RECONCILIATION: MOVING FORWARD TOGETHER - TRANSFORMING ORGANIZATION CULTURE PAGE 52
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TRANSFORMING ORGANIZATION CULTURE Overview
"It has to start at the top with BC Housing. They have to look at the inherent structural barriers. How many of their employees are Indigenous or on their governance board? That would be a first step. The more people that are on the ground working internally and bringing forth a different worldview, the more likely we can bring forward change. – Housing Provider Culture represents the values, principles, and practices of the organization. Transforming organizational culture in the context of reconciliation means acting and working with respect, trust and understanding. The organization culture underpins the planning and daily operations of the organization. In the context of reconciliation, transforming BC Housing means that having a true understanding of past discrimination brings awareness of the need to work in ways that address discrimination and create equity and fairness within policies, programs, and practices. Preliminary Recommendations The following recommendations were drawn from the key findings and suggestions offered by Indigenous Nations, communities, and organizations, as well as BC Housing staff and Board. They are intended to identify ways that BC Housing can ensure that its culture is based on non- discriminatory and respectful values and practices. Table 7: Preliminary Recommendations for Transforming BC Housing's Organizational Structure PHASE RECOMMENDED ACTIONS KEY STEPS Transforming Organization Culture Phase 1 Implement a standardized Review the different land acknowledgements used by BC Housing.
framework for conducting land and territorial acknowledgements with input from Indigenous Nations, communities, and organizations.
Create a protocol for acknowledging Indigenous lands and territories in meaningful ways, allowing flexibility to adapt acknowledgements to local Indigenous Nations, communities, and organizations. Complete a review of recruitment practices and policies with a diversity lens. Eliminate bias in recruitment practices and policies.
Review staff and board identity factors for recruitment and retention (e.g., gender, race, ethnicity, age,
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