St. John’s Women’s Centre is Hiring: Part-time Counsellor

Right Here Right Now Drop-In Counselling Program is a unique offering in the community to support women and non-binary people who are seeking free, accessible counselling services. The Part-time Counsellor position reports directly to the Clinical Team Lead Counsellor. While this position is mainly on-site in St. John’s, some work may occur remotely.

To apply: Send cover letters and resumes to with the subject line “Part-time Counsellor” by 4:00 PM,  on September 2nd, 2022.

See full job description below for all the details:

Hiring: Operational Assistant, SJSWC

The Operational Assistant, with support from staff across the organization, is responsible for event organizing, communications support, tracking of supplies, and administration duties as assigned. This position includes work across the organization, with room for learning and growth in many skillsets. This position reports directly to the Executive Director.

  • Hours of Work: This position can be taken on either a full time or part time basis, with the length of the contract being dependent on the option chosen.
  • Salary: $17.30 / hour
  • Closing Date: Due to the urgent nature of this recruitment, applications will be reviewed and interviews will be conducted on a rolling basis. Applications will close on 31 August 2022, 4PM Newfoundland time.

Please email a cover letter and resume to:

Full job description available here.

The St. John’s Status of Women Council launches new report: PROACTIVE PAY EQUITY LEGISLATION IN NEWFOUNDLAND AND LABRADOR

Proactive Pay Equity Legislation in Newfoundland and Labrador: Put money back in the pockets of women and marginalized people.

August 14, 2022

St. John’s, Newfoundland and Labrador

In a new report, the St. John’s Status of Women Council takes a close look at the pay equity landscape in Newfoundland and Labrador, including the wage gap, and federal, provincial and territorial legislation across Canada. Contributing to public discourse on pay equity in Newfoundland and Labrador, this report shows how proactive pay equity legislation is a key component in increasing social and economic equity in the province. 

Our report outlines a consistent trend across Canada showing where there is proactive legislation there are lower gender wage gaps. In Canada where pay equity has been legislated, over the past twenty years most provinces saw the largest average incomes increase during the year following legislation. These observations are in line with both local and international experts who deem pay equity legislation as one tool of many to increase equitable working conditions and economic growth. In Canada, experts say that no jurisdiction can eliminate economic inequality without pay equity legislation. Above all, pay equity as a human right in Canada. Pay equity legislation is supported by the Canadian Human Rights Commission, the Canadian Women’s Foundation, Oxfam Canada, the Canadian Labour Congress and the Supreme Court of Canada.  

The St. John’s Status of Women Council calls on the government of Newfoundland and Labrador to implement proactive pay equity legislation in both public and private sectors with funding for well-resourced oversight bodies to ensure consistent employer accountability. Proactive pay equity legislation can go beyond gender, working to address our province’s enormous wage gap, and to protect workers who are racialized, Indigenous, 2SLGBTQIA+ and living with disabilities who have been historically overrepresented in work that is both undervalued and underpaid. 

“Women and marginalized people cannot keep paying the cost of government’s reluctance to take meaningful steps towards equity.” – Bridget Clarke, Advocacy Coordinator

As part of our work towards social and economic justice for women and marginalized people, we are digging deeper into pay equity in the form of this report as a case for wide-reaching proactive pay equity legislation in Newfoundland and Labrador. This report was produced with input and support from the Provincial Action Network on the Status of Women, the Newfoundland and Labrador Federation of Labour and Workers’ Action Network Newfoundland and Labrador. 

Read the full report:


Bridget Clarke, Advocacy Coordinator


Lisa Faye, Executive Director


ALT text can be found on Twitter.

ALT text can be found on Twitter.

Being the Marguerite’s Place Program Coordinator

Reflections from our outgoing supportive housing coordinator, Nikki Browne

After three years of working with the St. John’s Status of Women Council, our amazing Marguerite’s Place Supportive Housing Coordinator has decided to move on. Before she left though, I sat down to ask her a few questions about her role and learn from her years with the organization. As usual, Nikki made me laugh, cry a bit, but also reminded me of the passion she brings to the organization and how that has made us better everyday. 

Thinking of filling her shoes? Read on to learn more about her role, about the importance of taking a trauma informed approach to community work, and about the importance of meeting people exactly where they are when providing support. 

  1. If you had to describe your job in just 3 words, what would they be?

Dynamic, flexible, life-long-learning

  1. What is the hardest part of your job?

Working for a chronically underfunded women and non-binary serving organization means we always have to do a lot with little. The pressure to meet the needs of the amazing residents, my wonderful colleagues, and the larger community can be challenging. This work is complicated, but I know that it is also worth it. 

  1. What is the part of your job that you like the most?

Watching true harm reduction improve people’s lives because they are accepted for who they are, where they are.

  1. What type of personality do you think the new MP Program Coordinator should have? 

You have to have a sense of humour; humour is a great tool to build relationships. You have to be interested in the lives of the people you work with so they know that they matter to you. You have to have great boundaries and be able to manage expectations – expectations of residents, colleagues, and your own expectations of yourself. You have to be the type of person who doesn’t want to sit at a desk all day – you are outside, you are in apartments, you are taking out the garbage, you are cleaning up a mess, you are always on the go. Time management is key and being able to prioritize competing demands is vital. You have to be willing to admit when you are wrong or when you could do better, learn, forgive yourself, and move on. 

It’s hard work, but it really builds your confidence. Once you hit your stride in this role, you feel great. Some days you leave and feel like you took care of business and some days you leave needing to decompress and shut off your  brain. Both are important learning experiences. 

  1. What types of career development or learning opportunities were important for you in this position?

I’ve learned that when it comes to supportive housing and supporting people who have faced extensive barriers in their lives, ensuring that people feel safe, have a roof over their head, and are surrounded by people who see the best in them helps in unimaginable ways. They just need a break, which is one of the simple things people receive here at Marguerite’s Place, and it changes everything. People need compassion. Compassion in social services. Compassion in housing. Compassion in mental health supports. Compassion in every area of their lives. 

I learned how to be a trauma informed supervisor with staff and in my support for residents. Working in a trauma informed way takes time, emotional energy, you have to be present, you have to anticipate things. This work is hard and being trauma informed helps people feel better about their workplace. Working in systems that often uphold oppression and put barriers in place that stop people from reaching their goals – we need to be there for each other. 

I knew some of this already, but I learned more about making space for hard conversations and holding each other accountable, while also understanding that we’re all in different places in our learning. 

What I’ve learned is the duality of existence. So many things can be true at once. We have to believe people, believe their truth in each moment. 

I also learned how to take care of plants thanks to my colleagues – a very important skill!

  1. What is the next big thing for Marguerite’s Place?

Learning how to walk the walk and figuring out how to manage the resources so that people can do it right. We have strong values here and for a long time we were meeting the needs of white, hetero, cis-gender women who were facing barriers in their lives. We need to serve all women and non-binary people in this community and so we need to do a lot of work around anti-racism and meaningful inclusion. We learn from many people in our community, but we need to ensure our practices are completely in line with our values. We can’t just talk the talk. We need to walk the walk. 

The other big next step for Marguerite’s Place is to build the ways in which we value and make room for lived and living expertise. There are some things you just can’t learn from a book. Lived expertise is just as important if not more important than what you can learn from a book and people with lived expertise can help us to get this right. This can be challenging, but it is worth it. 

  1. The mission of the SJSWC is to work to achieve equality and justice through political activism, community collaboration and the creation of a safe and inclusive space for all women and non-binary people in the St. John’s area. Can you tell me about a time when you felt that mission in your work? 

I really felt that mission in my work when we piloted the Managed Alcohol Program (MAP). There are other provinces doing this work and we learned from it and tested managed alcohol here at Marguerite’s Place. The team at Marguerite’s Place took on this initiative and rode that learning curve as we tried to make it work. This is a single staffed team and taking on something this new is hard. But they knew it had to be done and everyone leaned in together. 

After that initial trial, we were able to secure the funding needed to make this a full program. Watching MAP evolve to where it is now – that is where I see our mission every day. We started it for women and non-binary people and the truth is that it is not often that programs are built for those in our community who are facing the most barriers in society. This is the mission in action. This is harm reduction. 

Harm reduction has to be political. It tells us to treat people with the inherent dignity they are born with. At the St. John’s Status of Women Council, we don’t place our individual values and expectations on people. 

  1. Is there anything else that you would like to share? 

I couldn’t have done this work, started the managed alcohol pilot or really built the program as it is today without the guidance and support of Raylene Noftall (the former Marguerite’s Place Supportive Housing Coordinator) and Laura Winters (the former Executive Director of the St. John’s Status of Women Council). They are such smart and thoughtful women. They have both left, but their passion has left the organization in a good place and now in your (Lisa Faye, current Executive Director) steady hands. I see an amazing future for the St. John’s Status of Women Council and for our supportive housing work. The future is hopeful. 

The team at the St. John’s Status of Women Council thank Nikki for her time, her passion, the ways she inspires us, and for saying the hard things that need to be said to make our work better every day. We also wish her the very best in her next challenge and we know that she will be bringing her important skills and her compassion to the community in new ways. 

  • Lisa Faye, Executive Director, St. John’s Status of Women Council and Women’s Centre

PRESS RELEAST: St. John’s SlutWalk Calls the Community Together to Speak Out About Sexual Assault


10 June 2022

The Safe Harbour Outreach Project (SHOP), alongside community partners, are calling the community together for SlutWalk 2022 on June 11, in Bannerman Park. SlutWalk is a rally where a diverse group of people gather and bring awareness to sexual violence, slut-shaming and victim blaming. It was sparked in 2011 when Constable Michael Sanguinetti said “I’ve been told I shouldn’t say this,[but] women should avoid dressing like sluts in order not to be victimized” while giving a speech regarding a mass sexual assault on campus at York University, Toronto in 2011. This inspired the original Slutwalk Organizers, Heather Jarvis and Sonya Barnett, to bring the community together to speak out about this harmful language.

Today, sex workers and survivors continue to be harmed by the criminal justice system and law enforcement officers. Too often, survivors are penalized, criticized and re-victimized in their attempts to find justice. SHOP and the larger activist community in St. John’s is excited to see people come together to  demand change!

This year, the St. John’s SlutWalk will include a gathering at Bannerman Park near the gazebo in St. John’s on Saturday June 11, from 2:00 – 5:00 pm. The event will include powerful speakers, information, food, music, dancing and community. Allies, advocates and supporters are welcome to attend! All current and former sex workers as well as survivors are invited to join in action and in celebration of community. This event is gender inclusive and community members are encouraged to wear what makes them feel comfortable. 

Disclaimer: there will be discussion about and reference to sexual violence at this event. Please attend and engage in ways that are safe and comfortable for you. 

Susan Smith, Safe Harbour Outreach Project Coordinator
St. John’s Status of Women Council
709 771 7171

Written by: Shawna McIntyre – SHOP Volunteer 

SJSWC Board of Directors Recruitment

Are you an experienced Board of Directors member?
Do you identify as a feminist?
Are you looking for opportunity to be part of community?


The St. John’s Status of Women Council is Seeking Individuals to Serve on our Board of Directors

If you have the passion and interest to sit as a volunteer member on a non-profit board dedicated to continually working to achieve equality and justice through political activism, community collaboration, and the creation of a safe and inclusive space for all women and non-binary people in the St. John’s area this is the opportunity for you!

We are currently recruiting board members who can bring leadership in governance through:

*experience serving on a board or council;

*experience in board governance, advocacy, finance, human resource management, communications, and/or funding; and/or

*experience in strategic planning and monitoring.

The St. John’s Status of Women Council values the important perspectives that diversity brings, both in our organization and in our community. Our goal is to attract, develop, and retain board members from diverse backgrounds, aiming to reflect the diversity of our community within our organization. Applications are encouraged from women (transgender and cisgender) and non-binary people who identify as Indigenous, Black, and people of colour, a person with a visible and/or invisible disability, 2SLGBTQIA+, people with experiences in substance use, sex work, and people with experience in the criminal justice system, as well as people who have faced other systemic barriers, marginalization, and oppression.

Please write to us at with any questions. To apply, please send your cover letter and resume in a single file (word, PDF, or another accessible format) to More information about the role of Director is included below to inform your decision and/or application.

Board Member Job Description

Position:                               Board Member/Director (Volunteer)

Time commitment:            Five-ten hours month (meetings, preparation, research, consultation, committees, etc.)

Term:                                     Terms may be 1, 2 or 3 years, appointed or elected annually at the Annual General Meeting. Terms are renewable.


Board members are responsible for acting in the best long-term interests of the organization and the community and will bring to the task of informed decision-making a broad knowledge and an inclusive perspective.

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

✔ Maintain membership in the Organization, in good standing.

✔ Prepare for, and participate in board meetings

✔ Listen to others’ views, advocate their own, identify common interests and alternatives, and be open to compromise

✔ Support governance decisions once made

✔ Participate in the review of the Organization mission and objectives and in the development of a strategic plan

✔ Help the board to monitor the performance of the Organization in relation to its mission, objectives, core values and reputation

✔ Abide by the by-laws, code of conduct and other policies that apply to the board

✔ Participate in the approval the annual budget and monitor the financial performance of the Organization in relation to it

✔ Help establish, review and monitor operational policies

✔ Identify prospective board members and possibly help recruit them

✔ Participate in the evaluation of the board itself (annual board self-evaluation)

✔ Contribute to the work of board as a member of at least one board “standing” or “ad hoc” committee

✔ Attend and participate in the Annual General Meeting

✔ Be an ambassador for the Organization – ensure one’s involvement is known

✔ Keep informed about community issues relevant to the mission and objectives of the Organization

✔ Comply with anti-oppressive, accountable space guidelines and code of conduct.


The following are considered key job qualifications:

  • Knowledge of the community, or an area of expertise relevant to the Organization’s vision & mission and/or the running of the Organization generally as determined by the Governance skills matrix
  • Commitment to organization’s mission and strategic directions
  • A commitment of time
  • Openness to learning and critical self-reflection

Marguerite’s Place is Hiring!

Housing Support Worker

The Housing Support Worker is responsible for ensuring that there is a safe environment for the residents.  They use conflict resolution and mediation skills to prevent and manage crisis, as well as de-escalate  anger. Housing staff assist with the development of support plans for residents and programming.  Housing Support Staff operate the security system and monitor entries /exits from the building while  on-site. They also assist with a variety of other duties as required, including statistics collection,  reporting, research and logistical support. 

Marguerite’s Place is a supportive living program for single women over the age of 30, providing 24- hour, 7 day per week on-site support and programming for residents.  

The Housing Support Worker reports directly to the Marguerite’s Place Program Coordinator and serve as a part of the circle  of care for residents.  This position requires working alone. 

Closing Date: 19 June 2022, 6:00PM Newfoundland time.

Please email a cover letter and resume to: 

Applications without a cover letter will not be considered.

FULL JOB DESCRIPTION: Housing Support Worker

Managed Alcohol Program (MAP) is hiring!

Harm Reduction Case Manager & Outreach Worker

The Harm Reduction Case Manager & Outreach Worker is responsible for the delivery of individual support services and safe alcohol provision to participants of the province’s first Managed Alcohol Program (MAP). The Outreach Worker is also involved in community engagement, education, and outreach promoting harm reduction services for women and nonbinary individuals. As a collaborative member of the St. John’s Status of Women Council (SJSWC) team, the Harm Reduction Outreach Worker plays an integral role in MAP participants’ continuum of care.

This position reports directly to the Harm Reduction Coordinator. The Case Manager also provides mentorship to the team of Outreach Workers within MAP.

Closing Date: 10 June 2022, 4:30PM Newfoundland time.

Please email a cover letter and resume to: Applications without a cover letter will not be considered.

Full Job Description: MAP Harm Reduction Case Manager & Outreach Worker

PRESS RELEASE: Urgent Request for Provision of Rapid Tests

In an open letter (attached below) to Premier Furey and the Department of Health and Community Services, thirty four community organizations, healthcare providers, and volunteer groups across the province have put forward an urgent request for provision of a sustainable supply of free tests for vulnerable populations in Newfoundland and Labrador. 

The lack of provision of rapid tests by our provincial government is concerning for all of us, but especially for those of us belonging to vulnerable populations. Right now, too many people in Newfoundland and Labrador are making hard decisions around navigating life with Covid-19. People living on low incomes are choosing between purchasing food, paying the power bill, and buying rapid tests. Low wage workers have to decide if they will miss work, and, without paid sick days or tests to determine if they are unwell, these decisions are even more difficult. People with limited resources are taking buses and paying for cabs trying to find rapid tests, all while they may be unwell. This is not equitable community health management.   

Throughout the pandemic, the provincial government has been clear that they recognize testing as an important public health measure to limit spread of COVID-19, but the current options to acquire rapid tests in Newfoundland and Labrador are not accessible, equitable, or sustainable. 

At this stage in the pandemic, provision of rapid tests is essential, and we believe that rapid test provision is a responsibility of our provincial government. Prioritizing access to rapid tests for our most vulnerable communities will contribute to COVID-19 risk mitigation for the entirety of our province. We strongly recommend an immediate investment in accessible and sustainable access to rapid tests for vulnerable populations in our province.

We have shared this urgent request directly with the Premier of Newfoundland and Labrador and with the Minister of Health and Community Services. We encourage people of the province to share this open letter, and write directly to government leadership to share your own concerns about access to rapid tests for those who need them in Newfoundland and Labrador.


Bridget Clarke, Advocacy Coordinator, St. John’s Status of Women Council

Marguerite’s Place is hiring!

Marguerite’s Place is in search of a few Housing Support Workers to add to their relief list.

Relief Housing Support Workers are responsible for ensuring that there is a safe environment for residents of Marguerite’s Place supportive living facility.  They use conflict resolution and mediation skills to prevent and manage and de-escalate crises, and provide support in all situations. Housing staff assist with the development of support plans for residents and programming.  Housing Support Staff operate the security system, do regular building checks, and monitor entries /exits from the building as required. They also assist with a variety of other duties including statistics collection,  reporting, research and logistical support. 

Relief Housing Support workers report directly to the Marguerite’s Place Coordinator and serve as a part of the circle  of care for residents. This position is highly independent and does require the staff to work alone. 

Closing Date: 16 May 2022 – 4pm Newfoundland Time. 

Please email a cover letter and resume to: 

Applications without a cover letter will not be considered