Critical AIDS Service Organization Frameworks

Please answer each question.

The responses will be consolidated and presented in a summary report for discussion by the Board and Executive Director.

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Survey Key Required

Enter the survey key provided by your OODP consultant to access this survey.

This module is designed to support your organization in thoughtfully assessing how it integrates essential frameworks that are foundational to equitable and effective service delivery in Ontario’s HIV sector. These frameworks: Anti-Racism (AR), Anti-Oppression (AO), Anti-Black Racism (ABR), the Greater Involvement and Meaningful Engagement of People Living with HIV/AIDS (GIPA/MEPA), and Reconciliation with Indigenous Communities are not just guiding principles; they are critical to meeting the needs of communities disproportionately impacted by HIV.

Each section of this module includes indicators to help you reflect on your organization’s current policies, practices, and culture. This is a moment to pause, reflect, and explore, with honesty and openness, how these frameworks show up in your work.

We recognize that organizations vary in size, capacity, and resources. We also acknowledge that some smaller organizations might not have the budget or staff capacity to engage in the key actions suggested. However, by understanding your strengths and opportunities (and obtaining a baseline) you can review what can be done and start with those steps. Whether you are a small, community-based team or a larger agency, there is no single “right” way to do this work. Progress looks different for everyone, and the important part is to begin where you are. Even small steps, guided by reflection can create meaningful movement towards equity.

The module is divided into four sub-sections:

● Anti-Racism and Anti-Oppression
● Anti-Black Racism
● GIPA/MEPA and PHA Engagement
● Reconciliation with Indigenous Communities.

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Anti-Racism and Anti-Oppression

Organizational Values, Policies and Processes

1. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. We have clear anti-discrimination and anti-harassment policies and an anti-violence policy and plan that is regularly reviewed.	1 - Poora. We have clear anti-discrimination and anti-harassment policies and an anti-violence policy and plan that is regularly reviewed. 1 - Poor	2 - Faira. We have clear anti-discrimination and anti-harassment policies and an anti-violence policy and plan that is regularly reviewed. 2 - Fair	3 - Not Surea. We have clear anti-discrimination and anti-harassment policies and an anti-violence policy and plan that is regularly reviewed. 3 - Not Sure	4 - Gooda. We have clear anti-discrimination and anti-harassment policies and an anti-violence policy and plan that is regularly reviewed. 4 - Good	5 - Excellenta. We have clear anti-discrimination and anti-harassment policies and an anti-violence policy and plan that is regularly reviewed. 5 - Excellent
b. Anti-Racism & Anti-Oppression, and Anti-Black racism principles are woven into our organization’s core values and strategic priorities.	1 - Poorb. Anti-Racism & Anti-Oppression, and Anti-Black racism principles are woven into our organization’s core values and strategic priorities. 1 - Poor	2 - Fairb. Anti-Racism & Anti-Oppression, and Anti-Black racism principles are woven into our organization’s core values and strategic priorities. 2 - Fair	3 - Not Sureb. Anti-Racism & Anti-Oppression, and Anti-Black racism principles are woven into our organization’s core values and strategic priorities. 3 - Not Sure	4 - Goodb. Anti-Racism & Anti-Oppression, and Anti-Black racism principles are woven into our organization’s core values and strategic priorities. 4 - Good	5 - Excellentb. Anti-Racism & Anti-Oppression, and Anti-Black racism principles are woven into our organization’s core values and strategic priorities. 5 - Excellent
c. We have measurable organizational goals that address our commitment to Anti-Racism & Anti-Oppression (e.g., recruitment that includes equity-based hiring practices, program goals that address specific inequity, regular review of program materials to ensure they reflect inclusive, anti-oppressive language and imagery).	1 - Poorc. We have measurable organizational goals that address our commitment to Anti-Racism & Anti-Oppression (e.g., recruitment that includes equity-based hiring practices, program goals that address specific inequity, regular review of program materials to ensure they reflect inclusive, anti-oppressive language and imagery). 1 - Poor	2 - Fairc. We have measurable organizational goals that address our commitment to Anti-Racism & Anti-Oppression (e.g., recruitment that includes equity-based hiring practices, program goals that address specific inequity, regular review of program materials to ensure they reflect inclusive, anti-oppressive language and imagery). 2 - Fair	3 - Not Surec. We have measurable organizational goals that address our commitment to Anti-Racism & Anti-Oppression (e.g., recruitment that includes equity-based hiring practices, program goals that address specific inequity, regular review of program materials to ensure they reflect inclusive, anti-oppressive language and imagery). 3 - Not Sure	4 - Goodc. We have measurable organizational goals that address our commitment to Anti-Racism & Anti-Oppression (e.g., recruitment that includes equity-based hiring practices, program goals that address specific inequity, regular review of program materials to ensure they reflect inclusive, anti-oppressive language and imagery). 4 - Good	5 - Excellentc. We have measurable organizational goals that address our commitment to Anti-Racism & Anti-Oppression (e.g., recruitment that includes equity-based hiring practices, program goals that address specific inequity, regular review of program materials to ensure they reflect inclusive, anti-oppressive language and imagery). 5 - Excellent
d. Our annual budget allocations include dedicated resources to support implementation of Anti-Racism & Anti-Oppression, , Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities practices.	1 - Poord. Our annual budget allocations include dedicated resources to support implementation of Anti-Racism & Anti-Oppression, , Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities practices. 1 - Poor	2 - Faird. Our annual budget allocations include dedicated resources to support implementation of Anti-Racism & Anti-Oppression, , Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities practices. 2 - Fair	3 - Not Sured. Our annual budget allocations include dedicated resources to support implementation of Anti-Racism & Anti-Oppression, , Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities practices. 3 - Not Sure	4 - Goodd. Our annual budget allocations include dedicated resources to support implementation of Anti-Racism & Anti-Oppression, , Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities practices. 4 - Good	5 - Excellentd. Our annual budget allocations include dedicated resources to support implementation of Anti-Racism & Anti-Oppression, , Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities practices. 5 - Excellent
e. We have a process to seek accountability when harm has been done within our organization using culturally responsive and trauma-informed approaches.	1 - Poore. We have a process to seek accountability when harm has been done within our organization using culturally responsive and trauma-informed approaches. 1 - Poor	2 - Faire. We have a process to seek accountability when harm has been done within our organization using culturally responsive and trauma-informed approaches. 2 - Fair	3 - Not Suree. We have a process to seek accountability when harm has been done within our organization using culturally responsive and trauma-informed approaches. 3 - Not Sure	4 - Goode. We have a process to seek accountability when harm has been done within our organization using culturally responsive and trauma-informed approaches. 4 - Good	5 - Excellente. We have a process to seek accountability when harm has been done within our organization using culturally responsive and trauma-informed approaches. 5 - Excellent

1a. Comments/Examples

Organizational Culture and Practice

2. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. Our workplace is inclusive and accessible; staff and volunteers feel safe and supported regardless of social location or identity.	1 - Poora. Our workplace is inclusive and accessible; staff and volunteers feel safe and supported regardless of social location or identity. 1 - Poor	2 - Faira. Our workplace is inclusive and accessible; staff and volunteers feel safe and supported regardless of social location or identity. 2 - Fair	3 - Not Surea. Our workplace is inclusive and accessible; staff and volunteers feel safe and supported regardless of social location or identity. 3 - Not Sure	4 - Gooda. Our workplace is inclusive and accessible; staff and volunteers feel safe and supported regardless of social location or identity. 4 - Good	5 - Excellenta. Our workplace is inclusive and accessible; staff and volunteers feel safe and supported regardless of social location or identity. 5 - Excellent
b. Staff, volunteers and clients are supported through policy and practice to name and seek redress for racism and oppression they may witness or experience without fear of reprisal.	1 - Poorb. Staff, volunteers and clients are supported through policy and practice to name and seek redress for racism and oppression they may witness or experience without fear of reprisal. 1 - Poor	2 - Fairb. Staff, volunteers and clients are supported through policy and practice to name and seek redress for racism and oppression they may witness or experience without fear of reprisal. 2 - Fair	3 - Not Sureb. Staff, volunteers and clients are supported through policy and practice to name and seek redress for racism and oppression they may witness or experience without fear of reprisal. 3 - Not Sure	4 - Goodb. Staff, volunteers and clients are supported through policy and practice to name and seek redress for racism and oppression they may witness or experience without fear of reprisal. 4 - Good	5 - Excellentb. Staff, volunteers and clients are supported through policy and practice to name and seek redress for racism and oppression they may witness or experience without fear of reprisal. 5 - Excellent

2a. Comments/Examples

Human Resources (Staff and Volunteers)

3. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. Training and development with senior leadership, staff and volunteers on Anti-Racism & Anti-Oppression, Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities occur on a regular basis.	1 - Poora. Training and development with senior leadership, staff and volunteers on Anti-Racism & Anti-Oppression, Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities occur on a regular basis. 1 - Poor	2 - Faira. Training and development with senior leadership, staff and volunteers on Anti-Racism & Anti-Oppression, Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities occur on a regular basis. 2 - Fair	3 - Not Surea. Training and development with senior leadership, staff and volunteers on Anti-Racism & Anti-Oppression, Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities occur on a regular basis. 3 - Not Sure	4 - Gooda. Training and development with senior leadership, staff and volunteers on Anti-Racism & Anti-Oppression, Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities occur on a regular basis. 4 - Good	5 - Excellenta. Training and development with senior leadership, staff and volunteers on Anti-Racism & Anti-Oppression, Anti-Black Racism, GIPA/MEPA and PHA Engagement, and Reconciliation with Indigenous Communities occur on a regular basis. 5 - Excellent
b. Our HR polices foster diversity and inclusion and offer floating holidays, bereavement leave for chosen family, ceremony family, extended family, and cultural/ceremonial leave.	1 - Poorb. Our HR polices foster diversity and inclusion and offer floating holidays, bereavement leave for chosen family, ceremony family, extended family, and cultural/ceremonial leave. 1 - Poor	2 - Fairb. Our HR polices foster diversity and inclusion and offer floating holidays, bereavement leave for chosen family, ceremony family, extended family, and cultural/ceremonial leave. 2 - Fair	3 - Not Sureb. Our HR polices foster diversity and inclusion and offer floating holidays, bereavement leave for chosen family, ceremony family, extended family, and cultural/ceremonial leave. 3 - Not Sure	4 - Goodb. Our HR polices foster diversity and inclusion and offer floating holidays, bereavement leave for chosen family, ceremony family, extended family, and cultural/ceremonial leave. 4 - Good	5 - Excellentb. Our HR polices foster diversity and inclusion and offer floating holidays, bereavement leave for chosen family, ceremony family, extended family, and cultural/ceremonial leave. 5 - Excellent
c. We regularly assess hiring processes through the lens of anti-racism and anti-oppression and strengthen as needed.	1 - Poorc. We regularly assess hiring processes through the lens of anti-racism and anti-oppression and strengthen as needed. 1 - Poor	2 - Fairc. We regularly assess hiring processes through the lens of anti-racism and anti-oppression and strengthen as needed. 2 - Fair	3 - Not Surec. We regularly assess hiring processes through the lens of anti-racism and anti-oppression and strengthen as needed. 3 - Not Sure	4 - Goodc. We regularly assess hiring processes through the lens of anti-racism and anti-oppression and strengthen as needed. 4 - Good	5 - Excellentc. We regularly assess hiring processes through the lens of anti-racism and anti-oppression and strengthen as needed. 5 - Excellent
d. Black, racialized, Indigenous and other marginalized groups are supported and have clear pathways for professional advancement and leadership.	1 - Poord. Black, racialized, Indigenous and other marginalized groups are supported and have clear pathways for professional advancement and leadership. 1 - Poor	2 - Faird. Black, racialized, Indigenous and other marginalized groups are supported and have clear pathways for professional advancement and leadership. 2 - Fair	3 - Not Sured. Black, racialized, Indigenous and other marginalized groups are supported and have clear pathways for professional advancement and leadership. 3 - Not Sure	4 - Goodd. Black, racialized, Indigenous and other marginalized groups are supported and have clear pathways for professional advancement and leadership. 4 - Good	5 - Excellentd. Black, racialized, Indigenous and other marginalized groups are supported and have clear pathways for professional advancement and leadership. 5 - Excellent

3a. Comments/Examples

Programs/Services and Community Engagement

4. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. Programs and services are developed in consultation and collaboration with communities that are disproportionality impacted by HIV/AIDS.	1 - Poora. Programs and services are developed in consultation and collaboration with communities that are disproportionality impacted by HIV/AIDS. 1 - Poor	2 - Faira. Programs and services are developed in consultation and collaboration with communities that are disproportionality impacted by HIV/AIDS. 2 - Fair	3 - Not Surea. Programs and services are developed in consultation and collaboration with communities that are disproportionality impacted by HIV/AIDS. 3 - Not Sure	4 - Gooda. Programs and services are developed in consultation and collaboration with communities that are disproportionality impacted by HIV/AIDS. 4 - Good	5 - Excellenta. Programs and services are developed in consultation and collaboration with communities that are disproportionality impacted by HIV/AIDS. 5 - Excellent
b. We gather the demographic data we need to help us understand who is accessing our services, and who isn’t.	1 - Poorb. We gather the demographic data we need to help us understand who is accessing our services, and who isn’t. 1 - Poor	2 - Fairb. We gather the demographic data we need to help us understand who is accessing our services, and who isn’t. 2 - Fair	3 - Not Sureb. We gather the demographic data we need to help us understand who is accessing our services, and who isn’t. 3 - Not Sure	4 - Goodb. We gather the demographic data we need to help us understand who is accessing our services, and who isn’t. 4 - Good	5 - Excellentb. We gather the demographic data we need to help us understand who is accessing our services, and who isn’t. 5 - Excellent
c. We have workers from one of the three Priority Population Networks (PPNs, i.e. ACCHO, GMSH or WHAI) who’s work is well integrated into our organization AND/OR we access any learning and capacity building opportunities from the PPNs on a regular basis.	1 - Poorc. We have workers from one of the three Priority Population Networks (PPNs, i.e. ACCHO, GMSH or WHAI) who’s work is well integrated into our organization AND/OR we access any learning and capacity building opportunities from the PPNs on a regular basis. 1 - Poor	2 - Fairc. We have workers from one of the three Priority Population Networks (PPNs, i.e. ACCHO, GMSH or WHAI) who’s work is well integrated into our organization AND/OR we access any learning and capacity building opportunities from the PPNs on a regular basis. 2 - Fair	3 - Not Surec. We have workers from one of the three Priority Population Networks (PPNs, i.e. ACCHO, GMSH or WHAI) who’s work is well integrated into our organization AND/OR we access any learning and capacity building opportunities from the PPNs on a regular basis. 3 - Not Sure	4 - Goodc. We have workers from one of the three Priority Population Networks (PPNs, i.e. ACCHO, GMSH or WHAI) who’s work is well integrated into our organization AND/OR we access any learning and capacity building opportunities from the PPNs on a regular basis. 4 - Good	5 - Excellentc. We have workers from one of the three Priority Population Networks (PPNs, i.e. ACCHO, GMSH or WHAI) who’s work is well integrated into our organization AND/OR we access any learning and capacity building opportunities from the PPNs on a regular basis. 5 - Excellent

4a. Comments/Examples

Anti-Black Racism

5. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. Staff have a specific and shared understanding of why anti-Black racism is unique in Ontario and in the HIV sector and why eradicating it is important to the achievement of our vision and goals.	1 - Poora. Staff have a specific and shared understanding of why anti-Black racism is unique in Ontario and in the HIV sector and why eradicating it is important to the achievement of our vision and goals. 1 - Poor	2 - Faira. Staff have a specific and shared understanding of why anti-Black racism is unique in Ontario and in the HIV sector and why eradicating it is important to the achievement of our vision and goals. 2 - Fair	3 - Not Surea. Staff have a specific and shared understanding of why anti-Black racism is unique in Ontario and in the HIV sector and why eradicating it is important to the achievement of our vision and goals. 3 - Not Sure	4 - Gooda. Staff have a specific and shared understanding of why anti-Black racism is unique in Ontario and in the HIV sector and why eradicating it is important to the achievement of our vision and goals. 4 - Good	5 - Excellenta. Staff have a specific and shared understanding of why anti-Black racism is unique in Ontario and in the HIV sector and why eradicating it is important to the achievement of our vision and goals. 5 - Excellent
b. Staff and volunteers receive ongoing education specifically on the history and impact of slavery and anti-Black racism on Black communities and on our policy and funding systems.	1 - Poorb. Staff and volunteers receive ongoing education specifically on the history and impact of slavery and anti-Black racism on Black communities and on our policy and funding systems. 1 - Poor	2 - Fairb. Staff and volunteers receive ongoing education specifically on the history and impact of slavery and anti-Black racism on Black communities and on our policy and funding systems. 2 - Fair	3 - Not Sureb. Staff and volunteers receive ongoing education specifically on the history and impact of slavery and anti-Black racism on Black communities and on our policy and funding systems. 3 - Not Sure	4 - Goodb. Staff and volunteers receive ongoing education specifically on the history and impact of slavery and anti-Black racism on Black communities and on our policy and funding systems. 4 - Good	5 - Excellentb. Staff and volunteers receive ongoing education specifically on the history and impact of slavery and anti-Black racism on Black communities and on our policy and funding systems. 5 - Excellent
c. We actively seek to authentically partner with organizations run by and/or serving Black communities, including exploring new ways of partnering and resource redistribution where we can.	1 - Poorc. We actively seek to authentically partner with organizations run by and/or serving Black communities, including exploring new ways of partnering and resource redistribution where we can. 1 - Poor	2 - Fairc. We actively seek to authentically partner with organizations run by and/or serving Black communities, including exploring new ways of partnering and resource redistribution where we can. 2 - Fair	3 - Not Surec. We actively seek to authentically partner with organizations run by and/or serving Black communities, including exploring new ways of partnering and resource redistribution where we can. 3 - Not Sure	4 - Goodc. We actively seek to authentically partner with organizations run by and/or serving Black communities, including exploring new ways of partnering and resource redistribution where we can. 4 - Good	5 - Excellentc. We actively seek to authentically partner with organizations run by and/or serving Black communities, including exploring new ways of partnering and resource redistribution where we can. 5 - Excellent
d. We engage in ongoing dialogue with Black communities to understand what we are doing well and what we can do better.	1 - Poord. We engage in ongoing dialogue with Black communities to understand what we are doing well and what we can do better. 1 - Poor	2 - Faird. We engage in ongoing dialogue with Black communities to understand what we are doing well and what we can do better. 2 - Fair	3 - Not Sured. We engage in ongoing dialogue with Black communities to understand what we are doing well and what we can do better. 3 - Not Sure	4 - Goodd. We engage in ongoing dialogue with Black communities to understand what we are doing well and what we can do better. 4 - Good	5 - Excellentd. We engage in ongoing dialogue with Black communities to understand what we are doing well and what we can do better. 5 - Excellent

5a. Comments/Examples

GIPA/MEPA and PHA Engagement

6. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. We have successfully integrated GIPA/MEPA policy and principles and guidelines within our workplace (e.g., Board endorsement of Ontario Accord or other official GIPA/MEPA statements, Board position paper developed, documented plan/procedures, agency committee developed with broad stakeholder participation).	1 - Poora. We have successfully integrated GIPA/MEPA policy and principles and guidelines within our workplace (e.g., Board endorsement of Ontario Accord or other official GIPA/MEPA statements, Board position paper developed, documented plan/procedures, agency committee developed with broad stakeholder participation). 1 - Poor	2 - Faira. We have successfully integrated GIPA/MEPA policy and principles and guidelines within our workplace (e.g., Board endorsement of Ontario Accord or other official GIPA/MEPA statements, Board position paper developed, documented plan/procedures, agency committee developed with broad stakeholder participation). 2 - Fair	3 - Not Surea. We have successfully integrated GIPA/MEPA policy and principles and guidelines within our workplace (e.g., Board endorsement of Ontario Accord or other official GIPA/MEPA statements, Board position paper developed, documented plan/procedures, agency committee developed with broad stakeholder participation). 3 - Not Sure	4 - Gooda. We have successfully integrated GIPA/MEPA policy and principles and guidelines within our workplace (e.g., Board endorsement of Ontario Accord or other official GIPA/MEPA statements, Board position paper developed, documented plan/procedures, agency committee developed with broad stakeholder participation). 4 - Good	5 - Excellenta. We have successfully integrated GIPA/MEPA policy and principles and guidelines within our workplace (e.g., Board endorsement of Ontario Accord or other official GIPA/MEPA statements, Board position paper developed, documented plan/procedures, agency committee developed with broad stakeholder participation). 5 - Excellent
b. We seek diverse representation of PHAs in our staff, board and other volunteers.	1 - Poorb. We seek diverse representation of PHAs in our staff, board and other volunteers. 1 - Poor	2 - Fairb. We seek diverse representation of PHAs in our staff, board and other volunteers. 2 - Fair	3 - Not Sureb. We seek diverse representation of PHAs in our staff, board and other volunteers. 3 - Not Sure	4 - Goodb. We seek diverse representation of PHAs in our staff, board and other volunteers. 4 - Good	5 - Excellentb. We seek diverse representation of PHAs in our staff, board and other volunteers. 5 - Excellent
c. We have mechanisms that support the meaningful engagement of PHAs (volunteers and/or staff) to strengthen our work (e.g., PHAs on hiring committees, PHA participation in program evaluation and review, policies or documented procedures in place, capacity building opportunities for PHA volunteers).	1 - Poorc. We have mechanisms that support the meaningful engagement of PHAs (volunteers and/or staff) to strengthen our work (e.g., PHAs on hiring committees, PHA participation in program evaluation and review, policies or documented procedures in place, capacity building opportunities for PHA volunteers). 1 - Poor	2 - Fairc. We have mechanisms that support the meaningful engagement of PHAs (volunteers and/or staff) to strengthen our work (e.g., PHAs on hiring committees, PHA participation in program evaluation and review, policies or documented procedures in place, capacity building opportunities for PHA volunteers). 2 - Fair	3 - Not Surec. We have mechanisms that support the meaningful engagement of PHAs (volunteers and/or staff) to strengthen our work (e.g., PHAs on hiring committees, PHA participation in program evaluation and review, policies or documented procedures in place, capacity building opportunities for PHA volunteers). 3 - Not Sure	4 - Goodc. We have mechanisms that support the meaningful engagement of PHAs (volunteers and/or staff) to strengthen our work (e.g., PHAs on hiring committees, PHA participation in program evaluation and review, policies or documented procedures in place, capacity building opportunities for PHA volunteers). 4 - Good	5 - Excellentc. We have mechanisms that support the meaningful engagement of PHAs (volunteers and/or staff) to strengthen our work (e.g., PHAs on hiring committees, PHA participation in program evaluation and review, policies or documented procedures in place, capacity building opportunities for PHA volunteers). 5 - Excellent
d. Leaders actively use Ontario Accord Living and Serving when considering organizational operations and performance.	1 - Poord. Leaders actively use Ontario Accord Living and Serving when considering organizational operations and performance. 1 - Poor	2 - Faird. Leaders actively use Ontario Accord Living and Serving when considering organizational operations and performance. 2 - Fair	3 - Not Sured. Leaders actively use Ontario Accord Living and Serving when considering organizational operations and performance. 3 - Not Sure	4 - Goodd. Leaders actively use Ontario Accord Living and Serving when considering organizational operations and performance. 4 - Good	5 - Excellentd. Leaders actively use Ontario Accord Living and Serving when considering organizational operations and performance. 5 - Excellent

6a. Comments/Examples

Reconciliation with Indigenous Communities

7. Please assess and rate the performance of your organization for each indicator.

	1 - Poor	2 - Fair	3 - Not Sure	4 - Good	5 - Excellent
a. Reconciliation with Indigenous communities is integrated into our organization’s core values and strategic priorities.	1 - Poora. Reconciliation with Indigenous communities is integrated into our organization’s core values and strategic priorities. 1 - Poor	2 - Faira. Reconciliation with Indigenous communities is integrated into our organization’s core values and strategic priorities. 2 - Fair	3 - Not Surea. Reconciliation with Indigenous communities is integrated into our organization’s core values and strategic priorities. 3 - Not Sure	4 - Gooda. Reconciliation with Indigenous communities is integrated into our organization’s core values and strategic priorities. 4 - Good	5 - Excellenta. Reconciliation with Indigenous communities is integrated into our organization’s core values and strategic priorities. 5 - Excellent
b. Staff and volunteers receive ongoing education on the history and impact of colonization and genocide on Indigenous peoples.	1 - Poorb. Staff and volunteers receive ongoing education on the history and impact of colonization and genocide on Indigenous peoples. 1 - Poor	2 - Fairb. Staff and volunteers receive ongoing education on the history and impact of colonization and genocide on Indigenous peoples. 2 - Fair	3 - Not Sureb. Staff and volunteers receive ongoing education on the history and impact of colonization and genocide on Indigenous peoples. 3 - Not Sure	4 - Goodb. Staff and volunteers receive ongoing education on the history and impact of colonization and genocide on Indigenous peoples. 4 - Good	5 - Excellentb. Staff and volunteers receive ongoing education on the history and impact of colonization and genocide on Indigenous peoples. 5 - Excellent
c. We have taken steps to implement Truth and Reconciliation Commission (TRC) Calls to Action relevant to us.	1 - Poorc. We have taken steps to implement Truth and Reconciliation Commission (TRC) Calls to Action relevant to us. 1 - Poor	2 - Fairc. We have taken steps to implement Truth and Reconciliation Commission (TRC) Calls to Action relevant to us. 2 - Fair	3 - Not Surec. We have taken steps to implement Truth and Reconciliation Commission (TRC) Calls to Action relevant to us. 3 - Not Sure	4 - Goodc. We have taken steps to implement Truth and Reconciliation Commission (TRC) Calls to Action relevant to us. 4 - Good	5 - Excellentc. We have taken steps to implement Truth and Reconciliation Commission (TRC) Calls to Action relevant to us. 5 - Excellent
d. The development of and updates to our programs and services is informed by the living experiences of Indigenous communities and ways of working with Indigenous people, developed by Indigenous community members e.g. Two-eyed seeing.	1 - Poord. The development of and updates to our programs and services is informed by the living experiences of Indigenous communities and ways of working with Indigenous people, developed by Indigenous community members e.g. Two-eyed seeing. 1 - Poor	2 - Faird. The development of and updates to our programs and services is informed by the living experiences of Indigenous communities and ways of working with Indigenous people, developed by Indigenous community members e.g. Two-eyed seeing. 2 - Fair	3 - Not Sured. The development of and updates to our programs and services is informed by the living experiences of Indigenous communities and ways of working with Indigenous people, developed by Indigenous community members e.g. Two-eyed seeing. 3 - Not Sure	4 - Goodd. The development of and updates to our programs and services is informed by the living experiences of Indigenous communities and ways of working with Indigenous people, developed by Indigenous community members e.g. Two-eyed seeing. 4 - Good	5 - Excellentd. The development of and updates to our programs and services is informed by the living experiences of Indigenous communities and ways of working with Indigenous people, developed by Indigenous community members e.g. Two-eyed seeing. 5 - Excellent
e. We engage in ongoing dialogue with Indigenous communities to understand what we are doing well and what we can do better.	1 - Poore. We engage in ongoing dialogue with Indigenous communities to understand what we are doing well and what we can do better. 1 - Poor	2 - Faire. We engage in ongoing dialogue with Indigenous communities to understand what we are doing well and what we can do better. 2 - Fair	3 - Not Suree. We engage in ongoing dialogue with Indigenous communities to understand what we are doing well and what we can do better. 3 - Not Sure	4 - Goode. We engage in ongoing dialogue with Indigenous communities to understand what we are doing well and what we can do better. 4 - Good	5 - Excellente. We engage in ongoing dialogue with Indigenous communities to understand what we are doing well and what we can do better. 5 - Excellent
f. We actively seek to authentically partner with organizations run by and for Indigenous communities, including exploring new ways of partnering and resource redistribution where we can.	1 - Poorf. We actively seek to authentically partner with organizations run by and for Indigenous communities, including exploring new ways of partnering and resource redistribution where we can. 1 - Poor	2 - Fairf. We actively seek to authentically partner with organizations run by and for Indigenous communities, including exploring new ways of partnering and resource redistribution where we can. 2 - Fair	3 - Not Suref. We actively seek to authentically partner with organizations run by and for Indigenous communities, including exploring new ways of partnering and resource redistribution where we can. 3 - Not Sure	4 - Goodf. We actively seek to authentically partner with organizations run by and for Indigenous communities, including exploring new ways of partnering and resource redistribution where we can. 4 - Good	5 - Excellentf. We actively seek to authentically partner with organizations run by and for Indigenous communities, including exploring new ways of partnering and resource redistribution where we can. 5 - Excellent

7a. Comments/Examples