Manager, Indigenous Specific Anti-Racism Strategy and Practice

Job Details

Description

At Doctors of BC our vision is to promote a social, economic, and political climate in which members can provide the citizens of BC with the highest standard of health care, while achieving maximum professional satisfaction and fair economic reward.

Together, we make a difference so our doctors can make theirs. Join us today

THE JOB: Manager, Indigenous Specific Anti-Racism Strategy and Practice

The starting salary range falls within the minimum to mid-point of the salary range.

Starting Salary Range: $102,720 - $128,400

Reporting to the Director, ISAR and EDI, the Manager, Indigenous-Specific Anti-Racism (ISAR) Strategy & Practice provides strategic and practice leadership to advance the organization’s commitments to Indigenous-specific anti-racism, including those outlined in the Physician Master Agreement.

This role translates ISAR and Cultural Safety priorities into clear frameworks, approaches, and standards that guide how this work is understood and applied throughout the organization. The Manager ensures alignment, coherence, and integrity of ISAR and Cultural Safety efforts across physician programs, governance structures, and organizational functions.

The Manager leads a team responsible for delivering Joint Collaborative Committee (JCC) workplans and related organizational priorities, including system-level initiatives, events and learning, employee-facing programs, and committee and governance support. In this context, the Manager sets direction, establishes priorities, and ensures the quality and alignment of work, while enabling team members to lead and fulfil their areas of responsibility.

Central to this role is cultivating respectful, reciprocal relationships with Indigenous partners, including community leaders, Elders, educators, and First Nations, Métis, and Inuit organizations, ensuring that ISAR-aligned initiatives are grounded in culturally appropriate and relationally accountable practices.

Key roles and responsibilities include:

• Provides strategic and practice leadership for ISAR and Cultural Safety, translating organizational priorities into frameworks, standards, and guiding approaches that shape work across the organization
• Leads and supports a team responsible for delivering JCC workplans and organizational initiatives, including system-level work, events and learning, employee programs, and governance and committee support.
• Establishes direction, priorities, and expectations for team deliverables, ensuring alignment with organizational commitments and provincial strategies.
• Ensures coherence, quality, and consistency of ISAR and Cultural Safety work across diverse initiatives, balancing strategic intent with practical application.
• Serves as an advisor to leadership, governance bodies, and committees, influencing direction through expert guidance and evidence-informed recommendations.
• Identifies systemic risks, gaps, and opportunities, advising on strategies to strengthen organizational and system-level impact.
• Interprets and mobilizes emerging research, policy, and leading practices to continuously evolve approaches.
• Provides leadership, coaching, and development to team members, enabling them to effectively design and deliver initiatives within their scope.
• Builds and sustains trust-based relationships with Indigenous and system partners to inform, guide, and align the organization’s work, including the Ministry of Health, Health Authorities, FNHA, and Métis Nation BC.
• Provides strategic guidance and support to ISAR CS governance and advisory bodies, including the JCC ISAR Steering Committee and Indigenous Guiding Circle.

WHAT SUCCESS LOOKS LIKE

Leading Through People (I):

• Builds high-performing teams that are collaborative, non-competitive and are constantly seeking win-win opportunities.
• Works with team to effectively identify goals and create individual development plans.
• Identifies, mentors, and raises the profile of future high performers and leaders.
• Cultivates a strength-based team mentality while facilitating open dialog about potential weaknesses.
• Recognizes employee potential and ensures all team members have equitable access to development opportunities
• Proven ability to guides, coach and motivates others by assessing project training needs and engages team members in projects that challenge their skills and abilities.
• Addresses and confronts issues and inappropriate behaviors in a timely and respectful way.

Leading with Drive (I):

• Views obstructions as potential opportunities.
• Understands and openly discusses learning preferences within the team, remaining conscious of each member’s preferred communication style.
• Ensures team remains focused on goals, energized for the outcomes and accountable for their work and personal energy.
• Displays courageousness in speaking to potentially unpopular points that are grounded in sound business logic.

Leading to Deliver (I):

• Ensures team makeup supports decision making based upon relevant analysis of data as a necessary skillset.
• Continuously evaluates progress as a team to identifies potential weaknesses and facilitate productive conversation and steps for improvement.
• Establishes clear service expectations and effectively identifies what can be salvaged in setbacks, learned from, and leveraged as opportunities.
• Ensures individuals are aware of all expectations and held accountable in a timely manner for their actions.
• Communicates a collective purpose, creates a clear line of sight to the organization’s values, and ensures team’s alignment with the organization’s goals and strategies
• Maintains composure and remains level-headed, focused on results, and accountable for work under their purview.

Leading Through Vision (I):

• Fosters a team’s mentality of seeking continuous performance feedback to identify and address potential blind spots.
• Actively acknowledges and rewards creativity and out of the box thinking while accounting for unique learning styles.
• Effectively monitors and boosts team’s self-esteem levels through authentic praise and specific recognition to ensure team members are engaged and personally invested.
• Partners with other change agents to identify and implement opportunities for significant process enhancements.

Doctors of BC Team Member: Approaches work with a collaborative spirit, recognizing we are better together. Embraces change, provides excellence in service and is accountable for their results and helping others achieve theirs. Does the right thing, not the easy thing. Speaks openly and honestly to tackle tough challenges and enrich relationships. Balances hard work with fun and is genuinely friendly and committed to others’ well-being.

WHAT YOU BRING

• Must be of Indigenous ancestry (Turtle Island—First Nations, Métis, or Inuit). This role is being held for Indigenous applicants with lived experience and knowledge directly relevant to the position. We ask that candidates please self-identify.
• Deep knowledge of the impacts of colonialization on Indigenous people in health contexts, including knowledge and understanding of Indigenous cultural safety, cultural humility, Indigenous-specific racism, and anti-racism.
• Knowledge and respect of Indigenous approaches to health and wellbeing, cultural traditions, ceremonies, protocols, and traditional wellness practices. Must understand the diversity of First Nations, Métis, and Inuit cultures.
• Experience and expertise in team building, staff development and coaching grounded in trauma-informed, anti-oppressive principles and practices.
• Completed graduate university degree AND/OR recognized professional designation in a specialized field, AND up to six years of progressive and related experience; OR having an equivalent level of related work experience in-lieu of post-secondary education.
• Previous experience leading and facilitating ISAR, Cultural Safety, and Reconciliation initiatives in a complex organization.
• Strategic and tactical problem-solving approaches, and the ability to convert strategic objectives into tangible action plans and results.
• Demonstrated relationship-building skills; solid judgment; critical thinking skills; a sense of teamwork and community; ability to handle multiple tasks; highly organized.
• Demonstrated expertise with key partner relations, especially related to helping diverse groups to develop and work together towards shared goals and improved collective impact.
• Fundamental knowledge of the organization and it’s interrelated components within the BC healthcare system.
• Excellent writing skills and proven ability to develop clear concise and comprehensive reports, executive briefing notes, reports, and presentations for diverse audiences.
• Excellent judgment in setting priorities, proactively identifying issues and determining action required when working under pressure and deadlines.
• Proven ability to work with diverse groups of individuals who have varying interests.
• Superior interpersonal, oral communication and relationship management skills.
• Experience supervising and managing teams in complex systems and working collaboratively with senior and executive management.
• Capacity to self-manage a varied, flexible work schedule to meet the needs of participating physicians, while ensuring appropriate work-life balance and the need to meet project deadlines and deliverables.
• Must be willing to travel occasionally as required and work outside regular business hours on occasion.

Doctors of BC thanks all applicants; however, only those selected for an interview will be notified.

Doctors of BC recognize the pervasive and ongoing harms of colonialism faced by Indigenous peoples and that these harms include the widespread systemic racism against Indigenous peoples in BC's health system. Physicians have a significant role to play in addressing the health disparities that exist between Indigenous and non-Indigenous patients, and Doctors of BC is committed to continuing to advance reconciliation and address and eliminate racism in health care.

Doctors of BC celebrates diversity, challenges inequality and is committed to sustaining an inclusive and diverse community. We seek qualified applicants who share our commitments to equity, diversity and inclusion, and truth and reconciliation. We especially welcome applications from persistently and historically oppressed groups, including Indigenous (First Nations, Métis or Inuit) peoples, members of racialized communities, persons with disabilities, women, gender-diverse, and persons who identify as 2SLGBTQ+.

We acknowledge that the land Doctors of BC operates and supports physicians from is the traditional territories of the Coast Salish peoples including the Musqueam, Squamish, and Tsleil-Waututh Nations whose historical relationship with the land continues today. For Doctors of BC, acknowledging the land is an expression of cultural humility that involves recognizing our commitment to support the provision of culturally safe care to First Nations, Inuit, and Métis people in BC.

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