February 15 at 10:00 a.m. The Struggle for Authenticity: Code Switching in Academia Keynote Event. Event Description: As society continues to shape and people forge their respective identities, we are encouraged to bring our authentic selves wherever we go. When discussing identity, however, cultural norms can be stigmatized by social hierarchies and aren’t always accepted holistically. As a result, code switching in speech, attire and mannerisms appears to be a required tool to “fit in” with the majority and is often leveraged to find success personally and professionally. This form of assimilation, however, can lead to challenges in what it means to “be you” when having to present yourself in a manner that is comfortable for others. Click Here To Register
February 15 at 2:00 p.m. We’re Not OK: A Dialogue About Black Employee Experiences at PSEs. Workshop Description: In this dialogue space for Racialized Employees at Algonquin College, the authors of “We’re Not OK: Black Faculty Experiences and Higher Education Strategies” take a deep dive into the potential ramifications of racial disparities on social belonging and mental health. Topics include racial trauma, tokenism, code switching, and imposter syndrome. Participants will have the opportunity to reflect on personal experiences as they dissect narratives from Black faculty. Attendees will leave with mental wellness strategies that they can implement personally and professionally. **Please note that the workshop ‘We’re not OK…’ is specifically for Racialized employees at AC. Click Here To Register.
February 20, 2024, 11:00 – 1:00 p.m. Teaching, Tea and Bannock. Black and Indigenous Relations and History – email diversity@algonquincollege.com for more information.
February 27, 8:30p.m. – 12:30 p.m. February Ethical Upstander Training Workshop
This is an advanced training that provides participants with the basic skills to become an active bystander. This training includes short videos, partner sharing, small group activities, templates for challenging discussions and scenarios and activities for practice. Please note: All attendees must have completed the Introduction to Inclusion and Diversity at Algonquin College course. Click Here to Enroll
February 13, 6:00 p.m. – 10:00 p.m., Observatory (Woodroffe Campus) BHM Remix & Rewind: Trivia Night Celebrating Black History, Music and Culture: Let’s go through time as we throw it back to celebrate Black History Month with a unique twist! “BHM Remix & Rewind” ain’t your average trivia night – it’s a lit fusion of Black History, Music and Celebrities who shaped our culture. Dive into questions that explore the incredible achievements of Black trailblazers while vibing to the iconic tunes that defined the 90s and 00s. With a live DJ spinning, interactive trivia that spans Black excellence and music history, and epic prizes up for grabs, this night is all about celebrating the past and present of Black culture. Throughout February, Students’ Common (Woodroffe Campus)
Legacy Portraits: Black History Makers in Canada: To celebrate Black History Month, we plan to showcase a collection of character profiles highlighting notable Black Canadians’ achievements. These profiles will be displayed on all campuses throughout the month of February. Throughout February, SA Social Media/ All campuses
BHM| Trivia Mondays:A weekly trivia giveaway on SA Social Media will be launched to celebrate Canadian Black History Month. A clue will be posted weekly about mystery notable figures in Canadian Black History. Students can participate by sharing their best guesses on social media. They can improve their odds by tagging a friend (each tag equals an extra entry). By sharing, they enter a giveaway and stand a chance to win a gift card to support local Black-owned businesses. The contest closes on February 29th at 11:59 PM EST.
February 12, Time: Food and Beverage Day @ Pembroke featuring Free Jamaican Patties + Film Screening of CBC Short Doc | Patty vs Patty. Time – 11:30-1pm. Location: Pembroke Campus Cafeteria. Will be serving Jamaican Patties! We will also be showing a short video on the history of the Jamaican patty in Canada. Get yours before they are all gone!
February 15, 2024, Black Excellence: A Panel Discussion on a Heritage to Celebrate; a Future to Build. Time: 12-1pm. Location: Hybrid/Virtual via Zoom, inperson at The Landing, Pembroke Campus.
From the 2023 Algonquin College (AC) Workforce Diversity Summary Report, we learned that of the 2% of Indigenous identifying employees, a significant proportion (47%) self-identify as Métis peoples. In light of this information, we’re spotlighting an important historical figure for Métis people and in fact for everyone in Canada: Louis Riel.
While most often remembered on November 16th, the anniversary of his death by hanging in 1885, many Métis communities prefer to commemorate his life and legacy on his birthday. Born in St. Boniface, Red River Settlement (present day Manitoba) in 1844, Louis Riel was a French Métis leader who made a big impact towards the development of Canada and the inclusion of Métis peoples.
What’s the significance of Louis Riel’s Legacy?
Elected to the house of commons three times, Riel was most notably a politician, and a charismatic leader of the Métis nation. He represented Métis people’s needs at the time and helped in establishing rights for them.
One of his most significant contributions was establishing a provisional government which led to the Manitoba Act of 1870 which in turn led to the founding of the province of Manitoba. While recognized as a Father of Confederation, Riel also led two resistance movements against the Canadian government in defense of the Métis and ultimately gave his life for justice and recognition of the rights of Métis peoples.
To learn more about the impact of Louis Riel’s legacy today, check out our inaugural episode of ‘AC Bright Ideas’, where we had a chat with AC’s Indigenous pedagogy and learning consultant, Sheila Grantham. Click here for the video interview.
Resources
To learn more about Louis Riel and Métis peoples and culture check out these resources:
Did you know? Algonquin College has two Indigenous pedagogy and learning consultants; those who would like more information on Métis teaching and learning resources can contact Sheila Grantham.
Transgender awareness week occurs November 13-19 each year as an occasion to raise awareness of issues facing transgender communities leading up to Transgender Day of Remembrance (TDOR) on November 20.
It is a week for transgender people and their allies to join together in action to educate each other, amplify one another’s voices, and advance advocacy around the issues of prejudice, discrimination and violence that affect the transgender community at large.
It is also a great time to brush up on Trans Allyship skills, and to share stories and experiences which uplift all who identify as Trans or non-binary.
Here are a few great ways to be an active Algonquin College Trans Ally this week:
2. Watch This Video below from It Gets Better Canada featuring Makayla Walker: Walker speaks to the importance of trans story-telling, shared experiences and finding a good support network. (visit the full toolkit here)
3. Share a resource: – Read and share this great blog post on FacingCanada.Org by Lee Anton which provides some rock solid strategies and scripted responses for anyone needing to speak up and out against anti-trans rhetoric with confidence! – Know someone who might not know where to start when it comes to changing gender markers on their identification documents? Point them here: https://ccgsd-ccdgs.org/gender-markers-guide/
How can we as employees and managers ensure meetings and collaborations are more inclusive? After combing through the insightful feedback from the Algonquin College equity, diversity and inclusion ThoughtExchange, this theme has proven another important one for our communities to consider meaningfully as we search for and implement strategies toward achieving a more inclusive work environment overall.
Many thoughts which were submitted in weeks one and two touched on the need for better forethought, planning, and structure. Together, we should be forming and storming new habits which keep diversity of thought, opinion and experience top of mind, especially when meeting and collaborating. When exploring disability and accommodations in week three, the theme of inclusive meetings proved relevant as well. Putting new practices in place will require effort and consideration from not only managers, but from all employees.
Here are some of the thoughts which made specific mention of inclusive meetings & inclusive collaboration:
Week One Thought Ranked #2 of 133 be mindful that not all disabilities are apparent, therefore for meetings/events, ask if any accommodations are needed some people are shy to bring up, but if question is asked beforehand, maybe they will ask for accommodation
Week Three Thought Ranked #27 of 37 More proactive asking/checking in for all employees by management about needing accommodations vs I have to be the one to reach out. More check ins about meetings, team buildings etc about what employee’s accommodation needs are. More centering of disability in our planning ie masks
Week One Thought Ranked #38 of 133 Create and reinforce safe space principles at team meetings. Help employees to feel safe, a sense of belonging and confidence to make their voice heard.
Week One Thought Ranked #109 of 133 Offer Hybrid meetings whenever possible. Zoom mtgs offered those who are introverts a chance to type in thoughts in chat. They may not have during in person mtgs.
Week One Thought Ranked #46 of 133 Ensure all around the table at meetings have a chance to share/speak. Diversity isn’t just about who is at the table, it’s about leveraging a collection of diverse viewpoints for success.
Week One Thought Ranked #56 of 133 If you’re going to say someone’s name in meetings, take the time to learn how to pronounce it correctly, for all team members regardless of background Using a name is a way of recognizing a person’s uniqueness in a respectful way
If you are interested in learning more about inclusive meetings and collaboration, check out these LinkedIn Learning classes! (click HERE if you don’t yet have your LinkedIn learning access set up)
Click HERE to access the Developing Inclusive Meetings video on LinkedIn Learning
If you have thoughts to share on the formation of employee led networks for college employees who share a particular identity characteristic, we highly encourage you to take part in week four of the ThoughtExchange, where we are asking:
In the first two weeks of Algonquin College’s EDI ThoughtExchange – an important exercise in gathering input, ideas and insights from the college’s employee community on ways to ensure our workplaces are equitable, diverse and inclusive – there were a great many thoughts shared which identified key areas of exploration, signs of strength and opportunities for improvement toward our collective goals. One such area of opportunity we thought best to highlight is on the topic of disability inclusion.
In our first week, the question posed focused on the most impactful, specific actions your direct manager at the College can take to create a workplace strongly characterized by equity, diversity, inclusion and a sense of belonging. In week two we asked “what actions would reassure you that career opportunities at Algonquin College are fair for everyone?”.
Of the many insightful ideas discussed, those which made specific reference to disability are driving home a crucial need for increasing the availability and awareness of supports, better education and solid solutions for addressing ableism, the stigma of asking for accommodations at work, and disclosing a disability:
Week Two Thought Ranked #47 of 123: Asking for accommodation is intimidating for candidates. Not sure how to make it easier. As an internal candidate, I have hesitated to ask for accommodation during interview for fear of bias.
Week One Thought Ranked #2 of 133: be mindful that not all disabilities are apparent, therefore for meetings/events, ask if any accommodations are needed. Some people are shy to bring up, but if question is asked beforehand, maybe they will ask for accommodation.
Week One Thought Ranked #15 of 133: Promote people with diverse backgrounds & strongly support them. There are many supports for students, but little for faculty comparatively. Disabled, visible minority, & queer faculty need to be protected and properly supported with policy, resources, and techs, just like the students.
Week One Thought Ranked #21 of 133: Many people struggle with mental illness or invisible disabilities – ensure they feel safe coming to you for assistance if they are struggling So many suffer in silence with invisible illnesses, and self esteem, job performance, etc all suffer creating a cycle. They should feel safe to share.
Week Two Thought Ranked #94 of 123: Having the ability to feel like if you share your identities or disabilities in the interview process. Not having to hide who you are or some of your challenges to be able to show yourself better would make it more equitable.
There is no shortage of resources out there to brush up on this subject, however if you are looking for a quick and robust introduction that covers a lot of ground in under an hour, check out organizational psychologist, Adam Grant’s podcast episode on the topic:
Work Life with Adam Grant- It’s Time To Stop Ignoring Disability Disability is far more common and far more diverse than we might realize. But often, people are reluctant to reveal their disabilities, and managers don’t know how to address them. In this episode, Adam investigates some extraordinary steps workplaces are taking to support people with disabilities– and those without.
If you have thoughts to share on disability inclusion at the College, we highly encourage you to take part in week three of the ThoughtExchange, where we are asking:
Algonquin College launched its first employee survey dedicated to measuring the climate for inclusion in our workplaces this week. The core question for a measure of an inclusive climate revolves around the employee experience. Succinctly put, it is: “Do all groups of employees feel as though they belong and their contributions are valued?”
The Inclusive Climate Survey will seek to measure:
Inclusion – an assessment of employees’ experience of the workplace climate.
Inclusion within Diversity – Differences in experience across diverse groups.
College employees are encouraged to respond to the anonymous survey (the link is on your email) before September 10th, 2021.
In this context, some people may be wondering about measuring inclusion, so I’ve collected some recent articles on the topic:
To Make Real Progress on D&I, Move Past Vanity Metrics –Harvard Business Review:Using data in diversity and inclusion initiatives can help organizations move beyond tick-the-box exercises. It can enable them to take an honest look at where they’re falling short, assess the experience of specific groups in the company, and prevent employee attrition before it happens. Start by identifying data gaps in your HR systems. Determine the relevant information you have and what you’ll need to understand the makeup of your employee base. If you’re not collecting data about age and race, for example, it’s impossible to know where you are and measure improvement. Work with HR and legal to ensure that you’re capturing the right data and allowing people to opt-in appropriately. Use the data you’ve collected to build a single source of truth that is based on facts. Honest, accessible metrics around your diversity progress and remaining gaps are critical to ensuring the work is measurable, targeted, and impactful.
How to Measure Inclusion in the Workplace – Harvard Business Review.In an era where companies are paying more and more attention to diversity, equity, and inclusion (DEI), inclusion remains the most difficult metric to track. From new research, Gartner developed the Gartner Inclusion Index to measure what true inclusion looks like across an organization. The authors outline how to use the Gartner Inclusion Index to measure employee perceptions of inclusion, what effective action looks like from leaders, and common pitfalls to avoid.
The Honourable Justice Murray Sinclair, Chair of the Truth and Reconciliation Commission, has identified education as core to reconciliation, stating, “Education got us into this mess and education will get us out of it.” The Legacy of Hope Foundation has many incredible resources for all Canadians, and especially educations to better understand and explore the truth and impact of the residential school system.
I highly recommend watching this 27 minute video: Where are the Children?This video was created in 2001 to:
acknowledge the experiences of, and the impacts and consequences of Canada’s Residential School System on Indigenous peoples;
to create a public and historical record of this period in Canadian history that could be easily accessed by Canadians; and
to promote public awareness, understanding and education of the history and legacy of residential schools.
The horrible discovery of the bodies of 215 children from the Tk’emlúps te Secwépemc First Nation on the grounds of a former residential school outside Kamloops BC last week is another opportunity for settler Canadians to face our history. It’s not the first, and sadly won’t be the last. We must all claim ownership of the truth before we can do the hard work of reconciliation. People, especially those whose lived experiences connect them to the victims of such an event, are affected in their hearts and minds. This can undermine mental wellness, healthy communities, and social relationships at home and at work. Please find below some support resources that include strategies for coping with reactions to stress and anxiety as a result of traumatic events, and some information on how to support your colleagues or employees who may be impacted.
Indigenous employees need not be reminded that a crisis or traumatic event such as this can trigger overwhelming emotional responses, but we are offering a reminder to seek the support you may require. Immediate, confidential and culturally appropriate Employee and Family Assistance Program (EFAP) services are accessible 24/7/365 by calling 1-844-880-9137 or visiting workhealthlife.com. The website features additional information and tips on coping with trauma and mental health. For more information specifically on EFAP please visit the HR Website, or contact Wellness and Abilities at disability@algonquincollege.com. Students who are experiencing intense feelings of distress or thoughts of suicide, are strongly encouraged to connect with support services available on campus and in the community. Please click here for a list https://www.algonquincollege.com/studentsupportservices/support-students-crisis/
The College will be flying the flags at half-mast; you can read the full statement here. One small action you can take in your personal journey of examining the truth is to complete the online training offered to employees ‘Building Relationships: Learning about Truth and Reconciliation.’ Learning is one way we can all better understand reconciliation, to restore trust, and build stronger relationships with Indigenous peoples and with Indigenous students in our classrooms. Register here: https://employeelearningcatalogue.algonquincollege.com/course/285/building-relationships-learning-about-truth-and-reconciliation
This week The Journey Towards Inclusion & Diversity in the Algonquin College Workforce Annual Report 2020-21 was released. The report is both a celebration of the College’s actions and delivery on our commitment to transparency in those actions. It documents the actions, outputs, and outcomes from the past year. I believe the opening letter from the Vice President of Human Resources, Diane McCutcheon, is a powerful reflection on the year, and I’m sharing it with you all here:
Over the past year we have learned to ‘pivot, ‘zoom’, ‘connect’, ‘be mindful’ and ‘resilient’. We have all experienced isolation and loss, and through it all we have proven that the spirit of our College community is strong. Part of that strength is in our diversity, but most importantly this year our strength comes from leaning into inclusivity. By creating a sense of connectedness and belonging through pandemic induced isolation we have found a myriad of new ways to demonstrate how we value one another and our individual uniqueness; and we have collectively promoted a working environment where everyone was able to bring their authentic selves (including their children, pets, partners, and homes) to work.
We learned to deliver all of our inclusion and diversity programs remotely, creatively and in newly engaging ways. This brought opportunities to have conversations with experts from across the nation, and to bring together our College community with record numbers of employees and learners participating in virtual learning opportunities.
This year will forever be remembered for the broad societal awakening to the ongoing realities of racism, sparked internationally by the death of George Floyd, but also in our communities with the deaths of Anthony Aust, Joyce Echaquan, and the murder trial for Abdirahman Abdi. The College did not shy away from the conversation about systemic racism, but instead we again leaned into our value of respect. During the year we prepared our community to have difficult and uncomfortable conversations with wise words from diversity & inclusion expert Hamlin Grange in July, as well as launched our Ethical Upstander training to employees to call-in those who do harm in our community. Our work this year culminated in a week of pivotal and disruptive conversations about the experiences of racism within the Black and Indigenous members of the Algonquin College community with the ‘Taking a Stand’ week, which further strengthened our focus on inclusion.
This report reflects on Year Two of the College’s Inclusion & Diversity Strategy and Blueprint, and we are just making progress towards sustainable culture change. We are seeing a rise in xenophobia and anti-Asian racism and we will meet this by living our commitment to value equity and diversity in our community, and to stand against hate in all its forms. Let us keep our momentum of change to embrace our culture of inclusion.
Sincerely, Diane McCutcheon Vice President, Human Resources
May is Asian Heritage Month, which is an opportunity for all Canadians to learn more about the many achievements and contributions of Canadians of Asian descent who, throughout our history, have done so much to make Canada the amazing country we share today. The theme for Asian Heritage Month 2021, “Recognition, Resilience, and Resolve”, embodies the myriad of sentiments that peoples of Asian descent in Canada have experienced and honours their contributions and their diverse stories which are rooted in resilience and perseverance. It is also a call to action for all Canadians to come together to combat all forms of anti-Asian racism and discrimination.
Consider examining these resources to start understanding and addressing the roots of anti-Asian racism:
Racial Segregation of Asian Canadians: This article delves into the racial segregation Asian-Canadians face in many aspects of everyday life in Canada such as the work, housing & health care, politics & citizenship and education sectors.
A Podcast: Voices of the Pandemic – Fight Covid Racism: Episode 3 KJ. In this episode, our guest KJ talks about a racist experience that happened to her and the students she advises in an online classroom during the pandemic. She also shares with us her journey of leaving China to settle in Canada to raise a family and to freely practice her faith.
Stop Hate: This website provides a list of safety tips for those experiencing or witnessing hate.
