Drummers from the Wabanaki Two Spirit Alliance in the 2022 Halifax Pride Parade. Photo by Jan Budomo on Unsplash.

Advocating for Pride matters

June is International Pride Month and NSCSW recognizes the importance of supporting and advocating for 2SLGBTQIA+ rights and freedoms. What does this mean at a time of rising anti-2SLGBTQIA+ hate and violence? Since 2016 reported hate motivated crimes against 2SLGBTQIA+ people in Canada has risen by 388% (Egale, 2024). “In recent years, Canada witnessed an increase in anti-trans policies and policy proposals from municipal, provincial and federal levels of government.” (Egale, 2024). We are watching in real time the erosion of protections for queer people and growing social polarization, especially related to transgender identity & expression. The world is becoming less safe for queer and trans people. You only need to look at comments under International Pride month posts on social media to see how real and present the hate is. Social workers have a role to play in creating safer, affirming, and joyful spaces for 2SLGBTQIA+ people and communities

Social work ethics & 2SLGBTQIA+ rights

In our Code of Ethics and Standards of Practice, Nova Scotian social workers are called to respect the dignity and worth of all people and promote and advocate for social justice, including:

• advocating for the rights and freedoms of 2SLGBTQIA+ communities to express their gender identity
• recognizing the diversity that exists in Nova Scotian communities, including 2SLGBTQIA+ Nova Scotians, both service users and social workers

Social workers advocate for the rights of all individuals, families, groups, and communities to be free from oppression, exclusion, and discrimination. Social workers cannot be passive in addressing the rise of anti-2SLGBTQIA+ hate. They have a duty to call out injustice wherever they see it, especially in their places of work and in community.

Challenging neutrality & heteronormativity

Many of the anti-2SLGBTQIA+ policies and practices being implemented across the country are rooted in white supremacist and colonial assumptions and beliefs related to neutrality. There is a dominant belief that heteronormative beliefs are the norm. It is common to hear people talk about the need for protecting children and young people from 2SLGBTQIA+ ideologies, without accounting for the dominance of heteronormative values and beliefs throughout society. Social workers in Nova Scotia in health, private practice, government, education, and community development must resist this way of thinking and challenge their peers and community to do better.

Centring queer joy in practice

NSCSW takes an active role in supporting safe(r), affirming, and joyful spaces for 2SLGBTQIA+ social workers and service users. In April we kicked off our closed communities of practice space for 2SLGBTQIA+ social workers, and asked social workers, “How are you fostering/experiencing queer joy in your social work practice?” Social workers responded by saying:

• “I love that I can create space for young people to see so many different representations of queerness and then they can find who they are and feel good and strong. Helping them to understand that it’s not one size fits all and just because you don’t “look queer” doesn’t mean you aren’t part of this community,”
• “While my work isn’t queer in and off itself, I do get to BE queer in these spaces, which helps me.”
• “I enjoy celebrating queer experiences. Not simply focusing on the traumatizing experiences, but also the strength of the community. I find that I feel most proud and hopeful when I listen to queer youth and get to encourage their art work!” 

Imagining the future of Queer Joy

When the participants were asked, “What is your future vision for Queer Joy in social work practice,” participants responded by saying:

• “My future vision for Queer joy involves acting as active collaborators rather than having a position of a gatekeeper involving resources. I want to be a bridge or a teammate rather than an expert in someone else’s experience.”
• “Continuing to have queer-focused events and spaces in social work that focus on both us as queer social workers and on positive aspects of queerness for our clients. I’ve seen studies on queer community and how queer spaces can help connect people to care in ways that aren’t the most feasible in bigger systems (e.g. ballroom culture in Montreal).”
• “Policies and systems that are focused on liberation and joy. more active stances against queerphobia and transphobia.”

Upcoming events: An invitation

NSCSW has two upcoming sessions taking place in July which centre 2SLGBTQIA+ voices:

1. Check me out – Sexual Health in NS on Monday July 13 at 12:00 p.m. offers an overview of the Check Me Out tool and resources for 2SLGBTQIA+ sexual health.
2. Connections: Queering social work takes place on Thursday July 16 at 12:00 p.m. This is our second closed communities of practice session for 2SLGBTQIA+ social workers this year; this series seeks to hold space for 2SLGBTQIA+ social workers to discuss ethics, practice issues, and build connections for safe(r) social work practice.

Nearly every week of the summer has a Pride celebration happening somewhere in Nova Scotia. If you’re planning an event that gives social workers an opportunity to learn, connect, and become better advocates, please leave a comment on this page or submit a listing for our member newsletter.

A call to advocate for justice and joy

Despite the rise of growing anti-2SLGBTQIA+ hate, queerness is an invitation to see beyond the dominance present within our systems, policies, and practices. Queerness pushes against heteronormative ideas and assumptions, recognizing and acknowledging diversities of gender identities and sexual orientation.

This International Pride Month, NSCSW calls on social workers to advocate for and promote social justice and joy for 2SLGBTQIA+ people and social workers. It is not only ethically and morally right, it is essential for working against dominant forces that oppress not just 2SLGBTQIA+ people, but all of us.

As we transition under the Regulated Health Professions Act (RHPA), we are updating our policies to align with new provincial standards. Under the RHPA, all regulatory colleges must enforce a strict duty-to-report obligation regarding sexual misconduct.

The NSCSW is required to implement this specific amendment within six months of the RHPA’s proclamation.

Identifying the Gap

When reviewing our current Standards of Practice, we identified a gap in our existing standards. While Guiding Principle 5.3 and its associated standards outline our broader ethical responsibilities to colleagues and the workplace, this section does not currently contain an explicit mandate requiring social workers to report known sexual misconduct. When it comes to client safety, we need to leave no room for misunderstanding.

Proposed Solution: New Standards

To address this gap and strengthen safer practice, we are proposing the addition of two new standards, 5.3.15 & 5.3.16. The proposed wording is as follows:

• 5.3.15: A registrant who has reasonable grounds to believe that another registrant has engaged in sexual misconduct must report that information to the Registrar.
• 5.3.16: A registrant who has reasonable grounds to believe that a member of another regulated health profession has engaged in sexual misconduct must report that information to the appropriate regulatory body of that profession.

Please take a few moments to review this draft and share your thoughts with us. You can comment below or email Alec directly ([email protected]) by August 30, 2026.

The College’s Council is looking for a member who practices in child welfare to appoint to the Board of Examiners (BOE). This social worker may be employed by Mi’kmaw Family and Children’s Services of Nova Scotia, or the child and family well-being division of the Department of Opportunities and Social Development.

The BOE oversees the application of regulatory policy, approves social work applicants, and makes all decision regarding the complaints and discipline matters brought before the College. This work is vital to the College’s mandate to protect the public.

Regulated Health Professions Act (RHPA) transition

This will likely be the last time we recruit for the Board of Examiners. Under the RHPA, a single unified Board will be established to take the place of our current Council and BOE. Members of the current Board of Examiners will likely serve as the first Board of the new regulatory body once it is formed next year.

Under the RHPA, the future Board will:

• Set fees for applicants and registrants
• Decide pay and expense reimbursement for board and committee members
• Oversee budgets and approve audited financial statements
• Appoint the auditor
• Set professional liability insurance requirements for registrants
• Establish governance policies under the Act
• Review the Act and recommend improvements

Eligibility

We’re looking for members who:

• are an active Registered Social Worker;
• are in good standing with the College;
• have a firm grasp of the social work values, Code of Ethics and Standards of Practice; and
• are seeking a social work leadership role.

There is a particular need for members from equity-seeking groups.

Competencies required

1. Regulatory Knowledge: Understanding of regulatory governance models, laws, and standards applicable to the profession.
2. Judgment & Decision Making: Ability to analyze complex issues, weigh evidence, make fair and impartial decisions.
3. Ethics & Integrity: Commitment to uphold high ethical standards and act with integrity.
4. Communication Skills: Ability to articulate views clearly, listen actively, and engage in constructive dialogue.
5. Leadership & Teamwork: Experience in leadership roles and ability to work effectively as part of a team.

Commitments & benefits

The BOE meets eleven times a year. These meetings are typically the third Wednesday of each month, for two hours in the evening. Board members are reimbursed for travel expenses, and meeting hours are eligible to be included in their annual inventory of professional development activities as volunteer service. There will be a month off every summer.

BOE members have the option to serve on the complaints or discipline committees when seats become available. The complaints committee generally convenes on the third Saturday of the month, usually for five hours. The discipline subcommittee convenes as needed; hearings can last several days if contested. Members of these committees receive a stipend to acknowledge the dedication and significant time commitment required for this important contribution.

Application

Interested? Please send your letter of intent and current CV to the College’s Registrar/Executive Director Alec Stratford [email protected]. 

Marking National Indigenous History Month & National Indigenous Peoples Day

June is here, and with it comes the ninth National Indigenous History Month. It’s a time to honour the rich history, traditions, and lived experiences of Mi’kmaq, other First Nations, Inuit, and Métis Peoples across Canada and right here in Nova Scotia. Indigenous Peoples have lived on this land since time immemorial, and that presence continues to shape our province, our country, and the work we do as social workers every single day.

This month invites us to pause and reflect. Not just to celebrate, but to recognize the ongoing impacts of colonization and to look honestly at the unique role we hold in reconciliation and in decolonizing our own practice. You can learn more and find resources through the official National Indigenous History Month website. We’d encourage you to explore it, share it with your team, and use it as a starting point for reflection this month.

A New Year, New Standards

2026 marks the first year social workers in Nova Scotia practise under our new Code of Ethics and Standards of Practice. This isn’t a small update. It reshapes how we understand our responsibilities, especially when it comes to Indigenous Peoples.

Central to these new standards is Value 3: Pursuing Truth and Reconciliation. Under this value, we’re bound to a respectful understanding of Mi’kmaq and other Indigenous Peoples of Nova Scotia and Canada, including their treaty, constitutional, legal, and self-governance rights. Reconciliation, the standards remind us, is a reciprocal learning process. It’s built on respect, engagement, relationship-building, and an authentic commitment to meaningful change.

That means we’re each called to commit to decolonizing our practice and our profession.

Understanding Our History (Even the Hard Parts)

Our standards are clear: we need to learn the history of Mi’kmaq and other Indigenous Peoples, the reality of colonization, the impact of residential schools, and the enduring intergenerational trauma carried by individuals, families, and communities.

That includes looking honestly at our own profession. Social work has played a historical and ongoing role in colonization across the justice system, healthcare, and child and family well-being. The processes that contributed to the genocide of Indigenous Peoples didn’t simply disappear. They still live in our structures today.

As social workers, it’s our obligation to keep learning about these systems, unpack what they mean, and then advocate for significant change. This is where Value 2 (Promoting Social Justice) gives us concrete direction. Standard 2.2.1 calls us to advocate for changes to organizational policies that eliminate oppression and racism, while honouring Mi’kmaq and Indigenous Peoples’ rights to self-determination, cultural practices, and spiritual beliefs. Standard 2.2.2 pushes us further toward broader systems change in policy, social programs, and legislation.

This isn’t about guilt. It’s about accountability. And accountability, done well, makes our practice safer for the people we serve.

What This Looks Like in Real Practice

Big ideas like reconciliation can feel abstract until we connect them to the daily decisions we make. Here are a few practical ways these standards show up in the work.

Documentation and power

How we view and use documentation carries real power. Who controls the record? Who gets to define the story? Bridging and sharing that power with Indigenous services, so they have genuine control and informed consent, is a meaningful act of respect. It’s a small shift in mindset that protects dignity and builds trust.

Elders and traditional knowledge

In healthcare, particularly in palliative and grief care, advocating for the involvement of Elders and traditional knowledge becomes essential. Culturally responsive care at the end of life isn’t a nice extra. It’s a core part of meeting people where they are.

Housing, poverty, and equity

Equity is also rooted in how we distribute wealth. Our economic systems continue to keep many Mi’kmaq people in Nova Scotia living in deep poverty, rather than lifting communities up together. Standard 2.1.2 calls us to advocate for equity of services for Indigenous communities. As we talk with our communities about the future of Nova Scotia, including the cost of living, the cost of housing, and real economic struggle, we have a role in standing up for approaches that invest in people, especially those most disenfranchised by our systems.

Environmental stewardship

The climate crisis hits marginalized groups hardest, and environmental racism is real. Our standards ask us to uphold our responsibilities to the land. Standard 2.5.5 calls us to uphold the Constitutional and Treaty rights of the Mi’kmaq, recognizing their inherent right to govern land and water. Standard 2.5.6 asks us to integrate Mi’kmaq and L’nu laws, knowledge, practices, and worldviews into our environmental efforts. As conversations about resource development continue, these standards remind us that resource decisions are connected to poverty and environmental racism, and that we have an active role to play in changing this narrative, to when where embrace treaty rights and land back and ensure that those who steward land are based on this rights.

Allyship Is a Practice, Not a Title

None of this happens overnight, and none of it happens alone. Genuine allyship grows through building trust, nurturing respectful relationships, and developing solidarity over time. It means embracing the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) and bringing it to life in the real conversations we have at work.

It also means enhancing our knowledge of Indigenous worldviews and weaving those learnings into our practice with individuals, families, and communities. We’re asked to recognize how Eurocentric perspectives have shaped our policies and organizational structures, and to demonstrate sincere, ongoing respect.

 An Invitation This June

National Indigenous History Month and National Indigenous Peoples Day on June 21 aren’t just dates to acknowledge. They’re an invitation to truly engage, to learn, to reflect, and to create new meaning and new approaches to the work we do.

So here’s our ask. Take time this month to dig into our new Code of Ethics and Standards of Practice. Explore the National Indigenous History Month resources. Have a conversation with your team. Sit with what you learn, even when it’s uncomfortable.

When we enrich ourselves through this learning, we become better equipped to care for the people we serve and to build a Nova Scotia rooted in greater equity and justice. That’s work worth doing, together.

The Nova Scotia College of Social Workers recently launched a new Code of Ethics and Standards of Practice, which took effect on February 2026. This update affects how Social Worker Candidates develop learning agreement goals within the Candidacy Mentorship Program.

New and returning Social Worker Candidates should now create their learning agreement goals using the current Code of Ethics and Standards of Practice. These goals are an important part of demonstrating how candidates are integrating professional values, ethical responsibilities, and standards into their day-to-day social work practice.

We recognize that some candidates may have already begun drafting their learning agreements using the previous code and standards. If you started your learning agreement before the Code was updated and have not yet submitted it, you have a grace period to submit it for NSCSW approval. The deadline to submit learning agreements based on the previous code and standards is August 22, 2026. All learning agreements received after that date must align to the new Code.

Candidates and mentors are encouraged to review the candidacy program resources available on the NSCSW website, including guidance related to learning agreements, reports, mentorship expectations, and learning objective examples.

Creating learning goals

Candidates work with their mentors to develop a learning agreement with goals that are directly relevant to the context of their professional practice. The process often includes consideration of the candidate’s interests and needs, as well as their ambitions for the future.

All learning goals must be connected to one or more sections of the Code. We also encourage candidates to create goals that are SMART (i.e. specific, measurable, attainable, relevant, and time-bound).

These five example goals are designed to align with the NSCSW Standards of Practice and Code of Ethics, ensuring members uphold the values of integrity, professionalism, and social justice in their work.

1. Professional Boundaries:

I will establish and maintain clear and appropriate boundaries with clients to ensure ethical, responsible, and client-centred practice. This includes defining my role and responsibilities at the outset of the professional relationship, communicating expectations transparently, and using self-disclosure only when it serves the client’s best interests. I will remain vigilant in identifying and addressing potential conflicts of interest or dual/multiple role relationships, ensuring that professional boundaries are upheld and the integrity of the client-Social Worker relationship is protected. To strengthen my practice, I will engage in regular self-reflection, seek supervision when needed, and participate in at least 10 hours of professional development focused on boundary-setting and ethical decision-making by the end of the year. By adhering to these commitments, I will uphold the values of integrity, professionalism, and accountability in social work practice. This goal aligns with Value 4: Valuing Human Relationships and Value 5: Preserving Integrity in Professional Practice, including the standards within Guiding Principles 4.2, 5.3 and 5.4 of the NSCSW Standards of Practice.

2. Cultural Competence:

I will enhance my cultural competence to provide inclusive, equitable, and anti-oppressive services to diverse populations. This includes actively seeking opportunities for professional development, such as completing at least 15 hours of training on cultural humility, anti-oppressive practice, and working with marginalized communities by the end of the year. I will integrate these principles into my practice by revising my client intake process to ensure it is culturally sensitive and by seeking feedback from clients to continuously improve. Additionally, I will remain committed to self-reflection and addressing any biases that may impact my work, ensuring that my practice aligns with the values of respect, dignity, and social justice. This goal aligns with Value 1: Respecting the Dignity and Worth of All People and Value 7: Providing Culturally Responsive Competent Professional Services, including the standards within Guiding Principles 7.1 and 7.2 of the NSCSW Standards of Practice.

3. Advocacy and Social Justice:

I will actively engage in advocacy efforts to address systemic barriers and promote social justice for marginalized and underserved communities. By December 31, 2026, I will participate in at least one advocacy initiative, such as collaborating with community organizations, contributing to policy development, or organizing awareness campaigns. I will document my contributions and outcomes, such as increased access to resources or policy changes, and share these findings with my professional network to inspire collective action. Additionally, I will integrate advocacy into my daily practice by empowering clients to understand and exercise their rights and by addressing systemic inequities that impact their well-being. This goal aligns with Value 1: Respecting the Dignity and Worth of All People and Value 2: Promoting Social Justice, including the standards in Guiding Principles 1.1 and 2.1 of the NSCSW Standards of Practice.

4. Professional Development:

I will commit to ongoing professional development to ensure my practice remains current, competent, and aligned with the NSCSW Standards of Practice. By the end of the year, I will complete at least 40 hours of professional development, including training in trauma-informed care, ethical decision-making, and advanced clinical skills. I will apply these learnings by incorporating trauma-informed approaches into my practice and documenting at least three case examples where I used ethical frameworks to resolve client dilemmas. Additionally, I will seek opportunities to share my knowledge with colleagues through case consultations or team discussions, fostering a culture of continuous learning. This goal aligns with Value 5: Preserving Integrity in Professional Practice and Value 7: Providing Culturally Responsive Competent Professional Services, including Guiding Principle 7.1 of the NSCSW Standards of Practice and Guiding Principle 7.4 of the Standards of Practice for Clinical Specialists.

5. Client-Centred Practice:

I will ensure that my practice remains client-centred by fostering respectful, collaborative, and empowering relationships with clients. This includes regularly seeking client feedback to improve service delivery and revising my processes to better meet their needs. By September 30, 2026, I will update all client consent forms to ensure they meet the NSCSW Standards of Practice for informed consent and conduct a review with at least 10 clients to confirm their understanding of the consent process. Additionally, I will implement a system for ongoing client feedback to ensure continuous improvement in service delivery. This goal aligns with Value 1: Respecting the Dignity and Worth of All People and Value 4: Valuing Human Relationships, including Guiding Principle 1.8 of the NSCSW Standards of Practice and Standard 4.2.4 of the Standards of Practice for Clinical Specialists.

Stay connected

If mentors or Social Worker Candidates have questions about this transition or their learning agreement, please contact the Associate Registrar, Kyiaisha Benton, at [email protected].

Celebrating Wendy Roberts

shared by social workers of the QEII-VG

Wendy Roberts, MSW, RSW retired from Nova Scotia Health on March 31, 2026. This tribute, written by a group of her former colleagues, honours Wendy as one of our social work heroes.

Though she was raised in Toronto, the seeds of Wendy’s social work career were planted during her Katimavik experience on Cape Breton Island.  She completed her bachelor’s degree at Ryerson University in Toronto, and later returned to Nova Scotia where she completed her MSW at Dalhousie University.

Over the past 37 years, while fostering youth, raising her twin daughters, and opening her home to international students, Wendy gained invaluable experience and expertise in healthcare social work. Her career took her from coast to coast, from the Emergency Unit and ICU in Prince George BC, to liver transplant and nephrology here in Halifax, Nova Scotia.

Wendy’s introduction to nephrology social work practice came while covering the inpatient Nephrology and Kidney Transplant Unit at the Victoria General (VG) site of the QEII Hospital. For many years, she supported liver transplant patients who came from communities across Atlantic Canada, developing meaningful long-term relationships with patients and their families. Over time, Wendy truly became a leader in this field; she helped to plan and coordinate the annual Transplant Atlantic professional education day and contributed to the development of Atlantic Canada’s Multi-Organ Transplant Program.

After decades of working in acute inpatient care, Wendy chose to transfer to the new dialysis unit that opened at the Bayers Lake Community Outpatient Clinic in November 2023. Her open and welcoming presence helped to establish a supportive culture and community space for dialysis patients to receive their treatments three days a week.

Wendy has praised the courage, resilience and day-to-day heroism of dialysis patients. Her colleagues have been impressed by her ability to project a sense of calm, and her remarkable capacity to build rapport, develop trust, and to truly get to know those she supported.

One colleague noted, “I remember seeing so many folks dropping by her office and sitting down for a while. It’s like she slows things down somehow, and consistently had an open door for patients, families and team members alike.” Another often heard Wendy say late in the afternoon that she was going to visit her floors one last time to “tuck people in” before ending her workday.

Healthcare systems do not always fully understand the role of social work; and practitioners can sometimes be drawn into practices that fall outside the values, ethics & scope of the profession. However, Wendy’s praxis has been consistently grounded in her strong professional identity. Throughout her career, she has demonstrated compassion, creativity, imagination, initiative, and leadership, while consistently meeting the highest ethical standards. She is a fierce advocate for the social work profession and is highly regarded by both social work peers and interprofessional colleagues.

Throughout her career at Nova Scotia Health, Wendy was a valued mentor to many of her social work colleagues, and generous and enthusiastic field supervisor for students preparing to join the social work profession. She welcomed new team members with warmth, offered thoughtful guidance, and modeled a sustainable practice grounded in self-care and professional connection. She encouraged regular consultation, reflection, and resource sharing among social workers, helping others feel supported in their practice. Over the years, she has remained connected with many former students and colleagues, and the ripple effects of those relationships continue to shape a wide network of social workers; Wendy’s love for the profession has created a lasting sense of community.

Wendy’s remarkable career reflects a deep commitment to patients, families, colleagues, and the social work profession. We are proud to celebrate her many contributions, and the lasting difference she has made for our teams, our practice, and the communities she served.

Congratulations, Wendy, and thank you for everything! It has been both a privilege and a joy to work with you.

The social workers of the QEII-VG are proud to recognize Wendy Roberts and celebrate her many contributions to the profession. This tribute was prepared by Michelle Jensen, RSW, Rachel Millett, RSW, and Amy Fredericks, RSW, on behalf of the Social Work team at the QEII-VG, with Carol Miller, MSW, RSW, Social Work Professional Practice Coordinator at Nova Scotia Health.

Read more of Connection

• An open door, a lasting impactJune 4, 2026
• NSCSW Awards: A spotlight on our communityMarch 26, 2026
• The continuing evolution of trauma-informed praxisJanuary 29, 2026
• Spotlight: 2025 Student Bursary RecipientsJanuary 15, 2026
• Responding to the epidemic of gender-based violence: Reflections & invitations for the 16 Days of ActionDecember 10, 2025
• Healing in the crossfire: Clinical social work in a genocideNovember 5, 2025
• Healthcare erosion: “Why didn’t you press the button?”October 21, 2025
• Food, Body, and Bias: Why Your Words MatterSeptember 25, 2025
• Developing a standard of care for social work practice with people who use alcohol and drugsMay 7, 2025
• Book review: Active HopeApril 22, 2025