(in)authentic ethic of inclusion

This cartoon was inspired by Yvette Flunder in Where the Edge Gathers: Building a Community of Radical Inclusion:

An authentic ethic of inclusion must reach from the center to the farthest margin and work its way back. When we reach for the ones who are the least accepted, we give a clear message of welcome to everyone. Jesus modeled this type of radical inclusivity when he openly received those most despised by society and the religious establishment.

Where the Edge Gathers, pp 25-26

Read more about this, and see another original cartoon:
https://exclusionandembrace.blogspot.com/2015/10/an-authentic-ethic-of-inclusion.html

apology to two-spirit peoples

I saw these on a poster board on Jasper Avenue in downtown Edmonton the other day. Don't know who in particular put them up but they have an important message.

As a Christian I would like to apologize to two-spirit women and men, and to the broader Indigenous communities, for the pervasive and long-term oppression and attempted destruction of who you are, particularly by Christians. This is not the way of Jesus and I am deeply sorry and grieved.

I cannot undo the past but I commit to listening to your stories, acknowledging wrongdoing, increasing awareness in the circles I move in, opening spaces for you to speak and teach us, and working together for a better today and tomorrow.

If you are two-spirit or transgender, you are a gift from the Creator. You are beautiful and the world is incomplete without you.




Want to learn more about two-spirit and what that means?
This video is a great introduction.

MacEwan University and Indigenous Peoples

In the past few months I have become increasingly impressed with MacEwan University's commitment to Indigenous peoples and reconciliation. While not a student or staff there myself, I live in Edmonton and have been at their campus for several events.

Here are some of the reasons:

At the start of an event I attended there, Fred McGinn, Dean of Health and Community Studies, in his opening remarks said that MacEwan has the goal of being the first university in Canada to meet the Truth and Reconciliation Commission's Calls to Action (presumably, those that apply to educational institutions). That's quite a goal!

kihêw waciston (Eagle's Nest) Indigenous Student Centre (logo at left) is "a home away from home for MacEwan University's Indigenous students. Here you can gather, work and grow in a community that honours the distinctive knowledge of Indigenous peoples and supports you on your post-secondary journey." There are also Indigenous student advisors available to assist students.

In 2019, it will be moving to a larger more prominent location in the Robbins Health Centre building.


Roxanne Tootoosis is the university's Indigenous knowledge keeper and facilitator. Read more about her.

[positive space at norquest college]

I saw this sign in an office at NorQuest College in Edmonton. Was intrigued by the design which includes the trans colours in the arrow shape as well as brown and black to be inclusive of different races.

Text reads: "This is a place where human rights are respected and where lesbian, gay, bisexual, trans, two spirit, intersex, asexual, non-binary, queer and questioning people are welcomed and supported."

[whose land]

Here's a great website that helps us understand whose land we are on. Using an enhanced map, it offers four ways of exploring Turtle Island: territories by city, territories by land, treaties and agreements, and Indigenous communities.

As well, a "Where am I" feature will list the treaties and agreements that the land you are currently on (based on location) is part of, the Indigenous peoples that make this land their home, and the First Nations closest to your location.

Eight videos feature Indigenous people talking about their land and acknowledgements, and there is an extensive FAQ section.

If you zoom out, you will see that the map also includes data on what we know as Australia, Central and South America, and parts of Greenland.

Check this page out at https://www.whose.land

"Whose Land is a web-based app that uses GIS technology to assist users in identifying Indigenous Nations, territories, and Indigenous communities across Canada. The app can be used for learning about the territory your home or business is situated on, finding information for a land acknowledgement, and learning about the treaties and agreements signed across Canada. Educational videos are available to watch that will give you a better understanding of why land acknowledgements are important, and the way Indigenous people view their relationship to land.

The app consists of six different maps of Indigenous territories, Treaties, and First Nations, Inuit, and Metis communities. Each community's location will eventually host a land acknowledgement video, and other information that the community would like to include on their page. The app will be used as an educational tool to create dialogue around reconciliation. It will be a starting point for conversation between Indigenous and non-Indigenous citizens across this country about land, territorial recognition and land acknowledgement."

from whose.land about page

acknowledging the treaty lands we live and work on

Here's a quick way to add some diversity and inclusion into your own life while acknowledging the diversity of our land and peoples:

Edit your email signature to include an acknowledgement of the Treaty land that you live and work on.

The above is what I use (appropriate for Edmonton and other areas within Treaty 6 - for other treaty areas, change the "6" to the relevant treaty # or adapt as needed):

Here's some other examples that I've seen:

NorQuest College:

 

(Amiskwacîwâskahikan), Treaty 6 Territory

We acknowledge that NorQuest College is on the traditional lands of First Nations and Métis peoples, referred to as Treaty 6 Territory.

(I really like the inclusion of the Cree word amiskwacîwâskahikan meaning, "beaver hills house", which is the Cree word for Edmonton.)


An organization:
The [organization] is located on Treaty 6 territory, the traditional gathering place for the Cree, Blackfoot, Metis, Nakota Sioux, Saulteaux, Dene and other Indigenous peoples whose histories, languages, and cultures we acknowledge.


A colleague:
I would like to acknowledge that I live and work on Treaty 6 territory, a traditional meeting grounds, gather place and travelling route to the Cree, Saulteaux, Blackfoot, Metis, Dene and Nakota Sioux.
Moreover, I acknowledge the many First Nations, Metis and Inuit whose footsteps have marked these lands for centuries.

Another colleague:
Sent from Edmonton / Amiskwacîwâskahikan in Treaty 6 lands.


An acquaintance in BC:
Offering my acknowledgment of the Ktunaxa Kinbasket, the Sinixt, and the Okanagan peoples where their Traditional Territories meet and where the city of Nelson is located, & respectfully, my acknowledgment of the Traditional Territory you are working on.   Also, I would like to acknowledge the Métis People who live and work on the various Traditional Territories across BC.


MacEwan University, at the entrance to their buildings, has this acknowledgement on a fancy plaque:

We acknowledge that the land on which we gather in Treaty Six Territory is the traditional gathering place for many Indigenous people. We honour and respect the history, languages, ceremonies and culture of the First Nations, Métis and Inuit who call this territory home.

The First People’s connection to the land teaches us about our inherent responsibility to protect and respect Mother Earth. With this acknowledgement, we honour the ancestors and children who have been buried here, missing and murdered Indigenous women and men, and the process of ongoing collective healing for all human beings. We are reminded that we are all treaty people and of the responsibility we have to one another.

(This acknowledgement is first in Cree syllabics, then Cree in English characters, and then in English. I particularly appreciate the acknowledgement of missing and murdered Indigenous women and children and the mention of ongoing collective healing.)

There are any number of ways to adjust your acknowledgement to reflect where you live and your personal style. The point is to add an acknowledgement.

positive space programs - a primer

Expanding on my previous introduction to Positive Spaces, I wrote a longer document on "Positive Space Programs: Increasing the Safety, Visibility, Acknowledgement and Support of LGBTQ2S+ Employees"

This document introduces positive space programs, emphasizes the role of positive space champions and outlines the key components of positive space programs. As well, appendices list select positive space programs in Canada, sample images, and more.

Read the full document (PDF)

[new language of gender]

Here is a well-presented slideshare on the new language of gender. From the introductory slide:

Language Matters

Gender used to be viewed through binary terms: male and female, masculine and feminine. The new language of gender breaks out of that binary system in favor of blurred, fluid identities across a gender spectrum. To be culturally literate now demands knowing how to speak the new language of gender and knowing the difference between terms like sex, gender, gender identity, and sexual orientation.

Click here to watch the slideshare and learn more

where is our solidarity?

Seen on Jasper Avenue in downtown Edmonton, summer 2018.

[retrospective of alex janvier's work]

The Glenbow Museum in Calgary has a major retrospective of Alex Janvier's work, incorporating  until September 9th. 

Very amazing work... and quite a history lesson with it. Go see it!

[best practices in architectural co-design and building with First Nations]

"The Royal Architectural Institute of Canada (RAIC) initiated Four Case Studies Exemplifying Best Practices in Architectural Co-design and Building with First Nations as a resource for designers, clients, funders, and policymakers.

As the leading voice for excellence in the built environment in Canada, the RAIC believes that architecture is a public-spirited profession with an important role in reconciliation – addressing injustices by giving agency back to Indigenous people."

You don't have to have a particular interest in architecture to learn from this article which talks about working together respectfully and how to integrate Indigenous culture and traditions into modern buildings in meaningful and authentic ways.

https://www.raic.org/raic/four-case-studies-exemplifying-best-practices-architectural-co-design-and-building-first

key principles for employee resource groups

The following is an excerpt from the Employee Resource Group Framework that I have been working on over the past six months. The full document when available will provide additional information on these and other key items for Employee Resource Groups (ERGs).

---

Employee Resource Groups are voluntary groups which bring together employees who share a common identity, characteristics, and/or bond or background and provide optimum environments and opportunities for these employees to flourish and to contribute fully to the organization. ERGs also advocate for the necessary shifts required to accomplish this at a broader and deeper level in the organization.

Some of the most common Employee Resource Groups are for women, LGBTQ2S+ employees,  Indigenous peoples, people with disabilities and minority cultural groups.

Note that these key principles were written for a non-profit / non-governmental organization / government context, and thus will differ from what one sees in articles about company ERGs.

Key Principles for Employee Resource Groups

1. Based on People Attributes

Employee Resource Groups (ERGs) bring together employees who share a common identity, characteristics, and/or bond or background.

In the context of a diversity and inclusion initiative, most if not all ERGs are attribute-centered, particularly around peoples who have historically been or presently are at the margins in the workplace. They are not primarily about shared interests, hobbies or skill development.

2. Focused on Flourishing

Employee Resource Groups are focused on enabling and increasing the flourishing of their members. While there are benefits to the employer, these are not the primary driver for having ERGs.

3. Member-Driven

“Nothing about us without us.” While some overarching policies and principles govern Employee Resource Groups, what happens at an ERG in terms of format and activities is determined by its members.

4. Inclusive of a Range of Needs

Employee Resource Groups can address a range of desired results for their members. The hierarchy can be expressed as follows:

Positive mental health and general well-being
Social networking and personal development
Organizational awareness and policy alignment; community outreach
Full integration into the business

While seeking to create movement forward, Employee Resource Groups need to remember those employees who most need help and support to be included and to flourish at work as well as those who are further along in their journey.

5. Geared to Their Members

Employee Resource Groups are geared to the needs of their members as related to their social context, barriers faced, etc., and can vary significantly from one another in their purpose and format.

6. Evolving over Time

It is anticipated that the form and structure of each Employee Resource Group will evolve over time as movement toward flourishing takes place and as the corporate culture evolves.

7. Intentionally Intersectional

Recognizing the intersectionality that runs through the lives of many employees, Employee Resource Groups will be intentional about using an intersectional lens in their planning and activities.

8. Collaborative

Employee Resource Groups will seek out opportunities to collaborate with other ERGs to share resources, optimize their efforts and increase unity.

9. Engaged with Allies

Employee Resource Groups are engaged with their allies to work together for the flourishing of all.

Rob Goetze

[on the importance of representation...]

Jamal Jordan writes about growing up in a world where he saw no examples of queer people of colour, and how he began taking portraits as part of changing this.

"As a child, I thought all gay people were white.

By the time I was 18 and living in Detroit, being gay was no longer a “problem” for me. I was out of the closet, and my family and friends were supportive, even encouraging. Yet, as I set off for college, and grew more comfortable calling myself an adult, a man — a gay black man — I was convinced that no one would ever date or love me.

Growing up, I had rarely seen queer characters of color in the gay young adult books I read, in episodes of “Queer as Folk” I watched or issues of “XY” or “Out” magazines I stealthily bought at Barnes & Noble."

Jamal Jordan, photographer, in Queer Love in Color

Read the rest of the article and see more portraits at: https://www.nytimes.com/2018/06/21/us/queer-love-in-color.html

See also https://www.nytimes.com/2018/06/27/insider/brown-black-queer-and-invisible.html

[welcome and safe at steinhauer united]

In the lobby of Southminster Steinhauer United Church in Edmonton. 

Rainbow banners fly outside the front doors.

draw the circle wide

We sang the song "Draw the Circle Wide" at church a few weeks ago and it fits well with this blog. Some will say "there shouldn't be a circle at all" (and I generally agree) -- however, if you read the lyrics, you will see that essentially everyone ends up inside the circle...

Draw the circle wide, draw it wider still.
Let this be our song: no one stands alone.
Standing side by side, draw the circle, draw the circle wide...

God the still-point of the circle
Round you all creation turns
Nothing lost but held forever
in God's gracious arms

Refrain

Let our hearts touch far horizons
So encompass great and small
Let our loving know no borders
Faithful to God's call

Refrain

Let the dreams we dream be larger
Than we've ever dreamed before
Let the dream of Christ be in us
Open every door!

Refrain

Click here to watch the video if your device does not support embedded videos.

"Draw the Circle Wide"
Hymn by Gordon Light and Mark Miller

Read more about moral circles.

If there is no circle, you might either belong... or everyone might just be little bits floating around in the vastness of space...

[the limitations of welcome]

Evangelicals for Social Action recently published "The Limitations of Welcome: An Interview with Amy Jacober", who authored a book called Redefining Perfect: The Interplay Between Theology and Disability.

Some quotes from the interview:

Concurrently, Jacober reconstructs a far more hopeful and healing vision of the church, one that goes beyond making space for those with disabilities by merely providing accessible parking or seating or other accommodations. Instead, Jacober contends that Scripture invites us to honor the gifts those with disabilities can bring to communities in reciprocal, right relationships—gifts that can be used in worship, in discipleship, and in vocational calling.

This includes the paradigms we’ve created for what church leadership looks like. Real change will not happen within churches until those with disabilities are “absolutely” reflected in leadership, Jacober said. And this will not happen until people redefine how we traditionally view Christian leaders, theologians, and teachers.

Read the rest of the interview.

[transforming]

vampires have no reflections...

"You know how vampires have no reflections in the mirror?" the Pulitzer Prize-winning author asked an audience at the Bergen Community College in Paramus, NJ in 2009. "If you want to make a human being a monster, deny them, at the cultural level, any reflection of themselves."

"And growing up, I felt like a monster in some ways. I didn't see myself reflected at all. I was like, 'Yo, is something wrong with me?' That the whole society seems to think that people like me don't exist? And part of what inspired me was this deep desire, that before I died, I would make a couple of mirrors. That I would make some mirrors, so that kids like me might see themselves reflected back and might not feel so monstrous for it."

Junot Diaz, quoted in an article by Billy Nilles

How is this of relevance to people at the margins, people who are part of minoritized groups? They often do not have any positive role models or public figures who represent them and their group, and thus they can feel like they do not belong, like they are not normal....

[whatever]

Conversations are going on at work about signage for gender inclusive washrooms, both in our office buildings and in public spaces. While this sign will not be used, it is one of the more creative ones I've seen online.

I did note that my brain, seeing the stereotypical mermaid on the left, assumed that the centaur on the right is male (the fact that centaurs in movies are almost always male didn't help in avoiding that assumption). But the reality is that the symbol is fairly neutral... what do you think?

---

Vancouver is adding the words "Trans People Welcome" to its washroom signage. Check out this article for more information.

[leah dorion, Metis artist]

Leah Marie Dorion is an interdisciplinary Metis artist raised in Prince Albert, Saskatchewan. A teacher, painter, filmmaker and published writer, Leah views her Metis heritage as providing her with a unique bridge for knowledge between all people. (from her site)

This piece is called Talking Circle Medicine.

Check out more of her work! Her site also includes discussion of symbolism and some of the projects she has been working on.

ashes to go 2018

Ashes to Go, Churchill Station, Edmonton

.

ideas for structuring employee resource groups

Employee resource groups are a key component of many diversity and inclusion programs. They provide a safe place for specific groups of employees, such as women, LGBTQ2S+, veterans, indigenous peoples, etc., to meet for support, networking, and personal and career development.

The following options present some ideas on structuring employee resource groups (ERGs) for large province-wide organizations. They allow for an evolution of the ERG structure in a scalable way as interest grows. In all cases, employees at other locations can still videoconference into the meeting individually or in small groups.

Click the image to enlarge it.

Check out the full document to learn more about these options...

sowing seeds for the flourishing of LGBTQ2S+ employees

From my paper, "Sowing Seeds for the Flourishing of LGBTQ2S+ Employees"

Introduction

In the corporate world, diversity and inclusion are often promoted as a way of increasing profit, competitiveness and innovation, attracting and keeping diverse employees, and gaining a better understanding of one’s customer base. People are invited to become part of the corporate culture because the company benefits from the diversity they bring … but the corporate culture is not changing for diverse peoples nor is it being changed by their inclusion. While employees do benefit, the primary focus is on the benefit to the company.

In governments, non-profit organizations and socially-conscious companies, we have the opportunity to make diversity and inclusion decisions with a primary focus on the benefits to employees, understanding that of course there will also be a benefit to the organization as a whole and to the clients.

It may seem like a small difference, but I believe that diversity and inclusion must first and foremost be for the people if it is to be authentic and avoid the risk of being assimilatory.

So how about an organization taking initiative to be a place where all employees flourish?

And specifically,

How might we develop our organization into an environment 
in which LGBTQ2S+ employees, in all their diversity, can flourish?

Read the whole paper here.

[images of faith, hope and beauty]

Of special interest to friends in Edmonton:

The Kule Folklore Centre at the University of Alberta in partnership with the Ukrainian Pioneers Association of Alberta is very pleased to launch a new exhibit Images of Faith, Hope & Beauty, featuring Ukrainian Canadian icons and iconostases from national and international collections.

The exhibit takes place December 6, 2017 through January 28, 2018 in downtown Edmonton in the gallery space at Enterprise Square, 10230 Jasper Avenue, Edmonton.

This free exhibit has over 100 pieces. I especially like the area which has icons painted on ammo boards, by Contemporary Ukrainian artist, Oleksandr Klymenko. The screening room also has a video by him about his icons (runs around 12:30 p.m. and periodically throughout the day at other times). Very interesting to hear him speak about the contrast between death and life, war and peace, etc.

For more information on the exhibit and the five unique collections of artifacts:
http://www.ukrfolk.ualberta.ca/ProjectsandResearch/Exhibits/icon-exhibit.aspx


Read the Edmonton Journal article including a video about the show:
http://edmontonjournal.com/entertainment/local-arts/ukrainian-artists-converts-ammo-boxes-to-icons-shifting-death-to-life

[one sacred community]

I saw this painting by Mary Southard in a small chapel at the Providence Retreat Centre in Edmonton. It's called "One Sacred Community". Here is a detail from it:

The full picture is found here.

life and love

[akkai padmashali's question and obama's answer...]

Direct link to video

Here's part of the conversation:

“How can I speak up in front of a society when I am a criminal under Section 377?” she [Akkai Padmashali, a transgender activist] asked.

“I think the answer is, it begins with what you just did, which is to find your voice and be able to articulate your views and your experiences, and tell your story,” Obama answered.

“And that’s true of any group that is marginalized, stigmatized,” he continued. “Finding that voice, and being able to tell a story so that the perceptions somehow that you are different are broken down, because they start seeing their experiences in you. They see your humanity.”

“Once that voice is there, hopefully others join you. So now you have networks, and organizations, and allies,” he said.

“And then, once that happens, it’s a matter of applying political pressure and being able to mobilize public opinion,” he instructed.

(source)

Read the whole article at:
https://www.lgbtqnation.com/2017/12/barack-obamas-inspirational-answer-question-trans-woman-will-give-hope/

[queer virtue: what lgbtq people know about life and love...]

Queer Virtue: What LGBTQ People Know About Life and Love and How It Can Revitalize Christianity

The Reverend Elizabeth M. Edman.
Beacon Press, Boston MA 2016


Read more about this book, including praise, a sample chapter, and a free study guide at the publisher's webpage.





sample quotes

For Paul, love was the glue that holds a community together. But that love was never designed to be insular. Rather, the evangelistic impulse is precisely about expanding that sense of love outward both in proclamation and in service to the larger community. This was one of the significant ways that Christianity diverged from Judaism, becoming a community that transgresses ethnic ties, hoping to expand in scope and scale to include those in need throughout the world. (p. 25)


The path of queer virtue looks something like this:

One discerns an identity;
One risks telling oneself and others about that identity;
One engages with others, touches others, to explore that identity;
One confronts and is confronted by scandal;
One lives out one's identity with and through community, looking to the margins to see who is not yet included.  (p. 27)

apologies from the prime minister and others

It's the month of apologies...

Today, we apologize to former students of Newfoundland and Labrador residential schools and to the families, loved ones, and communities for the painful & tragic legacy these schools left behind: https://t.co/BKatosyFfM pic.twitter.com/PsJ30Zr6zj

— Justin Trudeau (@JustinTrudeau) November 24, 2017

LIVE NOW – Official apology in the House for the state-sponsored, systemic oppression, and rejection of LGBTQ2 people: https://t.co/55bmrnw6vZ

— Justin Trudeau (@JustinTrudeau) November 28, 2017

Justin didn't mince any words with his apology. Note the detail in the apology, and the language used.

Text link to the full apology.


And coming sometime in the future...

P.S. Was Justin also apologizing on behalf of Christians?

[voices of amiskwaciy and the seven sacred teachings]

Voices of Amiskwaciy is a new webspace that "supports the community to create, share, discover and celebrate local Indigenous content online. It is guided by the values of ongoing consultation and collaboration with Indigenous communities in the spirit of reconciliation, dialogue and learning.

Voices of Amiskwaciy is hosted by the Edmonton Public Library and made possible in part by the Government of Canada."

https://voicesofamiskwaciy.ca/

There are few stories available at this time (Nov 2017) as the site recently launched, but the project looks very promising especially in terms of its posture and collaboration.


In particular, I'm intrigued by the 7 Sacred Teachings that the site has adopted:

Love: Engaging in relationships from a place of kindness, caring and compassion and supporting of self-determination.

Respect: Creating a safe space where stories are valued.

Courage: Committing to follow through on project goals.

Honesty: Being transparent about the process and progress of the project to the public.

Wisdom: Seeking out and including Indigenous knowledge throughout the project development.

Humility: Working in meaningful partnerships on an equal plane and being open to learning and embracing new ways of understanding, acting and knowing.

Truth: Creating an authentic Indigenous space where truths can be shared. (source)

They remind me somewhat of the four core values used by Generous Space Ministries:

Humility – “Might I be wrong?”

Hospitality – “Whose voices are missing?”

Mutuality – “Is everyone in our community empowered to make a difference?”

Justice – “How can I participate with you in dismantling the barriers preventing flourishing?” (source)

These 7 Sacred Teachings could readily apply (with very little adaptation) to other contexts where the goal is a space that welcomes and embraces people.

[positive spaces]

Positive Spaces address the issue that despite Canadian law which prohibits workplace discrimination and organizational policy which typically echoes the law and the Charter of Human Rights, many workplaces are still not welcoming places for LGBTQ2S+ employees.

Positive Space programs typically include some or all of the following:

• Training for staff
• Posters and stickers to reinforce the training and to increase awareness by staff, clients, and the public
• Positive Space champions - volunteers who "offer support, raise awareness, and wear and post identifiers to designate both themselves and their workspaces as safe."
• Review of procedures and documents to ensure they are LGBTQ+ positive and inclusive

Positive Spaces and similar programs are intended to result in a declared space (declared as being a positive, welcoming and affirming space for LGBTQ2S+ employees), persons who have declared themselves as allies / advocates / safe people to talk to, and overall increased awareness. LGBTQ Positive Spaces are being used by various organizations to promote safety and inclusion of LGBTQ+ employees and clients. Here are some examples:

declared spaces inside declared spaces

This site has extensive discussion of uncertain spaces and declared spaces. Much of it has focused on the big declaring that a church can do in terms of how welcoming and embracing it is. The outward signs, and the many inward ways which make the declaration more than just words and empty gestures.

One of the ways a church or organization can declare itself further, which has not been discussed here yet, is by having specific declared spaces within a broader declared space. As will be seen in the following examples, some of these specific spaces are physical spaces; others are "spaces in time". As well, there are also ways for people within a church or organization to declare themselves...


declared "spaces in time" within declared spaces

These are defined declared spaces that happen at certain times, within a broader declared space. Here are some examples.

example 1: standing stones services

Several churches in our parish hold Standing Stones services once a month, in some cases during the regular Sunday morning service time.

"Standing Stones is a gathering of Aboriginal and Non-aboriginal People to explore God in an Aboriginal Context.  We come to worship Jesus, infusing Cree symbols into Christian ceremony.  We smudge to purify our minds, hearts and spirits in order to come to a clearer understanding of God; we seek wisdom in Aboriginal story and scripture, we ask for God’s healing water and prayer on ourselves and our community and we celebrate God’s activities in our lives though the sharing of bannock and berries.  Standing Stones is a fresh expression of Jesus to the Aboriginal Community and to the diocese.  The hope is that this gathering is a means of Christ’s reconciling Love to heal ancient wounds and enlighten the next generation of all Canadians."(source)

[the spirit of alex decoteau]

There's a new park near my office here in downtown Edmonton, named after Alex Decoteau, with a red sculpture by Pierre Poussin in the middle:

Esprit celebrates the spirit of Alex Decoteau. Alex Decoteau was a national hero with distinctions such as being Canada's first Indigenous police officer; World War I veteran; Olympic runner, and first inductee to Edmonton's Sports Hall of Fame. Composed of metal ribbons that intersect in fluidity, the sculpture stems from the silhouette of a man mid-sprint. Esprit strives to honour the achievements of a national hero and will serve as a landmark for the park, as well as for the greater Edmonton community. By choosing an abstract form, the artist aimed to render the artwork timeless and symbolic to as many people in the public as possible. (from the plaque)

I love the way it flows freely against the backdrop of a government building in rigid concrete ...

---

The park is located at 105 Street NW and 102 Avenue NW, Edmonton.

[those of us who stand outside...]

"Those of us who stand outside the circle of this society’s definition of acceptable women; those of us who have been forged in the crucibles of difference – those of us who are poor, who are lesbians, who are Black, who are older – know that survival is not an academic skill. It is learning how to stand alone, unpopular and sometimes reviled, and how to make common cause with those others identified as outside the structures in order to define and seek a world in which we can all flourish. It is learning how to take our differences and make them strengths." 

~ Audre Lorde

[Jim Fitterling makes the case for LGBTQ+ diversity and inclusion]

Jim Fitterling, President and CEO of Dow Chemical Company, says the following:

"Data suggests that about 75 percent of any organization’s LGBT population remain in the closet … because they’re too scared to come out. I know this from first-hand experience. I was one of those employees."

"Employees who feel connected to the workplace—who feel free to speak their mind without fear of being “outed”—and who feel connected to their co-workers—are more engaged and feel more empowerment.

Ideas flow more genuinely. People trust one another more. Collaboration rises.

Did you know, by the way, that natural work groups perform cognitive tasks 32 percent better when LGBT team members are “out” as opposed to when they are closeted?"

Read the rest of his talk at https://www.vsotd.com/featured-speech/making-small-talk-case-lgbt-diversity-and-inclusion

[naming ourselves: who defines Indigenous identity? article]

About identity and names and power....

Recent identifiers such as “Native American,” “Aboriginal,” and “Indigenous” are deceptively vague, attempting to contain all of the complexities and differences of each individual tribe under one umbrella term. The problem with such terms, of course, is that the bigger the group they attempt to represent, the more they erase complexities and differences and encourage homogenization. While grouping all Indigenous tribes and nations together can be convenient, the reason these terms became necessary in the first place is colonialism. Settler governments needed a term to differentiate us from the settler population (i.e., not indigenous to or claimed by a tribe indigenous to Turtle Island) to figure out how to exactly describe the problem we posed to their burgeoning nation-states. We could not be “The Hopitu-Oceti-Sakowin-Kanien’kehá:ka-Powhatan-Chahta-Annishnawbe-Beothuk, etc. problem.” We must be, simply, “The Indian problem.” Bearing that in mind, the question of how to define Native identity should always be split in two: how the government defines us and how we define ourselves.

Read the rest of the article at: https://thewalrus.ca/we-didnt-choose-to-be-called-indigenous/

[OpenDyslexic typeface]

OpenDyslexic is a new open source font created to increase readability for readers with dyslexia. The typeface includes regular, bold, italic, and bold-italic styles. It is being updated continually and improved based on input from dyslexic users. OpenDyslexic is free for Commercial and Personal use.


Available at: https://opendyslexic.org/




Note: there are some book readers which are being designed to allow the user to change various view settings, including font size, font type (the poeticcomputation example offers OpenDyslexic as one option), spacing between lines, and more.

https://www.fastcodesign.com/90144268/designing-a-book-that-fits-in-your-browser-window

http://poeticcomputation.info/ sample site where you can change font to this one, etc.

[every 10th jesus...]

This poster is from the collection of the Center for the Study of Political Graphics. 

The title alludes to Alfred Kinsey's work in the 1940s which found that 10% of men in the United States are homosexual. Despite there being significant methodological reasons that this number should not be applied to the general population, the number "10%" has stuck.

From the details page:

By incorporating this statistic into Bouguereau’s traditional religious portrait, Handel challenges the understanding of Christian views on homosexuality. Bouguereau’s idyllic depiction of the affectionate infants Jesus and John the Baptist in the loving embrace of the Virgin Mary evoke Christ's and Mary's love and compassion for all humanity, including the ten percent who may be gay or lesbian. The peacefulness of the scene emphasizes the stark contrast between the great benevolence and love expressed by Christ in the Bible and the hatred and violence directed towards the LGBT community that some attempt to justify with Christian ideology.

[answering messages of hate with love]

Here's an innovative and constructive way to deal with racist graffiti:

Ibo Omari has a plan for when he comes across a swastika painted onto a wall in his hometown of Berlin. He’ll grab a can of spray paint from the graffiti supply shop that he owns, and cover it up. But Omari doesn’t just erase the Nazi trademark—he transforms it.

Since launching Berlin #PaintBack earlier this year, Omari and his fellow organizers have covered up at least 20 swastikas across Berlin, leaving an array of whimsical street art where symbols of hate were once visible.

Read more about how #PaintBack is transforming neo-nazi graffiti into whimsical street art.
https://www.citylab.com/life/2016/08/transforming-neo-nazi-graffiti-into-whimsical-street-art/497867/

Here's a Canadian story where a church in Waterloo did something quite similar.

[what does inclusion and diversity mean?]

I've been keeping an eye out recently for catchy ways of explaining diversity and inclusion, especially in ways that make the distinction clear, and came across this graphic in a presentation by Lyft.

But it begs other questions: Can you dance with whom you wish at this party? Will anyone whisper about you behind your back or jeer at you openly?
Can you be authentic and free to be the person you are without fear?

And here's another set of questioning: who controls the music that is played? whose styles of dance are acceptable?
It's one thing to be invited to someone else's party and to be asked to dance their dances... but is that inclusion? Or is inclusion having a variety of music that reflects everyone's interests and cultures, and enjoying and learning from each other?

[canada and lgbtq+ employees]

As we generally all know:
“... Canada’s LGBTQ populations have implied protection under Section 15 of the Charter. The Canadian Human Rights Act protects LGBTQ employees from employment discrimination; Bill C-16 … was put forth by the sitting Liberal government to update the act to include the terms ‘gender identity’ and ‘gender expression.’”

Then, there’s this news (not surprising, but let's spell it out):
“A recent study by Telus found that one third of the 814 respondents (half of whom identified as LGBTQ) did not find their workplaces safe and inclusive for lesbian and gay employees; 45 per cent said the same for trans workers. Nearly a third of respondents said they had experienced or witnessed homophobic or transphobic discrimination or harassment at work -- with fewer than 40 per cent of these incidents reported to employers.”

Clearly, not an environment to flourish in.

As well, some minority groups are acknowledged and others are not. For example, in some workplaces, there are Aboriginal Day events and Anti-Bullying events, but nothing official is done internally to recognize Pride week. What does it say about you and the group you are part of, when you are left out of celebrations? Is that a favourable environment in which to flourish?

Source of quotes: Pride Guide by Susan Goldberg
http://www.corporateknights.com/magazines/2017-best-50-issue/pride-guide-14961924/

[co-posted on September 18, 2017]

flourishing: an introduction

Flourishing. According to one online dictionary, flourishing means ”grow and develop in a healthy or vigorous way, especially as the result of a particularly favorable environment.”

Much is said these days about diversity and inclusion. Diversity, of course, is about numbers and percentages, about homogeneity and heterogeneity, but is no guarantee of good relations. A jungle has a diversity of wildlife, but that doesn’t change the fact that there is a food chain and that some kinds of animals eat other kinds of animals who in turn eat other kinds of animals. That’s not the kind of world we want.

Inclusion has to do with people being included and respected. As Royal Bank put it on their D&I page, “In simple terms, diversity is the mix; inclusion is getting the mix to work well together.” However, inclusion can potentially be perceived in other ways, such as the idea of including someone within an existing structure which remains unchanged or, in the case of the Borg, assimilation into the collective. Some people also add the concepts of justice and equity, to address the more systemic problems that are experienced by many people who belong to minorities.

Flourishing is like diversity and inclusion and justice and equity all together on steroids.

[co-posted on September 13, 2017]