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<title>May 2024 DEI Commemorative Dates</title>
<link>https://canadianequality.ca/may-2024-dei-commemorative-dates/</link>
<dc:creator><![CDATA[Katheryna Khong]]></dc:creator>
<pubDate>Mon, 22 Apr 2024 16:40:09 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<category><![CDATA[Inclusive Workplace]]></category>
<guid isPermaLink="false">https://canadianequality.ca/april-2024-dei-commemorative-dates-copy/</guid>
<description><![CDATA[May is a month of celebration and awareness with the month dedicated to occasions such as Asian Heritage Month, Canadian Jewish Heritage Month, and Mental Health Awareness Month. This month presents great opportunities for DEI practitioners to participate and make a difference in their communities. Other Important Days This Month: Asian Heritage Month May is… <a class="more-link" href="https://canadianequality.ca/may-2024-dei-commemorative-dates/">Continue reading May 2024 DEI Commemorative Dates</a>
The post <a href="https://canadianequality.ca/may-2024-dei-commemorative-dates/">May 2024 DEI Commemorative Dates</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[May is a month of celebration and awareness with the month dedicated to occasions such as Asian Heritage Month, Canadian Jewish Heritage Month, and Mental Health Awareness Month. This month presents great opportunities for DEI practitioners to participate and make a difference in their communities.
<h2>Other Important Days This Month:</h2>
Asian Heritage Month
May is Asian Heritage Month in Canada—an opportunity for all Canadians to reflect on and learn more about the many achievements and contributions that Canadians of Asian heritage have made and continue to make across the country. The theme for Asian Heritage Month 2024 has not been announced. This month is also a reminder for all to come together to combat anti-Asian racism and discrimination in all its forms.
Canadian Jewish Heritage Month
Montreal and Toronto together account for about three-quarters of the Canadian Jewish population. By 1768, the number of Jews in Montreal had grown to a point where they decided to establish Canada’s first synagogue. A synagogue is a Jewish house of worship. May is a month to recognize, appreciate and celebrate Jewish Canadians’ contributions to the country.
Mental Health Awareness Month
Established in 1951, the Canadian Mental Health Association encourages Canadians to learn and talk with others about mental illness issues. This year’s theme is “A Call to be Kind” with the hashtag #CompassionConnects. May is a month for understanding mental health, recognizing mental health issues, and promoting awareness and compassion.
1st May: World Maternal Health Day
Women of every culture, age, income level, and race can develop perinatal mood and anxiety disorders. Symptoms may appear at any time during pregnancy and the first 12 months after childbirth. 1 in 5 new mothers experiences some perinatal mood and anxiety disorder (PMAD). The goal of this day is to improve the quality of care for women experiencing PMAD and reduce the stigma of mental illness. For more information, visit <a href="https://wmmhday.postpartum.net/">WMMHDay.</a>
3rd May: World Press Freedom Day
UNESCO and Chile are hosting the 31st World Press Freedom Day and have various events planned between May 2-4, 2024. World Press Freedom Day is dedicated to celebrating the importance of journalism and freedom of expression in the current global environmental crisis.
5th May: National Day of Awareness for Missing and Murdered Indigenous Women and Girls (Red Dress Day)
May 5 is Red Dress Day, a day to remember and honour missing and murdered Indigenous women, girls, and 2SLGBTQQIA+ peoples (MMIWG2S+). This date serves as a reminder of the ongoing genocidal crisis of missing and murdered Indigenous women, girls, and 2SLGBTQQIA+ peoples. Wearing a red dress or any red clothing is a common way to show solidarity and support for the cause.
6th May: International No Diet Day
This date is celebrated annually with social media campaigns to encourage the rejection of diet culture. This celebration was first started in 1992 by British feminist Mary Evans Young. This movement aims to challenge diet culture, promote healthy relationships with food, raise questions about the safety and efficacy of commercial diets, and honour the victims of eating disorders and weight-loss surgeries.
12th May: Mother’s Day
In Canada, Mother’s Day lands on the second Sunday in May. It’s a celebration of motherhood, maternal bonds, and the influence of mothers in society.
16th May: International Day of Living Together in Peace
The UN has declared 16th May every year, International Day of Living Together in Peace. Living together in peace is all about accepting differences and the ability to recognize, listen to, respect and accept others. The Declaration also recognizes that to fulfill such an aspiration, there is a need to eliminate all forms of discrimination and intolerance, including those based on race, colour, sex, language, religion, political or other opinion, national, ethnic or social origin, property, disability, birth or other status.
16th May: Global Accessibility Awareness Day
The theme for this year’s Global Accessibility Awareness Day (GAAD) is “Built Without Barriers.” This day aims to encourage everyone to talk, think, and learn about digital (web, software, mobile, etc.) accessibility. The purpose of accessibility is to remove barriers and provide equal opportunities for everyone, regardless of their disabilities.
17th May: International Day Against Homophobia, Biphobia and Transphobia
What started as a grassroots initiative is now celebrated across the world. The date, May 17 was chosen to commemorate the decision to remove homosexuality from the International Classification of Diseases of the World Health Organization (WHO) in 1990. It was classified as a mental disorder. In 2009, transphobia was added to the name of the campaign, and biphobia was added in 2015.
21st May: World Day for Cultural Diversity for Dialogue and Development
Held annually on May 21, UNESCO highlights this day for the richness of the world’s cultures and the essential role of intercultural dialogue in achieving peace and sustainable development. 89% of all current world conflicts occur in countries with low intercultural dialogue. To forge effective cooperation and sustain peace, strengthening intercultural dialogue needs to be a priority.
23rd May: Wesak (Buddhism)
Wesak, also known as Vesak, is a date celebrated by Buddhists and some Hindus. It signifies the birth, enlightenment, and death of Siddharta Gautama who is commonly known as Buddha. Wesak is generally celebrated in many countries in South Asia and Southeast Asia, such as Tibet and Mongolia.
24th May: Pansexual and Panromantic Day of Awareness
This day is to increase the visibility of pansexual identities within the LGBTQIA2S+ community and to combat the stigma and prejudice towards pansexual and panromantic people.
25th May: National Missing Children’s Day
In 1983, President Ronald Reagan proclaimed National Missing Children’s Day in memory of Etan Patz, a 6-year-old boy who disappeared from a New York City street corner on May 25, 1979. This day is dedicated to encouraging parents, guardians and caregivers to make child safety a priority. National Missing Children’s Day serves as a reminder to continue our efforts to reunite missing children with their families.
25th May: George Floyd’s Death Anniversary 
The day of remembrance is to honour George Floyd’s life and the fight against racism and police brutality. 2024 marks the 4th year of Floyd’s murder.
25th May: Shavuot (Judaism)
Shavuot is the Jewish Feast of Weeks. It is celebrated every year on the 6th of Sivan (which translates to “season; time”). Shavuot combines two major religious observances. First, is the grain harvest of the early summer. Second, is the giving of the Torah on Mount Sinai seven weeks after the exodus from Egypt.
26th May: National AccessAbility Week
Founded as “National Access Awareness Week” in 1988, this week is an opportunity to celebrate Canadians with disabilities and raise awareness of the critical need for accessibility and inclusion for all in our communities and workplaces.
<h2>How You Can Show Up for Communities This Month</h2>
Showing up for equity-deserving communities is essential this month and every month beyond. This month presents opportunities for community action. Showing up is a great, cost-effective way to actively participate in making a difference! Here are a few ways you could participate:
<ul>
<li>Educate yourself with learnings that can be found on our <a href="https://www.instagram.com/canadianequality/" target="_blank" rel="noopener">Instagram</a> and <a href="https://ca.linkedin.com/company/canadian-equality-consulting" target="_blank" rel="noopener">LinkedIn</a></li>
<li>Donating to relevant organizations</li>
<li>Attend events and workshops in your local area or online</li>
<li>Volunteer your time and skills with organizations that serve marginalized communities</li>
</ul>
Remember to extend these efforts beyond the month and back them up with consistent actions to scale <a href="https://canadianequality.ca/diversity-and-inclusion-are-the-keys-to-beating-the-next-recession/">diversity, equity, and inclusivity</a> in your workspaces and on individual levels!
 
The post <a href="https://canadianequality.ca/may-2024-dei-commemorative-dates/">May 2024 DEI Commemorative Dates</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<item>
<title>Harassment and Sexual Violence in the Workplace</title>
<link>https://canadianequality.ca/harassment-and-sexual-violence-in-the-workplace/</link>
<dc:creator><![CDATA[Corrin Whiteway]]></dc:creator>
<pubDate>Fri, 19 Apr 2024 19:11:46 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=28011</guid>
<description><![CDATA[Every worker deserves a safe and supportive workplace, free of sexual harassment and sexual violence. While we work towards this goal in our society, we must acknowledge that we are far from this reality. A 2017 study of federal government employees in Canada, 21% of federal employees have experienced sexual harassment at work; 3% said… <a class="more-link" href="https://canadianequality.ca/harassment-and-sexual-violence-in-the-workplace/">Continue reading Harassment and Sexual Violence in the Workplace</a>
The post <a href="https://canadianequality.ca/harassment-and-sexual-violence-in-the-workplace/">Harassment and Sexual Violence in the Workplace</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[Every worker deserves a safe and supportive workplace, free of sexual harassment and sexual violence. While we work towards this goal in our society, we must acknowledge that we are far from this reality. A 2017 study of federal government employees in Canada, 21% of federal employees have experienced sexual harassment at work; 3% said they had experienced sexual violence at work. 2024 data from<a href="https://globalnews.ca/news/10288930/workplace-harassment-sex-assault-canada-statistics-canada/"> Statistics Canada</a> shows that nearly half of Canadian women have experienced sexual harassment at work. A sad and frightening reality for workers.
In the workplace, sexual harassment and sexual violence show up in many different forms.
Broadly, workplace <a href="https://www.canada.ca/content/dam/canada/employment-social-development/migration/documents/assets/portfolio/docs/en/reports/labour_standards/sexual_harassment/harassment.pdf">sexual harassment</a> is a form of discrimination and misconduct that involves unwelcome or unwanted sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. In Canada’s Labour Code, workplace sexual harassment is defined as “any conduct, comment, gesture, or contact of a sexual nature that is likely to cause offence or humiliation to any employee; or that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.” It is important to note that harassment can occur between individuals of any gender and can involve individuals at different levels of authority within an organization.
Within the Labour Code’s definition of sexual harassment, we can distinguish and identify distinct forms of sexual harassment: hostile work environment harassment and quid pro quo harassment.
Hostile work environment harassment involves behavior that creates an intimidating, offensive, or hostile work atmosphere, such as unwelcome comments, advances, or gestures of a sexual nature; this can also be called a “poison” work environment[i]. This type of harassment can take the form of repeated unwelcome sexual jokes or comments, repeated solicitation for dates or sexual contact, comments about someone’s body or their sexual relationships, gossiping about someone’s sexuality or partners – there are endless ways in which hostile work environment sexual harassment can happen. The defining factor for this type of harassment is: comments and behaviours that create discomfort and undermine an employee’s sense of safety and respect.
Quid pro quo harassment involves the exchange of employment benefits for sexual favors, often leveraging power differentials to coerce individuals into compliance. Imagine a scenario where a supervisor promises a promotion in return for engaging in sexual activities with a subordinate. If the subordinate refuses, they could receive a poor performance review, reduced opportunities, or some other form of reprisal. This is an example of quid pro quo harassment, where the terms of employment are contingent upon submitting to unwanted advances.
The impact of workplace sexual harassment can be profound, affecting victims’ mental health, job satisfaction, and productivity. Moreover,<a href="https://www.ncbi.nlm.nih.gov/books/NBK519461/"> it fosters a culture of fear and mistrust</a>, leading to higher turnover rates and decreased morale among employees. For employers, creating a safe and inclusive work environment is not only a legal and perhaps moral obligation, but it is also essential for fostering an equitable workplace culture where everyone can have a chance to succeed.
<h2>Preventing and Responding to Sexual Harassment</h2>
Employers have a responsibility to prevent and address such behavior, ensuring a workplace<a href="https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention.html"> free from harassment and violence</a>. Failure to do so certainly<a href="https://www.chrc-ccdp.gc.ca/en/resources/publications/preventing-and-addressing-workplace-harassment-and-violence"> violates established human rights</a> but also has detrimental effects on employees and organizational culture.
Preventing and responding to sexual harassment requires a multifaceted approach that typically begins with the implementation of a comprehensive anti-sexual harassment policy. This policy should clearly define prohibited conduct, outline reporting procedures, and specify consequences for violations. All employees should receive training on recognizing, preventing, and addressing sexual harassment, emphasizing the importance of respect, consent, and boundaries in the workplace.
To effectively respond to harassment complaints, organizations must ensure that procedures for reporting and investigating incidents are transparent and accessible. Complaints should be taken seriously, investigated promptly, and resolved impartially, with due consideration for the confidentiality and well-being of the complainant. Best practices also recommend employers to provide resources such as counseling services and employee assistance programs to support individuals affected by harassment.
Creating a healthy environment for complainants involves fostering a culture of accountability and empathy, where victims are empowered to speak out without fear of retaliation. By promoting open communication and zero-tolerance for harassment, organizations can send a clear message that such behavior will not be tolerated and will be met with swift and appropriate action.
<h2>Sexual Assault Centers, Crisis Lines, and Support Services</h2>
In addition to internal resources, individuals who have experienced sexual violence can seek support from external organizations specializing in trauma-informed care.
If you are in immediate danger, or fear for your safety, please call 911 or your local emergency services number.
For those in search of support after an experience of sexual harassment or sexual violence. Sexual assault centers, crisis lines, and support services offer confidential and non-judgmental support to survivors. This support often looks like providing counseling, legal advocacy and support, and referrals to other resources as needed.
In Canada, the<a href="https://endingviolencecanada.org/sexual-assault-centres-crisis-lines-and-support-services/"> Ending Violence Association of Canada</a> does excellent work to aggregate regional and identity-focused sexual assault centers, crisis lines, and support services. Visit their database to find a local support service that is best suited for your needs. While most service offerings in Canada are regionally focused, the Salal Sexual Violence Support Centre located in Vancouver also <a href="https://www.salalsvsc.ca/get-support/">provides national support</a> for women, trans, nonbinary, Two-Spirit, and gender diverse people who have survived sexual harassment and violence.
<h2>Conclusion</h2>
Preventing sexual violence and harassment in the workplace is a highly complex social issue. It requires a concerted effort from employers, employees, and society as a whole. By implementing proactive measures, fostering a culture of respect and accountability, and providing support to those affected, we can create safer and more inclusive work environments where everyone can be treated with dignity and respect.
Reference- https://ca.practicallaw.thomsonreuters.com/9-502-7844?originationContext=document&transitionType=DocumentItem&contextData=(sc.Default)&ppcid=0f0cb6055a9b48949fa4e1efc2f37512#co_anchor_a169241
The post <a href="https://canadianequality.ca/harassment-and-sexual-violence-in-the-workplace/">Harassment and Sexual Violence in the Workplace</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<item>
<title>May 17: International Day Against Homophobia, Transphobia, and Biphobia</title>
<link>https://canadianequality.ca/may-17-international-day-against-homophobia-transphobia-and-biphobia/</link>
<dc:creator><![CDATA[Gillian]]></dc:creator>
<pubDate>Sun, 07 Apr 2024 19:11:38 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=28022</guid>
<description><![CDATA[The International Day Against Homophobia, Biphobia, and Transphobia (IDAHOBIT) is observed every year on May 17, with 2024’s theme being “No one left behind: equality, freedom and justice for all.” The root of IDAHOBIT is in the province of Quebec, Canada, where, in 2003, Fondation Émergence created “the National Day Against Homophobia”. After widespread campaigning… <a class="more-link" href="https://canadianequality.ca/may-17-international-day-against-homophobia-transphobia-and-biphobia/">Continue reading May 17: International Day Against Homophobia, Transphobia, and Biphobia</a>
The post <a href="https://canadianequality.ca/may-17-international-day-against-homophobia-transphobia-and-biphobia/">May 17: International Day Against Homophobia, Transphobia, and Biphobia</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[The International Day Against Homophobia, Biphobia, and Transphobia (IDAHOBIT) is observed every year on May 17, with 2024’s theme being “<a href="https://may17.org/idahobit-2024-theme/">No one left behind: equality, freedom and justice for all</a>.”
The root of IDAHOBIT is in the province of Quebec, Canada, where, in 2003,<a href="https://en.fondationemergence.org/"> Fondation Émergence</a> created “the National Day Against Homophobia”. After widespread campaigning and celebrating, this commemorative date then launched globally in 2004 under the name of “the International Day Against Homophobia.”
In 2009, the title expanded to include transphobia, and then again in 2015 to include biphobia. These changes aimed to acknowledge and honour the complex and unique experiences of people with different sexual orientations and gender identities.
May 17 was selected to reflect the date of May 17 in 1990, which is when the World Health Organization (WHO) declassified homosexuality as a mental disorder. This move was no easy feat, it took many years of advocacy from queer and trans activists.
It was in 1948 that the WHO first classified homosexuality as a mental disorder, in its 6th version International Statistical Classification of Diseases and Related Health Problems (ICD), or IDC-6. Homosexuality was again classified as a mental disorder by the American Psychiatric Association (APA) in 1952, in the first edition of the Diagnostic and Statistical Manual of Mental Disorders. This classification ultimately allowed for the ‘scientific’ justification of the restriction of queer people’s rights, and it meant that gay and lesbian people could be ‘treated’ for their ‘disorder’ (‘treatment’ often occurred in the form of chemical castration, electroconvulsive therapy, and lobotomies).
In 1972 at the annual APA conference, a disguised Dr. John Fryer (Fryer wore a baggy suit, a black curly wig, and a modified mask of Richard M. Nixon while speaking into a voice-distorting microphone and using the pseudonym,<a href="https://www.nbcnews.com/nbc-out/out-news/-homosexual-psychiatrist-dr-anonymous-changed-history-rcna26836"> Dr. H Anonymous</a>), gave a watershed speech where he urged his associates to change their attitudes toward homosexuality, declaring: “we are taking an even bigger risk … in not living fully our humanity, with all of the lessons it has to teach all the other humans around us.” It was the next year, in 1973, that homosexuality as a mental disorder was removed from the DSM.
Following Dr. Fryer’s brave act and the APA’s decision, anti-discrimination laws were increasingly being enacted. The Canadian Psychiatric Association (CPA) removed homosexuality as a mental disorder in 1982 (though interestingly, the Alberta diagnostic guide to mental-health disorders did not follow suit until 2010). The WHO removed homosexuality from the ICD-10 on the 17th of May 1990. And, in May 2019, the WHO also removed ‘gender identity disorder’ (referring to transgender, non-binary, and other gender-non-conforming folks) from its diagnostic manual.
Now, annually on May 17, many people across the globe (in more than 130 countries, including many where same-sex acts are illegal) partake in IDAHOBIT events, activities, and initiatives that are aimed at combating discrimination and promoting acceptance and equality for the 2SLGBTQIA+ community. These activities include local celebrations and events, fundraisers and donations to organizations serving people in the 2SLGBTQIA+ community, sharing information and resources with others, and more.
As stated by<a href="https://may17.org/"> may17org</a>, this day is “a worldwide celebration of sexual and gender diversity.”
<h2>What are Homophobia, Biphobia, and Transphobia?</h2>
Homophobia refers to the system and ideology that oppresses people who are not heterosexual, while privileging those who are; it involves ‘fear’, dislike, hatred, aversion, exclusion, violence, and harassment of or against queer individuals. Examples of what homophobia looks like include: making fun of a man, boy, or masculine-presenting person for appearing ‘feminine;’ spreading harmful stereotypes and misconceptions about gay, lesbian, and queer people; and, calling homosexuality ‘unnatural,’ ‘disgusting,’ or ‘wrong.’
Biphobia is a specific form of homophobia that targets and discriminates against people who are bisexual, pansexual, and polysexual. Some examples of biphobia would be: telling someone who is bisexual to “pick a side,” “choose one gender,” or otherwise insinuating that bisexuality equates to being picky or indecisive, thereby invalidating that person’s identity; insisting that a bisexual woman is just ‘experimenting’ but will ultimately choose a man for a partner; or, saying that a man who is bisexual is actually gay and just pretending to still like women.
Transphobia is the system and ideology that oppresses people who are transgender, non-binary, Two-Spirit, and other gender-diverse folks. A few examples of transphobia include: denying that a trans person is the gender that they are; claiming that one’s sex-assigned-at-birth dictates one’s gender identity; telling a non-binary person that “there are only two genders;” or even calling trans people ‘pedophiles’ or ‘predators’ – this last example being particularly harmful and egregious.
It is important to remember that, while these forms of discrimination exist widely in modern humanity and have a long history intertwined with colonial ideology, our society can change for the better, and there has been much progress already made. We created this society and its systems and beliefs, which means we can also change, shape them, and dismantle those that are harmful.
Transgender, gay, lesbian, non-binary, bisexual, pansexual, Two-Spirit, intersex, queer, gender-fluid, asexual, and many other people have existed in humanity since time immemorial; many of these folks held honourable and spiritual roles within different Indigenous communities and Peoples across the globe, far before colonialism.
These people will continue to exist within humanity so long as humanity continues to exist – so why not advocate for a better future for all?
<h2>Sexual Orientation and Gender Identity</h2>
Sexual orientation refers to a person’s sexual and romantic attraction or lack thereof. Some people are attracted to multiple gender identities (this is called polysexuality), others are only attracted to one gender identity (this refers to monosexuality), and some people do not experience any form of sexual or romantic attraction (referring to asexuality). Sexuality is complex and fluid. Monosexual identities include categories such as heterosexual, gay, and lesbian; polysexual identities include bisexual and pansexual; and asexual identities include asexual, aromantic, and demisexual.
Gender identity, which is different than one’s sex or sex-assigned-at-birth, refers to an individual’s internal sense of self, often relating to gender roles within their society. Some common gender identity categories include woman (or feminine), man (or masculine), non-binary, Two-Spirit, genderfluid, agender, and more. Anthropologists have identified gender identity as a category that has existed throughout different human cultures for millennia. Gender looks different in different societies, which means that ‘femininity,’ ‘masculinity,’ and other gender expressions do not manifest the same in every culture, and they differ and change over time.
Due to common misconceptions, it is worth noting that sex and sex-assigned-at-birth are not synonymous with gender identity. In fact, sex includes one’s biological sex traits, meaning characteristics such as reproductive organs, hormones, internal and external genitalia, and brain chemistry. Sex-assigned-at-birth refers to the legal category that is assigned to babies at birth based on their external anatomy; these labels include male, female, and intersex. While these categories were intended to differentiate between various manifestations of sex traits, people’s sex characteristics fall on a spectrum rather than distinctly into just two or three buckets.
The terms cisgender and transgender are used to describe someone’s relationship with both their gender identity and sex-assigned-at-birth. Cisgender refers to folks whose gender identity is in alignment with their sex-assigned-at-birth, an example being a person who is assigned male at birth and identifies as a man. Transgender refers to people whose gender identity is different from their sex-assigned-at-birth, for example, a transgender woman is someone who was assigned male at birth and is a woman. Whether or not a trans person medically transitions does not make them more or less trans, they simply are the gender that they identify as.
Society is responsible for creating, maintaining, and reinforcing gender roles and stereotypes, which people may then perpetuate and embody. When a society is embedded with norms of homophobia, transphobia, and biphobia, queer and gender-non-conforming people do not simply disappear, but rather, they often experience marginalization, discrimination, internalization of the oppressive beliefs, mental illness, as well as harassment and violence.
Where a society is rooted in homophobia, biphobia, and transphobia, it is also intrinsically rooted in the other forms of oppression, specifically those in which anti-queer and anti-trans ideologies draw their origin. This is to say that systems of oppression do not exist alone in a vacuum, rather they mutually shape and reinforce each other. Where there is anti-2SLGBTQIA+ sentiment, there is often racism, sexism, and other oppressive ideologies. We cannot combat systems of oppression as though they exist in silos, instead, we must approach anti-oppression work with an intersectional and anti-racist perspective at the core.
<h2>Authentic Allyship</h2>
There are innumerable ways for people to practice genuine allyship in support of the 2SLGBTQIA+ community.
For many folks, allyship starts with learning and unlearning. Many people don’t know about the difference between sex and gender, the history of queer and transness within humanity and nature, how anti-2SLGBTQIA+ ideologies were created and dispersed within society, nor about the realities of what queer and trans folks experience in their daily lives. Learning is a crucial beginning point, and knowledge is extremely powerful.
At work, allyship can look like: regularly sharing your pronouns during introductions as well as inviting others to share their pronouns if they are comfortable; starting or supporting the creation of 2SLGBTQIA+ affinity groups or support networks; not assuming everyone is heterosexual and cisgender; using gender neutral language where applicable; and, not tolerating any form of discrimination or harassment, including homophobia, biphobia, and transphobia.
Some tangible examples of allyship that you can practice as an individual and within your community include: attending local celebrations and events; partaking in fundraisers for and giving donations to organizations serving people in the 2SLGBTQIA+ community; buying from queer and trans owned businesses; not remaining idle in the face of discrimination, harassment, and violence; and, learning, listening, and then sharing information about gender and sexual diversity, thereby helping to dispel harmful misconceptions and stereotypes.
Remember, allyship with the 2SLGBTQIA+ community should not exclusively focus on this community, but also on intersectional groups within it. This includes supporting queer and trans People of Colour, Indigenous queer and trans folks and Two-Spirit people, 2SLGBTQIA folks with disabilities, and queer and trans youth.
Reflecting this year’s IDAHOBIT theme, “No one left behind: equality, freedom, and justice for all,” it is crucial to consider and center the needs and experiences of those queer and trans people experiencing the highest degrees of exclusion, discrimination, and harm – this tends to be those folks who are also a part of other historically marginalized communities. As such, intersectionality is the core of “justice for all.”
<h2>Resources and References</h2>
<ul>
<li> <a href="https://may17.org/">may17org</a></li>
<li> <a href="https://en.fondationemergence.org/">Fondation Émergence</a></li>
<li> <a href="https://en.may17mai.com/">may17mai</a></li>
<li> <a href="https://itgetsbettercanada.org/2022/05/12/idahobit-2022/?gad_source=1&gclid=CjwKCAjwoa2xBhACEiwA1sb1BA-ITEKiZMxjo2kC0H_FyJz8xi-fhdcvL-Uku5INX3z1x0jlGUN9shoCX5QQAvD_BwE">It Gets Better Canada – IDAHOBIT 2022</a></li>
<li> <a href="https://www.nbcnews.com/nbc-out/out-news/-homosexual-psychiatrist-dr-anonymous-changed-history-rcna26836">NBC News – ‘I am a homosexual. I am a psychiatrist’: How Dr. Anonymous changed history </a></li>
<li> <a href="https://www.cbc.ca/news/canada/edmonton/homosexuality-pulled-from-alberta-disorders-guide-1.939190">CBC News – Homosexuality Pulled From Alberta Disorders Guide</a></li>
<li> <a href="https://www.hrw.org/news/2019/05/27/new-health-guidelines-propel-transgender-rights">HRW – New Health Guidelines Propel Transgender Rights</a></li>
</ul>
If you or someone you know needs help, access local resources in Canada here:<a href="https://itgetsbettercanada.org/get-help/"> https://itgetsbettercanada.org/get-help/</a>
 
The post <a href="https://canadianequality.ca/may-17-international-day-against-homophobia-transphobia-and-biphobia/">May 17: International Day Against Homophobia, Transphobia, and Biphobia</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>April 2024 DEI Commemorative Dates</title>
<link>https://canadianequality.ca/april-2024-dei-commemorative-dates/</link>
<dc:creator><![CDATA[Katheryna Khong]]></dc:creator>
<pubDate>Mon, 01 Apr 2024 19:00:27 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<category><![CDATA[Inclusive Workplace]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=27950</guid>
<description><![CDATA[April is a month of remembrance, celebration, and acceptance with the whole month dedicated to occasions such as Genocide Remembrance, Condemnation and Prevention Month, Sikh Heritage Month, and Autism Acceptance Month. This month presents great opportunities for DEI practitioners to participate and make a difference in their communities. Other Important Days This Month: Genocide Remembrance,… <a class="more-link" href="https://canadianequality.ca/april-2024-dei-commemorative-dates/">Continue reading April 2024 DEI Commemorative Dates</a>
The post <a href="https://canadianequality.ca/april-2024-dei-commemorative-dates/">April 2024 DEI Commemorative Dates</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[April is a month of remembrance, celebration, and acceptance with the whole month dedicated to occasions such as Genocide Remembrance, Condemnation and Prevention Month, Sikh Heritage Month, and Autism Acceptance Month. This month presents great opportunities for DEI practitioners to participate and make a difference in their communities.
<h2>Other Important Days This Month:</h2>
Genocide Remembrance, Condemnation and Prevention Month
Genocide is any act committed with the intent to destroy, in whole or in part, a national, ethnic, racial or religious group. It is our shared responsibility to listen to the stories of the genocide survivors to ensure history does not repeat itself. This month and every month forward, we remember the lives lost to this crime in human history.
Sikh Heritage Month
Sikh Heritage Month is more than a celebration of Sikh culture; it’s a powerful platform for dialogue, understanding, and mutual respect. We celebrate the present and look forward to a future of continued resilience and unity. In April, the Sikhs will celebrate Vaisakhi. Food or “Langar” is cooked and served by the members of the Sikh community.
Autism Acceptance Month
In 2021, the narrative has shifted from Autism Awareness to Autism Acceptance. The change represents a long-held belief by Autism and neurodiversity advocates that helping Autistic people lead more fulfilling lives, rather than treating the condition like an illness, is the appropriate approach. The power of words plays a crucial role in promoting acceptance for individuals with autism.
2nd April: World Autism Acceptance Day
This month is about acceptance and helps bring the autism community together with walks and events that help autistic children and their families get to know each other. Also, it helps put a focus on the autistic individuals themselves, as well as the groups that support them, their families, and their support systems. Acceptance is not just about education, but also understanding and respecting the differences with people with autism.
4th April: Refugee Rights Day
Refugee Rights Day marks the anniversary of the Singh Decision in 1985. The Singh Decision guarantees life, liberty, security and humanity for refugees in Canada.
7th April: World Health Day
The theme of this year’s World Health Day is My Health, My Right. This year’s theme was chosen to champion the right of everyone, everywhere to have access to quality health services, education, and information, as well as safe drinking water, clean air, good nutrition, quality housing, decent working and environmental conditions, and freedom from discrimination.
9th April: Equal Pay Day
This day symbolizes how far into the next year the average woman must work to have earned what the average man had earned in the previous year. The pay gap affects women differently. Women in Ontario face a 32% pay gap, but if you are a woman with disabilities, an immigrant, Indigenous or racialized, it’s much wider.
9th April: Ugadi (Hindu)
The word “Ugadi” is a combination of two words – “Yuga” (age) and “Adi” (beginning). People celebrate the day by wearing new clothes and indulging in delicious local delicacies. Prayers are offered in temples to welcome the new year while people clean their homes and decorate them with Rangolis – a traditional way to decorate floors by creating patterns with flower petals or coloured rice.
9th April: Eid al-Fitr
Many Muslims in Canada celebrate Eid al-Fitr as it marks the end of the month-long fast of Ramadan and the start of a three-day feast. Muslims celebrate with their finest clothes and decorate their homes with lights and other decorations.
13th April: Sinhalese New Year (Sri Lanka)
According to Sinhalese astrology, the New Year begins when the sun moves from Meena Rashiya (the house of Pisces) to Mesha Rashiya (the house of Aries). It also marks the end of the harvest season and of spring.
13th April: Vaisakhi (Hinduism and Sikhism)
Celebrated amongst the Hindus and Sikhs, Vaisakhi is a spring harvest festival. This day calls for a visit to Gurudwara where devotees offer their services for preparing for a holy feast known as “Langar.”
10th April: International Day of Pink
This day was initiated in 2007 when a teenager faced homophobic bullying at a Nova Scotia high school for wearing a pink shirt. Every year, on the second Tuesday of April, stand in solidarity with the 2SLGBTQIA+ community to continue fighting for equality and acceptance by wearing a pink shirt.
21st April: World Creativity and Innovation Day
This year’s theme is “Step Out and Innovate.” The world is invited to embrace the idea that innovation is essential for harnessing the economic potential of nations. Creative industries such as audiovisual products, design, new media, performing arts, publishing and visual arts – are a highly transformative sectors of the world economy such as income generation, job creation, and much more.
22nd April: Earth Day
The very first Earth Day was on April 22nd, 1970. The goal is to end plastics for the sake of human and planetary health, demanding a 60% reduction in the production of all plastics by 2040. The theme is Planet vs. Plastics, a call for awareness of the health risks of plastics, phasing out single-use plastics, and pushing for a strong UN Treaty on plastic pollution.
22nd April: Passover (Judaism)
Passover is a festival of freedom. It commemorates the Israelites’ Exodus from Egypt and their transition from slavery to freedom. Passover seder occurs on the first two nights of the holiday which is a festive meal that includes the re-telling of the Exodus through stories, songs, and the consumption of ritual foods such as matzah and maror.
25th April: International Girls in ICT Day (Information and Communications Technology)
This day is celebrated on the fourth Thursday in April to create awareness of the need for more girls and women in the information and communications technology (ICT) sector. This year’s theme is “Digital Skills for Life” to promote technological proficiency.
26th April: Lesbian Visibility Day
This day is dedicated to raising awareness about the issues and challenges faced by lesbians and to celebrate their contributions to society. Lesbian Visibility Day serves as a reminder that despite the progress made in recent years, there is still work to be done to achieve equality for all.
28th April: World Day for Safety and Health at Work
This annual day promotes the prevention of occupational accidents and diseases globally. The awareness campaign is to highlight the magnitude of the problem and how promoting and creating a safety and health culture can help reduce the number of work-related deaths and injuries.
28th April: National Day of Mourning
Every year on April 28th, Canada observes the National Day of Mourning which commemorates workers who have been killed, injured or suffered illness due to workplace hazards and occupational hazards. This day became a national observance in 1990.
 
<h2>How You Can Show Up for Communities This Month</h2>
Showing up for equity-deserving communities is essential this month and every month beyond. This month presents opportunities for community action. Showing up is a great, cost-effective way to actively participate in making a difference! Here are a few ways you could participate:
<ul>
<li>Educate yourself with learnings that can be found on our <a href="https://www.instagram.com/canadianequality/" target="_blank" rel="noopener">Instagram</a> and <a href="https://ca.linkedin.com/company/canadian-equality-consulting" target="_blank" rel="noopener">LinkedIn</a></li>
<li>Attend events and workshops in your local area or online</li>
<li>Volunteer your time and skills with organizations that serve marginalized communities</li>
<li>Donate to relevant organizations</li>
</ul>
Remember to extend these efforts beyond the month and back them up with consistent actions to scale <a href="https://canadianequality.ca/diversity-and-inclusion-are-the-keys-to-beating-the-next-recession/">diversity, equity, and inclusivity</a> in your workspaces and on individual levels!
 
The post <a href="https://canadianequality.ca/april-2024-dei-commemorative-dates/">April 2024 DEI Commemorative Dates</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>Black History Month Isn’t Over: 8 Black Canadians Who Inspire Us Year-Round</title>
<link>https://canadianequality.ca/black-history-month-isnt-over-8-black-canadians-who-inspire-us-year-round/</link>
<dc:creator><![CDATA[Yasmin Arnaout]]></dc:creator>
<pubDate>Sat, 30 Mar 2024 06:44:10 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<category><![CDATA[Black History]]></category>
<category><![CDATA[Black History Month]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=22448</guid>
<description><![CDATA[Black History Month has officially ended, but the sentiment of Black History Month never ends. February has a fleeting 28 days – that’s not long enough to even touch the surface of all the brilliant contributions Black people bring to Canadian history. Despite the tragedies that undeniably exist within our society and history, Black Canadians… <a class="more-link" href="https://canadianequality.ca/black-history-month-isnt-over-8-black-canadians-who-inspire-us-year-round/">Continue reading Black History Month Isn’t Over: 8 Black Canadians Who Inspire Us Year-Round</a>
The post <a href="https://canadianequality.ca/black-history-month-isnt-over-8-black-canadians-who-inspire-us-year-round/">Black History Month Isn’t Over: 8 Black Canadians Who Inspire Us Year-Round</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[Black History Month has officially ended, but the sentiment of Black History Month never ends. February has a fleeting 28 days – that’s not long enough to even touch the surface of all the brilliant contributions Black people bring to Canadian history. Despite the tragedies that undeniably exist within our society and history, Black Canadians are unfaltering in their successes, contributions and unique experiences.
As February 2024 drifts into the past, it’s important we continue to celebrate and honour Black Canadians and become tenacious in our efforts to advocate for anti-racism in all industries and spheres.
There are countless Black Canadians who have achieved and continue to achieve greatness. Today, we are sharing a non-exhaustive timeline featuring Black Canadians in the past and present who have made notable contributions to Canada’s society. Let us remember to celebrate them today, tomorrow and year-round.
<h2>Mary Ann Shadd (1823-1893)</h2>
Mary Ann Shadd was an American-Canadian anti-slavery activist, journalist, publisher, teacher, and lawyer. She made her mark in history by being the first Black newspaperwoman in North America. She was the founder and editor of the Provincial Freeman, a newspaper established for the Black community of Upper Canada. Shadd was outspoken and unfaltering throughout her lifetime about the abolition of slavery and equality for all humans.
A descendant of Mary Ann Shadd, Adrienne Shadd, notes in an <a href="https://www.rellablackhistoryfoundation.com/mary-ann-shadd">essay</a>:
<blockquote>
“By pushing the boundaries and limitations normally ascribed to her race and sex, she blazed a trail not only for Black people but for generations of women.” 

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<h3></h3>
<h2 style="text-align: left;">Anderson Ruffin Abbott (1837-1913) </h2>
Dr. Anderson Ruffin Abbott was the first Canadian-born Black person to become a doctor in Canada. He grew up in Toronto, the son of free Black property owners, William Ruffin Abbott, and Ellen Abbott. Abbott also served in the Union Army during the U.S. Civil War as a civilian surgeon in a segregated regiment, the Coloured Troops. Abbott spent his later years drafting many articles for newspapers and magazines on Black history and other topics.
<h2 style="text-align: left;">Viola Desmond (1914-1965) </h2>
Viola Desmond was a Canadian businesswoman and civil rights activist born in Nova Scotia. You may have heard the infamous <a href="https://humanrights.ca/story/one-womans-resistance">story</a> of her courageous refusal to accept racial discrimination at the Roseland Theatre. In 1946, Desmond challenged racial discrimination by refusing to leave the segregated “Whites-only” section of the theatre. Initially unaware that it was segregated, Desmond chose a main floor seat. She refused to move to the balcony and was arrested and dragged out of the theatre. Viola refused to accept the charges laid against her and still has not been pardoned to this day.
Viola used her experience to speak out against injustice. She appealed her conviction, and though she lost her appeal, she played a huge role in empowering Nova Scotia’s Black community and helped to inspire Canada’s civil rights movement.
<h3></h3>
<h2 style="text-align: left;">Violet Pauline King (1956-1982) </h2>
Violet Pauline King has made extraordinary achievements in the world of Canadian law. She was the first Black female lawyer, the first Black person admitted to the Alberta Bar, and the first Black Canadian to obtain a law degree in Alberta. King was a descendant of Black settlers from the United States. She practiced criminal law in Calgary before moving to Ottawa, where she worked in the federal department of Citizenship and Immigration. She also was an advocate for anti-racism and shared her hopes for gender and race equity throughout her lifetime.
She shared this empowering quote <a href="https://www.ualberta.ca/law/about/news/2021/2/violet-king.html" target="_blank" rel="noopener">quote </a>in 1956:
<blockquote>
“People told me it wasn’t a good idea for a girl to be a lawyer, particularly a coloured girl—so I went ahead.” 

</blockquote>
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<h2 style="text-align: left;">Carrie Best (1903-2001) </h2>
Carrie Best was a civil rights activist, author, journalist, publisher, and broadcaster in Nova Scotia in an era of racial discrimination. Throughout her lifetime, Best used her voice in radio and print to bring about positive change and fight racism in Canada.
In 1946, she founded The Clarion, a newspaper designed to positively impact Black people in New Glasgow. It was one of the first newspapers in Nova Scotia to be published and owned by a Black person and featured articles that related to issues faced by the Black community. Best also went on to develop her own radio show, ‘The Quiet Corner,’ which aired on CBC Radio, consisting of poetry and music, and lasted for 12 years.
Along with Best’s many accomplishments, she also played a significant role in publicly supporting Viola Desmond in her case against the Roseland Theatre.
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<h2 style="text-align: left;">Wes Hall </h2>
Wes Hall grew up in a tin shack in Jamaica and went on to become a Bay Street power broker, CEO of a top shareholder advisory firm called <a href="https://blacknorth.ca/">Kingsdale </a>Advisors, and the founder of the <a href="https://blacknorth.ca/">BlackNorth Initiative</a> to drive social change in Canada’s boardrooms. Starting in boardrooms, Hall’s goal is to move towards broadening who sits at the top by, as he stated in a <a href="https://www.macleans.ca/economy/business/how-wes-hall-is-attacking-racist-systems-starting-at-the-top/" target="_blank" rel="noopener">Macleans </a>interview, retraining society to confront “deeply ingrained anti-Black systemic racism.”
Among his many achievements, Hall was named:
<ul>
<li>One of the nation’s “most influential powerbrokers” by The Globe and Mail.</li>
<li>One of the “most powerful business people” by Canadian Business magazine.</li>
<li>Number 16 on Maclean’s magazine’s 2021 Power List of the “50 most powerful people in Canada.”</li>
</ul>
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<h2 style="text-align: left;">Anne Cools </h2>
Senator Anne Cools was the first Black person appointed to the Senate and the first Black female Senator in all North America. She was also the longest-serving member of the Senate. She retired on her 75th birthday in August 2018, after more than 34 years in the Parliament of Canada.
While attending Sir George Williams University (now Concordia University) in Montreal, Cools was also a student activist. She participated in sit-in protests to challenge racial bias within her school over the alleged <a href="https://www.thecanadianencyclopedia.ca/en/article/sir-george-williams-affair" target="_blank" rel="noopener">racist treatment of six Black students</a>. Her work has helped develop women shelters in the country and support minoritized people in Canada.
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<h2 style="text-align: left;">Desmond Cole </h2>
Desmond Cole is a Toronto activist, freelance journalist, broadcaster and author. Previously a columnist for the Toronto Star, Cole resigned when the paper discouraged him from continuing his advocacy work. He documents social justice in Toronto and continuously works to speak on the experiences of Black Canadians, as well as issues with housing, social support, integration, civic engagement and justice for Black youth. His activism has gained national attention, specifically on the issues of police carding, racial discrimination, and dismantling systemic racism.
His <a href="https://www.cbc.ca/books/how-desmond-cole-wrote-a-bestselling-book-about-being-black-in-canada-1.5475054" target="_blank" rel="noopener">book</a>, “The Skin We’re in” chronicles just one year—2017—in the struggle against racism in Canada. It’s a powerful and perspective-shifting book that brings attention to the injustices faced by Black Canadians on a daily basis. In July 2020, <a href="https://www.cbc.ca/books/the-cbc-books-writers-to-watch-list-24-canadian-writers-on-the-rise-in-2020-1.5666130" target="_blank" rel="noopener">Cole was named</a> one of CBC Books’ “Writers to Watch”.
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The post <a href="https://canadianequality.ca/black-history-month-isnt-over-8-black-canadians-who-inspire-us-year-round/">Black History Month Isn’t Over: 8 Black Canadians Who Inspire Us Year-Round</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>Reflecting on GBA Plus 2024!</title>
<link>https://canadianequality.ca/reflecting-on-gba-plus-2024/</link>
<dc:creator><![CDATA[Heather]]></dc:creator>
<pubDate>Wed, 20 Mar 2024 21:00:48 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=27900</guid>
<description><![CDATA[Over two days in March, individuals, and organizations from across Canada gathered online to learn the ins and outs of GBA Plus and how it can be integrated into workplaces in all sectors and of all sizes. Gender-Based Analysis Plus, or GBA Plus as it is commonly known, is a leading framework to help organizations… <a class="more-link" href="https://canadianequality.ca/reflecting-on-gba-plus-2024/">Continue reading Reflecting on GBA Plus 2024!</a>
The post <a href="https://canadianequality.ca/reflecting-on-gba-plus-2024/">Reflecting on GBA Plus 2024!</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[Over two days in March, individuals, and organizations from across Canada gathered online to learn the ins and outs of GBA Plus and how it can be integrated into workplaces in all sectors and of all sizes.
Gender-Based Analysis Plus, or GBA Plus as it is commonly known, is a leading framework to help organizations and policy makers better understand the needs that individuals who represent all identities have when accessing programs, policies, or procedures whether those be large-scale, pan-Canadian, government managed benefits programs or internal policies, such as human resource policies, for a small emerging organization.
Developing GBA Plus skills and taking GBA Plus training is an excellent next step in advancing your diversity, equity, and inclusion (DEI) journey and can enhance traditional DEI training programs.
<h2>Key Takeaways from the 2024 GBA Plus Conference </h2>
As in years past, this year’s 2024 GBA Plus Conference brought together the GBA Plus community to shine a light on GBA Plus best practices, provided opportunities for joint problem-solving, and demonstrated how GBA Plus approaches can create noticeable impact in policy development areas from traditional social policy applications to more creative applications such as assessing the design of new Coast Guard vessels or engaging GBA Plus principles and approaches in engagement design and non-profit data gathering.
Key takeaways from this year’s conference include:
<ul>
<li> Nothing is neutral. Groups of people will be affected differently in all systems. Recognizing this reality is the first step in undoing systems of oppression.</li>
<li> Building inclusive cultures requires us to first build community. Building community and engaging in storytelling helps us to not only gather more data than we otherwise would, but also to avoid tokenism when we seek to expand the diversity of our communities.</li>
<li> GBA Plus requires us to look at the whole person and the social contexts in which they live. Assessing impacts, identities, and barriers in isolation misses that nature of intersectionality and results in continued gaps in access.</li>
<li> GBA Plus needs to be integrated into the whole organizational culture. This requires a sustained effort and a focus on tangible actions rather than rhetoric or performative action. Culture change does not happen overnight. Transforming organizational culture is a gradual process that requires patience and persistence.</li>
<li> Sustainable GBA Plus implementation needs research and data, community building, transparency in decision-making, sharing stories and lived experiences, and taking tangible action to improve outcomes and reduce barriers to access.</li>
<li> GBA Plus frameworks do not have to work in isolation. Rather, GBA Plus can work in conjunction with Appreciative Inquiry approaches, which ask us to look at communities and equity-denied groups through the lens of current strengths which can serve as a launch pad for future successes.</li>
</ul>
<h2>Exploring Intersectionality: the Layers of our Identities </h2>
Intersectionality is the concept that all oppression is linked. More explicitly, the<a href="https://www.cjr.org/language_corner/intersectionality.php"> Oxford Dictionary</a> defines intersectionality as “the interconnected nature of social categorisations such as race, class, and gender, regarded as creating overlapping and interdependent systems of discrimination or disadvantage.”
Without an intersectional lens, efforts to tackle inequalities and injustice are likely to just end up perpetuating systems of inequalities.
Intersectionality is the acknowledgement that everyone has their own unique experiences of discrimination and oppression, and we must consider everything and anything that can marginalize people – gender, race, class, sexual orientation, physical ability, etc.
First coined by Professor Kimberlé Crenshaw back in 1989, intersectionality was added to the Oxford Dictionary in 2015 with its importance increasingly being recognised in the world of women’s rights and other social justice movements.
When we consider our own identities and experiences, we can identify areas where we might have most social privilege and areas where we face systemic oppression. For example, a middle-aged, white, cisgender queer woman who has multiple disabilities may face challenges with accessing quality health care, maintaining steady employment, and may be at risk for discrimination or harassment based on their sexual orientation. On the other hand, that same individual also benefits from having white skin and from being cisgender.
But intersectionality asks us to look deeper at how individual identities merge and transform in the face of social systems of oppression and power. For example, while the individual noted above may face some challenges because of her gender, the reality is those challenges will be fundamentally different than what a Black woman, an Indigenous woman, or a transwoman may face, although all are women. The intersection of race, Indigeneity, and gender identity shift how an individual is perceived experiences from one woman cannot be assumed to be the same as those faced by all women.
Intersectionality needs us to understand how the systems in which we all live privilege, ignore, or oppress various identities and how those experiences transform with various combinations. Imagine a Rubix cube. Each Rubix cube may have the same colours, same number of moving pieces, same objective, but how you get there will depend entirely on where the colours are when you pick up the cube. No two cubes will be identical nor will the path to solve the puzzle. In short, we’re not much different than a beloved ‘80s toy.
<h2>Embracing Intersectionality: Tools in our Toolkit </h2>
Embracing intersectionality requires us to ask ourselves who is being left out? Whose needs are not being met? Whose outcomes are worse because of a barrier?
There are several tools available to help us navigate these challenges.
<ol>
<li> Celebrate Diversity and Intersectionality | When you see diversity as an addition rather than a challenge to be overcome, you open the door to knowledge sharing and a deepening understanding of the human experience.</li>
<li> Embed Intersectionality and Equity into Policy Development | All policies, from small organizational IT policies to large, universal government programs can benefit from applying an equity or GBA Plus lens. Asking ourselves: 
</li>
<li> What assumptions am I making about this policy and its application? 
</li>
<li> Who is being left behind by the current approach?</li>
<li> Who can I consult with to get more information about identity-based needs?</li>
<li> What data is available to support my assumptions and strengthen my recommendations?</li>
<li> How can I apply equity – a process of ensuring individuals are provided with the tools, resources, and supports needed to overcome their unique and individual barriers to access.</li>
<li> Build a culture of workplace inclusion. Workplaces that value the input of differing perspectives and experiences tend to have workforces that are more confident in their recommendations, can better identify and solve problems, and build a sense of community and camaraderie among their team members. 
</li>
</ol>
<h2>Why Every Organization Needs Diversity and Inclusion Training </h2>
Creating a culture of inclusion and equity doesn’t happen by chance. Creating desirable workplaces requires effort, knowledge, and time. One of the best ways to begin your journey to equity and inclusion is to ensure your team… your whole team has the skills and knowledge necessary to create and maintain the culture you want to foster.
Without providing the skills necessary, most attempts at improving equity and inclusion will fall short. They’ll either be performative in nature, not addressing systems of oppression; they’ll only meet the needs of a few individuals, missing the unique challenges of various identities; and staff will burn out as they won’t know how to sustain this work over the long term.
To set your organization off on the best foot, investing in DEI training that addresses equity in policy development, intersectionality, and inclusive workplace cultures will give your team the best chance of making lasting and sustainable changes. Canadian Equality Consulting can help you with all your<a href="https://canadianequality.ca/services/training/"> organizational training needs</a>. Canadian Equality Consulting is also a leader in<a href="https://canadianequality.ca/services/gba/"> GBA Plus training and assessments</a>. If you’re ready to make the leap to a more equitable organization, CEC can help you on that path.
The post <a href="https://canadianequality.ca/reflecting-on-gba-plus-2024/">Reflecting on GBA Plus 2024!</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>Rediscovering Black History – Spotlighting Stories of Black Canadians</title>
<link>https://canadianequality.ca/rediscovering-black-history-spotlighting-stories-of-black-canadians/</link>
<dc:creator><![CDATA[Destiny]]></dc:creator>
<pubDate>Tue, 20 Feb 2024 20:28:18 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=27796</guid>
<description><![CDATA[African Ancestral Acknowledgment: We pay tribute to our ancestors of African origin and descent. We treasure the memory of our ancestors and the anticipation of truth, reparative justice, and reconciliation. We celebrate Black history with pride as we acknowledge its importance to all Canadians and Canadian society, as we rediscover the lost stories of excellence,… <a class="more-link" href="https://canadianequality.ca/rediscovering-black-history-spotlighting-stories-of-black-canadians/">Continue reading Rediscovering Black History – Spotlighting Stories of Black Canadians</a>
The post <a href="https://canadianequality.ca/rediscovering-black-history-spotlighting-stories-of-black-canadians/">Rediscovering Black History – Spotlighting Stories of Black Canadians</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[African Ancestral Acknowledgment: We pay tribute to our ancestors of African origin and descent. We treasure the memory of our ancestors and the anticipation of truth, reparative justice, and reconciliation. We celebrate Black history with pride as we acknowledge its importance to all Canadians and Canadian society, as we rediscover the lost stories of excellence, resilience and trauma, and give visibility to people and organizations implementing sustainable change. We acknowledge the historical adversities we have endured and its intergenerational impact on Black communities in Canada. We unite to ensure that our communities are treated with respect, dignity and fairness in all spaces. My humanity is bound up in yours, for we can only be human together.
Every February, we commemorate Black History Month as a time to reflect on the centuries of brutality, pain, and adversities that Black people have and continue to face, as well as the advances made to reduce the presence of anti-Black racism in our society. This month, and every month of the year, we must commit to learning how to advocate for change, with the ultimate goal of creating better futures for Black communities. 
This year, the theme for Black History Month in Canada is “Black Excellence: A Heritage to Celebrate; a Future to Build.” This means recognizing and celebrating the significant contributions and stories of Black Canadians, both throughout history and in the present day. Although it may sound simple and essential to pay tribute to these individuals and their contributions, it is important to recognize that this history is not something that has always been prioritized in our societies, let alone workplaces and schools.
This blog post highlights some of the Black Canadian individuals, contributions, and events that have all played a part in shaping Canada as we know it today. 
<h2>Canada’s History: Notable Black Canadian Civil Rights Activists </h2>
In thinking about activists who have been championing the work to not only find a seat at the table, but primarily amplify Black voices to ensure they are both heard and understood – we often think about individuals like Viola Desmond, Mary Ann Shadd, and Dudley Laws. To me, these names are well deserving of their attention because each of them has played a part in getting Black communities just a little bit closer to achieving equity. In the same breath, there are many other Black Canadian Civil Rights Activists whose names and stories are not as well known; two of which will be spotlighted in this blog.
Dr. Clement Courtenay Ligoure 
The history of anti-Black racism in the medical field dates back further than anyone would like to acknowledge, which is apparent in Dr. Clement Courtenay Ligoure’s story. 
Many websites will tell you that Ligoure was the first Black medical officer for the No. 2 Construction Battalion. (For those of us who may not know, this Battalion was created as a segregated unit comprised of Black volunteers who were rejected from the Canadian Expeditionary Force battalions, all of whom wanted and sought the opportunity to enlist in World War I and II.) However, Ligoure was denied this position for being exactly as he was – Black.
After receiving his Bachelor’s and Doctorate of Medicine at Queen’s University, and being rejected from the medical officer position with the Battalion, Dr. Clement Courtenay Ligoure <a href="https://halifax.citynews.ca/2023/02/20/dr-clement-ligoure-a-humanitarian-approach-to-medical-care-6582348/">became the first Black physician to practice in Nova Scotia.</a> Of course, it could never just be that easy. Regardless of his credentials and expertise, Ligoure was denied the ability to practice medicine in any hospital. Instead of admitting defeat, he established a private clinic that resided in his Halifax home, <a href="https://www.cbc.ca/news/canada/nova-scotia/clement-ligoure-house-halifax-heritage-property-1.6724603">which he later named “Amanda Private Hospital,” after his mother</a>. In this clinic, he offered free medical attention to victims of the<a href="https://www.britannica.com/event/Halifax-explosion"> Halifax Explosion</a>, where he treated hundreds of patients.
Ligoure’s mindset puts meaning behind what resilience has to look like when the world denies you acceptance to do the things you love and excel at, solely due to the color of your skin. In his time, he may not have been recognized or appreciated for his contributions, which is more the reason why his name should be added to the list of Black Canadian activists we speak about so often. 
<img fetchpriority="high" decoding="async" class="alignnone wp-image-27812 size-medium" src="https://canadianequality.ca/wp-content/uploads/2024/02/dr-clement-ligoure-1-221x300.jpg" alt="Dr. Clement Courtenay Ligoure " width="221" height="300" srcset="https://canadianequality.ca/wp-content/uploads/2024/02/dr-clement-ligoure-1-221x300.jpg 221w, https://canadianequality.ca/wp-content/uploads/2024/02/dr-clement-ligoure-1-756x1024.jpg 756w, https://canadianequality.ca/wp-content/uploads/2024/02/dr-clement-ligoure-1-768x1040.jpg 768w, https://canadianequality.ca/wp-content/uploads/2024/02/dr-clement-ligoure-1-1134x1536.jpg 1134w, https://canadianequality.ca/wp-content/uploads/2024/02/dr-clement-ligoure-1.jpg 1280w" sizes="(max-width: 221px) 100vw, 221px" />
Rosemary Brown 
Immigrating from Jamaica in 1950, Rosemary Brown made significant marks in advancing opportunities and visibility to both Black rights and women’s rights across Canada. 
In 1972, Brown became the first Black woman who was elected to a provincial legislature in Canada, as a New Democratic Party (NDP) candidate. Brown was a Member of the Legislative Assembly (MLA) for 14 years, using her time to dismantle the sexism that was so <a href="https://www.thecanadianencyclopedia.ca/en/article/rosemary-brown">deeply rooted in British Columbia’s education system</a>. It’s safe to assume that being the “first” in any space can be overwhelming and intimidating. But, when we consider the added layer of challenging the norms and breaking down barriers, we begin to identify the gravity of the path that Brown paved for herself and others to follow.
A few years after becoming a member, <a href="https://bcblackhistory.ca/rosemary-brown/">Brown also ran for federal NDP leadership, using the strong and noteworthy slogan “Brown is Beautiful.”</a> In her convention speech, Brown <a href="https://springmag.ca/brown-is-beautiful-rosemary-browns-1975-ndp-convention-speech">said</a>: “As my time is running out, to the one million children in this country who are starving; to the workers in this country who share dignity and pride because they know we grow and are strong because of their labor; to the women of this country through whose strength and support and encouragement I have had the guts to stand before you today; and to all of you I say if elected leader I will be unbending in my stand against any form of oppression that crushes people and prevents them from realizing the fulfillment of their life.”
<img decoding="async" class="alignnone wp-image-27811 size-medium" src="https://canadianequality.ca/wp-content/uploads/2024/02/63fe24af18a61d35be1d1918_s-rosemary-1-300x289.jpg" alt="Rosemary Brown " width="300" height="289" srcset="https://canadianequality.ca/wp-content/uploads/2024/02/63fe24af18a61d35be1d1918_s-rosemary-1-300x289.jpg 300w, https://canadianequality.ca/wp-content/uploads/2024/02/63fe24af18a61d35be1d1918_s-rosemary-1.jpg 340w" sizes="(max-width: 300px) 100vw, 300px" />
Although the term ‘Intersectionality’ was coined by Kimberlé Crenshaw, individuals like Rosemary Brown have been advocating for intersectional experiences since long before we knew there was a term for it. Overall, Brown’s dedication to advancing equity and equality in the political sphere exemplifies the magnitude of her achievements and contributions as a Black woman in Canada’s history.
Black Canadian Activists Today 
Creating a future where Black lives are recognized and respected requires us to look at the stories behind us, while making space for the stories right in front of us. We must note that the activists of today may not be where they are if not for the activists of the past, so in celebrating the individuals who are fighting against anti-Black racism today, we are also paying tribute to the individuals who have fought for these moments throughout Black history in Canada.
Janaya Khan and Sandy Hudson 
Many assume that the Black Lives Matter movement exists solely in the U.S. However, harm, violence and discrimination against Black people is also prevalent in Canada. In recognition of the need for Canadians to pursue this movement, <a href="https://amapceo.on.ca/black-history-month-profiles">Janaya Khan and Sandy Hudson created Black Lives Matter Canada in 2014</a>. While they work together to promote this movement, they are also active advocates in other areas of their lives.
Sandy Hudson is also the co-founder of the Black Legal Action Centre, a not-for-profit community legal clinic that<a href="https://www.blacklegalactioncentre.ca/about/"> provides free legal services</a> to support individuals in combatting individual and systemic anti-Black racism. Hudson continues to advocate for the rights of Black people in politics, arts, education, and society at large. 
Janaya Khan works at an organization known as “Color of Change,” where they lead campaigns that strive to <a href="https://colorofchange.org/about/">challenge injustices against Black people in corporations and government</a>. In the spirit of intersectionality, Khan is a <a href="https://nmaahc.si.edu/lgbtq/janaya-khan">fierce advocate</a> for Black, queer, and gender non-conforming communities.
<img decoding="async" class="alignnone wp-image-27813 size-medium" src="https://canadianequality.ca/wp-content/uploads/2024/02/BLMTO-leaders-368x0-c-default-1-300x263.jpg" alt="Janaya Khan and Sandy Hudson " width="300" height="263" srcset="https://canadianequality.ca/wp-content/uploads/2024/02/BLMTO-leaders-368x0-c-default-1-300x263.jpg 300w, https://canadianequality.ca/wp-content/uploads/2024/02/BLMTO-leaders-368x0-c-default-1.jpg 368w" sizes="(max-width: 300px) 100vw, 300px" />
Dr. Christopher Morgan 
Recognizing the stigma around health and wellness in the Black community, it is vital that we continue to provide spaces where Black people feel safe to have their needs cared for, with cultural awareness and sensitivity in mind. 
Dr. Christopher Morgan founded the Black Health Alliance (BHA) in 2000; a community-based organization that aims to reduce racial disparities and <a href="https://blackhealthalliance.ca/about/#:~:text=The%20Black%20Health%20Alliance%20is,to%20advocate%20for%20Black%20Health.&text=Black%20Health%20Alliance%20makes%20a,Future%20of%20Healthcare%20in%20Canada.">promote well-being for Black Canadians.</a> Over the years, this organization has grown to establish the TAIBU Community Health Centre, create a forum for the Black community to discuss mental health challenges, and design initiatives specifically for Black youth.
One of the Alliance’s top organizational values is Afrocentricity, a term coined by Molefi Kete Asante. The concept of Afrocentrism <a href="https://www.britannica.com/event/Afrocentrism">highlights the need for</a> “people of African descent to develop an appreciation of the achievements of traditional African civilizations, and to articulate their history and their own system of values.” 
In efforts to decolonize the practices of health and wellness, as well as to center Black experiences, the BHA has and continues to make strides toward creating safer environments within the health industry for Black Canadians. Although Morgan is no longer an active participant in the BHA, his initial idea and passion are in part what has led to their success today.
<img loading="lazy" decoding="async" class="alignnone size-full wp-image-27817" src="https://canadianequality.ca/wp-content/uploads/2024/02/Untitled-design-10.jpg" alt="Dr. Christopher Morgan" width="300" height="263" />
<h2>Bringing Allyship Beyond Black History Month</h2>
If you are to take one thing away from this blog, it’s that advancing Black activism doesn’t mean reading the same stories and engaging in the same events every February. What it does mean, is educating yourself on stories and events you’ve never heard or taken part in. This will help you to dive deeper into your understanding of Black history, to develop a more critical lens on ways to reduce anti-Black racism and create better futures for the Black people around you. I’ll leave you with some considerations for individual reflection:
<ul>
<li style="font-weight: 400;" aria-level="1">How do my language and behavior contribute to a culture of anti-Black racism? </li>
<li style="font-weight: 400;" aria-level="1">In what ways can I ensure that my actions are aligned with evolving understandings of anti-Black racism? </li>
<li style="font-weight: 400;" aria-level="1">In what ways can I use my privilege and influence to amplify Black voices and concerns? </li>
<li style="font-weight: 400;" aria-level="1">How can I ensure that my commitment to creating better futures for Black people is sustained over the long term? </li>
</ul>
 
 
The post <a href="https://canadianequality.ca/rediscovering-black-history-spotlighting-stories-of-black-canadians/">Rediscovering Black History – Spotlighting Stories of Black Canadians</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>Heather Collier on the Golden Rule at DisruptHR 2024</title>
<link>https://canadianequality.ca/heather-collier-on-the-golden-rule-at-disrupthr-2024/</link>
<dc:creator><![CDATA[CIPR]]></dc:creator>
<pubDate>Sun, 14 Jan 2024 06:04:46 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=27783</guid>
<description><![CDATA[One of Canadian Equality Consulting’s Lead Strategists, Heather Collier, attended DisruptHR YEG 10.0 in November 2023 to deliver a presentation titled, “Living by the Golden Rule Is Creating Exclusions in Your Workplace”. While the golden rule, “Do unto others as you would have them do unto you,” has long been heralded on school playgrounds and… <a class="more-link" href="https://canadianequality.ca/heather-collier-on-the-golden-rule-at-disrupthr-2024/">Continue reading Heather Collier on the Golden Rule at DisruptHR 2024</a>
The post <a href="https://canadianequality.ca/heather-collier-on-the-golden-rule-at-disrupthr-2024/">Heather Collier on the Golden Rule at DisruptHR 2024</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[One of Canadian Equality Consulting’s Lead Strategists, Heather Collier, attended DisruptHR YEG 10.0 in November 2023 to deliver a presentation titled, “<a href="https://vimeo.com/894591808/description">Living by the Golden Rule Is Creating Exclusions in Your Workplace</a>”. While the golden rule, “Do unto others as you would have them do unto you,” has long been heralded on school playgrounds and around water coolers as the best way to treat others, Heather notes that it does have its limitations in creating an inclusive culture in the workplace.
Heather notes that an important part of inclusion in the workplace is actually feeling like you belong. Her presentation explains that exclusion means being “out” – out of policies, out of the senior leaders team, and out of employee networks, among others. This is why we need to move away from the golden rule and towards the platinum: “Do unto others as they would like done to them.”
<h2>Avoiding Exclusion in the Workplace</h2>
Creating an <a href="https://canadianequality.ca/what-is-workplace-inclusion/">inclusive workplace</a> begins with robust inclusive workplace policies. The implementation of inclusive policies is a commitment to creating an environment where every employee feels valued and appreciated. These should be a living guide that reflects the company’s commitment to diversity, equity, and inclusion. It should encompass a clear stance against discrimination, harassment, and biases while promoting equal opportunities for all.
To reinforce a culture of inclusion, organizations must invest in employee resources. Establishing support networks and mentorship programs can be instrumental in helping employees from diverse backgrounds feel welcomed and integrated into the fabric of the company. These resources can also serve as a bridge between management and employees, fostering open communication channels.
Diversity, equity, and inclusion (DEI) training is quickly becoming a company culture best practice. <a href="https://canadianequality.ca/services/training/">DEI training</a> can be a helpful tool in ensuring that your workplace has the <a href="https://canadianequality.ca/services/implementation/">DEI Strategies</a> and insights to really ensure all employees feel included and like they belong. Prioritizing DEI training can help overcome unconscious biases, microaggressions, and the importance of cultivating an inclusive work environment.
<iframe loading="lazy" title="Living by the Golden Rule Is Creating Exclusions in Your Workplace | Heather Collier | DisruptHR Talks" src="https://player.vimeo.com/video/894591808?dnt=1&app_id=122963" width="750" height="422" frameborder="0" allow="autoplay; fullscreen; picture-in-picture"></iframe>
<h2>Key Takeaways to Implement in your Workplace</h2>
<ol>
<li style="font-weight: 400;" aria-level="1">Prioritize Inclusive Workplace Policies: Review your organization’s policies and ensure there are no gaps or areas where certain employees could be left out. This is an important step in breaking down the systems of oppression in your workplace, but also in rebuilding systems to make them more inclusive for everyone.</li>
<li style="font-weight: 400;" aria-level="1">Invest in Employee Resources: Establish employee resource groups, employee networks, and mentorship programs to provide support, guidance, and a sense of belonging to employees from diverse backgrounds. </li>
<li style="font-weight: 400;" aria-level="1">Embrace DEI Training: Actively engage in <a href="https://canadianequality.ca/">Canadian Equality Consulting’s</a> DEI training programs to embrace and understand a variety of social identities. Diversity training can shed new light on a wide range of topics, including ensuring fair treatment and unconscious bias training. Training can also pave the way for your leadership team to lay the groundwork for new inclusion practices and company policies.</li>
<li style="font-weight: 400;" aria-level="1">Promote Open Communication: Foster an environment where employees feel comfortable expressing concerns or providing feedback. Employee engagement encourages team members to fully invest in inclusion efforts, both for their peers and themselves. Open communication is essential in addressing issues promptly, improving employee experience, and creating a culture of transparency. It also allows you to get to know your team members better, builds empathy, and fosters stronger working relationships.</li>
</ol>
For more tips,<a href="https://vimeo.com/894591808/description"> watch Heather’s presentation</a>!
An inclusive workplace is an ongoing journey. By implementing these key takeaways, your organization can build a workplace where diversity is celebrated, equity is championed, and inclusion is embedded in the company’s DNA. Embrace the power of an inclusive workplace culture for a brighter, more innovative future.
The post <a href="https://canadianequality.ca/heather-collier-on-the-golden-rule-at-disrupthr-2024/">Heather Collier on the Golden Rule at DisruptHR 2024</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>Inclusive Holiday Celebrations in the Workplace All Year Long</title>
<link>https://canadianequality.ca/inclusive-holiday-celebrations-in-the-workplace-all-year-long/</link>
<dc:creator><![CDATA[Canadian Equality Consulting]]></dc:creator>
<pubDate>Wed, 13 Dec 2023 05:40:52 +0000</pubDate>
<category><![CDATA[Blog]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=27756</guid>
<description><![CDATA[The modern workplace is evolving, and so are the expectations of employees. In the pursuit of creating an inclusive workplace culture, organizations are recognizing the importance of celebrating holidays in a way that embraces diverse celebrations and fosters a sense of belonging for everyone, vastly improving the employee experience. Canadian Equality Consulting can help you… <a class="more-link" href="https://canadianequality.ca/inclusive-holiday-celebrations-in-the-workplace-all-year-long/">Continue reading Inclusive Holiday Celebrations in the Workplace All Year Long</a>
The post <a href="https://canadianequality.ca/inclusive-holiday-celebrations-in-the-workplace-all-year-long/">Inclusive Holiday Celebrations in the Workplace All Year Long</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[The modern workplace is evolving, and so are the expectations of employees. In the pursuit of creating an <a href="https://canadianequality.ca/what-is-workplace-inclusion/">inclusive workplace</a> culture, organizations are recognizing the importance of celebrating holidays in a way that embraces diverse celebrations and fosters a sense of belonging for everyone, vastly improving the employee experience. Canadian Equality Consulting can help you foster new inclusion initiatives for the entire organization by embracing the wealth of holiday traditions at your company.
<h2>Invite Employee Engagement When Planning Inclusive Holiday Celebrations</h2>
One of the keys to fostering a culture of inclusion is to involve employees in the planning and execution of holiday celebrations. This not only ensures that all perspectives are recognized and social identities valued but also creates a sense of ownership and belonging among the workforce.
Start by establishing an inclusive workplace policy that encourages employees to share their cultural traditions and holiday celebrations. Provide a platform, such as an employee resource group, where individuals can express their ideas and preferences for inclusive holiday events. Planning committees can be inclusive work environments that encourage collaboration and help in crafting celebrations that resonate with everyone.
Moreover, when planning events, take into account the diverse nature of your workforce. Ensure that celebrations are not centered around a specific holiday or cultural tradition, but rather invite all employees to share their celebrations to ensure they are highlighted and celebrated appropriately. To further support an inclusive workplace, consider working with employees to provide resources for employees to educate themselves about different cultural holidays. This approach not only reflects an inclusive workplace culture but also demonstrates a commitment to <a href="https://canadianequality.ca/diversity-and-inclusion-are-the-keys-to-beating-the-next-recession/">diversity and inclusion</a>.
<h2>Offer Flexible Work Arrangements and Diverse Paid Holidays</h2>
An inclusive workplace policy extends beyond the celebration of holidays; it also involves accommodating diverse needs and preferences. Consider offering flexible work arrangements during holiday seasons to accommodate religious holidays or cultural celebrations of your employees.
In addition to flexibility, review and enhance your organization’s paid holiday policy to reflect the diversity of your workforce. Recognize and include holidays from various cultures and religions to ensure that everyone feels valued and respected. This proactive approach contributes to the overall well-being and satisfaction of your employees, which can increase productivity as well as improve company culture.
If you’re looking for more info on how to celebrate inclusively all year round, consider organizing<a href="https://canadianequality.ca/services/training/"> diversity, equity, and inclusion training</a> through Canadian Equality Consulting to equip employees and leaders with the tools and knowledge needed to understand and appreciate different cultural celebrations. This training can enhance awareness, reduce unconscious biases, and foster a more inclusive workplace culture. These workshops can be a valuable tool in creating a more informed and empathetic workforce.
Creating inclusive holiday celebrations in the workplace all year long requires a strategic and employee-centric approach. By involving employees in the planning process, offering flexibility, and recognizing diverse holidays, organizations can build an inclusive environment that fosters engagement, belonging, and overall success.
 
The post <a href="https://canadianequality.ca/inclusive-holiday-celebrations-in-the-workplace-all-year-long/">Inclusive Holiday Celebrations in the Workplace All Year Long</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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<title>Showing Empathy in the Workplace During World Conflict</title>
<link>https://canadianequality.ca/showing-empathy-in-the-workplace-during-world-conflict/</link>
<dc:creator><![CDATA[Yasmin Arnaout]]></dc:creator>
<pubDate>Sat, 11 Nov 2023 09:42:48 +0000</pubDate>
<category><![CDATA[Inclusive Workplace]]></category>
<guid isPermaLink="false">https://canadianequality.ca/?p=27630</guid>
<description><![CDATA[2024 began with a series of ongoing world conflicts. And while it might feel hopeless on an individual level to put a stop to conflicts, we can work to do our part. One way is to show solidarity with the affected parties in our workplaces by empathizing with them. However, empathy is a critical soft… <a class="more-link" href="https://canadianequality.ca/showing-empathy-in-the-workplace-during-world-conflict/">Continue reading Showing Empathy in the Workplace During World Conflict</a>
The post <a href="https://canadianequality.ca/showing-empathy-in-the-workplace-during-world-conflict/">Showing Empathy in the Workplace During World Conflict</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
]]></description>
<content:encoded><![CDATA[2024 began with a series of ongoing world conflicts. And while it might feel hopeless on an individual level to put a stop to conflicts, we can work to do our part. One way is to show solidarity with the affected parties in our workplaces by empathizing with them. However, empathy is a critical soft skill that has long been overlooked as a managerial performance indicator in most organizations.
Empathy is the ability to perceive and relate to other people’s thoughts, experiences, emotions, and situations. In the workplace, it simply means having an in-depth understanding of employees’ perspectives and connecting with them to enhance relations.
As an employer, expressing empathy, particularly amid world conflict signifies that you understand your employees and can offer them physical and mental health support since you know what it means to be in their shoes.
<h2>How employers can show empathy in the workplace during times of world conflict</h2>
<ul>
<li> Showing compassion for the affected</li>
</ul>
 The lines between compassion and empathy are often blurred. While empathy is trying to put yourself in the shoes of the afflicted, compassion means being empathetic to their situations and expressing the desire to act and ease their pain. 
<ul>
<li> Accommodating Leadership</li>
</ul>
Adopting empathetic leadership extends beyond staff interactions. It involves having a genuine concern for their emotional well-being, recognizing and validating their achievements, and offering them mental health support through active listening, and considering their opinion.
<ul>
<li>Open Communication</li>
</ul>
Having an open line of communication where employees can easily contact you is essential in fostering empathy. It is necessary for them to feel comfortable when sharing information about their personal or professional lives.
In return show genuine concern. Check-in with them regularly to ensure they aren’t overwhelmed by the workload,and be an active participant in their conversation to help boost their emotional well-being.
<ul>
<li> Honesty and Authenticity</li>
</ul>
 Encouraging honesty and authenticity among leaders improves how the employees perceive them. When managers admit to burnout, making errors, or being overwhelmed by workloads, it makes it easy for employees to express themselves without fear of discrimination.
<h2>The importance of acknowledging and addressing the impact of global conflicts on employees’ emotional well-being</h2>
<ul>
<li> It builds trust – Trust is crucial for any relationship to thrive, including work relations. Acknowledging and addressing the significance of global conflicts on employees’ emotional well-being sends a message that you not only hear them but also consider their pleas. By valuing their opinions, and needs you affirm your solidarity with them, and thus ease their minds from the conflicts and the aftermaths. </li>
<li> It builds resilience – When trust is established, it helps build resilience. Employees will be resilient when they have faith that their organization’s values and will defend them. They become carefree and can focus on their responsibilities thus improving their emotional well-being and creating cohesive workspaces. </li>
<li> It provides employees a sense of belonging – Acknowledging the existence of world conflict by creating forums where employees can openly speak about their experiences and express their feelings gives them a sense of belonging. </li>
<li> It boosts their morale – Taking proactive measures by acknowledging and addressing the impacts of global impacts on employees signifies support for their wellbeing. This boosts their morale and helps them remain positive throughout a crisis. Employers can take more proactive measures like</li>
</ul>
<h2>Actions Employers Can Take to Improve Employees’ Well-Being During Global Conflict </h2>
<ul>
<li> Providing resources for mental health support – Employers can offer counseling or therapy sessions in collaboration with experts to help employees dealing with emotional distress. They can also avail reading materials, and set aside days to speak on mental health-related issues. </li>
<li> Offering flexible work arrangements – Employees can adopt hybrid or remote working arrangements for employees dealing with loss or family-related challenges to help them elevate their stress levels.</li>
<li> Adapting flexible leave policies – Organizations can alter their leave policies to adopt more friendly ones like unlimited PTO to give employees affected by global conflict ample time to grieve or unwind.</li>
<li> Recognizing and appreciating the employees – Giving recognition to employees affected by global conflict may go a long way in uplifting their spirits and boosting their morale. It can be as simple as mentioning them during team meetings or appreciating them for their resilience.</li>
<li> Organizing Diversity and Inclusivity Training – Organizing <a href="https://canadianequality.ca/diversity-and-inclusion-are-the-keys-to-beating-the-next-recession/">diversity and inclusion</a> training programs where employees can learn the cultural and political differences of their colleagues can be beneficial in fostering inclusive workplaces.</li>
</ul>
<h2>Offer Culturally Sensitive and Diverse Supports</h2>
In a fast-paced world where workplaces are embracing people from different backgrounds, the ability to effectively communicate and interact with ease is becoming increasingly essential.
But besides communicating, understanding the experiences, and perspectives of multicultural diversity in fostering cordial relations in the workplace is attracting attention. So, how is it important?
<ul>
<li>Attracts a broader talent pool – Diversity has recently become a critical factor for job seekers who are more receptive to accepting offers from organizations that value diversity. Encouraging diversity opens you up to a pool of global talent from which you can pick the best.</li>
<li> Helps to retain top talent – In today’s world, having a good workplace culture that offers a great employee experience is the quickest way to retain talent. This can be achieved by offering diverse supports, being mindful of employee mental health and emotional well-being, and having flexible work schedules.</li>
</ul>
<h2>How providing employees with opportunities to experience different cultures and diverse locations can enhance their understanding and appreciation for diversity</h2>
<ul>
<li>Actively engage in diversity efforts – Employees can participate in diversity activities in the organization by being a diversity mentor, taking up volunteer roles, or serving in diversity-related committees to guide and oversee diversity projects.</li>
<li> Participate in employee surveys – Periodically participate in employee pulse surveys by initiating or responding to them. If you are a respondent, it is important to be authentic and honest, and consistently express concerns that are instrumental in championing diversity issues.</li>
<li> Educate colleagues in the organization – Having an inclusive workplace culture is not a one-time thing, but a gradual process. It takes time, patience, and consistency to maintain it. Being at the helm of offering diversity education by creating <a href="https://canadianequality.ca/services/implementation/">diversity programs</a> or coursework is instrumental in appreciating diversity.</li>
</ul>
<h2>Foster an Inclusive Culture to Share Without Pressure</h2>
Developing an inclusive culture is easy, but retaining it is not as easy as crossing your tasks from your work schedule. This is how you maintain it to share without pressure;
<ul>
<li>Provide diversity and inclusivity training</li>
</ul>
Is John from accounting struggling with pronouns? Well, that means it’s time for inclusivity training. <a href="https://canadianequality.ca/services/training/">Diversity and Inclusion training</a> helps to address societal bias and prejudice and educate employees on how to embrace their differences and perspectives for a common goal. 
<ul>
<li> Have a diverse holiday calendar</li>
</ul>
While it may be impossible to recognize all religious and cultural calendar holidays, it is important to acknowledge that some employees, particularly the minority groups observe them. Thus, you can offer accommodations such as allowing the employees to take time off to celebrate, participate in their cultural practices, or have relevant decorations.
<ul>
<li> Use Inclusive Language</li>
</ul>
Using inclusive language in the organization is one of the fundamental practices in fostering inclusive workplaces. Avoid discriminatory and offensive phrases and consult in case you are uncertain how to address your colleagues. 
<ul>
<li>Create Safe Spaces</li>
</ul>
Creating safe spaces comes in different shapes and sizes. On one hand, it involves creating a conducive environment where employees can interact. On the other hand, it entails establishing amenities in the workplace that offer comfort to everyone, such as those with disabilities.
<h2>Promote Constructive Conversation and Mutual Understanding</h2>
Constructive conversation is a communication approach that involves actively listening, respecting diverse perspectives, and seeking common ground to achieve a win-win goal. This type of communication is more prevalent among people with different and diverse views and aims to foster a collaborative environment where meaningful engagements can be realized.
On the other hand, mutual understanding is a communication approach that involves two or more individuals who share similar sentiments or hold the same opinions, perspectives, and insights on a subject matter. Unlike constructive conversation, mutual understanding seeks to achieve a common goal attained from engaging in effective communication, and cooperation.
<h2>How To Promote Constructive Conversation and Mutual Understanding in the Workplace.</h2>
<ul>
<li>Encourage The Use of Respectful Language</li>
</ul>
Being respectful in your communication can significantly influence the direction of your dialogue. Respectful communication entails using courteous words like ‘please’, ‘sorry’, and ‘excuse me.’ Further, it involves showing empathy and expressing feelings, affirmations, and appreciation for things. 
<ul>
<li>Establishing The Objective</li>
</ul>
 Before participating in any dialogue, you must start by defining the purpose. The purpose is to provide concrete direction for the conversation without unnecessary deviations. 
<ul>
<li>Listening Actively</li>
</ul>
Encouraging active listening promotes <a href="https://canadianequality.ca/what-is-workplace-inclusion/">workplace inclusion</a> as it provides employees with a safe avenue to tell their stories and share experiences without fear of judgment. Being in tune with constructive dialogue, active learning utilizes verbal and nonverbal cues such as nodding your head, maintaining eye contact, leaning forward, and smiling. 
Using any cue signifies your interest in the subject matter and shows empathy. Seeking clarification and giving feedback is also encouraged.
The post <a href="https://canadianequality.ca/showing-empathy-in-the-workplace-during-world-conflict/">Showing Empathy in the Workplace During World Conflict</a> appeared first on <a href="https://canadianequality.ca">CEC</a>.
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