Essential readings

• Compensation and benefits

  International mobile staff receive an indemnity monthly gross salary of approximately $3000 to a Canadian bank account. MSF covers accommodation and transport to and from their project.

  Benefits include:

  • Pre-departure training through a combination of readings, e-learning and face-to-face meetings and workshops, as well as additional trainings and professional development opportunities throughout an MSF career
  • Reimbursement of required vaccinations and related medical fees
  • Required visas and work permits
  • Paid vacation (25 days per year) pro-rated to the duration of contract
  • Accommodation and round-trip transportation to and from the project, as well as travel costs in Canada for briefings and debriefings.
  • Medical, disability and life insurance coverage (including dental and vision). You are covered for the duration of your assignment and for three months after your return to Canada. 
  • Medical evacuation coverage
  • Medical/professional indemnity (physicians)
  • Luggage insurance
  • Group RSP contribution
  • Psychological support before departing and upon return to Canada
  • Access to an Employee Assistance Program for one year after returning to Canada
  • Confidential peer support network that contacts you before departure, and after returning to Canada to ensure a smooth re-entry

  You’ll be required to complete a medical clearance form prior to going on assignment. All medical information is treated confidentially and won’t be shared without your consent.

• Safeguarding at MSF: Preventing abuse, exploitation, and harassment

  
  

  Our commitment to safeguarding

  Doctors Without Borders/Médecins Sans Frontières (MSF), is committed to ensuring a working and operational environment free from abuse, exploitation, harassment, and misconduct. 

  We promote a culture of safety, dignity, and respect for all;  including our staff, our patients, and the communities we work with. We do not tolerate any behavior that exploits the vulnerability of others, abuses a position of trust, or brings harm to individuals through their association with MSF. 

  All staff are expected to abide by MSF’s Behavioural Commitments and the principles set out in the MSF Charter. The integrity of our organization is upheld by the good conduct of every individual, in every location where we work. 
  

  Preventing abuse and misconduct

  Our leadership is unequivocally committed to reinforcing mechanisms and procedures to prevent, detect, and respond to any form of misconduct. 

  We expect all staff to behave responsibly, respectfully, and in accordance with our ethical obligations, including when interacting with vulnerable individuals and communities. Any behaviour that exploits the vulnerability of others or leverages a position of authority for personal gain is unacceptable. 
  

  Reporting misconduct: grievance and whistleblowing mechanisms

  MSF has procedures in place to encourage prevention, early detection, and reporting of misbehaviour, harassment, abuse, or exploitation. 

  • Staff are encouraged to report inappropriate behaviour either through their management line or via independent reporting channels outside the hierarchy, using designated and confidential email addresses.
  • Victims or witnesses in the communities where MSF works are also encouraged to report misconduct, allowing allegations to be properly addressed.
  • Awareness activities, including briefings, field visits, trainings, and staff manuals, ensure that information about reporting mechanisms is widely accessible.

  We are committed to managing all reports with confidentiality, respect, and sensitivity—this includes protecting the privacy and rights of all parties involved, without excusing or shielding harmful behavior 
  

  Strengthening safeguarding across MSF

  Across the MSF movement, we continue to strengthen our safeguarding culture through initiatives such as: 

  • Increasing dedicated staff and resources to support safeguarding, investigations, and field visits. 
  • Conducting workshops and staff consultations to better understand risks and improve prevention efforts. 
  • Integrating safer recruitment practices to help prevent individuals who pose a risk from entering the organization. 
  • Strengthening and promoting reporting mechanisms for abuse, harassment, and exploitation. 
  • Raising awareness at the patient and community level. 
  • Improving data gathering, monitoring, and information sharing across the organization. 
  • Regularly updating e-briefings and learning modules to ensure that safeguarding standards remain high. 

  Managing cases of misbehaviour

  MSF ensures that all cases of reported misconduct are addressed with the utmost confidentiality and sensitivity:

  • Our first priority is always the safety, health, and well-being of those affected. 
  • We provide support services, which may include psychological care, medical care, and securing legal assistance.  
  • We respect the right of survivors to decide whether they wish to pursue legal action. 
  • In cases of sexual abuse against minors, MSF’s policy is to report the matter to the appropriate judicial authorities, always prioritizing the best interests of the child and the availability of safe reporting mechanisms. 

  At MSF, safeguarding is everyone’s responsibility and a vital part of how we deliver principled, ethical, and respectful humanitarian action. 

  For more information, including key figures from recent years, visit: 
  www.msf.org/fighting-abuse-exploitation-and-harassment-our-work-environment  

• Working with us: EDI and accessibility

  MSF Canada is a people-focused humanitarian organization that is proud to offer a diverse, collaborative and inclusive work environment. We strongly believe this approach enhances our work and we’re committed to equity in employment. MSF Canada seeks to attract and engage the best professionals to join our organization and maintain meaningful, productive and lasting work relationships. We embrace diverse motivations and backgrounds of people working together to exhibit their passion in action for MSF’s social mission. MSF Canada acknowledges the existence of systemic racism and oppression and is committed to sustaining and strengthening its anti-racism and anti-oppression (AOAR) efforts. As MSF Canada continues to grow and strive to remove barriers in its offices in Canada and in MSF work environments abroad, we welcome applications from individuals with unique experiences of intersectional oppression based on their social markers such as their ethno-racial identity, age, gender identity, education, socio-economic status or place of origin. We encourage Black, Indigenous, People of Colour, LGBTQIA2S+ people, individuals living with disabilities and any equity-deserving individual to apply.

  MSF Canada has an Accessibility Policy that commits to providing or arranging for accessible formats and communication supports for persons with disabilities as follows: 

  • In a timely manner that considers the person’s accessibility needs due to a disability 

  • At a cost that is no more than the regular cost charged to other persons

  • In consultation with the person making the request to determine suitability of an accessible format or communication support MSF Canada will notify employees and the public about the availability of accommodations for applicants and employees in its recruitment processes. 

  During the recruitment process, when job applicants are individually selected to participate in an assessment or selection process, they will be notified that accommodations are available upon request. If a selected applicant requests accommodation, MSF Canada will consult with the applicant and provide or arrange for a suitable accommodation, considering the individual’s needs. MSF Canada will notify successful applicants of its policies for accommodating employees with disabilities, when making offers of employment to a successful applicant.

• Reducing our carbon footprint

  In line with MSF’s December 2021 pledge to reduce our carbon emissions by 50 percent by 2030, we encourage all MSF staff to embrace and embed sustainable and climate-friendly practices into their work. Applying a climate and planetary health lens will help us improve our operational impact. Facing climate change and environmental degradation through our operational activities by focusing on mitigation and adaptation will decrease our dependency on fossil fuels, reduce our ecological footprint and help protect human health. Everyone, at all levels, with all skill sets is needed to address the global threat of the climate crisis.

• Data privacy and consent

  https://www.doctorswithoutborders.ca/privacy-notice

  Demographic data

  Responses to questions are completely voluntary and are not associated with individual applications and have no impact, in any way, in hiring decisions. The data collected will be used in aggregate only to help us identify areas of improvement in our recruitment process.