Equity, Diversity and Inclusion

Where everyone is acknowledged, valued and respected.

SickKids acknowledges that structural racism, discrimination, gender bias, and institutional oppression exist within our society, and can negatively impact health outcomes and equity. We continue our journey to advance equity, diversity, inclusion (EDI) and accessibility every day at all levels of SickKids through concrete steps for change, guided by the SickKids Equity, Diversity and Inclusion Strategy. 

Land acknowledgement

SickKids operates on the traditional land of the Huron-Wendat and Petun First Nations, the Seneca, and the Mississaugas of the Credit River. We are committed to working toward new relationships that include First Nations, Inuit, and Métis peoples, and are grateful for the opportunity to share this land in caring for children and their families. 

Creating an environment where equity, diversity, inclusion and accessibility is championed and valued across our care, research and education initiatives is key to achieving our vision of Healthier Children. A Better World. We are committed to being a safe space for all patients and families, employees, learners and volunteers, where individuality is celebrated, where diversity is embraced and where everyone can feel acknowledged, valued and respected.

Actions we’ve taken to advance a more inclusive SickKids

SickKids seeks to remedy conditions that have led to disadvantages in employment or opportunities for historically marginalized and underrepresented equity priority groups and Indigenous communities. Here are the some of the ways we’re advancing EDI at SickKids:

• Launched the SickKids EDI Strategy to promote organizational accountability alongside a monthly town hall series (Tea with Tee) that explores EDI priorities and topics through open dialogue 
• Launched an Anti-Racism in the Workplace Policy, and added discrimination and race into the staff Safety Reporting System 
• Supported an EDI Champions Program to provide training and support change agents who are grounded in principles of EDI from an anti-racism and anti-oppression framework 
• Established Inclusion Networks situated around identity and community groups to support Safe(r) Spaces for employees
• Hired an Indigenous Health Program Manager and Indigenous Patient & Family Experience Specialist to support culturally safe care for Indigenous patients and families
• Supported the development of a Black Family Advocacy Network in the Complex Care Program
• Launched inclusive recruitment resources and best practices for hiring managers to ensure inclusivity is at the core of recruitment and hiring processes
• Completed equity coaching for senior leadership
• Signed the BlackNorth Initiative pledge with a commitment to address anti-Black racism and improve representation in leadership positions
• Launched preferred name field in electronic health record to support patient preference through the Preferred Name Initiative and will be expanding to include pronouns and gender identity 
• Created a framework to support recognition of various Days of Significance

Who we are

EDI Office

Indra Narang

Executive Lead, Strategic Advisor; Equity, Diversity and Inclusion Office

Bahar Tajrobehkar

Director, Equity, Diversity and Inclusion

Ashna Jassi

Senior EDI Data Specialist; Equity, Diversity and Inclusion Office

Tamara Greaves

Program Manager; Equity, Diversity and Inclusion Office

Morgan Gitt

Executive Assistant to Executive Lead, Strategic Advisor; Equity, Diversity, and Inclusion Office

Olivia Franks

Indigenous Health Program Manager

Emma Hedderson

Indigenous Health Administrative Coordinator