Canadian Centre for Diversity and Inclusion

Category: CDNdiversity

  • Navigating Islamophobia – My journey as a millennial Muslim in Canada

    Navigating Islamophobia – My journey as a millennial Muslim in Canada

    By an anonymous contributor

    Growing up in East Scarborough, I always felt a sense of community and belonging, especially during religious holidays. Remember those school days when we all came together to celebrate each other’s holidays? We embraced our diversity with festive foods and traditions, bringing us closer as we faced the challenges of life in a marginalized community. But everything changed in September 2001, when my Muslim identity became a target rather than a source of pride.

    September 11 holds a deep and painful significance for me. It wasn’t just the tragic loss of lives that shook me; it was also the loss of a sense of security for myself and my family. Overnight, my identity as a Muslim began to fade into the background, those precious memories became overshadowed by the fear and confusion that crept in after 9/11.

    Feeling the shift

    Before 2001, life wasn’t perfect, and yes, racism and religious discrimination existed, but they felt like shadows – always there, but not in the spotlight for me. My lived experience as a child born to immigrant parents in Canada is just one narrative among many worldwide, as Muslims encompass a variety of identities and heritages. My family, like many immigrants, believed Canada was a place of inclusivity and warmth. We had not yet learned about the country’s darker history as a colonial settler society, and we didn’t anticipate the long steps backward that were yet to come.

    After 9/11, Islamophobia became a stark reality in our daily lives. My parents came home from work with stories of colleagues suddenly expecting them to speak on behalf of people who had nothing to do with us, our identity, or our faith. Bonds that had taken years to form at work were now strained, even broken, as anti-Muslim sentiments grew.

    I was just nine years old, too young to understand the weight of what was happening, but old enough to feel the shift. This new reality began to feel so normal to me that I did not recognize it as Islamophobia until years later. The way people looked at us changed, and so did the way I saw myself.

    Understanding Islamophobia: More than just a word

    So, what exactly is Islamophobia? As defined in Canada’s Anti-Racism Strategy, Islamophobia includes racism, stereotypes, prejudice, fear, or acts of hostility directed toward Muslims. It goes beyond individual acts of intolerance—it’s a systemic issue that unfairly casts Muslims as a security threat at institutional and societal levels. What is often overlooked is that Islamophobia does not only affect Muslims. My childhood friend, a Christian, often faced the same hateful insults as I did because we were both “from those terrorist countries”.

    Years after 9/11, when I entered the workforce, Islamophobia had taken on a new, more insidious form. Colleagues would ask me if the latest movie depicting the capture of a terrorist in (what seemed to be) Afghanistan was an accurate portrayal of “my people”. These Orientalist tropes, embedded in popular culture, conditioned me to hide my Muslim identity. I stopped caring about my faith—I just wanted it to go away. The fear of being isolated or even attacked for my beliefs kept me from openly identifying as a Muslim.

    The faces of Islamophobia

    Islamophobia has multiple faces and manifests in ways that could create another five blog posts. For now, I’ll touch on just a few examples, some of which I’ve witnessed with close loved ones.

    The effects of Islamophobia are profound, especially when they intersect with other identities. For visibly Muslim women, the stakes can be even higher. Gendered Islamophobia can lead to violent attacks, such as forcibly removing a hijab, and to horrific hate crimes that have cost innocent lives. Beyond physical violence, the pressure of Islamophobia may force some Muslim women to consider removing their hijabs to improve their job prospects.

    The ban on hijabs in French sport was recently thrust onto the world stage as French Muslim athletes who wear a hijab, were denied the right to compete and represent France in the Olympic and Paralympic games. At home, we see the devasting impact Quebec’s Bill 21 has had on Muslim women and other religious minorities. These laws imply that the choice to wear a hijab is not a personal or spiritual choice, but rather a political one. This is a significant blow to human rights and contributes to fear, trauma, indignity, and discrimination faced by an already marginalized group.

    Fighting hate and embracing our identities

    I eventually reached a point where I had to confront the tough questions I had been avoiding for years. This led me to reconcile with my younger self and shed the ignorance I had carried with me for so long. During my research last year, I came across Jasmine Zine’s book Under Siege: Islamophobia and the 9/11 Generation, which partly inspired this blog post. For the first time, I fully understood the burden I had been carrying since 2001. And I realized I wasn’t alone.

    We cannot and will not normalize the trauma and pain inflicted by Islamophobia in our communities and around the world.

    How we can fight back

    So, how do we combat the hate and dehumanization of Muslims in our communities? How do we address the systemic issues that perpetuate Islamophobia and anti-Muslim racism? Here are a few steps we can take:

    • Examine your biases: Start by considering the biases you hold and the stories or media about Muslims that you’ve consumed and internalized. Begin the process of unlearning by seeking out knowledge and resources. Don’t rely on your Muslim colleagues or friends to do this work for you.
    • Create safe spaces: Understand that many of us may still be hiding our identities or refraining from reporting Islamophobic acts because we don’t feel safe. Create environments of meaningful inclusion and listen to the stories of diverse Muslims living at the intersections of race, gender, sexuality, ethnicity, age, class, and more.
    • Support anti-racism work: Invest in and support the people and communities who are doing anti-racism work. Let these communities define what support looks like for them—whether it’s through advocacy, providing safe spaces, or amplifying their stories.

    Finally, I want to acknowledge the sharp rise in hate towards Muslim, Jewish, Arab, and Palestinian communities since October 7, 2023. But it is important to recognize that these forms of hate and racism have existed long before this date. As I’ve shared, Islamophobia has been a pervasive aspect of my life since childhood. Right now, the Muslim community is grappling with grief and fear as innocent lives continue to be lost in Palestine and targeted right here at home.

    We all have a role to play in building a more inclusive and understanding society. It starts with introspection and leads to action. Let’s not wait for another tragedy to remind us of our shared humanity.

    ****

    Senate of Canada. Standing Senate Committee on Human Rights Report. Combatting Hate: Islamophobia and its impact on Muslims in Canada. November 2023

    https://sencanada.ca/en/info-page/parl-44-1/ridr-islamophobia/#:~:text=The%20Standing%20Senate%20Committee%20on,of%20Muslims%20motivated%20by%20Islamophobia.

    1. Amnesty International. France: Hijab bans in French sport expose discriminatory double standards ahead of Olympic and Paralympic Games. July 16, 2024

    https://www.amnesty.org/en/latest/news/2024/07/france-hijab-bans-olympic-and-paralympic/#:~:text=The%20ban%20on%20French%20women,in%20a%20new%20report%20published

    1. Zine, Jasmine. Under Siege: Islamophobia and the 9/11 Generation. McGill-Queen’s University Press. 2022

    https://www.mqup.ca/under-siege-products-9780228011187.php

    Additional resources

    1. Study examines impact of Quebec’s Bill 21 – https://yfile.news.yorku.ca/2024/07/10/study-examines-the-impact-of-quebecs-bill-21/
    2. Muslims at the Margins: Islamophobia and Employment – https://www.researchgate.net/publication/367271986_Muslims_at_the_Margins_Islamophobia_and_Employment
    3. New research shows Bill 21 having ‘devastating’ impact on religious minorities in Quebec – https://www.cbc.ca/news/canada/montreal/bill-21-impact-religious-minorities-survey-1.6541241
    4. Resources on Combatting Islamophobia – https://www.canada.ca/en/canadian-heritage/campaigns/combatting-islamophobia-canada/resources.html

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

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

    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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  • Supporting young professionals in your workplace

    Supporting young professionals in your workplace

    by the CCDI Research Team

    Entering the workforce during the pandemic was not easy for me. All the advice I had been given by older professionals suddenly did not apply to me because the workforce had completely changed. Unfortunately, this experience was not unique to me and applied to many other young professionals. During the pandemic, people under the age of 30, especially those under the age of 25, were the most likely to lose hours of work as a result of the economic shutdowns. This challenge was even worse for young adults who identify as Indigenous, Black young adults, young adults with a disability, young adults without a post-secondary education, and recent post-secondary graduates (Future Skills Centre, 2021).

    As more and more young professionals enter the workforce, the lasting impacts of the pandemic are more likely to be seen. By considering the unique challenges this new generation has faced, organizations can tailor their services to support the growth, development, and well-being of young professionals in their workplace.

    Here are some ideas to support your younger employees.

    1. Encourage work-life balance. Work-life balance is becoming increasingly more important to younger people, so aim to promote a culture that respects boundaries and encourages employees to prioritize their well-being outside of work. This can be done through role modelling. It can be intimidating for newer employees to set boundaries at work if they see others are not, especially when this generation is often called “lazy” or “entitled”. Set an example for your team and demonstrate what it means to have work-life balance.
    2. Support career advancement. Many young professionals may be labelled as “job hoppers” as they switch roles more often than older generations. They are often taking advantage of opportunities to advance their careers. For example, I had a friend who found a better opportunity after about a year at their job. When they handed in their resignation, their team became quite hostile towards them. This made their last few weeks miserable and negatively impacted my friend’s mental health. It can be hard to lose employees, especially if they were a high performer or if your team is understaffed, but young professionals should be free to explore their opportunities. Do what you can to support their needs, even if that means leaving your team.
    3. Mentor your young professionals. It is an overwhelming process for someone to start their professional journey. Mentors, whether formal or informal, can make this process easier for younger employees by providing guidance, facilitating networking opportunities, and helping them develop essential skills.

    CCDI has recently launched our new mentorship program to cultivate a workplace where every individual is not only valued but celebrated for the richness of their diverse dimensions. The core mentor-mentee relationship will last four months, and participants must dedicate at least two hours per month during work hours for mentorship activities. This is a great opportunity for more senior employees to guide and connect with their newer colleagues. Although any new employee can join this program, younger employees, specifically, can develop positive relationships with more senior employees that can help set a strong foundation as they continue to grow in their career.

    1. 4. Develop diversity, inclusion, and equity (DEI) initiatives. DEI is very popular among younger generations and an organization’s commitment may be the reason for an applicant’s interest. A friend of mine worked at a company that claimed to be committed to DEI on their website. However, after a few months at that job, they realized that the company wasn’t upholding their statements and is one of the reasons they ultimately left.

    DEI is nothing without action and goes beyond just hiring diverse candidates, it’s also about retaining them. This means that initiatives must go beyond the surface level so invest in initiatives that aim to create equitable opportunities for career advancement and foster a sense of belonging among young professionals from diverse backgrounds.

    If you would like to learn more, we recently updated our educational resource guide, entitled “Recruiting and retaining young professionals”.

    1. Provide opportunities for leadership. Leadership skills can be valuable to help young people advance in their careers, but it can be difficult to gain experience. Provide opportunities for young professionals to lead projects and contribute to decision-making processes within your organization.

    As a student at CCDI, I have been given a lot of opportunities to contribute to projects of interest like working on the DreamMakers Summit or updating toolkits. These tasks have allowed me to develop personally and professionally and helped me get a job at a place I’ve always wanted to work. I know that working at CCDI has set me up with a solid foundation for my career growth.

    If your team has not done any of the things mentioned above, that’s okay! Start today and move forward with these ideas in mind. By providing young people with opportunities to explore, engage, and learn, we can help young professionals overcome any hurdles the pandemic has put in place.

    As a young professional, it’s a unique time to grow your career, LinkedIn, 2022, https://www.linkedin.com/pulse/young-professional-its-unique-time-grow-your-career-julie-teigland/

    Making up time: The impact of the pandemic on young adults in Canada, Future Skills Centre, 2021, https://fsc-ccf.ca/research/impact-of-the-pandemic-on-young-adults-and-work/#:~:text=Key%20findings,but%20to%20education%20as%20well.

    Why Having a Mentor is Crucial for Young Professionals: The Benefits of Guided Career Growth, LinkedIn, 2023, https://www.linkedin.com/pulse/why-having-mentor-crucial-young-professionals-guided-raheel-1f/

    Young adults have been hit hard by the pandemic. The recovery must not leave them behind, Environics Institute, 2022, https://www.environicsinstitute.org/insights/insight-details/young-adults-have-been-hit-hard-by-the-pandemic.-the-recovery-must-not-leave-them-behind

    Tags CCDI diversity CDNdiversity DEI Workplace D&I Professional Professional Development

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  • A journey to parenthood: Celebrating the Global Day of Parents

    A journey to parenthood: Celebrating the Global Day of Parents

    by Charles Paradis

    There are two books that my wife and I like reading with our toddler. They are “Families Grow” by Dan Saks and “All Kinds of Families” by Suzanne Lang. The reason we enjoy these, is that both really break down how unique and different parents and families are across our communities. In Saks’ book, one area that resonates with us as parents in particular is the mention that, “The belly might belong to Mom, but also it may not. Sometimes another special belly is the perfect spot.” As for Lang’s, we adore the fact that it highlights that parents come in a variety of styles from two dads or one mom, to maybe an aunt or a child’s grandparents. It’s essential to remember that what you may see as a parent for one child is a completely different experience for another.

    June 1 is the United Nation’s (UN) Global Day of Parents[i], with 2024 marking the 12th year that the UN has observed this day[ii]. Although the UN’s General Assembly proclaimed this date in 2012, the importance of parenting has been a key topic for them since the 1980s[iii]. At that time, the UN began to stress the importance of family and how this impacts a child’s development and wellbeing[iv]. These ideas were further at the World Summit for Social Development, hosted in Copenhagen, Denmark in 1995[v].

    I don’t think these principles are in any way shocking or revelatory to anyone reading this. I do have two questions for you though:

    What even is a parent?

    In all honesty, I don’t really know. Well, let me rephrase that: I thought I did for a long time, but in recent years that has changed quite a bit for me and my new family.

    As a child, I thought family and parents were fairly standard. Two adults, one of which who gave birth to you, maybe some siblings, and a pet or two. In my family, I had two parents, an adopted brother, a biological sister, and at some points goldfish and a few gerbils.

    Listing that out is easy to do, but I’ll be honest with you, my family wasn’t always the greatest thing to be a part of. In fact, for some time, my parents were separated, and I lived in an entirely different city with my mother and even spent some time in a women’s shelter. I didn’t see my siblings or father for the better part of a year. I didn’t see my friends either, and I was prepared to potentially hide from any familiar faces in order to remain safe.

    It was weird. It left a mark on me. It has certainly shaped who I am. In the end, I hoped to use these negative experiences to create positive ones. I would lean on these to help with the development of my own child, be it dealing with mental health, attachment issues, expressing feelings, or helping them understand that failure isn’t always a bad thing[vii].

    Now, that might seem like all doom and gloom at first blush. Of course, it’s not all positive and much of it was painful. Having said that, it also helped shape what I wanted to be when my turn to become a parent came up. I thought becoming a parent would be pretty simple and easy. I mean, the “birds and bees” are pretty straightforward. I wasn’t prepared for how wrong I’d be in that respect.

    Becoming a parent

    My wife and I have been married for nearly 15 years. We assumed that after the wedding and moving to a new city, things would settle down, and we’d start a family in about a year. We were very, very wrong about that.

    We tried.

    We tried again.

    We tried for 12 years.

    My wife suffered miscarriage after miscarriage.

    We had no idea that we’d encounter recurring issues around fertility and pregnancy loss[viii].

    In 2017, we explored another route: Adoption.

    This concept wasn’t completely new to us. My older brother had been adopted, and our nieces were adopted from overseas. A word of caution though: Starting down this path will, once again, in no way guarantee success[ix].

    Adoption is lengthy. Adoption is painful at times. It will stress you financially, emotionally, and psychologically. We were in the process for five years.

    Finally, we broke.

    On July 1, 2022, unbeknownst to each other, we’d given up. Our tanks were empty, and we didn’t feel we could do another year of hoping with no news or result. We were both incredibly sad about it and hadn’t shared it with each other. We were most likely thinking something along the lines of letting our adoption worker know we were done, that we’d remove ourselves from some adoption registries, we’d break the news to our families and, in time, speak with our marriage counsellor about mourning this loss. We’d try to get used to the idea of being the “cool” aunt and uncle who travel a lot.

    Growing up, I always assumed I’d be a dad. I never really gave it much thought but coming face-to-face with the reality of that most likely never happening, landed pretty hard.

    I needed to be a dad.

    In my career, I worked with kids from coast to coast, and I loved it. I guess in a small way, I was a “mini-dad” to some folks in helping them learn and grow.

    It wasn’t the same though.

    I needed to be a dad.

    Being a parent

    On July 5, 2022, I woke up to a peculiar email. It was someone reaching out to say that they wanted to contact us earlier but had now gone into labour.

    I read that again and again and again.

    I called my wife to ask her if she thought this was legitimate.

    We called our adoption worker as well, and she confirmed they’d reached out to her as well.

    Our son was born.

    Instantly, we were parents.

    happened next was very much a blur. We were told that he could be home with us in as little as three days. We had very few clothes, some dishes, and some toys for an infant up to a child aged 5 because over the years we had stockpiled and hoped, and even got to the starting line a few times. This time however, it felt like we were running a race, but trying to tie our shoes at the same time.

    When you become a parent, you’ll get lots of advice.

    I think the most important advice we got was to be kind with ourselves, with each other, and our baby. In all the flurry and stress things did get nuts, and they were absolutely stressful. It was incredibly challenging and at times my wife and I weren’t the most patient with each other. Having said that, we’d always try to circle back, apologize, talk, and create contingency plans.

    We weren’t exactly ready for the shock of sleep deprivation or waking at any and all noises, but it did prove a bit silly and fun at times. In one instance, I had barely slept, and our baby was crying. Instead of going the normal route and asking for a soother, I blanked and looked at my wife and said, “Where’s the mouth plug?”

    The pandemic caused additional stress as well, with certain baby products being in short supply or sold at abnormally high prices . We’d spend weekends going from store to store looking for infant Tylenol and baby formula. If we were lucky, we’d find it.

    Again, sometimes lack of sleep caused folks to chuckle. At one pharmacy, I pitied the poor pharmacist who helped me when I was looking for both infant and adult Tylenol. For some reason, when looking for the infant medication, I chose to gesture with my hands to show how small our child was. Then when it came to ask for the adult medication, for some reason I asked, “And where is the big boy Tylenol?”

    Yes, I was that very big boy and clearly not operating at a 100%.

    We’ve laughed about these goofy instances on repeated occasions. And this is what being a parent looks like in my family.

    Today, our son is growing, developing language, trying his hand at French, and at this point climbing every piece of furniture he can as if he’s in a parkour tournament.

    As parents, we have learned that there is no perfect way to raise your child.

    Do it your way. Yes, you might get criticism, but, in reality, the only people you need to please are your immediate family. That’s what matters.

    Do we have a home-cooked meal each night? Perfect sleeps? A functioning nursery? A kid who goes to daycare with matching socks everyday?

    My goodness, no.

    We do however have a healthy, happy, silly child who is growing, who has a massive support network, who will know their biological and adoptive families, and who will only know unconditional love.

    Now, that’s a family if you ask me. As for the parents? We’re trying. We try each and every day, and sometimes our toddler is the one steering the ship, but we make it (somehow) to a safe harbour at the end of each day.

    I never had illusions that parenting would be easy. It certainly is not, but I feel incredibly lucky even when I’m completely exhausted. So, this year for Global Parents Day, let’s celebrate all of those who have embraced parenthood, in which ever way you have come to it, as we raise all of the wonderful children in our lives .

    In the end, whatever being a parent means to you, is a beautiful thing. Going back to Lang’s book, you might be the family seen on page three (two dads), or page six (an aunt as a parent), or even page nine (they have one parent, who is a father). Our little family is the one on page 11, where it mentions some kids are adopted. The parents are two sheep, and the children are wolves. Parenting can be scary at times, but thankfully our little “wolf” is making this wild ride as memorable as can be.

    Tags CCDI diversity International parents day Global Day of Parents CDNdiversity

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  • International Day of Happiness

    In 2013 the United Nations began celebrating the International Day of Happiness as a way ofrecognizing the importance of happiness and well-being in the daily lives of people around the globe1. The resolution to proclaim March 20 as the International Day of Happiness was initiated by Bhutan as a country that has focused more heavily on national happiness than national income since the early 1970s. In fact, Bhutan adopted the measure of Gross National Happiness over the measure of Gross National Product to emphasize the importance of happiness as a sign of progressive development².By recognizing and celebrating the International Day of Happiness on March 20, it can work asa timely reminder to prioritize our well-being and cultivate happiness in our daily lives and organizations.

    On a very personal level in writing this blog, I took some time to consider what makes me happy, and how in times of stress I have used therapy-based approaches to cultivating a sense of happiness or well-being. Here are a few examples that hopefully can help you in your journey to cultivate more happiness in your individual life and in your communities.

    1. Developingmindfulness: Mindfulnessis about being fully present in a moment³, it can bea difficult thing to cultivate, and is one of the hardest things I have ever attemptedto do. I have always wondered how someone is able to just sit quietly with no thoughts when my brain is constantly working through ideas. Worse, those ideas never seem to be in a linear train, I can jump from how to link concepts to which people I should bring together in a meeting to what I’m cooking for dinner! Over the years I havetried various different ways to be calm and present, but suggestions like doing breathing exercises for 20 minutesseemsso daunting. However, to make this idea work for me, I have started byfocusing on my breathing for two-minute stretches of time. Just like any habit I started small, and I make sure to do this two times a day for two minutes each time – just breathing.
    2. Building relationships: Another way that I work to create happiness and well-being in my life is through the building of positive relationships. An important element of building relationships is fostering my own ability to communicate with diverse groups of people. In doing this, I have found ways to work through conflict with peers and colleagues, cultivate empathy by asking questions first, as well as finding safe spaces to explore and improve my communication skills. These practices have brought me immense happiness and fulfillment by starting and ending with the humans at the centre of conversation.
    3. Self-care: A small but mighty way in which we can encourage happiness and well-being is through self-care. No matter how small! Some of the ways that I practice self-careis with delicious food, going for a walk, or not moving from my couch for an entire day. Self-care is all about listening to our bodies and what they need, so everyone will have a different way to take care of themselves, something we should listen to more often – especially since how we take care of ourselves is often reflecting in our working environments.

    One of the beautiful things about having an International Day of Happiness celebrated at the U.N. and a country which has intertwined happiness with their national goals, is that as organizations there are resources to help us consider the happiness and well-being of our employees. For example, the Bhutanese have outlined four pillars of Gross National Happiness which touch on elements such as governance and socio-economic development⁴, there are nine domains which the Bhutanese government uses to measure happiness in the country including psychological well-being and culture⁵, and the UN delivers a world report on happiness outlining the types of data that can be used to evaluate happiness and well-being on a global scale⁶. Therefore, from an organizational perspective, we can also look at a number of ways to cultivate happiness and well-being with our employees in mind.

    1. Satisfaction guaranteed: One of the things that struck me when perusing the UN World Happiness Report from 2023 was the very simple endeavor of asking the question, “How satisfied are you with your life these days?” According to the report, asking the question about satisfaction in this way allows for people to consider their own ideas of satisfaction or happiness without needing to actually define it.So, as we look to our employee census and attempts to understand where our employees are, perhaps a question about satisfaction can help organizations in better providing resources and welcoming environments for their employees.
    2. Work and our mental health: From an organizational perspective, there is great importance to identifying and alleviating issues around mental health for all employees. Part of this involves reducing stigma by normalizing conversations about mental health, but also understanding how and why mental health might look different for different people. The CCDI educational guide, Mental health in the workplace, includes resources that explore these topics, as well as organizational strategies for supporting employee mental health. When employeesare mentally healthy, work relationships also thrive.

    ThisInternational Day of Happiness, I would like to encourage everyone to join me in a commitment to prioritizing our well-being and doing things that make us happy. Even beyond ourselves as individuals, let us eachfind ways to create a world where happiness thrives, where compassion knows no bounds, and where the pursuit of happiness becomes a shared endeavor both personally and organizationally.

    – CCDI Research Team

    Mental Health in the Workplace: https://ccdi.ca/media/3612/educational-resources-mental-health-en.pdf

    [1] United Nations, International Day of Happiness: https://www.un.org/en/observances/happiness-day

    [2] History of GNH, GNH Centre Bhutan: https://www.gnhcentrebhutan.org/history-of-gnh/

    [3] What is mindfulness? Mindful Staff: https://www.mindful.org/what-is-mindfulness/

    [4] The 4 Pillars of GNH, GNH Centre Bhutan: https://www.gnhcentrebhutan.org/the-4-pillars-of-gnh/

    [5] The 9 Domains of GNH, GNH Centre Bhutan: https://www.gnhcentrebhutan.org/the-9-domains-of-gnh/

    [6] World Happiness Report 2023, Helliwell et al.: https://happiness-report.s3.amazonaws.com/2023/WHR+23.pdf

    Tags CDNDiversity DEI International Day of Happiness CCDI

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  • Glottophobia: Let’s talk about language discrimination in Canada

    Glottophobia: Let’s talk about language discrimination in Canada

    Believe me, I’m being honest when I say that almost twenty years after immigrating to Canada, no obstacle has been harder for me to overcome than language discrimination. And that’staking into account that I’ve become an expert at overcoming many types of obstacles due to stereotypes about my ethnicity (as a “racialized” immigrant living in Quebec), my physical characteristics and my sexual orientation, just to give you an idea.

    I was indeed astounded to hear a recruiter say to me, during a phone interview, “Your French is acceptable, but we’d like to hire someone who speaks with a Quebec accent.But, please, don’t take it personally” [!]. Just to give you a bit more context, I’m not referring to one of my first experiences working in manufacturing in the early 2000s.Not at all!I’m talking about the year2020, when the pandemic was hitting hard, and Quebec was facing a shortage of teachers in higher education.

    At that moment, I felt a thunderclap and was overcome by different emotions. I saw my career path in “la belle province” flash before my eyes: the years spent completing a francization program (both oral and written) andworking on three college certificates, my years’ experience as a digital entrepreneur with a solid business plan, my master’s degree in the field of modern languages (coincidentally, focused on learning foreign languages) …

    That’s how I came to understand that language discrimination (also known as “glottophobia”) is alive and well in our society.

    The term glottophobia was first coined in 1998 by French sociolinguist Philippe Blanchette. It designates contempt, hatred, aggression, rejection, exclusion of people, actual or alleged discrimination based on the belief that certain linguistic forms are wrong, inferior or bad. Although its creator primarily applied this definition to approach the variety of accents spoken in France as well as plurilingualism in certain territories of the French-speaking world, the term has also found followers in Canada. For example, University of Ottawa professor Christian Bergeron, who, in 2022, published a ground-breaking study on language insecurity and glottophobia in Ontario.

    In this study, Mr. Bergeron highlights the linguistic, historical and cultural discrimination faced by Francophones both in predominantly English-speaking Canada as well as within their own Francophone communities. However, beyond these realities, we should also consider the discrimination experienced by many minorities seeking inclusion—notably Indigenous and non-Indigenous communities—who are not part of the two majority language groups.

    These days, in the mediaas well as in certain academic circles, we hear more and more that glottophobia is one of the last types of discrimination to be tackled in Canada’s so-called multicultural society, one that follows more of an intercultural approach in Quebec.

    Although glottophobia may seem more subtle than other forms of explicit discrimination such as ableism, ageism, xenophobia or transphobia, it’s just as hurtful. It triggers a process of stigmatization on the victim, producing a feeling of exclusion, a communication barrier, a lack of linguistic legitimacy, and a denial of identity. What’s more, it can have harmful consequences on physical and psychological health, such as lowered self-esteem, burnout, anxiety, depression or posttraumatic stress disorder.

    In spite of this, and despite the fact thatnumerous measures and procedures exist at all three levels of government in Canada regarding access and equality in employment, to date, no province or territory has a concrete action plan in place to act against language discrimination. In a country where the immigrant workforce is a solution to guarantee economic development for years to come, we need to target and overcome this obstacle that hinders the productivity of organizations and businesses, and above all, harms the physical and psychological health of individuals.

    At this point, the question arises: what can we do individually, with our work teams and within our organizations to counterglottophobia? To answer this question, a few possible solutions will be proposed in the second part of this article.

    In the meantime, I strongly encourage you to educate recruiters who don’t hide their snide comments after having heard your accent. Above all, be proud! Your accent is a symbol of your identity.

    Register for our webinar and join us as we guide a discussion on glottophobia and the Canadian workplace.

    Discriminations : combattre la glottophobie. Philippe Blanchet. Éditions Textuel, 2016.

    « Est-ce que je suis assez bonne pour être ici? » : anxiété langagière et discrimination linguistique en contexte scolaire québécois. Marie-Odile Magnan et al., Canadian Journal of Education45:1, 2022.

    Étude exploratoire de l’insécurité linguistique et de la glottophobie chez des étudiants universitaires de l’Ontario. Christian Bergeron, Philippe Blanchetand Mylène Lebon-Eyquem. Canadian Institute for Research on Linguistic Minorities, 2021.

    Glottophobie. Philippe Blanchet in Langage etsociété, specialedition, 2021.

    How HR professionalsrespond to second language accents, CesarTeló et al.on Talent Canada, 2023.

    Language Identity and Discrimination in a Multicultural Society. Virginie Ekwere on European Journal of Linguistics, 2022.

    Tags CCDI CDNdiversity Glottophobia DEI

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  • National Ribbon Skirt Day: Celebrating Resilience, Culture, and Sacred Identity

    This year on January 4, 2023, Indigenous Peoples across Turtle Island(also known as Canada) celebrated the first ever National Ribbon Skirt Day. It was a significant moment for many Indigenous women(including me!)because the ribbon skirt is not only a representation of cultural identity, but of pride, strength, and resilience.

    What is a ribbon skirt?

    The ribbon skirt is a hand-made, traditional garment that represents the sacredness of women in many Indigenous cultures across North America. Ribbon skirts are an important part of Indigenous culture that get their name from the rows of colourful ribbons that are sewn along the bottom. They are worn at ceremonial events, powwows, or increasingly, as everyday wear. Appliqué imagesmay also be added to the skirt, and these are often symbolic and deeply personal for the wearer.Appliqué refers to the technique of sewing or sticking pieces of fabric onto a larger piece to form a picture or pattern.

    Photo reference: Ashley Sheppard with her mother at an event for the National Day for Truth and Reconciliation, 2023.

    Where did ribbon skirts come from?

    The history of the ribbon skirt is complex and diverse, with origins dating back to the 1800s and the broad-cloth skirts European women brought with them to North America. During that time, many Indigenous women started adding brightly colored silk ribbons and embroidered patterns to these skirts as a way to express their pride in their cultural identity. Sadly, in 1884, in an amendment of the Indian Act called the Potlatch Ban, ribbon skirtsand many other ceremonial items and practices were banned by the government. This ban resulted in imprisonment of many Indigenous people and the confiscation of precious ceremonial items, most of which have not been returned. The Indian Act, first established in 1876, is a law that was created with the aim of assimilating Indigenous Peoples into Euro-Canadian society by banning Indigenous customs and traditions and forcing Indigenous youth into Residential Schools. To this day, the Indian Act remains in use by the federal government to administer and manage Indigenous Peoples and communities across Turtle Island.

    Photo reference: “Ambroise Dydime Lepine, Metis leader during Red River rebellion. Courtesy of Libraries and Cultural Resources Digital Collections, University of Calgary”. The Ribbon Skirt Project, 2023.

    Why do we have a national day celebrating ribbon skirts?

    In late 2020, 10-year-old Isabella Kulak from Cote First Nation in Saskatchewan showed up for her school’s formal wear day wearing her ribbon skirt, handmade for her by her aunt Farrah Sanderson. She was proud to represent her Ojibway traditions with the beautifully designed garment, but her pride turned to shame when she was told that her ribbon skirt did not count as formal wear. Rather than staying quiet about the incident, Isabella spoke up, sparking a national wave of support for her and her ribbon skirt. That outpouring of support and attention led to an apology from Isabella’s school and, in 2022, a bill put forward by Senator Mary Jane McCallum that recognizes January 4thas National Ribbon Skirt Day.

    Photo reference: “Isabelle Kulak, second from right, poses in front of her school with Eunice Ketchemonia-Cote, a ribbon skirt maker, right, her daughter Heather Ketchemonia, second from left, and mother, Stella Ketchemonia”, CBC News, 2023.

    Who can wear a ribbon skirt?

    The traditions and protocols associated with the ribbon skirt vary across communities and even individual families. For some, ribbon skirts are a ceremonial item intended only for those who are Indigenous to wear, but there are many others (and once more I include myself here!)who believe that a ribbon skirt may be gifted to a non-Indigenous person who has done great work for the community. ForTala Tootoosis, a Plains Cree woman from Sturgeon Lake First Nation in Saskatchewan,it comes down to whether an individual is being performative or whether they are engaging in meaningful allyship. In the past, Tala, who makes beautiful ribbon skirts, has been approached by non-Indigenous women asking for a custom ribbon skirt to wear for show –an example of taking up space in a non-healthy way. On the other hand, she has made ribbon skirts for non-Indigenous women in her community who were holding space for Indigenous youth in their school. For Tala and many other Indigenous women,putting on a ribbon skirt keeps us feeling grounded, connected to our culture, and able to serve our community with love, openness, and joy.

    Photo reference: Ribbon skirts made by Tala TooToosis, CBC News, 2023.

    What is the modern-day significance of the ribbon skirt?

    For many, the making and wearing of ribbon skirts is about reviving an important cultural practice that was lost during the Indian Residential School era and bringing the sacred back to Indigenous spaces. One of the purposes of ceremonial clothing, including ribbon skirts, is to connect the wearer to culture, tradition, and even the Earth itself. Kaija Heitland, a Métis woman and founder of Indigenous Nouveau, writes that “many Indigenous traditions dictate the use of long skirts in ceremony and Sweatlodge to symbolize our connection to the Earth, so that She [Mother Earth]would know who was touching Her when the wearer made her prayers, and that the fringe of the leather would touch the Medicines as she walked.” (The Ribbon Skirt Project, 2023). In modern times, ribbon skirts still embody that deep connection. They are a symbol of the resilience and strength of Indigenous women; and now, thanks to the actions of young Isabella Kulak, they will be celebrated across Turtle Island every year on January 4.

    Appliqué, Wikipedia, 2023.

    Potlatch Ban, Taylor C. Noakes, The Canadian Encyclopedia, 2023.

    The Indian Act, Zach Parrott, The Canadian Encyclopedia, 2022.

    Aunt of girl who inspired first National Ribbon Skirt Day says she is proud, Louise BigEagle, CBC News, 2023.

    Understanding history, protocol important for allies who want to wear ribbon skirts, Jennifer Francis, CBC News, 2023.

    The Ribbon Skirt Project, Kaija Heitland, Indigenous Nouveau,2023.

    Tags CCDI CDNdiversity NationalRibbonSkirtDay RibbonSkirt

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