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The Pledge - #IT STARTS

A Conversation, a Movement, a Change​!

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IT STARTS is a public awareness campaign designed to take a proactive step towards addressing racism and discrimination in Simcoe County.

IT STARTS works to promote a unified community that encourages collective action against racism and discrimination.

How to get Involved

When:  The campaign runs June 1-30.
Who:  Everyone.  The pledge is open to everyone living/working/visiting in Simcoe County.
How:  Below are a list of activities to get involved in the pledge campaign:

1.  Pick up pledge cards from your local library branch or request pledge cards from the Local Immigration Partnership ( or 705-726-9300 extension 1423).  Digital copies can also be obtained from  Cards are arranged in two formats: 1) Pledge as an individual  2) Pledge as a group, organization, sector, community, or family, etc.

2.  Take a picture of yourself or group holding the pledge cards and share them with us on Twitter @simcoecounty and Facebook @CountyofSimcoe using #ITSTARTS.  Afterwards, display the cards and make them visible.  The blank portion of the pledge card is to fill in your commitment.  What action will you take against racism and discrimination- Acceptance, Inclusivity, Equity, Understanding.  How will you make a difference? 

2.  Take a short video - no more than 30 seconds in length.  The video should be about how you are taking action against racism and discrimination.  You can also discuss the value of diversity, or how diversity strengthens Simcoe County.  Share your video with us on Twitter @simcoecounty and Facebook @CountyofSimcoe using #ITSTARTS.  

3.  Educate yourself.  Visit for definitions and resources on how to take safe and purposeful action against racism and discrimination.

4.  Encourage friends, family members, colleagues, and community leaders to join you in the pledge.  There is strength in numbers!  Follow the conversation on twitter @simcoecounty and Facebook @CountyofSimcoe.



IT STARTS...By Creating AcceptanceIT STARTS...By Creating Acceptance<h2>ACCEPTANCE - Positive welcome and belonging<br><span class="ms-rteStyle-Emphasis"><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">*Source: Merriam-Webster (n.d).  </span></span></span><em class="ms-rteStyle-Emphasis"><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Definition of acceptance</span></span></em><span class="ms-rteStyle-Emphasis"><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">.  Retrieved May 11, 2017 from</span></span></span></h2><h2><p>Examples<br><span class="ms-rteStyle-Normal"><span class="ms-rteFontSize-3">Self-acceptance: is happiness or satisfaction with one's current self. <br></span></span><span class="ms-rteStyle-Normal"><span class="ms-rteFontSize-3">Social acceptance: <span lang="EN-US">is the ability to accept differences and diversity in other people or groups or people.</span> </span></span></p></h2><h2>HOW TO TAKE SAFE PURPOSEFUL ACTION</h2><ul><li>Consider multicultural holidays in workplace policies/planning</li><li>Designate a prayer space at work</li><li>Provide cultural competency training to management and frontline staff</li><li>Include immigrants in organization's decision making or planning process (e.g. Board of Directors)</li><li>Increase media coverage of immigrant stories and initiatives</li><li>Develop opportunities for seniors to share their stories</li><li> Have multicultural crayons available for children to use</li><li>Understanding the differences of different religions/spiritualties</li></ul><h2>Resources</h2><p>A cross-cultural training workbook developed by the Peace Corps to help new volunteers acquire the knowledge and skills to work successfully and respectfully in other cultures: <a href=""></a></p><p>Here Comes Everyone:  A resource on teaching in the intercultural classroom from the Alberta Teachers' Association: <a href=""></a></p><p>Quick easy tips to learn to accept and respect other cultures: <a href=""></a> </p>
IT Valuing DiversityIT Valuing Diversity<h2>DIVERSITY - The presence of a wide range of human qualities and attributes within a group, organization, or society.  The dimensions of diversity include, but are not limited to:  ancestry, culture, ethnicity, gender, gender identity, language, physical and intellectual ability, race, religion, sex, sexual orientation, and socio-economic status.  </h2><span class="ms-rteThemeFontFace-1" id="ms-rterangepaste-start" aria-hidden="true"></span><p><span class="ms-rteStyle-Emphasis">* Source:  Ministry of Education (2009).  Realizing the promise of diversity:  Ontario's equity and inclusive education strategy.  Retrieved May 5, 2017 from</span></p><span class="ms-rteThemeFontFace-1" id="ms-rterangepaste-end" aria-hidden="true"></span><span class="ms-rteThemeFontFace-1" id="ms-rterangepaste-start" aria-hidden="true"></span><span class="ms-rteThemeFontFace-1" id="ms-rterangepaste-end" aria-hidden="true"></span><h2>Multiculturalism is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained in each individual.  </h2><p><span class="ms-rteStyle-Emphasis">* Source: University of Oregon.  (n.d.).  Definition of diversity.  Retrieved May 5, 2017 from </span><a href=""><span class="ms-rteStyle-Emphasis"></span></a></p><h2><span lang="EN-US" style="text-decoration:underline;"><strong>How to take safe and purposeful action </strong></span></h2><p>Diversity is more than just acknowledging and/or tolerating difference. Here is a conscious list of practices that one can take to value diversity:</p><ul style="list-style-type:disc;"><li>Understand and appreciate the interdependence of humanity, cultures, and the natural environment.</li><li>Practice mutual respect for qualities and experiences that are different from our own.</li><li>Understand that diversity includes not only ways of being but also ways of knowing.</li><li>Recognize that personal, cultural and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others.</li><li>Build alliances across differences so that we can work together to eradicate all forms of discrimination.</li></ul><p>Source:  Queensborough Community College (2016).  <em>Definition of diversity</em>.  Retrieved May 5, 2017 from <a href=""></a></p><h2><span lang="EN-US" style="text-decoration:underline;"><strong>Resources</strong></span></h2><p>Canadian Centre for Diversity and Inclusion: <a href=""></a><br> <br>Diversity in the Workplace: <a href=""></a> <br><br>Toolkit that supports an organizations ability to engage and retain diverse teams:  <a href=""></a></p><p>Help children explore issues and concepts of diversity:  <a href=""></a></p><p> </p>
IT STARTS... with Supporting MulticulturalismIT STARTS... with Supporting Multiculturalism<h2>Multiculturalism  -Promotes the full and equitable participation of individuals and communities of all origins in the continuing evolution and shaping of all aspects of Canadian society.</h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source: Driedger, L., & Burnet, J. (2014).  The Canadian Encyclopedia:  Multiculturalism.  Retrieved May 8, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><h2>In 1971, Canada was the first country in the world to adopt multiculturalism as an official policy (Multiculturalism Act, 1988). This act affirmed the value and dignity of all Canadian citizens regardless of their racial or ethnic origins, their language, or their religious affiliation.</h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source: Government of Canada (n.d.).  Canadian multiculturalism:  An inclusive citizenship.  Retrieved May 11, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><h2><span lang="EN-US">*Multiculturalism in Canada</span></h2><p>1948:  Canada adhered to the Universal Declaration of Human Rights, which applies to all human beings, regardless of sex, race, religion, culture or ideology.</p><p>1960:  Parliament passed the Canadian Bill of Rights, which prohibits discrimination for reasons of race, national origin, colour, religion or sex.</p><p>1970:  Canada ratified the International Convention of the Elimination of All Forms of Racial Discrimination.  </p><p>1971:  Canada became the first country in the world to introduce a multiculturalism policy.</p><p>1974:  Saskatchewan became the first province to adopt legislation regarding multiculturalism.</p><p>1977:  Parliament adopted the Canadian Human Rights Act, which established the Canadian Human Rights Commission to monitor and mediate disputes over human rights in Canada.</p><p>1986:  Parliament passed the Employment Equity Act.</p><p>1996:  The Federal government established the Canadian Race Relations Foundation.</p><p>2002:  The Federal government announced that Canadian Multiculturalism Day would be held on 27 June each year.</p><p><span class="ms-rteStyle-Emphasis">*For a more comprehensive timeline, please visit:  </span><a href=""><span class="ms-rteStyle-Emphasis"></span></a></p><p><span class="ms-rteStyle-Emphasis">**2016:  Bill C-16:  Amendment to the Canadian Human Rights Act and the Criminal Code to add gender identity and gender expression to the list of prohibited grounds of discrimination.</span></p><p><span class="ms-rteStyle-Emphasis">**For more information on this new amendment, please visit:</span></p><h2><span lang="EN-US">Resources</span></h2><p>This activity is designed to engage students in a process of defining culture and its complexities:  <a href=""></a></p><p>Library of Parliament paper on historical background of multiculturalism current policies across Canada and Parliamentary action: <a href=""></a></p><p>Welcoming Communities Framework identifies sector-specific roles and actions to establish Simcoe County as a welcoming community for newcomers: <a href=""></a></p><p> </p>
IT STARTS... by Challenging of StereotypesIT STARTS... by Challenging of Stereotypes<h2>False, overly simplistic, or unfounded assumptions about a group of people that results in disregard for individual differences amongst group members; usually, negative preconception that characterizes each member of that group as being the same. </h2><h4><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"><em>Source: </em><em> </em>Carleton University Equity Services (2017)<em>.</em><em>  </em><em>Anti-racism definitions.</em><em>  </em>Retrieved May 5, 2017 from<em></em></span></span></h4><h2><span lang="EN-US"><strong>Examples</strong></span></h2><p>Stereotypes are judgmental and negative and present a fixed and inflexible image of a group.  They ignore individual differences.</p><p>Examples:</p><ul><li>All Asians are Chinese.</li><li>All Irish people are drunks and eat potatoes.</li><li>All Arabs and Muslims are terrorists.</li><li>All black people are of lower intelligence or of poor academic ability.</li><li>All American's are rude and self-centered.</li></ul><h2><span lang="EN-US" style="text-decoration:underline;"><strong>How to take safe and purposeful action </strong></span></h2><p>To create awareness of racial stereotypes: </p><ol><li>Acknowledge that we are all human and that we do stereotype people.  It is human nature to put people and things in categories.  We must start to consider the origins of these ideas and clarify evidence that supports these stereotypes.  </li><li>Increase awareness of inner thoughts and racial stereotyping; when you realize you are thinking about a racial stereotype follow it up with an alternative thought based in fact.  </li><li>Obtain factual information by increasing your interactions with people of other ethnic/cultural groups.  Awareness and knowledge about others will lessen our stereotypes and better equip you to educate, advocate, and challenge others about stereotypes. Be brave and engage in honest dialogue with members from diverse cultures and perspectives.  </li></ol><p>For the full article visit the link below.</p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  University of Notre Dame Counselling Centre (2017).  <em>Overcoming racial stereotypes</em>.  Retrieved May 12, 2017 from</span></span></p><h2><span lang="EN-US" style="text-decoration:underline;"><strong>Resources</strong></span></h2><p>Learn how individuals develop stereotypes and the negative harmful outcomes.  Explore tips to overcome stereotypes:  <a href=""></a></p><p>In this TEDx, cultural commentator Jay Smooth discusses issues of race and racism and offers insightful and humorous suggestions for expanding perceptions on the subject: <a href=""></a></p><p>Explore this site for activities and worksheets that explore popular stereotypes in advertising.  Gain a better awareness of everyday stereotypes:   <a href=""></a></p><p>Ten myths and misconceptions about immigrants and immigration are debunked:  <a href=""></a></p>
IT Committing to EquityIT Committing to Equity<h2>Equity - A condition or state of fair, inclusive, and respectful treatment of all people. Equity does not mean treating people the same without regard for individual differences.</h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Ministry of Education (2009).  Realizing the promise of diversity:  Ontario's equity and inclusive education strategy.  Retrieved May 5, 2017 from</span></span></p><p><span lang="EN-US">What is the difference between Equity and Equality</span>?</p><p>Equity is giving everyone what they need to be successful.  Equality is treating everyone the same.  </p><p>"Equality aims to promote fairness, but it can only work if everyone starts from the same place and needs the same help. Equity appears unfair, but it actively moves everyone closer to success by "leveling the playing field."  But not everyone starts at the same place, and not everyone has the same needs.</p><p><img class="attachment-thumb-single size-thumb-single wp-post-image" src="" alt="" style="margin:5px;width:540px;" /></p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Kuttner, P. (last updated November 1, 2016).  The problem with that equity vs. equality graphic you're using.  Retrieved May 17, 2017 </span><a href=""><span class="ms-rteFontSize-1"></span></a></span></p><p><span class="ms-rteStyle-Emphasis"></span> <img alt="equity1.jpg" src="/PublishingImages/Pages/IT-STARTS---by-encouraging-equity/equity1.jpg" style="margin:5px;width:614px;" /></p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Kinshella, M.  (2016). Equity illustrated, 3rd place:  Equity is about resources.  Retrieved May 17, 2017 from</span></span></p><h2><span lang="EN-US">Who risks exclusion?</span></h2><ul><li>Aboriginal peoples </li><li>Francophones </li><li>LGBTQ </li><li>Immigrants </li><li>Older Ad</li><li>Youth </li><li>Persons with disabilities </li><li>Persons living in poverty </li><li>Racialized people </li><li>Rural residents </li><li>Women</li></ul><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  City for All Women Initiative (June 2015).  Advancing equity and inclusion:  A guide for municipalities.  Retrieved May 17, 2017 from </span></span><a href=""><font class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></font></a></p><h2><span lang="EN-US">How to take safe and purposeful action</span></h2><p><span class="ms-rteFontSize-3">Consider your diversity: </span> Recognizing diversity within ourselves and others can help us understand how multiple factors influence the way we provide services, design policies and programs, or interact with staff and residents.</p><p><span class="ms-rteFontSize-3">Check assumptions:</span> When we question our own ideas, we can open up to new ways of understanding.</p><p><span class="ms-rteFontSize-3">Ask about inclusion: </span>By always asking three simple questions, we can thread equity and inclusion throughout our work: Who is not included in the work you do? </p><ol><li><p>What could contribute to this exclusion? </p></li><li><p>What can you do differently to ensure inclusion? </p></li></ol><h2>Apply to your work:</h2><p>Here are areas of work where you can enhance equity and inclusion:</p><ul><li>Communications </li><li>Engaging Community</li><li>Planning:  Services, Programs, and Events</li><li>Recruitment and Hiring </li><li>Strategic Planning<br><br>For a full list visit the document below.<br></li></ul><p>Be an ally, take action: When we are allies, we commit ourselves to using the information we learn to stand beside, and advocate for, those with whom we work. It is not a one-time action. Being an ally is a lifelong learning process of asking questions so as to apply (and re-apply) insights to action.<br><br><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  City for All Women Initiative (June 2015).  Advancing equity and inclusion:  A guide for municipalities.  Retrieved May 17, 2017 from </span></span><a href=""><font class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></font></a></p><h2><span lang="EN-US">Resources</span></h2><p>Visit Ontario's equity and inclusive education strategy:</p><p>Explore six steps towards equity in the classroom.</p><p>There is no quick way in which to achieve greater equity and inclusion.  Explore the following toolkit and consider how to transform your municipality (or organization) towards more equitable and inclusive practices:  <a href=""></a> </p><p> </p>
IT STARTS...with Recognizing MicoragressionsIT STARTS...with Recognizing Micoragressions<h2>Micoragressions  - A comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).</h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Merriam-Webster (n.d.).  Definition of a microaggression.  Retrieved May 12, 2017 from</span></span></p><h2><span lang="EN-US">Examples</span></h2><p>Microassault:  Conscious and intentional verbal or nonverbal attack meant to hurt the intended victim through name-calling, avoidant behavior, or purposeful discriminatory actions.  They are generally expressed in limited "private" situations (micro) that allow the perpetrator some degree of anonymity.  Examples:  referring to someone as "colored" or "Oriental," discouraging interracial interactions, deliberately serving a Caucasian patron before someone of color, and displaying a swastika.</p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Sue, D.W., Capodilupo, C.M., Torino, G.C., Bucceri, J.M., Holder, A.M.B., Nadal, K.L., & Esquilin, M. (2007).  Racial aggressions in everyday life.  Retrieved May 12, 2017 from</span></span></p><p>Microinsults: Verbal, nonverbal, and environmental communications that subtly convey rudeness and insensitivity that demean a person's racial heritage or <a href="">identity</a>. An example is an employee who asks a co-worker of color how he/she got his/her job, implying he/she may have landed it through an affirmative action or quota system.</p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Wing Sue, D. (2010). Racial microaggressions in everyday life:  Is subtle bias harmless?  Retrieved May 11, 2017 from</span></span></p><p>Microinvalidations: Communications that subtly exclude, negate or nullify the thoughts, feelings or experiential reality of a person of color. For instance, a Caucasian person asking a Latino person where they were born, conveying the message that he/she are perpetual foreigners in their own land.</p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Wing Sue, D. (2010). Racial microaggressions in everyday life:  Is subtle bias harmless?  Retrieved May 11, 2017 from</span></span></p><h2><span lang="EN-US">How to take safe and purposeful action </span></h2><p>It can be hard to know how to act in the moment, especially when microaggressions are likely to stir up an emotional response.  Here are some tips on how to begin to take safe and purposeful action:</p><p><strong>Assess the Situation</strong></p><ul style="list-style-type:circle;"><li><p>Ensure you are safe from any physical or emotional immediate harm.</p></li><li><p>Refrain from reacting immediately.</p></li><li><p>Take a breath or create a moment of silence.</p></li></ul><p><strong>Model the Behavior</strong></p><ul style="list-style-type:circle;"><li><p>Model the behavior you want from the person or people you are confronting.</p></li><li><p>Avoid being sarcastic, snide or mocking.</p></li><li><p>Remember that the goal is to educate. It's about helping others to understand something from a different perspective.</p></li></ul><p><strong>Focus on the Event, Not the Person</strong></p><ul><li><p>Keep the focus of the conversation to the behavior or event</p></li></ul><p>For the full article visit the link below.</p><p><span class="ms-rteStyle-Emphasis">Source:  Sehgal, P. (2016). Racial microaggressions:  The everyday assault.  American Psychiatric Association.  Retrieved May 11, 2017 from</span></p><h2><span lang="EN-US">Resources</span></h2><p>An article exploring racial microagressions in everyday life.  Implications for clinical practice are explored:  <a href=""></a></p><p>Examples of everyday microagressions – which include common themes and the messages they send: <a href=""></a></p><p>21 Racial Microagressions you hear on a daily basis.  This article include photos that can serve as great conversation starters:  <a href=""></a></p>
IT STARTS...with Challenging OppressionIT STARTS...with Challenging Oppression<h2>Oppression  -"The social act of placing severe restrictions on an individual, group or institution.  The oppressed individual or group is devalued, exploited and deprived of privileges by the individual or group which has more power." (Barker, 2003)</h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Barker, R.L. (2003).  Definition of oppression.  Social Work Dictionary.  Retrieved May 11, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><p>Sometimes these acts are explicit (such as laws in the past with respect to slavery, or the historical disenfranchisement of Canada's indigenous people), however, oppression is also formalized in the ways society has always done things, which tend to privilege white, male, middle class experiences.   </p><p>For example: men who wear turbans may be prevented from certain jobs or hobbies in which other headgear is considered "required,"  without a determination whether there are other ways to address issues of safety or uniformity.   Preference for one way of "being" – can be the result of the majorities cultural upbringing.  This may cause people to discriminate without realizing why.  </p><h2><span lang="EN-US">Examples</span></h2><ul style="list-style-type:disc;"><li><p>Sexism</p></li><li><p>Classism </p></li><li><p>Racism</p></li><li><p>Ableism</p></li><li><p>Heterosexism</p></li></ul><h2><span lang="EN-US">How to take safe and purposeful action </span></h2><p> Kivel (2002) outlines strategies and recommendations to challenge racism and white privilege:</p><ol style="list-style-type:decimal;"><li><p>Assume racism is everywhere, everyday:  We have to learn to see the effect that racism has. You already notice the skin color of everyone you meet—now notice what difference it makes.</p></li><li><p>Notice who is at the center of attention and who is at the center of power:  Racism works by directing violence and blame toward people of color and consolidating power and privilege for white people.</p></li><li><p>Understand the connections between racism, economic issues, sexism, and other forms of injustice.</p></li><li><p>Take a stand against injustice:  Intervene in situations where racism is being passed on.</p></li></ol><p>*For a complete list of recommendations and guidelines please visit the site below. </p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Centre for advanced studies in child welfare (2014).  Action strategies and activities.  Retrieved May 11, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><h2><span lang="EN-US">Resources</span></h2><p>When we talk about oppression, privilege must be discussed.  This tool-kit explores concepts of privilege and how we can all become allies in the fight to end racism:  <a href=""></a></p><p>A guide book supporting individuals and groups as they commit to collective action against various forms of oppression: <a href=""></a></p><p>Considered a classic article by those in the field doing anti-racist work, "White Privilege:  Unpacking the Invisible Knapsack," can be used in workshops, classes, or team meetings as a great conversation starter: <a href=""></a></p>
IT STARTS...By Promoting InclusivityIT STARTS...By Promoting Inclusivity<h2>Inclusivity - State of belonging and interdependence that arises when every individual is accepted as an equal and valued member of the community; includes the removal of barriers to allow for full participation. </h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Carleton University Equity Services (2017).  Anti-racism definitions.  Retrieved May 5, 2017 from</span></span></p><h2>Promoting inclusivity, "Creates an atmosphere in which all people feel valued and respected and have access to the same opportunities."  </h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Riordan, C.M. (2014).  Diversity is useless without inclusivity.  Retrieved May 4, 2017 from</span></span></p><h2><span lang="EN-US">What does an inclusive community look like?</span></h2><p>An inclusive community:</p><ul><li>Respects all of its citizens, ensuring full access to resources, and promoting equal treatment and opportunity.</li><li>Works to eliminate all forms of discrimination.</li><li>Engages all its citizens in decision-making processes that affect their lives.</li><li>Values diversity.</li><li>Responds quickly to racist and other discriminating incidents.</li></ul><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source: Community tool box (2016).   Cultural competence in a multicultural world.  Section 11:  Building inclusive communities.  Retrieved May 8, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><h2><span lang="EN-US">How to take safe and purposeful action </span></h2><p>Language:  Consider or examine the language you use on a daily basis and seek inclusivity in communication.  Avoid words or expressions that may exclude certain groups or individuals.  </p><p>Consider your Environment:  Assess your physical space and consider how inclusive it is.  Consider showing images of a diverse range of individuals that match the make-up of your community.  If you work in the field of childcare, consider having multicultural crayons, books/stories, and diverse toys for use.  For a list of multicultural books and toys visit:</p><p>Planning and Development:  Include a diverse range of individuals (age, gender, ethno-cultural diversity, etc.) in policy or program planning.  Diversity of thought brings in fresh perspectives and improved innovation.  </p><h2><span lang="EN-US">Resources</span></h2><p>Learn how to build an inclusive community:  <a href=""></a></p><p>A tool-kit for community organization in becoming more equitable, diverse, and inclusive: <a href=""></a></p><p>A multitude of inclusion resources from inclusion basics, self-assessments, inclusive language, and strategies for collaboration:  <a href=""></a></p><p>Ontario Healthy Communities Coalition has developed a tool-kit to assist organizations in becoming more equitable, diverse, and inclusive:  <a href=""></a></p><p> </p>
IT Reducing PrejudiceIT Reducing Prejudice<h2>​Prejudice  - Attitude or judgement about an individual or group based on stereotypes and inadequate knowledge; irrationally and falsely attributing the same characteristics to every member of a group; most often a negative, unfavourable, or inferior opinion about a person of colour.  </h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Carleton University Equity Services (2017).  Anti-racism definitions.  Retrieved May 5, 2017 from</span></span></p><h2><span lang="EN-US">Examples</span></h2><p><strong>Racism</strong>:  belief that race, skin colour or culture makes certain people inferior (e.g. believing that whites are superior to people of colour or people who practice Judaism)</p><p><strong>Ableism</strong>:  belief that physical and/or mental ability makes one group superior (e.g. that differently abled people are inferior to typically abled people or seniors are frail and weak)</p><p><strong>Ageism</strong>:  belief that age determines status or ability (e.g. adults are superior to young people and older adults)</p><p><strong>Lookism</strong>: belief that appearance and looks determine status (e.g. those who are thin or good looking have more money and status in society)</p><h2><span lang="EN-US">How to take safe and purposeful action </span></h2><p>There are many ways to reduce prejudice and discrimination. A few suggestions are listed below:</p><ul><li>Become aware of your own prejudices.</li><li>Broaden your horizons.</li><li>Don't laugh at racist, sexist or heterosexist jokes.</li><li>Refuse to watch movies, read books, play video games or participate in activities promoting prejudice.</li><li>Challenge friends/peers who express prejudiced beliefs.</li><li>Work with a diverse group of people at school/in your community.</li><li>Support organizations that help address the roots/effects of prejudice.</li><li>Confront prejudice at work by refusing to work in an environment that supports discriminatory policies or practices.</li></ul><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Kids Help Phone (n.d).  Embracing differences:  What you can do about prejudice.  Retrieved May 11, 2017 from</span></span></p><h2><span lang="EN-US">Resources </span></h2><p>The single underlying cause of racial prejudice is lack of knowledge.  Support education and information sharing.</p><p>Learn strategies and activities for reducing racial prejudice and racism: <a href=""></a></p><p>Reducing prejudices needs to be more than an organizational goal; it needs to be a personal goal for each of us. The following list contains ways to help reduce prejudices within ourselves and in those around us. <a href=""></a></p>
IT STARTS...By Standing against DiscriminationIT STARTS...By Standing against Discrimination<h2>​Discrimination - The unequal treatment of members of various groups based on race, gender, social class, sexual orientation, physical ability, religion and other categories.   </h2><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source: Racial equity tools (n.d.).  Glossary:  Discrimination.  Retrieved May 8, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a><span class="ms-rteStyle-Emphasis"> </span></p><h2><span lang="EN-US">Examples</span></h2><p>Harassment:  Inappropriate jokes, insults, name-calling or displays such as a poster or cartoons directed at a person because of race, colour, sex or gender, sexual orientation, etc.</p><p>Wage discrimination:  An employer offering a lower wage for similar work because of gender, race, sexual orientation, etc. </p><p>Discrimination in hiring:  During a job interview, being asked inappropriate questions about: child care arrangements if you are a parent or whether or not you plan to have children; disabilities or health limitations; age; religion or any other personal characteristic protected under human rights; and not getting a job based solely on response to these questions and not qualifications or experience.</p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  National Association of Japanese Canadians (2017).  What are some examples of discrimination?  Retrieved May 8, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><h2><span lang="EN-US">How to take safe and purposeful action </span></h2><p>Everyone has a responsibility to create environments in which others feel safe. </p><p>Read outside the Lines:  It is important for young people to have characters, in both fiction and nonfiction, who feel relatable. Host a book club that reads texts by or about individuals who hold identities outside the socially defined "norm."  Check out some of these titles: <a href="">Parrotfish</a>, <a href="">Symptoms of Being Human</a>, and <a href="">Tomboy</a>.</p><p>Safe Space Flag:  Almost 1 in 4 students report being bullied at school. Designate a Safe Space, where bullying isn't tolerated. </p><p>*For a more complete list visit the link below.</p><p><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Gender Spectrum (2017).  10 ways you can stand up to discrimination today.  Retrieved May 8, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></p><h2><span lang="EN-US">Resources</span></h2><p>Engage partners, make allies and join a cause: <a href=""></a></p><p>Explore the strengths of diversity by learning tips and tools to use in classrooms and other settings:<br> <a href=""></a></p><p>People experience racial discrimination in a variety of different ways.  Visit Ontario Human Rights Commission for examples: <a href=""></a></p>
IT STARTS...By Combatting RacismIT STARTS...By Combatting Racism<h2>Racism is the belief that there are human groups with particular (usually physical) characteristics that make them superior or inferior to others. Racist behaviour can be <em>overt</em>, such as treating people differently according to their race or colour, or <em>covert</em>, when society systematically treats groups differently based on some form of discriminating characteristic. </h2><h4><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  React to Racism (2017).  </span></span><em class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">What is racism?</span></em><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">  Retrieved May 11, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a></h4><h2><span lang="EN-US"><strong>Forms of Racism</strong></span></h2><p><strong>Individual or Internalized racism</strong>:  This is racism that exists within individuals.  It is when, either knowing it or not, someone has negative ideas about themselves and their race or culture. </p><p>Source:  Myers, A. & Ogino, Y. (n.d.).  <em>Power, privilege, and oppression</em>.  Retrieved May 11, 2017 from</p><p><em>Examples:</em></p><ul><li>Skin lightening, wearing coloured contact lenses.  The individual believes that life would be better if they acted, looked, or spoke more like the dominant culture.<br><br><strong>Interpersonal racism</strong>:  This is racism that exists between individuals.  It is the holding of negative attitudes towards a different race or culture.<br><br><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source:  Intergroup Resources (n.d.).  </span></span><em class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Race and racism</span></em><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">.  Retrieved May 11, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a><br><br><em>Examples:</em><em>  </em></li><li><em>Social distancing & stigmatization</em><em>:</em>  Verbal and non-verbal behaviour that communicate exclusion and/or rejection.</li><li><em>Discrimination at work or school</em><em>:</em>  Stereotypes about competency, honesty, or diligence can block the creation of opportunities for employment or education.</li><li><em>Threat & harassment</em><em>:</em>  Targeted individuals can become victims of verbal and physical assault when the social barriers & protections against attack do not extend to those who are stigmatized.<br><br>Source:  Myers, A. & Ogino, Y. (n.d.).  <em>Power, privilege, and oppression</em>.  Retrieved May 11, 2017 from<br><br><strong>Systemic or Institutional racism</strong>:  This is racism that exists within social institutions (such as governmental organizations, schools, banks, and courts of law).  It is the giving of negative treatment to a group of people based on their race.</li></ul><h4><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Source: Chegg Study (n.d.).  </span></span><em class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">Institutional racism</span></em><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1">.  Retrieved May 11, 2017 from </span></span><a href=""><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"></span></span></a><span class="ms-rteStyle-Emphasis"> </span></h4><p><em>Example</em>: </p><ul><li>Through the hiring process, employers may state they are looking for the "right fit." The "right fit" may tend to resemble the rest of the staff they have already hired.  This may send a message about the diminished value of diversity within an organization or lack of interest to hire anyone outside of the dominant culture.  <br><br>Source:  Hugher, R.L. (2014).  <em>10 signs of institutional racism</em>.  Retrieved May 9, 2017 from</li></ul><h2><span lang="EN-US"><strong>How to take safe and purposeful action </strong></span></h2><p>Examples of taking action against racism:</p><ul style="list-style-type:disc;"><li>Interrupt offensive jokes or stories and say you don't want to hear them.</li><li>Speak up when you witness discrimination against others.</li><li>Offer support to the victim. Listen carefully and respect confidentiality.</li><li>Speak up or seek help when you experience discrimination.  Recognize that some situations are best addressed publicly and others privately.</li><li>Become involved and work with others. <strong>Anti-racism is everyone's responsibility</strong>.</li><li>Encourage work and study environments to be places where diversity is valued.</li><li>Discuss issues of inclusion and diversity with children, youth, and adults.</li><li>Educate yourself about human rights.</li><li>Be aware of how your actions might intentionally or unintentionally affect others.</li><li>Think critically about the language that you use.</li><li>Be sensitive to other's feelings.</li><li>Question the validity of generalized statements.</li></ul><h4><span class="ms-rteStyle-Emphasis"><span class="ms-rteFontSize-1"><em>Source:</em><em>  </em>Carleton University Equity Services (2017)<em>.</em><em>  </em><em>Take action against racism.</em><em>  </em>Retrieved May 5, 2017 from<em> </em></span></span></h4><h2><span lang="EN-US"><strong>Resources</strong></span></h2><p>Confronting racist or derogatory comments can be challenging.  Explore safely how to confront a racist with cultural commentator Jay Smooth:  <a href=""></a></p><p>Learn about the Ontario Human Rights Code that provides for equal rights, opportunities, and freedom from discrimination.  The Ontario Human Rights Commission (OHRC) provides support for individuals and organizations to identify and address racism and discrimination:  <a href=""></a><span lang="EN-US" style="text-decoration:underline;">.</span><span lang="EN-US" style="text-decoration:underline;">  </span>Brochure also available for download.</p><p>Dr. Camara Jones shares four allegories on "race" and racism at a local TEDx event.  Through telling stories foundational knowledge on these concepts is explored and individuals are empowered to act against racism. <a href=""></a></p>

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