ALleast 10 employees who have let because of bullying, tatera volence, oppression and being exposed to or witnessed sexval harassment. There and a handful of staff who plan to leave. Nevertheless, one can ‘exst within pockes ofthe erganization and be obivious to what i going on. The board is vaguely aware ORE oulying. They are not aware ofthe other issues Atleast five of these people are considering going to the press Staff are confused and discouraged by the constant restructuring and reorganization of staff ISSUE: Poor Leadership REEMA emonstates no sutyect mater expertze, nor leadership, andl@paricipated inthe highly toxic culture of buying, oppression, sexualisaton of Aboriginal women is known internally to be ineffective, csinterest ‘and a part of the problem. buties and f¥partcipates i the oppressive culate of Aboriginal woman RIM 2s brougt ON wile ance sister as employees J would argue that in the Aboriginal community there are few with these skis, DuNggPrnas never held far eompetiions. @ghas brought them on at lower positions and quickly accelerated them into bigger larger positions. There are plenty of indigenous people withthe skils required for these rotes. There are many who a what a toxe organization Murs, and thay aes hing preerence tM omy and rence iii 1 ‘example isa highly toxic individval that insists on Keeping close tof for some reason no one can inderstndNo ore oe can wok wing @ulosctesguesandh setatn ny a a policy analyst and is now 27a. Ip is kind and means well bt gyp has few skills forthe evel of work dis tasked with. Conversations with @ are convoluted and confusing ISSUE: No operational experience within the FNHA ‘The FNHA people who are leading are mostly pocy analysts with ite to no experience operationalizing oF implementing. They have pre-planning meetings for planning mestings. They wile brifing notes for briefing notes, Anyone with operational skil sets are a threat (I andi@Mateam, so they are ‘marginalized. Those who are on gjteam with these skill sets are careful to nat demonstrate too much knowledge 2s this isa tet 19gQQ@J 2nd therefore to their job ISSUE: Decision making is bottle necked at the top People are overcame with information in some departments, bul they are not allowed to take the next step: to execute operations on and fs paralyzed by decsion making when t comes to approving action and operationalizing, While areas are given budget, there is a huge surplus at year end because key decisions are not made. Even smal decisions are forced up the hierarchy fr CEO level review ISSUE: Excluding the First Nations Health Directors Association The Fst Nations Healt Directors Association has been sidelined, Tir oxecutve leadership repent to MRI 0104 01 Sete Decor The neath decors hve te ment expres operationalizing programs, bu they have no say in whal willbe operationalized. Their expertise = deeply det <0 0 ISSUE: Excluding other external partners Some of the health strategies are provincial im nature and the FNHA promises to include the external relevant parties such as the Metis, he off reserve, the BC Association of Friendship Centres, Inuit, etc. FNHA ISSUE PAPER. 3