update from Rob

You may have noticed that I am posting far less often than before. That's mostly because of other projects I'm involved in:

• Diversity and Inclusion initiatives at my workplace, including co-leading the development of Employee Resource Groups
• Related: a great resource for employee resource groups that I created during my personal time, called "Employee Resource Groups for the Flourishing of Employees"
• Part of the Reconciliation Committee at my parish
• Reading a lot about Indigenization, Reconciliation, Decolonization, etc. (mostly from Indigenous academics) -- plus reading about Two Spirit peoples (mostly articles by Two Spirit academics). When do I read, you ask? Mostly on the bus to and from work.

Not sure how all this will result in blog content, but I am definitely keeping it in mind.

Rob

[Black Madonna of Czestochowa celebrates Pride...]

... but not everyone is happy.

Elzbieta Podlesna, a human rights activist in Poland who made this poster of the famous Black Madonna of Czestochowa with pride colours in the halos, has been arrested on charges of "offending religious beliefs".

(Read more about it here.)

Personally, I think it's quite beautiful - black and queer together - though I wonder why the Madonna was so sad to begin with...

ancient and modern

Last Sunday June 16 was Trinity Sunday, and the church bulletin included this picture of The Hospitality of Abraham, painted in 1411 by St. Andrei Rublev. Though showing the three angels who visited Abraham in Genesis 18, it is considered to be the "quintessential icon" of the Holy Trinity.

The point was made that this icon illustrates the mystery of the Trinity, the three-in-one, and of how the Trinity is about relationship -- the three all share the colour blue, they are looking at each other, they are sitting around the table in mutuality, etc.

What I personally really love about it is how it illustrates the timelessness of the Holy Scripture in the way it also reflects the people of today...

happy pride

[clarity about church policies]

Church Clarity has a simple goal: make it clear what a church's policy is on things that matter to those who might attend. Here's how they put it on their homepage:

There are millions of churches around the world. They represent a wide spectrum of beliefs, which are translated into actively enforced policies. At the level of the local church, policies are often communicated unclearly, if they are disclosed at all...

Together, we're establishing a new standard for church policy disclosure:  We believe that churches have a responsibility to be clear about their policies on their primary websites. Following a simple, yet consistent method, our crowdsourcers submit churches to be scored on how clearly their website communicates their actively enforced policies. Once the information is verified by Church Clarity, it is published to our database.

Their current focus is on policies related to LGBTQ+. This is critical for LGBTQ+ people, especially if they get involved with a church on the basis of it appearing welcoming, only to find out later that there are policies which prohibit their involvement in leadership, or which prescribe discipline if they get married, etc.

They are currently accepting ratings for Canadian and American churches. Look them up and submit your church, especially if it is LGBTQ+ positive:

https://www.churchclarity.org

You can also sign up to be an advocate or use some of their resources (like the yellow image above) to help promote the site.

[gender in the City of Edmonton census]

The City of Edmonton recently sent out their census, and this is what the gender page looks like:

Nice to see that it more inclusive than it used to be, including not only transgender people but also two spirit!

[Indigenous ally toolkit]

"What does it mean to be a good ally to Indigenous Peoples?

It's something the Montreal Urban Aboriginal Community Strategy Network is hoping to clarify with its recently launched Indigenous ally toolkit.

The toolkit provides an overview on terminology, dos and don'ts, with examples of why the term "Canada's Indigenous Peoples," asking "why don't you just get over it?" or saying "you must be an alcoholic" is problematic."

The toolkit is available from the Montreal Urban Aboriginal Community Strategy NETWORK Resources page.

Read the CBC article about this toolkit.

treaty acknowledgements and redwashing

Hayden King, an Anishinaabe writer and educator who works at Ryerson University, was involved in the writing of that university's territorial acknowledgement. He now regrets what he wrote, and says:

I'd like to move towards a territorial acknowledgement where you provide people with a sort of framework and then let them write it themselves. The really important aspect of a territorial acknowledgement for me, anyway, is this sort of obligation that comes on the back end of it.

It's one thing to say, "Hey, we're on the territory of the Mississaugas or the Anishinaabek and the Haudenosaunee." It's another thing to say, "We're on the territory of the Anishinaabek and the Haudenosaunee and here's what that compels me to do."
…
[Treaty acknowledgement] effectively excuses them and offers them an alibi for doing the hard work of learning about their neighbours and learning about the treaties of the territory and learning about those nations that should have jurisdiction.

(Source: Hayden King as quoted in https://www.cbc.ca/radio/unreserved/i-regret-it-hayden-king-on-writing-ryerson-university-s-territorial-acknowledgement-1.4973371)

employee resource groups for the flourishing of employees

As diversity and inclusion initiatives increase, Employee Resource Groups (ERGs) are becoming more common. In fact, your workplace might have some.

"Employee Resource Groups for the Flourishing of Employees" is a resource that I've been working on over the past year, and which I hope will be of use to some of you.

It introduces ERGs, presents seven key principles, discusses their evolution over time and includes steps for starting a new Employee Resource Group, with a particular focus on their purpose being the flourishing of employees.

What's unique about this resource? At least two things:

1. The focus on the flourishing of employees. For the record, the flourishing of employees is not always the reason that ERGs are started. Particularly in the for-profit sector, corporations use ERGs as a way of increasing innovation, attracting new employees, connecting with potential markets, etc. Few in the world of ERGs are emphasizing the flourishing of employees.
2. The seven key principles. There are many resources available online yet I have not seen any that have anything close to these key principles. These principles help ensure that ERGs increase diversity and inclusion overall and focus on the flourishing of employees without becoming introverted.

Access the PDF here and comment below.

minority and minoritized

Minotaur with tie

in the minority but

not minoritized

I came across a fascinating article discussing the terms minority and minoritized.

I'll introduce the idea this way: It suggests that we change our usage of terms so that minority has to do with numbers (namely, the opposite of majority, or less than half) and minoritized has to do with how people treat other people -- specifically, treating them as if they are less than.

For example, in university, less than half the students wear glasses, so they are in the minority. While the occasional post-secondary student with glasses might be made fun of, overall, they are not treated badly or oppressed because of wearing glasses. Thus, though in the minority, they are not minoritized.

Or to give a more pertinent example, white slave owners and their families were in the minority on the plantations, but it was the slaves who were minoritized. The slave owners had the power and control; the slaves were oppressed and without power.

Here are new definitions proposed by I.E. Smith:

Definition: Minority

1: a group of less than half of the total, a group that is sufficiently smaller in number

2: of or relating to quantities that are comparatively less

3: a relatively small group

Definition: Minoritized

1: groups that are different in race, religious creed, nation of origin, sexuality, and gender and as a result of social constructs have less power or representation compared to other members or groups in society

2. To be a person forced into a group that is mistreated or faces prejudices such as albeism, racism, homophobia, and islamaphobia

3. To be in a small group of people that is discriminated against because of situations outside of personal control

Read the whole article at: https://www.theodysseyonline.com/minority-vs-minoritize

---

A similar term that I've come across recently is "invisibilized" in contrast to "invisible". It suggests that some groups of people are made invisible...

(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