Implementing Diversity, Equity & Inclusion and Truth & Reconciliation Plans – Mothercraft

• Mothercraft has developed and committed to comprehensive Diversity, Equity and Inclusion and Truth & Reconciliation Plans.
• As part of these plans, they have begun a process for annual collection of sociodemographic data. This data is being factored in to how their organization approaches diversity, equity, and inclusion (DEI) work as well as expansion planning.
• Questions are voluntary and have been based on the City of Toronto’s Data for Equity questionnaire as well as consultation with evaluation, DEI and Truth & Reconciliation experts.
• In addition to sociodemographic data, Mothercraft also surveys services users and staff on quality indicators including belonging, well-being, and relationships.

• This example fits at multiple levels including the Individual; Program and service; and Community levels.
• This work includes connecting with individual staff and service users, ongoing engagement of community experts and individuals with lived experience analysis, and understanding of demographic profile of the communities in which Mothercraft operates or are considering operating in.

• Part of process includes building relationships with DEI subject matter experts and Indigenous partners to co-develop the DEI and Truth & Reconciliation Plans.
• Mothercraft is also pursuing professional learning on how to collect information in a safe and equity informed way.
• The approach features building relationships with staff and service users with lived experience from equity-deserving groups for feedback on the survey process, participation of Advisory Councils, and through qualitative interviews.
• Part of building relationships includes sharing back results with respondents (staff and service users) and providing regular updates to all Advisory Council members and staff.

• The process includes listening to socio-demographic data collection experts and learnings from research, and developing survey questions and process accordingly.
• Plans were developed, in part, based on learning from the baseline survey results of staff and service users
• Mothercraft is also taking on ongoing research and data collection to deepen existing understanding and monitor new staff and service user needs and barriers.

• Being responsive includes ongoing evaluation and reflection on the results of sociodemographic data collection in order to build capacity to continually respond to survey findings.
• Mothercraft practices responsiveness in this process through collecting feedback on how to improve surveys.
• This process also features regular updating, and annual reporting on progress to staff, clients and the Board with opportunities to ask questions and provide feedback.

• Part of taking action is allocating financial resources for ongoing staff, expert and client engagement and data collection activities in annual budget.
• Taking action also includes identifying relevant training and sharing with all staff
• Using data from this process to practice evidence-informed decision-making around where resources are allocated to ensure that inclusivity and reconciliation become part of the overall culture and work of Mothercraft.
• This data will drive actions towards focus groups with staff and service users, interviews, as well as efforts to expand to underserved communities, and tailoring services to community.
• Taking action is also about building a continuous learning culture to enable Mothercraft to understand their service users and the gaps in an ongoing way.