Anti-racism and Justice, Equity, Diversity, Inclusion (JEDI) Policy
| Policy Name | Anti-Racism and Justice, Equity, Diversity, Inclusion (JEDI) Policy |
| Source | Oxfam Canada |
| Responsibility | Governance and Accountability Committee of the Oxfam Canada Board of Directors (previously the Governance, Anti-Racism, Reconciliation and JEDI Committee) |
| First Approved | 2010 (previously the Oxfam Canada Equity and Diversity Policy), revised 2023 |
| Last Updated | 2023, 2026 |
| Next Review | 2029 |
Background
Oxfam Canada's vision is that of a just and sustainable world, and our mission is to fight inequality and patriarchy to end poverty and injustice. We are a feminist organization with a deeply held conviction that ending poverty begins with women's rights. We know that we cannot fight inequality, end poverty or patriarchy, if we do not understand and challenge interlocking systems of oppression such as racism, colonialism, sexism, homophobia, transphobia, classism, ableism, xenophobia, ageism and other forms of injustice and discrimination — especially if they are present in our own organization.
Purpose and Scope
The purpose of this policy is to outline the organization's expectations when it comes to anti-racism and JEDI and provide direction to staff and the Board. This policy provides a framework that must be used when drafting or reviewing all other Oxfam Canada policies.
This policy should be used and read in conjunction with: the most recent Oxfam Canada Anti-Racism and JEDI Strategy and Action Plan; Oxfam Canada action plan in support of Indigenous Rights; the Oxfam Canada policies on Workplace Violence, Workplace Harassment and Workplace Accommodation; the Accessibility Ontario Disability Act policy; and any other policies and action plans related to our feminist principles and decolonization.
Oxfam Canada adheres to the Ontario Human Rights Code, which supersedes this policy.
Principle and Commitment
Oxfam Canada is committed to advance anti-racism, justice, equity, diversity, and inclusion (JEDI) in our culture, structures, policies, systems, programs, influencing and outreach work. Growing as an anti-racist, feminist and inclusive organization is a key priority of our 2021–2025 Strategic Framework, and we are actively working to identify, understand, and challenge all forms of oppression and exclusion within our organization.
We recognize that Oxfam Canada will better reach its overall goals if it is successful in systematically identifying and removing barriers to full participation and bringing an intersectional lens to all aspects of our work.
Equity means more than treating people in the same way. Equity requires special measures that lead to equal opportunities and the accommodation of differences. We will implement initiatives to prevent discriminatory and harmful behaviour and to eliminate systemic barriers to justice, equity, diversity and inclusion in our organization.
Accountability
Oxfam is committed to a culture of accountability. This means preventing racial harm and other forms of discrimination and providing proper redress to repair harm when it occurs. Accountability is essential to deepen trust and build a culture of belonging.
Board Committee
The Board Governance and Accountability Committee ensures oversight and conducts regular reviews of this policy.
Executive Leadership
The Executive Director and Deputy Executive Director are responsible for overall implementation and will present an annual report to the Board and staff.
Intersectionality Committee
The internal staff Intersectionality Committee works with all departments, units, and the Board to create anti-racism and JEDI plans based on priorities and emerging needs.
Oxfam Canada will also report publicly on its progress on our website.
Roles and Responsibilities
All Oxfam Canada staff and Board members share the responsibility for creating an inclusive work environment and integrating a commitment to anti-racism and JEDI in how we work, what we work on, and who we work with.
Board of Directors
- Provide leadership in helping the organization fulfill its mission and goals relating to anti-oppression, anti-racism, gender justice and other JEDI practices.
- Ensure it fulfills the commitments set out in the Board Composition and Nomination Policy in terms of diverse composition, including identifying and striving to overcome barriers to participation.
- Ensure the Board's own ways of working, especially in terms of deliberations and decision-making, reflect Oxfam Canada's commitment to JEDI and anti-racism.
- Ensure that JEDI and anti-racism considerations are included in the way of working of Board Committees, including in developing and updating Board-approved policies.
- Provide oversight and hold the Executive Director and Senior Leadership Team accountable for making progress on these commitments.
Senior Leadership Team
- Articulate clear commitments in Oxfam Canada's strategy to advance our anti-racism and JEDI agenda and ensure required resources are available.
- Ensure the design and implementation of work plans on anti-racism and JEDI, in alignment with Oxfam Canada's strategy.
- Look critically at our systems, policies and practices — and their impact both internally and externally — to ensure they do not cause harm or reinforce bias and discrimination.
- Measure progress on the implementation of anti-racism and JEDI strategies and report back to the Board, staff and the public.
- Promote and model a culture of respect, inclusion and belonging, and build strong staff buy-in for this work.
- Provide continuous learning opportunities to deepen awareness, understanding and skills in relation to JEDI and anti-racism.
- Investigate ways in which staff experience the workplace to devise and strengthen safe, equitable, inclusive and anti-racist work environments at all levels.
- Create safe spaces to normalize conversations on anti-racism and anti-oppression, and integrate an intersectional perspective into all we do.
All Staff
- Foster a culture that is anti-racist and embraces JEDI.
- Acknowledge and address the biases, underlying beliefs and values, assumptions, and stereotypes that can negatively impact their work and interactions with others.
- Prioritize learning about anti-racism and JEDI and implement best practices in their work and in the way they relate with others.
- Welcome, embrace and foster positive, informed and inclusive attitudes towards colleagues.
- Ensure the perspectives and voices of members of society who face exclusion due to systemic barriers inform decision-making.
Key Definitions
Anti-Oppression
Strategies and actions that actively challenge existing intersectional inequities and injustices.
Anti-Racism
The conscious, deliberative and on-going process of identifying, challenging, and changing the values, structures and behaviours that perpetuate systemic racism. An approach, not an end-point.
Belonging
Is the feeling that comes not only from being in a group, but sensing that they belong in that group, that they are wholly accepted and appreciated for who they are, and that in the group they are safe to participate and that they truly matter to others.
Bias
The conscious (explicit) or unconscious (implicit) opinion, preference, or inclination formed without reasonable justification that prevents balanced judgement.
Decolonization
It is an ongoing process that aims to deconstruct settler colonial ideologies such as white supremacy, give value to Indigenous knowledge, and dismantle power imbalances.
Diversity
The wide array of differences among people and their perspectives on the world.
Equity
The promotion of fairness and justice for each individual that considers historical, social, systemic, and structural issues that impact experience and individual needs.
Equity-Denied Groups
People/groups who, because of systemic discrimination, face barriers that prevent them from having the same access to resources and opportunities available to other members of society.
Feminism
At its core, feminism seeks to ensure that people of different genders and intersecting identities are equal in law and in practice. To Oxfam Canada, feminism is unequivocally and unapologetically inclusive of trans rights.
Inclusion
The creation of an environment that enables diverse people to participate fully, be respected and feel valued.
Patriarchy
It is a system built around male privilege and dominant masculinities that perpetuate sexist and hierarchical power relationships, legitimizing the discrimination and exclusion of women and gender non-conforming people.
Reconciliation
Is about establishing and maintaining a mutually respectful relationship between First Nations, Métis and Inuit and settlers in Canada, requiring awareness of the past, an acknowledgement of the harm that has been inflicted, atonement for the causes, and action to change behaviour.
Systems of Oppression
Historical and organized patterns woven into the foundation of a culture, society, and laws that reinforce the oppression of marginalized groups while elevating dominant social groups.
White Supremacy
Ideology that white people and their beliefs are superior to other races.
This is a limited list of definitions. For additional terms, we recommend consulting the Glossary of Terms created by the Canadian Centre for Diversity and Inclusion.
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