The purpose of Morrison’s Equity Policy is to provide a course or method to guide and determine how Morrison will best show its commitment to equity initiatives. Its objective is to:

• Create an inclusive and anti-racist organization by ensuring that racial identity will not determine or predict the quality of trauma-informed care a child or family receives.
• Demonstrate leadership in race equity by ensuring that Morrison’s strategic goals, outcomes, programs, and initiatives are implemented with an equity lens.

The Equity, Inclusion and Sanctuary Department (EI&S) is the equity, inclusion, antiracism and Sanctuary resource for all staff. It provides learning experiences and trainings, guidance, expertise and technical assistance to the Equity Advisory Council (EAC) and Morrison department/program directors, vice-presidents and executive leadership.

We use the tools, commitments and pillars of the Sanctuary Model to help support our antiracist work.

Staff are asked to demonstrate the initiative to learn and practice skills that promote anti-oppressive, anti-racist and culturally responsive practices, and participate in trainings, events, consultations, and other experiential learnings related to understanding and supporting equity, inclusion, and dismantling systemic institutional racism.

These trainings are supplemented by requested E&I consultations as well as ‘Reflective Consultation and Race Equity’ sessions which explore in depth a topic or circumstances.

Morrison’s Equity Policy authorizes the Equity Advisory Council (EAC) to hold the organization accountable for achieving its objectives by providing insights, recommendations, guidance, and perspectives from multiple perspective’s across and throughout the organization in order to advise the work of CEO and key leadership in the organization. The EAC works to:

• Identify systemic, institutional racism and cultural barriers that impact equitable access to Morrison services and career opportunities.
• Make recommendations to dismantle systemic institutional racism and to improve diversity and cultural responsiveness.
• Initiate and champion courageous conversations that increase employee awareness and sensitivity to issues of race, privilege, and inequity.