Director, Cultural Safety and Humility

BCCOHP is seeking a permanent, full-time Director, Cultural Safety and Humility. Reporting to the Registrar & CEO, the successful candidate will be a member of the BCCOHP Senior leadership team and plays a pivotal leadership role in the development and execution of strategies for Indigenous cultural safety and humility, and supports BCCOHP’s overall reconciliation, equity, diversity and inclusion initiatives.

This position will partner with peers and senior leaders to help implement BCCOHP’s initiatives to embed cultural safety and humility within the organization and ensure BCCOHP meets its legal and ethical obligations to address Indigenous-specific racism in the delivery of oral health care. This role will develop and lead strategies for Indigenous anti-racism and cultural safety and ensure these principles are woven into BCCOHP policies, practices, regulatory functions and are reflected in BCCOHP staff, board and committees.

The Director, Cultural Safety and Humility will help build and foster relationships with Indigenous Knowledge Keepers, organizations, and communities to collaborate on BCCOHP projects and initiatives. The position will develop, support and work with an Indigenous Advisory Circle, engaging the group for advice, feedback, and direction on initiatives, process, and policy.

This work will require significant engagement with First Nations, Inuit and/or Métis Peoples. Applicants should provide evidence of the capacity, experience and track record of working and engaging with Indigenous communities in a meaningful and culturally safe way.

While preference will be given to applicants who are Indigenous, BCCOHP will consider applications from non-Indigenous allies. We invite applicants to self-identify within their resume or cover letter if they are comfortable doing so.

• Oversee the development and delivery of Indigenous Cultural Safety & Humility strategies and plans and facilitate continuous improvement and maintenance of programs (Indigenous Cultural Safety and Humility Project).

Engagement

• Address anti-Indigenous racism and promote cultural safety by engaging and working with Indigenous Peoples.

Strategic planning

• Taking a systemic approach, lead the planning, alignment, implementation, evaluation, and transformation of organizational strategies, services and programs to advance cultural safety and humility initiatives throughout BCCOHP.
• Partners with leaders across the organization to ensure cross-program development and key initiatives are supported to integrate reconciliation, cultural safety, anti-racism, equity, diversity and inclusion are incorporated into BCCOHP strategic plan, goals and objectives.
• Supports the work and integration across BCCOHP regarding preparation and implementation of the new Health Professions and Occupations Act (HPOA) related to discrimination, cultural safety and humility, etc. to ensure BCCOHP is compliant with the Act.

Review of regulatory processes

• Identify improvements to regulatory processes to ensure they are culturally safe, trauma aware and inclusive so that members of the public, particularly Indigenous peoples’, feel safe and respected when contacting the regulator and filing complaints.

Communication and collaboration

• Build and foster trusting relationships with key partners and audiences, including Indigenous communities, people and leaders to collaborate and support BCCOHP cultural safety initiatives. Contribute to Indigenous-specific engagement strategies.

Learning strategies

• Identify and facilitate anti-racism and decolonial learning opportunities and training for BCCOHP staff, board and committee members to build organizational leadership capacity for integrating cultural safety and humility within BCCOHP and for the oral health professionals it regulates.

Workplace culture

• Support the development and maintenance of an inclusive and safe workplace culture that recognizes and addresses colonial structures and racism within the organization.

Expertise

• Bring lived experience, leadership and expertise to support culturally safe and inclusive programs, services and engagement to the communities we serve. Bring an understanding of restorative and trauma-informed approaches to cultural safety and principles of UNDRIP and DRIPA. Support and work with an Indigenous Advisory Circle.

Maintenance and reporting

• Continue to build out cultural safety and humility throughout the organization through reporting (data reports, activity reports, project updates) and continual monitoring and improvement of cultural safety and humility initiatives.
• A level of education, training, and experience that provides you with the skills and ability to advance systems level change and foster systems thinking to lead change.
• Demonstrated experience implementing anti-racism, CSH, diversity and inclusion, and anti-oppression programs in complex organizations.
• Knowledge and understanding of current and historical Indigenous issues, cultures, practices, Indigenous cultural safety, cultural humility, Indigenous-specific racism, white supremacy, anti-racism, equity, diversity, inclusion, and Indigenous worldview is required.
• Knowledge of basic human rights and/or anto-indigenous discrimination.
• Possess effective self-care strategies to manage/prevent vicarious trauma, burnout and/or compassion fatigue.
• Demonstrated experience creating, running and implementing outside the box and innovative workshops.
• Proven leadership experience.
• Experience developing strategies and executing initiatives that drive measurable results.
• Demonstrated ability to challenge/inspire colleagues/partners to achieve results; clear understanding of operations and anti-racism, cultural safety and humility, equity, diversity and inclusivity, and anti-oppression strategies, and able to articulate them to audiences within and outside the organization.
• Advanced relationship-management experience and consulting skills, with the ability to influence without authority, lead, engage and build consensus across various levels of leaders through collaboration and influence.
• Evidence of developing and implementing industry-leading best practices in approaches to reconciliation with First Nations and developing and maintaining relationships with First Nations Governments and organizations.
• Strong interpersonal and communication skills and an ability to inspire, motivate and mobilize internal teams and colleagues, as well as oral health professionals and members of the public. 
• Ability and aptitude to respond to changing priorities and adjust milestone and targets to maintain forward momentum.
• Demonstrated understanding of diversity, inclusion, and cultural humility.
• Understanding of restorative and trauma-informed approaches and knowledge of relevant legislation (United Nations Declaration on the Rights of Indigenous Peoples, (UNDRIP), Declaration on the Rights of Indigenous Peoples Act (DRIPA), HPOA).
• Regulatory and healthcare experience is an asset.

Work Hours

BCCOHP's regular hours of business are 8:30 am to 4:30 pm, Monday through Friday. This is a full-time permanent position, requiring 35 hours per week (7 hours per day).

Flexibility

BCCOHP offers flexibility for a hybrid work arrangement depending on the role and operational needs. The number of days required to be in office for this position is dependent on operational needs and workload.

We also offer core work hours between 9:30 am - 2:30 pm. The successful candidate may adjust their work day as long as they are working within the set core work hours, and depending on operational needs.

The successful candidate will be offered a competitive compensation and benefits package. The annual salary range for this position is $125,700.00 to 167,600.00 . The salary offered will be determined based on factors such as experience relative to the requirements of the role. 

BCCOHP offers the following benefits and perks: 

• Extended health and dental benefits plan 
• RRSP contributions 
• Parking/transit subsidy 
• Paid time off (20 vacation days, 5 sick days, and 7 personal days per year)
• Maternity/parental leave top-up 
• Annual professional development allowance 
• Office closures in addition to statutory holidays including Easter Monday and winter office closure (December 24th to January 1st each year)
• Early office closure on Fridays during the summer 

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