Reports

As part of our commitment to accountability and transparency, BCEHS actively posts progress reports related to strategic priorities and initiatives.

​​​​​​BCEHS Progress Reports

The BCEHS Progress Report provides and overview of organizational activities for each fiscal year since 2021/22.


BCEHS Strategic Plan

The BCEHS three-year strategic plan provides us with a roadmap to address the foundational issues we have and improve how we support out front-line employees and the patient care we provide. Read the BCEHS Strategic Plan 2022 (PDF).


​​​Improving cult​ure

BCEHS is committed to making our workplaces safe, respectful, inclusive, and supportive of the mental and physical health and well-being of our employees. Below is a series of actions we have and will be taking to improve workplace culture.​​

BCEHS People Plan

The BCEHS People Plan is a three-year strategy and a new approach to how we attract, retain, support and develop employees. It focuses on ways to foster a respectful, inclusive, equitable and diverse workplace that is culturally and psychologically safe. Read the 2023-2026 People Plan (PDF).

Chief Ambulance Officer Updates

CAO Leanne Heppell’s progress reports related to actions taken to make BCEHS workplaces safe and inclusive.​


Climate change

As an organization, BCEHS is committed to being a leader with respect to environmental stewardship and sustainability. The annual PSO Climate Change Accountability Report summarizes our greenhouse gas emissions profile, the total offsets to reach net-zero emissions, the actions we have taken in the past year to minimize our green house gas emissions, and our plans to continue reducing emissions in the next year and beyond.​

BCEHS and PHSA promote gender equity as part of its overall commitment to diversity, equity and inclusion (DEI) and our collective commitment to eradicating Indigenous-specific racism and discrimination from the health system.

We understand that delivering exceptional care to diverse patient populations in a safe, inclusive, and welcoming environment requires a workforce enriched by a broad range of skills, experiences and perspectives.

In alignment with the Pay Transparency Act, this report allows us to measure progress and guide future initiatives aimed at advancing pay equity across all levels of the organization.

For unionized staff, pay is set through collective agreements. For non-unionized staff, we follow provincial direction from the Health Employers Association of BC and Public Sector Employers’ Council for salary ranges and job classification.

​Initiatives underway that can influence pay equity


BCEHS and PHSA continue to advance a range of initiatives to build a thriving, equitable workforce into our systems, policies and practices. We are guided in part by BCEHS’ three year People Plan (2023-2026), which is 90% complete, and the BCEHS Indigenous Health Strategy & Action Plan (Listening, Laying a Path for Generational Health, Sept 2024).  
  • ​We apply a Gender-Based Analysis ​Plus (GBA+) framework to guide inclusive hiring, promotion, and development strategies—ensuring equitable access to opportunities and removing barriers for underrepresented groups. This includes bias-aware recruitment processes, inclusive job postings, and targeted outreach. Serving every corner of the province from rural and remote to urban, BCEHS remains focused on actively sourcing candidates from diverse networks and communities.
  • BCEHS employees and leaders have and are actively participating in the Equity in Healthcare Certificate​ program with Simon Fraser University secured by PHSA. We’ve implemented training led by PHSA, including the new Anti-Racism and Anti-Discrimination Policy.  
  • We continue to focus on delivery of a non-clinical learning plan (BCEHS Centre of Development Excellence) centering equity, inclusion and Indigenous Cultural Safety.  Our leadership development pathways integrate equity and bias awareness, and we continue to use employee data and feedback to inform program and action planning.
  • We continue to drive our BC Accessibility Act compliance strategy to identify and remove barriers, including gender .​
  • We also recognize Indigenous lived experience and expertise in job qualifications and compensation to support equitable hiring practices for Indigenous employees in Indigenous-specific roles.