Wednesday, October 03, 2018

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.

Wednesday, September 19, 2018

positive space programs - a primer

Positive Space Champions logo by Rob Goetze. Outline of Province of Alberta with Pride coloured stripes. Text: "Positive Space Champion: Promoting a safe, positive and welcoming environment for employees of all sexual orientations and gender identities"

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)

Thursday, September 06, 2018

[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


Monday, August 27, 2018

Wednesday, August 15, 2018

[retrospective of alex janvier's work]


Detail of untitled work by Alex-Janvier, 1986, National Gallery of Canada 42867. Scan of promotional card used by Glenbow Museum to promote a retrospective of 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!

Friday, July 27, 2018

[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."

RAIC: Four Case Studies Exemplifying Best Practices in Architectural Co-design and Building with First Nations. Montage of the four buildings from the four case studies.

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

Monday, July 09, 2018

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

Wednesday, June 27, 2018

[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.

Pat Martin and Paulette Thomas-Martin are both 66 and have 13 grand children between them from the lives they lived before they met. Photo by Jamal Jordan.
"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

Monday, June 11, 2018

[welcome and safe at steinhauer united]

welcome and safe sign at southminster steinhauer united church: "all sizes, all ages, all colours, all cultures, all genders, all sexualities, all religions (or none), all types, all people: welcome and safe here"

In the lobby of Southminster Steinhauer United Church in Edmonton. 
Rainbow banners fly outside the front doors.

Tuesday, June 05, 2018

draw the circle wide


"circling around" cartoon by rob goetze. Two men standing. One says, "Haven't seen Jesus for a few days..." to which the other replies, "Yeah, he said he was going to draw a circle around everyone who is in, headed off the other way, and we haven't seen him since." A blue line circles around his feet, and then runs across the countryside, circling around village and houses, and then runs off the page.


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...

Tuesday, May 01, 2018

[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.