Posted on Friday, November 20th, 2020
Today, November 20th, is Transgender Day of Remembrance, a date which honors the memory of the transgender people whose lives were lost in acts of anti-transgender violence.
A few quick facts from the 2010 Trans PULSE survey of trans and gender non-conforming people in Ontario:
- 34% reported being subjected to verbal threats or harassment
- 20% reported being physically or sexually assaulted due to their gender identity or gender expression
- 71% hid their gender identity to avoid discrimination
- 73% reported avoiding public spaces or situations for fear of being harassed or ‘outed’ as trans
- Black trans people face higher rates of poverty, with 34% living in extreme poverty compared to 9% of non-trans Black people
- 47% of Indigenous trans people surveyed in study were living in poverty, while 34% were homeless or underhoused
If you want to learn more about the dynamic nature gender and sexual diversity, please visit the College’s employee learning catalogue to access the Pride at Work Canada 2SLGBTQ+ Inclusion Resources. Here you will find a repository of over 10 webcasts and growing – in particular you can watch this month’s presentation on Trans inclusion in the workplace. This webinar, presented by experienced trans educator Yasmeen Persad, will provide concrete recommendations on how all workers can support trans colleagues, and advocate for more trans inclusive workplaces. Citing cases ruled on by the Ontario Human Rights Commission, Persad speaks to how employers can not just meet their legal obligations, but go beyond accommodation to acting in allyship with trans communities.
Posted on Friday, November 6th, 2020
I’m writing this week to get you thinking about our biases in advance of our Livestream event on November 12th at 1:00pm with Howard Ross author of the Washington Post bestseller, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives and seminal thought leader on the topic. You can register here if you haven’t yet!
What is Unconscious Bias?
A cognitive bias is a systematic error in thinking that occurs when people are processing and interpreting information in the world around them and affects the decisions and judgments that they make. Biases often work as rules of thumb that help you make sense of the world and reach decisions with relative speed. (Source: Cherry, Kendra. 2020. What is cognitive bias? https://www.verywellmind.com/what-is-a-cognitive-bias-2794963)
Fake News on Unconscious Bias**:
- I can’t do anything about my unconscious bias. By starting the analysis of your biases, and knowing where to look, you will build your mental muscle to avoid biased brain shortcuts, thereby making better decisions. The best predictor of whether people can reduce their biases is simply whether they have the desire to!
- Bias is all about disliking certain groups. This is absolutely one area where bias occurs, but just as often bias creeps into our decision making about who we do like. This can include things like a recency bias, halo effect, in-group bias to name a few. Really effective self-reflection on biases will involve considering both who you are biased towards as well as who you are biased
- People are talking about unconscious bias because conscious bias isn’t much of any issue anymore. A review of the headlines from the CBC this week will quickly halt that line of thinking with police beatings of Indigenous people, disproportioned numbers of COVID cases in Black communities, and on and on. Bias, prejudice and discrimination in society and in the workplace are still very much occurring in Canada today. However unconscious bias is an area where you can check yourself, identify bias, and make a conscious decision to change.
**Source: Seven Misconceptions about Unconscious Bias. Franklin Covey. http://pages.franklincovey.com/rs/524-AUO-315/images/MRK1928350_UB_SevenMiscon_Guide_%5Bv1.0.9%5D.pdf
DON’T MISS THE NOVEMBER INCLUSION INFUSIONS LIVESTREAM EVENT – come and bring colleagues and students! Building Belonging: Race, Allyship and Work in a Time of Crisis with Howard Ross. Register Here
Over the past 10 years, research has exploded into the diversity and inclusion field, built on breakthroughs in the neurocognitive sciences and hundreds of new studies. What insights do they provide into how we think and how that thinking shapes our workplace behavior? Are these insights being misunderstood or misused? And how can we examine the data—and our own biases—to prosper in an increasingly diverse and global workplace, society and competitive landscape? In this game-changing presentation, based on years of neuro-cognitive and social science research and practical experience, Howard Ross shares proven strategies that both individuals and organizations can use to create more culturally competent and inclusive organizations. Revealing new research, case studies and practical applications that have diversity practitioners re-thinking old strategies, Ross shows how we can overcome unconscious bias to truly transform the way we work on both a personal and organizational level. This highly reflective and often inspiring presentation gives participants the opportunity to explore their own relationship with bias and its presence in their own organizations—beginning the journey toward self-discovery that is at the heart of inclusion.
Posted on Friday, October 23rd, 2020
This week we have a guest blog from Sara Lehnen a Library Technician who you can find at the Pembroke Waterfront Campus Library.
When I first approached the topic of Inclusion and Diversity, my initial reaction was “wow, this just covers so much; I don’t even know where to start!” I think that a lot of people right now are in the same boat: we are hearing buzzwords and hot-button topics, we are watching events unfold online, hearing about them on the radio, and reading about them in the news, and there is a growing sense that we need to become active listeners, learners, and allies to those people who society has, and still is, marginalizing. We are hearing that it is no longer enough to stand by sympathetically but passively. But with so much information out there, “where do I start” can present a genuine stumbling block even to those with the best of intentions.
To that end, the Inclusion and Diversity Subject Guide: https://algonquincollege.libguides.com/inclusion-and-diversity is meant to be a starting point for anyone, be they students, faculty, or staff, who has the goal of educating themselves or others on how to become better allies. It covers the broad categories of First Nations, Black, 2SLGBTQ+, Women, and People with Disabilities, under the umbrellas of Inclusion, Diversity, Equity, and Racism. There are resources geared toward introspection and personal growth, on aspects of the history of various groups, as well as links to active organizations and government bodies. All of the resources included in the Guide are accessible directly via Algonquin College Libraries or the AC website, or are freely available online. If you have suggestions for resources that should be added to this list, please email Sara Lehnen at lehnens@algonquincollege.com . The Library team is here to support all learners. To access our resources, supports and services, go to https://www.algonquincollege.com/library/
Posted on Friday, October 16th, 2020
Episode four of the inclusion infusion podcast is released – A Discussion on Race in Education!
This hour long episode is a timely and candid conversation on the impacts of race in the Ontario education system with three experts: Meghan Wills, Interim-chair of Parents for Diversity; Tim McCaskell, author of the book Race to Equity: Disrupting Educational Inequality; and Pascale Diverlus, Co-founder Black Lives Matter – Toronto. The guest host is Annette Carla Bouzi, professor in the School of Business at Algonquin College and President of the faculty union. Annette adeptly guides a difficult but important conversation on issues that need to be confronted in the College system to achieve educational inclusion, such as the trauma of racism and the challenges of performative allyship.
Even if you attended the live recording, it’s worth another listen as the issues are complex and this conversation is incredibly insightful. Please share this episode and its messages amongst your Ontario College contacts.
Available on Spotify, Breaker, and Google Podcasts: https://anchor.fm/inclusioninfusions/episodes/A-Discussion-on-Race-in-Education-ekpg55
Posted on Friday, September 25th, 2020
This podcast is an invitation to think critically about this new virtual world and workplaces we find ourselves in through the lens of inclusion and exclusion. This Inclusion Infusions podcast is an opportunity to hear the perspectives of this episode’s expert thinker Laraine Kaminsky on the pivot to virtual classrooms and remote workplaces, in the context of the Ontario College System. This episode is co-hosted by Wadhah Almonaifi from AC Online and Sarah Gauen, Inclusion and Diversity Specialist at Algonquin College. Listen on:
In this episode, we discuss The Harvard Business Review article Working from Home While Black by Laura Morgan Roberts and Courtney L. McCluney. You can read it yourself here: https://hbr.org/2020/06/working-from-home-while-black
Posted on Friday, September 18th, 2020
To be called a goddamn Jap – it will never escape you.
— Raymond Moriyama, architect
This summer I had the opportunity to be a tourist in my own backyard here in Ottawa. My family and I took a guided tour of the Canadian War museum. During this tour, we learned about the powerful architecture of the building and the man behind the design, Raymond Moriyama. He is an acclaimed Canadian architect, an Officer of the Order of Canada, and has created a physical legacy in Canada and beyond with his buildings, folding social justice into the fabric of his designs. Some of his most notable projects include the Ontario Science Centre, The Canadian Embassy in Tokyo, the Bata Shoe Museum in Toronto, Ottawa City Hall, and of course the Canadian War Museum. This was an important opportunity for me to learn and reflect on another instance of racism and xenophobia in Canada’s history.
We should recall that Canada’s celebration of Moriyama’s brilliance wasn’t always the case. On 14 January 1942, Prime Minister Mackenzie King ordered the removal of all adult males of Japanese ancestry from the coast. The government ordered that the men be sent to work in road labour camps. As with 21,000 other Japanese Canadians, his father was forcibly taken from his home, and his family interned during the second world War. Next Tuesday September 22nd, is the 32nd anniversary of the issuing of a formal apology by the Canadian government for its treatment of Japanese Canadians.
This new documentary Magical Imperfection: The Life and Architecture of Moriyama will allow you to hear about the Japanese experience of living in a Canadian internment camp; watch from 50:48 to 41:28 to hear about this experience is his own words.
While nature may be ravaged by human acts of war, it inevitably survives, regenerates and renews itself.
— Raymond Moriyama, architect
Posted on Friday, September 11th, 2020
As everyone is back focusing on our return to campus and the classrooms as faculty, staff and parents, I thought it would be pertinent to share some learning to also help us focus on equity in education. As a primer on the topic, I invite you to watch this 15 minute video from TVO with Steve Paikin and Patrick Case, Equity Education Secretariat. They discuss the standing of this provincial secretariat in 2017 and its mandate, streaming practices, systemic bias, and classroom practices.
Also, don’t forget to register for Algonquin College’s conversation on this topic on September 23rd at 10:00am. Annette Bouzi, president of the faculty union local 415 will be moderating a panel on Race in Education with three expert speakers, Pascale Diverlus – Co-founder Black Lives Matter Toronto; Meghan Wills – Chair Parents for Diversity; and Tim McCaskell – author and anti-racist and anti-homophobic education activist.
Register here: https://algonquincollege.zoom.us/webinar/register/WN_MmwrfIZ5RKupFqBPJMLZLQ
Posted on Thursday, July 30th, 2020
This week I came across an excellent and funny Ted Talk by Baratunde Thurston entitled How to Deconstruct Racism, One Headline at a Time. He picks up on many of the threads that we have been exploring about race and exclusion through our Inclusion Infusions blogs, events and podcasts. I invite you to watch this 17 minute video and reflect on how his narrative connects to the following ongoing discussions:
Click to be redirected to ted talk
1 – The Power of Words. Baratunde articulates how the structure of sentences and the media can impact our actions as it relates to race. Here’s some links to previous blogs on how word choices shape our thoughts and are key skills for inclusion: Racist Lexicon, Tools for Countering Xenophobia. What’s in a name?. Pronouns
2 – Discomfort. You can register here to re-watch Hamlin Grange’s presentation to Algonquin College on Having Difficult Conversations in Difficult Times. Here’s a blog on how leaders need courage for success in working across difference. Diversity Fear and Courage.
3 – Policing Back Lives. Baratunde points to how your actions have the potential to play a role in reducing the policing of black lives. If you are wondering if the examples apply to Canada, then check out this blog in advance of Robyn Maynard’s presentation last year on her book ‘Policing Black Lives’. Black Liberation Otherwise
Posted on Thursday, July 23rd, 2020
As you are waiting for the next episode of the Inclusion Infusions Podcast (coming in September), I wanted to share some insightful voices you may enjoy listening to this summer.
- The Indian Act | The Secret Life of Canada (43min) https://curio.ca/en/player/22864/dialog/
What is the Indian Act and why Canada still have it on the books? The Secret Life team looks at the roots of this complicated policy, which after 143 years is still embedded in Canadian identity, from the policy that led to the Act to how it still impacts Indigenous identities today.
- Why Now, White People? | CODE SWITCH Gene Demby (29min) https://www.npr.org/2020/06/16/878963732/why-now-white-people
The video is horrific, and the brutality is stark. But that was the case in Ferguson, Mo., in 2014 and Minnesota in 2016. This time, though, white people are out in the streets in big numbers, and books such as “So You Want to Talk About Race” and “How to Be an Antiracist” top the bestseller lists. So we asked some white people: What’s different this time?
- Race and Real Estate | Colour Code (47min) https://podcasts.apple.com/ca/podcast/race-and-real-estate/id1143156370?i=1000377369642
The price of home ownership has skyrocketed in Vancouver, and many think foreign buyers – especially those from China – are a big reason why. Hannah visits the west coast city to learn the history of race and space in B.C. and speaks with Vancouverites, including an urban planning academic and a real estate agent.
- Want a more just world? Be an unlikely ally | Nita Mosby Tyler (10min) https://podcasts.apple.com/ca/podcast/ted-talks-daily/id160904630?i=1000485264700
A more equal world starts with you. Citing a formative moment from her own life, equity advocate Nita Mosby Tyler highlights why showing up and fighting for others who face injustices beyond your own lived experience leads to a fairer, more just future for all.
- Talking to Your Kids About Race and Racism | Dr Pragya Agarwal and Freddie Harrel (17min) https://www.bbc.co.uk/programmes/p07khskz
Talking to your kids about race and racism with Dr Pragya Agarwal and Freddie Harrel.
Posted on Thursday, July 9th, 2020
Language not only develops in conjunction with society’s historical, economic and political evolution, but also reflects that society’s attitudes and thinking. Language not only expresses ideas and concepts, but actually shapes thought. There are some phrases and colloquialisms with discriminatory or offensive roots, which are sometimes little known. It’s important to critically examine the very language we use, and consciously aim to eliminate where racist bias has been built into our everyday lexicon. Here are a few to get you started:
Blacklist/whitelist: In tech, a blacklist refers to a directory of specific elements, such as email addresses, IP addresses or URLs, that are blocked. A whitelist, by contrast, is made up of elements that are allowed. This evokes the bias of good and bad enshrined with race. Many companies are encouraging developers to use “blocklist” and “allowlist” instead.
Cakewalk: It’s what we call an easy victory, or something that’s easily accomplished. Plantation owners held contests in which enslaved people competed for a cake. Later, the dance — and the idiom — was popularized through blackface minstrel shows, characterized by a “a high-leg prance with a backward tilt of the head, shoulders and upper torso.” This reference is rife with racist connotations and stereotypes.
Eskimo: comes from the same Danish word borrowed from Algonquin, “ashkimeq,” which literally means “eaters of raw meat.” Either way, when we refer to an entire group of people by their perceived behaviors, we trivialize their existence and culture. Be sure to do some research and start using the proper terms, like Inuit.
Low man on the totem pole: Totem poles are monuments created by the First Nations of the Pacific Northwest to represent and commemorate ancestry, histories, people, or events. The term “low man on the totem pole,” when used as an idiom to describe a person of low rank, inaccurately trivializes the tradition and meaning of the totem poles, which do not have a hierarchy of carvings based on physical position. Consciously replace this turn of phrase with – Person of lower rank, junior-level.
Lynch mob: The racist roots of the phrase are hidden in plain sight. Though it’s evolved into an umbrella term for an “unjust attack,” lynch mobs originated as hordes of people, most always White, who’d torture and kill Black people — often by hanging them — as a form of vigilante justice. Let’s just choose a different word, ok?
Master bedrooms/bathrooms: While it’s unclear whether the term is rooted in American slavery on plantations, it evokes that history. There is a movement to instead replace “master” with “primary” to describe bedrooms and bathrooms on real estate listings.
Master/slave: Tech engineers use these terms to describe components of software and hardware in which one process or device controls another. Many companies are eliminating “master/slave” terminology and instead using “primary/replica.”
Peanut gallery: The phrase typically refers to the cheapest seats in a theater, and is informally used to describe critics or hecklers. The term dates back to the vaudeville era of the late 19th century and referred to the sections of the theater where Black people typically sat. Unbeknownst to many, the phrase suggests dismissal of the ideas and commentary of Black perspectives.
Pow-wow: is a social gathering of Indigenous people that includes dance, singing, and ceremonial elements. Many First Nations organizations hold them on a regular basis. Using this term out of context to refer to a meeting or a quick chat or conversation trivializes the significance of these gatherings. Consciously replace this idiom with – Chat, brief conversation, quick talk, brainstorm.
Savage: The word savage as an adjective typically meant “fierce, ferocious, or cruel; uncivilized; barbarous.” In French, the term sauvage is a slur when used to describe an Indigenous person. In both English and French, the word has a colonial history as it was used by European settlers to refer to Indigenous people. In the photo and film casting industry the use of the term “casting sauvage” for street casting is being called into question as racist.
Sold down the river: While this phrase now refers to a devastating betrayal, its history is more fraught. In the 1800s, Black slaves were literally sold down the river. Slave traders traveled along the Mississippi River, selling enslaved people to plantation owners further south. There awaited inhumane conditions and brutal labor that often ended in death.
“Urban” Music and Artists: used by the music industry to market Black artists. Categorizing black performers as urban has been a sore point for many artists and executives, who see it as a subtle but pernicious form of racism. It groups together a range of genres — including rap, R&B and pop — but the main purpose seems to be to separate that music from the work of white artists. The use of urban in reference to music stems from the radio industry, which initially excluded black artists from its most popular stations.
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