A Conversation on Equity: Meet the WEOHT EIDA-R Working Group Co-Chairs
Karen Smallwood and Sarah Mushtaq share what drives their work in equity, inclusion, diversity & anti-racism.
Karen Smallwood brings over 20 years of experience advancing equity, diversity, inclusion across non-profit, for-profit, and public sectors. Currently, Karen serves as Director of Equity, Diversity, Inclusion, and Quality at Family Services Windsor-Essex where she leads organization-wide strategic initiatives to embed equity into every aspect of service and operations. Her work is guided by the belief: “The greatness of a community is most accurately measured by the compassionate actions of its members, a heart of grace and a soul generated by love.” – Coretta Scott King
Sarah Mushtaq is the Director for Equity, Inclusion, Diversity and Anti-Racism at Windsor Regional Hospital. She is a community builder who works to bridge the gaps between Windsor’s various communities. In 2018, Sarah was the recipient of the Leadership Windsor/Essex’s 40 Leaders Under 40 Award. Recognized for her civic contributions to the Windsor-Essex region, Sarah continues her work by advocating for a better public consultation process, equitable public policy and meaningful representation.
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What drives your passion for EIDA-R work?
Karen: “As a White woman, a settler of Western European ancestry, raising Black children and living my adult life in a Black family, my commitment to equity is deeply personal. I’ve learned to navigate the space between two worlds – benefiting from the priviledge of my skin colour and history while also witnessing the realities of systemic racism faced by those I love. This experience gives me tremendous responsibility. I believe White people must share the heavy lifting of dismantling oppressive systems. I also understand why there may be discomfort or distrust in having a person who looks like me in EIDA-R leadership and I acknowledge the complexities of my role by centering and magnifying voices other than my own, and approaching this work with humility, accountability, transparency, and a deep commitment to justice.”
Sarah: “As a visibly Muslim woman who came of age in the post 9/11 era, my identity has been the forefront of my experiences navigating life. It has made me acutely aware of the disparities of not only those who look like me but those from other communities and equity-seeking groups as well. I know we can do better and I know there is always room for improvement to ensure no matter who you are, you are able to receive the services or resources you need in the manner in which you need them.”
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What are your hopes for the WEOHT EIDA-R Working Group’s work this year?
Karen: “My hopes for the committee this year include amplifying traditionally marginalized and historically excluded voices. This includes culturally safe data measurement so we can build a road map that is based on truth and brings voices that have been sidelined to the fore. Our collection and use of data must be grounded in empathy and sustained by action.”
Sarah: “I hope we can provide guidance, resources and tools to community organizations to give them the tools to do equity work in a meaningful and impactful manner. I know it can be a daunting task and the resources are not always there but working together can alleviate some of these resources.”
How can we better involve patients, families, and caregivers in EIDA-R efforts to make sure their perspectives help shape this work?
Sarah: “Going to the source is always helpful. So many folks and communities want to be heard but are not always sure of how to do so. Ensuring we are reaching out to community groups and tapping on networks to diversity voices means we will have a broad spectrum of experiences to ensure our work is reflective of the community’s needs.”
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What is the most misunderstood aspect of EIDA-R work?
Karen: “Oh, there are several so where do I start? I just can’t limit my response to one aspect so let me say that the view of EIDA-R as a one-time initiative, checkbox exercise, or temporary political will is common but false. I would add, critically, that there is a misunderstanding that EIDA-R work is the responsibility of only those people who belong to traditionally underserved communities. I believe that we need a broad understanding that members of privileged communities must work to advance EIDA-R. This responsibility stems from the recognition that systemic inequalities have historically privileged some communities over others, and those of us in those communities should do our part to share the work of diversity and inclusion. This does not mean that historically privileged people get to play saviour. We need to leverage any privilege we have and listen more than we talk.”
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How can individuals and teams outside of EIDA-R meaningfully contribute?
Karen: “There are numerous impactful ways to contribute to diversity, inclusion, accessibility, and reconciliation in your workplace and community. I believe the first step should be education. Read about people and communities including their history and culture. I grew up in a very homogeneous province where almost every person I know looked just like me and my first exploration of EDI was via books, music, movies that lead to the academic pursuit of knowledge. Sign up for online workshops, for example, and listen and learn about people’s hopes and goals. There are so many resources available in our community and online. As you learn, interrogate your unconscious bias and privilege. This includes understanding how you may have benefitted from colonialism and exclusion. As one of my favourite writers Toni Morrison insists, “if you are free, you need to free somebody else. If you have some power, then your job is to empower somebody else.” Do something about discrimination when you experience it and that includes witnessing it. DEI is an ongoing journey, so the process of action and reflection is continuous.”
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How do you measure long-term success in EIDA-R initiatives?
Sarah: “Data collection that is safe and following community data governance models is huge here. So many community members can be frustrated hearing the same talking points over and over without seeing any progress on the issues they care deeply about. Ensuring data on the progress of initiatives is being collected and reported back to communities in meaningful ways with their feedback incorporated appropriately will go a long way. As well, we cannot ignore the impact of sustainable funding supporting EIDA-R initiatives to ensure they have stability for long-term success.”
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This conversation with Karen and Sarah reminds us that meaningful EIDA-R work requires courage, collaboration, and a commitment to transformation at every level. Their leadership is helping shape a more equitable, inclusive health system – one that listens, adapts, and evolves alongside the communities it serves.
