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

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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: