Colonization, Inclusion and Racism
The intention of this page is to enhance our comprehension of the meanings associated with these subjects.
Contents
- Colonization
- Babakiueria 1986 (video)
- Inclusion
- Racism
- Allegories on race and racism (video)
- Microaggressions: What are they and why do they matter?
- Microaggressions: What should you do if you are the perpetrator of a microaggression?
- What systemic racism in Canada looks like (video)
Colonization
Babakiueria 1986
Inclusion
Don't call people out — call them in
Use Gender-Neutral Language
Language matters in fostering an inclusive environment. It is a way to communicate belonging. Subtle words or phrases indicate who belongs and who doesn't. The use of gender-neutral language, both verbal and written, can help build a psychologically safe culture. Gender-neutral language prevents discrimination against a particular sex, gender identity, or social gender, and it does not perpetuate gender stereotypes.
There are some easy ways to incorporate gender-neutral language into one's work and social life. The pronouns "they/them" can be used to describe someone's gender identity when their gender identity has not been made clear. Although someone may look like a "man" or a "woman", it doesn't mean they want to identify that way. Using the pronouns "they/them" in policies can be an effective way to ensure documents are inclusive. Rather than saying "hey guys" when referring to a group of people, consider using alternative wording such as "friends", "folks", or "everyone". Although this may seem like a small change, everyone will feel included when being addressed this way.
Other options for addressing a group with gender-inclusive language include "guests", "participants", "faculty members", "students", "distinguished guests", etc. For more guidance on using gender-neutral language, the United Nations has published guidelines in six languages.
The Government of Canada also has recommendations on the use of gender-neutral language.
Racism
Allegories on race and racism
Microaggressions: What are they and why do they matter?
Microaggressions are subtle, often unintentional comments, behaviours or actions that convey discriminatory or negative attitudes against historically marginalized groups (e.g., women, people living with disabilities, racialized individuals, trans/queer people). Although microaggressions typically stem from unconscious or subconscious thought, they are designed to take power away from the target group or to maintain the power of the person who is represented in the dominant culture.
The prefix "micro" implies that microaggressions are small and insignificant. It minimizes the significant harm that microaggressions cause. In addition, microaggressions reinforce social inequalities and perpetuate stereotypes and biases. Over time, microaggressions affect the mental health and well being of individuals from marginalized groups.
The short video below describes how microaggressions are like mosquito bites. Mosquito bites are small, but if you start to experience them often, they can become annoying, painful and distressing.
Microaggressions: What should you do if you are the perpetrator of a microaggression?
The above ACB sound bite defined the term "microaggression" and discussed why they are harmful to those on the receiving end. The video shared gave examples of common microaggressions that many marginalized individuals experience. Microaggressions are common in our workplace. Patients mistake women physicians as nurses, racialized individuals are assumed to be part of the housekeeping staff, and people with accents are asked where they are from. The list goes on and on and on... Although we may not realize it, we have all been perpetrators of microaggressions at one point or another, often when saying something that we deem to be well-intentioned. Below are some helpful recommendations on how to repair the situation when you realize that you are the perpetrator of a microaggression.
- Acknowledge and Apologize. If you realize you've committed a microaggression in the moment, acknowledge it immediately and offer a sincere apology that focuses on your action and impact, not on the other person's reaction.
- Self-reflect. Reflect on how underlying biases or stereotypes may have influenced your thought process or behaviour. Educate yourself and commit to learning more about microaggressions, why they are harmful, and how to avoid them.
- Listen, Learn and Unlearn. If the affected individual is willing to discuss how your words or action affected them, listen with respect. Avoid being defensive. Use the opportunity to understand the impact of your words or actions so you can do better in the future. Explore the opportunity to unlearn ideas and beliefs that may have been deeply ingrained over a lifetime.
- Take responsibility. Take ownership of your words or actions and avoid making excuses. Don't expect the victim of the microaggression to educate you or alleviate your guilt.
- Commit to change. Make a personal commitment to change your behaviour, seek educational resources to help you understand and combat unconscious biases, and identify actionable steps to reduce biases and change your behaviour.
- Repair the relationship. Consider following up with the person to demonstrate your commitment to change. Rebuilding trust may take time, but with consistent effort and commitment, the relationship may be repaired.