Author and TOH Governor Rose LeMay in conversation with Julie Cafley, uOttawa Vice President, Francophonie and External and Community Relations during a fireside chat at our General Campus in September.
Everybody deserves to walk into any location of The Ottawa Hospital (TOH) and feel safe.
As part of our hospital’s journey of reconciliation and commitment to ensure access to safe care for First Nations, Inuit and Métis, we hosted a fireside chat this month with author and TOH Governor, Rose LeMay. Originally from Taku River Tlingit First Nation in B.C., Rose has educated more than 15,000 people on anti-racism and reconciliation.
Facilitated by Julie Cafley, uOttawa Vice President, Francophonie and External and Community Relations, the discussion used LeMay’s book, Ally Is a Verb, as a starting point to explore how non-Indigenous people working at all levels in health care can integrate allyship into their work with patients, families and colleagues.
Attendees left with a better understanding of their responsibility to address anti-Indigenous racism in health care as well as practical recommendations, summarized below, on how to be stronger allies.
1. Make time to learn the history
Rose shared how, last year, the Canadian Federation of Nurses Unions made a public apology for the harms Indigenous Peoples have faced historically and currently in health care. The apology addressed how the health-care system did not care for children in residential schools and the profound harms committed in Indian hospitals.
“The more you know about history, the more clear the need for reconciliation,” she said.
A useful place to start is the National Centre for Truth and Reconciliation website.
2. Learn more about your own culture
Rose believes that one of the greatest things we can do to improve patient safety is to understand our own personal and family history.
“The more you know your own culture, the more able you are to make intentional safe space for people from other cultures, with curiosity and respect,” she said.
She gave an example of a child acting out in public. Some cultural groups might think the behaviour is fine, while others might consider it inappropriate.
“The kind of response where you feel that visceral ‘This is the right way to do it’ — that's mostly coming from your culture, the unconscious stuff you’ve been taught growing up,” she said.
She encourages health-care workers to learn how to identify that intense response to events when they happen and to rein in cultural assumptions.
“That is what cultural competence is,” she emphasized.
3. Challenge racism every single time
Any form of racism puts patient safety at risk.
“If you see racism in the hallway, even by peers, even patient-to-patient, you have a professional responsibility to step in,” Rose said. “Silence is seen as support or that you do not care.”
She pointed out that it doesn’t have to be complicated — just a simple “Hey, what is going on here?” to acknowledge what you have observed and that it will not be tolerated.
4. Enter all interactions with humility
Even just the small act of how you introduce yourself to a patient can create a feeling of safety.
When meeting with a patient, Rose recommends saying your name and explaining what you are there to help with. Then ask, “Is this ok with you?” This simple question rebalances power and makes the patient feel in control of their care.
Rose then referred to the pause theory, which is the amount of time between when a person asks a question and the other person responds. In most of Canada, the average pause is two seconds. For Inuit, their pause theory is much longer, maybe up to two minutes. Culturally, Inuit are expected to really consider the question and their response.
Be comfortable with silence, Rose urged.
“Slow it down. Take more time. Wait for answers,” she said.
5. Safety begins with Indigenous employees
Rose stated that organizations with the most success in their efforts toward reconciliation have senior level champions who are dedicated to implementing change, and who are committed to frequent communication and updates on progress.
She also emphasized the importance of supporting Indigenous staff safety and wellness and how this builds the foundation for safe cultural care. This is part of the role of The Ottawa Hospital’s Indigenous Employee Network (IEN), which is to create a safe space and sense of belonging for self-declared First Nations, Inuit and Métis employees and their allies.
