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Statement and Policy of the Canadian Association of Fire Chiefs 

The CAFC recognizes the need to increase the diversity of our community and believes that all members of our community have the right and responsibility to live, work, do business and play in an environment that asserts and supports their fundamental rights, personal worth and human dignity.

The CAFC acknowledges and recognizes the existence in our community of prejudice and racism in all its forms, including Cultural, Environmental, Institutional, Systemic and Individual.

The CAFC is committed to breaking down barriers, deconstructing biases and fostering and promoting an inclusive, respectful and welcoming environment for all, one that is free from prejudice, racial discrimination and racism, and all other forms of discrimination.

The CAFC acknowledges its role and responsibility in protecting every person’s right to be free from discrimination and racism.

The CAFC is further committed to respecting and upholding the vision and principles of the relevant Human Rights Acts in our collective jurisdictions and the implementation of the Calls to Action of the Truth and Reconciliation Commission.

The CAFC is further committed to expanding the knowledge, resources, and actions that it can take to make a meaningful improvement to systemic discrimination of all types in our sector and in our communities.

This Policy is intended to demonstrate the CAFC’s commitment to conducting the day to day operations and governance in an anti-discriminatory and anti-racist manner and environment. The implementation of this Policy is a public commitment that the CAFC will continue to make best efforts to ensure that all who work and interact with the CAFC are able to do so in an environment and manner free of racism and racial discrimination.
 
It is supported by a number of infrastructure and resource commitments which will include but are not limited to the following:
• Oversight by the Board of Directors and the National Advisory Council,  
• A Standing Diversity and Inclusion Committee
• Identification of Fire Departments who have leading practices to share
• Mechanisms of support to Fire Departments who are seeking better practices
• Resources to support the development of under-represented races and individuals in the

sector and in the Association