Summer Youth Employment and Training Program

This summer 2025, Ifarada was honored to host ten youth and eight student placements! Our tremendous team developed a youth therapeutic program and many exciting activities.

Black youth in Durham face disproportionately high unemployment, systemic inequities, and overrepresentation in child welfare. Employment and training supports are critical to addressing these barriers and building pathways to success. Using an Africentric approach ensures that programs affirm cultural identity, provide mentorship and representation, and foster holistic growth. By centering Black youth in this way, we not only reduce unemployment but also strengthen resilience, belonging, and long-term community wellbeing.

 

Overview: Ifarada is a youth-service organization and dedicated to creating opportunities for young people to learn and grow. This year, Service Canada’s Summer Youth Employment Program funded 5 youth employment positions. This $27,000 funding support permitted Ifarada the opportunity to mentor and train youth throughout their career. Public Safety Canada grant funded five full-and part-time positions for youth, for a total of 10 youth positions.

Youth shared that the summer program supported them developing important professional and personal skills, including adaptability, patience, organization, and time management. They gained experience in program planning, balancing multiple tasks, and responding to children’s needs with flexibility. Working collaboratively as a team strengthened their communication and trust in one another’s judgment. Many also reflected on the value of learning to follow youth leadership while balancing structure and expectations.

Key Features of the Program

 

1. Advanced Training and Mentorship

The training provided at the start of the placement was described as thorough, engaging, and highly relevant to the work with children and youth. Students found the combination of facilitators and topics to be well-balanced and complementary. Drumming sessions created space to explore Africentric cultural expression and provided youth with creative outlets for self-expression. Joydeen’s facilitation focused on mental health and wellness, offering experiential exercises that encouraged reflection and provided strategies to support children’s wellbeing. Ifarada’s team leads contributed practical tools on structuring the camp, planning activities, and managing diverse needs, including how to adapt programming to support children with special needs. Students appreciated that the training emphasized both cultural grounding and practical strategies, leaving them better prepared for the camp experience. The initial two-week training period was particularly valuable in helping staff build confidence and establish positive relationships with one another before camp began.

Mentorship was also an important aspect of the summer experience, though the level of support varied among students. Those who worked closely with mentors highlighted the value of regular check-ins, encouragement, and guidance that went beyond immediate tasks. Mentors offered advice on personal and professional development, shared experiences related to the Black community, and provided constructive feedback on camp delivery. Students noted that informal mentorship, such as storytelling and open discussions, helped them feel supported and encouraged. However, some participants reported less frequent or less structured mentorship interactions, suggesting that greater consistency, intentionality, and involvement from mentors would strengthen the experience.

Overall, training and mentorship were seen as critical to the success of the placement, equipping students with cultural insight, practical skills, and personal encouragement that supported their growth and confidence throughout the summer.

2. Program Design and Development

Staff demonstrated a strong ability to design and implement a therapeutic program that balanced structure, creativity, and responsiveness to the needs of the youth. The program intentionally integrated therapeutic elements such as sharing circles, progressive discipline, and clear agreements, which created a safe and predictable environment. These strategies gave youth consistent opportunities to express themselves, build trust, and learn positive ways of managing conflict.

Cultural and wellness components were deliberately embedded into programming to strengthen identity and promote healing. For example, drumming sessions and cultural movies provided avenues for youth to engage in Africentric practices, while mental health–focused discussions and experiential activities created space to reflect on emotions and wellbeing. Staff also responded adaptively to challenges, such as working with children with special needs or managing sibling conflicts, by collaborating as a team and adjusting strategies in real time.

Therapeutic value was further reinforced through mentorship and positive role modeling. Staff encouraged youth to take part in leadership activities, guided them in self-expression through art and storytelling, and helped them understand the consequences of their actions in supportive, developmentally appropriate ways. Parents’ feedback and gestures of appreciation — such as providing meals or noting their children’s enjoyment — also reflected the program’s impact in building a community of care.

By combining cultural grounding, mental health awareness, and consistent behaviour strategies, staff effectively developed a program that was not only recreational but also therapeutic. The program promoted resilience, improved social skills, and fostered a sense of belonging for youth who may otherwise face isolation or systemic challenges.

3. Youth-focused program

Our team assisted with the development of Adinkra Fall Workshops.

Facilitation of a three-week full-time program for children and youth. This program, Amani Wellbeing Program hosting up to 16 youth each week.

Facilitation of a weekly girl mentorship program.

Testimonials

Why Employment and Training Supports Matter for Black Youth in Durham

Black youth represent a significant and growing portion of Durham Region’s population, with children and youth under the age of 15 making up 25% of the Black population and 18% of Durham’s total youth population. Overall, Black children and youth account for 11% of the region’s youth, yet they are disproportionately represented in child welfare, making up 10.5% of all youth involved with Durham Children’s Aid Society. These figures point to systemic inequities that continue to shape the experiences of Black families in the region.

Economic challenges compound these inequities. Black residents make up 1 in 10 of Durham’s low-income population, underscoring the connection between race and poverty. Employment barriers for youth are especially concerning: in 2016, the Black youth unemployment rate in Ontario was 25.7%, significantly higher than the 17.6% general youth unemployment rate. In Durham specifically, the overall youth unemployment rate was 20.5%, but Black youth faced even greater barriers, including fewer employment opportunities, systemic discrimination, and limited access to mentorship and training supports.

Why an Africentric Approach is Beneficial

Addressing these disparities requires more than generic employment supports — it calls for Africentric approaches that are culturally relevant, empowering, and responsive to the lived realities of Black youth. Africentric frameworks:

In sum, employment and training supports for Black youth in Durham are essential to address high unemployment rates, systemic inequities, and barriers to economic security. Africentric approaches ensure these supports are not only accessible, but also meaningful, by affirming cultural identity, promoting resilience, and equipping youth with the tools to thrive in both their communities and the workforce.

Our Commitment

Ifarada has benefited from Canada Summer Jobs since 2019 and will continue to ensure youth have opportunities to work at the organization.

Our youth advisory council will continue to remain a critical part of our service delivery, and offer youth an honoriam for participating on the council.

Learn More:

Interested in applying? Kindly send your application for employment to Ifarada by January 31 of each year.

Request for Proposals! Human Resource Coordinator

About the Organization

Ifarada is a Black-led, owned, and serving organization located in the Durham Region that serves the population of Ontario and abroad. The organization began in 2017 and is transitioning to an accredited organization with the Canadian Centre for Accreditation. Since its inception, Ifarada’s service delivery and capacity have increased tremendously. The organization is supported by contractors who consult with the leadership team to ensure the organization achieves its goals. Ifarada is seeking a skilled consultant to guide and strengthen human resource management to align with employment law and expectations.

The organization is supported by a team of wellbeing professionals, contractors, volunteers, and student placement/interns. Typically, there are up to 30 professionals at Ifarada providing service to the community. Ifarada uses an advanced payroll system, and human resource orientation and onboarding. With an Africentric, Indigenous and holistic approach, the team has opportunities to explore their identity, their career and their strengths and this has contributed to a positive working environment. With our contractors, we strive to achieve this goal.

Request

The Human Resource Coordinator will support the bi-weekly payroll activities and submission, have a good understanding of payroll systems, and ensure the applicable modules are embedded into the payroll system [i.e., time tracking, legislated and personal leaves]. The Coordinator will review and update organizational policies to align with the vision/mission. The coordinator will consult with and discuss employee files with the executive director team. The Coordinator will be experienced [ 5 years and more], working in organizations, particularly non-profit organizations. The coordinator should have access to case law and upcoming changes in employment law, and can respond to urgent employee relations requests with accuracy and sound advice.

Deliverables

  1. Prepare bi-weekly payroll entries,
  2. Develop onboarding orientation for new employees and volunteers,
  3. Develop and review human resources and volunteer policies,
  4. Support the leadership team with auditing employee and volunteer files, and strengthening organizational culture.

Commitment

The coordinator will provide services to the organization for a minimum of one year.

Estimated Commitment:

Requirements

Please submit a proposal to: careers@ifaradainstitute.org including:

Deadline: The proposal is open until the position is filled.

Strengthening outcomes for youth

As part of our commitment to youth and youth employment, Ifarada has developed year-round options for youth to develop employment skills and receive mentorship from professionals in their field while earning a student wage.  Youth have the option to work with Ifarada’s team or with one of our partners based on their career paths and interests.

Types of Placements available:

Eligibility:

Placement Terms:

Compensation Rate:

Project-Based:

Youth Benefits:

 

Join our Team! Complete your application today! Join Us

 

 

become an Ifarada professional mentor today

 

 

Call Out! Are you a Black business owner or a professional seeking to support and develop our youth! Register to join our initiative. Professional mentors and workshop leaders are always welcome to host virtual and in-person workshops.  Leaders are compensated for their commitment to support and guide youth.

Businesses who are seeking youth employment and can provide mentorship to youth in their establishment, are welcome to connect with the Ifarada team to explore opportunities for job-share and matching opportunities.  Ifarada will cover most of the employment-related expenses to support youth and businesses thrive!

Professional Mentor or Business Application

 

 

 

We are seeking you! Upcoming classes scheduled for mentees. We are seeking facilitators to lead these programs!

 

 

I have submitted my application, now what?

A member of our team will connect with you within 2-3 days of your application.  Or send us an email at: info@ifaradainstitute.org.

We will meet with you virtually or at your business to learn more about your experience and expertise, and discuss how we can collaborate as a team.

Team work makes the dream work.

We will develop a Memorandum of Understanding to guide our agreement.  The MOU is reviewed on an annual basis or when a new youth joins the program.

Thank you again for your interest and support!

Glossary of Definitions

Ifarada: Centre for Excellence is guided by policies that support the organization from governance to operational. Review the following definitions and references.

  • Anti-oppressive
  • Anti-Black racism
  • Authority
  • Black
  • Board
  • Community
  • Conflict of Interest
  • Diversity
  • Equity
  • Executive Director
  • Holistic
  • Indigenous
  • Mission
  • Mission statement
  • Officer
  • Organization
  • Products
  • Racialized
  • Social determinants of Health
  • Staff
  • Stakeholders

Definitions

Authority

refers to the power or right to do something.

Board

refers to the group of people who support and guide the Executive Director, and represent Ifarada in the community.

Community

refers to the key stakeholders; professionals, service users, partners, and funders who may access or promote Ifarada and its work in the community.

Conflict of Interest

refers to any situation in which a personal or affiliated interest or relationship, impairs the ability of a Director to carry out the duties and responsibilities of a Director in an actual, potential or perceived manner. Potential areas of Conflict of Interest could include pecuniary or financial interest – when the Director (or his/her Associates) stands to gain by that decision, either in the form of money, gifts, favours, gratuities or other special considerations; in addition, a Director shall be in a conflict of interest where he/she makes or attempts to make any profit or financial gain as a result of exploiting his/her relationship with the Organization. Second, undue influence – interests that impede the Director in his/her duty to promote the best interest of the Organization. Specifically this could include benefit to the director individually or by virtue of his/her affiliation with any particular agencies, companies and organizations, professional groups, or as a client from a particular demographic, geographic, political, socio-economic, cultural or other group, and adverse interest – occurs when a Director is a party to a claim, application or proceeding against the Organization.

Diversity

Diversity at Ifarada is reflected in the following areas:

Executive Director

refers to the person delegated by the Board to operate the Agency. Mission refers to the reason for existence of Ifarada: Centre for Excellence (i.e. the results it desires to produce).

Mission Statement

is a written and confirmed statement that demonstrates how the organization will fulfill its mission, and guide their work within the community. Office refers to particular members of the Board chosen to fulfil specific duties in furthering and enhancing the work of the Board.

Organization

refers to the administrative and functional structure set up to achieve Ifarada: Centre for Excellence’s mission.

Products

refers to the benefits to be produced (intervention and support, knowledge, housing, compassion and life skills) as a result of the Ifarada: Centre Staff refer to all individuals gainfully employed at Ifarada: Centre for Excellence who are under the authority of the Executive Director.

Stakeholders

refers to all those who have any connection with Ifarada: Centre for Excellence or those that have an interest in any decision or activity of an organization. Stakeholder include but are not limited to clients, family members, employees, funders, volunteers, community partners, and donors.

Program Review (2022)

The Usalama [Safer] Family Program is an initiative initially funded by the Canadian Women’s Foundation. Usalama, which is Swahili for safer focuses on the premises of building and restoring families impacted by the pandemic, intimate partner violence, internet exploitation, family conflict, abuse, trauma, and intergenerational experiences.

Thriving to reinforce safe and healthy relationships.

The Usalama program responded to the concerns presented in our organization such as, pandemic-related pressures and inequities, health inequities, family instability, and anti-Black racism.

The Usalama program provided family outreach services, such as psychotherapy, informal solution-focused counselling, and case management services.  The program offered a healthy relationships program, weekly webinars and workshops. 

The program was staffed by Family Outreach Workers, group facilitators, guest speakers and supervisors, and interns who provided services to over 100 women, girls, and families throughout the program. The program will continue to seek funding to achieve its goals, and address the needs for support, services, and programs.

Program Principles and Philosophy

Women and girls experience gender-based violence and inequities within their homes, communities, and region. COVID-19 has heightened concerns of intimate partner violence, human trafficking, and unsafe conditions for women.  Black, Indigenous, and people of color are at greater risk due to racism, inequity, gender inequality, and lack of culturally safe resources. The program focuses on the following principles:

Empowerment

Trauma-Informed

Culturally Relevant

Our desired outcomes: healthier relationships, families engaged in healing, heightened self-awareness and empowerment, better mental health and wellness, and stronger family systems. We seek to: dismantle anti-Black racism and other forms of oppression, heightened education on creating healthier and safer families.

47 counselling clients engaged.

90 family outreach clients.

60-80 workshop attendees.

4 supervisors supporting the team.

15 interns and staff team members.

25 support group attendees.

Healthy Relationships Series

The Healthy Relationship Series brought an informative, supportive, and diverse virtual and in-person platform. The Series was developed by Nicole Perryman, CEO and the staff team. The series addressed issues such as self-awareness, self-compassion, intimate partner relationships, unhealthy relationships, intergenerational trauma, unhealthy and unhealthy relationships, communication, boundaries, and family conflict,

Healthy Relationships is a multi-series group workshop made for individuals that want to learn how to foster healthier, more fulfilling relationships with others. The Healthy Relationship series is founded in an anti-Black racism approach that steers away from white supremacist ideologies. Each week of the workshop focuses on a unique topic that relates back to the goal of strengthening interpersonal relationships.

In this workshop, Navigating Intimacy Within Relationships, we defined and discussed what intimacy is and its various types. Intimacy is about discovering our innermost selves and sharing it with others. We explored the connection between intimacy and self-love, as well how to cultivate it in relationships through seven core elements of intimacy. Although commonly associated, intimacy is not just physical. Intimacy is also important in building a strong foundation for all kinds of relationships. We furthered the conversation as we reflected on why intimacy is important and common difficulties we can encounter when trying to create and maintain it. Although our past does not define our future, we are a product of our past. Our attachment styles, past experiences and trauma inform how we receive, express and communicate love and connection. This session contributes to our individual journey of introspection in uncovering how we can foster and evolve intimacy within relationships. After participating in this workshop, our hope is that participants would feel more comfortable with expressing intimacy and learn to build strong relationships with not only other people but themselves. True intimacy starts from within! 

Building Healthier Boundaries in Relationships 

In this workshop, the goal was for participants to look within and learn how they can form healthier relationships with those around them by asserting healthy boundaries. To begin, boundaries were defined for the participants; as well as contrasting healthy vs unhealthy ways of asserting said boundaries. Effective communication was also stressed in this session, because when we are not properly understood, this can lead to conflict. Assertive, passive, aggressive, and passive-aggressive communication styles were presented and defined for the participants to get a better understanding. These communication styles are important to understand when it comes to effective communication and avoiding people pleasing and other disorganized behaviours including conflict. When boundaries cannot be properly set or if they are overlooked, this can cause conflict and it was important to talk about this during this workshop. Different types of conflicts were listed and explained, with their related resolutions. After this session, our hope for the participants was that they would better understand why having clear boundaries would benefit not only them but the people with whom they interact. 

Exploring Relationship Patterns in Families

During this session, we brought it back to basics of where we first learned to form relationships – our families. A video was played, normalizing the idea that family is a unique concept and no one version of family should be seen as the norm. This session, featured a lot of interaction from the participants as they shared personal experiences they’ve had with their own families.  This fostered a strong sense of connection in the group that helped more people to share and open up with the group. In keeping true to our value of keeping an anti-Black racism approach, the topic of systemic racism and how that affects the family system was also brought up. It is no surprise that systemic racism plays a role on family systems, especially when it comes to:  education, finances, health outcomes and criminal justice to name a few. The idea that systemic racism has a trickle-down effect on: intuitional, interpersonal and internalized factors was explored in this session and left for the group to discuss. Similarly, the idea of assimilation and acculturation were discussed to further show how Black family ideals can differ in a Westernized society. Topics of individualism and collectivism were discussed as well, further showing how family dynamics are different across cultures. This session left participants with many comments on the relatability, family has played a significant role in how they shape their relationships. 

Photo by Radomir Jordanovic on Pexels.com

Stress and Relationships: Exploring the Impact the Pandemic has had on Relationships  

This session focused on how the pandemic and COVID-19 has shaped not only us but our relationships and how we connect with those around us. Relating back to the week prior, the pandemic has truly changed our familial relationships. Participants shared how they had to become teachers for their children, while navigating working from home and missing their social life outside of the house. On the other hand, there were also discussions about how the pandemic has affected Black and other people of colour disproportionately. A quote was shared that brought up a lot of conversation in the group about this topic, “racism, not race, is a risk factor of dying of COVID-19.” With many Black and people of colour being in service-based careers, they were some of the most affected groups during the pandemic. Be that they had higher rates of COVID-19 infection or that their careers had to be completely shut down or modified during the pandemic, causing financial hardships. These kinds of stressors, brought on from the pandemic affected how we work, communicate and cope with mental health concerns. This week finished off with talking about mental health since that has been on many people’s minds lately. Discussions of mental health have become more normalized and this time was taken to further push that narrative. Participants related to the fact that many of their life events had to be cancelled or postponed because of the pandemic and the effect this has had on their mental health and wellbeing. 

Me, Myself and My Vibe: Re-claiming our Self-Love  

The final session of this series focused on self-care, positive self-talk, and mindfulness. This was a great end to this series because it brought the conversation back on the importance of taking care of ourselves. Many clients that struggle with developing and maintaining healthy relationships, tend to also struggle with taking care of themselves and how they treat themselves. An exercise on reframing self-talk to be more positive while still observing our feelings was done to show the participants the importance of having grace with themselves. Being positive does not always mean you have to be a cheerleader for yourself, but it is to assure that the way we speak to ourself validates our feelings while still respecting our concerns. Moreover, there was a focus put on self-care on a macro level. It may be hard for some people to engage in positive self-talk or self-care because of the situations they are in. If we are in environments that do not protect our health and wellbeing it can be hard for us to put priority on those aspects ourselves. This was an eye-opening take on traditional talks on self-care and we felt that this would be important for the participants to hear. Finally, we ended off the session with information on mindfulness and a video featuring guided meditation. Participants and facilitators alike left the meeting feeling more relaxed and in tune with themselves.

Review the program evaluation report

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Program Summary 2022 Download

Ifarada’s Board of Directors

Ifarada has a minimum of one individual and up to ten individuals. The board of directors plays an advisory role within the organization. As an advisory board, the Board members provide input, guidance, and oversight on the organization. Furthermore, the Board members represent the community to which the organization serves. From time to the time the Board members may consult or provide services for the organization.

Organizations’s Purpose

Ifararda is a non for profit organization that provides African-centric and culturally-specific programs and services for young people, families, and elders. Through programs and services, Ifarada hopes to develop a strong healthy community through strong leadership, mentorship programs, self-esteem and personal life coaching, advocacy, and civic engagement. Ifarada recognizes the presence and experiences of oppression and racism have influenced outcomes for African families and community, and thus targets programs to address these disparities and create opportunities for growth within African communities.

Type of Non-for-Profit Organization

Ifarada is an emerging organization that provides: family services, community mental health services, and children and youth mental health services.

Ifarada is Black-led, Black-owned, and Black-focused.

Current Board Members

  • Elizabeth Evans
  • Lisa McGregor
  • Kaitlin Patrick
  • Matthew Persad
  • Sophia Okeyere
  • Tasia Richards
  • Okey Pauliocap
  • Adrianna Perryman (youth)
  • Emmanuel Asamoah

Principles of Governance

1)      The Board is an advisory board that provides input, guidance and, oversight on the organization.

2)      The Board supports the organization in serving the community and plays an advisory or active role in planning/administration, special projects, knowledge/training, and vision/planning.

3)      The Board supports and participates in the organization’s feature of decision making which follows a key value, that includes collaboration, equitable and collective decision making, holistic and community-centered, and employs youth and elder wisdom and guidance.

4)      Policies are formulated using an anti-oppressive practice framework that assesses who benefits from the policy and who does not benefit and is reviewed on an annual basis.

5)      The Board and the Executive Director have a communal and collaborative relationship whereby the Executive Director communicates updates to the Board and seeks the Board’s input, guidance, and support within decision-making.

6)      The Board may monitor the performance of the Executive Director against pre-identified and mutually understood policy criteria and any mutual obligations specified in the Executive Director’s written contract and subsequent performance reviews.

Memberships & Relationships

Ifarada: Centre for Excellence is a proud member of the Family Services of Ontario Association.

Ifarada is a licensed Stop Now and Plan (SNAP) provider, and currently preparing to deliver this innovative program for children and parents/caregivers/guardians.

Terms of Reference (Board Members)

Accountability

The Executive Director (ED) is collectively accountable to the staff team, the community, funders, and other stakeholders. The Board is accountable to the ED and the community to advise, provide insight and guidance to the organization

Authority

Individual Board members have no authority to approve actions by the organization, to direct staff, or to speak on behalf of the organization unless given such authority by the Board. 

Time Commitment

Twenty hours per year by attending Board Meetings, Annual General Meeting, participating on committees and attending special events.

Term of Office

The Board members can serve multiple terms of three (3) years at a time.

Responsibility

Board members uphold the principles of governance and provide guidance, insight, and support in the organization and in sustaining the organization over time. 

Principle Duties

Every member of the Board of Directors, including the Board’s officers, is expected to do the following:

Qualifications

Ifarada seeks membership of the Board by members who represent a diverse community (i.e., women, Black and Black-identifying individuals, People of Colour, Indigenous persons, youth, people with challenges), and are open to learning and participating in supporting the community.

Consider joining our Board today!

The upcoming annual Board Meeting is scheduled for Friday, April 8, 2022 at 7:00 PM

apply to become a board member
attend the annual board meeting

References

Click on the photo to access
Integrated Policy Development tool

Organizational Structure

Ifarada uses a strength-based, holistic approach to organizational culture, development, and sustainability. The holistic approach is grounded in Africentric and Indigenous ways of knowing and highlights the importance of drawing upon knowledge, science, intuition, and spirituality towards creating a healthy working culture. As an organization, we search for the strengths within our community, and the people that serve the community. Our strengths help carry us through the painful process of change, growth, and development. It is within our strengths, we demonstrate our personality, our resiliency, our desires, passions, and our interests.

The model of leading organizational structure is adapted from Indigenous ways of government and leading. Review the following articles for further information [listed below].

Ifarada’s Org Chart

In the center, and focus of the work is the community we serve. The community is diverse, inclusive, and resilient.

Planning/ Administration

Developing sustainability and accountable

The executive director, program development, and the Board collaborate to plan and discuss the direction for the organization.

While the Board of Directors acts as an advisory board, the Board can provide insight, guidance, and support to the organization as it develops new initiatives, projects, and programs.

learn more about the board of directors

Vision / Planning

Creating programs and services that meet the community’s needs

The staff team, program developer, and executive director work in collaboration with planning for the organizations. The board of directors assists with guiding the vision. The fundraiser and marketing team assist with bringing the vision together.

ABOUT US

Knowledge/ Training

Preparing and equipping the team to engage in learning.

The staff team participates in clinical supervision meetings, training, and other learning opportunities.

The executive director seeks consultants and training in the community that meets the needs the learning needs of the community.

about us

Features of Decision Making

I am because we are- Ubuntu

Focus on the interests and functioning of the group are placed on highest importance. The community is at the center of our work, and the focus of our intervention. While working on a system level, we focus on the belief that we are creating better spaces for other generations. On a micro-level (the family) is the core of the intervention, and no one is left behind or left out.

For You, By You

Decisions follow an equitable and collective process that includes and respects the people who are part of the organization, and our community.

Wholistic-Care

The organization practices a holistic approach to supporting the community, the family, and the individual. This approach extends to the people who work within the organization. The organization cultivates safe spaces for people to feel included, worthy, and valued within the organization.

Elder to Youth

Our youth and elders are a valued source of knowledge, wisdom, joy, and activism, and thus we welcome their thoughts, beliefs, and opinions in directing the organization to achieve success.

Hiring Process

The organization is currently operating on project-based funding, as it does not have core funding to date. Thus, projects and community funding helps to generate growth for the organization. There are three main areas: identification of a community need and funding opportunity offered that the organization can compete for, and a vision/planning session that developed the program.

This chart details the process for hiring. For further information about upcoming opportunities, review: Opportunities.

New applicants can send their resumes, references, and attached certificates to the hiring email. Once selected for an interview, the applicant will receive a HIRING PACKAGE with information about the position, interview questions, and further processes. Applicants selected for an interview can provide three references that we can contact and complete a background check (i.e., criminal reference check/vulnerable sector check).

Articles to Review

Management in Contemporary Aboriginal Organizations

Themes in Girls with Purpose

The following course content is some of the rich, success-based curriculum within our girls programming.
In addition to using curriculum based for groups and girls, we also incorporate therapeutic interventions such as Cognitive Behavior Therapy, Dialectical Behavior Therapy, Narrative Therapy, Expressive Arts Therapy and more.

Courses For Girls

The Gift Project Reflections

As a fourth year student of the Bachelor of Social Work Program at Ryerson University, I had the opportunity to work with some amazing staff and other students on the GIFT PROJECT.

We had over 700 applicants for the gift project and were able to support over 200 directly and over 1,000 indirectly. I was able to participate in intakes for the gift project and spoke directly with families about their unique needs and situations.

Through the generous funding of the Canadian Red Cross, Ifarada: Centre of Excellence received $2500 to support "gift packages" sent to women, men and children during the month of November 2020. This project was then moved to, Kujenga Wellness Project in December 2020.

It was refreshing to do this work in the Durham region community and to connect with many people from diverse backgrounds.

As an Indigenous woman with a child who is mixed with Mohawk, Guyanese and Bajan, this work is very close to my heart. Knowing that there is a place my child can go for support is a massive relief as often she doesn’t see people who look like her in helping roles that are able to work from a trauma informed approach

Maggie

Although we were not able to offer food sovereignty and gifts to every person who applied, it was an amazing feeling knowing that some families were able to access  food support over the holidays and throughout the pandemic. I felt truly blessed to be able to connect families with the services Ifarada was offering and felt a renewed sense of community.

Across the board all the families were so grateful to receive any support in these times. I learned that the Durham region community is underserviced as it relates to Black, Indigenous and People of Colour and that the inequities of equity seeking groups was tremendous.

Working alongside other students from different colleges and universities was a fun learning experience and allowed for us to pull for each others knowledge base. The staff at Ifarada were welcoming and supported me to learn more about equity seeking groups. As an Indigenous woman with a child who is mixed with Mohawk, Guyanese and Bajan, this work is very close to my heart. Knowing that there is a place my child can go for support is a massive relief as often she doesn’t see people who look like her in helping roles that are able to work from a trauma informed approach. Maggie, BSW Ryerson 2020

“The Gift Project”

Is an initiative started by Nicole Perryman, Executive Director of Ifarada: Centre for Excellence. During the first few months of the global pandemic, it was clear that many people struggled with feelings of isolation, disconnection, anxiety and depression. These feelings were prevalent, and impacted all areas of their lives. Many young people and survivors of domestic abuse began to experience heightened tensions in their home. A couple of men were arrested for intimate partner violence and threatening, and some youth left their homes to enter foster homes due to abuse and behaviour issues. In addition, the financial issues within people’s lives increased. Not only did income change during the pandemic, but the price of goods and products increased tremendously– sometimes doubled. These factors led to the application for Covid relief funding with the Canadian Red Cross in July 2020.

Through the generous funding of the Canadian Red Cross, Ifarada: Centre of Excellence received $2500 to support “gift packages” sent to women, men and children during the month of November 2020. This project was then moved to, Kujenga Wellness Project in December 2020.

Supporting small Black-owned businesses…

The Global pandemic amplified the experiences of anti-Black racism, and the inequities Black people continue to experience in Canada. As a Black-owned organization, it was clear that we had to support the Black community and use the funding to go back into our community.

Gift Packages included:

  • A Gift Certificate for Kyroche Beauty Supplies Store and hair products
  • A Clothing Gift Certificate from Order & Khaos Clothing Stores, a Toronto-based urban clothing store.
  • A copy of “10 Men 10 Stories”, co-written book by Toronto Men, including Danny Stone
  • Toys & art supplies
  • A Wal-Mart or Superstore Gift Card, including Shoppers Drug Mart
  • A Chapter’s Gift Card
The Global pandemic amplified the experiences of anti-Black racism, and the inequities Black people continue to experience in Canada. As a Black-owned organization, it was clear that we had to support the Black community and use the funding to go back into our community.

To learn more about our initiatives and programs, see our website:

About Us: Programs and Services

Civic Engagement

When young people are given the tools to use their voice, to advocate for their future, and engage within the political, socioeconomic, environmental, and health of their lives, they become powerful beyond measure

In 2020, we saw the rise of civic engagement as young people marched the streets promoting #BlackLivesMatter. The momentum towards change is not temporary. Change occurs when the movement persists, empowering future generations to join in.

Join our civic engagement leadership workshops as we explore the history of the resistance, and engage in targeted campaigns towards addressing community issues that impact young people’s life.

Liaison and meet with politicians to identify and discuss issues that impact and influence young people’s life. Learn about the social determinants of health, systems and theory of change, and develop strategic planning to address change.

Empowerment

 

Leadership

 

Community

 

Change Outcomes

Transformation

Mentorship

Register to Join:

Attend one of our drop-in sessions or Let’s Talk Live sessions held with Kujenga Wellness Project.

Come to our monthly meetings to discuss issues that matter to you the most. Meet professionals involved in social justice, change and civic engagement. Network with like-minded youth and mentors geared to support your growth and learning. Join one our advisory groups that inform policies on Ifarada: Centre for Excellence and youth initiatives in the community. Build your resume and earn volunteer credits for your involvement.

Target Audience

Youth, ages 12 to 24 years old. Our programs are appropriate for youth from diverse backgrounds & experiences. The workshops are organized and hosted by young people in the community who are mentored by social justice professionals.

All is Welcome

Interested in social justice initiatives? Have you been impacted by intersecting identities (race, gender, sexual orientation)? Have you been experiencing challenges with social determinants of health or systemic issues such as: poverty, mental health, poor health outcomes, child protection involvement or youth leaving care, impacted by crime? Are you looking for a safe place to learn and grow, and connect with like-minded youth?

Location

In Durham Region and beyond. Currently we are hosting groups online until September 2021. Post September, meetings may be held in person in the community, or online depending on our audience.

 

Use Your Voice! Maybe you are not sure how our government is organized? Maybe you want to learn how to negotiate in politics? Maybe you don’t understand what: decolonialization means or understand why we honor and uphold Indigenous rights and treaty laws. Our workshops are designed to strengthen your knowledge, and encourage critical thinking and analysis on the issues that matter to you the most.

Session Dates

Meeting dates are scheduled on the 1st Saturday of each month: 12 pm to 3 pm. Lunch is always provided.

Register today by joining one of our workshops! Email us for more information: info@ifaradainstitute.org

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Our programs need your feedback and support? Prepare your feedback and opinion on how our civic engagement program has supported your development and growth. Interested in becoming involved in other ways? Consider joining the Youth Advisory Council and Board of Directors to build organizational leadership skills. Interested in developing your career? Looking for options to learn and grow? Consider joining our 2021 Online Learning Village.

Join our Learning Village in collaboration with our organizations.

Mate Masie

What we learn, we keep and Neao Learning Center is offering free and low-cost online learning programs for everyone! Starting soon! January 2021.

Join our learning centre! Start here

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