professional and Occupational Regulation, Dublin, Ireland, May 3-5, 2023
Keywords: equity and inclusion statement, social expectations, health equity, implicit bias, health disparity, discrimination in healthcare, employee culture and retention, equity, social justice
The health regulatory colleges in British Columbia signed a declaration to cultural safety and humility with First Nations Health Authority partners, committing to strengthening relationships with Indigenous peoples and ensuring that culturally safe practices are embedded in the operations and proceedings of the colleges. Hear from the College of Physicians and Surgeons of BC about their journey of organizational transformation and addressing Indigenous-specific racism in healthcare. Heidi Oetter, Susan Prins, and Derek Puddester talk about education, diversified governance representation, a new standard of practice on cultural safety and humility, and a rebranding of the organization to reflect current values of Truth and Reconciliation.
Keywords: British Columbia, Indigenous racism, healthcare, cultural safety and humility, truth and reconciliation, trauma-informed, education, apology, representation, physicians, practice standard, systemic racism, practice standard, accessibility, rebranding
Integrating IDEA into Regulatory Governance*
The presentation to CLEAR's DEI External Resources working group (August 2024) from the College of Veterinarians in Ontario highlights their progress in legislative reform, which includes new bylaws, policies, and procedures. A key focus has been integrating inclusion, diversity, equity, and accessibility (IDEA) into their operations. They created a new staff role for community engagement, conducted an internal DEI audit, and adopted a strategic plan to promote compassionate regulation. The presentation also notes their commitment to continuous education on unconscious bias, anti-racism, and microaggressions, and their ongoing work to reduce systemic barriers and improve diversity within the profession.
CVO IDEA Action Plan
Keywords: Legislative reform and transition process; Inclusion, diversity, equity, and accessibility (IDEA) initiatives; DEI audit of internal processes; Community engagement strategist role; Unconscious bias and anti-racism training; Compassionate regulation and transparency; Race-based data collection; Addressing systemic barriers in veterinary licensure; Increased diversity and representation in staff and council; Handling complaints related to racism and bias in veterinary care
Jayde Fuller, National Director of the Aboriginal Health Strategy Unit, presented to CLEAR's DEI External Resources working group (April 2024) about AHPRA’s comprehensive approach to eliminating racism in healthcare and promoting cultural safety for Aboriginal peoples. Key areas include the establishment of governance grounded in self-determination, standardizing cultural safety definitions, legislative amendments prioritizing cultural safety, landmark disciplinary decisions penalizing racism, and updating internal policies to address racism. The presentation emphasizes the need for a unified approach, standardization of cultural safety education via a national cultural safety accreditation framework for practitioners, and foundational truth-telling around the history of Australia and the impacts of colonization to address systemic racism in healthcare.
Keywords: Australia, cultural safety, Indigenous health, racism in healthcare, Aboriginal health strategy, legislative amendments, governance and self-determination, definitions, cultural safety accreditation, cultural safety education
Diversity, Equity & Inclusion in Credentialing*
Learn about diversity, equity and inclusion (DE&I) initiatives that I.C.E. has recently engaged in, such as the I.C.E. DE&I Statement and the I.C.E. Coffee Chat series. Also hear from two I.C.E. members and how their organizations have approached DE&I, the programs they've implemented and the impact it's had so far on their DE&I journey.
Keywords: DE&I statements, terminology, training, strategic plan, inclusive language
National Board for Certification in Occupational Therapy, JEDI Reflection Points*
Tools for Justice, Equity, Diversity, and Inclusion Focused on Self-Reflection and Growth - This tool provides you with a safe space to reflect, learn and grow. You determine the pace at which you want to use the tool and how much reflection and learning you want to complete. People will enter the journey with different levels of knowledge and exposure to the content.
There is now a Group Facilitator Guide for NBCOT's JEDI Reflection Points, which provides guidance for administering the modules to a group versus individually.
Keywords: justice, equity, diversity, inclusion, self-reflection, growth
College of Optometrists of Ontario Diversity, Equity & Inclusion Plan*
One of the College’s strategic priorities for the next three years is to enhance DEI. This is the implementation plan for this strategic priority. The selected benchmarks are being used by the College as a guide to help devise projects and initiatives that will enhance DEI for all the College’s stakeholders, including staff, the College’s members, and the public. The projects and initiatives developed, once implemented, will also assist the College in meeting the selected benchmarks.
Keywords: benchmarks, strategic plan, collaboration, human rights, training, land acknowledgment, elections, budget, demographic information, gender pronouns, language translation, communication, plain language, anti-discrimination policy, unconscious bias, cultural celebrations, hiring, hybrid work
State of Oregon Diversity, Equity, and Inclusion Action Plan
This is the Oregon state-wide DEI action plan which all agencies--regulatory and non-regulatory--use as the framework for the development of DEI plans. It can be useful as a place to start as it describes 10 key areas or strategies and then identifies specific actions to take in those areas with an emphasis on establishing the ability to measure performance.
Keywords: roadmap, action plan, racial equity goals, DEI strategies, glossary
Equity and Empowerment Lens (Full) | (Just the Lens)
from the Multnomah County Office of Diversity and Equity - As a quality improvement tool this set of questions and processes are designed to help integrate a focus on equity at the individual, organizational, and community levels. Guided by current research, the Lens pays particular attention to inequities experienced by communities or color, immigrants, and refugees with its racial justice focus. To further help guide your transformational change process, the Lens employs a holistic and culturally responsive framework that includes reference to the key areas that influence equity.
Keywords: resource allocation, policy and decision-making, social determinants of health, advocacy, policy work, cultural humility, strategic planning, organizational transformation, personal transformation
Equity & Inclusion Lens Guide
from the Nonprofit Association of Oregon - The NAO Equity & Inclusion Lens Guide is an interactive tool that will help you learn about equity and inclusion and how to apply it to your work. Change takes place in different ways and is ongoing. We are all learning. It is a lifelong process. When we consider our own diversity, check our assumptions, ask about inclusion, and apply our insights to our work, we can create change. The end result is that we become a change agent and take action.
Keywords: terminology, glossary, self-reflection, communications, engagement, data gathering, leadership, evaluation, policy development, recruiting and hiring, strategic planning, training
Diversity and Inclusion Strategic Plan, U.S. Securities and Exchange Commission, 2020-2022
This Plan includes measurable actions that are designed to help fully integrate diversity, inclusion, and opportunity in the strategic decision-making of the agency, enhance organizational effectiveness, and meet future challenges.
Keywords: terminology, accountability, connected culture, diverse talent pipeline, recruitment, mission effectiveness, business diversity, equal employment opportunity
Cultural Competence Self-Assessment Questionnaire
from Portland State University, Research and Training Center on Family Support and Children's Mental Health - There are two versions of the Cultural Competence Self-Assessment Questionnaire. One version is for use with direct service providers and the other is for administrative staff. These different versions of the CCSAQ are useful when designing specific training interventions for either administrative or service-level personnel.
Keywords: cultural competence, child- and family-serving agencies, cultural training, child and adolescent mental health systems
Advancing the Mission: Tools for Equity, Diversity, and Inclusion
from JustPartners, Inc. and the Annie E. Casey Foundation, RESPECT. This collection of tools is based on a case example of what one Foundation has undertaken and accomplished because of a growing commitment to equity, diversity, and inclusion. As such, it is only one story — not a prescription. Here you’ll find a description of the concrete steps that have been taken, a little of the back story and challenges of the work, and some tools based on this example that can be adapted for your own organization, if you choose.
Keywords: mission, organizational assessment, affinity group, accountability, equity coaches, policy-making, socially responsible operations
Cultural Competence: A Guide to Organizational Change
from Citizenship and Immigration Canada. This resource accompanies organizations in their sustainable efforts to promote cultural diversity and competence. Part I examines the demographic, social, political, economic, and legislative realities that are relevant to cultural diversity in Canada. Part II provides foundational knowledge about culture and cultural competence. It discusses fundamental principles that can guide an organization's journey toward cultural competence, the cultural competence process, as well as factors that enable an organization to implement change. It also describes a culturally competent organization. Part III offers a series of practical tolls to help organizations to integrate cultural diversity and competence into all aspects of their governance, management and administration, and service delivery.
Keywords: diversity in the workplace, personnel management, organizational change, multiculturalism
Foundational knowledge
DEI Definitions (from CLEAR'S DEI Definitions Working Group)*
The following definitions include key terms frequently used in discussions about diversity, equity, and inclusion (DEI). Where possible the terms refer to jurisdiction-specific use or variation. CLEAR has carefully considered a range of definitions for each term and is constantly refining and reflecting upon this work. CLEAR welcomes feedback about the terms and definitions provided within. This is a living document and will be updated to reflect the evolution of our understanding of diversity, equity, and inclusion.
Keywords: terminology, glossary
The Many Dimensions of DEI
In this article by Associations Now: Diversity, equity, and inclusion encompasses many layers that are sometimes overlooked. A clear understanding of those nuances and distinctions is key to implementing a DEI plan that’s greater than the sum of its parts and ensures everyone feels they belong.
Keywords: employee recruitment, workplace, hybrid work, terminology
Engineers and Geoscientists BC Equity, Diversity, and Inclusion Actions*
The Professional Practice Guidelines for Engineers and Geoscientists BC - This practice guideline was developed specifically for the profession but can be a resource in how EDI ties into one’s regulatory mandate and has broad foundational elements that may be relevant across industries and professions. It includes obligations and considerations for both individuals and firms.
Equity, Diversity, and Inclusion for Engineers and Geoscientists - This free 1 hour online course is a foundational training on equity, diversity, and inclusion (EDI) to help individuals develop competencies in inclusive behaviours and emotional intelligence.
Keywords: engineers, concepts, expectations, professional obligations, demographics, women, partnerships, terminology, complaints process, cultural and emotional intelligence
Catalyst
Catalyst is a global nonprofit supported by many of the world’s most powerful CEOs and leading companies to help build workplaces that work for women.
Keywords: women, workplace, research, generations, affirmative action, ageism, gender, remote work, sexual harassment, pay gap
Equity and inclusion glossary of terms - University of British Columbia
The equity and inclusion glossary provides a list of terms related to equity, diversity and inclusion that are often used at UBC. The terms listed in this glossary are not prescribed terminology – perspectives and lived experiences will determine which terms are most common and/or appropriate in particular contexts. Terminology and language in equity, diversity, and inclusion spaces are often contested and evolve over time.
Keywords: terminology, glossary
The Registrar Podcast - Episode 3: A Candid Conversation about Diversity, Equity, Inclusion, and Racism*
Conversation at CLEAR's Annual Educational Conference in Louisville, KY about DEI and Racism - with Staci Mason and Daniel Roukema
Keywords: terminology, systemic barriers, respect, personal experiences, public protection, employers, hiring, access to opportunity
The Inclusion Continuum
illustrates the path from exclusive club to inclusive organization. from The Kaleel Jamison Consulting Group, Inc. Adapted from The Pfeiffer Annual
Keywords: inclusion, organization, culture change, interactive culture
The Aboriginal and Torres Strait Islander health workforce series*
The Aboriginal and Torres Strait Islander health workforce series provided an opportunity for key stakeholders to meet and discuss important factors affecting the Aboriginal and Torres Strait Islander health workforce and identify actions needed to best support Aboriginal and Torres Strait Islander practitioners. Through listening to experiences of Indigenous practitioners and critically reflecting on our own practices, we look to find opportunities to increase the Aboriginal and Torres Strait Islander health workforce and improve the support structures around them.
Keywords: Ahpra, Aboriginal, workforce, lived experience, critical reflection, self-determination, strength-based principles, practitioner support
Research
Diversity in Nursing: How It Improves Care
Regis College released this resource guide that provides detailed insights and resources on the following topics: The Importance of Diversity in Nursing, Advantages of a Diverse Nursing Workforce, Strategies for Promoting Diversity in Nursing Education and Practice, The Role of Cultural Competence in Diverse Nursing Care, The Impact of Diversity on Patient Outcomes and Satisfaction, Overcoming Bias and Promoting Inclusion in Nursing, Recommendations for Increasing Diversity in the Nursing Profession
Keywords: diversity, nursing, workforce, education, cultural competence, patient outcomes, bias, inclusion
Anti-racism statistics, insights and reports - British Columbia
Under the Anti-Racism Data Act, British Columbia is required to release statistics or other information related to systemic racism and racial equity by June 1st each year.
Keywords: anti-racism, statistics, systemic racism
In Plain Sight Report
Addressing Indigenous-specific Racism and Discrimination in Health Care
Keywords: definitions, Indigenous, health disparities, profiling, racism, stereotyping, discrimination, patients, healthcare workers, complaint process, cultural safety and humility, trauma-informed training/practice, British Columbia
The coin model of privilege and critical allyship: implications for health
(2019) Health inequities are widespread and persistent, and the root causes are social, political and economic as opposed to exclusively behavioural or genetic. A barrier to transformative change is the tendency to frame these inequities as unfair consequences of social structures that result in disadvantage, without also considering how these same structures give unearned advantage, or privilege, to others.
The article is a call to action for all working in health to (1) recognize their positions of privilege, and (2) use this understanding to reorient their approach from saving unfortunate people to working in solidarity and collective action on systems of inequality.
Keywords: Ableism; Allyship; Health equity; Indigenous health; Intersectionality; Oppression; Privilege; Racism; Social determinants of health; Social justice
Policy document
College of Physician and Surgeons of British Columbia - Critical Review of Complaints Processes*
The College undertook a critical review of its complaints process to identify opportunities to make it safer and more accessible to Indigenous Peoples.
Keywords: complaints process, Indigenous, accessibility, cultural safety, communication, resolution and accountability, self-identification and data collection, racism, soft complaints, transformative justice, demographics, truth-telling, British Columbia
Health Quality BC - Principles to Guide Indigenous Patient Feedback Process*
Recommendation 5 of the In Plain Sight report calls on the health system to create an integrated, accessible and culturally appropriate complaints process for Indigenous peoples in BC. In support of this recommendation, Health Quality BC hosted a provincial dialogue that brought together more than 100 people from health care organizations, Indigenous patients, families and caregivers to explore how the process can be improved. The provincial dialogue generated a list of principles intended to lay the foundation for creating a safe, accessible and meaningful process for Indigenous patients and families to share their experiences within BC’s health system. This resource highlights the importance of each principle and provides examples of how they can be put into action.
Keywords: cultural safety, complaints process, Indigenous, patients, healthcare, British Columbia, Indigenous rights, restorative approach, barriers, trauma-informed, support, self-identification
Letter to BC Courts and Tribunals: Pronunciation of Names in Proceedings*
On February 2, 2024, Canadian Bar Association BC, the South Asian Bar Association of BC and the Federation of Asian Canadian Lawyers (BC) Society delivered a letter to the Chief Justice of BC, Chief Justice of the Supreme Court of BC, Chief Judge of the Provincial Court of BC, and the Chair of Circle of Chairs of BC Administrative Tribunals.
The letter offers best practices to ensure that all people appearing before courts and tribunals throughout BC have their names pronounced correctly, increasing inclusion for lawyers and participants across the province.
The suggestions include:
• Amended practice directions to outline how participants can advise the court/tribunal of the pronunciation of their names.
• Updated standard practices to request pronunciation of all names upon introduction.
• Encouragement to request confirmation of pronunciation.
• Verification of the correct pronunciation of all participants prior to the hearing.
Implementation of these practices will improve the experience of Indigenous and racialized people who appear before our courts and tribunals. It also sends the message that everyone, regardless of race, culture and ethnicity, should be treated with equal respect and dignity.
Keywords: name inclusivity, Indigenous and racialized communities, human rights, legal recognition, reducing barriers, respect
Ahpra's Aboriginal and Torres Strait Islander Employment Strategy 2020 – 2025*
The Ahpra Aboriginal and Torres Strait Islander Employment Strategy 2020 – 2025 (Employment Strategy) Strategy is a key deliverable for The National Scheme’s Aboriginal and Torres Strait Islander Health and Cultural Safety Strategy 2020–2025. The goal of the Employment Strategy is to increase Aboriginal and Torres Strait Islander participation within Ahpra through the development of a culturally safe work environment, that reflects the diversity of the communities in which we operate and serve.
Keywords: Ahpra, Aboriginal, cultural safety, employment, human resources, recruitment, retention, culturally safe workplace, engagement
National Scheme's Aboriginal and Torres Strait Islander Health and Cultural Safety Strategy*
The aim in this strategy is to produce consistency and quality improvement in matters of Aboriginal and Torres Strait Islander health and cultural safety across the National Scheme. The National Scheme’s Aboriginal and Torres Strait Islander Health and Cultural Safety Strategy 2020-2025 aims to make cultural safety the norm for Aboriginal and Torres Strait Islander patients. It sets a clear direction and course of action for Ahpra, National Boards and Accreditation Authorities, who together regulate Australia’s 740,000 registered health practitioners. Cultural safety is a critical component of patient safety, and cultural safety must be defined by Aboriginal and Torres Strait Islander Peoples.
Keywords: Ahpra, Aboriginal, cultural safety, quality improvement, strategic direction, partnership, owvership, governance, self-determination, patient safety
Practice standard
CPSBC Standard on Cultural Safety and Humility*
from the College of Physicians and Surgeons of British Columbia - The purpose of this practice standard is to set out clear expectations for how registrants are to provide culturally safe and anti-racist care for Indigenous patients.
Keywords: Indigenous, cultural safety, anti-racism, access, discrimination, physicians and surgeons, British Columbia, zero tolerance, self-reflective practice, education, healthcare, relational care, trauma-informed
CPSBC Standard on Access to Medical Care without Discrimination*
This practice standard speaks to racism and discrimination on a broader level, including its impact on other minority groups.
Keywords: physicians and surgeons, British Columbia, access, discrimination, scope of practice, conscientious objection, patient-registrant relationship
Practice guide / support for professionals
Engineers and Geoscientists BC Guide to Inclusive Practices*
Engineers and Geoscientists BC launched a new tool to support professionals and their contribution to building and maintaining inclusive environments. The Guide to Inclusive Practices covers a range of topics that can be applied to volunteer activities with the organization, other organizations, and in general areas of professional practice.
The Guide to Inclusive Practices includes sections on Inclusive Meeting Facilitation, Inclusive Presentations, Use of Pronouns, and Land Acknowledgments. Core Concept sheets are 1-page documents that highlight many easy to implement practices.
Keywords: engineering, inclusion, meetings, pronouns, guidance, land acknowledgments
Engineers and Geoscientists BC Equity, Diversity, and Inclusion Actions*
The Professional Practice Guidelines for Engineers and GEoscientists BC - This practice guideline was developed specifically for the profession but can be a resource in how EDI ties into one’s regulatory mandate and has broad foundational elements that may be relevant across industries and professions. It includes obligations and considerations for both individuals and firms.
Equity, Diversity, and Inclusion for Engineers and Geoscientists - This free 1 hour online course is a foundational training on equity, diversity, and inclusion (EDI) to help individuals develop competencies in inclusive behaviours and emotional intelligence.
Keywords: engineers, concepts, expectations, professional obligations, demographics, women, partnerships, terminology, complaints process, cultural and emotional intelligence
Ahpra webinar on recruiting Indigenous Peoples to participate on regulatory boards*
The Australian Health Practitioner Regulation Agency (Ahpra) and the National Boards work to eliminate racism from the healthcare system means ensuring Aboriginal and Torres Strait Islander perspectives and voices are embedded in our work. Aboriginal and Torres Strait Islander ways of knowing, being and doing is critical to addressing racism in all its forms systemic, structural and interpersonal. Ahpra seeks applications and expressions of interest from Aboriginal and Torres Strait Islander Peoples for appointment to Boards and Committees in the National Registration and Accreditation Scheme (the National Scheme).
Keywords: Ahpra, Aboriginal, board recruitment, diversity, engagement, board support
DEI-related courses or training
Indigenous Canada University of Alberta Course
Indigenous Canada is a 12-lesson Massive Open Online Course (MOOC) from the Faculty of Native Studies that explores the different histories and contemporary perspectives of Indigenous peoples living in Canada. From an Indigenous perspective, this course explores complex experiences Indigenous peoples face today from a historical and critical perspective highlighting national and local Indigenous-settler relations. Topics for the 12 lessons include the fur trade and other exchange relationships, land claims and environmental impacts, legal systems and rights, political conflicts and alliances, Indigenous political activism, and contemporary Indigenous life, art and its expressions.
Keywords: Canada, Indigenous peoples, histories and contemporary perspectives
4 Seasons of Reconciliation
First Nations University of Canada and Reconciliation Education are pleased to welcome you to learn from the various Indigenous contributors involved in the creation of 4 Seasons of Reconciliation. This self-paced online program offers 10 modules on truth and reconciliation, which is available to all Canadians. Upon completion of the online course, you will be awarded a “Certificate of Completion” issued by First Nations University of Canada. These resources are the result of many years of work and much careful thought – ayâkwâmisiwin (in Cree).
Keywords: Canada, truth and reconciliation, First Nations
Engineers and Geoscientists BC Equity, Diversity, and Inclusion Actions*
The Professional Practice Guidelines for Engineers and Geoscientists BC - This practice guideline was developed specifically for the profession but can be a resource in how EDI ties into one’s regulatory mandate and has broad foundational elements that may be relevant across industries and professions. It includes obligations and considerations for both individuals and firms.
Equity, Diversity, and Inclusion for Engineers and Geoscientists - This free 1 hour online course is a foundational training on equity, diversity, and inclusion (EDI) to help individuals develop competencies in inclusive behaviours and emotional intelligence.
Keywords: engineers, concepts, expectations, professional obligations, demographics, women, partnerships, terminology, complaints process, cultural and emotional intelligence
Centre for Addiction and Mental Health, Health Equity and Inclusion Framework for Education and Training
The purpose of this framework is to promote an equitable and inclusive learning environment and to embed a health equity lens into the planning, development and delivery of education and training initiatives. This framework is applicable to online, blended, and classroom training and is intended for anyone involved in the design, development, and/or delivery of training and educational curricula for health professionals.
Keywords: DEI framework, education, training
DEI metrics
How Metrics Can Improve the Quality of Your DEI Initiatives
In this article from Associations Now: When it comes to making strides with diversity, equity, and inclusion, it’s crucial to take stock and measure your gains—or lack thereof. To collect the right data, match what you’re measuring to your strategic goals and be sure to include qualitative input.
Keywords: metrics, diversity, inclusion, culture, quantitative data, qualitative data
Ahpra's Aboriginal and Torres Strait Islander Employment Strategy 2020 – 2025*
The Ahpra Aboriginal and Torres Strait Islander Employment Strategy 2020 – 2025 (Employment Strategy) Strategy is a key deliverable for The National Scheme’s Aboriginal and Torres Strait Islander Health and Cultural Safety Strategy 2020–2025. The goal of the Employment Strategy is to increase Aboriginal and Torres Strait Islander participation within Ahpra through the development of a culturally safe work environment, that reflects the diversity of the communities in which we operate and serve.
Keywords: Ahpra, Aboriginal, cultural safety, employment, human resources, recruitment, retention, culturally safe workplace, engagement
Individuals that speak on DEI issues
Dr. Tara Raines - DE&I Organizational Consultant and Speaker on Social Justice and Equity
Tara is a licensed psychologist with a background in academia, consulting, and wide ranging research experience. She has partnered with many organizations including government, nonprofit groups, and school systems to lead research agendas, develop training curriculum, conduct program evaluation, and offers cultural competence/cultural humility training and implicit bias training in the item development process.
Dr. Janine Jones - Associate Dean for Academic Affairs, University of Washington College of Education
The foundation of Dr. Jones's research and teaching is multiculturalism—an inclusive construct that recognizes that within each person co-existing cultures influence how we interact with one another and with our environments. She believes that multiculturalism is a context for resilience and that clinicians need to provide culturally responsive interventions in order to reduce the negative impact of life’s unavoidable stressors on the well-being of children and adolescents of color. She is committed to using culturally responsive approaches to prepare school psychologists to work with all children in schools. Her scholarly work on multiculturalism addresses the importance of understanding, respecting, valuing, and incorporating culture in all services with children and families.
Dr. Javeed Sukhera - Dr. Javeed Sukhera is the Chair of Psychiatry at the Institute of Living (IOL) and Chief of Psychiatry at Hartford Hospital under the Hartford Healthcare Behavioral Health Network. Dr. Sukhera is regularly invited to deliver workshops, keynotes or lectures on a variety of topics. He is also consulted by organizations on equity/diversity/inclusion/belonging, mental health, youth engagement, or other areas within his expertise.
Myrna McCallum - Myrna McCallum is the host of “The Trauma-Informed Lawyer" Podcast and acts as a subject matter expert on trauma-informed policy, procedure, and process. Myrna also offers training courses on trauma-informed engagement for leaders, policy makers, police officers, lawyers and judges. She is also a highly sought after public speaker. She has been developing an Indigenous-specific course (LoveBack), which addresses workplace trauma, resilience, decolonization and inter-generational burdens as experienced by Indigenous professionals.