Category: Canadian Centre for Diversity and Inclusion

  • Aging beyond stereotypes: Shaping a new story for the third act

    By Mitzi Murray

    Aging – Everyone does it and if you aren’t doing it, you’re dead. But you aren’t dead, because you are reading this blog. Yay!! – on both counts!

    On a more serious note though, there is no getting away from it. No matter how hard we try, we will all age; and yet, Western society is terrified of aging, and many implement terror management theory when thinking and dealing with it.

    Terror management theory is just a nifty research term for the concept that large groups and even entire societies make decisions – or more importantly, put off making them – primarily to gain comfort by avoiding thinking about uncomfortable issues.

    Funnily, there is research out of Yale University that shows that by embracing aging, conceptualizing what we want out of it, and seeing the positives in it, we can add up to seven years to our life. And since we are going to have a positive attitude about aging, those seven extra years will be welcomed.

    So, it will pay off for seniors and future seniors to have conversations about what their third act of life will look like. For most in the Western world, their third act will start in their 60s – though is sadly not true for everyone.

    Given this, the challenge we face is how to envision your best third act, if all you are fed is content and imaging that says aging is decay, decline and frailty.

    The most influential and accessible mediums in our culture are film and film-based media and the sensory input they provide impacts how we build upon our existing knowledge base. For decades, film has played a major role in ageism, and seniors continue to face a double-whammy when it comes to the media:

    1. The first is symbolic annihilation – another nifty research concept that says if you DO NOT see people like you in the media you consume, it instills the belief that you must somehow be unimportant.

    It is common knowledge that the film industry is incredibly ageist – especially against women, and it has been called to the mat to change that. However, to give you a sense of how unrepresented older people are: At the 2022 film market that is part of the Cannes International Film Festival, there were only 60 films out of over 2200 that had an older adult in a leading role where the story revolved substantially around the older. That is only 2.7% of all the films in the Cannes film market, whereas seniors comprise over 10% of the world’s population and over 19% of the Canadian population.

    1. The second concept is that the more media you consume, the more likely it is to build up in our consciousness and subconsciousness, and the accumulated effect is to make you feel that what you ARE seeing is normal.

    An American Association of Retired Persons study (2019) showed that those over 50 are 7 times more likely to be depicted negatively than those under 50. Canadian research is less comprehensive, but a 2023 research paper looked at films and TV shot in BC and found that older people:

    • were more than twice as likely to be portrayed as fat and having a disability.
    • are more often portrayed as villains and antagonists
    • are less likely to be shown as sexy, smart, and funny.

    Let’s shift to another form of media: the news. University of Ottawa researchers undertook an analysis of how Canadian news media portrayed older adults and aging in five Canadian disasters (note: the pandemic was not one of them). They found that media coverage was very divergent: Media pieces were predominantly negative, accentuating the vulnerability and lack of resilience of seniors, or they presented the polar opposite, depicting older adults as “super seniors”.

    So, for decades, older adults have barely seen themselves represented in film and media, and when they do, it depicts them predominantly as frail, isolated, incapable, in decline, fat, unsexy, not smart, not funny, and maybe as a villain. On the flip side, when they are showed in a positive light, it is as a ‘super senior’ – someone with whom most cannot relate.

    You might be saying to yourself: “Wow! The future does not look bright!”

    But now for some good news: The anti-ageism movement is growing, and mainstream media is changing.

    Back in 2018, I started a film festival to try to make an age-positive culture shift – the first of its kind in Canada and one of only six in the world. Now, Canada boasts two film festivals that focus on changing attitudes towards aging, and new festivals are popping up in countries around the world.

    As a niche film festival addressing a social justice issue that was in its nascent stage, we saw only 100 films submitted for consideration in 2018. This may seem like a lot, but another festival that started the same year that was focused just on film received over 800 films. I am happy to say that our submissions have tripled since then – partially because we are gaining a reputation in the Canadian film industry, but also because the anti-ageism movement is growing.

    Canadian and international filmmakers are starting to take heed, creating films like Thelma, Ladies of Steel, Testament, and more. Additionally, famous actors are starting to speak up and advocate.

    • Jane Fonda has been addressing this subject since before her 2010 TED talk about the third act of life.
    • Maria Shriver had the likes of Jamie Lee Curtis, Rob Lowe, and Goldie Hawn talking at her Radically Redefining Aging conference in February 2022.
    • And here in Canada, Mary Walsh, of CODCO and This Hour has 22 Minutes fame, has raised her voice about women and aging in her short film, Radical.

    If you need more reasons to think positively about aging: We are living longer because we are living healthier. Also, back in 2008, Blanchflower & Oswald published research that demonstrated that our happiness follows a curve: It starts high in our youth when we are happiest, and then bottoms out in middle age as life becomes more stressful, and then it all uphill after that as our happiness surpasses the happiness of our youth.

    This positivity and happiness are constantly being challenged. Media, especially film and advertising, strongly shapes our views on aging, often casting older adults in negative or limited roles that reinforce stereotypes. Aging, however, is not a disease but a natural part of life, offering unique opportunities for growth and purpose. Additionally, aging should never be used as a punchline or an excuse.

    Here are some ways to reshape these views:

    • Raise your voice – It is time to show the full spectrum of the possibilities of the third act of life, the ability of older persons to contribute, and the power and fulsomeness of intergenerational work and relationships.
    • Adjust your attitude – Embrace aging and let your imagination run free with all its possibilities. You need to dream it before you can bring it to fruition. Actively envision what your best third act looks like.
    • Challenge your own expectations – When consuming media, question if it feeds a negative stereotype or sets a realistic picture of what aging might be. I encourage everyone to occasionally pick apart how a film makes you feel and informs your opinions.
    • Talk, talk, talk – Storytelling through film has the ability to trigger societal change. However, it is the discussions that really cement the shift in attitudes, so talk about it! A great way to stimulate the conversation is to attend a screening at either THIRD ACTion Film Festival or Ageless Film Festival.

    As we move forward into our third acts, let’s remember that aging is not a curse but an opportunity—a chance to live with purpose, creativity, and joy. By changing the way we think, speak, and engage with aging, we can shift the narrative from one of decline to one of potential. Let’s embrace the positive aspects of growing older, demand better representation in the media, and actively shape a world where aging is seen not as an end, but as a vibrant and fulfilling chapter. The power to change the story of aging is in our hands—let’s write it together.

    Levy BR, Slade MD, Kunkel SR, Kasl SV. Longevity increased by positive self-perceptions of aging. J Pers Soc Psychol. 2002 Aug;83(2):261-70. doi: 10.1037//0022-3514.83.2.261. PMID: 12150226.

    Blanchflower DG, Oswald AJ. Is well-being U-shaped over the life cycle? Soc Sci Med. 2008 Apr;66(8):1733-49. doi: 10.1016/j.socscimed.2008.01.030. Epub 2008 Mar 7. PMID: 18316146.

    Symbolic Annihilation – https://en.wikipedia.org/wiki/Symbolic_annihilation#:~:text=Symbolic%20annihilation%20is%20a%20term,be%20a%20means%20of%20maintaining

    Thayer, Colette, and Laura Skufca. Media Image Landscape: Age Representation in Online Images. Washington, DC: AARP Research, September 2019. https://doi.org/10.26419/res.00339.001

    Meyer, Michele and Meredith Conroy. 2023. “Representation and Inclusion in Film and Television Produced in British Columbia.” The Union of British Columbia Performers (UBCP/ACTRA) and The Geena Davis Institute on Gender in Media.

    Oostlander SA, Champagne-Poirier O, O’Sullivan TL. Media Portrayal of Older Adults Across Five Canadian Disasters. Int J Aging Hum Dev. 2022 Mar;94(2):234-250. doi: 10.1177/00914150211024173. Epub 2021 Jun 21. PMID: 34154388; PMCID: PMC8721535.

    Tags CDNdiversity CCDI Diversity Inclusion Equity Accessibility DEI DEIA IDEA Canadian Centre for Diversity and Inclusion Ageism

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  • Centering well-being: Catalysing transformative self-care practices within diversity, equity, and inclusion

    By Rochele Padiachy

    June 24 marks the beginning of Self-Care month, culminating in Self-care Day on July 24. This symbolic period was chosen to emphasize that self-care is a practice that can be integrated into our lives 24 hours a day, seven days a week. Recognizing the continuing need to discuss well-being related to diversity, equity, and inclusion (DEI), this blog explores the intersection of self-care and DEI, emphasizing the importance of holistic and sensitive approaches to self-care for practitioners, organizations, and the communities they serve.

    In recent years, the discussion around self-care has expanded to encompass both individual wellness and its connection to organizational health, particularly within the contexts of diversity, equity, and inclusion (DEI). As we are leaning, self-care is not a luxury or a one-time effort. In fact, self-care is an essential, intentional routine that involves consistent strategies to develop and maintain a healthy, holistic lifestyle and well-being. [1]

    Additionally, as organizations strive to create environments that are equitable and inclusive, the practice of self-care becomes not only a personal responsibility, but also an organizational imperative. In particular, for organizations and individuals alike, implementing regular self-care practices is crucial for preventing burnout, enhancing emotional resilience, and promoting overall psychological and emotional wellness.

    Understanding burnout and the importance of self-care in DEI

    Burnout is a state of physical, emotional, and mental exhaustion caused by prolonged stress and overwork, and is a critical issue for practitioners in the field of DEI. [2] DEI practitioners are often at the forefront of challenging systemic inequities, advocating for marginalized groups, and fostering inclusive environments. [3]

    DEI work while incredibly rewarding, is inherently stressful and emotionally taxing. The constant exposure to discrimination, bias, and institutional resistance can lead to feelings of helplessness, frustration, fatigue, exhaustion, and increased mental distance from one’s job.[4] Practitioners working within DEI frameworks often encounter significant emotional and psychological challenges.

    Burnout in this context not only affects the well-being of the practitioners themselves but also undermines the effectiveness of DEI initiatives, as these professionals may become less capable of driving the change they are so passionate about.[5]

    Practitioners engaging in regular self-care practices, such as seeking personal counseling, incorporating mindfulness routines, and participating in continuous professional development, find it is crucial for wellness.[6]

    Organizations committed to DEI must recognize that the well-being of their employees directly impacts their overall effectiveness. By fostering a culture of self-care, organizations can enhance employee satisfaction, productivity, and retention. Moreover, a genuine commitment to self-care signals to employees that their holistic well-being is valued, thereby fostering a more inclusive and supportive workplace culture. This can be achieved through comprehensive wellness programs, encouraging the use of mental health days, and offering flexible work arrangements.

    Transformative practices for innovative self-care

    To truly address the unique challenges faced by DEI practitioners and to foster an inclusive, supportive organizational culture, it’s imperative to go beyond traditional self-care approaches. By integrating innovative and culturally responsive strategies, organizations can create a more resilient and empowered workforce. The following sections provide examples of transformative practices that can help DEI practitioners and organizations thrive. Where each example demonstrates how a holistic and intentional approach to self-care can make a profound impact on individual and collective well-being.

    A. Integrate intersectional approaches

    Intersectionality, a concept introduced by Kimberlé Crenshaw, emphasizes the interconnectedness of various forms of oppression. Organizations should integrate intersectional approaches into their self-care practices, recognizing that employees may face multiple, overlapping forms of discrimination. By addressing these intersecting identities, organizations can develop more comprehensive and inclusive self-care strategies.[7]

    For instance, an intersectional approach might involve offering specialized support groups for women of color, recognizing the unique challenges they face due to the intersection of gendered and racial discrimination.

    B. Leverage technology for inclusive self-care

    Technology offers numerous opportunities to enhance self-care, particularly for marginalized individuals. Organizations can utilize digital platforms to provide remote counseling, virtual support groups, and online wellness resources. These technologies can increase accessibility for employees who may face geographical, physical, or other barriers to accessing traditional self-care services.

    For example, telehealth services can be particularly beneficial for employees living in remote areas or those with mobility issues, ensuring that every employee has access to mental health support regardless of their location.

    C. Embrace diverse approaches

    Canada’s organizational landscape is richly diverse, encompassing a variety of cultural and philosophical perspectives on well-being. Organizations should embrace this diversity by incorporating varied approaches into their self-care practices. This might include integrating Indigenous healing practices, Eastern philosophies of wellness, and other culturally specific self-care modalities.

    For instance, incorporating Indigenous practices such as smudging, talking circles, and traditional healing ceremonies can provide culturally reminiscent forms of self-care for Indigenous employees.[9]

    D. Engage in community partnerships

    Collaborating with community organizations can enhance the effectiveness of self-care initiatives. By partnering with local groups that specialize in serving marginalized communities, organizations can gain valuable insights and provide better resources to support employees. These partnerships can also help extend the reach of self-care programs, benefiting both employees and the broader community.

    For example, partnering with 2SLGBTQIA+ organizations can provide targeted mental health support and resources for 2SLGBTQIA+ employees, ensuring that their specific needs are met in a supportive and affirming manner.

    E. Commit to ongoing DEI education

    Ongoing education is essential for fostering a culture of inclusion and well-being. Organizations should provide regular training on topics such as cultural or mental health awareness. This education should be tailored to the specific needs and experiences of the workforce, ensuring that all employees are equipped to support one another in their self-care journeys.

    For instance, training sessions on recognizing and addressing acts of exclusion can empower employees to create a more inclusive environment where everyone feels valued and respected.

    F. Create accountability mechanisms

    To ensure that self-care and DEI initiatives are effective and sustainable, organizations must establish accountability mechanisms. This includes setting clear goals, monitoring progress, and holding leadership accountable for fostering an inclusive and supportive workplace culture. Regularly publishing reports on DEI and wellness outcomes can also promote transparency and build trust within the organization.

    For example, organizations can conduct annual surveys to measure employee satisfaction with self-care and DEI initiatives, using the feedback to make data-driven improvements.

    The intersection of self-care and DEI is a critical area of focus for organizations. When organizations prioritize self-care within their DEI efforts, they not only support their DEI practitioners but also create an environment where all employees feel valued and supported. Furthermore, organizations that support their employees’ well-being are better equipped to engage empathetically and effectively with diverse populations, building trust and rapport essential for successful community engagement and service delivery. The transformative strategies outlined in this blog provide a roadmap for developing self-care initiatives that are responsive to the diverse needs of the workforce. Culturally sensitive services, robust community outreach programs, and effective feedback mechanisms ensure that organizations meet the diverse needs of the populations they serve, leading to more impactful and sustainable outcomes for both the organization and the communities it supports. As organizations continue to evolve and innovate in this space, they have the potential to create truly inclusive environments where all individuals can thrive.

    [1] Myers, J. E., Sweeney, T. J., & Witmer, J. M. (2000). The wheel of wellness counseling for wellness: A holistic model for treatment planning. Journal of Counseling and Development, 78(3), 251266

    Posluns, K. & Gall, T. L. (2020). Dear mental health practitioners, take care of yourselves: A literature review on self-care. International Journal for the Advancement of Counselling, 42(1), 1–20.

    [2] World Health Organization: WHO. (2019, May 28). Burn-out an “occupational phenomenon”: International Classification of Diseases. World Health Organization.

    [3] Ibid, World Health Organization: WHO, 2019

    [4] Ibid, World Health Organization: WHO, 2019

    [5] Ibid, World Health Organization: WHO, 2019

    [6] Asare, J. G. (2023, December 1). 5 DEI practitioners share what Self-Care looks like for them. Forbes.

    [7] Leonowicz, R. (2016, August 23). 3 Things You should know about Intersectionality and Self-Care. Shine.

    [8] Mehl-Madrona, L., & Mainguy, B. (2014). Introducing Healing Circles and Talking Circles into Primary Care. the Permanente Journal/Permanente Journal, 18(2), 4–9.

    [9] Goldsby, T. L., & Goldsby, M. E. (2020). Eastern Integrative Medicine and Ancient Sound Healing Treatments for Stress: Recent Research Advances. Integrative medicine (Encinitas, Calif.), 19(6), 24–30.

    Asare, J. G. (2023, December 1). 5 DEI practitioners share what Self-Care looks like for them. Forbes. https://www.forbes.com/sites/janicegassam/2021/11/24/5-dei-practitioners-share-what-self-care-looks-like-for-them/?sh=63cd656c6bfe

    Goldsby, T. L., & Goldsby, M. E. (2020). Eastern Integrative Medicine and Ancient Sound Healing Treatments for Stress: Recent Research Advances. Integrative medicine (Encinitas, Calif.), 19(6), 24–30.

    Leonowicz, R. (2016, August 23). 3 Things You should know about Intersectionality and Self-Care. Shine. https://advice.theshineapp.com/articles/3-things-you-should-know-about-intersectionality-and-self-care/#:~:text=%E2%80%9CTo%20preserve%20one’s%20self%20is,in%20an%20ethics%20of%20intersectionality.

    Mehl-Madrona, L., & Mainguy, B. (2014). Introducing Healing Circles and Talking Circles into Primary Care. the Permanente Journal/Permanente Journal, 18(2), 4–9. https://doi.org/10.7812/tpp/13-104

    Mitchell, M., & Binkley, E. (2021). Self-Care: an ethical imperative for Anti-Racist counselor training. Teaching and Supervision in Counseling, 3(2), 5. https://doi.org/10.7290/tsc030205

    Myers, J. E., Sweeney, T. J., & Witmer, J. M. (2000). The wheel of wellness counseling for wellness: A holistic model for treatment planning. Journal of Counseling and Development, 78(3), 251266

    Posluns, K. & Gall, T. L. (2020). Dear mental health practitioners, take care of yourselves: A literature review on self-care. International Journal for the Advancement of Counselling, 42(1), 1–20.

    World Health Organization: WHO. (2019, May 28). Burn-out an “occupational phenomenon”: International Classification of Diseases. World Health Organization. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases

    Tags CDNdiversity CCDI DEI Canadian Centre for Diversity and Inclusion Diversity Equity Inclusion

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