Four years later, IH’s response on progress on In Plain Sight

In 2020, the B.C. Ministry of Health investigated allegations of systemic racism and discrimination faced by Indigenous Peoples within the B.C. provincial health-care system and released their findings.

The In Plain Sight report highlights the experiences of Indigenous patients facing discrimination, biased treatment, and denial of care. It emphasized the need for cultural safety, accountability, and comprehensive reforms, including anti-racism training for health-care providers, better data collection, and the involvement of Indigenous communities in policy-making. The report also called for urgent action to dismantle these barriers and ensure equitable health care for Indigenous Peoples in B.C.

The graphic below details the four areas of focus to achieve IH's overall goal of IH Indigenous Health and Wellness Strategy to improve health wellness outcomes and health equity for Indigenous Peoples in the Interior Region: 

1. Commitment to Cultural Safety and Humility

2. Strengthening Partnerships and Shared Decision Making

3. Health Equity through Shared Accountability

4. Person, Family, and Community Wellness

With the support of a team of dedicated staff members, IH released the 2024 Interior Health: In Plain Sight Response report in November 2024.

November 2024 In Plain Sight Response 

The response talks about initiatives like:

• Launch of National Day for Truth and Reconciliation / Orange Shirt Day video
• Launch of IH cultural safety video series to include Reconciliation in Action: Passing the Mic and Métis Nation BC- Who are the Métis people? Where did they come from
  • These videos provide Nation specific educational resources to promote cultural safety within IH facilities, departments and interactions.
• Refresh of the 2024-2027 Strategic Priorities
  • Advancing Indigenous Health and Wellness continues to be a standalone priority for IH.
  • Strategic priorities have Indigenous-specific actions to improve the shared accountability across the organization for advancing Indigenous health and well-being.
• Creating our first Indigenous Employee Experience Strategy 2024-2029
• Hosting a multi-day Indigenous Engagement Forum in February 2024, bringing together Indigenous partners from throughout the B.C. Interior with IH leadership and staff to discuss Indigenous health and wellness. The event consisted of:
  • Speakers
  • Panels
  • Breakout sessions
  • A blanket ceremony to honour IH Indigenous Patient Navigators
• Hosting the third annual Indigenous Food Forum in partnership with First Nations Health Authority in September 2024, focusing on fostering connections, promoting Indigenous-centered health and knowledge sharing.
  • The 2024 Forum included day trips to rural communities of Esk’etemc (Secwépemc territory) and Tl’esqox (Tŝilhqot’in territory), who hosted traditional feasts with locally harvested food and game.
• Making tangible efforts to partner with Indigenous communities and incorporate Indigenous culture within our facilities through territory acknowledgements, signage, artwork and ceremony. Our approach includes engagement and collaboration with Interior region First Nations to ensure cultures are respected and reflected in the design of new capital projects and renovating existing spaces.
  • Kelowna community dialysis unit opening in new location
  • Smudging ceremony at the 100 Mile House District General Hospital
  • Sacred space opens at Vernon Jubilee Hospital
  • Sacred space at Cariboo Memorial Hospital receives a facelift
• Developing a brand new curriculum and providing Indigenous-specific Antiracism training and education opportunities to staff.

The introduction of new language in health sector collective agreements ratified for 2022-25 marks an essential first step in a long journey toward meaningful change by confronting Indigenous-specific racism, advancing cultural safety, identifying and eliminating barriers within the collective agreements, and increasing Indigenous representation in our workforce.

Indigenous employees within collective bargaining agreements are now entitled to up to five paid leave days per year to practice, develop and teach their spiritual and cultural traditions, customs and ceremonies. These same benefits are available to Indigenous, non-contract, management staff.

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