All posts in category Racism Against Canadians

Diversity: Can we laugh, please?


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Evelina Silveira, President, Diversity at Work  http://www.yourdiversityatwork.com

If I believe my Twitter feed, I would say that the whole world is against people of my demographic. Diversity has become so serious, scary and divisive that we have forgotten how remarkably funny it can be if we do not think the world is out to offend us.

I want to share with you a few of my experiences because it is time we start seeing some of the humour of diversity misinterpretation and assumptions.

Several years ago, I received a call from a Caribbean man who was asking me if I would be interested in emceeing a black awards night.  I gladly accepted, impressed this was quite an open-minded group to invite me to facilitate the evening.  I wrote down the details, and just before I was about to hang up the phone, I had this strange hunch that came over me. Did I think maybe he did not want me – a white person?  I asked him directly: ” Michael, are you aware that I am not black?”  There was silence for a moment.  Then with an uncomfortable laugh, he responded “No.” I said, “I thought, so.” Does that make a difference now that you know that I am white?  After a momentary pause, he remarked: well, uh, yeah”. He was dumbfounded!  How was he going to tell me that he thought I was black and that is why he called me? Digging his heels, he told me that he thought I had a “black name” and that is why he called me.  I told him that I did not know what he was talking about:  a black name? Did I look black in my picture?  Trying to wheel himself out from the mess, he tried again and said:  “Well, I guess your name is Hispanic sounding!”  I told him: “Listen, I will make this easy for you.  You do not want me to emcee your event because I am white and by the way, I am not Hispanic –but close enough—Portuguese.  I wish you good luck trying to find someone!”

A former co-worker of mine who came out of the closet at work dealt with the homophobic men in the office in a unique way.  When he went into the men’s washroom, he would belt out the lyrics to “Dancing Queen”!

Acting as a cultural mentor for a Chinese new immigrant, I remarked about Canadian informality and pleaded with him to not call me Mrs. Silveira. I explained to him all of the instances when it is appropriate to use titles.  Running into him one day, I asked about his weekend. He said it was not so good and that he had to take his daughter to the hospital.  He noted how impressed he was with the care in a Canadian hospital.  With a mesmerized look on his face, he indicated he had put into action what I had taught him about informal salutations while he was in the hospital.  As he was leaving, he took a look at the doctor’s name tag which read:  “Sandy Brown.” In a great gesture of appreciation, exiting he said: “Thank you, Sandy.” To his dismay and surprise, she replied:  “Dr. Brown”!  I apologized to my dear friend for a significant omission – doctors and titles! Ouch!

All of these new genders are confusing me. I am not sure that I like the images that come to my mind like when I hear the word “gender fluid”. When I hear that expression, it makes me think that you have to go to the pharmacy to buy something to take care of it – maybe in the special paper products section in the store.  May I suggest “gender elasticity” or “gender flexibility” instead?

I have many stories about encounters in Asian food markets. Frequently, the employees that I come across don’t speak English, and therefore there is much room for misinterpretation.  Excited about embarking on a Vietnamese culinary adventure, I headed to the store looking for the best sauce to complement the spring rolls I was planning to make.  I saw a Chinese man who was stocking the shelves and asked him if he could recommend a good sauce for my spring rolls. I said I wanted him to show me the sauce he used. Clearly, he did not understand what I had said.  Before you knew it, we were standing in front of the Heinz ketchup.  I surmised that he likely thought this was the only kind of sauce white people use!

Whether it was one too many coffees or not enough sleep the night before, I had a twitch in my right eye during a workshop I was facilitating. It was distracting and it seemed like I could not control it. Moreover, for whatever reason, each time I looked in the direction of one of the female participants, my twitch became a wink.  Low and behold, after the training session, I went up to speak to some participants that were in her area. She immediately distanced herself and appeared uncomfortable.  The moral of the story: just because someone has a twitch does not mean he or she are flirting with you!

While running a Latin American seniors’ drop-in many years ago, the participants would cheerfully greet me with: ” Como estas, Evelina?”  (How are you, Evelina)  Reciprocally, I would reply “ Yo estoy buena, gracias.” I did this for months, thinking that I was saying:  “I am good, thank you.” A few of the older women would consistently give me strange grimaces.  One day we had two new participants from Colombia attend who decided to test me again and ask me how I was.  I gave them the same response, only this time they started laughing!   I realized that the “good” wholesome feeling I was trying to express, had, in fact, some other less innocent connotation!

After finishing my presentation about living with ADHD, I had a blind man come up to me and say:  “Wow!  I really feel sorry for you, it must be difficult bouncing off the walls all the time!”  I laughed and corrected him that I don’t bounce off walls too often but appreciated his empathy–even though I felt he was the one with the challenges!

It is time to bring the joy and laughter that diversity can bring! Feel free to share your funny incidents below.

 

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by diversityatworkinlondon on October 5, 2017  •  Permalink
Posted in Attention Deficit Hyperactivity Disorder, Cross Cultural Differences, Cultural Exchanges, Diveristy Training, diversity of opinion, diversity of thought, Diversity Trainers, Diversity Training, humour, Implicit Bias, Language Barriers, LGBT, Racism Against Canadians, Uncategorized, workplace wellness
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Posted by diversityatworkinlondon on October 5, 2017

https://diversityandinclusionatwork.com/2017/10/05/diversity-can-we-laugh-please/

O Canada! My Home and Messed Up Land


Written by:  Evelina Silveira, President, Diversity at Work

I am having trouble recognizing my birthplace and the country to which my family decided to immigrate. Canada, a fractured massive mess embroiled in identity politics and devoid of logic and forecast.

We call people bigots for wanting to preserve Canadian values. Why? Canadian values, for the most part, have kept this country lawful and peaceful.  Do people immigrate to Canada for Chinese or Saudi Arabian values?  No!  They come because Canada is a safe homeland for all. Well, even that is debatable.  Especially, if you are an Indigenous youth or woman.

Many immigrants and former refugees I have spoken to feel the same way.  Some are even thinking of moving back to their country of origin because they no longer like what they see. Freeing communist Poland as a refugee, my husband, for instance, feels the growing loss of freedoms is becoming strikingly similar to what he left behind.

Here are ten  Canadian diversity issues which have left me wondering:  What kind of country am I living? (They are not in any particular order)

1.  A terrorist still gets to keep their citizenship because our Prime Minister says that:  ” a Canadian citizen is always a citizen”.

2. The Canadian government is going to spend millions of dollars to celebrate Canada’s 150 years of colonizing Indigenous People.  I honestly would rather them skimp on the celebrations and provide Indigenous People with clean water and mold-free schools and decent housing.  I am surprised no one thought of that.

3. Violent protests are erupting at universities and other locations conservative speakers have been booked. A diversity of opinion is not considered a strength.

4. Christian bashing has become normalized even though this is the faith of over 50% of Canadians. Check out this highly offensive article poking fun at the holiest day of the Christian liturgical calendar.  https://www.thebeaverton.com/2017/04/christ-sees-shadow-predicts-6-weeks-easter/

5. Canadian Black Lives  Matter leader Yusra Khogali declares white people to be “sub-human”  and tweets to Allah to stop her from killing them. Surprisingly,  Khogali, is celebrated and asked to speak at anti-racism conferences? As much as Trudeau, is not my guy, Khogali is way off-base when she calls him a white-supremacist.  The BLM Canada movement will lose its credibility if it takes this hateful approach and tries to hijack the Toronto Pride Parade and cause division between the police and Pride.  Pride is supposed to be a fun time to celebrate the rights and freedoms of the LGBT community no matter your skin colour!

6. The  Ontario NDP government wants to support a Boycott Divest and Sanction Israel policy. Why?  Does anyone know why there is an armed checkpoint to get to the Israeli side?  It is because  Palestinian’s were bringing bombs over and then Israelis became maimed or died.  Since the checkpoints are in place, they have been able to prevent deaths this way.  Even if you are anti-Jewish, answer this question:  Is it a government’s prerogative to ensure the safety and protection of its citizens?  The answer is Yes!  So before you, BDS followers bash Israel, ask yourself if you would want the government to do what it could from stopping your friends and family from getting hurt. This is the same country which takes wounded Syrians into their hospitals regardless of their faith or ethnicity.  Get informed before you make these decisions.  The only reason why the NDP conjures up maniacal ideas like this one is so that they can capitalize on the political correctness of antisemitism thus broadening their voter demographics.  Why doesn’t  the NDP take this stand with Saudi Arabia?

7. The fact that our Ontario Sex Education program had input from a convicted pedophile, Ben Levin, speaks volumes. https://www.lifesitenews.com/news/child-sex-offender-ben-levin-said-himself-that-he-was-in-charge-of-crafting    Concerns raised about how the curriculum groomed young children for sex is now coming to light. If you have ever talked to kids who have gone through this sex education program, they will tell you that it has only made them more confused about their sexuality.  One ten-year-old girl once disclosed to me that she must be “asexual” because she was not interested in having a relationship with a boy or a girl.  A 10-year old girl!

8. New Age Feminism has taken a dangerous tone.  Our Prime Minister does not condemn barbaric practices against women and girls nor the lack of rights of women in Saudi Arabia and others.  Our new  Minister of the Status of Women, Maryam Monsef has indicated that she is interested in sharia law and she does not see aborting female babies as gender-based violence.  Honestly?  Deciding to end a pregnancy because the sex of the baby is the grossest act of violence against girls. Is Monsef an actual advocate of women and girls?

Our so-called feminist Prime Minister, Trudeau also uses women in parliament to avoid responding during Question Period.  Instead, he defers to the House Leader Bardish Chagger to address Progressive Conservative, Michelle Rempel’s   questions. It is a painful, humiliating scene to watch for those of us who are sincerely concerned about women’s rights.  Not only is it a woman who is made to do Trudeau’s dirty work but a woman of colour –which makes it doubly-abusive: a prime example of Trudeau’s disrespect for women and his arrogance.  Check out this video  http://www.huffingtonpost.ca/2017/03/22/rempel-bardish-chagger-question-period_n_15547002.html

9. Our media is covering up stories about violent crimes committed by Syrian refugees which puts us in danger—especially women and girls.  Even if you don’t like Rebel Media or Ezra Levant for that matter, get passed your bias and watch the clip below. It’s not as sensational as you may expect, especially when Faith Goldy obtains hard evidence a result of Freedom to Access of Information. Are we going to still deny there is a problem?  It is frightening, and clearly, the government had no plan for these refugees when they came here.  These are not isolated incidents as you will see that Goldy has reported from across school boards in Canada.  https://www.youtube.com/watch?v=tiD5cDCT_3g    This is another example of how refugees and immigrants are not given adequate information about expected behaviours – especially in the classroom.

10. Motion- 103 regarding Islamaphobia crafted by a Pakistani immigrant, Liberal  MP,  Iqra Khalid leaves me and my friends from former communist countries wondering – what is happening in Canada?  How does someone who immigrated from a country which has blasphemy laws and led the York University Muslim Student Association (which distributed pamphlets on how to beat your wife); has any right to curtail criticism of Islam like this?

Shockingly, there appears to be a double-standard when it comes to protecting Canadians from religious hatred. Recently, there have been two clear cases of imams calling for the genocide of Jews and spewing hate. Most people haven’t even heard about them. Check these videos out for yourself  Montreal https://www.youtube.com/watch?v=4FRuTP-ao9U , and  Toronto http://en.cijnews.com/?p=208986  no one bats an eye.

And contrary to our neighbours in the south who challenge antisemitism, cowardly Canadian diversity and equity consultants remain mute; confirming it is on the rise when those whose role is to confront hate and bias feel justified in keeping silent.  Being a bystander and a diversity/ equity consultant/practitioner is not only a contradiction but lacks integrity.  If you don’t feel like challenging these kinds of issues — you are in the wrong field.  How can you train others about anti-bias when you are not prepared to confront it yourself? Let’s not forget all of those who remained silent before and during World War II and all the other bystanders throughout history who collectively could have saved generations.

O Canada!  I haven’t given up on you yet but you must act quick so we remain “glorious and free”.

 

 

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by diversityatworkinlondon on April 27, 2017  •  Permalink
Posted in Christianity, Cross Cultural Differences, Cultural Adjustment, diversity of opinion, diversity of thought, Government Waste, Hate speech, Homosexuality, Immigrants, islamophobia, LGBT, New Canadians, New Canadians and Ethnocentrism, Ontario Human Rights Commission, Racism, Racism Against Canadians, Racism in Media, Roman Catholicism
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Posted by diversityatworkinlondon on April 27, 2017

https://diversityandinclusionatwork.com/2017/04/27/o-canada-my-home-and-messed-up-land/

Offense: The Price Of Diversity?


Evelina Silveira, President Diversity at Work

This past year has been particularly challenging for people like me: media/political junkies, who feverishly skim the international news trying to find the truth in a web of misinformation, lies and fake news.  My Twitter newsfeed supplies me with a variety of political viewpoints on diversity issues.  I take all of it in, recognizing that each point may have some validity.  I am open to different points of view and I welcome them.  I especially love factually- based debates.

Why do I like it when people argue about diversity?  Because it means we are part of a free society.

My husband and most of my friends have not lived in democratic countries.  They lived under communism where dissent could not be expressed.  If you have ever heard firsthand the stories of people who feared to say the wrong thing or going against the grain – you would certainly have a better appreciation for how we in the West have been afforded so many freedoms like free speech.

Increasingly, I see freedom of speech is only allowed if you express a certain opinion.  If for example, you go against a liberal opinion there can be severe consequences.

Let’s be very clear before I go any further.  I am not for hate speech — that is very different and our laws seem adequate in that regard. Disagreeing and hate are not the same.

American and Canadian universities have been host to violent protests where audiences thirsting for a  different point of view were hurt.  Campuses were set on fire and a lot of other nasty stuff happened.  You would think that university campuses would be the bastions of free speech and critical thinking? But, apparently not.  What impact does that have on education if what we must always be concerned with not offending others?

I remember sitting through my anthropology classes in university and hearing students rhyme off a very different version of history than the one I was taught. Disparaging remarks were made about believers of my faith and their historically oppressive role.  The professor did not stop the discussion, nor was that the expectation. (Probably these days that would be different.)  I sat and listened to what the student said and decided I would not oppose the remarks. Because the student exchange was deeply emotional for me, it left an imprint.  Decades later, I was able to understand my fellow student’s opinion and would agree with her in part and glad the professor did not shut down the conversation because she was concerned it “would offend someone”.

One of the ways I like to set myself apart from other practitioners is that I encourage the free flow of discussion about various diversity issues from a number of sources which is reflected in my Twitter and Facebook presence.  It reminds me of when teachers would explain that you should use a number of sources to substantiate your argument and present both sides.  That’s a really honest approach – and one I support.

Unfortunately, I have found that my need to present a diversity of opinions is not always met very well on social media.  And despite having a private business, some Tweeters feel that I should stick to the same predictable perspectives on issues all of the time.  For me, if I only present one side of an argument I am just another agent of propaganda.  I also feel that I am insulting my followers/ readers believing that they are not entitled to other views and can make their own decisions.  Diversity for me also spells diversity of ideas and opinions.

What I do know is that the lines between expressing a different point of view and hate speech are becoming frightfully blurred.  The best way to shut down a dissenting argument is to say it is “hateful” or “offensive”. Calling someone a racist in Western society is one of the worst accusations and is hurled left, right and centre at people who are often expressing a different view which has nothing to do with hate.

Diversity, free speech, and offense go hand in hand.  If we are going to be a welcoming society to a diversity of people, their values, and beliefs we all need to make peace with the fact that at times we will be challenged and that can be very emotional.  We cannot legislate hurt feelings or thoughts so why are we even trying?  We either grow a tougher skin or live in an Orwellian thought-controlled society:  what would you prefer?

 

 

 

 

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by diversityatworkinlondon on March 13, 2017  •  Permalink
Posted in Anti-Semitism, censorship, critical thinking, Cultural Dialogues, diversity of opinion, diversity of thought, Hate speech, homophobia, islamophobia, New Canadians and Ethnocentrism, Political Correctness, Racism, Racism Against Canadians, Racism in Media, Religious minorities in Canada, Uncategorized
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Posted by diversityatworkinlondon on March 13, 2017

https://diversityandinclusionatwork.com/2017/03/13/offense-the-price-of-diversity/

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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by diversityatworkinlondon on April 13, 2016  •  Permalink
Posted in Christianity in the workplace, Christmas in the workplace, Cross Cultural Differences, Cultural Adjustment, Cultural Dialogues, Cultural differences in eating rituals, Cultural Exchanges, Employer accommodations, employment equity, Government Waste, Homosexuality, Immigrants, Immigrants in the Workplace, LGBT, Ontario Human Rights Commission, performance management, Political Correctness, Pride Month, Racism, Racism Against Canadians, Racism in Media, Religion in the Workplace, Religious accommodation, Religious minorities in Canada, Roman Catholicism
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Posted by diversityatworkinlondon on April 13, 2016

https://diversityandinclusionatwork.com/2016/04/13/political-correctness-havent-we-gone-too-far/

Individual Versus Group Rights: The Diversity Challenge


Evelina Silveira, President, Diversity at Work in London

 

Depending on where you work, speaking foreign languages on the job can open up a big can of worms.    While it is an individual’s human right to do so, it can create huge issues of mistrust and cliques which can ultimately lead to racism.  No where is this more pronounced than in the manufacturing sector which is often fuelled by immigrant labour.

 After completing a recent sensitivity training session with a worker who was accused of making insensitive remarks to a group of foreign language speakers in the lunch room, I realized how complex and divisive this topic can be.   The situation becomes intensified when the workers are fluent in English but choose to speak another language over breaks and in their lunch room.   

 When my parents came to Canada in the 1960’s they did not know English and there weren’t any supports for people like there are today.  But English language fluency is much higher these days than in the past for several reasons.  With stricter health and safety standards workers must be more fluent to understand the workplace hazards.   The Canadian government has a fluency standard for immigration and there are more free programs for New Canadians to access to learn English than ever before.

 Breaks are a time to relax.  When you are not completely fluent in English, speaking it during the day becomes very tiring.  It makes sense that you don’t want to continue to make the effort because you need to refuel for the rest of your shift.  But, what if you are fluent in English and choose to speak another language during your lunch hour or breaks?  Indeed you have the right to do so, but this does not always mean it is the best choice and without consequence?  

 In Canada we also have the right to ask for religious and cultural accommodations in the workplace.  But is it always the right thing to do?  You can argue that it is “your right” but sometimes our individual rights clash with what is good for the group.  What if your team has an important deadline to meet and you must leave early from work to accommodate a religious obligation and they really need your help?  Are you going to leave and hold them completely responsible for finishing the task?  This may be your right to do so, but how are your co-workers going to feel about you tomorrow?  It all depends.  For example, did you do whatever you possibly could in advance to help them with the project? Might you be available in case of an emergency? 

 A key component missing from the dialogue on exercising individual rights in the workplace is the impact that it can have on your co-workers.  Creating exclusive lunch rooms segregated by language and shrugging off workplace responsibilities because of cultural/religious obligations do not make a recipe for harmonious  interpersonal relationships.   

 When we exercise our individual rights in the workplace we must also consider the impact it may have on our fellow co-workers and do what we can to alleviate the burden for them.  

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by diversityatworkinlondon on June 24, 2014  •  Permalink
Posted in Cross Cultural Differences, Cultural Adjustment, Cultural Dialogues, Cultural Exchanges, English As a Second Langugage, Immigrants, Language Barriers, New Canadians, Ontario Human Rights Commission, Racism, Racism Against Canadians, Religion in the Workplace, Religious accommodation, Second Langugage Acquisition, workplace accommodations, Workplace Bullying and Harassment, Workplace diversity and inclusion
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Posted by diversityatworkinlondon on June 24, 2014

https://diversityandinclusionatwork.com/2014/06/24/individual-versus-group-rights-the-diversity-challenge/

Signs the Political Correctness Police Has Taken Over Your Workplace


Evelina Silveira, President, Diversity At Work in London Inc.,  Author of Diversity and Inclusion on a Budget:  How to have a more engaged and innovative workforce with little or no dollars.

 

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“When I grow up, I’m gonna marry a tinker, tailor, soldier, sailor, rich man, poor man, beggar man, thief, doctor, lawyer or Indian chief”.

In the 70’s, this was the skipping song we chanted as little girls. The goal was to land on the “rich man” or the “doctor”. Any other kind of a husband signaled a doomsday marriage. Fortunately, a lot has changed for the better and our evolving language has captured the humanness, equality and the need for all people to be included.

In this effort to restore equity to groups which have been on the margins forever, have we in the process gone too far with creating other inequities in the workplace? I think that we have. We are a long way from having a balanced workforce. Let’s take a look at some typical examples you find in the workplace. Is your workplace guilty of any of these?

• You don’t have a Christmas celebration in the workplace even though over half of Canadians identify themselves as Christian and even those who don’t still celebrate some aspects of Christmas.
• You appease the demands of one group in the workplace at the expense of the other, because you don’t want to be labelled as a _______.
• You withhold information that could advance social change or contribute to the betterment of the community because your findings shed a negative light on a group or groups of people.
• You allow behaviours from certain groups of people who you would never allow from others.
• You ignore performance issues from people of designated groups because you don’t want to ruffle any feathers.
• Diversity of thought and politics are not permitted.

In these cases, we are talking about “Fear” which seems to be the norm in organizations that have swung too far on the left of the pendulum when it comes to political correctness. Legislation for sure makes people scared; there is more of it now than ever before. Many organizations let too many behaviours slide because of the fear of law suits and complaints. It is better to take proactive steps at creating workplaces that everyone can work in, instead of trying to police everyone’s thoughts, words and actions.

 

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by diversityatworkinlondon on April 10, 2014  •  Permalink
Posted in Christianity in the workplace, Christmas in the workplace, Discriminatory Hiring Practices, Diversity Officers, Diversity Trainers, equitable hiring practices, Ontario Human Rights Commission, Political Correctness, Racism Against Canadians, Religion in the Workplace, Religious minorities in Canada, Team Building, Uncategorized, workplace accommodations, Workplace diversity and inclusion
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Posted by diversityatworkinlondon on April 10, 2014

https://diversityandinclusionatwork.com/2014/04/10/signs-the-political-correctness-police-has-taken-over-your-workplace/

Religious Accommodations Need Limits


Dr. Grayson of York University in Toronto, Canada should be commended for the brave action he took by denying a student’s request for religious accommodation.  According to his beliefs, the student could not meet with his fellow female classmates to work on a school project.

I sent Dr. Grayson an e-mail of support and so did many others, championing his commitment to women’s equality and his respect for secularism. In his article in The Globe and Mail, Dr. Grayson defends York University noting that their decisions were based on on what was dictated by the Ontario Human Rights Code — even if  flawed.

I have a question for the Ontario Human Rights Commission: Since when is it acceptable to perpetuate sexism in the name of religious accommodation in Canada?  Let’s not forget that women in this country have fought for equality and it was less than 100 years ago that we were legally recognized as “persons”. This is a secular country, attracting immigrants fleeing theocracies who don’t want religion to control every aspect of their life.  Why are we even entertaining the idea that segregation of the sexes is acceptable when it can have such a negative impact on a huge demographic?

Dr. Grayson points out that since many elementary schools are making these concessions,  students will naturally expect the same when they attend a post-secondary institution.   Allowing this to happen in public funded institutions is wrong and problematic from many perspectives.

If we agree that the goals of post-secondary institutions are to prepare students for critical thinking, career exploration and finding employment, then we are doing these students a disservice.  Giving them the impression that we are prepared to segregate our workplaces along the lines of sex to accommodate one person; we cannot blame them for thinking this is possible if it has been done all along.

 Here are a few examples of religious accommodation that I have come across in my work with post-secondary institutions:

  • Female students with face-coverings who can only work in female groups.
  • Male co-op students who insist that they can only work in male workplace settings.
  • Nursing students who cannot follow through on in-class demonstrations that require touching students of the opposite sex.

Unless the labour shortages become extremely intense, I really doubt that the average Canadian employer would be able to accommodate the above requests. By doing so, could spell disaster for both the employees and employers in both monetary and human terms.  It tears at the very soul of this country which values equality.  And while workplaces are trying to becoming more inclusive,  accommodating one of these requests will only have ripple effects, negatively impacting many employees and ultimately the one initiating the request. Resentment and vilification will spread.  We only need to look at the reaction the York University student has received.

 Those working in employment services with religious minorities should discuss workplace accommodations.  Be very honest about the impact their request may have on their ability to obtain a job and retain one. For example, I may say:  “Yes, it is your right to not shake the hand of the opposite sex”.  But add:  “In Canadian culture, shaking hands is a standard greeting and expected business practices, it in no way has any sexual connotation”,    “If you don’t shake someone’s hand when they offer it, there is a good chance they will feel offended that you didn’t think they were worthy of this greeting.  Or, that you are arrogant”.  I also add that they have to ultimately make the decision whether they will carry on with some of their practices in public because of the effect they can have on employment and forming relationships outside their religious groups.

 I am not entirely against religious accommodations. Dietary accommodations, and days off for observance are reasonable requests which have little impact on others especially when they are anticipated.  But, the Ontario Human Rights Commission needs to have a better pulse on what is happening in our workplaces when its values conflict with those of most Canadians.

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by diversityatworkinlondon on January 20, 2014  •  Permalink
Posted in Cross Cultural Differences, Cultural Adjustment, equitable hiring practices, New Canadians and Ethnocentrism, Ontario Human Rights Commission, Racism Against Canadians, Religion in the Workplace, Religious accommodation, Religious minorities in Canada
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Posted by diversityatworkinlondon on January 20, 2014

https://diversityandinclusionatwork.com/2014/01/20/religious-accommodations-need-limits/

Government Dollars Used to Spread Hate and Bias in Ethnic Media


Evelina Silveira, President, Diversity at Work – Publisher Inclusion Quarterly, and Diversity and Inclusion on a Budget.

The other day I recounted to a colleague that I blog about what makes me angry and passionate. I get really angry about the spread of hatred to any group and worst of all I get really angry when I know that valuable charitable dollars and government funds unknowingly and innocently are used to passively promote sexism, racism, and more.

Last night I couldn’t take it anymore.

A family member translated a joke that he had read in a local ethnic newspaper. The punch line was not funny to any of us. But obviously the editor must have got a chuckle. It was yet another joke that portrayed black people as savage beasts. This isn’t the first time this paper has done this. It also has a history of printing anti-Semitic jokes about money hungry, hooked- nosed Jews. Those weren’t funny either. We all have friends who are black and Jewish and we had an emotional response. My family member who is part of this ethnic group was outraged. If this newspaper was supposed to represent his cultural values, they did not do a good job of portraying his, he said.

I wish I could say that this is the only ethnic newspaper that does this but it is not. Former ESL students of mine often commented with disbelief about ethnic newspapers delivered to their schools with horrible offensive cartoons. Sometimes you don’t even have to know how to read the language to get a feel for what is coming through the cartoon images.

I remember the disgust I felt when I saw a cartoon of Condoleezza Rice some years ago portrayed with exaggerated lips, and butt – the stereotypical caricature of a black woman. Regardless, of your politics, you cannot overlook the incredible achievement this woman has made in her career in a male- dominated white government. Why reduce her to such a subordinate level? Not only was this cartoon racist it was misogynistic.

What about all of the anti-West propaganda found in these papers and more? Does it help these readers to feel more a part of Canadian society? How is this conducive? Creating a polarity of “them” and “us”? It doesn’t seem overly logical to me.

Freedom of speech is a wonderful thing and I wouldn’t want to that to change. For some of these fledgling newspapers they rely heavily on the advertising dollars from various levels of government and non-profits to keep them running. Non-profits believe that they are doing the right thing, getting their message out to a wider audience by using ethnic newspapers to do so and I am not discounting the value. The government does it to inform their constituents and to gain voters. Again, I doubt that any of these politicians would knowingly spend taxpayers’ dollars funding racist and sexist newspapers. They are in a bind because this is one of the most cost effective and fastest ways to get things out to ethnic constituents. Ethnic marketing is cheap in comparison to conventional forms.

However, I challenge governments and others who continue to put out dollars to these bigoted papers.

1. Consider your brand integrity when you choose an ethnic outlet. There are some exceptional ethnic newspapers with great journalist quality that do not engage in these bullying, bigoted and hate propaganda spreading tactics. Find out who they are and align yourself with those people. Remember, where you advertise is a reflection of you. Do you want to be associated with funding the spread of hatred against Jews, blacks, women, gays and others? You have a choice – don’t do it!

Take a look at a years worth of papers and see if you like what you see and what you read. Have someone who speaks the language go over the paper. Resist the urge to get cheap advertising by compromising your principles. I have been offered free space in some of these hate generating papers and ones that regularly contribute to the degradation of women and I have said no to them. At the end of the day, I have to keep with my principles and support the people close to me.

2. Leverage your power as a customer. You have a great program that your organization is running which has health benefits to the specific ethnic community that you are targeting. But you see that the ethnic paper that you are advertising in is bigoted toward some groups. So what do you do? Don’t lock yourself into a long term advertising contract. Tell them you will monitor their paper and demand change. You can ask the editor to write a note of apology in his/her paper and encourage him/her to write articles that are helpful toward Canadian integration.

3. Remember your responsibility. Are you using charitable dollars or taxpayer’s money to support these papers? Don’t channel hard earned dollars into media that is counter-productive to Canadian values of inclusion. Do your homework and ask around. Like I said, there are wonderful ethnic outlets with journalistic integrity that do a great service to their communities, helping them become more integrated into Canadian culture and embracing unity. These hard working professionals need more support and think of them next time you want to target a particular ethnic community or increase your reach.

We all have a role in shaping our country, making it inclusive and safe. We all benefit. What is special about Canada is that we somehow have managed to remain peaceful with all of our diversity. Let’s keep it that way. By challenging negative stereotypes and holding people accountable for spreading hate – we will be way ahead of the rest.

2 Comments
by diversityatworkinlondon on September 27, 2013  •  Permalink
Posted in Charitable Donations, Ethnic Marketing, Government Waste, Multicultural Marketing, Racism Against Canadians, Racism in Media, Sexism in Media, Uncategorized
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Posted by diversityatworkinlondon on September 27, 2013

https://diversityandinclusionatwork.com/2013/09/27/government-dollars-aid-in-contributing-to-the-spread-of-hate-and-bias-in-ethnic-media/

Listen Up! Canadians Have Feelings, Too!


Evelina Silveira, President, Diversity At Work in London

I have been working with New Canadians for many years and as a child of immigrant parents, I grew up with a lot of anti-Canadian sentiments.  Usually my parents’ complaints had to do with the leniency to which Canadian parents treated misbehaving  children or the relative pemissiveness of Canadian society that was a sharp contrast to where they were from.  While they would complain occasionally about Canada , they would always end the conversation about how wonderful  Canada is and how grateful they were to be here.

Now that I am working in a field with many New Canadians, I hear similar statements.  Complaints about the educational system, health care, judicial system and the list goes on.  I have found myself on many occasions sitting back and saying nothing, even though at times I feel offended, or maybe even disappointed.  On the other hand, I have  encountered similar comments, even ethnocentric ones from Canadian born individuals related to immigrants.  For whatever reason, it seems that it is easier to challenge a Canadian co-worker than a New Canadian about stereotypes or ethnocentrism.  Is this truly fair? 

The truth of the matter is that both need to be challenged.  Often times the New Canadian is making these statements out of frustration with the whole acculturation process.  Sometimes everything is so new that they wish it was the same as it was back home, where they understood everything and knew how to navigate everyday life.  Unfortunately, these expressions of frustration can also be expressions of  racism, ethnocentrism and lack of appreciation for life in Canada.   Despite your cultural background, making racist comments about other cultures,  “Canadian bashing”  can result in feelings of hurt and degradation. 

My suggestions to New Canadians who are prone to “Canadian bashing” is to:

1.  Ask Questions – Why are things done this way?  What are the values behind these institutions?  Get to understand the country and its people before you criticize it.

2.   Get involved.  Isolation from mainstream society can make your feel more negative about life here.  There are many things you can do – take a course, do volunteer work, get involved in politics. Conduct research on Canada etc.

3.  Stop and think for a moment.  If you heard Canadians or other groups making comments about your culture the way you do about them, how would you feel?  What would you call it?  Would you report it?

4.  Remember, just because you have not received a reaction or received  a reprimand does not mean that your comments do not have an impact.  Canadians have a tendency at times to be passive aggressive with these types of views by avoiding direct confrontation and instead showing their resentment in other ways. 

In this day in age when so much turmoil is going on in the world., where wars, hunger and intolerance dominant our media, we have so much to be thankful for living in a country that is a haven of peace and sanity in an insane world.  Quit the Canadian bashing and instead look at what the country can offer you and your children. Remember, Canadians have feelings, too!

Would you like to receive a complimentary copy of our ezine, The Inclusion Quarterly?  send us an email at info@yourdiversityatwork.com.

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by diversityatworkinlondon on September 17, 2012  •  Permalink
Posted in Cross Cultural Differences, Cultural Adjustment, New Canadians and Ethnocentrism, Racism Against Canadians, Uncategorized
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Posted by diversityatworkinlondon on September 17, 2012

https://diversityandinclusionatwork.com/2012/09/17/listen-up-canadians-have-feelings-too/

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