Organizational Culture - Belonging, Diversity, and Inclusion

The Saskatchewan Health Authority (SHA) recognizes the importance of access to safe and connected care for patients, families and communities of Saskatchewan.

Our commitment includes valuing belonging, diversity, and inclusion (BDI), and through acknowledging and addressing systemic and Indigenous specific racism. 

We want to become an organization where everyone who works, or seeks and receives care and services, feel that they belong.

Self-declaration

The Saskatchewan Health Authority values self-declaration as a key component of our commitment to belonging, diversity, and inclusion. 

By providing individuals the opportunity to voluntarily self-declare, we are better able to identify and address barriers, support equitable employment practices, and foster a workplace that reflects the diversity of the communities we serve. 

Language Diversity in the Workplace

The Saskatchewan Health Authority values language diversity and recognizes that many team members speak more than one language. Language diversity strengthens our workplace and helps us provide respectful, culturally responsive care and service to patients, residents, clients, families, and communities across Saskatchewan.

English is the primary language used for workplace communication to ensure clear understanding, collaboration, and quality service. Team members are encouraged to use English for work-related communication so that all parties involved can participate fully and effectively. When language barriers exist, interpretation and translation services are available to support clear communication.

Speaking other languages is supported and valued as part of an inclusive workplace culture. Team members are encouraged to be respectful and inclusive when using languages other than English, especially during breaks or informal conversations, so that everyone feels welcome and included.

For individuals whose first language is not English, developing English language skills can take time and practice. Resources are available to support English language learning, including community and educational programs.

To learn more, review the Language Diversity in the Workplace poster and Frequently Asked Questions (FAQ), which provide guidance on respectful communication, the use of interpretation services, and available language learning supports.

Training Sessions and Learning Series

Microaggressions vs. Microaffirmations

All staff are invited to attend a training session focused on Microaggressions vs Microaffirmations. Small moments can have a big impact on how people feel at work.
Join us for a brief, engaging session that explores the difference between microaggressions—often unintentional words or actions that can cause harm—and microaffirmations—everyday actions that build respect, inclusion, and belonging.

Together, we’ll learn practical ways to reduce harm, strengthen connections, and create more supportive teams.

The Learning focuses on:

• Understanding Microaggression
• Understanding Microaffirmations
• Common Categories and Real-World Examples
• Why Microaffirmations Matter
• Moving from Awareness to Action
   

Virtual sessions are hosted from 12 - 1 p.m.