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What if we gave everyone the opportunity to be their best selves?

The ability to solve the problem of racism and discrimination hinges on our ability to create the conditions that allow everyone to thrive and reach their full potential.

 

Every single human being wants to be seen and appreciated, valued and respected. You do, I do…it’s universal.

It’s a sentiment that transcends borders, cultures, and languages. By providing everyone with the opportunity to be their best selves, we can foster an inclusive and supportive environment that encourages personal growth and fulfillment. It’s a vision that holds immense potential for creating a more harmonious, compassionate and productive world.

 

Let’s strive to make this vision a reality!

It doesn’t take much, but it may require a change inside all of us to find common ground and keep us unified toward a greater purpose.

This section seeks to address the essence of the problem and offers a variety of thoughts and commentary on understanding, accepting, and appreciating the 'other'.

THOUGHTS & COMMENTARY

LET'S CELEBRATE OUR DIVERSITY. 

What a variety of amazing experiences await us if we could only be open to them!

Consider a garden with plants of all the same types and sizes. It's uninteresting, boring frankly.

 

I like to think of our cities and towns as wonderfully designed gardens – and their population as the plants – with vegetation of different species, colours and sizes. It is their variety that makes them special and gives them richness.

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‘Abdu’l-Bahá, the Bahá’í Faith’s leading exponent in the 20th Century and renowned champion of social justice and ambassador for international peace, offered a similar sentiment:

Unity in Diversity

"Consider the flowers of a garden. Though differing in kind, color, form and shape, yet, inasmuch as they are refreshed by the waters of one spring, revived by the breath of one wind, invigorated by the rays of one sun, this diversity increases their charm and adds to their beauty. How unpleasing to the eye if all the flowers and plants, the leaves and blossoms, the fruit, the branches and the trees of that garden were all of the same shape and color!
Diversity of hues, form and shape enriches and adorns the garden, and heightens the effect thereof. In like manner, when diverse shades of thought, temperament and character are brought together under the power and influence of one central agency, the beauty and glory of human perfection will be revealed and made manifes
t."

Albert Einstein

"We must not only learn to tolerate our differences. We must welcome them as the richness and diversity which can lead to true intelligence."

Dalai Lama

"If we wish to ensure everyone’s peace and happiness, we need to cultivate a healthy respect for the diversity of our peoples and cultures, founded on an understanding of the fundamental sameness of all human beings."

Maya Angelou

“We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their colour.”

What is the genesis of hate?

The million dollar question.
With so much evidence of racism, discrimination and prejudice, you have to wonder where all this hate comes from.
From where does it germinate? Who planted the seed? 

Sadly, there's no simple answer. We can't point a finger at one or two culprits in particular. There are a multitude of factors that come into play. But I believe one thing is certain.
Our ability to nip this problem in the bud hinges, to a great extent, on the actions, directives, and policies of the authorities in our society - all those 'bodies' that are mandated to guide, direct, and sculpt our conduct.

These authorities include:

  1. Our parents (Our go-to authorities on life)

  2. Our political leaders (The governing or legislative authorities)

  3. Our religious leaders (The moral authorities)

  4. Our schools and educators (The educational authorities)

  5. Our administrators of justice (The judicial authorities)

  6. Our police (The law enforcement authorities)

  7. Our healthcare leaders (The health authorities)

  8. Our administrators of housing assistance programs
    (The housing authorities)

  9. Our media (The communication authorities)

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The authorities have the innate ability to point us in the right direction. In fact, it's their responsibility. But can they do it? Do they have that ability? And what is the 'right direction' anyways? Or better yet, what is, as the Indigenous Peoples so aptly refer to it, 'A Good Way'?

Sadly, the authorities also have the ability to point us in the wrong direction. Systemic racism is a good example of this. Because these same bodies are the ones that deal with the larger, structural and institutional operations of our society. They set the policies, the rules of the game if you will.

 

Systemic racism, also known as institutional racism, refers to the ways that white supremacy (that is, the belief that white people are superior to people of other races) is reflected and upheld in the systems in our society. It looks at larger, structural and institutional operations rather than individual biases and behaviours:

Our education systems, our healthcare systems, our judicial systems, our criminal justice system, our policing systems […] The very institutions that make up the way we live, how we’ve structured society, how we come to make decisions, how we decide what’s fair or just,” explains Brittany Andrew-Amofah, senior policy and research analyst at the Broadbent Institute, a Canadian progressive and social democratic think tank.

 

“These systems are built with an already ingrained bias, a racist lens and embedded with a discriminatory lens that doesn’t provide or allow for equal or fair opportunities for racialized peoples to succeed within.”

In fact, they create barriers to opportunity. And they limit or prevent equitable access to programs and services, such as health care, education, social development, housing, employment and criminal justice.

Based on the above, it would appear that some serious navel-gazing (i.e. self-reflection and self-analysis) is required to 'Get us on the right path'. Once we do that, we need only apply principles that embrace the notion of 'A Good Way' and we're done!

Oh, if it could be so simple!

In a good way is an expression used by many Aboriginal communities to denote participation that honors tradition and spirit. Among the Anishinaabe people, this is embodied in the Seven Grandfathers Teachings of wisdom, love, respect, bravery, honesty, humility, and truth.

QUESTIONS TO CONSIDER

  • Who is responsible to quash and condemn racism and discrimination?

  • Who's role is it to set us on the right path?

  • Who should we hold accountable?

Why are people racist?

It could be any number of reasons, though it's often rooted in ignorance and a fear of others.

The Why Factor : Racism

Why are some people racist and judge others by the colour of their skin? Is it some deep-seated fear of 'the other’ which has roots in genetic and cultural difference or are exposure to artificial factors constructed by politicians and the media to blame?

 

In this Why Factor podcast, presenter Jo Fidgeon explores the experience of racism around the world and in different societies. She finds out about the personal experiences of racism and how it affects peoples’ everyday lives. She also begins to understand how racism is perpetuated through generations and cemented through institutional racism.

It's a question that people ask all the time.
If we're all part of the human race, why are people racist?
After all, there are no biological differences between people.
No race is superior or inferior to another. We're all the same.

 

“In some ways, it’s super simple. People learn to be whatever their society and culture teaches them. We often assume that it takes parents actively teaching their kids, for them to be racist. The truth is that unless parents actively teach kids not to be racists, they will be,” said Jennifer Richeson, a Yale University social psychologist. “This is not the product of some deep-seated, evil heart that is cultivated. It comes from the environment, the air all around us.”

There are many reasons why people can have racist attitudes. Some of the most prevalent include:

  1. We take on the views of people around us.

  2. We only hang around with people "like us".

  3. We're quick to judge.

  4. We blame others for our problems.

  5. We have a deep-seated fear of 'the other’ which has roots in genetic and cultural difference.

  6. We're swayed by artificial factors constructed by politicians and the media.

Regardless, there are no good reasons or excuses for racism.

See also

Why are people racist?
You asked Google – here’s the answer.

By JOSEPH HARKER
Why are people still racist?
What science says about America’s race problem.

By WILLIAM WAN and SARAH KAPLAN 

4 Reasons People Become Racists And How To Fix Them
Because yes, sometimes they can still change.
By REBECCA STEVENS
Are you racist? You may be without even knowing it
By VINITA SRIVASTAVA

5 Ways to Tell If Someone Is Racist

By MARK NICHOLSON, J.D.

The Five Fallacies of Racism

By SIENA
Understanding these fallacies helps us move beyond oversimplified views of racism and work toward meaningful change.

Following up on the question above, we might also ask:

Why do good people do racist things?

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“You realize that the number of people who are actually racist is small. Most of us don’t care what color people are.”

This is a common refrain the author of "Why Good People Do Racist Things" hears from many white people. It’s been repeated to him by conservatives and liberals alike. What it highlights is that people who don’t consciously hate people based on skin color, ethnicity and the like think that racism is relegated to hate groups and avowed racists. That racism isn’t the norm; it’s the exception.

Indeed, there are millions of white people who don’t go around with feelings of hate in their hearts. So we’re going to focus on them. The people out there trying to do the right thing but who still come up short sometimes.

Regardless of our skin color, ethnicity, upbringing or economic status, our minds have all been exposed to essentially the same things.

Our fictional superheroes were mostly white men. So are our STEM (science, technology, engineering, and mathematics) heroes. Generations were taught that white skin with blonde, straight hair was considered beautiful, but Black wasn’t. In dolls. Movies. And now on social media. All teaching white girls about their beauty and Black girls that they lacked beauty.

Even God is featured as a tall, white man!

While one of these might not be enough to cause deep unconscious thoughts about Black and white people, the cumulative effect is overwhelming.

Racism is a complex phenomenon that persists despite our collective desire for equality and justice. Some of the reasons why seemingly “good” people might engage in racist behaviors include:

  1. Self-interest
    Many experts believe self-interest is the root cause of racist beliefs.

  2. Scientific racism
    While many might say that ignorance breeds racism, some of history’s most intelligent minds supported racist beliefs.

  3. Maintaining the status quo
    Maintaining a status quo that protects racism is often justified as “keeping the peace” or maintaining law and order.

  4. Discriminatory policies
    Policies that discriminate by race and keep people in poverty reinforce racist beliefs.

  5. “Good” people who don’t challenge racism
    One of the main reasons why racist ideas continue to flourish is that “good” people don’t speak out against it.

  6. Media representation
    How the media (books, TV, music, movies, etc.) represents race has a big impact on how society views race.

  7. Living in an echo chamber
    Only interacting with people who share the same beliefs is a root cause of racism for individuals.

  8. Failing to recognize racism in oneself
    People aren’t good at recognizing racism in themselves.

  9. Quick judgments
    People are very quick to judge others based on their appearance, their clothing, how they talk, and other physical traits.

  10. Casting blame
    For many people, blaming others is a reflex.

Excerpt from 

10 Root Causes of Racism

By EMMALINE SOKEN-HUBERTY

In summary, racism is a multifaceted issue influenced by historical context, societal structures, and individual beliefs. Recognizing and challenging these factors is crucial for fostering a more equitable world. 

We might also ask:

What do racists fear?

Fear is the foundation of society’s failure to address racism.

According to one source,
“Extreme hatred is almost always based on fear. People may feel threatened by people they view as ‘different’ or ‘foreign.’ They may fear losing power.”

 

Another source explains that:
“When one race of persons unconsciously feels fear in response to a different race group - fears that their own level of security, importance, or control is being threatened - they will develop defensive thoughts and behaviors. They will create exaggerated and negative beliefs about the other race to justify their actions in [an] attempt to secure their own safety and survival.”

What we can learn about
'The Other' from anthropology

Gillian Tett:

”I would say that one of the messages that anthropology tries to hammer home is that in immersing yourselves in the lives of others who seem strange to you, you just don’t get empathy for another point of view and a vision of how you could do things differently; you also get the ability to look back at yourself with more clarity and understand yourself because fish can’t see water unless they jump out of their fishbowl.“

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Gillian Tett is the pioneering columnist who has spent the last decade documenting the rise of ‘conscious capitalism’, a movement led by businesses that have concluded they can no longer afford to ignore issues like climate change, income inequality and social justice.

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Denise Hamilton is a nationally recognized workplace culture and DEI expert. She is the founder and CEO of WatchHerWork, a digital learning platform for professional women, and All Hands Group, a workplace culture consultancy. 

 

Ms. Hamilton shares accessible, personal stories and offers self-examination questions, intentional action steps, and journal prompts. While the book has a focus on business and leadership, the lessons within can transform our professional and personal lives.

It's time to unpack our preconceived notions and reimagine a world that’s better than just “inclusive.”

“Indivisible: How to Forge Our Differences into a Stronger Future” by Denise Hamilton is a thought-provoking book that challenges conventional notions of diversity and inclusion. Hamilton encourages readers to move beyond mere inclusivity and strive for indivisibility - a state of interdependence that goes beyond simply allowing others to join us.

Here are some key points from the book:

  1. Beyond Inclusivity: Hamilton urges us to reexamine our long-held beliefs and habits related to diversity and inclusion. Rather than settling for the status quo, she encourages us to aim higher by embracing the concept of indivisibility—a state where we are truly interconnected and inseparable.

  2. Dismantle Hierarchies: To build communities, workplaces, and relationships that live up to the word “indivisible,” we must actively dismantle hierarchies that perpetuate inequality. This involves challenging power structures and advocating for equity.

  3. Self-Examination and Action Steps: Throughout the book, Hamilton shares accessible, personal stories and provides self-examination questions, intentional action steps, and journal prompts. These tools empower readers to reflect on their own biases, assumptions, and behaviors.

  4. Professional and Personal Transformation: While the book has a focus on business and leadership, its lessons can transform both our professional and personal lives. Hamilton’s expertise and commitment make this complex content accessible and engaging.

  5. A Close-Knit Collective: To repair the fraying stitches that bind us together, we need to build a truly close-knit collective. Indivisible carries a message of vital importance to the business community and beyond.

 

In summary, Denise Hamilton invites us to reimagine a world that’s better than just inclusive—a world where we recognize our interdependence and work towards a stronger future.

"In a world dominated by division,
this book is a force for unity." 

  • Adam Grant, #1 NY Times bestselling author of
    THINK AGAIN and HIDDEN POTENTIAL, and
    host of the TED podcast Re:Thinking

Racism - like sexism and other forms of oppression - occurs when a racial group's prejudice is backed by legal authority and institutional control.

Robin Diangelo:

”Interrupting the forces of racism is ongoing, lifelong work because the forces conditioning us into racist frameworks are always at play; our learning will never be finished."

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In this “vital, necessary, and beautiful book”, antiracist educator Robin DiAngelo deftly illuminates the phenomenon of white fragility and “allows us to understand racism as a practice not restricted to ‘bad people’. 

Toni Morrison

“The function, the very serious function of racism is distraction.
It keeps you from doing your work. It keeps you explaining, over and over again, your reason for being.”

RACISM IS DISTRACTION

Azeezah Kanji is a legal analyst and writer based in Toronto. She received her juris doctor from the University of Toronto’s Faculty of Law and a master’s of law, with a specialization in Islamic law, from the School of Oriental and African Studies, University of London. Kanji is the director of programming at Noor Cultural Centre, an Islamic educational institution in Toronto, and she contributes to the Toronto Star.

Andre M. Perry

"Racism should never be diminished as a distraction -history shows well that the strategic deployment of bigotry is a default practice used to undercut democracy.
Racism is typically based in stupidity, hatred and fear."

See

Racism is not a distraction; It’s policy

By ANDRE M. PERRY

Poverty is Black and White

Racism is a terrible distraction

By FREDERICK E. FEELEY JR.

Dr. Claud Anderson

“True racism exists only when one group holds a disproportionate share of wealth and power over another group then uses those resources to marginalize, exploit, exclude and subordinate the weaker group.”

See 
Racism…is stupid
Where’s my cape?
Captain Obvious to the rescue!

From MEDALLION XLN

Racism is worse than Immoral – it's Stupid!
By TSVI BISK

RACISM IS STUPID

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Rohit Pawar

"We all are very negligent about the history of humans as a species."
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Some more about the origins of racism

My curiosity about the origins of racism led me to this article by Rob Brooks, Professor of Evolutionary Ecology; Director, Evolution & Ecology Research Centre, University of New South Wales, Sydney. In it, he refers to some research on the evolution and neurobiology of race and racism, referencing two articles of particular interest:

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Professor Brooks presents an insightful article on the origins of racism in The Conversation in July 2012. He finds evidence that racism and other prejudices have evolved along with humanity, but he also finds that such attitudes can be overcome.

 

He notes that “modern evolutionary biology is making enormous contributions to our understanding of how our ideas of race, racism, gender and sexism arise.” And he summarizes the argument between those proposing that racism is a consequence of human evolution versus those who claim that a biological understanding of human behaviour and society could be used to justify racism, sexism and various other forms of prejudice.

 

Professor Brooks discusses an article on the Roots of Racism by Elizabeth Culotta which isolates two important themes that are gathering support:

  1. Racism is one of many expressions of our evolved capacity to live and work in groups.
    The very human tendency to identify with an “us” defines the broader “them”. Religious bigotry, ethnic mistrust and other prejudices arise from our tendency to form coalitions and allegiances.

  2. Antipathy toward members of other groups gains much of its traction through fear, particularly of males.
    The snap judgments people make about others may be part of a sensitive alarm system that evolved when the people most likely to present a violent threat were strange males.

 

But prejudice and bigotry can be overcome, he says.
“Over the last century, researchers studying race have found a dramatic drop in racist attitudes and stereotypes. There is strong neuroscience evidence for what we have long known – that becoming familiar with individuals from other races as well as a conscious desire to transcend our prejudices can erode racism and other forms of bigotry."

 

“The brain – far from being hard-wired – is good at learning about race and triggering biases, but is also capable of transcending those biases. And that’s a good thing, in evolutionary terms, because the groups we belong to shift and change over time. Our ability to change is an important facet of our humanity.”

To read the full article, see THE CONVERSATION | The Origins of Racism

See also 

Unconscious bias

A mutation in the software

By adulthood, researchers have found, most Americans have been exposed to a culture with enough negative messages about African-Americans and other marginalized groups that as much as 80% of white Americans hold unconscious bias against black Americans, bias so automatic that it kicks in before a person can process it. The messaging is so pervasive in American society that a third of Americans hold anti-black bias against themselves.

 

What kind of person is most likely to carry this kind of unconscious bias? "This is a wonderful person," notes Harvard sociologist David R. Williams, who has sympathy for the bad things that have happened in the past. But that person is still an American and has been fed the larger stereotypes of blacks that are deeply embedded in the culture of this society. So, despite holding no explicit racial prejudices, they nonetheless hold implicit bias that's deep in their subconscious. These implicit biases shape their behavior in ways they are not even aware of. The research suggests that about 70 to 80 percent of whites fall into this category."

 

These autonomic responses contribute to disparities in hiring, in housing, in education, and in medical treatment for the lowest caste people compared to their dominant caste counterparts and often against logic.
 

Excerpt from
Caste: The Origins of our Discontents

By ISABEL WILKERSON

The prevalence of racial prejudice has been like a viral infection in the physical structure of society, but like with any virus, there is a cure. The time for the cure is NOW.

 

The first step to cure any disease is the acknowledgment that the disease exists. This is what we see currently happening in the world. All over the world, protests are erupting, people are marching and from across the globe, voices are calling out for freedom, justice and an end to the violation of human rights. An awareness that an injustice perpetrated against anyone anywhere in the world affects everyone in the world has emerged, and ignited the global conscience. There is a universal acknowledgment that racism exists and a global desire to eradicate it. The quality of empathy and compassion for the suffering of others is increasing in the world family.

 

The Nobel Prize Laureate, Nelson Mandela expressed this quality of the human heart beautifully:

 

"No one is born hating another person because of the colour of his skin, or his background, or his religion. People must learn to hate, and if they can learn to hate, they can be taught to love, for love comes more naturally to the human heart than its opposite."

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Nelson Mandela felt that education was the most powerful weapon one can use to change the world.

 

Maharishi Mahesh Yogi reiterated this sentiment when he said:

  

"Through proper education, we can accomplish anything."

 

The basis of knowledge is consciousness. In order to gain knowledge, one must be conscious, awake, alert inside. Consciousness is the basis of knowledge; knowledge is the basis of action; action is the basis of achievement and achievement is the basis of fulfilment. By enlivening and expanding one’s consciousness, one spontaneously gains the ability to live more in harmony with natural law.

ALL VIOLATIONS OF NATURAL LAW HAVE THEIR ROOT IN WEAKNESS OF THE MIND.

 

Racism is the result of narrow vision. If the awareness is narrow, one can only focus on differences. Like the small angle lens of a camera, one’s awareness is localized by the boundaries of race, and the deeper unifying factors that interconnect all living beings are overlooked.

 

Racism is the result of focusing the mind on surface differences on the outer level of life, while disregarding the inner unifying basis of life. When one is wearing red glasses, then one can only see red. When differences dominate one’s awareness, the result is problems, mistakes, suffering, and failures in life.

 

Excerpt from 

A Cure for the Virus of Racism

By BARBARA ANN BRIGGS

See also

How Has White Supremacy Changed and How Will it Die?

Conclusion of A Family History of Whiteness: American Roots of Racial Injustice

By REGIE STITES, Ph.D.

How Much Racism is Enough?

What's the threshold for feeling harassed?

By RENÉ F. NAJERA, Ph.D.

The virus of racism

What are the impacts of hate crimes?

They can be profound and far-reaching

Research shows that the impacts of hate crime can be profound, lasting, and more severe than for other victimization types. They also extend beyond those directly victimized, like a ripple effect, to affect members of the targeted group more generally. 

 

Recognizing the impact of hate crimes therefore provides a basis for the respectful and sensitive treatment of victims, their families and communities, and can help first responders and victim services agencies better understand and meet their often complex needs. 

Hate crimes and incidents serve as ‘message crimes’ intended to intimidate and control. The waves of harm move beyond the victim(s) to also affect their friends and family members, communities (local, national, international and/or online) and, eventually, society. 

 

These waves of harm can be imagined as a set of four concentric circles, with each circle representing a wave of harm.

  1. The primary wave is the central circle, representing “Initial victim(s) directly impacted.”

  2. The secondary wave in the next circle represents “Friends and family of the initial victim(s).”

  3. The tertiary wave in the next circle represents “Targeted community/communities to which the initial victim(s) belong.”

  4. The outermost circle represents “Societal norms and values.”

 

Clearly, hate crimes affect not only individual victims, but also the larger community. They have consequences that reach far beyond a specific incident and are particularly concerning because they:

  • can have uniquely violent and assaultive characteristics

  • cause trauma to victims, family, and friends

  • can cause fear of being targeted for future crimes

  • can escalate and prompt retaliation

  • can foster community unrest

  • threaten national values of tolerance and inclusion

 

Direct and indirect impacts of hate crime victimization may include:

  • physical injury

  • emotional and psychological distress

  • trauma

  • anger

  • depression, anxiety and suicidal ideation

  • long-term health effects including heart, liver, autoimmune, and chronic obstructive pulmonary disease

  • an extreme sense of isolation

  • reduced sense of safety and security

  • increased sense of vulnerability and fear of repeat victimization

  • shame and humiliation

  • being more security conscious and avoidant, which often involves the use of coping responses to avoid repeat victimization such as moving away, changing routines, avoiding people, places and situations perceived to be potentially dangerous, concealing aspects of their social identity (for example, by not holding hands with their same-sex partner in public, not wearing religious or cultural clothing or symbols)

  • problems at school or work

  • relationship problems with family and friends

  • feelings of rejection and social exclusion that can trigger emotional and psychological pain and distress

  • substance abuse and self-harm behaviours

  • financial harms that stem from their victimization experience in terms of lost wages (due to injury and/or participating in the criminal justice process) and/or loss of/damage to property

Hate is Taught, Love is Not

No baby is born to hate;
it's not within them to do so.

"No one is born hating another person because of the color of his skin or his background or his religion. People must learn to hate, and if they can learn to hate, they can be taught to love, for love comes more naturally to the human heart than its opposite."
- Nelson Mandella

Specialist on child development, Louise Derman-Sparks has stated three major issues in regard to children holding biases toward others who are “different."

  1. Children are not colorblind

  2. Talking about differences does not increase prejudice in children

  3. It is not enough to talk about similarities among people

Spark's belief is that it starts very young, not when the child is first born, but it can be noted around preschool age where these biases are being portrayed, presumably taught and engraved by guardians and other influences. We shouldn’t judge a person based on their gender, sexuality, ethnicity, etc. because then we miss an amazing opportunity to connect with another human being.

Hate Isn't Taught, It's Learned

By insisting that our children are not born hating others, that some malevolent person is teaching them to hate, we shift the blame.

Hate is learned.

We learn it everytime we turn on the TV. We see Black people portrayed as lazy thugs. We see Mexican people “stealing” American jobs. We see gay couples holding hands, and somehow in doing so, “poisoning” our children’s minds and making them gay. We read it in books. In magazines. In newspapers.

Silence teaches our children to hate.
It’s time for us all
to speak up.
Children learn prejudice and practice discrimination “through living in and observing a society where prejudice exists.”

Hate: Learning and Unlearning It

Hate, while both instinctual and taught,
can also be transcended.

How does hate happen?
Is it instinctual, inborn, or indeed taught? Who teaches it, which forces make it stick and which inflame it further? How do some people get beyond hate to create open-hearted lives?

Hateful adults shaped by culture, are not simply inevitable. Incorporating Freud’s developmental ideas, what happens in the family clearly seems to matter, and to shape outcomes. Well-nurtured children who are encouraged toward their optimal potential generally develop healthy senses of self. They have egos buoyed by love rather than insides swirling in fury and disappointment. But millions more whose growth is thwarted or exploited can become hostile within their families.

Without intervention, many hold on to anger as an armor against the outside world.

Do Babies Show Bias? 

Researchers seek the roots of racism

By 6 months, some 'attach negativity to people they're not familiar with,'
scientist says

"Introduce kids to have experiences with other-race individuals, either face-to-face or with media."

- Dr. Kang Lee, 
Developmental neuroscientist, 
University of Toronto

I'm Black But Look White. 
Here Are The Horrible Things White People Feel Safe Telling Me.

"Many of these people are educated, and hold jobs or positions that give them some form of power or influence over Black people."

“The best way to achieve change is to accept and learn about our racist past and the injustices visited upon our Black citizens.”

-  Miriam Zinter  

How to Raise

an Anti-Racist Kid

The books we read, the movies we watch, the friends we make, the doctors we visit and the conversations we have at home all shape our children’s views of race.

"We’re all in the midst of a global civics lesson right now, and we don’t have to be marching in the streets to take small steps toward changing ourselves and raising socially conscious, anti-racist children."

- Amber Coleman-Mortley

Putting yourself in someone else's shoes isn't easy.
But it's a useful exercise.

Individual whites may be "against" racism, but they still benefit from a system that privileges whites as a group. Racism can be summarized as a system of advantages based on race. These advantages are referred to as white privilege, a sociological concept referring to advantages that are taken for granted by whites and that cannot be similarly enjoyed by people of color in the same context (government, community, workplace, schools, etc.).

Excerpt from

WHITE FRAGILITY: Why it's so hard for white people to talk about racism
By ROBIN DIANGELO 

I was struck by this eye-opening story about a Black man trying to go for a walk in a white neighbourhood. Apparently, I wasn't the only one, as the related Facebook post was shared tens of thousand of times.  

 

The recounting succinctly captured the thought processes which the marginalized often have to go through just to deal with the day-to-day.

And there are surprisingly many what-if scenarios to ponder.

What if I was Indigenous? What if I was South Asian?
What if I was gay? What if I was a woman?
What if I went here? What if I walked like this?
What if.............?

See also

White Privilege: Unpacking the Invisible Knapsack

By PEGGY McINTOSH

Many of us believe that we’re living in a meritocracy, deserving of what we have and compassionate toward those with less. But that’s not true: white people have been given a headstart and ongoing advantages due to the colour of their skin, while people of colour suffer from equally arbitrary disadvantages, says scholar and activist Peggy McIntosh. In this TEDTalk, she explains what led her to recognize her privilege — and how it can be used by those with power to ensure a fairer life for others.
 

TEDTalk: "How Studying Privilege Systems Can Strengthen Compassion"
 

White Privilege Explained

From Someone Who Straddles Both Worlds
By MISTY RAE
 

What White People Don’t See

By LOREN KANTOR

When someone is involved with a person from another culture, their world view expands and their empathy increases. I know this to be true because it happened to me.

How the way you look affects what others expect of you in life

By THE ORDINARY MAN

What is Privilege?

The Atlanta Journal-Constitution wanted to find out, or at least find out how a diverse group of Atlantans thought about their own privilege.

Society's obsession with the binary is a threat to all.

White vs. Black, Masculine vs. Feminine, Skirts vs. Pants, Straight vs. Gay.

These societal expectations are placed upon us in nearly every aspect of our lives. Someone is always foaming at the mouth, telling an unsuspecting stranger how they should live as if someone died and left them in charge.

"Binaries are social constructs composed of two parts that are framed as absolute and unchanging opposites. Binary systems reflect the integration of these oppositional ideas into our culture. This results in an exaggeration of differences between social groups until they seem to have nothing in common."
— Women and Gender Studies, 2020 

 

The obsession with binaries and constructs only leads to rigid societal norms that enforce conformity and marginalize those who don’t fit the mold set before them.

This thinking promotes the toxic “us versus them” mentality, creating further divides rather than fostering understanding, conversations, and inclusivity.

To break free from our restraints, we must be willing to question and challenge, eliminate outdated ideas and constructs that no longer serve us, and create new frameworks that embrace our multifaceted existences.

gen·der e·qual·i·ty

[gender equality]

NOUN

  1. the state in which access to rights or opportunities is unaffected by gender.

Women and girls represent half of the world’s population and, therefore, also half of its potential. Gender equality, besides being a fundamental human right, is essential to achieve peaceful societies, with full human potential and sustainable development. Moreover, it has been shown that empowering women spurs productivity and economic growth.

 

Unfortunately, there is still a long way to go to achieve full equality of rights and opportunities between men and women, warns UN Women. Therefore, it is of paramount importance to end the multiple forms of gender violence and secure equal access to quality education and health, economic resources and participation in political life for both women and girls and men and boys. It is also essential to achieve equal opportunities in access to employment and to positions of leadership and decision-making at all levels.

 

The UN Secretary-General, Mr. António Guterres has stated that achieving gender equality and empowering women and girls is the unfinished business of our time, and the greatest human rights challenge in our world.

 

Excerpt from the United Nations website:
https://www.un.org/en/global-issues/gender-equality

 

"Gender equality, equality between men and women, does not mean that women and men have to become the same, but that their rights, responsibilities and opportunities will not depend on whether they were born male or female. Gender equity means fairness of treatment for men and women according to their respective needs. This may include equal treatment or treatment that is different but which is considered equivalent in terms of rights, benefits, obligations, and opportunities."


- United Nations Educational, Scientific and Cultural Organization
  (UNESDOC)

We shouldn't need qualitative and quantitative reasons to seek gender equality beyond mutual respect, fairness and human dignity, but here are a few anyways: 

5 ways that advancing gender equality can improve quality of life for all of us

Some related thoughts for discussion:

International Women Day’s teacher toolkit

Gender Equity Vs. Gender Equality: What’s the Difference?

Fundamentals of Gender Equality: A Course


Getting People on Board with Gender Equality

We need a more nuanced and a more pragmatic strategy that is more focused on helping people grow.

By SIMON FOKT, PhD

Breaking the Pink and Blue Mold: Why It’s Time to Rethink Gender Stereotypes

A Journey Through Personal Experience, Social Realities, and Hope for a More Inclusive Future

By BLUE

At the end of the day, we are all humans. Our differences are created by us only. It took centuries to make these differences feel like reality, and it will take centuries to make everyone believe in oneness —humanness.

Gender-equality-icon-by-Adrien-Coquet-from-the-Noun-Project.png
Gender Equality
The Unfinished Business of our Time

The Urgency of Intersectionality

"There is no such thing as a single-issue struggle because we do not live single-issue lives."
These words, spoken by American feminist and writer Audre Lorde, capture the essence of intersectionality.

Intersectionality is, in short, a framework for understanding oppression. Originally coined by American lawyer, scholar, and activist Kimberlé Crenshaw, the term addresses the more complex reality of how racism and discrimination are often experienced, not as single silo issues, but rather as a more complex interplay of layers of oppression. The term highlights how race, gender, class, and other factors are interconnected. It depicts how multiple identities interact to create unique patterns of oppression.

You can put intersectionality into practice in your day-to-day life by being aware of how your own identity and relative privilege affect how you experience the world. And you can make room for those at the crossroads of multiple oppressions and compounded marginalization to share their stories.

What do we do when racism, sexism and possibly other forms of discrimination collide or overlap, creating distinct kinds of burdens?
Are women of colour falling through the cracks because they are being discriminated against on more than one front?

 

Now more than ever, it's important to look boldly at the reality of race and gender bias - and understand how the two can combine to create even more harm. Kimberlé Crenshaw uses the term "intersectionality" to describe this phenomenon; as she says, if you're standing in the path of multiple forms of exclusion, you're likely to get hit by both.


In this moving talk, she calls on us to bear witness to this reality and speak up for victims of prejudice.

​See also

The wheel of power and privilege is inspired by Sylvia Duckworth’s illustration by the same name. It provides examples within the Canadian context to illustrate how intersectionality of different categories uphold power and privilege. In using the tool, we should not limit ourselves to these categories alone. Intersectionality is a broad concept and this tool is only a beginning point to address systems change from an equity and anti-racism perspective. 

wheel-privilege-power.JPG
Intersectionality Guide and Toolkit.JPG

The unwelcome power of peer pressure

Of all the influences in your life, one of the most impactful is your group of peers.

 

Indeed, the people you surround yourself with can be enormously influential – and sometimes not in a good way. In one’s desire to fit in and be accepted, one can easily be convinced to compromise – in fact, subvert – one’s morals, values and principles. And it is certainly not uncommon for the power of the group to entice someone to go against their better judgment and engage in hurtful acts – name-calling, gossip, bullying, harassment, sabotage. The already marginalized are common targets.

 

Peer pressure can, if allowed, upend the solid values of your upbringing simply by opening yourself up to the negative values of a group, or at least those of a strong leader, in exchange for the questionable uplifting of your self-esteem and a sense of belonging – so important, and so sought after, especially in the life of a young adult.

 

Indeed, resistance to negative peer pressure can be tough. But ultimately, we must ask ourselves, what price am I paying for acceptance? Do my actions truly reflect the person I want to be? Will my actions inspire pride or contempt?

 

Hurtful and hateful is not the way forward – for anyone.

Why Anti-Racism Must Be
a Cornerstone of Being
a Global Citizen

Modern inequalities can be traced back to hundreds of years of racism

"You can't talk about systemic racism without recognizing that it’s a structural form of discrimination that's inherent in our policies, institutions, and laws that have been operated, constructed, and understood through colonization."

-  Alicia Boatswain-Kyte,
Assistant professor, 
School of Social Work
McGill University 
 

Why is Diversity Important?

13 top reasons why
diversity and inclusion empowerment is important in business and society

Diversity and inclusion is important
because it brings lots of benefits.
Diversity empowerment provides many benefits to a diverse workplace environment. However, working is not the only activity that we perform daily; we also have our social lives, our relationships in our community.

 

In this article, we will learn:

  • Why diversity is important to our society

  • Why cultural diversity is important

  • Why is diversity important in school

New Zealand's PM Called for a Global Fight Against Racism.
What Would That Look Like?

It starts with acknowledging
the deep root of racism.

"As the UN acknowledges, defeating racism, wrapped up as it is in nearly every aspect of society, is no easy feat. But there are broad steps that can be taken in the short and long term to get there. The first step is to actually acknowledge the depth of racism in modern life and its historical precedents."

- Joe McCarthy, GLOBAL CITIZEN

Why must Black, Indigenous, or otherwise racialized women and nonbinary physicians endure racist harm in the workplace in silence and isolation?

Two toxic workplaces, almost a decade apart. Same person affected—a racialized woman physician but at different stages of her career. Two different provinces, two different institutions, two different chains of command, two different policies and procedures to navigate. Two different decisions about whether to submit a formal complaint for gendered racism (and ageism) for harmful behaviour by different white male physicians. Two different decisions and experiences once initial informal complaints made. Same outcome: no justice, no acknowledgement of the harm endured, no accountability. 

"Justice demands integrity. It's to have a moral universe—not only know what is right or wrong but to put things in perspective, weigh things. Justice is different from violence and retribution; it requires complex accounting."

- Bell Hooks

COMMENT

 

I was saddened, though not surprised, to read this story (or rather, "lived experience") about discrimination and racism in our health profession. It struck me particularly hard, perhaps, because it represents how far we still have to go to be the kinder, gentler society most of us hope for. I have to admit that the article spoke to me on a variety of levels:

  1. that in the 21st Century, "man" (and I mean this in both its understood senses) has failed to evolve to be more accepting and respectful of "The Other"
     

  2. that there is clear systemic disfunction in a profession that is seen to be the authority on healing and mental health
     

  3. that the MeToo Movement is not the end, but only another incremental step, on a long (far too long) road to gender respect (I won't call it equality because, in my view, that's really not quite right)
     

  4. that the DIE Movement (by that I mean the Diversity, Inclusion and Equity band wagon) seems, unfortunately, to be more about tokenism than truly addressing the problem
    [See also First greenwashing, now diversity-washing]

     

  5. that education does not necessarily ensure the eradication of racism and discrimination, but rather the substance of that education   
     

  6. that the marginalization of "The Other" means that, on one level, much effort must be diverted to fighting the system thereby:

    1. diminishing or penalizing their ability to be their best selves

    2. preventing the optimization of their special and unique abilities to make important, positive contributions to the making of a better world  
       

I know we can do better.

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Why overcoming racism is essential for humanity's survival

Respectful and tolerant societies are typically the most harmonious. To get through the challenges of the 21st Century, we are going to need to learn to overcome racism and bigotry.

There is increasing evidence that we are likely to be facing big problems in future, not the least of which are growing ecological crises – climate change, pollution and biodiversity loss. And this may actually lead to more bigoted and xenophobic attitudes.

The cultural psychologist Michele Gelfand has shown how environmental shocks can cause societies to become “tighter” – meaning the tendency to be loyal to the “in-group” gets stronger. Such societies are more likely to elect authoritarian leaders and to show prejudice towards outsiders.

 

This enhanced loyalty to our local tribe is a defence mechanism that helped past human groups pull together and overcome hardship. But it is not beneficial in a globalized world, where ecological issues and our economies transcend national boundaries. In response to global issues, becoming bigoted, xenophobic and reducing cooperation with other countries will only make the impacts on our own nations worse.

Potential solutions stem from our interconectedness and our ability to work together.

An unusual question to say the least, but given that much of our society is governed by the almighty dollar, perhaps it’s an angle worth pursuing.

Before we go off on a tangent, let me just say that the eradication of racism shouldn’t – of course - be based on money, but rather compassion, understanding, respect and acting in “A Good Way.” But for those who have trouble with this approach, humour me.

Can we put a price on racism?


To get a realistic figure, we would need a good crew of forensic accountants to be sure. But for the sake of this exercise, let’s just consider the big picture. I don’t think I’m being the bearer of bad news here when I say that the societal costs of racism are huge. I think we all know this intuitively.

Because it prevents people from making the most of their economic potential, systemic racism carries significant economic costs. A less racist society can be an economically stronger one.

Gary S. Becker, a renowned economist, made significant contributions to the field of economics by analyzing discrimination. His groundbreaking work, “The Economics of Discrimination”, published in 1957, transformed how economists perceive and study phenomena like racial discrimination.

Becker made a central observation: discrimination has consequences for people being discriminated against, as well as for the people engaged in it.

In 2020, a study by a major US bank endeavored to put a price tag on how much the American economy lost as a result of discrimination against African Americans:
$16 trillion!
And not acting to reverse discriminatory practices will continue to exact a cost. 

Specifically, the study came up with $16 trillion in lost GDP by noting four key racial gaps between African Americans and whites:

  • $13 trillion lost in potential business revenue because of discriminatory lending to African American entrepreneurs, with an estimated 6.1 million jobs not generated as a result

  • $2.7 trillion in income lost because of disparities in wages suffered by African Americans

  • $218 billion lost over the past two decades because of discrimination in providing housing credit

  • $90 billion to $113 billion in lifetime income lost from discrimination in accessing higher education

Learn more
Racism has a cost for everyone

Racism makes our economy worse -- and not just in ways that harm people of color, says public policy expert Heather C. McGhee. From her research and travels across the US, McGhee shares startling insights into how racism fuels bad policymaking and drains our economic potential -- and offers a crucial rethink on what we can do to create a more prosperous nation for all. "Our fates are linked," she says. "It costs us so much to remain divided."

https://youtu.be/eaCrsBtiYA4  

Equity is not a zero-sum game

American attorney, civil rights advocate, and author, Angela Glover Blackwell talks about equity, emphasizing that by making sure that everyone can participate, everyone benefits.

https://youtu.be/hY3NYk6Me7k 

          

Racism Has An Economic Cost, Atlanta Fed President Warns

By EMMA BOWMAN

 

The Cost of Racism to White People and Why They Should Care about Racial Justice

By DIANE GOODMAN

 

The Economics of Discrimination

By GARY S. BECKER

We know racism is harmful to people of color, but what about its impact on white people?
The ways white people are negatively impacted by racism is in no way comparable to the ways people of color are oppressed by racism—including the discrimination, violence, and cultural misrepresentation they endure. Yet, racism dehumanizes everyone and white people have reasons to work for its elimination.  

Five main areas in which white people experience the costs of racism:

  1. Psychological Costs
    Whites experience distorted beliefs about race and racism (cognitive costs), guilt regarding unearned privilege, and irrational fear of racial minorities (affective costs). This leads to a loss of mental health and authentic sense of self.

  2. Social Costs
    Whites experience limited association with people of different races and self-censoring in interracial contexts (behavioral costs). This results in the loss and diminishment of relationships across racial lines.

  3. Moral and Spiritual Costs
    Racism leads to a loss of moral and spiritual integrity for whites.

  4. Intellectual Costs
    Whites lose the opportunity to develop a full range of knowledge about themselves, others, and the world due to the distorted beliefs and lack of cross-racial interactions caused by racism.

  5. Material and Physical Costs
    Racism results in a loss of safety, resources, and quality of life for whites, such as through toxic environments they mistakenly think they are safe from.

 

Here in Canada, we’re also learning more and more everyday about a concept called intergenerational trauma. Not surprisingly, this leads to mental health crises and related issues of drug overdose, alcoholism, murder, rape, suicide, homelessness - basically, an inability to function and a propensity to do harm to oneself and others. Needless to say, those who have suffered such trauma yet attempt to raise children only perpetuate an already difficult problem – which puts the odds of success in favour of no one.

We – society – do not have the infrastructure to adequately deal with this kind of problem which, as a result, puts undue stress on all our systems. It’s painful, ugly and costly – in many ways.

The intergenerational trauma caused by the residential school system and other racist policies towards Indigenous peoples in Canada has had devastating and far-reaching consequences, both human and economic. Here are some key points on the related costs of this racism:
 

  1. Human Costs

   2. Economic Costs 

 

The intergenerational impacts of racism towards Indigenous peoples represent an ongoing human rights crisis in Canada.

Failing to resolve this trauma perpetuates further costs - both in human suffering AND the related economic burden on society.

How much does racism cost?

CHECK OUT

The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together 

By HEATHER McGHEE 

NEW YORK TIMES BESTSELLER • LONGLISTED FOR THE NATIONAL BOOK AWARD • One of today’s most insightful and influential thinkers offers a powerful exploration of inequality and the lesson that generations of Americans have failed to learn: Racism has a cost for everyone—not just for people of color.

The Sum of Us.jpg

DEI is directly related to health and prosperity

Not surprisingly, there is a strong link between diversity & inclusion, human rights, a healthy society and economic prosperity.

DEI in the workplace

 

What is DEI?

 

Diversity — Embracing differences each employee brings to an organization, including race, ethnicity, gender, sexual orientation, religion, and other identifying characteristics.

 

Equity — Treating all employees with fairness and ensuring each person is offered the same opportunities.

 

Inclusion — Creating a safe environment where all employees, regardless of background, are encouraged to express themselves without fear of retaliation or judgment.

There is strong evidence that diversity & inclusion, human rights, a healthy society, and economic prosperity are interconnected and mutually reinforcing.

 

  • Diversity and inclusion foster creativity, innovation, and productivity in the workplace. When people from different backgrounds collaborate, it leads to more diverse perspectives and ideas, driving better problem-solving and decision-making. This boosts economic growth and competitiveness.
     

  • Respecting human rights, such as the right to education, health, and freedom from discrimination, enables all people to reach their full potential and contribute to society. Violations of human rights hinder human development and economic progress.
     

  • A socially inclusive society that provides equal opportunities and access to resources for all groups, regardless of characteristics like race, gender, or disability status, leads to better overall health and wellbeing outcomes. This reduces healthcare costs and increases productivity.
     

  • Upholding collective responsibility alongside individual rights highlights the interdependence between people and their environment, which is vital for long-term sustainability and stability. Stable societies are more conducive to business investment.

Conversely, social exclusion, discrimination, and inequalities breed instability, conflict, and economic inefficiencies that hamper development and growth. Inclusive policies that promote diversity are vital for shared and sustainable prosperity.

In essence, respecting diversity, human rights, and fostering an inclusive society maximize human capital, drive innovation, create social stability, and provide the foundations for decent, sustainable, and economically vibrant societies.

Learn more
Minorities and Cohesive Societies: Equality, Social Inclusion, and Socio-economic Participation 

(UN Report)

Why DEI is Not Reverse Racism

Countering the narrative of whiteness as the universal default

By JEANETTE C. ESPINOZA

UNDERSTANDING THE DANGER OF STEREOTYPING:
An Indigenous Perspective

In his course, Aboriginal Worldviews and Education at the University of Toronto, Indigenous Associate Professor Jean-Paul Restoule offers an illuminating take on the vicious cycle that afflicts the marginalized. He uses a modified version of a medicine wheel (shown below) to clearly illustrate how stereotypes work, how they harm, and how they are perpetuated. It’s frighteningly simple, enormously damaging, and difficult to escape.

Indigenous racism cycle.png

IMAGE: From the Sioux Lookout Anti-Racism Committee

 

The wheel is broken into four quadrants:
 

  1. Eastern doorway: Stereotype

    We start with ideas, abstract notions which circulate like currency in the culture. They are there before we are. These ideas were already circulating. We were born into a world that already had these stereotypes. These are notions that are learned from popular culture – that Indians are lazy, Indians are drunks, Indians are spiritual, they're close to nature. These all don't reside or come from us personally, but we learn that they are out there circulating. 
     

  2. Southern doorway: Prejudice

    When we start to internalize and take these stereotypes on as truths or things that we believe, we move into the southern doorway where we're developing attitudes of prejudice. When we form an attitude that's based on an idea, we're developing a prejudice. And what this means really is that we are starting the generalization process. It’s not necessarily about whether stereotypes are true or false, but rather whether this notion is over-generalized. This is when we start to pre-judge an entire people based on an idea. 
     

  3. West doorway: Discrimination 

    This is when we add power to prejudice - it's an action. So now we might assume certain things about a group, but it's still internal. When we act on that toward a certain group or a certain individual because of their membership in a group, we're discriminating. 

    Power plus prejudice is discrimination. 
     

  4. North doorway: Rationalization

    The actions of discrimination then lead to a kind of internalization, which is a self-fulfilling prophecy, or an external rationalization. The internalization of stereotypes, prejudice and discrimination ultimately becomes a self-fulfilling prophecy when the Indigenous person starts to believe those stereotypes themselves. So one of the impacts that these attitudes and actions have is that they lead to our own people believing these things about themselves, and then they become those stereotypes.
    They provide fodder for the rationalization of the stereotypes.

It's important to note that the way medicine wheel works is that it's always turning – it’s a cycle. So the above-noted notions are continuously forming and developing. 

Excerpts from the ONLINE COURSE offered by the University of Toronto: 

Aboriginal Worldviews and Education

By JEAN-PAUL RESTOULE

See also in PSYNOPSIS, Canada's Psychology Magazine,
Vol. 41, Issue 3:
 Indigenous Peoples mental health and well-being:

"Careful the Tale You Tell”: Myths About Indigenous Peoples and Alcohol Use, p.11

By DENNIS C. WENDT

Contextualizing Indigenous mentalhealth and wellness by understanding historical trauma and resilience, p.12

By ROBYN J. McQUAID, AMY BOMBAY and KIMBERLY MATHESON

A Thought Exercise:
Select a stereotype and try running it through this wheel and see how It would manifest itself in this cycle.
 

  1. Stereotype: ‘All Indians are lazy’.
    Let's start with the idea that Indians are lazy. Who knows where that came from, but it's out there.

     

  2. Prejudice
    This leads to the notion or attitude that if you're an Indian, you must be lazy, because all Indians are lazy.

     

  3. Discrimination. How might that work?
    Well, if I was, say, in the HR department and had
    control over hiring, I might not come out and say it or even be conscious of it. It's not necessarily intentional, but a discriminating tendency might be operating subconsciously such that if I have the choice of two candidates who are otherwise equally qualified for the position, and I know that the one seems or looks Indian and the other one seems or looks white, I might be more inclined to go with the white guy because he'll show up on time, he's likely to value the work more, come in regularly, work harder when he is here because a prejudicial attitude is operating below the surface. I'm not saying that you necessarily know that these things are even happening, but these notions are so powerful, so ingrained and so naturalized, that the white guy just seems more eager to work here. He seems like he's got a good attitude, which leads to the north direction. 
     

  4. Rationalization
    How does it lead here? Well, for that indigenous candidate, if this kind of selection process happens to them multiple times, and they're pounding the pavement trying to get work, but constantly getting the door closed on them, eventually they just give up looking. And they become one of the stats of the unemployed, or those on welfare, and they become the source for that rationalization expressed in some of our media outlets: If they wanted to work, they would just go out and get jobs.

 

That rationalization then fuels the continued circulation of that stereotype, so that for the next generation coming in, we have a nice, vibrant, healthy stereotype about Indians being lazy because the media is reporting it, and we have certain people we can point to and say, you see, look, look at the stats - the statistics support it. But without a broader context of understanding, we're not getting the full picture. 
 

When doing any sort of teaching or educational work, where do we get our information from?

A lot of us rely on media sources to tell us what's going on, what’s in the news. For analysis of certain events, we might look online. Teachers may be using textbooks. Regardless, each depicts ideas that are typically deemed trustworthy and truthful even though they're probably rationalizing certain notions.

 

A good example is the way that, for a long time, history textbooks described conflicts with Aboriginal people. If the Indigenous group in question was a military ally, they were usually described as that. That language was used. If they were resisting, then the fight was described as a massacre. In these ways, any sense of agency or autonomy is removed; the Indigenous people are merely allies or enemies. And by falling into friend or foe categories, we can more easily rationalize that they are either noble or bloodthirsty savages.

 

The other thing about stereotyping is it simplifies very complex processes. 
So instead of understanding the complexities of what motivated certain groups to act in certain ways at certain points in history, we only understand that they are either good or bad; they only fit into one of those categories.

 

When things were reported, were Indigenous Peoples noted to be law-abiding people? Were they described as being peaceful? This becomes the way that matters are discussed, instead of a more nuanced understanding of a whole event. 

 

This helps explain how difficult it is to break out of the cycle and how we go from stereotype to the actions which then reinforce stereotypes. It is this cycle that reinforces every step along the way.

 

So when we do our educational work, one of the questions that I like to ask people is:

Where in this cycle can we have the most effective intervention in breaking the cycle? 

 

"Ultimately," notes Professor Restoule, "we control our actions; we don't control our thoughts."

Needless to say, breaking the cycle is easier said than done.

What's wrong with saying you "don't see color"?

Claiming to be “color blind” just means you’re blinding yourself to the realities of racism and racial prejudice in all its forms.

Color blindness—well-intentioned or not—is another way of saying: You’re just the same as everybody else. You’re not exceptional. Your problems are your own and, at this point in our society, the color of your skin has very little to do with it.

 

These myths of individualism and equality—or at best, the misunderstanding that they are realities, rather than ideals—have primarily been available to white people.

As one professor of sociology, Adia Wingfield, notes:

“In most social interactions, whites get to be seen as individuals. Racial minorities, by contrast, become aware from a young age that people will often judge them as members of their group, and treat them in accordance with the (usually negative) stereotypes attached to that group.”

Individualism is a privilege. 

See also:

Is Racial ‘Color-Blindness’ Possible?

“True color-blindness isn’t easy. It takes familiarity and practice,” one reader argues.

By CONNOR FRIEDERSDORF

How Race-Consciousness Can Affect Relationships

By CONNOR FRIEDERSDORF

'In Plain Sight' Report

Systemic Racism in B.C. Healthcare

Similar to the vicious cycle expressed above, the 'In Plain Sight' Report addresses the findings of a review into racism, stereotyping and discrimination against Indigenous peoples in the B.C. health care system and a cycle of harm that is equally disturbing.

 

The review, conducted by former judge Dr. Mary Ellen Turpel-Lafond and resulting in a report entitled In Plain Sight, is based on consultations with nearly 9,000 people, including 2,780 Indigenous people and 5,440 health care workers. In Plain Sight describes findings of widespread systemic racism against Indigenous peoples in the B.C. health care system.  In particular, 84% of Indigenous peoples described personal experiences of racism and discrimination that discouraged them from seeking necessary care and that reduced access to care, negatively affecting their health. These outcomes reinforce stereotypes and perpetuate the cycle of inequity.

See also: 

Canadian medical journal acknowledges its role in perpetuating anti-Black racism in health care

By THE CANADIAN PRESS

A focus on the health of Black people and anti-Black racism in health care in Canada

By KIRSTEN PATRICK

In late fall 2022, the Canadian Medical Association Journal dedicated 2 issues which centered on the health of Black people in Canada and explored anti-Black racism in Canadian health care spaces. Topics of articles range from the experiences of Black medical students, resident physicians and nurses in Canada, to efforts to address historical anti-Black racism in health care professions via curricula and targeted mentorship programs, to the effects of anti-Black racism on health and patient care, to an innovative model of embedding Afrocentric principles in health care delivery.

Culturally Connected is an approach that brings together cultural humility and health literacy to help care providers and their clients develop shared understanding of each other's values, beliefs, needs, and priorities.


While developed to support care providers working in the health sector, the Culturally Connected approach and its fundamental practices and tools are also valuable to those working in other sectors, including education and settlement.

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WIDESPREAD INDIGENOUS-SPECIFIC STEREOTYPING, RACISM AND DISCRIMINATION EXIST IN THE BC HEALTHCARE SYSTEM 

Almost half of Indigenous health care workers surveyed, and one-quarter of non-Indigenous health care workers reported incorrect assumptions and negative stereotyping were a regular occurrence when caring for Indigenous patients. 

RECOGNIZING THE RELATIONSHIP BETWEEN HEALTH AND HUMAN RIGHTS

The findings within the report reinforce the need to create a healthcare environment free of racism and discrimination, that ensures Indigenous people in BC can access and receive safe and equitable health care services. It also highlights the impact of racism and discrimination on mental health.

See also:

The healthcare system’s treatment of Indigenous people needs to change

By BOSTON LAFERTÉ

Indigenous people face constant violence in interactions with the healthcare system

No single fix for anti-Indigenous racism in Canada's health-care system: doctor

By CAMILLE BAINS

The Unforgotten: Indigenous peoples in the Canadian health care system

In health care settings, systemic racism is a major contributor to Indigenous health inequities. Systemic racism impacts access to services, the quality of care received and health outcomes. And it sometimes leads to death.

In five interlocking chapters that cover the stages of life; birth, childhood, adolescence, adulthood and elderhood, 
The Unforgotten explores Canadian health care through the shared experience of Inuit, Métis, and First Nations people. With intimate stories imaginatively told through a fabric rich in visuals and poetry and cradled by a moving sound palate that features many of Canada’s most accomplished Indigenous musicians, The Unforgotten uncovers a history too long hidden to most Canadians. 

H.E.A.L. Healthcare: Hearts-based Education and Anti-colonial Learning

The Hearts-based Education and Anti-colonial Learning curriculum brings together artists, writers, activists, and people with lived experience to create arts-based anti-oppression learning materials for healthcare educators, professionals, and practitioners.


The goal is to use the arts to address oppressive behaviours and attitudes that we all hold and that permeate healthcare systems and culture. 

health & wellness outcomes.png

Even shades of black can be a problem

Yes, colorism is a thing.

 

Colorism is the unfortunate practice of favoring lighter skin over darker skin and can be seen within any racial or ethnic background.

 

It can occur intra-racially (i.e. within groups) and interracially (i.e. across ethno-racial groups) and it can manifest both interpersonally and systemically.

 

"Paler is better"
(except for suntans in born-pale people)

Colorism affected my sons from birth —
to understand how much, I had to examine myself.

For one mother, a real understanding of the painful nature of colorism came from looking carefully at relationships within her family.

 

In Chris Rock’s stand-up, "Selective Outrage,” he joked about the conversation among the royal family, speculating about the skin color of Meghan and Harry’s first baby. Unfortunately, this was a real conversation this mother heard many times growing up. Family members comfortably talk about kids’ skin color, who was light-skinned as a baby, and who was “Black from birth.” 

 

Taayoo Murray writes about dealing with colorism within her own family, remarking that as the inculcation of racism is detrimental to Black Americans' advancement, colorism can be equally crippling and maybe even more so.

“Unlimited tolerance must lead to the disappearance of tolerance. If we extend unlimited tolerance even to those who are intolerant, if we are not prepared to defend a tolerant society against the onslaught of the intolerant, then the tolerant will be destroyed, and tolerance with them.

We should therefore claim, in the name of tolerance, the right not to tolerate the intolerant.”

-  Karl Popper

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"An open society needs to be intolerant of intolerance."

- Karl Popper

 

 

This Paradox of Tolerance, as it came to be known, argues that intolerant behaviors, irrespective of any judgement of the values that underlie them, ought to be actively fought against in order to preserve an inclusive society. It is important to emphasize this last point:
Intolerant behaviors ought not to be judged on the merits of their underlying argument, or whether the party who is acting in an exclusionary manner has the moral high ground or not. These behaviors have to be combatted on the premise of them being exclusionary.

COMMENT

 

IS TOLERANCE ENOUGH?

When it comes to speaking out against discrimination, racism or prejudice, it is not uncommon to hear calls for tolerance. But, frankly, for me, this sounds like a bar too low, almost too easy.

 

Per the definition (below), one gets a sense that it’s more about endurance or grinning and bearing it.

tol·er·ate

VERB

  • allow the existence, occurrence, or practice of (something that one does not necessarily like or agree with) without interference:
    "a regime unwilling to tolerate dissent"

    synonyms:
    allow · permit · authorize · sanction · condone · indulge · agree to · accede to · approve of · endure · put up with · bear · take · stand · support · submit to
    ·

     

  • accept or endure (someone or something unpleasant or disliked) with forbearance:
    "How was it that she could tolerate such noise?"

    synonyms:
    consume · take · stomach · digest · eat · receive · be subjected to · withstand subjection to · be treated with

I’d rather we thought about this matter more in terms of acceptance, respect for others, and an openness and receptivity to differences, without related harm or malicious intent. In actual fact, we should be thinking of tolerance only as a starting point with lots of room for improvement.

Let’s strive to do better. Be better.
We will all benefit in the end.

Excerpt from 

The Paradox of Tolerance

By VINCENT VANHOUKE

The Paradox of Tolerance

Might racism be an embarassment to God?

Everyone of us is integral to the wellbeing of us all

A Chinese girl taken from her birth country and family to Australia to be adopted by an English-Australian couple reflects on the nature of human beings.

Sometimes I wonder how I survived my challenges. Racism eroded my self-esteem and made me withdraw from people, to avoid getting hurt. And this was on top of feeling little self-worth, unloved, abused, and scared due to my intercountry adoption experience.

When I speak to God or Source, I perceive an unlimited energy field of infinite possibilities, designs, and potential. Maybe we need a new name for God. Not one that conjures up the benevolent parts only for the benefit of an entitled few.

I choose to be humane and to embrace different ways of living.

And as more awareness of the reverberations of racism and the need to be understanding, tolerant, and supportive of everyone around the globe increases, the balance of emotions will swing from embarrassment to respect and appreciation of human beings for being inclusive rather than divisive.

Unknown

"Accessibility is being able to get in the building.
Diversity is getting invited to the table.
Inclusion is having a voice at the table.
Belonging is having your voice heard at the table!"

Martha Graham

“You are unique, and if that is not fulfilled, then something has been lost.”

Antonio Guterres

"Wherever we see racism, we must condemn it without reservation, without hesitation,
without qualification."

Death by a thousand cuts*

A look at microaggressions

Just wanted to share a thought that came to me one night. While reading a few pages in Ibram X. Kendi’s “How to be an Antiracist” before nodding off, I came upon his discussion about “microaggression,” whose component parts – “micro” and “aggression” - he detests. He writes:

“A persistent daily low hum of racist abuse is not minor. I use the term “abuse” because aggression is not as exacting a term. Abuse accurately describes the action and its effects on people: distress, anger, worry, depression, anxiety, pain, fatigue, and suicide.”

Then, in the middle of the night, I awoke and, for some unknown reason, the phrase ‘death by a thousand cuts’ popped into my head. I thought - in my sleepiness - this perfectly describes microaggressions. I also thought that I better write this down now, lest I forget it in the morning. So I went to my office, wrote it down and then decided, since I was up, to google ‘racism and death by a thousand cuts’ and BOOM. A bunch of articles popped up proving:

  1. My thought was not original

  2. The phrase hits the nail on the head

 

  *   When someone tells you they have

suffered from “death by a thousand cuts”, what they mean is that nobody has done anything major to hurt them, however, all the small actions that someone (or some people) have done to them have added up, and they are suffering because of it.

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Many majority individuals say unintentionally offensive things to minority individuals from time to time, often because they are careless or oblivious, or because they are simply unaware of these individuals’ past racial and cultural experiences.

Microaggressions should be the start of an open dialogue, not the end. Telling someone:

What you just said is a microaggression. You offended me and you have to stop’ is unlikely to be conducive to a productive two-way conversation. In contrast, it could be a fruitful entry point into a difficult but mutually enlightening discussion to say:

‘You probably didn’t mean this, but what you said bothered me. Maybe we’re both misunderstanding each other. I realise that we’re coming from different places. Let’s talk.’

Here are a few links to several telling articles about microaggressions as well as some excerpts from those articles.

Racism, Death by a Thousand Cuts

It’s exhausting and there’s no getting off the ride

https://medium.com/authentic-pieces/racism-death-by-a-thousand-cuts-17180cd225a2

A bleeding wound does not bleed less because the knife made an accidental, blind jab.

 

 

Racism is ‘death by a thousand cuts’ 

https://www.hrmonline.com.au/topics/culture-and-diversity/racism-is-death-by-a-thousand-cuts/

 

Despite my life-long efforts, I’ve not been able to escape the clutches of racism. Neither have all the other Black, Brown, Yellow and Indigenous people in our country.

Racist behaviours continued in my life in various forms, ranging from covert or veiled comments to overt discrimination. It came in the form of patronisation, condescension and often being completely dismissed. Many of these behaviours came from well-meaning people who didn’t understand that their words and attitudes camouflaged their deep, unconscious beliefs. They’d say things like: “you’ve got a funny name”, “where do you come from?”, “you’re wearing gaudy clothing and strange jewellery” and “how often do you go home?”

 

Few of us will ever get apologies for the racist slurs we have experienced. Instead we grow a thick skin like the proverbial elephant, becoming impervious to such behaviour. Sometimes, if the comment or behaviour feels egregious enough, we call it out and condemn it. Why?
Because racism constitutes a waste of human potential and nullifies the combined efforts of First Peoples and all migrants into making this country great.

‘Like death by a thousand cuts’:
How microaggressions play a traumatic part in everyday racism

Little comments can have a big impact; Nicole Vassell looks at how microaggressions play a part in the jigsaw of daily racism and the damage they do over a lifetime
https://www.independent.co.uk/life-style/microaggression-meaning-definition-racism-black-lives-matter-george-floyd-a9568506.html

 

Coined in the 1970s by psychiatrist and Harvard Professor, Chester M. Pierce, the term “microaggression” relates to these indirect expressions of discrimination and racism, which Pierce witnessed non-black people inflicting on African Americans (although the term can also be used in the context of sexism, homophobia and other discrimination as well).

Microaggressions may present as an innocuous comment or behaviour, but have the impact of highlighting a person’s “difference” from the majority represented group. Microaggressions can occur anywhere - from non-black people clutching their bags when black people pass by on the street, to a heterosexual person at a party assuming two LGBTQ+ people would get along, purely due to their mutual queerness.

“It feels like death by a thousand cuts. [Microaggressions] really chip away at your self worth, and it’s harder because the instances seem so small.”

- HR expert Avery Francis


It’s this element of perceived neutrality or individual smallness that can make microaggressions all the more sinister. After all, the language and behaviour concerned can seem non-specific and more opaque than outright violence - because it isn’t always the words but the cultural and historical context concerning who is saying them, and to whom, that informs the impact they have.

BEHAVIOR | OPINION

Microaggressions: Death by a Thousand Cuts

The everyday slights, insults and offensive behaviors that people of marginalized groups experience in daily interactions cause real psychological harm
https://www.scientificamerican.com/article/microaggressions-death-by-a-thousand-cuts/

 

Microaggressions are the everyday slights, insults, put-downs, invalidations and offensive behaviors that people of marginalized groups experience in daily interactions with generally well-intentioned people who may be unaware of their impact. Microaggressions are reflections of implicit bias or prejudicial beliefs and attitudes beyond the level of conscious awareness. 

 

The saying “sticks and stones may break my bones, but words will never hurt me” expresses a belief that microaggressions are harmless, small, trivial and insignificant. Critics of microaggression theory believe that we are “making a mountain out of a molehill” and that such incidents are no different from the everyday incivilities that a white person might experience from a rude clerk. Our research, however, reveals major differences that account for their greater harmful and detrimental impact on people of color:

  • Microaggressions are constant and continual in the life experience of people of color.

  • Microaggressions are cumulative, and any one offense or put-down may represent the straw that breaks the camel’s back.

  • Microaggressions are constant reminders to people of color that they are second-class citizens.

  • Microaggressions are energy-depleting and lead to the concept of “racial battle fatigue.

  • Microaggressions symbolize past historic injustices.

 

These distinctions have led psychologists to refer to everyday slights or indignities experienced by people of color as “death by a thousand cuts.”

Death by a Thousand Cuts of ‘Everyday Racism’
https://lrwonline.com/perspective/death-by-a-thousand-cuts-of-everyday-racism/

 

Enduring the brunt of racism day after day takes a toll. It is a toll that is exacted upon our minds and bodies. A significant body of research demonstrates that perceived discrimination can negatively affect mental and physical health

Everyday racism is perpetuated by people you know: your neighbors, your colleagues, your friends, even you. These people often mean well, don’t think of themselves as racist.

‘Death by a thousand cuts'

The struggle to get racism under control at Indigenous Services and Crown-Indigenous Relations
https://www.aptnnews.ca/ourstories/death-by-a-thousand-cut
s/

Here’s why one elder decided to stand up to the departments’ top bureaucrats — and why some employees feel kind words, strong mandates and promises are no longer enough.

See also:

Microaggressions?

Prejudice remains a huge social evil but evidence for harm caused by microaggression is incoherent, unscientific and weak

By SCOTT O. LILIENFELD

Overcoming Racial Battle Fatigue:
How Black People Can Minimize Race-Induced Stress

By GEREMY GRANT

The author addresses racial battle fatigue, its origins in racial macro- and micro-aggressions, and what can be done.

THE HECHINGER REPORT

Covering innovation and equality in education

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Children must learn the truth about racism if we are to move forward

Teaching about racism and intolerance in our history is not about making kids feel bad, guilty or uncomfortable. Teaching this history is about acknowledging the truths of our country and guiding our students to understand and grow from those truths.

 

It’s about building empathy and understanding each other so we can come together and build a better nation for all. Teaching history should not be about cherry-picking what we do and do not tell our children, based on fears they may become somewhat uncomfortable.

"I feel strongly about the preciousness of children and young people who, in my opinion, if cherished and nurtured, are our only way forward in our struggle towards a racism-free society."
- Sylvia Wohlfarth
Excerpt from 
My Reflections On Racism

 
OPINION:
Schools must do a better job teaching anti-racism 

Recent tragedies remind us that fear of diminishing white dominance is fueling violence.

See also

Why Students Need to Learn About Racism in School

We can collectively oppose racism — it doesn’t have to be a divisive topic.
By ALLISON WILTZ

 
 
 
TEACHER VOICE:
It’s time to shatter the silence about race

Five steps toward fostering change

VIDEO:
Using the Black Lives Matter movement to train white teachers

In Rochester, educators are trying to close the achievement gap with anti-racist education

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There is more than richness in diversity.

Kids in ethnically diverse classrooms exhibit superior theory of mind abilities

In an increasingly globalized world, the demographic landscape of classrooms across Western Europe and North America has undergone significant changes, with children now more likely than ever to find themselves in ethnically diverse educational environments.

 

A groundbreaking study published in Child Development sheds light on the impact of this diversity, revealing that children in ethnically diverse classrooms excel in understanding and recognizing other people’s thoughts and feelings compared to their peers in less diverse settings.

 

This ability, referred to as “theory of mind,” is crucial for navigating social interactions and developing empathy. The study suggests that the variety of perspectives offered by a diverse classroom setting may serve as a potent resource for enhancing children’s social and cognitive development.

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