LEARNING OPPORTUNITIES – Fall 2022


DIVERSITY COMMITTEES: Everything You Wanted to Know

September 9, 2022

Photo by fauxels on Pexels.com

Have you thought about starting a DEI committee but don’t know where to begin? Are you struggling with your current one and wonder what you could do differently? DEI committees can be influential change agents when structured with a purpose and have built-in accountability.

In this webinar, you will learn:

– The benefits of a DEI committee;
– Ways of naming your committee;
– The essential components for a productive and harmonious diversity committee;
– What to include in a Terms of Reference;
– How to  select your  members;
– Troubleshooting common issues;
– Ways to overcome typical challenges;
– How to keep the momentum going;
– About schemes for evaluating your committee.


Learn more.

LANGUAGE BARRIERS: Tips for Inclusive Training

October 5, 2022

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Learning the ropes in an organization is tough, but what if you have a language barrier?  You might not get the full benefit of training, compromising your performance and safety.   

That’s why it is incumbent upon trainers to be more creative in their approach and delivery to ensure participants receive equitable opportunities to succeed and contribute to the workplace.

Whether you conduct corporate training, deliver workshops or are training employees 1:1 you will gain new ideas to enhance your training and maximize their learning.

Topics will include:

–  Considerations for culturally sensitive design
–  Strategies for maximizing understanding
–  How to tell if someone has a language barrier
– Tips for making your speaking and writing clearer 
–  Useful tools for building materials that are easier to understand

This is offered in a live-one-hour presentation with opportunities for questions at the end

To learn more, visit.

WEBINARS – September 2020


Excited to announce our line-up of practically-based webinars which are sure to help you create a more inclusive workplace for you and your customers.

See our calendar. Click on the link to get the full details. https://www.diversityatworkcommunications.com/webinars



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Tutoring with Cambly: A fun way to increase your cultural competency


Evelina Silveira

It happened one night when I was fully awake, lying in bed and thinking of a fun job I could do at home.  I wanted it to be something that would complement the work I do in my business.  Generally, when I decided to take on part-time or temporary work, I do it to enhance my skills and knowledge for my training business, Diversity at Work.

I “Googled”  teaching English online without an  ESL certificate and came across, Cambly.  I had looked at other sites before and read their reviews, but I was not interested in having a job that would take a lot of preparation or had a pre-determined schedule.  I needed flexibility to  work on my business.

I completed the quick application form and sent them a video. Within about 10 days I was working.

Cambly is an app which helps English as a Second Language Speakers to practice their conversation skills and learn grammar with tutors from around the world. They choose the number of minutes they want to speak each week and the tutor(s) they want to work with.

Most of the students are from Saudi Arabia, Brazil, Japan, China and Taiwan.  The app is picking up popularity and users from other countries are emerging now as well.  Because I specialize in business English with intermediate and advanced speakers, my students tend to be professionals.  When you complete your profile with Cambly you can specify your areas of interest.  Do you want to work with beginners? Advanced speakers?  Do you want to teach listening skills? Grammar? Students will read your profile and determine whether you are the right fight for them.  If you are, they will click on your profile when you are online and choose you for a lesson.

I was a little nervous on my first call as I had not really figured out the app that well, by this time.  I still remember the first call. It was a man sitting on a carpet wearing traditional Gulf-style clothing; the white long chemise and pants along with the red scarf draping his head.  He was sipping coffee that his servants had brought him.

Since then, I have had over 1000 chats. I have met professors, doctors, tons of IT professionals, teachers, students and retirees. Sometimes, students are calling me from their cars, they are walking, in the middle of a family gathering; or they might be drunk getting out of a bar on a Saturday night!  I laugh all of the time with my students. For nervous students, this helps them relax and they re-book with me because I make learning fun.

At first, I thought I would just do a few hours a week in the evening or on the weekend.  But, before I knew it, the time I had used to  devote to unwinding with surfing social media or watching re-runs of  Grey’s Anatomy was now being taken over by working for Cambly.  Why?  Because it is enjoyable and I have extremely intelligent students who I enjoy interacting. My thirst for learning about other cultures, engaging in political/social  discussions combined with my fascination with linguistics, made this the JOB FOR ME!

You see, most of the time it doesn’t feel like work at all.

Is Cambly for you?

· You need to be a native English speaker.

· You must like to talk and meet people.

· You need to be able to make conversation with people of all different language levels.  (They do offer you conversation starters, if you are stuck).

· You must be happy and smiling in all of your interactions with students. Remember, many students are nervous about speaking. They have learned grammar in school but have not had a chance to practice.  A smiling facing and gentle encouragement contributes to them opening up with you.

· A  computer with a high-speed internet connection, camera and microphone are essential.

· You must be punctual for the sessions you sign up. Repeated tardiness could mean you will be penalized for a few days unable to access more teaching opportunities.

. A neat appearance and clean background free from distractions.

· Remember, you are teaching students English.  If your speaking skills are on the sloppy side or your grammar is not the best, this might not be the best job for you.

What I have learned:

· How English is now spoken all across the world and is the dominant language of business.  EVERYONE is learning English.  I have had anyone from a doctor to a clerk at Dunkin’ Donuts use Cambly.

· Having English speaking skills is considered an global asset competing for jobs.

· Multinational companies have opened up EVERYWHERE and locals are often expected to learn English to speak with counterparts in other countries.

· How the quality of public education varies from country to country.  For example, in Saudi Arabia all education is free but the public education in Brazil is considered inferior.

· In the Gulf States, labour and trades are done mostly by migrants from Asia and Africa.  Wages are determined by nationality.  Working with your hands in these countries is considered work for people of lower status.

· Students have unreal expectations when it comes to Canada.

· Most people do not know much about Canada and what they are unaware of our recent political problems.

· Students who consider immigrating usually want to go to Germany, England, Australia, United States or Canada.

· How difficult it is to learn English because it doesn’t make a lot of sense.

· The role of a tutor/teacher is highly valued in other cultures.  Students will often refer to me as “Teacher” or “My Teacher”.  Their appreciation for the new grammar, vocabulary or sound I have helped them make is extremely rewarding.

· I have improved my listening skills.

· I have increased my knowledge of linguistic features of many languages.

· I can decipher the messages communicated by a speaker of any language

· About human rights in different countries; how some disenfranchised groups are struggling to be recognized while other countries care very little about them.

· How countries around the world are struggling with fake news, political corruption, censorship of the media and seemingly unaware of what is often happening in their own countries.

The downside:

· The pay is not the best.  If you are relying on it for main source of income, that will be challenging. You get paid by the number of minutes you speak.  If you are doing it for the same reasons I am, the pay is a bonus.  I would likely do this even if I wasn’t getting paid.

· Sometimes, the platform doesn’t work or there can be a lot of technical difficulties based on poor internet connections in other countries.

· The students taking the free trial can be impolite.  There may be a lot of hangups, or they might stare at you like you’re an oddity.  In three cases I have had to hang up and report students on a trial because they were exhibitionists or crude. But, this doesn’t happen too often.  Three vulgar calls in 1000 is not so bad.

· You may be penalized if you have to cancel the schedule you have signed up for if you do so with less than 12 hours notice.

All, in all, I think Cambly is a fabulous app for people wanting to practice their English conversation skills but also a fine casual or part-time job for those who want to work a few extra hours.

If you want to learn more about Cambly

You can tell them that I referred you and use my code:  https://www.cambly.com/en/tutors?referralCode=eva533

 

Meetings: A Tool Kit – New Immigrant Workplace Success Series


Evelina Silveira, President, Diversity at Work, London, Canada

meetingpromo

I am pleased to announce the release of my first tool in a series of resources to assist employers develop and retain new immigrant employees.  The  step=by-step exercises and processes will enhance your own coaching skills while empowering employees with vital information in a culturally relevant way.  I am sharing some of my coaching secrets and style which has resulted in many new immigrants enhancing their skills and employers retaining talent.

You can preview the toolkit below.  It is 31 pages in length and offers a 20-minute consultation with each purchase.  Buy it today and, begin having more productive meetings by developing your own and your employee’s  skills.  Feedback has been excellent!

Includes several handouts such as business idioms; checklist for inclusive meetings; coaching pre-assessments, low-risk no-stress ways to participate in meetings and more.

https://diversityatworkinlondon.files.wordpress.com/2018/01/meetingspage1.pdf

https://diversityatworkinlondon.files.wordpress.com/2018/01/secondpage.pdf

Meetings: A Toolkit Ebook

A 31-page toolkit which includes a 20 minute telephone consultation for each book sold.

C$225.00

London’s Poor Diversity Score No Surprise


Written by: Evelina Silveira, President Diversity at Work

As featured in New Canadian Media
Thursday, 27 October 2016 

A recent study published by the Western University’s Centre for Research on Migration and Ethnic Relations found a severe lack of visible minorities in leadership roles in organizations in London, Ontario. 

While the study made headlines, the findings came as no surprise to me.  I have lived in London all my life, working as a diversity consultant for 10 years. I would like to offer an explanation as to why inroads have not been made in visible minority leadership in  London, Ontario.

Flashback to about 13 years ago, when I started to work on a business plan for Diversity at Work: I interviewed many leaders in London asking them whether my idea of having a business which promoted hiring and supporting diverse candidates would ever fly?

I will never forget the answer I received from a human resources consultant who had previously held many jobs in the recruitment and leadership fields.  She said:  “Evelina, as long as there are enough white people to fill the jobs, no one will ever consider anyone else, because they don’t have to.”

Essentially, she conveyed that there really was no need to change the recruitment process and that it was too much work to do so.

A late joiner

In comparison to other cities, London has lagged behind. Perhaps it is because the jobs could easily be filled as the human resources consultant suggested, or maybe we ignore the ever-growing presence of visible minorities which started in the mid-1980’s. 

Some of our largest employers and institutions have only recently developed diversity policies, later than their counterparts in other comparable cities which have a high number of visible minorities and immigrants. I often scan the diversity plans of the public service organizations in London and it would appear that the effort or the kind of approach being used – if at all – are not producing  much in terms of achieving a representative workforce, let alone diversity in leadership. 

My observations are consistent with the findings which indicate a very low level of visible minority participation, notably 5.3 per cent on agencies, boards, and commissions.  Their lack of participation at these levels can have ramifications for how services are delivered, in addition to resource allocation. 

Furthermore, there is a tendency, especially with boards, to recruit people they know, often friends and co-workers, to fill vacancies.  This can perpetuate the lack of representation and the effort to create more diversified boards and committees.

It is startling how many workplaces have not implemented the strategies and best practices that can help mitigate these gaps. How might we explain the disconnect? There is a multitude of reasons why this occurs and this is key to understanding the problem of under-representation in London’s publicly-funded organizations.

Consider these possibilities:

·         Foreign credentials and work experience are not recognized. Generally speaking, if an applicant has not graduated from a leadership program in North America or the U.K , there is a good chance their education in leadership may not be recognized.  Leadership experience from other  parts of the world may not be taken into consideration for a host of reasons, including cultural differences in how we do business and interact with employees.  

·         Effective leadership requires highly developed communication skills:  in person, in writing and over the phone.  An internationally-trained applicant is disadvantaged if they have a pronounced accent and have an indirect style of communication.  Interviewer bias can hamper heavily-accented applicants, who may be mistaken as unqualified because they speak differently.  Across cultures, there are variations in how we conduct meetings, presentations and write reports. The Canadian standards are often learned in school or through work experience.

At civic level: zero

The number of visible minorities and immigrant leaders in municipal organizations is at a glaring zero per cent! 

Given that government organizations are held to a higher standard than the private sector to have a reflective workforce, as well as to meet Employment Equity standards, this represents a failure of implementation and consequently lost opportunities for diversifying the workforce and gaining new skills and perspectives. 

With increasing job insecurity, good benefits and salaries, public service employees are not likely to leave their jobs.  Understandably, this represents fewer opportunities for external applicants to get hired. 

It would be interesting to know if the City of London has an internal mentoring program to assist aspiring leaders.  Research consistently indicates that visible minorities and immigrants find a lack of mentors in the workplace. 

Successful leaders often attest to the significance of mentors throughout their careers.  There have been some attempts over the last few years to develop internships for immigrant professionals at the City of London. However, it is hard to know if this experience translated into permanent employment with the City.

Finally, we cannot overlook bias and racism in the recruitment and selection process, although it does not probably explain the huge disconnect between the population and their representation in the workforce. In my experience, if the leadership in an organization is not familiar with the business benefits of a diverse workforce, they are very unlikely to support and initiate programs which can facilitate the entry and promotion of visible minorities within their organizations.

Evelina Silveira is the President of Diversity at Work in London, a three-time award -winning firm which specializes in creating inclusive workplaces and diverse customer bases.  She has co-authored two globally acclaimed books and is the publisher of the Inclusion Quarterly.

What the Brits’ Telly Can Teach Us About Diversity Dialogues


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Evelina Silveira,  President, Diversity at Work

When you think about British television, what comes to mind?  Well, if you are not British most of us would probably say Coronation Street  because it has been around forever on Canadian televisions. But there is so much more to discover!  Deciding to join the cable cutting crowd, I have opted for YouTube instead, for my nightly viewing. And British TV is it!

I have been so impressed with the wide range of British television programs devoted to social experiments in the form of reality TV.  To their credit, it appears the Brits are sincerely trying to understand “the other” through their programs of cultural exchanges of various sorts.  They’re not your regular run-of-the-mill low budget reality programs but thoughtful, out-of-the-box productions that are not afraid to ask the tough questions.

Why do I find the programs to be so remarkable?  Because the participants in the social experiments get a chance to “walk in the other person’s shoes” and freely ask questions without being afraid of a label of “homophobe”, “racist”, “islamaphone” “xenophobe” etc.  You get to see the good, the bad and the ugly.  Nothing is held back and I like that.  At least, when everyone has their preconceptions on the table you have something to work with instead being terminally superficial and polite.

What I began to notice in British television was delightfully refreshing.  The Brits actually engage others in a conversation about diversity.   I don’t see that happening in Canadian television.  All  we ever see is one side of a story and you either accept it or you don’t.  There is rarely an opportunity for two groups to come together and learn about one another and gain sensitivity, empathy and insight into the other group’s world.  The Brits seem to love programs devoted to “social experiments” and I have to tell you as a lover of sociology and anthropology — these types of programs score high for me.

It must have been a television genius who came up with the subject matter.  I have watched at least one  episode with the following themes:

  • A small group of Brits who have to live like a Muslim for a designated period of time.
  • Six men from a variety of backgrounds and lifestyles who go to live in a Benedictine monastery and must follow their rules
  • Nasty British teenagers who are sent to live with an American Amish family to help them reform their ways
  • Bad behaving British teenagers who are sent to live with another family in a foreign country which is known to be “very strict”
  • Several English citizens who feel they have been negatively impacted by immigration are matched with immigrants to challenge some of their assumptions

What so good about these experiments? What do participants often learn from the experience?

  • There is greater understanding that can come from honest and often challenging conversations. You might either become stronger in your conviction or  more empathetic to the other’s experience.
  • There is value and meaning in learning about other people’s rituals even if they seem far off.
  • We can be enriched by others’ experiences and might find adopting aspects of their lives to our own.
  • Having your assumptions challenged is not a bad thing and it contributes to your own personal growth.  You can also help others grow by letting them express their biases/stereotypes and prejudices and work with them.
  • You can’t live in a liberal democracy without expecting to be offended occasionally: a price of freedom of expression.

For example, in the BBC documentary a young British-born  worker is matched to a Polish immigrant who owns his own construction business.  The young man contends foreigners are taking all of the jobs.  He gets to meet Mariuscz  a business owner and notices that his whole shop is full of only Polish workers which fuels his negative perception.   However, when he has a conversation with Mariuscz he realizes that these workers have a starting wage which is much lower than he would accept.  Mariuscz says he started at a low salary and worked his way up in a shop and finally decided to open his own business.  Mariuscz however is challenged to see that hiring only Polish workers is discriminatory and that he could benefit from English-speaking employees.  He is open to accepting this criticism and comes to see that his workers would learn English if there was someone around who would be prepared to speak it.  The result of this dialogue?  I would say a win-win for both participants.  Each was open to hearing the other’s point of view and challenge their own thinking.

British television shows me how much we Canadians have in common  However, I would have to say a few programs that I watched momentarily would never survive in Canada.  They are just too mean! Programs like Fat Families and Life on the DoleLife on the Dole  does not seem balanced at all.  Most of the cast consists of drug addicts, people who don’t want to work and ex-cons.  We don’t see many examples of the working poor.  If the purpose of Life on the Dole  is to make working people angry about the poor, than it succeeds in that regard.  If this program was filmed in Canada the slant would be different.  It would be aired to bring about empathy and awareness of the poor and set in a more compassionate light and with less of a classist tone.

All in all, British television rocks!  I need to run —-  Wife Swap UK is on!

 

 

The “Over-Qualified Bias”: What does this mean to employers and candidates?


MP900443225[1]Evelina Silveira, President, Diversity at Work in London,co-author  The No-Nonsense Guide to Workplace Inclusion

The topic of implicit bias has become increasingly popular in diversity and inclusion discussion circles.  Racial, gender, ability, age, cultural and other biases often play a part in deciding whether a  candidate is interviewed, offered, retained and promoted in a job.  Have you ever taken into account that an “over-qualified” label can also have serious ramifications for both your organization and the candidate?

With global unemployment as an epidemic, it naturally makes sense that many applicants may apply for work they have done before, with ease and for an extended period of time.  When these individuals then go to apply for a job which  is similar to what they have done before they are considered “over-qualified” and thus overlooked.  When employers go the “over-qualified” route, they believe that this is a nice way to let applicants down; telling them in a nutshell – “you are too good for this job”.

Next time you consider dismissing an applicant because they are “over-qualified’ it is worth reflecting on the following points:

  1.  The candidate applied for the job and this means they are interested just as any other.
  2.   You may think they are overqualified but they might feel otherwise.
  3.   They may be fine with lateral moves – not everyone wants to climb the corporate ladder.
  4.   They are looking for a less stressful job that they can balance more easily.
  5.   They have outside interests which they may want to devote more energy; and that is why they have chosen to apply for a job which they can perform easily.
  6.   An overqualified candidate can be your best asset. They can bring industry experience which can help your organization soar.
  7.   Do you want to eliminate a candidate from the pool because you fear they will take your job?
  8.   Different people approach work differently. This means that the candidate may find a new way of doing the work that will make it more stimulating and thus more inclined to stay.
  9.   You may be getting more value for their work.
  10.   Over-qualified is a label associated with mature workers. Could you be prejudicing the employment of mature workers?
  11.   Not all over-qualified people demand high salaries which is an assumption that is made all to often.

Before you think a candidate will be “bored in a second and gone in a minute” try some probing questions in the interview to determine whether the risk is high.

  1.   Where do you hope to be in 2 years?
  2.   What are you hoping to learn in this job?
  3.   What motivates you at work?
  4.   What is the ideal job for you?
  5.   What are you looking for in a job?

You may find the job is a perfect match for the candidate you have slotted as “over-qualified”.  There is no guarantee anymore that an employee is going to stay with a company for 10 years.  But realistically, job seekers are not doing a lot of job hopping when there are few options to go to.  If you are concerned their skills are not adequately being used asked them for suggestions.  With work experience under their belt they may make a fantastic mentor which is an exceptionally good way to recognize their value.

 

CHRR2159-16 HR_readers choice_div-emp-equity

The Guide to Workplace Inclusion


Preview and Purchase at www.yourdiversityatwork.com/ebook/

Read  below what others have said about our book:

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ENDORSEMENTS:

This is an important and timely book for those who want more inclusive workplaces. It moves seamlessly from concepts and terminology and translates them into practical and actionable ideas. All readers, no matter where they are on their diversity and inclusive journey, will find something valuable in this book. Evelina Silveira and Jill Walters have created an impressive resource that includes examples of promising practices from across the globe. This should be every HR professional’s companion!

~Ratna Omidvar, executive director, Global Diversity Exchange, Ted Rogers School of Management, Ryerson University

The No-Nonsense Guide to Workplace Inclusion provides a thorough and engaging roadmap of the journey toward organizational inclusion. The authors write from a position of rich, credible experience, with the result that this Guide can help companies capitalize on opportunities and skirt problems on the road to fuller inclusion of an increasingly diverse workplace. Filled with examples and evidence-based solutions, this Guide is a valuable tool for any organization working on building and strengthening its culture of inclusiveness.

~Alison Konrad, PhD, professor of organizational behaviour, Ivey Business School, London, Canada

Managing diversity and creating inclusive workplaces can seem like a daunting challenge for many organisations, but Evelina and Jill have produced a really accessible, highly practical guide to help organisations get going. What we particularly liked was that it was packed full of real examples and illustrations and lots of useful links and tools.

~Tracy Powley, director, Focal Point Training and Consultancy Ltd, United Kingdom

Because inclusion is one of the core values of the USTA, it is important for me to lead, motivate and work well with individuals of diverse backgrounds, capabilities and interests in order to achieve the outcomes we’ve set for ourselves. This book is a great resource for any organization looking to create a successful culture of inclusion.

~D.A. Abrams, chief diversity & inclusion officer, United States Tennis Association/ author, Diversity & Inclusion: The Big Six Formula for Success

This book goes a long way in addressing the systemic discrimination faced by the LGBTQ2 community in the workplace. It tells you what you need to do and gives you the resources to do it. It makes it easy for any workplace to become more inclusive in their hiring, recruitment and retention practices. I highly recommend it for every workplace.

~ Deb Al-Hamza, past president, Pride London Festival/ diversity social worker, Children’s Aid Society of London & Middlesex

I think this book is very comprehensive! There is very valuable information from ‘Foundations for creating an Inclusive Business Environment’ to ‘Best Practices in Diversity.’ I see the value for small to medium businesses that lack a dedicated human resources professional or lack the experience with implementing policies and procedures to promote an inclusive environment; however, larger businesses can also benefit greatly from the examples, detail and strategy offered. I will continue to visit many of the resources offered in the future and have made note of some of the examples.

~Lesley Oliver, diversity & accessibility coordinator, Equity & Human Rights Services, University of Western Ontario

The book is strategic, concrete and to the point. The various examples make it relevant to readers and practical. I also like the fact it is rooted in personal experiences and takes a holistic approach. The book makes one reflect on what is not obvious, helps avoid assumptions and discusses unconscious bias.

~Magali Toussaint, international career and cross-cultural coach/ diversity professional, Netherlands, http://about.me/magali.toussaint

 

 

 

 

Political Correctness: Haven’t We Gone Too Far?


By:  Evelina Silveira, President, Diversity at Work

“Evelina, I don’t know how to say it, because I don’t want to sound bad or offend anyone but…”   “Just say it!”  I declare.   “You don’t have to be politically correct with me, if I don’t know what the problem is, I can’t help you!”  The tension automatically dissipates; and a looser more relaxed tone settles in and then the client begins to tell me an uncensored version of what is happening.

This happens regularly to me when I receive a call from a client. Usually they are stressed about a situation and they want answers but they don’t want to be judged.  They have learned they cannot criticize certain groups because they will have a label hurled at them or get slapped with a human rights complaint –-the biggest threat and silencer of all.

I am writing this article because I believe in truth and fairness. I believe in a balanced approach to diversity and workplace inclusion.  Political correctness is not always “correct” when it comes to truth and fairness.

Politically correct language is not a bad thing. I don’t want to be referred to as a “girl” “chick” or “bitch” but a woman.  Using the “right words” is positive.  It demonstrates the progress we have made in our understanding of the equality of human beings.  I like that!  Perhaps we should have left it at that.

Political correctness is responsible for:

  • Creating animosity amongst different groups and perpetuating all of the “isms” where none have existed.
  • Suppressing the truth.
  • Removing ourselves from our moral obligations to help marginalized groups.
  • Perpetuating a double-standard when it comes to acceptable  behaviour.
  • Preventing us from talking to one another.

 

How Political Correctness Creates Animosity Amongst Groups

The Christmas holidays are a prime example. I have never met a Jew or a Muslim in Canada who was “offended” by celebrating Christmas in the workplace.  Yet, each year there is a rush to plan a holiday festivity which sounds like a Christmas one – but  it isn’t supposed to be. Or the gathering is cancelled altogether because the organization has just hired a Jew or a Muslim, or any other non-Christian.  The end result: dislike for those of minority faiths and the cancellation of a celebration which would have otherwise brought employees together. In our effort to please everyone –we please no one. Instead, “well-meaning”, “religiously-sensitive”  gestures spring into micro-aggressions in the workplace where none has previously existed.

How Political Correctness Suppresses the Truth

It’s seems like it wasn’t that long ago when CBC’s Marketplace made a formal apology  for publishing inaccurate test results  about vitamin supplements.  But I am unaware of any such apology with the Fifth Estates’ problematic reporting of the incidents which lead to the death of little Aylan Kurdi.  His precious life could have been saved. Instead, they aired a report which infers that the Canadian government was responsible  for Aylan’s death since his family’s application  wasn’t approved in time to immigrate to Canada!   Around the same time, European and Turkish papers had reported about Aylan’s father’s disregard for his own son’s life (did not give him a life jacket but wore one himself) and that he was actually a human smuggler who was trying to get to Germany to get the State to pay for very expensive dental work. And to make matters worse, Aylan  wasn’t the only member of his family who perished as a result of his father’s negligence it was also his mother and siblings. The last I read his father was going to prison.  I don’t recall a correction notice on the Fifth Estate or any other media sources for that matter. It’s not politically correct and it certainly wouldn’t fit in with Liberal politics.

Canadians have been led to believe that we are saving thousands of people from Syrian refugee camps, but sadly we are not. According to the April 13, 2016 edition of Hill Times confirms that “very few are coming from refugee camps”.  Rushing to bring in thousands of people into the country without a good plan and then saying we are saving lives is deceptive. Stop leading Canadians to believe that we are helping more people than we actually are  — we are not!

My friends from former communist countries have noted that the CBC is no different than the propaganda they had to put up with back in their country of origin. It seems that our media on the whole has a disdain for simultaneously broadcasting opposing points of view.  There’s a name for that:  media bias.

Internationally and at home, journalists, police officers, and government officials are not allowed to report what is going on because they are afraid of an uprising and backlash against refugees and migrants. Since when is censorship a part of living in a democratic country?  I ask myself: What must it be like to be a muzzled journalist these days?

Yet the sexual abuse of children at the hands of Catholic priests seems to be okay to broadcast around the world. Christian-bashing has becoming so acceptable in our modern society that we hardly notice it.  Rarely do you ever hear anyone sticking up for Christians. So who makes the decision of what truths can be disclosed and which will be suppressed? Political correctness does.

Political correctness slaps a “xenophobe” or “racist” label whenever you disagree with a leftist mentality. Very strong words, improperly used when citizens start asking questions about the politics of their country.  I would argue by using these words so regularly  actually takes away from the experiences of those who truly live them each day.

How Political Correctness Removes Us From Our Moral Responsibility

Where are the voices of Western feminists when it comes to advocating for the rights of women globally?   In some ways, today’s feminists haven’t evolved much from the 1960’s.  Female genital mutilation, child marriage and honour killings are off-bounds.  I would encourage any feminist who thinks it is culturally insensitive to challenge the violent practices of other cultures to meet the women who have endured them.  In my work with immigrant women, I have met those who have suffered these horrendous, traumatic practices and who have been marred physically and psychologically for the rest of their lives.  If we don’t try to help our sisters globally we are making the statement that their lives are less valuable.  Is the life of a Yemenite, Sudanese, Indian girl or other any less than a Western life?  Of course not. It is not racist to advocate for the rights of people who are often voiceless. It is the right thing to do!

How Political Correctness Makes Us Accept Intolerable Behaviour 

When we accept poor work performance or belligerent behaviour from a person of a designated group we are being unjust.   We are telling  ourselves that we cannot expect better behaviour because of “x” number of reasons and consequently we reduce them to a lower level of expectations. Translation:  we don’t feel they can attain our standards.  Isn’t this kind of like the “racism of lower expectations”?

What would happen if you walked naked down the street? There is a good chance the police would be called and you would be arrested for violating the public decency laws.  Most people I say don’t really care if there is a Pride Parade, but they do care if there is nudity involved.  Why do the Toronto police turn a blind eye to nudity at the Pride Parade when it is unlawful?  Since when does one group of people get to break the law without consequence and others can’t?  No one can argue that the LGBT community has a lot to celebrate and they have had a long history of oppression but that does not give them the right to be naked on the street.  One law for everyone, please! No exceptions.

Political Correctness Prevents Us From Talking To One Another

Many years ago, I had a wonderful opportunity to bring Jewish and Arab-Muslim women together for a dialogue group. These forward-thinking women through mutual learning wanted to “create a pocket of peace” in the city they lived in, by reducing hate and stereotypes.  It was one of the most difficult and rewarding groups I have ever facilitated as it  was so emotionally charged.  At the outset, these women denounced “terminal politeness”.  We all understood what it meant:  no phoniness and no political correctness.   Consequently, these women spent many weeks together, shared meals and prayers of peace.  As the facilitator, I can recount how the women expressed similar feelings about the impact on the Israeli-Palestinian conflict.  It was interesting to know how each group felt the newspapers were biased against them.  Did long-lasting friendships happen?  Not really, but respect did.  These were bold woman who were willing to ask and speak without judgment and fear and consequently they got the answers they were seeking.  This wouldn’t have happened if they had been politically correct.

What can we do as individuals?

1. Accept diversity of opinion. With embracing diversity comes the expectation of accepting  differences of opinion, even when it doesn’t suit you. . You cannot have one without the other.

2. Don’t accept one truth only. There are different sides to every story. Challenge bias when you see it. Whether it’s the media,  the authors of your children’s textbooks, or institutions and even yourself.

3.  Stop the silence and take a chance and speak out against political correctness.  I can guarantee that you’ll be a hero.  You won’t be alone.

 

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