Draft MSF Canada EDI Vision Statement

Introduction

Mdecins Sans Frontires (MSF) Canada is part of the international medical humanitarian organization providing assistance in nearly 70 countries to people affected by conflict, epidemics, disasters, or exclusion from healthcare. Our mission is built on principles of medical ethics and impartiality.

As an organization rooted in Canada, we recognize the imperative to reflect our country's diversity and to address inequities within our own structures. This EDI Vision Statement outlines our commitment to building an organizational culture that values and leverages diversity, fosters inclusion, and advances equity throughout all our operations.

Our Vision

MSF Canada envisions an organization where equity, diversity, and inclusion are fundamental to our identity, operations, and impact. We strive to create an environment where all staff, volunteers, and partners feel valued, respected, and empowered to contribute their unique perspectives and talents to our humanitarian mission.

We aim to be an organization that authentically represents the diversity of Canadian society, particularly in our leadership positions, and that actively dismantles barriers to participation for individuals from historically marginalized communities.

Our Commitments

To Our Staff and Volunteers

We will:

• Implement equitable recruitment, retention, and promotion practices that minimize bias and support representation from diverse communities at all organizational levels
• Provide ongoing training and education on EDI for all staff and volunteers
• Create safe mechanisms for reporting and addressing discrimination, harassment, and microaggressions
• Ensure accessibility accommodations for staff and volunteers with disabilities
• Establish affinity groups and support networks for staff from diverse backgrounds

To Our Work

We will:

• Prioritize diverse perspectives in needs assessments and program design
• Ensure our medical and humanitarian practices are culturally appropriate and responsive
• Integrate EDI considerations into our research and evaluation methodologies
• Advocate for health care policies that address systemic inequities
• Partner with organizations led by and serving marginalized communities

To Our Stakeholders

We will:

• Regularly share progress on our EDI commitments through public reporting
• Engage in meaningful dialogue with communities affected by our work
• Ensure our communications and fundraising materials reflect our EDI commitments
• Seek diverse perspectives in our governance structures, including our Board
• Hold ourselves accountable for progress through measurable goals

Guiding Principles

Intersectionality

We acknowledge that individuals hold multiple social identities that intersect to create unique experiences of privilege and oppression. Our approach to EDI considers these intersections rather than treating equity issues in isolation.

Decolonization

We recognize the colonial legacies inherent in humanitarian work and are committed to decolonizing our organizational structures, practices, and mindsets. This includes centering local knowledge and expertise in a meaningful way.

Continuous Learning

We acknowledge that achieving our EDI vision requires ongoing learning, humility, and willingness to change. We commit to being transparent about our challenges and evolution as an organization.

Anti-Racism

We take an explicit anti-racist stance, acknowledging that racism exists within our organization and the humanitarian sector more broadly. We are committed to identifying and dismantling racist policies, practices, and behaviors.

Implementation Plan

Short-term Actions (0-12 months)

• Establish an EDI steering committee with representation from across the organization
• Conduct a comprehensive organizational equity audit
• Develop specific, measurable, achievable, relevant, and time-bound (SMART) EDI goals
• Provide foundational EDI training to all staff
• Review and update internal policies through an EDI lens
• Establish baseline metrics for staff diversity representation

Medium-term Actions (1-3 years)

• Implement updated recruitment practices that mitigate bias
• Create mentorship and leadership pathways for staff from underrepresented groups
• Integrate EDI metrics into organizational reporting
• Develop specialized EDI training for managers and leadership
• Establish equitable decision-making processes
• Create partnerships with organizations serving diverse communities

Long-term Actions (3-5+ years)

• Review and adjust EDI goals based on progress and challenges
• Ensure sustained representation of diverse communities at all organizational levels
• Integrate EDI considerations into all organizational strategic planning
• Share learnings and best practices with the broader humanitarian sector
• Establish MSF Canada as a sector leader in EDI practices

Measurement and Accountability

We will track our progress through both quantitative and qualitative measures, including:

• Demographic data on staff, volunteers, and board membership
• Recruitment, retention, and promotion rates across diverse groups
• Employee engagement and satisfaction survey results disaggregated by demographic groups
• Results of EDI climate assessments
• Number and nature of reported incidents of discrimination
• Progress on established EDI goals

The EDI steering committee will provide quarterly updates to senior leadership and annual public reports on progress toward our commitments.

Our Context as a Canadian Organization

As MSF Canada, we recognize our position within a country built on Indigenous lands and shaped by its history of colonization, systemic racism, and discrimination. We are committed to:

• Understanding and acknowledging our position as a humanitarian organization operating from Canada
• Building meaningful relationships with Indigenous communities and organizations
• Increasing representation of Indigenous Peoples in our staff and leadership
• Addressing barriers that might prevent individuals from diverse backgrounds from engaging with our work
• Learning from the knowledge systems and approaches of Indigenous communities and other marginalized groups in Canada

Conclusion

This EDI Vision Statement represents MSF Canada's commitment to ongoing work toward becoming a more equitable, diverse, and inclusive organization. We recognize that this is a journey that requires continuous reflection, learning, and adaptation.

Our EDI work is not separate from our missionit is fundamental to fulfilling our medical humanitarian principles more effectively. By embracing diverse perspectives and creating more equitable structures, we can better respond to the needs of the communities we serve and uphold our commitment to providing medical care based on need alone, without discrimination.

We invite all who engage with MSF Canada to join us in this important work and to hold us accountable to the commitments outlined in this vision statement.