Grants and Contributions

The supplemental funding received during 2023 will permit the organization to integrate key learnings from the anti-racism audit into their organizational structure, share expertise with partner organizations, and revise their strategic planning process to be rooted in an anti-racist and anti-oppressive framework.

MCoH will also identify other organizations throughout Nova Scotia that offer GBV services to Indigenous women and girls, share their learnings with them and facilitate ongoing communications.

Young Women's Christian Association of Kitchener-Waterloo will develop knowledge sharing methods of the project learnings and model with GBV initiatives and with the WAGE GBV Knowledge Centre to share information on the promising practice with others so that they may replicate it or expand upon it.

Avalon Sexual Assault Centre Society will participate in community events to increase visibility of the project and share lessons learned from the promising practice in order to share information with others so that they may replicate it or expand upon it.

To do so, the project will develop a curriculum for individual and group GBV counseling programs on how to build resiliency, seek support systems, form boundaries, and cope with trauma while learning about empathy. The organization will reach out to South-Asian participants from various settings such as schools, cultural and religious centers.

To do so, the project will include an environmental scan of organizations involved in public safety and/or gender-based violence prevention work, community surveys around perceptions and experiences of safety, training and deploying a community-based outreach team, and sharing the learnings in a toolkit series to help other communities build layers of protection from sexualized violence in public spaces.

To do so, the project will 1) consult women, sector employers, and other relevant stakeholders to deepen understanding of the barriers; 2) tailor the Workplace Inclusion Toolkit informed by findings from consultations and an environmental scan of best practices in Equity, Diversity, and Inclusion; 3) engage 30 employers to adopt the Workplace Inclusion Charter with the support of Inclusion Coaches, who themselves are women with intersecting identities; 4) facilitate a Community of Practice to sustain learning by employers and support their efforts in change management; and 5) conduct ongoing program review and evaluation in preparation for a final best practices toolkit.

Through this 22-month project, Coaching Association of Canada will scale its social learning initiative, Alberta Women in Sport Leadership Impact Program’s (AWiSL) Community of Practice (CoP), in order to affect sport system change and advance women’s equality, leadership development and diversity, and knowledge transfer.

It will scale to a new learning cohort of up to 20 of the 206 community foundations that serve communities from coast to coast to coast.

Educational products and training will be developed such as digital conversation guides, learning resources, and workshops designed to combat anti-2SLGBTQI hate which will be mobilized through Egale’s free and accessible online Rainbow Action Hub.