ToolKit for qat̓ᶿɛtštəms p̓apɛm

Welcome to your toolkit!

Here is a link to our Community Agreements, please read these before agreeing to participate in the workshop:

Here is a link to our vocabulary, cultural proficiency table, and the Four Agreements to Courageous Conversations:

Links to Audio and Video Materials
Resource Links
  • 27 Tips on What to Say and Do When Working Effectively With Indigenous Communities Bob JosephA key to working effectively with Indigenous communities is to understand their issues and perspectives in advance. Learning a community’s history and current issues will enable you to anticipate its priorities and core concerns about your interests. This is one of many amazing free resources on Bob Joseph’s website. https://drive.google.com/file/d/14soPtBS5elJ6LZR5tiEc6WbMGVz3BkF2/view?usp=sharing
  • Speak Up – Download these incredible resources that help foster shared learning and reflection. Including ‘What Can I do About: Sour Social Events? Casual Comments? Offended Guests? and many other scenarios. These free publications by Learning for Justice seek to uphold the mission of the Southern Poverty Law Center: to be a catalyst for racial justice in the South and beyond, working in partnership with communities to dismantle white supremacy, strengthen intersectional movements and advance the human rights of all people.
  • Indigenous Allies Toolkit – Content and research by Dakota Swiftwolfe, Layout and design by Leilani Shaw, With contributions from: B. Deer, V. Boldo, E. Fast, G. Sioui, C. Richardson, K. Raye, S. Puskas, L. Lainesse, & A. Reid. info@reseaumtlnetwork.com
  • Unpacking the Invisible Knapsack 1989, “White Privilege: Unpacking the Invisible Knapsack” first appeared in Peace and Freedom Magazine, July/August, 1989, pp. 10-12, a publication of the Women’s International League for Peace and Freedom, Philadelphia, PA.
Links to Policy Resources

Examples of workplace harassment

An excerpt from the City of Toronto Equity Policy:

Examples of workplace harassment include a pattern of:

  • frequent angry shouting/yelling or blow-ups
  • regular use of profanity and abusive language
  • verbal or e-mail threats (not including threats to exercise physical force which are covered by the workplace violence policy)
  • intimidating behaviours – slamming doors, throwing objects
  • frequent insults and/or name calling
  • public humiliation
  • communication that is demeaning, insulting, humiliating,
  • mocking
  • intent to harm
  • a single, serious incident that has a lasting, harmful impact.
  • targeting individual(s) in humiliating practical jokes,
  • excluding, shunning,
  • impeding work performance
  • spreading gossip, rumours,
  • negative blogging,
  • cyber-bullying retaliation,
  • bullying,
  • sabotaging
  • unsubstantiated criticism,
  • unreasonable demands

The City of Powell River Council Policy 248: Respectful Workplace and Prevention of Harassment, Bullying and Discrimination


Powell River Strategic Plan

The strategic plan was adopted by Council in December 2019 and included these goals to “Prepare a human resources strategy to facilitate a culture shift strategy” and to “Implement a cultural awareness and diversity plan”.

Download the Powell River Strategic Plan 2021-2022

Joint Working Group: The Name Change Report

https://powellriver.civicweb.net/filepro/documents/262/?preview=118845