Indigenous-specific Anti-racism Course for Health Leaders
An intensive, evidence-informed program that equips emergency service leaders with the knowledge, self-awareness, and skills to disrupt and prevent Indigenous-specific racism, then carry that change into policy.
Learning cohorts for Health Leaders
In-person + virtual delivery
Coaching & Community of Practice
WHY THIS COURSE EXITS
Leaders are expected to respond to racism, but most organizations have not built the tools to do it.
Healthcare leaders face rising pressure to address racism in the interactions their organizations shape. The reality is that most healthcare organizations have not fully developed or implemented policies and training effective at disrupting and preventing Indigenous-specific racism.
Beyond policy, leaders have rarely had the chance to cultivate their own awareness of the dynamics at play in race-informed interactions, or to build the skills needed to respond in the moment. This course closes that gap, and then goes further: once those skills are honed, leaders are positioned to engage in policy-level, transformative organizational change to address the role racism plays in emergency services and outcomes
The trifecta of knowledge, self-awareness, and skills de-mystifies the competencies needed to respond to Indigenous-specific racism in health care.
~ COURSE DESIGN PRINCIPLE
One practical, concrete model. Three competencies leaders can build.
The course is anchored in a single, repeatable framework. Rather than treating anti-racism as an abstract value, it names the three competencies leaders develop and applies them directly to the emergency department setting.
01
Knowledge
Core concepts and a shared Taxonomy of Racism for assessing behaviour and risk.
03
Skills
Concrete strategies and scripts to disrupt and respond to expressions of racism.
02
Self-awareness
Recognizing personal styles in responding to triggers, tension, and conflict.
THE LEARNING MODEL
HOW THE COURSE WORKS
Intensive learning delivered through complementary modalities.
Rather than a single workshop, the program layers assessment, live training, virtual integration, coaching, and a lasting community of practice. Open the components below for detail.
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Questionnaires and analysis give insight into the levels of knowledge, self-awareness, and skills leaders bring to the course, and how those shift by the end.
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Facilitated in-person sessions: a 2-day session at the outset an a 1-day session at the close. Sessions combine presentations with interactive workshops and activities.
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Between the two in-person sessions, leaders join 3 virtual classes focused on integrating content and scenario-based learning.
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One-with-one coaching and support available to all leaders throughout the course, reinforcing what is learned in group settings.
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A one-day in-person gathering focused on catalyzing policy-level changes an implementation, building on shared leadership learning and using an Indigenous organizational assessment tool. There may be an option for your organization to complete this component as part of a Canada Research Chair Initiative in collaboration with Well Living House.
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Leaders co-create a community-led structure to hardwire practice insights into day-to-day work. Virtual Community of Practice sessions support its development as an ongoing space to share information, wise practices, tools, and resources, and to discuss common concerns and support around addressing racism.
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A follow-up questionnaire and analysis inform actions forward to interrupt and dismantle Indigenous-specific racism within the emergency department and across the organization. An evaluation summary and executive presentation communicate outcomes to guide organizational action.
LEARNING THAT LASTS
Coaching and a community of practice keep the learning alive.
The program is built for durability, not a one-off event. Individual coaching supports each leader through the course, while the Community of Practice gives the cohort a shared, ongoing space to compare experiences, refine tools, and support one another in addressing racism long after the final in-person day.
This is one aspect that distinguishes the program for a leadership team: the skills do not fade when the workshop ends. They are reinforced, revisited, and embedded in daily practice.
LEARNING OUTCOMES
What leaders will be able to do by the end.
Identify their personnal styles in responding to triggers, tension, and conflict.
Identify the core concepts foundational to recognizing subtle and overt attitudes and behaviours that conflict with positive patient experiences and collegial relationships
Demonstrate an understanding of the Taxonomy of Racism and apply it to the assessment of behaviour and risk.
Develop scripts to lead and participate in discussions about Indigenous-specific racism.
Identify strategies to disrupt and respond to expressions of Indigenous-specific racism and discrimination.
Develop a sustainable, reflective practice for ongoing improvement as leaders.
For staff, alongside leaders
Staff gain insight into the impacts of racism on Indigenous patients and practical strategies for intervention, so change reaches the front line as well as the leadership table.
A guided sequence, from baseline to organizational change.
The course follows a timeline of engaging leaders, delivering training, integrating evaluation of outcomes, with a focus on continuous improvement and accountability. The steps below trace the leaders path through the course.
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Questionnaires establish each leader’s starting point in knowledge, self-awareness, and skills.
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Presentations, interactive workshops, and activities set the shared foundation for the leadership cohort.
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Three 90-minute weekly virtual classes deepen the content through presentations and scenario-based learning.
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Individualized coaching accompanies leaders across the whole course with the option for organizations to extend the coaching and support beyond the course.
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A closing session plus a policy-focused gathering that uses an Indigenous organizational assessment tool to catalyze change.
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A co-created, community-led structure with virtual sessions to hardwire new practice into daily work.
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A post-post questionnaire, evaluation summary, and executive briefing inform organizational action forward.
Led by educators with deep experience in effective leadership training to identify, stop, and prevent Indigenous-specific racism and discrimination in healthcare
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Dr. Cheryl Ward
Co-Founder, Director
With vision, passion, and expertise in making Indigenous-specific racism a solvable problem in healthcare Cheryl is an international leader in the field, setting the tone for everything we do. -
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Diane Smylie
Co-Founder, Director
Focused, approachable, and mission driven, Diane is all about building strong relationships, helping connect leaders and community to the right learning opportunities with clarity and care.
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RIchard Bull
Co-Founder, Director
Creative and strategic in equal measure, Richard brings fresh ideas to Boards and leadership groups, turning insights into action and help support your organizational transformation. -
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Jane Collins
Co-Founder, Director
Compassionate, curious, and always ready to help, Jane is an evaluation leader, strategist, and facilitator, supporting leaders and organizations to communicate outcomes and plans clearly, timely, and with care.
Bring this learning to your leadership teams.
This course will support your organization to move beyond intention to concrete practice, register your leadership teams for a course tailored for your organization.
Combining assessment, live and virtual learning sessions, coaching, and a lasting Community of Practice, the course gives leaders the tools to disrupt Indigenous-specific racism an to drive organizational change.
Reach out to the Thruline Leaders’ team to confirm cohort dates for your leadership team