Elections Policy
Nominations and Elections Policy
1.0 Purpose:
To explain the procedures for holding nominations and elections as implemented by the Canadian Association of Schools of Nursing (CASN).
2.0 Revision History/a …More
Equity, Diversity, and Inclusion Policy▼
Statement On Equity, Diversity, and Inclusion
Canadian Association of Schools of Nursing National Office Policy
At the National Office of the Canadian Association of Schools of Nursing, we are committed to fostering equity, diversity, and inclusion (EDI) in all activities. We define EDI as creating a culture that values and embraces differences, fosters a sense of belonging, ensures fair and equitable opportunities for all, and challenges any systemic beliefs, traditions or policies that lead to discrimination. This commitment is rooted in our core mandate of fostering high-quality nursing education in the interest of healthier Canadians. We apply an EDI lens to hiring, promotion, workplace culture, programs, committees, and activities, and to our engagement with our members and partners. We affirm our commitment to complying with relevant laws and ethical standards related to equity, diversity, and inclusion.
Our leadership team is dedicated to championing and modelling EDI principles. We will provide mandatory training and education to our staff, to ensure a shared understanding and implementation of EDI practices and ensure that instructors and volunteers are fully aware of the EDI principles. We will collaborate with external partners, communities, and stakeholders to advance EDI objectives.
Recognizing that fostering EDI is an ongoing process, we are committed to continuous improvement and will communicate transparently about our EDI efforts. Feedback will be actively sought from our staff, volunteers, members, and the community. EDI guidelines provide direction for CASN operational activities, and these guidelines have been designed to reflect key EDI principles.
Key EDI Principles
Our EDI guidelines for CASN workplace, activities and events are informed by the following key EDI principles.
- Equal Opportunity:
- Ensure that all individuals have equal opportunities to participate and succeed,
- Fairness and Justice:
- Strive for fairness and justice in policies, practices, and decision-making processes to address historical and systemic inequities.
- Inclusion:
- Foster an inclusive culture that values and respects the perspectives, experiences, and contributions of all individuals, creating a sense of belonging for everyone.
- Representation:
- Seek and promote diverse representation at all levels of an organization, including leadership positions, to reflect the broader community and perspectives.
- Respect for Differences:
- Embrace and celebrate differences in identities, backgrounds, cultures, ways of knowing and learning, abilities, and perspectives, recognizing the richness they bring to the organization.
- Accessibility:
- Ensure that physical spaces, information, and resources are accessible to everyone, accommodating diverse needs and abilities.
- Educational Awareness:
- Provide education and training on diversity, equity, and inclusion to increase awareness, understanding, and cultural competency among individuals within the organization.
- Continuous Learning:
- Foster a culture of continuous learning and improvement to adapt and evolve practices based on new insights and understanding.
- Accountability:
- Hold individuals and our organization accountable for creating and maintaining equitable and inclusive environments, with clear consequences for discriminatory behaviours and actions.
- Collaboration:
- Collaborate with a diverse range of communities and organizations to understand their needs, address challenges, and promote mutual understanding.
- Empowerment:
- Empower individuals from under-represented groups by providing opportunities for leadership, skill development, and advancement within the organization.
- Equity:
- Strive for equity by addressing systemic barriers and providing targeted support to those who are disadvantaged or marginalized.
- Cultural Safety:
- Strive to ensure a culturally safe environment for all individuals.
- Intersectionality:
- Recognize the intersections of various aspects of identity (e.g., race, gender, sexuality, disability) to understand and respond to the unique experiences of individuals.
- Transparency:
- Be transparent about organizational goals, progress, and challenges related to equity, diversity, and inclusion.
- Data-Informed Decision-Making:
- Use data to assess progress in achieving EDI goals, making informed decisions based on evidence.
Equity, Diversity, Inclusion
CASN National Office Guidelines
We recognize that implementing EDI principles in all CASN national office activities requires ongoing commitment, self-reflection, and a willingness to adapt organizational practices to create environments that are truly equitable, diverse, and inclusive. The following guidelines provide direction to our commitment to applying EDI principles to all aspects of our operations.
- Diversity
- Actively seek representation of equity-deserving groups among staff, committee members, accreditation reviewers, presenters at CASN events, and volunteers.
- Provide benefits that accommodate diverse needs, such as flexible work schedules, hybrid work or family-friendly policies.
- Provide opportunities to take annual leave days on non-Christian religious holidays.
- Inclusive Workplace:
- Implement and maintain policies to address and prevent racism, bias, harassment, and discrimination.
- Develop and communicate a code of conduct that emphasizes respect and inclusivity.
- Encourage the inclusion of pronouns in staff email signatures.
- Provide gender-inclusive bathrooms where possible.
- Conduct social activities among staff that promote a sense of belonging on a regular basis to foster an inclusive workplace culture.
- Establish mechanisms for reporting and addressing incidents of discrimination, harassment, or bias.
- Equitable Compensation:
- Review and adjust salary structures to ensure pay equity on an annual basis.
- Address wage gaps based on gender, race, or other demographic factors.
- Training and Development:
- Offer ongoing training programs on diversity, equity, and inclusion for full-time.
- Require all CASN employees and board members to complete Accessibility for Ontarians with Disabilities Act (AODA) training.
- Provide resources for professional development that support career growth for employees from under-represented groups.
- Accessible and Inclusive Programming:
- Ensure that CASN’s programs and services are accessible to a diverse audience.
- Consider the needs and preferences of different communities when designing and delivering programs.
- Employee Support and Resource Groups (ERGs):
- Accommodate diverse needs of employees, such as flexible work schedules, hybrid work, or family-friendly policies.
- Community Engagement and Partnerships:
- Actively engage with and listen to the needs of diverse communities served by the organization.
- Establish partnerships with a diverse range of organizations to broaden the reach and impact of programs.
- Regular Diversity, Equity, and Inclusion Audits:
- Conduct regular assessments of the organization’s diversity, equity, and inclusion efforts.
- Use data and feedback to make informed decisions and improvements.
- Accessible Communication:
- Use inclusive language in all CASN communications in both English and French.
- Provide information in multiple formats (text, audio, video etc) to accommodate different communication preferences.
- Continuous Improvement and Learning:
- Foster a culture of continuous learning and improvement in the areas of diversity, equity, and inclusion.
- Reassess and update EDI practices annually when CASN’s personnel polices are being reviewed, based on feedback, and evolving best practices.
Download the Equity, Diversity, and Inclusion Policy
Privacy Policy▼
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Introduction:
The Canadian Association of Schools of Nursing (CASN) is the national voice for nursing education. Its mandate is to promote high-quality nursing education among its member schools and foster nursing scholarship. It offers services, programs, and activities that foster excellence in nursing education including accreditation, continuing education to faculty, certification exams related to pedagogy, publication of nursing education textbooks, conferences, and the CASN Residency and International Educated Nurse (IEN) mentorship programs.
Personal information is collected that is voluntarily provided by individuals for purposes related to CASN’s activities. This may include, but is not limited to: names, contact information, membership details, and event participation records. CASN does not sell, trade, or otherwise transfer personal information to external parties without the consent of the individuals, except as required by law. Care is taken to ensure that the collection of data does not mislead and also that both the manner data are collected and the purpose of collecting data are reasonable.
This policy applies to all individuals whose personal information is collected by CASN.
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Collection of Personal Information:
Personal information collected by CASN includes data on applicants for positions at CASN and CASN employees. Employee data categories include salary, pension, annual leave, and performance assessments.
Data is also collected to identify heads of CASN member schools, registrants in CASN programs, and volunteers who contribute to the delivery of CASN programs such as the accreditation program, and data on nurse residents in the CASN residency program. Payment information such as credit cards and banking information is also collected. Data is collected directly from individuals.
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Legal Basis for Processing:
As CASN is a national organization, the legal basis for processing personal information is governed by federal law, the Personal Information Protection and Electronic Documents Act (PIPEDA). It applies to private sector organizations, including not-for-profit associations.
PIPEDA includes a provision that allows for the collection, use, and disclosure of personal information without consent to carry out the work of a not-for-profit organization, where obtaining consent is impractical. Information is not used or disclosed for purposes other than the purpose for which it was collected.
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Purpose and Use of Personal Information:
The specific purposes for collecting personal information at CASN include the following:
Employees
- Recruitment, hiring, and management of employees, including the administration of payroll and benefits.
Membership
- Managing and maintaining records of member schools.
Legal and regulatory obligations
- Fulfilling legal and regulatory obligations, including tax reporting, compliance with industry standards, or responding to legal requests.
- Implementing security measures to protect against unauthorized access, fraud, or other security threats.
- Meeting reporting requirements to government agencies or authorities, as mandated by law.
Communication
- Facilitating communication with individuals, including newsletters, updates, and important announcements.
- Promoting CASN documents, services, or causes.
- Maintaining subscriptions for online platforms and services.
- Managing relationships with clients, customers, suppliers, or partners as part of contractual agreements.
Events
- Planning, organizing, and evaluating events, courses, conferences, seminars, or workshops, including registration and attendance tracking.
Fundraising
- Managing donations and financial contributions from supporters or members.
Research
- Conducting research, surveys, and data analysis to develop knowledge products, and improve services or organizational effectiveness.
Accreditation Programs
- Managing and maintaining records of accreditation reviews.
Residency Program
- Maintaining records of nurse graduates and preceptor-mentors enrolled in CASN’s residency program.
Education and evaluation
- Providing educational services and certification exams, including tracking academic or exam results.
- Customizing services, recommendations, or content based on individual preferences and behaviour.
- Verifying the identity of individuals for security or access control purposes.
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Accountability
CASN designates the Managing Director of each section of the organization as the person responsible for the following in their sector:
- implementing procedures to protect personal information.
- establishing procedures to receive and respond to complaints and inquiries.
- training staff and communicating to staff information about the policies and practices.
- developing information to explain the policies and procedures.
- ensuring that the purpose for collecting personal information is explained to individuals.
- Specifying the duration for which personal information will be retained.
- Safeguarding the security of personal information.
- Ensuring that the disposal of personal information protects its security.
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Consent:
Obtaining the consent of individuals is a fundamental principle under privacy laws and generally, CASN seeks the informed and voluntary consent of individuals before collecting their personal information and before sharing information collected about a person . Information is typically voluntarily provided by the subject person. References, however, for applicants to CASN positions are from referees identified by the applicant and are contacted with the consent of the applicant.
According to PIPPED, however, an organization “shall not, as a condition of the supply of a product or service, require an individual to consent to the collection, use, or disclosure of information beyond that required to fulfil the explicitly specified, and legitimate purposes.” Thus, it allows for the collection, use, and disclosure of personal information without consent for the purpose of carrying out the work of a not-for-profit organization, where obtaining consent is impractical and the information is not used or disclosed for purposes other than the purpose for which it was collected.
Formal, signed consent forms are used in the accreditation programs, the residency program, and the IEN mentorship program. CASN informs individuals of their right to withdraw consent at any time.
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Security safeguards
Personal information is protected by security safeguards appropriate to protect personal information against loss or theft, as well as unauthorized access, disclosure, copying, use, or modification. Some personal data on employees is shared with Universities Canada, the organization contracted to provide CASN with human resource services; some personal data of employees and service providers are shared with Andrews & Co, an accounting firm contracted to provide CASN with accounting services; and, some personal data is shared with NOVA, a company providing CASN with digital and computer support services.
Depending on the nature of the personal data, the methods of protection include the following:
- Physical measures, including locked filing cabinets and restricted access to offices. Security clearances and limiting access on a “need-to-know” basis.
- Technological measures, including the use of passwords and encryption.
- Staff training on maintaining the confidentiality of personal information.
- Ensuring that the methods of disposal or destruction of personal information prevent unauthorized parties from gaining access to the information (i.e. use of shredders, deleting credit card and banking information once it is no longer needed, etc.)
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Access and correction
Upon request, an employee will be informed of the existence, use, and disclosure of personal information and will be given access to that information. An individual shall be able to challenge the accuracy and completeness of this information and have it altered.
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Revisions
The privacy policy will be reviewed every five years and may be updated as needed.
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Contact Information:
For further information, questions or concerns about this Privacy Policy or our data practices, please contact CASN Executive Director, Cynthia Baker, at Cbaker@casn.ca, 613.235.3150
Updated and Approved: March 20, 2024
Supersedes policy dated May 2004
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