Systemic BarrierĪ barrier embedded in the social or administrative structures of an organization, including the physical accessibility of an organization, organizational policies, practices and decision-making processes, or the culture of an organization. EquityĮquality in access and outcomes and a distinct process of recognizing differences within groups of individuals, and using this understanding to achieve substantive equality in all aspects of a person's life. For example, to give all students equal treatment in entering a building, it may be necessary to provide a ramp for a student who uses a wheelchair. EqualityĮqual treatment that brings about an equality of results and that may, in some instances, require different treatment. In this way, the quality of dialogue on race can be enhanced.īelow is a list of some commonly used terms to get started with. It is essential to achieve some degree of shared understanding, particularly when using the most common terms. Do the work: challenge behaviours, practices and policies that reinforce racismĮven the most frequently used words in any discussion on race can easily cause confusion, which can lead to controversy and hostility.Acknowledge: recognize your own actions and seek out feedback.Engage: connect and learn from our Defence Team Advisory Groups and Networks.Listen: hold spaces for colleagues to share their experiences.This guide offers the Defence Team opportunities to take small steps in creating open dialogue and turning them into meaningful action. examine your beliefs and experiences related to systemic racism and racial discrimination.create a positive and respectful work environment.become more aware of the diversity around you.This resource is meant to increase self-awareness and situational awareness in order to raise and address difficult/uncomfortable issues, and can be used to: Be prepared to dig deep and think about how you contribute to and whether you challenge racism and discrimination. We are all learning and this is a lifelong process. In planning these courageous conversations, it is important to first acknowledge that there are very real challenges associated with planning a successful discussion on racism. We are in a critical time and this is a business imperative to ensure continued success of our people and our organization. The time is now for us to have the difficult conversations, talk about the issues, listen to those with lived experiences about what is working and what has not worked. So, now what? We need to talk, but not just talk. The time to act to advance anti-racism, equity and inclusion in our organization is now. In January 2021, the Clerk of the Privy Council Office issued a Call to Action on Anti-Racism, Equity, and Inclusion which made clear to all federal government departments and agencies that anti-racism is now a public service priority.
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