• 2023-2026 People Plan (PDF) - 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.
  
• Chief Ambulance Officer Update (Steptember 25, 2024) (PDF)  – CAO Leanne Heppell’s  regular progress report related to actions taken to make BCEHS workplaces safe and inclusive.
  
• Chief Ambulance Officer Update (June 27, 2024) (PDF) – CAO Leanne Heppell’s  regular progress report related to actions taken to make BCEHS workplaces safe and inclusive.
  
• Chief Ambulance Officer Update (May 1, 2024) (PDF) – CAO Leanne Heppell’s  regular progress report related to actions taken to make BCEHS workplaces safe and inclusive.
  
• Chief Ambulance Officer Update (February 20, 2024) (PDF) - CAO Leanne Heppell's regular progress report related to actions taken to make BCEHS workplaces safe and inclusive.
  
• Chief Ambulance Officer Update (December 18, 2023) (PDF) - CAO Leanne Heppell's regular progress report related to actions taken to make BCEHS workplaces safe and inclusive.
  
• Chief Ambulance Officer Update (October 17, 2023). (PDF) - CAO Leanne Heppell's regular progress report related to actions taken to make BCEHS workplaces safe and inclusive.
  
• Public Info Bulletin (July 7, 2023) (PDF) – Public bulletin related to release of external workplace review
• Chief Ambulance Officer Update (July 7, 2023) (PDF) – CAO Leanne Heppell’s bi-monthly progress report related to actions taken to make BCEHS workplaces safe and inclusive
• Chief Ambulance Officer Update  (May 16, 2023) (PDF) – CAO Leanne Heppell’s bi-monthly progress report related to actions taken to make BCEHS workplaces safe and inclusive
• Chief Ambulance Officer Update (March 16, 2023) (PDF) – CAO Leanne Heppell’s message to staff regarding BCEHS’s commitment to make BCEHS workplaces safe and inclusive
  
• External Review (PDF) – External BCEHS workplace review
• Employee Engagement Survey Results (PDF) – Internal BCEHS employee engagement survey results 

• 2023/24 Progress Report (PDF) - Overview of organizational activities from April 1, 2023 through March 31, 2024
  
• 2022/23 Progress Report (PDF) - Overview of organizational activities from April 1, 2022 through March 31, 2023
  
• 2021/22 Progress Report (PDF) - Overview of organizational activities from April 1, 2021 through March 31, 2022
• BCEHS Strategic Plan 2022 (PDF) - 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
  

• PSO Climate Change Accountability Report 2023 (PDF) - This report summarizes our greenhouse gas emissions profile, the total offsets to reach net-zero emissions, the actions we have taken in 2023 to minimize our green house gas emissions, and our plans to continue reducing emissions in 2024 and beyond.
  
• PSO Climate Change Accountability Report 2022 (PDF) - This report summarizes  the actions we have taken in 2022 to reduce our greenhouse gas emissions and our plans to continue reducing emissions going forward.
  

Pay transparency reporting

As part of the Provincial Health Services Authority, BCEHS  promotes gender equity as part of its overall commitment to diversity, equity and inclusion (DEI) and our commitment to eradicating Indigenous-specific racism and discrimination from the health system. We recognize that our ability to provide the best care for our diverse patient populations in a safe, inclusive, and welcoming environment relies on a workforce with a rich diversity of skills, knowledge, background and experience.

In alignment with the Pay Transparency Act, this report serves as a benchmark for improvement and a baseline to track progress and measure the success of future initiatives aimed at improving pay equity at 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.

Pay Transparency Report – Nov. 1, 2024 [PDF]

Examples of initiatives underway to support a thriving workplace culture and DEI include:

• Introduction of a set of six Coast Salish teachings to guide how we work together, paired with a refreshed purpose, vision and values for the organization. Equity is a shared value as we recognize the advantages and disadvantages experienced by patients, families, caregivers, staff and communities. We strive to create just, equitable health systems and structures that continuously provide fair outcomes.
  
• The development and ongoing implementation of a three-year people plan and strategic plan, both of which are informed by recommendations related to gender equity.
• Preferential hiring approval from the BC Human Rights Commission for Indigenous and Transgender individuals.
• Using a Gender-Based Analysis Plus (GBA+) framework to create awareness and strategies to ensure gender equity across all aspects of our work.
• The launch of a new Anti-racism and Anti-discrimination Policy that supports practices such as hiring and job promotion.
• Increased regular part-time positions within rural and remote communities, which supports both community needs and more flexible, equitable work opportunities.
• Inclusive benefits introduced for staff including on-call employees.
• Created a BCEHS Diversity, Equity & Inclusion team in 2024, and focused on driving gender equity in the following ways:
• Formation of and support for two active and expanding Employee Community Groups
• Bias education for hiring managers
• Implementing gender neutral signage in our stations, facilities and dispatch centres
• BC Accessibility Act compliance strategy completed, with focus on identifying and removing barriers, including gender
• Incorporated gender diversity and inclusion education sessions at provincial leaders' forums.