Toolkit Canadian Coalition of Municipalities Against Racism and Discrimination With the s ort of
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Canadian Co ission for neSCo S n 8-0- 8 - 204 -8-0 All rights reserved. This publication may be reproduced in whole or in part for private and/or non-commercial use, provided that the source is ac nowledged. A free P F copy and a summary are available at www.unesco.ca and www.ccmard-ccmcrd.ca Canadian Commission for UNESCO, February 20 2 Canadian Commission for UNESCO 50 Albert, P.O. ox 04 Ottawa, Ontario Canada P 5 8 www.unesco.ca Phone - -5 -44 4 Toll-free -800-2 -5588 The Canadian Commission for NESC operates under the aegis of the Canada Council for the Arts ts role is to act as a forum for governments and civil society and to mobili e the participation of Canadian organi ations and committed individuals in the nited Nations Education, Scientific and Cultural rgani ation’s NESC mandated areas: education, natural and social sciences, culture and communication and information NESC is the only member of the nited Nations system to have National Commissions performing this role in its Member States Toolkit CANADIAN COALITION OF M NICIPALITIES A AINST RACISM AND DISCRIMINATION CCMAR Tool it for Municipalities, Organisations and Citi ens. “SINCE WARS BEGIN IN THE MINDS OF MEN, IT IS IN THE MINDS OF MEN THAT THE DEFENSES OF PEACE MUST BE CONSTRUCTED.” – UNESCO Constitution (1945) TABLE OF CONTENTS ac nowledge ents Preface Why a Toolkit? ...... 4 How to Use this Toolkit ...... 4 ntrod ction Background...... 7 Objectives of CCMARD ...... 8 Why Municipalities? ...... 9 What are the Benefits of Joining CCMARD? ...... 9 What are the Benefits of Creating a Welcoming & Inclusive Community? ...... 10 The 10 Common Commitments ...... 12 efore oining CCmarD Before Joining CCMARD ...... 15 Engaging Stakeholders ...... 16 Understanding your Local Reality ...... 17 Developing a Case for Support ...... 18 oining CCmarD Step 1: Prepare Your Case Secure support ...... 23 Questions Commonly Asked by Municipalities ...... 24 Step 2: Adopt a Resolution to Join CCMARD and Sign the Declaration ...... 26 Text of the Declaration ...... 27 Step 3: Inform the Canadian Commission for UNESCO ...... 28 Step 4: Celebrating and Declaring Your Involvement ...... 29 De elo ing a Plan of action Developing a Plan of Action ...... 33 Elements of Success ...... 34 Sample Plan of Actions ...... 46 le enting yo r m nici ality’s Plan of action Locating Resources ...... 49 Addressing Challenges ...... 52 Celebrating Successes ...... 55 Sharing and Learning from Others ...... 56 a original engage ent o th engage ent
CCMaRd | 1 Pro ising Practices the ten Co on Co it ents Commitment 1: Increase vigilance against systemic and individual racism and discrimination...... 75 Commitment 2: Monitor racism and discrimination in the community more broadly as well as municipal actions taken to address racism and discrimination...... 77 Commitment 3: Inform and support individuals who experience racism and discrimination...... 78 Commitment 4: Support policing services in their efforts to be exemplary institutions in combating racism and discrimination...... 80 Commitment 5: Provide equal opportunities as a municipal employer, service provider and contractor...... 82 Commitment 6: Support measures to promote equity in the labour market...... 85 Commitment 7: Support measures to challenge racism and discrimination and promote diversity and equal opportunity in housing ...... 87 Commitment 8: Involve citizens by giving them a voice in anti-racism initiatives and decision-making...... 89 Commitment 9: Support measures to challenge racism and discrimination and promote diversity and equal opportunity in the education sector and in other forms of learning ...... 91 Commitment 10: Promote respect, understanding and appreciation of cultural diversity and the inclusion of Aboriginal and racialized communities into the cultural fabric of the municipality ...... 93 english n il s for reco ended iewing lossary of ter s anne es Annex 1: Some Ideas to Prepare your Speaking Notes for Council ...... 107 Annex 2: Example of a Letter of Support ...... 108 Annex 3: Examples of Resolutions Adopted by Council ...... 110 Annex 4: Text of the Declaration to Join the Canadian Coalition of Municipalities Against Racism and Discrimination ...... 111 Annex 5: Example of Letter Informing the Canadian Commission for UNESCO of a Decision to Join CCMARD ...... 112 Annex 6: Example of a Media Advisory...... 114 Annex 7: Example of Media Backgrounder ...... 115 Annex 8: Sample News Release ...... 116 Annex 9: Example of Invitation to an Official CCMARD Signing Ceremony and Program ...... 118 Annex 10: Example of Invitation to Community for a CCMARD Workshop ...... 121 Annex 11: Organizational Readiness Assessment ...... 122 Annex 12: A Cultural Competence Self-Evaluation Form (CCSE) ...... 123 additional reso rces
2 ACKNOWLEDGEMENTS The Canadian Commission for unesCo wishes to thank everyone who CONCEPTION AND COORDINATION OF THE PROJECT contributed their knowledge and expertise to the development of this Cynthia lacasse resource, at every stage of its development. programme officer, social and human sciences Canadian Commission for unesCo we would also like to thank the numerous municipalities and organisations that provided feedback and suggestions on different versions of the Toolkit. SUPERVISION without their insights, this publication would not have been possible. in david a. walden particular, we would like to thank Maria Cristina serje (City of ottawa), secretary-General anne-Marie Fiore (ville de Montréal), lisa hari and debbie belgrave (City of Canadian Commission for unesCo Calgary), annie-Claude scholt s (ville de Gatineau), becky sasakamoose Kuffner, WRITING lynne lacroix and smita Garg (City of saskatoon), Cheryl McConney-wilson Marc Colbourne (Town of Markham), John Reilly (City of edmonton), Roy pogorzelski (aboriginal Colbourne Consulting Council of lethbridge), Rebecca brookes (Town of oakville), scott Fisher (City of Greater sudbury), diana Rea (Region of peel), baldwin wong and stephen R. dang EDITING (City of vancouver), valerie pruegger (university of Calgary), anne-Marie pham Cynthia lacasse (Racism Free workplace strategy), Cassie palamar and susan Coombes programme officer, social and human sciences (alberta human Rights Commission), Jeff poirier (ontario human Rights Canadian Commission for unesCo Commission), Jean-sébastien vallée ( quitas) as well as danika b. littlechild TRANSLATION TO FRENCH and angie Mapara osachoff (executive Committee of the Canadian Marie- ve Cossette Commission for unesCo), for their valuable advice and input in the development Marie-pierre lavoie of this Toolkit. REVISION we wish to extend our gratitude to the many municipalities and partners Katherine berg who took the time to complete and return the questionnaire on municipal special advisor to the secretary-General policies, and to sahar Ghadhban, our summer 2010 intern, for her excellent Canadian Commission for unesCo (english version) work overseeing the survey. The information garnered from this survey served as the foundation of this resource. Marie-pierre lavoie (French version) The national Film board of Canada (nFb), in particular Kristine Collins and GRAPHIC DESIGN susan nosov, who developed a list of films to support the work of municipalities Kaboom communication design and their partners on issues related to racism and discrimination, deserve a PRINTING special thanks, as do the Federation of Canadian Municipalities, the alberta st. Joseph Communications urban Municipalities association, the union of nova scotia Municipalities and the union des municipalités du Québec, for agreeing to share this toolkit with their members. our thanks also go to the Canadian association of statutory human Rights agencies, the Canadian Race Relations Foundation, the national association of Friendship Centres and the Chaire de recherche en immigration, ethnicité et citoyenneté (uQ M) for their ongoing support for CCMaRd. The Commission also wishes to underline the contribution of hRsdC’s Racism-Free workplace strategy, which supported the development and printing of this toolkit. last and certainly not least, the Commission applauds the commitment of the 51 Canadian municipalities that have joined CCMaRd and have publicly affirmed that racism and discrimination are not welcome in their communities. we also salute the extraordinary work done by civil-society organisations and committed individuals who believe change is possible, and that even a small step is one more step toward a world free of racism and discrimination. They are an inspiration to us all.
CCMaRd | 3 m n C Pa t eS anD PREFACE PartnerS aSkeD or information about what WHY A TOOLKIT? it really means to the since its launch in 2005, an increasing number of tools and templates include sample media releases, community to have their municipalities have taken the steps to join the the text of the CCMaRd resolution to be presented municipality be a part Canadian Coalition of Municipalities against before City Council, examples of a plan of action, of the Coalition; Racism and discrimination (CCMaRd) and have as well as other tools. concrete examples developed and implemented their unique plans of Best Practices: one of the primary objectives of the of possible practices, action. The Canadian Commission for unesCo has Coalition is to facilitate the sharing of best practices procedures and events acted as the coordinator of the Coalition, welcoming among CCMaRd member municipalities. users of to address the full range new signatory municipalities and encouraging the this resource will find these best practices of the 0 Common sharing of best practices and resources among throughout the toolkit. There is also a dedicated Commitments; members. The Commission has been the primary section where promising municipal initiatives are source of information for municipalities considering a user-friendly resource linked to the 10 Common Commitments with membership as well as those already moving forward that is adaptable to local representation from a variety of municipalities on their CCMaRd commitments. several of these communities needs. (eg. population, geographic location, etc). municipalities have identified a need for the creation of a practical, comprehensive toolkit to guide their Additional Resources: There are also several resources work. The Commission and its partners have responded throughout the Toolkit that your municipality with the development of this exciting new resource. can incorporate into its own CCMaRd work. This includes information on such initiatives as the The main objective of this easy-to-use resource is international day for the elimination of Racial simple: to help municipalities join the Coalition, discrimination (March 21st) and the safe harbour: develop a plan of action, and link their programming Respect For all program. There are also several (both existing and new) to CCMaRd’s 10 Common media resources (many of them are free) that are Commitments. useful for municipalities to generate discussion HOW TO USE THIS TOOLKIT and encourage community engagement. The national Film board of Canada (nFb) has prepared This toolkit is designed to be used by municipalities for this Toolkit a list of films related to the Ten that have already joined the Coalition, those Common Commitments (see “english nFb Films considering joining as well as by community orga- for Recommended viewing” section). nizations and citizens encouraging participation by their municipality. you will find as you use the Toolkit that there is some overlap between the various sections. This is This resource will be helpful to municipalities at intentional. Municipalities have expressed a need all stages of their CCMaRd involvement. whether to be able to locate information easily and quickly your municipality is considering becoming a member, by going immediately to a particular topic. as there developing your plan of action or evaluating your are resources that are useful at different stages of efforts and continued involvement, there are tools CCMaRd involvement, the decision was made to to help you. The distinct sections are intended to include them in each relevant section or to reference be accessible and to make it easy for you to other sections of the toolkit. easily find information relevant wherever you are in the process. we understand that it is impossible to meet every need of every municipality in this toolkit. in this INSIDE YOU WILL FIND: first iteration we have worked to address the common Practical Information: Municipalities wanted this requests of CCMaRd signatories. it is envisioned tool to be practical in its approach. information on that the online version will be a ‘living resource’, how to join the Coalition, develop a plan of action continuing to grow over time and responsive to and monitor your community’s progress are just the changing needs of municipalities. it is our hope some of the topics included in this toolkit. that this toolkit will become an important asset in Useful Tools: Municipalities wanted a single place your ongoing work to combat racism and other forms to access tools they could use in joining CCMaRd of discrimination in your community. or in meeting their CCMaRd commitments. These
4 CCMARD Section 01 INTRODUCTION INTRODUCTION “CCMARD extends our society’s ability to protect human rights through coordination and shared responsibility among governments, public, and private institutions, businesses, community organizations, and individuals.” – Honourable D. Blair Mason, Chief of the Commission and Tribunals, Alberta Human Rights Commission seCTion 01 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
Commission, the City of Toronto, the City of Gatineau, nternat ona and the national association of Friendship Centres, Coa t on o C t eS BACKGROUND was formed. a a nSt raC Sm The international Coalition of Cities against The working group established a declaration to be www.unesco.org/new/en/ Racism was launched in March 2004 by unesCo (the social-and-human-sciences/ signed by municipalities when they join the united nations educational, scientific and Cultural themes/human-rights/fight-against- Coalition, and adapted the Commitments developed discrimination/coalition-of-cities/ organization) as part of the organization’s follow-up by the european Coalition to reflect the responsi- strategy to the world Conference against Racism, bilities of Canadian municipalities. The Canadian CanaD an Coa t on Racial discrimination, xenophobia and Related Commission for unesCo and its partners then o m n C Pa t eS intolerance (durban, 2001). The goal of the invited Canadian municipalities to become part of a a nSt raC Sm anD international Coalition is to establish a network of this larger international movement by joining the D SCr m nat on cities interested in sharing their experiences in Canadian Coalition of Municipalities against www.ccmard-ccmcrd.ca order to improve their policies against racism, Racism and discrimination (CCMaRd). discrimination, exclusion and intolerance. The network is comprised of six regional coalitions: europe, africa, CCMaRd benefits from the valuable support asia and pacific, arab states, latin america and of numerous partners, including the Canadian the Caribbean, and Canada (the only country- association of statutory human Rights agencies, level coalition). the Federation of Canadian Municipalities, the Canadian Race Relations Foundation, the Racism- in response to the challenges arising from racism Free workplace strategy, hRsdC – labour program, and discrimination, and recognizing the jurisdiction human Rights Commissions in alberta, ontario in Canada of municipal authorities on many of and saskatchewan, the union des municipalités these issues, the Canadian Commission for unesCo du Québec, the alberta urban Municipalities organized a meeting of representatives of munici- association, the union of nova scotia Municipalities, palities, nGos, human rights commissions and and the national association of Friendship Centres. researchers in January 2005. The objective of this Research chairs, such as the Chaire de recherche en meeting was to discuss the feasibility of establishing immigration, ethnicit et citoyennet Universit du a Canadian Coalition. a pan-Canadian working u bec Montr al , federal and provincial minis- INTRODUCTION group, comprised of representatives of the Canadian tries and agencies as well as an important number Race Relations Foundation, the alberta human of local stakeholders complete the network. Rights Commission, the ontario human Rights
“No race is inherently more “Assumptions about Aboriginal “Almost all barriers LBT people “Being able to get around is ooD or violent than another, but people can lead to degrading face come from the assump- essential to finding a job, t o t … many visible minorities, comments and remarks, and an tion that everyone is straight attending a course, seeing a especially young black men and attack on cultural values and (heterosexism), and dislike of doctor, volunteering or meeting boys, are suspected, targeted practices by the general public, homosexual people (homopho- a friend. For people with and monitored more in policing service agency personnel and bia) in society. LBT people disabilities, public transit is and security, the justice sys- government employees.” encounter these barriers in an irreplaceable key to health, tem, schools and streets. This Source Aboriginal People, their families, friends circles, advancement, happiness and has a devastating effect on iversity Snapshot, City of Ottawa social and public spaces, inclusion. In all aspects of life.” people s self-esteem and E uity and Inclusion ens, page schools and workplaces.... Source People with disabilities, attitudes but also results in Most LBT people also have iversity Snapshot, City of unfair imprisonment and to deal with their own inter- Ottawa E uity and Inclusion disruption in careers and nalized homophobia instilled ens, page family lives.” since birth...” Source isible Minorities, Source G T, iversity Snapshot, iversity Snapshot, City of Ottawa City of Ottawa E uity and E uity and Inclusion ens, page 8 Inclusion ens, page
CCMaRd | 7 OBJECTIVES OF CCMARD
The main objective of CCMaRd is to address the 1. Share experiences …by taking action to combat racism and multiple need for a platform to broaden and strengthen and lessons learned forms“ of discrimination, municipalities are able to the ability to protect and promote human rights with others; build respectful, inclusive and safe societies where through coordination and shared responsibility Strengthen policies among local governments, civil society organizations 2. everyone has an equal opportunity to participate to counter all forms and other democratic institutions. The creation of a of discrimination in the economic, social, cultural, recreational and Canadian Coalition of Municipalities against Racism to achieve greater political life of the community. and discrimination is based on a common desire social inclusion. to achieve two goals: – Call for a Coalition of Municipalities” against Racism and discrimination, 2005
“MuniCipal GoveRnMenTs play a Key Role in helpinG newCoMeRs seTTle inTo Canadian liFe. in Many RespeCTs, MuniCipal GoveRnMenTs aRe The naTion’s FRonTline, FiRsT RespondeRs when iT CoMes To iMMiGRanT seTTleMenT.”
– FedeRaTion oF Canadian MuniCipaliTies, sTaRTinG on solid GRound: The MuniCipal Role in iMMiGRaTion seTTleMenT, 2011.
8 seCTion 01 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
t e rea t o CanaD an WHY WHAT ARE m n C Pa t eS MUNICIPALITIES? THE BENEFITS The Federation of Municipal governments, other levels of government, OF JOINING CCMARD? Canadian Municipalities and local and national organizations share respon- FCM published in 200 sibility and have an important role to play in Municipalities benefit in several ways from mem- bership in CCMaRd. These benefits include: igration Di ersity combating racism and discrimination. while the in Canadian Cities Canadian Coalition of Municipalities against Racism • increased access to a network of municipalities Co nities , a theme and discrimination benefits greatly from the support throughout Canada and the world that promotes report that focuses on of several partner organizations, its membership is the sharing of best practices and resources to trends and issues related to comprised solely of signatory municipalities. The combat racism and other forms of discrimination; immigration and diversity basis for this decision rests in the unique strengths • increased legitimacy and support for anti-racism in 24 of Canada s largest and capacities that make local government a critical municipalities, regional actor in efforts to foster equality and respect for and diversity initiatives through being part of an international unesCo-led network of cities; municipalities and all citizens. These include: metropolitan communities. • strengthened partnerships with local organi- • being the major political force within the local The FCM also released community; zations, businesses and individuals concerned about discrimination; in 20 a report entitled • Governing the delivery of essential services Starting on Solid ro nd within the local community; • More in-depth understanding of local realities the m nici al role in and increased community commitment through igration Settle ent , • having the capacity to influence public opinion developing a plan of action with the involve- which presents five and bring diverse interests together, for the ment of diverse community stakeholders; recommendations to the common good; • increased sustainability and documentation of federal government to • being a stable and ongoing entity in the anti-discrimination initiatives through the support successful community; creation and implementation of a plan of action immigrant settlement in Canadian communities. • being uniquely positioned to act quickly and that is approved and adopted by Council; www.fcm.ca implement initiatives that lead to quick and • increased accountability to citizens through meaningful changes; the implementation and ongoing evaluation m n C Pa t eS are • having the ability to implement, in a concrete of the municipal plan of action; the main focus of ethnic way, the international law instruments ratified • increased trust, loyalty and respect towards and cultural mixing an by the federal government; the municipality from employees and citizens as ideal place to develop • having the moral authority to sway other orga- a result of the municipality’s public commitment policies, and implement nizations (voluntary and private sector), and to actions that foster greater equality, inclusion concrete strategies and governments to address issues that have an and appreciation of diversity. actions to eliminate racism. impact on the local community. Call for a Coalition of Municipalities Against Racism and Adapted from Hamilton at the Crossroads Anti-Racism and the iscrimination, 2005 Future of the City essons earned from Community- ased Anti-Racism Institutional Change Initiatives , Charles C. Smith Consulting, Feb. 200
CCMaRd | 9 t e CCmarD n t at e has provided a basis for partnerships WHAT ARE THE with other institutions BENEFITS and organi ations OF INVESTING TIME AND concerned about racism RESOURCES TO CREATE A MORE and discrimination and WELCOMING AND INCLUSIVE is allowing the City of COMMUNITY? Edmonton to learn from other municipalities how to The successful, ongoing implementation of a CCMaRd Increased Efficiency: improved efficiency due to most effectively address plan of action and the creation of a more welcoming reduced racism and discrimination in a municipality these issues. It is one of and inclusive community offer several tangible includes improved service delivery, fewer complaints the City s initiatives to help benefits to a municipality: to Council and reduced liability in the event of create the safe, e uitable complaints on the basis of discrimination. and welcoming atmosphere Improved Community Life: a welcoming and inclusive necessary to ensuring the community is one in which all citizens feel able to Improved Response: Municipalities that have devoted well-being of Edmonton s actively participate in the economic, social and time and attention to address issues of racism and First Nations, M tis, Inuit cultural aspects of the community without other forms of discrimination in their community and non-status Aboriginal encountering barriers due to discrimination. This are better prepared and more effective in their people as well as continuing involvement from diverse community members response should an incident of discrimination occur. to attract a diversity of leads to an enriched, safer and more cohesive life people who wish to live, in the municipality. learn, wor and play in Improved Economic Life of the Municipality: Edmonton. Municipalities that are committed to creating a City of Edmonton welcoming community by combating racism and other forms of discrimination are in a better position to attract and retain immigrants, aboriginal peoples and underrepresented populations in the workforce.
aS o ALBERTA: Brooks, Calgary, MANITOBA: Region of Peel, Richmond Hill, SAS ATCHEWAN: Moose Jaw, Drayton alley, Edmonton, Winnipeg Sudbury, Tecumseh, Thunder Prince Albert, Saskatoon DeCem er Bay, Toronto, aughan, Fort Macleod, rande Prairie, NEW BR NSWIC : An updated list of Windsor m n Innisfail, Lethbridge, Provost, Saint John signatory municipalities can C Pa t eS n St. Albert, the Region of Wood PRINCE EDWARD ISLAND: be found at NO A SCOTIA: n ne Pro nCeS Buffalo and Fort McMurray, Stratford www.unesco.ca and Wetaskiwin Halifax, entville, County of www.ccmard-ccmcrd.ca aD o neD ings, New lasgow, Truro EBEC: BRITISH COL MBIA: atineau, Montreal, uebec, CCmarD ONTARIO: Lions Bay, Prince eorge, Saguenay, Saint-Justin, Aurora, Caledon, eorgina, ancouver, ictoria, Sherbrooke Williams Lake ingston, London, Markham, Oakville, Oshawa, Ottawa,
10 Section 01 toolkit for municipalities, organisations and citizens
“In 2008, Canadian police services reported 1,036 hate- motivated crimes, up from 765 in 2007. This represented a 35% increase in the number of such offences. Part of the increase may be due to heightened public awareness of these types of incidents as well as improved reporting practices by police. The vast majority of police-reported hate crimes resulted from one of three primary motivations: race/ ethnicity (55%), religion (26%) and sexual orientation (16%). Increases were reported in 2008 for all three types of motivation.” Source: Police-reported hate Crime in Canada 2008, Mia Dauvergne for Statistics Canada, 2010
CCMARD | 11 THE 10 COMMON COMMITMENTS signatory municipalities of the Canadian Coalition of Municipalities against Racism and discrimination rely on the 10 Common Commitments to inform and guide their work. while a municipal plan of action should be developed according to these Commitments, it is important to remember that not all of these areas need to be addressed at once. a municipality may choose to focus on a few priority areas and address other Commitments as its work progresses. also, a municipality may find that its current programming already meets the objectives of a plan of action. These initiatives should be recognized and identified alongside any newer strategies designed to meet the defined Commitments. The 10 Common Commitments relate to three primary areas of municipal responsibility: the munici- pality as a guardian of public interest, the municipality as an organization in the fulfillment of human rights, and the municipality as a community sharing responsibility for respecting and promoting human rights and diversity.
The The The MuniCipaliTy MuniCipaliTy MuniCipaliTy AS A GUARDIAN AS AN AS A OF THE PUBLIC ORGANIZATION COMMUNITY INTEREST IN THE SHARING 1. FULFILLMENT RESPONSIBILITY Increase vigilance against OF HUMAN FOR RESPECTING systemic and individual RIGHTS AND PROMOTING racism and discrimination. 5. HUMAN RIGHTS Provide equal opportunities AND DIVERSITY 2. as a municipal employer, ser- Monitor racism and discrimi- vice provider and contractor. 8. nation in the community Involve citizens by giving more broadly as well as them a voice in anti-racism municipal actions taken 6. initiatives and decision-making. to address racism and dis- Support measures to pro- mote equity in the labour crimination. market. . Support measures to challenge 3. racism and discrimination Inform and support individuals 7. and promote diversity and who experience racism and Support measures to challenge equal opportunity in the discrimination. racism and discrimination education sector and in and promote diversity and other forms of learning. equal opportunity in housing. 4. Support policing services in 1 . their efforts to be exemplary Promote respect, under- institutions in combating standing and appreciation racism and discrimination. of cultural diversity and the inclusion of Aboriginal and racialized communities into the cultural fabric of the municipality.
12 CCMARD Section 02 Before joining CCMARD BEFORE JOINING CCMARD “CCMARD is about people, and how a local initiative has an impact at the local, national and international level. It is also about how members of the community can influence programmes and policies to improve the daily lives of their fellow citizens.” – David A. Walden, Secretary-General, Canadian Commission for UNESCO seCTion 02 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
n t n PeoP e BEFORE JOINING to participate in a CCMARD networ ing and information session is a Making the decision to join the Canadian Coalition of that problems of racism and other forms of discrimi- great way of bringing Municipalities against Racism and discrimination nation exist in their community. it is true also that, people together and is an important step for municipalities in their work for people who don’t experience racism or other sharing information on to become more welcoming and inclusive. For forms of discrimination in their everyday life, its what they hope to do and many people, the decision to become a member of effects are difficult to see. what they wish to achieve a Coalition that works to combat racism and other whatever the reason, careful planning and pre- forms of discrimination should be an easy one. paredness can help municipalities overcome these Some S eSteD how can a municipality say no? several munici- challenges and move into membership in CCMaRd. o treaC met oDS palities have found, however, that it is not always a This section contains information and ideas to gather etters or invitations simple process. community support before joining CCMaRd. Presentations to Municipalities are faced with limited human and community financial resources and are forced to consider each organi ations new initiative carefully. often, concerns such as infrastructure and service delivery take precedence Attend community over social and cultural initiatives. Municipal council events members may also be concerned about developing As to be added to a a plan of action that outlines commitments local Chamber of BEFORE JOINING extending past their term as elected officials. Commerce meeting others might be resistant to pass a resolution to join agenda CCMaRd because doing so would be acknowledging rite articles for local newspapers and community league CCMARD newsletters The City of Greater Sudbury and prepared packages for www.ic.gc.ca/eic/site/ Identify Community benefitted greatly from the work City Council to review prior to fednor-fednor.nsf/eng/ Champions that can BEST of an intern assigned to the passing the resolution to join. fn0 44 .html see participation diversity panel during the Funding for this internship initial stages of the City’s came from Fednor – a govern- from their own PRACTICE CCMaRd involvement. The ment department established community members INTERNSHIPS intern researched the material to assist in the economic growth for CCMaRd, drafted reports, of northern ontario. Use social media Faceboo , Twitter, etc. Ma e personal calls to follow up on your invitations
CCMaRd | 15 B) VARY YOUR OUTREACH ENGAGING vary your outreach methods. not all community STAKEHOLDERS stakeholders will respond to the same form of invitation. suggestions of outreach methods can The elimination of racism and other forms of discrimination requires the be found on page 15. combined efforts of a wide range of community stakeholders. These stakeholders may include diverse community members, local businesses, educational C) BE CREATIVE AND FLEXIBLE institutions, not-for-profit organizations, immigrant settlement agencies, be creative and flexible in how you involve your faith-based organizations, housing authorities, police services and, of course, stakeholders. Consider culture, socioeconomic municipal council and municipal staff. This is by no means an exhaustive list; influence, and safety concerns, etc. when planning virtually everyone in your community has an important role to play. your meetings. does childcare need to be provided in order for community members to participate? involving a varied base of community stakeholders at the early stages of your are translators required? would some community work will help to ensure that your proposed actions are well-informed, members prefer to provide input on an individual supported by expertise and resources, sustainable and reflective of your com- level as opposed to taking part in public meetings? munity and the issues you are trying to address. having early and active do members of the aboriginal or other communi- involvement from your community will result in increased ownership of your ties have suggestions on how the meeting can be CCMaRd plan of action and lead to more tangible success. it will also help structured so that it better reflects and validates strengthen your request to Council that your municipality becomes a signa- their culture? varying your meeting location so tory member of CCMaRd. that gatherings are held in different community When involving community stakeholders there are some things to keep organizations may allow for greater participation in mind: from the community and also enable diverse groups to gain a better understanding of each A) CONSIDER DIVERSITY other’s experience. Consider days of significance Consider the diversity of your community. have you invited all the key players? for various faiths and cultures. Many of these dates ask those you have invited if there are others who should be joining the can be found on the internet. several municipali- discussion. ties have developed their own diversity calendars. see an example on page 20. WHO TO INVITE? esbian, gay, bisexual and Human rights commission transgendered people G T representatives of your Ethno-Cultural organi a- community members province D) VALIDATE EXPERIENCE tions community validate the experience and expertise of your members Relevant municipal Relevant provincial departments Human federal government stakeholders. everyone brings something to the ocal employers Resources, Housing, departments process. Recognize each person’s strengths and ocal police services Recreation, etc Representatives from existing build capacity when required. outh Immigrant settlement municipal initiatives Educational institutions organi ations Official language minority E) RECOGNIZE LIMITATIONS including universities Faith-based organi ations communities be cognizant of limitations. be aware of the time colleges omen s organi ations Street wor ers constraints and competing responsibilities of Researchers Accessibility groups Union representatives community members. allow for open and honest Aboriginal community Non-governmental orga- members communication regarding their level of participa- ni ations wor ing on tion. provide for flexibility in how a person or Provincial/Territorial human rights education organization can be involved. it is also important to Aboriginal organi ations or discrimination PTOs remember that municipalities also have limitations in doing this work. budget and staffing constraints need to be acknowledged and addressed from the start.
F) FOLLOW-UP Follow up with your stakeholders on an ongoing basis. is there a reason they haven’t attended pre- vious meetings? are there barriers to full participation that need to be addressed? let par- ticipants know how their suggestions are being implemented. by seeing how their participation is benefiting the process, they will be more likely to continue their involvement.
16 seCTion 02 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
make S re o r UNDERSTANDING meet n S aCCeSS e YOUR LOCAL REALITY The Ontario Ministry of Community and Social The Canadian Coalition of Municipalities against Racism and discrimination Services presents some recognizes that actions taken to combat racism and other forms of strategies to help you discrimination are more effective when they reflect the local reality of your plan an accessible meeting, municipality. The 10 Common Commitments are meant to guide your work including a chec list but you are encouraged to determine their relevance to your own community. of things to eep in mind Taking the time to understand your unique local reality offers a number and tips for understanding of benefits including: the universal symbols of accessibility. It also offers 1. 3. 5. how-to videos for Ensuring that the actions Contributing to the ongoing Providing a case for support accessibility tips and advice. you undertake are relevant, sustainability of your initiatives will be better received by www.mcss.gov.on.ca/en/mcss/ meaningful and achievable as community stakeholders Council members. It will also programs/accessibility/ in your local context. take ownership of work that be more readily supported understanding_accessibility/ planning_meeting.aspx is important to them. by community members. The City of ondon 2. Allowing you to take into 4. Ontario Accessibility consideration the human Allowing you to better mea- Advisory Committee has and financial resources you sure the success of your work developed two Guides on have available to implement (see “Establishing a Baseline” how to plan accessible your Plan of Action. in section 4 of this toolkit). indoor or outdoor events. They include information on eti uette, terminology There are a number of ways to gain a deeper understanding of your unique as well as chec -lists to reality. These may include community forums, interviews with individuals and ma e sure nothing is organizations, focus groups, statistical reports, reviewing recent news items, forgotten etc. several of these are explained in greater detail in the “developing a plan of www.accessibility.london.ca action” section of this toolkit.
When reaching out to settlements, or in Inuit com- sentatives in the territory. Pro nC a Aboriginal communities, it is munities. There are different Another excellent way to do terr tor a important to consider the effective ways to ensure so is through local Aboriginal a or na complexity of Aboriginal appropriate engagement of agencies or organizations, as representation. While many urban Aboriginal Peoples. not all Treaty people have or an at onS Aboriginal Peoples live in One is working with representation once they urban areas, their political P rovincial/Territorial leave the reserves (some and legal representation Aboriginal Organizations (PTOs). have no ties to their home remains with First Nations These umbrella organiza- community). overnments on reserve, tions are comprised of Chiefs Metis locals in registered and other Aboriginal repre-
BEST PRACTICE – CONVERSATION CAFÉS Conversation Cafés can be a very cost-effective way to gather information from your local community. simple to host, these enjoyable community gatherings allow participants to engage with each other, share their ideas and suggest strategies for moving forward on important issues. For information on how to host a conversation café please visit www.conversationcafe.org
CCMaRd | 17 t e Ca or m n C Pa t eS DEVELOPING to o n A CASE FOR SUPPORT CCmarD you have engaged your community stakeholders • Involve your stakeholders. your community and gained a deeper understanding of the local stakeholders have valuable insight and experience This basic resource provides context in which you are living and working. it is to share. ask them to speak to parts of your information on the Canadian now time to compile this information and develop presentation. having the voices of diverse com- Coalition of Municipalities a case for supporting CCMaRd membership. you munity members heard by Council will deepen Against Racism and may choose to format this information into a their understanding of the importance of iscrimination, the Human report, powerpoint presentation or share the infor- CCMaRd membership. other stakeholders may Rights Framewor , the mation during an informal discussion with a choose to write letters of support to accompany 0 Common Commitments Council member. The manner you choose will your case for CCMaRd. and Sample Actions. The Call largely depend on where the impetus has come is available online at • Know the benefi ts of CCMARD membership. be from (i.e., did Council request the information or is prepared to speak to the benefi ts of joining the www.ccmcrd-ccmcrd.ca it an initiative of a community-based organiza- Coalition. some of these benefi ts were discussed in tion?) and whether you already have Council the previous section of this toolkit. it is also support or have faced opposition in the past. important to anticipate any questions and concerns and be prepared to address them. a list of common SOME IDEAS TO HELP YOU STRENGTHEN YOUR questions and possible responses are included CASE FOR CCMARD MEMBERSHIP ARE: in the “Joining CCMaRd” section of this toolkit. • Talk to other municipalities. Connect with other • Be persistent. working to effect change in the municipalities that have made the decision to join area of racism and discrimination takes time. be the Coalition. ask them about the challenges patient. if your Council is not ready to recognize they faced (if any) and how they overcame them. the importance of CCMaRd membership right Find out how their community has benefi tted away, do not give up. Continue to educate since joining. Try to look for a municipality that has Council members about diversity and the issues similar characteristics as yours (e.g. population affecting your community. ask that the decision size, similar issues and demographics, compara- be re-visited in the near future. ble fi nancial and human resources, etc) to make comparison easier. The Canadian Commission for unesCo can help you get in touch with munici- palities and partners already involved in CCMaRd.
youth from your community asked the municipality to join Citizens and organizations may wish to support the devel- CCMaRd (Fort Macleod joined QUICK WINS – may wish to send to the BEST opment of a case for CCMaRd CCMaRd on July 25, 2011). Council letters of support as well as work with local LETTERS OF diverse strategies on how to to encourage their munici- stakeholders on implementing involve youth can be found in pality to join CCMaRd. an PRACTICE the common commitments. in SUPPORT the “youth engagement” example of a letter of sup- INVOLVE YOUTH! Fort Macleod (alberta), local section of this toolkit. port is available at annex 2. youth presented before their City Council in april 2011 and
18 Section 02 toolkit for municipalities, organisations and citizens
Identifying a Council member who can act as a Champion for “The Mayor of Markham and the Markham Council have strongly CCMARD will be helpful in getting the resolution passed. This supported the development of a Diversity Action Plan. Markham Best Councilor can speak to her/his colleagues informally, present the has been able to develop a strategy that will positively impact issues during Council meetings and ask that the administration the communities of focus as selected by Markham Council. In explore CCMARD membership more fully (this can sometimes be addition, the Race Relations Committee of Markham brought CCMARD Practice accomplished through a Notice of Motion). Ultimately, Council to Council’s attention and as a result the Town has appointed a Identify members can make the motion to join the Coalition during a Councilor to CCMARD. This Councilor is one of three who sit on Council meeting. They will also be instrumental in the implemen- the Race Relations Committee to provide additional leadership.” CCMARD tation of your CCMARD action plan. – Town of Markham, Ontario “Our Mayor has always been very committed to making our Champions It is also important to identify a champion from the municipal community more welcoming and inclusive for all. She championed administration. This will help to contribute to the sustainability CCMARD from the start. She is the reason we were the first of your CCMARD initiatives once the term of your elected champion municipality in Alberta to join the Coalition. Since then she comes to an end. This individual should have a strong knowledge has been instrumental to our ongoing success.” of and commitment to CCMARD. – Regional Municipality of Wood Buffalo, Alberta
CCMARD | 19 Check out calendars to learn year. Each year, the calendar www.calgary.ca/CSPS/CNS/ about significant dates that are highlights citizens’ achieve- Assess your Documents/fcss/cultural_ Best important to different cultures ments or a specific theme. The cultural competency_self_assesment_ as a way of celebrating diversity! 2011 calendar honored youth guide.pdf Montreal’s intercultural calendar and the 2012 calendar honors competence! Practice is a unique reference tool for Aboriginal Peoples. Refer to the Cultural Competency – A self-evaluation grid is also Intercultural following socio-cultural activities A Self-Assessment Guide For available at Annex 12. which demonstrate the rich http://ville.montreal.qc.ca/pls/ Human Service Organizations Calendar traditions and civic engage- portal/docs/PAGE/DEV_ prepared by the former Cultural ment of Montrealers. It contains SOCIAL_FR/MEDIA/ Diversity Institute to learn more! more than 400 religious and DOCUMENTS/MEP_FINAL-7.PDF thematic festivals as well as commemorative days of the
20 CCMARD Section 03 joining CCMARD joining CCMARD
“Where, after all, do universal human rights begin? In small places, close to home – so close and so small that they cannot be seen on any maps of the world. Yet they are the world of the individual person; the neighborhood he lives in; the school or college he attends; the factory, farm, or office where he works. Such are the places where every man, woman, and child seeks equal justice, equal opportunity, equal dignity without discrimination. Unless these rights have meaning there, they have little meaning anywhere. Without concerted citizen action to uphold them close to home, we shall look in vain for progress in the larger world.”
– Eleanor Roosevelt, exceRpt from an addRess presented on the occasion of the tenth anniversary of the Universal Declaration of HuMan Rights, 1958 seCTion 03 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
S PPort rom JOINING nat ona anD CCMARD Pro nC a m n C Pa t eS’ The process of becoming a signatory member of membership of CCMaRd is comprised of munici- or an Sat onS the Canadian Coalition is relatively simple. The palities, a resolution passed by Council is required The Federation of Canadian following 4 steps can guide you in the process: to join (see page 26 to learn more). Municipalities FCM continues to support the as implementing the Ten Common Commitments STEP 1 STEP 3 mandate of CCMAR and Prepare our Case – Secure Inform the Canadian of the plan of action is a long-term objective, it is in 2005 and 20 0 called support Commission for NESCO also necessary to secure the support of local stake- on its members to oin holders and partners, including relevant municipal CCMAR . STEP 2 STEP 4 divisions, businesses and community organizations Adopt a Resolution to join Declare and celebrate your from the beginning in order to ensure sustainability The nion des municipalités CCMARD and sign the involvement of the initiative. This section provides some ideas du Québec UM and Declaration on how to secure support from your Council as the Alberta Urban well as from other stakeholders. Municipalities Association AUMA adopted a TIPS TO SECURE SUPPORT FROM YOUR COUNCIL resolution supporting STEP 1 Grounding your request in the realities of your CCMAR in 200 and 20 0 PREPARE YOUR CASE – respectively. In 20 , the SECURE SUPPORT local community will help you make your case for JOINING joining CCMaRd. here are some additional points Union of Nova Scotia Municipalities UNSM The impetus to join the Canadian Coalition of to consider. also called on its members Municipalities against Racism and discrimination it is the responsibility of municipal councils to ask to oin CCMAR . can come from a variety of sources: concerned questions about initiatives before making a decision community members, community-based organi- to join. This is especially true of resolutions that may CCMARD zations, or provincial and federal municipal have budget implications or consist of long-term associations such as the union des municipalités commitments that will carry on after the term of du Québec and the Federation of Canadian the current council. be prepared to answer these Municipalities. in some cases, it may come from questions and to do additional research as required. Council or administration. The more information Council has the more likely it wherever the initial driving force comes from, it is is to pass the resolution. Council members will necessary to obtain the support of your municipality’s also demonstrate a stronger commitment to local government in order to formalize your ongoing action after they join if they are well- commitment to CCMARD. as the signatory informed from the start.
The City of Ottawa conducted Conducting such an assessment To view the complete an organizational Readiness will not only help you prepare assessment: BEST assessment to determine what your case for CCMaRd mem- http //ottawa.ca/calendar/ was already being done to bership but will also help you ottawa/citycouncil/occ/20 / combat racism and other forms gather baseline data and PRACTICE 04- /fedco/ %20-%20 of discrimination in the City. inform your plan of action. ACS20 -COS-HR-000 _CMAR _ ORGANIZATIONAL doing so allowed the City to excerpts are included in FINA %20-%20eng.htm identify interesting practices, annex 11. READINESS policies, programs and services ASSESSMENT that were already in place.
CCMaRd | 23 BELOW ARE SOME OF THE QUESTIONS COMMONLY ASKED BY MUNICIPALITIES
BUT WE AREN’T TORONTO (OR STRATFORD, PEI OR WHY THE COALITION AGAINST RACISM AND INNISFAIL, AB, OR…). HOW CAN IT WORK HERE? DISCRIMINATION AND NOT THE COALITION FOR One of the strengths of CCMARD is that it is not a cookie-cutter BECOMING WELCOMING AND INCLUSIVE? approach to combating racism and other forms of discrimination. The terms racism and discrimination can sometimes present While there are 10 Common Commitments to guide your work, challenges for people. The Canadian Commission for UNESCO the Coalition encourages your Plan of Action and initiatives to has noticed some attempts to soften this language or to use re ect your municipality s unique local realities. This may mean euphemisms. The decision was made to use this language for a focusing your work on a specific issue in your community (for couple of reasons. First, it aligns the Canadian Coalition with example, temporary foreign workers), taking a particular the other regional coalitions in Africa, Latin America/Caribbean, approach (for example, focusing on internal policies or public Europe, Asia/Pacific, and the Arab States. Secondly, it is important awareness) or assessing how much (or how little) of your budget to name the issues we are working to address. Naming racism is available to undertake this important work. Some larger and other forms of discrimination is powerful in our struggle to municipalities have departments devoted to diversity initiatives eliminate them and also validates the experiences of marginalized other smaller communities rely on dedicated volunteers. It is communities. up to your municipality to define your community s needs and design your approach to address them. WHAT ARE THE BENEFITS OF JOINING? Municipalities are often dealing with several issues and initiatives BUT WE ARE ALREADY INCLUSIVE. WE DON’T competing for their time, attention, and limited human and HAVE PROBLEMS LIKE RACISM HERE. WHY DO WE financial resources. Clearly outlining the benefits can often NEED TO JOIN? help guide municipalities in deciding on the importance of As frustrating as it might be to hear this response at times, belonging to the Coalition. These benefits are discussed on those of us involved in anti-discrimination work need to page 10 of this toolkit. acknowledge that it is a common belief. This may be especially true in smaller communities where diversity may not be as visible. HOW MUCH DOES IT COST? In responding to this question it is important to acknowledge There are no costs to join CCMARD. the efforts that your municipality is already making in creating a welcoming and inclusive community. Community organizations, Each municipality is encouraged to consider the resources church groups, employers, schools, universities, and councils available in its community when they are developing a Plan of have done incredible work in combating racism and other forms Action and choosing which initiatives to implement. Members of discrimination. Joining CCMARD is a way of publicly recognizing are free to invest the financial resources they believe necessary this work and making a commitment to building on it. to implement their plan effectively. This will vary greatly from one municipality to another and depend on the programs and It is important to be responsive to incidents of racism and policies that already exist as well as the areas of focus chosen discrimination in our communities. It is perhaps even more as priorities. For example, smaller municipalities that have important to be proactive and prevent them from occurring in more limited resources may find it necessary to focus on just a the first place. Municipalities have an integral role to play in this. few of the 10 Common Commitments at the beginning of their CCMARD membership and developing a Plan of Action can help. CCMARD involvement and build on these over time. Finally, engaging stakeholders (especially from diverse commu- It is important to remember that being a CCMARD member nities) can be helpful in giving the issues a voice . Learning means being able to tap into the experience and expertise of about racism and other forms of discrimination is an ongoing other municipalities. It is hoped that this will allow you to journey. Learning from the lived experiences of others can be an implement successful programs in your own community without important step in this process. Provide educational opportunities having to invest significant resources in their development. to your Council. Understanding can lead to action.
24 seCTion 03 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
WHAT IF WE ARE UNABLE TO COMPLETE THE information to consider when deciding how to measure your PROCESS TO JOIN CCMARD WITHIN THE TERM progress. As always, CCMARD members may count on the support OF OUR ELECTED OFFICIALS? WHAT IF OUR of other signatory municipalities and Coalition partners when CHAMPION LEAVES? developing a monitoring strategy.
It is important to consider succession planning in your efforts TO WHOM DO WE NEED TO REPORT? HOW AND to join CCMARD. If there is a turnover in your elected officials or HOW OFTEN? the champion within your municipality s administration leaves By signing the CCMARD Declaration, municipalities have com- there is the possibility that your efforts will be halted. This risk mitted to report their progress to their citizens. How a can be mitigated by establishing solid partnerships with com- municipality chooses to do this and the frequency of these munity organizations, securing support within your municipal reports remains the decision of the municipality. It is recom- administration in addition to your current champion, and mended, however, that this be done on an annual basis. Citizens ensuring all elected officials are informed of your work to date. are encouraged to follow up with their municipality to inquire HOW MUCH TIME DOES IT TAKE TO DEVELOP about the implementation of the commitments. The munici- A PLAN OF ACTION? pality is invited to forward to the Canadian Commission for UNESCO copies of status reports presented to Council. Again, this varies greatly from one municipality to another and depends on such factors as existing resources (both financial In order to keep track of the progress of the Canadian Coalition, and human), the number of consultations required, the policies the Canadian Commission for UNESCO also asks that signatory and programs that currently exist, and the approval process municipalities provide an information report on the Coalition your municipality chooses to implement. Experience has shown every two years (actions undertaken, events, new programmes that it takes anywhere between 6 months and 4 years to create and policies, remaining gaps, etc.). To avoid duplication, munici- a Plan of Action that meets the needs of a municipality. palities can forward a report written for another audience (e.g. City Council, provincial organization) that would contain WHAT IMPACT HAS CCMARD MEMBERSHIP HAD information on the areas of action covered by the Ten Common ON SIGNATORY MUNICIPALITIES? Commitments. CCMARD is still a relatively new initiative and, as such, it is hard WILL THE MUNICIPALITY BE UNDER THE to quantify its outcomes. With this in mind, however, several CANADIAN COMMISSION FOR UNESCO SCRUTINY municipalities have already indicated concrete changes in their IF WE JOIN? communities. These have included the adoption of a clear and concise Plan of Action that involves several community stake- Absolutely not. Signatory municipalities are only accountable holders, new programs to engage and raise awareness amongst to their citizens. The information report that is required every youth, new policies on equity and employment, and many two years by the Canadian Commission for UNESCO is only this, an other initiatives. Stemming from this early success, one can information report. The purpose of the report is not to scrutinize only think these programs will lead to positive results and a the municipality s progress but rather to help the Commission strong foundation on which to build more inclusive communities track progress amongst the Coalition members and be more free of racism and discrimination. effective in its role of sharing information between signatory municipalities, CCMARD partners and, when relevant, other HOW DO WE MONITOR OUR PROGRESS? international coalitions. Each municipality chooses how it will monitor progress with regards to its CCMARD initiatives. As each municipality s Plan of Action is different, the evaluation processes put into place to measure success are also unique. This toolkit provides some
Forming strategic partnerships resulting welcoming and can provide strength to your inclusive Communities initiative BEST request. The alberta urban (wiC) has been instrumental Municipalities association, in encouraging increased the alberta human Rights participation in CCMaRd from PRACTICE Commission and the Government alberta municipalities. STRATEGIC of alberta formed such a partnership in 2008. The http //wic.auma.ca/ PARTNERSHIPS
CCMaRd | 25 e amP eS o reSo t onS adopted STEP 2 by Councils are provided ADOPT A RESOLUTION TO JOIN at Annex . CCMARD AND SIGN THE too SPeak n DECLARATION noteS in some cases, municipalities have initiated their or other Councilors. it will also be helpful if These spea ing notes can involvement in CCMaRd by passing an exploratory administrative staff who can speak to CCMaRd be used by community motion directing administration to research the are present to answer questions related to the members to explain Coalition and its potential benefit to the community. potential impact of the decision. CCMAR to Council or by The administration is asked to report its findings a municipality may choose to use the text of the a member of Council to Council at a later date. This may be an important Declaration to oin the Canadian Coalition of introducing CCMAR at first step if Council is not knowledgeable about Municipalities Against Racism and Discrimination a Council Meeting. the Coalition. Adapt them to your local (see next page) as the text of the Resolution to be municipality for increased once you are confident that you have the support adopted by Council. it can also choose to draft its effectiveness. This tool of your Council, the CCMaRd resolution will have own Resolution for adoption by Council and sign can be found at Annex . to be tabled by a Councilor. it is important for this the declaration later, before local organizations individual to have a clear understanding of the and citizens, at a signing ceremony – see “declare Coalition in order to field questions from the Mayor and celebrate your involvement” section.
it may be helpful to add a action plan. This will help concrete action to the resolu- ensure that action is taken BEST tion. This may be instructing after the resolution has administration to form a passed and momentum is CCMaRd Committee or pro- not lost. PRACTICE viding Council a process and INCLUDE CONCRETE ACTIONS timeline for developing an IN RESOLUTION
26 seCTion 03 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
Declaration to Join the Canadian Coalition of Municipalities Against Racism and Discrimination
GIVEN THAT: The Canadian Commission for unesCo (united nations educational, scientific and Cultural organization) is calling on municipalities to join a Canadian Coalition of Municipalities against Racism and discrimination and be part of unesCo’s international coalition launched in 2004; and the Federation of Canadian Municipalities endorses the Call for a Canadian Coalition of Municipalities against Racism and discrimination and encourages its members to join; and
WHEREAS: Municipal governments in Canada, along with other levels of government, have responsibilities under Canada’s Charter of Rights and Freedoms as well as federal, provincial and territorial human rights codes, and therefore have an important role to play in combating racism and discrimination and fostering equality and respect for all citizens;
BE IT RESOLVED THAT: The Municipality of ______agrees to join the Coalition of Canadian Municipalities against Racism and discrimination and, in joining the Coalition, endorses the Common Commitments and agrees to develop or adapt its own unique plan of action accordingly. These Common Commitments and the Municipality’s unique plan of action will be an integral part of the Municipality’s vision, strategies and policies. in developing or adapting and implementing its own unique plan of action toward progressive realization of the Common Commitments, the Municipality will cooperate with other organiza- tions and jurisdictions, including other levels of government, aboriginal peoples, public and private sector institutions, and civil society organizations, all of whom have responsibilities in the area of human rights. The Municipality will set its priorities, actions and timelines and allocate resources according to its unique circumstances, and within its means and jurisdiction. The Municipality will exchange its expertise and share best practices with other municipalities involved in the Coalition and will report publicly on an annual basis on actions undertaken toward the realization of these Common Commitments.
______date place
______signature
CCMaRd | 27 n orm n t e CanaD an STEP 3 Comm SS on INFORM THE CANADIAN or neSCo COMMISSION FOR UNESCO The letter from ingston informing the Canadian once your Council has passed the resolution to 1. 3. Commission for UNESCO join CCMaRd it is important for your municipality Notification of your munici- A signed copy of the in tes of its decision to oin the to inform the Canadian Commission for unesCo pality s recent decision to of the meeting when the join the Canadian Coalition resolution was passed. Canadian Coalition of of this important decision. you can do this by of Municipalities Against sending a letter to the attention of the Municipalities Against Racism and Discrimination. Racism and iscrimination secretary-General. 4. A signed copy of the can be found at Annex 5. your letter should contain the following information: 2. Declaration (if not included Please feel free to base A copy of the resol tion with the resolution). your letter on this example passed by Council. but remember to include the information previously listed. once this information is received, the Canadian 1. 3. Commission for unesCo will officially acknowl- A copy of your municipality s Contact information for both edge your municipality’s membership in CCMaRd. logo ( 00 dpi) for inclusion on an elected official and a at this time, the following information will be CCMARD publicity materials municipal staff person who requested: and website. will act as the primary contacts for future corre- 2. spondence. Do not forget LETTERS CAN BE ADDRESSED TO: An indication of the timeframe to inform the Canadian Canadian Commission for unesCo for the development of your Commission for NESCO when a contact changes! att. secretary-General | 350 albert street, po box 1047 | municipality s Plan of Action. ottawa, ontario K1p 5v8 a copy should also be sent electronically to the secretary-General, with copy to the programme officer, social and human sciences. To find their contact information: www.unesco.ca/en/contact_us.aspx t e ro e o the elected oFFicial contact the municipal StaFF contact The role of the elected official designated as CCMARD contact The staff contact s role includes making sure CCMARD-related t e Pr mar includes acting as a liaison between CCMARD and municipal issues are dealt with by the proper division of the municipal CCmarD associations (for example, FCM or provincial association), administration, forwarding CCMARD information to appropriate ContaCtS speaking about CCMARD at meetings where it is relevant, and individuals (for example, housing and policing information reporting to their citizens on the progress of the municipality s may not go to the same person), inviting colleagues to keep CCMARD involvement. Many elected officials are also active him/her informed of what is happening in their sector and within one or more of their local committees (diversity, acces- sharing this information with the Canadian Commission for sibility, etc.), for which they may act as a liaison between NESCO. This person will also be responsible for providing the CCMARD and the committee members. Like the staff contact, information reports to the Canadian Commission for NESCO. the elected officials will receive CCMARD information and invi- The municipal staff contact will receive invitations to attend tations to participate in CCMARD meetings and are encouraged annual CCMARD meetings, participate in consultations, and to share their municipality s best practices with other municipal share his or her municipality s progress and best practices. The signatories. contact person is free to participate or not in these processes and is welcome to ask someone else to take on this role if his or her expertise is more suited for the particular task (for example, if a document to be reviewed is focused primarily on youth, the contact person may ask someone from the local youth council to reply).
28 seCTion 03 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
neWS re eaSe meD a STEP 4 aCk ro nDer CELEBRATING AND DECLARING YOUR INVOLVEMENT ancouver, ritish Columbia News Release, October 5, working to eliminate racism and other forms of discrimination is challenging 20 0 Annex 8 and ongoing work. it is important to celebrate your successes along the way. having the resolution passed by your Council is definitely a cause to celebrate! Example of Media ac grounder Annex The Canadian Commission for unesCo encourages municipalities to publicly announce their new commitment to CCMaRd. This section highlights some of the ways municipalities have done this. oSt n a S n n Ceremon Prince Albert, COMMUNICATE ORGANIZE ORGANIZE A Sas atchewan; Calgary, YOUR DECISION A SIGNING COMMUNITY Alberta; ancouver, ritish Columbia; uebec TO JOIN CEREMONY EVENT City, uebec; Ottawa, • send releases to • invite representatives • do this in partnership Ontario and some others local media. of community-based with key community have organi ed signing organizations, police stakeholders. ceremonies that vary in • highlight the munici- authorities, media, format, attendance and pality’s decision to join • include a cultural municipal employees, outreach. Municipalities on the municipal component recog- community members, are encouraged to use the website. nizing the diversity local schools, etc. Ceremony as an occasion of your community. • include the to inform their citi ens • ask the Canadian announcement in • involve youth from of their commitments, Commission for local newsletters your local schools. celebrate their engagement unesCo to send you and e-bulletins. and develop or strengthen the template to • invite community partnerships with various • invite community- prepare a poster-sized members to share local organisations. based organizations to declaration (26 by 40) what joining CCMaRd share the information with your munici- means to them. ancouver, ritish with their networks. pality’s logo to sign Columbia Invitation to the • encourage creativity! publicly and display Official CCMAR Signing proudly at City hall Ceremony and Event (or elsewhere). Program Annex • distribute pre-signed copies of the CCMaRd declaration (smaller size, 11 by 14) to attendees. • ask local cultural groups to perform. • invite attendees to contribute to a common art piece. www.unesco.ca/en/ • have a CCMaRd Check if there are unesCo QUICK WINS – associated schools in your interdisciplinary/aspnet/ cake prepared! UNESCO Associated region. They may be inter- default.aspx Schools Network ested in being involved in a community event or another (ASPnet) aspect of your participation within CCMaRd!
CCMaRd | 29 nk o r 8 Municipalities are also nternational nternational Day of the encouraged to celebrate e ent to a Wo en’s Day World’s ndigeno s Peo le diversity and inclusion by SPeC a Da www.un.org/en/events/ www.un.org/en/events/ hosting and supporting public women/iwd/20 / indigenousday/ awareness in their cities of index.shtml events that are designated by the overnment of 12 Canada such as: 21 nternational o th Day nternational Day for the www.un.org/en/events/ eli ination of racial youthday/ 25 28 Discri ination a original awareness Wee www.un.org/en/events/ 3 racialdiscriminationday/ nternational Day 27 of Persons with Disa ilities Canadian m ltic lt ralis Day 21 www.un.org/disabilities/ World Day for C lt ral default.asp id Di ersity for Dialog e and lac istory month De elo ent 1 www.un.org/en/events/ an rights Day culturaldiversityday/ www.un.org/en/events/ asian eritage month humanrightsday/2010/ index.shtml For more information go to: www.canada.gc.ca/ aboutcanada-ausujetcanada/ celebration/nel_fg-eng.html
30 CCMARD Section 04 DEVELOPING A PLAN OF ACTION DEVELOPING A PLAN OF ACTION “Never doubt that a small group of thoughtful citizens can change the world. Indeed, it is the only thing that ever has.” – Margaret Mead seCTion 04 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
remem er to send your DEVELOPING completed Plan of Action to A PLAN OF ACTION the Canadian Commission for UNESCO one of your municipality’s first responsibilities as This section covers some key information to a CCMaRd signatory is the development of your consider when creating your plan of action including: m C o t e own unique plan of action. The careful creation of Elements of success n ormat on this plan is integral to the success of your efforts Identifying the issues in this section was to combat racism and other forms of discrimination. Establishing a baseline adapted from the AUMA it will serve as a guide for the implementation of Identifying action items elcoming and Inclusive your initiatives, a tool for increased accountability, Indicators and evaluation Communities Tool it. and will allow you to more effectively monitor your Throughout this section there are several tools A copy of this toolkit can be progress and plan for future actions. having a clearly found at www.auma.ca/live/ defined plan will provide a focus to your work and to help you in this process; best practices from digitalAssets/25/25 5 _ ICT_ an agreement to return to when questions arise. other CCMaRd members, a sample letter to com- boo let_ 02 2008.pdf DEVELOPING The development of your plan of action is an munity stakeholders, sample actions linked to opportunity for active community engagement the 10 Common Commitments, a template for leading to increased ownership and responsibility your plan of action, as well as examples of plans A PLAN OF in the implementation phase. of action. ACTION after joining CCMaRd consultation, in which project to action the recom- (september, 2006), The City more than 40 community mendations in the CCMaRd BEST of Calgary put together an groups representing a variety action plan (2007). as a advisory team (2007) consisting of sectors and population groups result of this pilot, a new of three council members participated, was also orga- action plan and framework PRACTICE and several administrative nized to gather local input has been developed entitled, INVOLVE VARIOUS DEPARTMENTS staff from business units on how to move forward on “diversity & inclusion in the across the Corporation this initiative. in July, 2008, workplace Framework and IN THE PREPARATION OF YOUR including Transportation, Council approved the recom- action plan” (March 31, 2011). Calgary police service (Cps), mendation that they receive diversity & inclusion in the ACTION PLAN human Resources (hR), and the CCMaRd action plan workplace was rolled out in Community and neighbourhood (2007) for information. in the fall of 2011, and will be services (Cns) to develop an november, 2008, Council implemented in the business action plan. a community approved a three year pilot cycle of 2012-2014.
t e 1. 2. 4. 7. In collaboration with relevant Consult with local stakeholders. Solicit and incorporate Communicate your plan aCt on divisions of the municipal What is working? What is feedback from community to all municipal staff and P ann n administration and local missing? Who can contribute? stakeholders. community partners. ProCeSS partners, create an inventory of existing practices and 3. 5. 8. policies related to the Draft first version of action Create final version of Implement and evaluate. Common Commitments. plan. action plan. . 6. Report on your progress. Present your Plan of Action to Council for adoption.
CCMaRd | 33 too nteraCt e SPreaDS eet ELEMENTS The Canadian Commission OF SUCCESS for UNESCO has prepared an interactive spreadsheet to a successful plan of action contains several key been developed, it should be reviewed and adopted help you compile information elements. These include: by Council at a regular meeting. having municipal leaders actively engaged in all stages of the plan- on existing practices and 1) Form a Staff Committee ning process greatly contributes to the project’s policies, who is involved 2) Engagement of Elected Officials overall success by: and eep trac of your 3) Reaching out: Involving Stakeholders progress. The document 4) Linking to existing priorities, initiatives and 1) lending credibility to the initiative in the eyes How to use the Excel networks of community members, business leaders, document will guide you 5) Reflecting your local reality municipal organizations and institutions; throughout this process. 2) contributing to the sustainability of the initiative oth documents are available online at www.ccmard-ccmcrd.ca by potentially contributing resources, incorpo- 1. rating it into other municipal initiatives and FORM A STAFF COMMITTEE shifting public opinion; and Form a staff committee comprised of senior 3) building trust among diverse community administration and front-line staff across municipal members who view their municipal leaders as departments. This committee can inform the plan validating their experiences and seeking to of action and be instrumental in ensuring the address issues of common concern. successful implementation of the action planning process. having representatives from all municipal 3. departments will allow increased communication REACHING OUT: INVOLVING STAKEHOLDERS of your CCMaRd objectives and initiatives. The diversity in your community is strength to 2. draw on when developing your plan of action. in ENGAGEMENT OF ELECTED OFFICIALS addition to differences related to such aspects of identity as culture, race, gender, sexual orientation a successful plan of action to combat racism and and age, remember to include the different actors other forms of discrimination requires the engage- in your municipality as well: economic development ment and ongoing support of municipal leaders. agencies, public institutions, community-based by adopting the resolution to join CCMaRd, organizations, faith-based groups, housing Council has committed to the development of this authorities, youth-led organisations, etc. plan and is encouraged to remain involved in its creation and implementation. when the plan has
some municipalities have “City of Grande prairie Municipal several municipalities have successfully incorporated their sustainability plan (Msp)”, established successful com- BEST CCMaRd action plans into City of Grande prairie, alberta BEST munity advisory groups to their Municipal sustainability www.cityofgp.com/citygov/ inform and help implement plan (Msp). below are some their CCMaRd work. For PRACTICE dept/enviro/sustainability/ PRACTICE examples: default.htm fromNav item examples of how communities LINKING TO ADVISORY have done this please see “sustainable brooks: Together “stratford 2028”, Town of “Reaching ut: Involving YOUR MSP for a better tomorrow”, City stratford, pei GROUPS Stakeholders” in this section of brooks, alberta www.town.stratford.pe.ca/ of the toolkit. www.broo s.ca/index.php sites/default/files/site_files/ option com_content view files/Imagine_Stratford_2028.pdf article id 400 Itemid 4 5
34 seCTion 04 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
too n tat on or Comm n t Part C Pat on here are some things to keep in mind: 5) invest time at the beginning to establish a The City of innipeg shared community vision for your CCMaRd work. Invitation to Community 1) start involving community stakeholders at the if you take the time to define key terms and for a CCMAR or shop, very beginning of your CCMaRd involvement. objectives at the start of the action planning ecember 200 , can be your municipal signing ceremony is an ideal process you help to ensure that everyone is found at Annex 0. place to do this. Take advantage of the fact that working from the same understanding. Revisit these individuals are interested enough in the your community vision frequently and be initiative to attend. ask if you can contact them prepared to revise it as your work progresses. as your work progresses. 6) be careful to avoid placing individuals in the 2) it may take some time to get the right people position of “expert” or “spokesperson” for their in the room. Throughout the process it will be entire race, ethnicity, gender, sexual orientation essential to ask: “who is not here? who do we or other aspect of their identity. experiences need to invite?” if gaps are recognized, reach out are diverse even within cultural groups. Try to personally to these individuals/organizations seek a fuller understanding of these different and invite their active participation. perspectives within any given group. 3) Create a feeling of comfort and safety for sharing. 7) be creative in your approach. not all communities This may be especially important to members will respond to the same approach. it may be of marginalized communities who may feel they necessary to offer several different opportunities are taking a risk in participating and sharing their for participation; community forums, individual experiences. ask participants what they need interviews, focus groups, conversation cafes, in order to feel they can participate fully and informal cultural gatherings, questionnaires, etc. comfortably. 8) provide a copy of the plan of action to stake- 4) Many diverse communities have been asked to holders, especially community members. Make participate in similar processes in the past. your plan of action easy to find on your often these initiatives have achieved little more municipality’s website. understanding your than a report that is shelved and collects dust municipality’s strategy and being informed of in an office.b e clear how this process is different the steps undertaken towards its implementation and will lead to action. Review the municipality’s are important in order to keep the community commitment to action. engaged in the initiative.
The City of Edmonton, as part greatest benefit from our it serves b) identification and www.edmonton.ca/city_ of their CCMaRd action plan, diversity requires a deliberate, removal of a barriers to partici- government/documents/ Final_ BEST linked to an existing diversity ongoing strategy of inclusion. pation, and barriers to iversity__Inclusion_ and inclusion policy and This policy also outlines that service access. The Racism Framewor __Implementation_ Framework. The City of the City of edmonton will Free edmonton action plan Plan.pdf PRACTICE edmonton’s diversity and regularly demonstrate progress commits to reporting on the LINKING TO inclusion policy outlines that towards the goals: a) the City’s successful achievement diversity is a defining feature creation of a municipal of the diversity and inclusion POLICY AND of edmonton’s past, present workforce broadly reflective policy and Framework goals. FRAMEWORK and future. and, deriving the of the citizens and communities
CCMaRd | 35 ADVISORY COMMITTEES your municipality may already have a diversity committee, accessibility committee or other committees – or may be considering creating or reforming one – that could provide advice and support in the development and implementation of CCMaRd-related commitments. here are some examples that can inspire your work.
cmaRd team london diveRSitY and SaSkatoon’S acceSSibilitY winnipeg’S citizen eQuitY conSeil inteRcultuRel lethbRidge Race RelationS adviSoRY adviSoRY committee committee (cec) de montRéal (cim) committee (ldRRac) The purpose of the Coalition of The City of Saskatoon The City of Winnipeg s Citizen Created in 200 , the Conseil Municipalities Against Racism The London s Diversity and Race Accessibility Advisory Committee Equity Committee is man- interculturel de Montr al and Discrimination (CMARD) Relations Advisory Committee consists of two members of dated to advise the Mayor and Montreal Intercultural Council Team Lethbridge is to take the (LDRRAC) is a committee of City Council, two members of Council on equity and diversity is entrenched in the Charter of steps required to develop and individuals appointed by City senior administration, and five issues as they impact on City ille de ontr al – testimony promote building a welcoming Council, to provide leadership persons from the public with of Winnipeg policies, proce- to the importance Montreal s and inclusive community and to on matters related to diversity, disabilities and/or fulfilling dures and services. Providing municipal administration gives support CCMARD s Ten Common inclusivity, equity and the the role of primary caregiver information, recommendations, to this institution that facilitates Commitments. The Terms of elimination of discrimination to a person with a disability. and monitoring the progress reflection on ethnocultural Reference presents the man- in the City of London. It pro- Their primary function is to regarding equity and diversity diversity and action in the date, goals, membership, vides consultation, advice, report develop an Action Plan to is the ongoing role of the fight against discrimination responsibility and evaluation findings and makes recom- provide short and long-term Committee. and racism. The organiza- process of the Team. mendations to City Council on goals for improving accessi- tion s mandate is to advise www.citizenequity.org City Council and the Executive www.lethbridge.ca/living-here/ matters of discrimination and bility to City of Saskatoon Committee on municipal policies Pro ects-Initiatives/ ocuments/ diversity, inclusivity and equity; services, facilities and infra- that should be implemented CMAR %20Team%20-%20 works actively with police structure; and to develop to encourage the integration Terms%20of%20Reference.pdf services, education, community solutions for recommenda- groups, municipal organiza- tion to City Council on policies and participation of members tions, social services, business, and programs for improving of cultural communities in labour and government agencies accessibility to City of the city s political, economic, in order to facilitate a stronger Saskatoon services, facilities, social and cultural life. CiM understanding of the needs of and infrastructure. has produced a number of opinions on issues ranging London s diverse populations; www.sas atoon.ca/ from the municipal manage- advises the City in the devel- EPARTMENTS/City%20 ment of minority places of opment, maintenance and Cler s%20Office/ oards%20 worship to racial profiling, refinement of policies and and%20Committees/City%20 and its recommendations practices that facilitate an oards%20and%20 have provided direction to inclusive and supportive work Committees/Pages/ planning the city s policies environment; and initiates AccessibilityAdvisory and programs. Recently, CiM and participates in the devel- Committee.aspx opment of new policies and also filed an opinion on the programs or the refinement of ille de Montr al equal existing ones, related to matters access employment program, of discrimination, diversity, dealing specifically with inclusivity and equity in the barriers to the recruitment, City of London. integration and promotion of visible minorities and ethnic www.london.ca/LDRRAC minorities. www.ville.montreal.qc.ca/cim (in French only)
36 Section 04 toolkit for municipalities, organisations and citizens
Hosting a series of Conversation Cafés can be a cost-effective approach to community consultation. Please see “Before Joining CCMARD” section of this toolkit for more information on Other examples of Ottawa (ON) – Equity and Thunder Bay (ON) – Diversity this approach. Committees Diversity Advisory Committee Thunder Bay (EDAC) / Accessibility Advisory www.diversitythunderbay.ca Edmonton (AB) – Racism Free Committee Edmonton www.ottawa.ca/city_hall/ Truro (NS) – Affirmative Action www.edmonton.ca/city_ mayor_council/advisory_ Committee government/city_wide_ committees/index_en.html www.truro.ca/committees.html initiatives/racism-free- edmonton.aspx Saskatoon (SK) – Cultural Vancouver (BC) – Multicultural Diversity and Race Relations Advisory Committee / Persons Halifax Regional Municipality Committee with Disabilities Advisory (NS) – Advisory Committee on www.saskatoon.ca/ Committee / LGBTQ Advisory Accessibility DEPARTMENTS/City%20 Committee / Womens Advisory www.halifax.ca/boardscom/ Clerks%20Office/Boards%20 Committee access/index.html and%20Committees/City%20 vancouver.ca/ctyclerk/ civicagencies/civicindex.htm London (ON) – Accessibility Boards%20and%20 Committees/Pages/ Advisory Committee Windsor (ON) – Accessibility www.accessibility.london.ca CulturalDiversityandRace RelationsCommittee.aspx Advisory Committee / Diversity Committee Markham (ON) – Race Relations www.citywindsor.ca/002428.asp Committee / Advisory Committee Sherbrooke (QC) – Comité des on Accessibility relations interculturelles et de www.citywindsor.ca/003561.asp www.markham.ca/wps/ la diversité portal/Markham/ www.ville.sherbrooke.qc.ca/ Winnipeg (MB) – Citizen Equity MunicipalGovernment/ webconcepteur/web/ Committee / Access Advisory CouncilCommitteeMeetings/ VilledeSherbrooke/fr/vivre/ Committee StandingAdvisoryCommittees service.prt?iddoc=98394& www.citizenequity.org page= details.jsp&svcid= www.aacwinnipeg.mb.ca Municipality of the County VS_LISTE_PG6 of Kings (NS) – Race Relations and Anti-Discrimination Stratford (PEI) – Diversity and Committee Inclusion Committee www.county.kings.ns.ca/ www.town.stratford.pe.ca/ residents/relations.asp content/sustainability
Oakville (ON) – Accessibility Advisory Committee www.oakville.ca/advisory.asp
CCMARD | 37 raC Sm anD 4. Some questions to consider are: D SCr m nat on LINKING TO EXISTING PRIORITIES, INITIATIVES 1) are there specific local needs that we need to affect the lives of men AND NETWORKS respond to? and women, girls and boys, in different ways. linking your plan of action to existing priorities, 2) what are the current and future demographics initiatives and networks can have a number of of our community? advantages: it can contribute to the ongoing W en We aPP a 3) what is already being done effectively? by whom? enDer enS to city sustainability of your initiatives, allow for greater sharing of resources, prevent the fatigue or “burn-out” where are the gaps? what support might be planning and decision needed for the existing work? ma ing, we are as ing of the individuals and organizations involved, and about differences and allow you to benefit from the wealth of knowl- 4) who is able to do this work in our community? ine uities between edge, skills and experiences that already exist in what is our capacity? your municipality. women and men girls 5) is there a budget available for us to implement and boys , as well as Some initiatives you may consider when looking our plan? or are we relying on volunteers? or both? diversity and ine uities for linkages include: among women. e 6) what are our established local priorities/ recogni e that no service 1) your official Community plan strategies (eg. housing, immigration, economic or plan is gender neutral. 2) your municipality’s sustainability plan development, education, etc)? e as city decision 3) priorities established by your local economic 7) what is our vision for the future of our ma ers to identify gender development association municipality? biases so as to ensure services address the needs 4) local housing and employment strategies 8) what makes our municipality unique? of both women and men, 5) plans for the attraction and retention of 9) who are our stakeholders? who could we partner/ and promote e uity. newcomers collaborate with? ttawa’s iversity Snapshot MEN Equity and nclusion 6) existing municipal policies that support 10) are there relevant best practices and lessons Lens www.cawi-ivtf.org/sites/ diversity work learned? all/files/pdf/publications/ EI- ens/ S-women.pdf 7) other community-based initiatives your plan of action will have a greater chance of being successfully implemented if it reflects your unique local realities. issues addressed in the plan should be those identified by your community stakeholders and action items need to be realistic within the context of your municipality.
Gender-based analysis (Gba) status of women Canada’s The City of Gatineau consulted is a tool to assist in system- website provides insight on citizens on the 2012-2014 plan BEST atically integrating gender how to do a Gba. BEST of action under its policy on considerations into the policy, www.swc-cfc.gc.ca/pol/gba-acs/ Cultural diversity. about planning and decision-making 120 people participated. PRACTICE guide/200 /gba-acs-eng.html PRACTICE processes. it corresponds to www.gatineau.ca/page.asp a GENDER-BASED a broader understanding of BRAINSTORMING culture c en-CA p la_ville/ gender equality using various participation_citoyenne/ ANALYSIS competencies and skills to SESSION consultations_publi ues/ involve both women and men consultations_publi ues_20 / in building society and pre- activite_re exion_plan_ paring for the future. action_20 2_20 4_diversite_ culturelle_ anvier_20 in French only
38 seCTion 04 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
– interviews can gather 5. Informant interviews too Stat St Ca significant and meaningful information to help REFLECTING YOUR LOCAL REALITY Pro e o o r you identify community issues. The focus and Comm n t a) identifying the issues attention given to the discussion, the opportunity The Groupe de travail b) establishing a baseline to seek immediate clarification, and the ability to sur les communautés tailor the questions and interview style to the c) identifying action items dévitalisées has published informant are benefits to this method of informa- in 20 0 La bo te outils d) indicators of success tion gathering. Conducting confidential interviews Répertoire de ressources may also allow for greater participation from pertinentes au démarches A) IDENTIFYING THE ISSUES members of marginalized communities who may de revitalisation. The The first step in the development of your munici- perceive a risk in sharing their experiences in a document includes a list pality’s plan of action involves taking a good look greater community context (for example, members of resources uebec and at your community and, in collaboration with your of the lGbT community). a challenge to conducting Canada that can provide stakeholders, identifying the issues that exist. interviews is the investment of time required to statistical data on a variety having strong community involvement in this devise the interview questions, complete the inter- of themes of interest to a process will help ensure a wide-range of experience views and compile the results. municipality as well as ideas and challenges are recognized. having a clear Document Analyses and Census Data – several on how to develop a understanding of the issues important to those municipalities have undertaken anti-discrimination community s profile. living in your municipality as well as the unique and diversity work prior to joining the Canadian www.um . c.ca/uploads/files/ context in which diverse experiences are lived, will Coalition of Municipalities against Racism and pub_autres/boite_outils_ help you create an impactful plan of action. repertoire_revitalisation.pdf discrimination. Community-based organizations, in French only There are a number of ways you can begin to identify in particular, have been very effective in doing this the issues. each method offers its own challenges work. Far too often the resulting reports have been and opportunities. using a combination of shelved without substantial action being taken. approaches will greatly add to the wealth of infor- These documents can be quite valuable and infor- mation and understanding gained in the process. mative when identifying the issues you would like This section outlines some of the methods to include in your plan of action. your municipality CCMaRd members have used to identify the may also have compiled documents on such specific issues in their communities. These include: topic areas as housing, employment, recreation services, etc. • Informant interviews • Document analyses and census data Census data can be quite useful in gathering infor- mation related to community demographics, • Focus groups employment rates, income levels, housing and • Community forums crime rates. These statistics can be helpful in • Community advisory groups establishing a baseline for your anticipated results (see “Establishing a aseline” in this section of the toolkit).
in addition to data found in The Thunder Bay Committee www.diversitythunderbay.ca/ statistical reports, valuable against Racism and uploads/documents/ BEST information can be gathered BEST discrimination (TbCaRd) T CAR -FinalReport.pdf from your community stake- conducted interviews with holders. This can be done representatives from the City PRACTICE using a number of approaches PRACTICE of Thunder bay and other COLLECTING including focus groups, inter- CONDUCTING CCMaRd signatory munici- views, questionnaires, and palities. Their interview guide BASELINE community forums. More INFORMANT and compilation of results can information on these methods be found in their 2009 Report DATA can be found in the Identify the INTERVIEWS on the Thunder bay plan for Issues section of this toolkit. action.
CCMaRd | 39 The policy Pour une partici- are diverse. They experience http://ville.montreal.qc.ca/pls/ areas of activity. It has pro- pation égalitaire des femmes discrimination in various forms portal/docs/PAGE/FEMMES_ duced many opinions on a Best et des hommes à la vie de and may encounter racism, VILLE_FR/MEDIA/DOCUMENTS/ variety of topics relating to Montréal [For equal partici- which has numerous reper- POLITIQUE_F_H.PDF gender equality including pation of women and men in cussions: poverty, unstable (in French only) one on the accessibility of Practice the life of Montreal] was employment, domestic vio- public transit entitled Pour The City also created in 2004 adopted in 2008. The city lence and isolation. The Ville qu’elles embarquent! Ensuring the Conseil des Montréalaises administration thereby sig- de Montréal works closely with [Women all aboard] and [Montreal Women’s Council] equal nalled its commitment to its partners to reduce these another on housing conditions to act as an advisory body to support gender equality in inequities and favour the entitled Les femmes et le the municipal administration participation all of its activities. The policy inclusion of all women by logement [Women and housing]. on issues of gender equality is built around five action adapting its actions to the and the status of women in www.ville.montreal.qc.ca/ of women areas: governance, the city as diversity of its population. Tools the city of Montreal. The conseildesmontrealaises an employer, improving services and initiatives have been Council promotes greater and men to citizens, (and) the city’s developed to strengthen this participation by female economic development and trend including an activity kit Montrealers in the city’s the city’s international presence. on gender equality, and gender- public life. It is composed of The Ville de Montréal realizes based analysis (GBA) training. 15 members who reflect that the problems experienced Since 2009, the City has cele- Montreal’s cultural and social by women, especially visible brated Women’s History Month diversity and come from various minorities and immigrants, in October.
40 seCTion 04 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
Focus groups – Focus groups can be used to gather establish goals for your work. This information is information in a way that may be less time- important as it will provide you with a starting consuming than individual interviews. discussion point against which to measure your success. among participants can often enrich the data There are many sources and types of baseline data. collected. The Thunder bay Committee against For evaluation purposes, it is important to ensure Racism and discrimination offers the following that the information you are collecting is directly characteristics of a typical focus group: relevant to the actions outlined in your plan and 1) has less than 10 people that you have the means and capacity to collect 2) brings together respondents who are part of any changes in this data as your work progresses. a homogenous group in its 2005 report to unesCo (indicators for 3) uses a facilitator who asks a common set evaluating Municipal policies aimed at Fighting of broad questions Racism and discrimination), the Chaire de recherche 4) generally lasts for 1 to 2 hours sur l immigration, l ethnicit et la citoyennet (CRieC) outlines the following types of baseline data. Community forums – hosting a community forum is another way to identify and discuss the issues important to community members. benefits of Economic unemployment rate, income levels and poverty this approach include the ability to bring a num- data rates by ethnic or national origin, annual ber of diverse community members together at employment equity data for federally regu- lated employers, data to enable interpretation one time, it presents an opportunity to raise of the position of racialized groups (education awareness of the issues through educational ses- level should be used as a control variable) sions, and it creates networking possibilities for other data: employment rate of racialized the participants. The cost of hosting such an event groups, under-employment of such groups, long-term retention of members of such may be a challenge depending on the size of the groups by employers forum planned. Community Advisory Groups – establishing com- Housing Residential segregation, access to owner- data ship, commute times and dependency on munity advisory groups is an effective way to public transport, user-friendliness of bus identify issues of importance in your municipality. services when inviting participants to sit on these com- mittees, it is important to ensure diversity among Data on hate crimes, number of reports of racist members. Generally, individuals who agree to be public incidents, number of discrimination com- safety plaints, percentage of persons indicted/ involved in such a capacity are already involved in tried for criminal offences, citizens’ feelings several community initiatives. with this in mind, of security expectations of the committee should be clearly expressed in the beginning and work managed in Education official language training and competence, such a way to allow for maximum participation data educational attainment, participation in higher education, home computer and on-line while avoiding “burn out”. Community advisory access, waiting time for english classes and groups can allow for ongoing consultation and adult education can lead to the contribution of resources and spe- cialized expertise. Health hospitalization and mortality rates, obesity data rates, infant mortality and birth weights B) ESTABLISHING A BASELINE when developing your plan of action it is important Data Representation of racialized groups within on civic the city council and in management of to have a baseline of information related to your participa- local bodies identified priorities. a baseline is the basic infor- tion at mation collected at the start of the project. it can municipal level be thought of as a snapshot of your municipality before you have begun to implement your plan of similar data should be accessed for other groups action. it will provide you with a clear understanding of interest such as aboriginal peoples, persons of the realities of your community and help you with disabilities and the lGbT community.
CCMaRd | 41 metroPo S C) IDENTIFYING ACTION ITEMS en anC n Po C when identifying action items and targets to Realistic – in addition to thinking about if your Pro ramS anD include in your municipality’s plan it is important action items and targets are attainable, it is impor- m n C Pa aCt onS to be SMART; tant to consider if they are realistic. are your targets t ro reSearC Specific realistic within the timeframe you have laid out in Metropolis is a networ your plan? ask yourself and your stakeholders: “are Measurable for comparative research and we willing and able to do this?” public policy development Attainable Time-limited – set a timeframe for your plan of on migration, diversity, and Realistic action. you may consider breaking it down into immigrant integration in Time-limited short-term, medium-term and long-term actions cities in Canada and around and targets. set evaluation dates around these the world. – be concrete, detailed and exact in what timeframes. http //international.metropolis.net/ Specific index_e.html you want to accomplish. The more specific your as stated throughout this Toolkit, the Canadian action items and target items are the easier it will Coalition of Municipalities against Racism and be to maintain a common understanding among discrimination has developed Ten Common your stakeholders and to effectively work toward Commitments for signatory municipalities. These them. commitments can be an effective guide in identi- Measurable – is it possible to measure whether fying action items. To start your thinking, you will your target has been reached or to quantify the find the list of the Ten Common Commitments as progress made on your action item? it will be well as sample actions linked to the Commitments important to keep your baseline information and in the “promising practices” section of this Toolkit. data sources in mind when thinking about this. Attainable – are your action items possible to implement within the context of your municipality? For example, are there sufficient resources (human and financial)?
Sometimes the group it may be useful to have tasked with creating the City Council request that all CCMARD action plan does departments bring forward not have the authority or their performance indicators mandate to set performance as part of their ongoing measures for the entire business plans. Corporation. In this case,
For specific actions imple- To ensure the integration of police, Culture, strategic mented by CCMaRd members the measures contained in the planning, urban planning and BEST to meet each Commitment, BEST Ten points action plan of 3-1-1). The initiative enables please see the section of this the Canadian Coalition of participants to assess results PRACTICE toolkit entitled Promising PRACTICE Municipalities against Racism for the year and raises aware- ACTIONS ITEMS Practices The 0 Common and discrimination, the City ness among those in charge of Commitments . INTERSERVICES of Gatineau has instituted an these services on the impor- IMPLEMENTED annual meeting of all services tance of working together ANNUAL involved (including the towards a common goal. BY CCMARD MEETING ombudsman, human Resources, MEMBERS
42 seCTion 04 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
D) INDICATORS OF SUCCESS Results Indicators – assess the concrete impact of too a t o the mechanisms put in place, their effect on dis- e rePort n evaluations of your plan of action should take crimination caused by racism. They inform us S Stem o rS place at predetermined times in its implementa- about disparity between large-scale objectives of tion. This will allow you to gauge your progress, ed by the Federation of the anti-racism and anti-discrimination programme determine additional actions that may need to be Canadian Municipalities and the means put forward to reach these goals. taken to meet your goals and identify directions FCM , the uality of ife for future initiatives. establishing clear indicators For e ample, the increase of income of vulnerable Reporting System O RS when you are designing your plan will make these groups, the decrease of hate crimes, the decrease measures, monitors and evaluations more feasible and meaningful. or e tinction of residential segregation, the reports on social, economic improvement of education level, the decrease of and environmental trends as you determine the indicators you will use to unemployment rate among vulnerable groups, the in Canada s largest cities measure your progress, it is important to keep in rate of satisfaction of vulnerable groups and s and communities. mind the baseline information you have available defending their rights, etc www.fcm.ca/ O RS for comparison and your capacity to collect the data needed. understanding how you will measure How This Might Look in Your Plan of Action: success from the beginning will enable you to Goal: To increase the presence of racialized communities design more effective data collection methods and in decision-making bodies in the community (including ensure that this information is available when you municipal council and its committees) are ready to undertake your assessment. Action Item Performance Results The 2005 CRIEC Report (see p. 41) suggests two main Indicators Indicators types of indicators: performance or implementation indicators and results indicators. Recruitment # of recruitment % of racialized and training sessions held groups in Performance Indicators – a set of mechanisms and of potential management applicants # of participants positions processes, programmes, policies and various means in training aimed at fighting racism and discrimination. sessions % of racialized groups on City For e ample, the e istence or not of an ombudsman # of job postings Council and its placed in the committees office, the number of employees participating in the ethno-cultural intercultural training, the increased number of media, the municipal scholarships for young people, the number lGbT media, etc. of companies or organizations sensitized on the employment of potential targets of discrimina- tion, the improvement of accessibility to social services, the increased number of candidates coming from underrepresented groups, etc
performance and knowledge university of Toronto and a (see link below) and send it indicators staff also assists QUICK WINS – sharing across cities. it also worldwide network of par- to GCiF headquarters by cities in the analysis of indi- The Global City provides a solid base for evi- ticipating cities and email or fax. a password is cators in order to assist cities Indicators Facility dence-based policy and international organizations. then issued to the city offi- in use of the data. management at the local GCiF member cities are rep- cial contact for access to the The GCiF tool assists policy (GCIF) level to build more sustain- resentative of all regions of website. Cities joining GCiF makers in developing key able cities. based in Canada the world. are then able to enter their The Global City indicators measures that inform budget at the university of Toronto, data, draw comparisons in Facility (GCiF) provides an Membership is free and decisions, future city targets, the Facility hosts a standard- various peer groupings and established set of city indicators enrolment is a simple pro- actions and strategies, thus ized system of global city analyze their data to help with a globally standardized cess. Cities simply need to fill improving targeting and indicators with support from improve city planning and methodology that allows for out a membership form operational performance of the province of ontario, the performance. The Global City global comparability of city available at GCiFs homepage services. www.cityindicators.org
CCMaRd | 43 The following tools and reports Municipalities Reports Tools Merrill Cooper for the Action Government of Alberta – can help you in your munici- Thunder Bay Committee Alberta Urban Municipalities Planning pality’s action planning process. Pathways to Change: Against Racism and Association (AUMA) – Toolkit Facilitating the Full Civic Tools Reports on Indicators Discrimination – A Report on for Welcoming and Inclusive Engagement of Diversity Groups the Thunder Bay Plan for Communities (2006) Chaire de recherche sur in Canadian Society (2007) Action (2009) l’immigration, l’ethnicité et la www.auma.ca/live/ www.culture.alberta.ca/hremf/ citoyenneté (CRIEC) – Indicators www.diversitythunderbay.ca/ digitalAssets/25/25953_WICT_ priorities/docs/PathwaysTo booklet_10232008.pdf for Evaluating Municipal Policies uploads/documents/TBCARD- Change.pdf FinalReport.pdf aimed at Fighting Racism and City of Ottawa & City for All Spreadsheet Reporting Tool – Discrimination (2005) City of Toronto – Status Women Initiative – Equity and This interactive template can http://unesdoc.unesco.org/ Report, 2009 Access, Equity Inclusion Lens: A User’s Guide be used for your municipality’s images/ 0014/001496/149624e.pdf and Human Rights (AEHR) (2010) Plan of Action Achievements. European Coalition of Cities http://ottawa.ca/doc_repository/ www.ccmard-ccmcrd.ca guides/eil_user_guide_en.pdf against Racism (ECCAR) – www.toronto.ca/diversity/pdf/ status_rerport_2009_aehr_ See the Resources Section of Study on Challenges in the accomplishments_with_colour_ Ontario Human Rights this document for more ideas! Development of Local Equality appendices.pdf Commission – Guide – Anti- Indicators – A human-rights- Racism and Discrimination centered model for Municipalities (2010) http://unescdoc.unesco.org/ www.ohrc.on.ca/en/resources/ images/0018/001884/188481E.pdf Guides/cmard/pdf
The City of Lethbridge hosted In the Fall of 2008, the City Subsequently, in Dec 2009 a in October 2010 a 2-day com- of Saskatoon hosted forums sector-to-sector forum entitled Best munity forum: “Celebrating in six community sectors that ‘Welcome Home: Symposium Diversity Conference – Building have a particular impact on on Emerging Trends in a Welcoming and Inclusive newcomers; Policing/Justice, Immigration’ was organized Practice Community”. Issues discussed Education, Health, Economic in response to the interest and Community included those related to Development/Employment, acknowledgement of indi- experiences of Aboriginal Housing and Settlement. The viduals and groups from the Forums peoples, youth, persons with forums gave interested parties six aforementioned sectors. disabilities, and LGBT com- in those specific sectors an The symposium created munity members. Forum opportunity to share ideas and opportunities for various organizers ensured there develop solutions for making organizations to advance a was a significant opportunity Saskatoon a welcoming place greater awareness of the work for discussion and sharing. for immigrants. A summation they are doing and enabled the Information gathered in the of the discussions was used encouragement of collabora- forum was used in the devel- to create the ‘Welcome Home tions and networking of local opment of a very comprehensive Immigration Action Plan’. organizations in an inter- CCMARD Action Plan. www.saskatoon.ca/DEPARTMENTS/ sectoral manner. The Conference proceedings can Community%20Services/ www.saskatoon.ca/DEPARTMENTS/ be found at www.lethbridge.ca/ Communitydevelopment/ Community%20Services/ living-here/Projects-Initiatives/ Documents/ Communitydevelopment/ Documents/Celebrating%20 ImmigrationActionPlan.pdf Documents/WelcomeHome_ Diversity%20Conference%20 Symposium%20 Proceedings%202010.pdf 2009_EmergingTrends.pdf
44 Section 04 toolkit for municipalities, organisations and citizens
The City of Calgary produces Division of the Community The make-up of Montreal’s an annual Social Outlook and Neighbourhood Services population is changing rapidly. Best report which is intended to Business Unit, with input from Best City departments are following provide an overview of sig- a variety of City and commu- the changes in diverse popu- nificant social trends and nity partners referred to as the lation groups both locally and Practice their impacts on The City and Social Outlook Network (SO Net). Practice across the metropolitan area. Prepare an the community. The report The purpose of the SO Net is Monitor The city is also associated with informs City Council in its to ensure that the content of various research and referral Annual Social budget deliberations, guides the Social Outlook report is changes in networks, including universities, City business planning, and relevant and reflective of the to gain a better understanding Outlook assists community organiza- issues impacting the selected ethno-cultural of socio-urban issues and the tions in their service planning domains. The SO Net seeks to dynamic of intercultural Report and delivery. Structured engage content experts in each diversity cohabitation, and to assess according to The City’s Triple of the domains to provide the impact of its social projects, Bottom Line Policy Framework, content guidance and feedback programs or actions. the report provides information during the research and writing www.ville.montreal.qc.ca/ on current and emerging issues of the Social Outlook. The SO montrealenstatistiques and policy developments in Net consists of a network of (in French only) the following domains: Basic domain teams comprised Needs; Diversity; Voluntary of knowledge experts for each Sector; Arts and Culture; of the 7 domains. Recreation; Community Safety; www.calgary.ca/CSPS/CNS/ and Neighbourhood Vitality. Pages/Publications-guides-and- The report is prepared by directories/Social-outlooks/ the Social Policy and Planning Social-Outlooks.aspx
CCMARD | 45 SAMPLE PLANS OF ACTION
one of the primary objectives of the Canadian Coalition of Municipalities against Racism and discrimination is to facilitate the sharing of information and best practices among members. The following municipalities have shared their action plans to help guide you in your process.
LARGE MID-SIZE SMALL MuniCipaliTies MuniCipaliTies MuniCipaliTies Calgary, Alberta – “Welcoming atineau, u bec – Stratford, Prince Edward Community Policy” “Together! – Policy on Island – “The Diversity www.calgary.ca/CSPS/CNS/pages/ Cultural Diversity” and Inclusion Report and social-research-policy-and-resources/ www.gatineau.ca/docs/la_ville/ Plan for the Town of welcoming-community-policy.aspx administration_municipale/politi ues_ Stratford” vision/politi ue_matiere_diversite_ http //townofstratford.ca/sites/ culturelle.en-CA.pdf Edmonton, Alberta – default/files/site_files/files/The_ “Racism Free Edmonton – iversity_and_Inclusion_Report_and_ Action Plan” Lethbridge, Alberta – Plan_forTown_of_Stratford_ une.pdf www.edmonton.ca/city_government/ “Building a Welcoming documents/RFE_ActionPlan_FINA .pdf and Inclusive Lethbridge – Community Action Plan Toronto, Ontario – “Plan of 2011-2021” Action for the elimination www.lethbridge.ca/living-here/ of racism and discrimination” Our-Community/ ocuments/ Community%20Action%20Plan%20 www.toronto.ca/diversity/plan.htm 20 -202 %20-%20 uilding%20 ridges%20-%20A%20 elcoming%20 and%20Inclusive%20Community.pdf
Markham, Ontario – “Everyone Welcome – Markham Diversity Action Plan” www.mar ham.ca/wps/wcm/connect/ 5e 0a0045 ff abf5 bf 2df85e05c/ Mar ham_ AP_FINA .pdf MO A PE RES CACHEI 5e 0a0045 ff abf5 b f 2df85e05c
Regional Municipality of Wood Buffalo, Alberta – “CMARD Action Plan” www.auma.ca/live/digitalAssets/ / _RM _Action_Plan_ Feb_200 .pdf
in their efforts to identify issues 1) what priorities should 3) how can the City help build 5) what would a city that in their City, Thunder Bay the City’s plan of action community capacity and has eliminated racism and BEST conducted 8 focus groups with address to eliminate support participation in the discrimination look like? the following groups of partici- racism and all forms of social, cultural, recreational, Source A Report of the Thunder pants: advocates, racialized discrimination? economic and political life ay Plan For Action. Thunder ay PRACTICE peoples, youth, adult educators, of Thunder bay? 2) how should we respond Committee Against Racism and FOCUS parents, housing representa- to these priorities? what 4) how can the City work with iscrimination. May 200 . tives, aboriginal peoples, and actions should various the community to evaluate GROUPS women. www.diversitythunderbay.ca/ sectors and other orders progress towards elimi- uploads/documents/T CAR - 5 questions were asked of of government take? nating racism and all FinalReport.pdf the participants: forms of discrimination?
46 CCMARD Section 05 IMPLEMENTING YOUR MUNICIPALITY’S PLAN OF ACTION IMPLEMENTING YOUR MUNICIPALITY’S PLAN OF ACTION “Great achievements are not born from a single vision but from the combination of many distinctive viewpoints. Diversity challenges assumptions, opens minds, and unlocks our potential to solve any problems we may face.” – Source Unknown seCTion 05 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
your initiatives. There are signifi cant differences in W ere to nD IMPLEMENTING the fi nancial resources used by municipalities; some t eSe Comm n t YOUR MUNICIPALITY’SPLAN have dedicated multi-year funding for their CCMaRd reSo rCeS OF ACTION initiatives while others rely solely on devoted Community directories volunteers. Community organi ations This section of the toolkit addresses topics related here are some ideas to help you locate the resources often have networ lists to the implementation of your municipality’s plan you will need in your community: of similar organi ations of action: Identify current community resources. several our provincial/territorial 1. 3. municipalities had successful initiatives combating Locating Resources Celebrating Successes ministry of culture and/ IMPLEMENTING racism and other forms of discrimination in their or immigration community prior to joining CCMaRd. often these 2. 4. Citi enship and Addressing Challenges Sharing and Learning From efforts are being undertaken by community-based Immigration Canada Others organizations. establish a list of these resources. identify what is already being done, how this Human Resources and relates to your CCMaRd plan of action, their capacity S ills evelopment YOUR to continue this work, and how these organizations Canada may be supported by the municipality in ways our provincial/ LOCATING other than the provision of direct funding. also RESOURCES territorial Human identify the gaps and organizational needs that Rights Commission currently exist and seek ways to address them. in the section “developing a plan of action”, the This will give you a better idea of the resource our provincial/ importance of considering your municipality’s MUNICIPALITY’S needs in your municipality. territorial association fi nancial resources was discussed. your plan of action of municipalities will determine the level of fi nancial investment required. Creativity may be necessary to implement
PLAN OF ACTION The ville de Québec website contains a portal for immi- BEST grants that provides information on employment, housing, welcome sessions, services PRACTICE for immigrants, etc. A WEB PORTAL TO FACILITATE www.ville. uebec. c.ca/en/ ACCESS TO EXISTING immigrants/index.aspx RESOURCES
VISIT THE CCMARD PAGE WWW.CCMARD-CCMCRD.CA CCMaRd | 49 Project funding. it is often more difficult to secure be more apt to provide funding if their contributions money to provide sustained, core funding for your are seen as leveraging funds from other sources. CCMaRd initiative. seeking smaller amounts of project Look outside of government. Many organizations funding to implement portions of your plan of automatically look to the various orders of government action may be more realistic. such funding may for their funding. it may be beneficial to think outside serve as a catalyst for your work, reassure commu- of this box and cast your net further. Consider nity members that action is being taken, and allow approaching local businesses as well as larger you to demonstrate success that you can use in corporations that have a presence in your commu- future funding applications. nity. insurance companies, real estate agencies, Municipal funding. some municipalities have been financial institutions and even utility companies fortunate to receive dedicated budgets from their often have funding programs and are looking for municipality for their CCMaRd work. other com- ways to give back to the community. when munities do not have the budget available for this approaching such institutions for funding think of type of support. in both cases it is important to the links between the objectives outlined in your demonstrate your success to maintain or increase plan of action and the company’s own vision and your funding or to make a case for future support. identify the benefits for the company. For example, inform Council of your progress at regular intervals if some of your initiatives are focused on the and highlight any financial support you have attraction, retention and successful integration of received from other sources. Municipalities may immigrants you may want to highlight the new
communitY FoundationS poSSible FedeRal look FoR coalition paRtneRS al erta an rights Funding SouRceS Co ission Community Foundations may pRovincial ReSouRceS The following organizations www.albertahumanrights.ab.ca sometimes provide funding a original affairs and Most provinces and territories are partners of the Canadian for work that supports northern De elo ent have programs to support Coalition of Municipalities ontario an rights CCMARD. Many of the com- Canada initiatives that promote diver- Against Racism and Co ission munity foundations are also www.aadnc-aandc.gc.ca/ sity and inclusion. Examples Discrimination. This is a good www.ohrc.on.ca undertaking ital Signs eng/1100100028526 include: place to start to look for pos- assessments, an annual sible partnerships. an rights ed cation and Sas atchewan an rights check-up to measure the Canadian eritage m ltic lt ralis nd Canadian Co ission for Co ission vitality of communities across www.pch.gc.ca/eng/ al erta neSCo www.shrc.gov.sk.ca Canada (indicators may include 1266236603663/ http://culture.alberta.ca/hremf www.unesco.ca civic engagement, belonging, 1266193154466 al erta r an m nici alities immigrant settlement, etc.). association Citi enshi and igration e race C Canadian race relations www.auma.ca www.cfc-fcc.ca Canada www.embracebc.ca o ndation www.cic.gc.ca/english/ www.crrf-fcrr.ca www.vitalsignscanada.ca/ Welco ing Co nities nion of no a Scotia multiculturalism/funding/ index-e.cfm manito a Canadian association of m nici alities index.asp www.gov.mb.ca/chc/multi_sec/ Stat tory an rights www.unsm.ca Local reports can be found at wcm.html agencies www.vitalsignscanada.ca/ an reso rces and S ills nion des nici alit s d De elo ent Canada www.cashra.ca local-reports-e.html no a Scotia of ce of ec www.hrsdc.gc.ca/eng/funding_ igration ederation of Canadian www.umq.qc.ca programs/index.shtml www.novascotiaimmigration.ca m nici alities racis ree Wor lace Social Sciences and www.fcm.ca ontario ministry of Strategy rSDC a o r anities research Co ncil Citi enshi and igration national association of Progra www.sshrc-crsh.gc.ca/funding- www.citizenship.gov.on.ca/ riendshi Centres www.hrsdc.gc.ca/eng/labour/ financement/index-eng.aspx english/grantsandfunding/ www.nafc.ca equality/racism/index.shtml Stat s of Wo en Canada index.shtml www.swc-cfc.gc.ca/fun-fin/ igration et co na t s index-eng.html c lt relles ec o th Canada www.micc.gouv.qc.ca/fr/ www.youth.gc.ca/eng/audiences/ programmes.html 50 employers/index.shtml seCTion 05 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
client base for a financial institution and point to Look to other CCMARD members. Contact other t P or Women’S their desire to diversify their services. Most institu- signatory municipalities to ask about their funding or an at onS tions want to be seen as reflective of their customer sources, how they established these partnerships The website of the base and contributing to the overall sustainability and how they have utilized their community Canadian omen s of the community. For them, it just makes good resources. other CCMaRd members may have Foundation offers tools business sense. developed resources that they are willing to share to support the wor of so that the work does not have be re-invented in Establish partnerships. Formal partnerships are a women s organi ations. your community. if there are a number of CCMaRd way to leverage resources and provide mutual The Foundation also members in your province consider organizing benefits to organizations involved in anti-racism offers grants. a networking/resource-sharing workshop or initiatives. such partnerships can exist between www.canadianwomen.org conference. The provincial network of welcoming municipal, institutional and community-based and inclusive Communities in alberta is an example organizations. Consider holding a workshop for of this. The Canadian Commission for unesCo make o r community organizations at which representatives can help put you in contact with other CCMaRd Pro ramS aCCeSS e from local, provincial, private (foundations and signatory municipalities. to a corporations), and federal programs explain their programs, what resources are available and to Using multiple formats for explore the possibilities for partnerships. programs, publications, policies, etc. may highly contribute to reaching out to various audiences. What is the role of the Canadian Co ission Accessible formats include for neSCo in the le entation of yo r Plan of action? Adobe Acrobat; Audio The Canadian Commission is not a granting agency and is not in a position to financially support the development of implemen- cassettes; raille Grade tation of CCMARD-related commitments. Alternative partnership options, such as moral support (logo use) or “in-kind” support and 2 ; Electronic Text; HTM ; (helping you contact another signatory municipalities, provide suggestion for speakers, etc.) may however be explored. The Intervention services; arge Commission is mandated to liaise between Canadian municipalities/partners and the NESCO Secretariat in Paris, which Print; Orientation and coordinates the International Coalition of Cities against Racism. Mobility service; Signed The Canadian Commission for NESCO is interested in hearing about your CCMARD-related activities, events and programmes. films, videos and meetings; Do not hesitate to inform us of what is happening in your municipality so we can share the information with the network and, Sign language interpretation; in some cases, profile your experience at the international level! Touch Tone ine; and TT ine.
CCMaRd | 51 Some e amP eS o ADDRESSING D erS t eD Cat on CHALLENGES anD tra n n in implementing your CCMaRd plan of action you long-held beliefs. all of us are at different stages in reSo rCeS are bound to run into challenges and roadblocks. this process. often resistance to anti-discrimination Canadian Race Relations eliminating racism and other forms of discrimination work comes from ignorance and a lack of opportu- Foundation Education is difficult, emotional and long-term work. This nities for education. This is true for those who and Training Centre section highlights some strategies you may use to exhibit blatant biases towards marginalized www.crr.ca/content/ help overcome these obstacles. groups as well as for those who refuse to acknowl- section/ 8/ /lang,english/ edge there is a problem. providing educational Re-visit your common vision. in the “developing a opportunities for your community stakeholders, Racism Free or place plan of action” section of this toolkit, the impor- Council members, municipal employees, potential Strategy HRS C tance of creating a shared community vision was funders and local businesses is an important step www.hrsdc.gc.ca/eng/labour/ discussed. often challenges arise when there are in creating an understanding of the issues you are e uality/racism/index.shtml different understandings of the established priori- working to address. it may also contribute to Hastings Institute ties, competing agendas or disagreements over increased action and the establishment of new ancouver who is responsible for the implementation of the partnerships. Remember not to assume that various sections of your plan of action. Revisiting http //vancouver.ca/ because an individual has a good understanding hastingsinstitute/ your common vision at regular intervals and of one form of discrimination (or has a lived re-establishing this shared focus with your community experience of it) that he or she has the same stakeholders will help to overcome these challenges understanding of another. For example, racism and re-align your CCMaRd priorities with those of exists in the lGbT community and there is your partners. homophobia in racialized communities. Diversity Training and Education. Racism and other working with community organizations on the forms of discrimination are learned attitudes and development and implementation of a training behaviours. eliminating discrimination, then, education program for municipal employees, partners, requires a process of “unlearning”. This is a continuous landlords, policing authorities, etc. is an effective way journey that requires openness, commitment and of meeting several of your CCMaRd Commitments. a willingness to embrace discomfort as we challenge
Consider preparing a special The City of Calgary’s welcoming insert (for immigrants, lGbT, community policy (wiC) outlines BEST people with disabilities, etc.) BEST a blueprint for enhancing the in a local newspaper to present lives of immigrants in Calgary to your citizens information on by identifying ways in which PRACTICE your municipality’s programs, PRACTICE The City of Calgary could better USE LOCAL resources, policies, etc. IMPLEMENTATION serve their distinct needs. it also To view an example prepared by comes with a policy Framework MEDIA TO RAISE the ille de Sherbroo e for PLAN and implementation plan that newcomers provides some guidelines AWARENESS ON and resources to address the www.ville.sherbroo e. c.ca/ implications of implementing YOUR webconcepteurcontent / this policy for The City of Calgary. PROGRAMS! 00002 00000/upload/ www.calgary.ca/CSPS/CNS/Pages/ SSC C/communautaire/cah_ Social-research-policy-and- immigration.pdf French only resources/ elcoming- community-policy.aspx
52 seCTion 05 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
rSDC raC Sm ree WorkP aCe Strate
The Racism Free or place Look to your stakeholders. Community stakeholders Look for quick wins. The idea of eliminating racism Strategy RF S of the come to the table with a vast amount of experience, and other forms of discrimination in your commu- abour Program, Human expertise and resources. when a challenge arises nity may be daunting. your plan of action may be Resources and S ills in the implementation of your plan of action look quite comprehensive and appear overwhelming if evelopment Canada, to them for potential solutions. They may have you want to do it all at once. This, in and of itself, promotes a fair and encountered similar obstacles in their own work, may prove to be a challenge to the successful inclusive wor place, free have a resource to share to help overcome the implementation of your plan. at the beginning of of discriminatory barriers challenge, or offer a different perspective that you your work, it is especially important to look for quick to employment and might have overlooked. at other times, they might wins. These easily implemented actions will provide advancement of members just be able to offer you the encouragement you you and your stakeholders with the success you of isible Minorities and need to continue this important work. will need to move forward, demonstrate your Aboriginal Peoples. The commitment to action to community members, RF S see s to partner and may provide you with evidence of your capacity with various sta eholders to as you continue to seek funding for your other increase the effectiveness initiatives. of the federal government in creating awareness of and solutions to racism and discrimination in the wor place. One recent Work or a ork for ll is a collection peoples adversely affect partnership between the example of a partnership of short films offering a range individuals, organizations, National Film Board of was a public forum to mS a a nSt of perspectives on racism in communities and Canadian Canada and the Racism-Free commemorate the raC Sm n t e the workplace through docu- society at large. These films Workplace Strategy of the International ay for mentary, drama and animation. serve to ignite discussion from Labour Program, HRSDC. the Elimination of Racial WorkP aCe Their compelling storylines the boardroom to the classroom, http://workforall.nfb.ca/ iscrimination on March 2 . and characters, along with and are a powerful tool for staff The Educational uide is the accompanying informative development, equity training Panelists from the private available for download at: sector, academia, and The interviews with directors and and continued education. ork http://workforall.nfb.ca/ City of Calgary spo e to community stakeholders, shed for ll is a film project com- sites/workforall.nfb.ca/files/ light on direct and systemic prised of an eleven D D set WFA-Booklet-EN-Full.pdf community members and racism. They show how these plus an extensive educational employers about strategies forms of discrimination against guide and a comprehensive for creating welcoming visible minority and Aboriginal web component, created in communities and racism- free wor places. www.hrsdc.gc.ca/eng/labour/ e uality/racism/index.shtml
Safe Harbour: Respect for All currently more than 1000 safe www.safeharbour.ca QUICK WINS – is about a vision in action: harbour locations through- Safe Harbour: creating opportunities for out british Columbia, alberta, Respect for All businesses, institutions, Manitoba and newfoundland. agencies, and municipalities To learn more about the Safe Program to create respectful, wel- Harbour: Respect For All coming workplaces and program and how it may be a communities. There are quick win for your municipality:
CCMaRd | 53 Recognition Programs Montreal (QC) – Prix Sherbrooke (QC) – Alberta Business Awards of Ministère de l’Immigration Interculturel de Montréal Distinction – Diversity et des Communautés Calgary (AB) – Immigrant of Immigrant merit recognition Abe-Limonchik Leadership Award culturelles du Québec – Distinction Awards awards (REMI) Acknowledges the accom- The Alberta Human Rights Prix de la citoyenneté Recognizes individuals, youth The purpose of the awards is to plishments of one citizen and of Commission Diversity Leadership Anne Greenup and employers that work to recognize and honour immi- one organization or enterprise Award of Distinction recog- Recognizes individuals and promote diversity and inclusion. grants who have distinguished whose practices highlighted themselves through their nizes organizations that non-profit organizations’ efforts www.immigrantservices Montreal’s ethnocultural diver- entrepreneurial spirit, successful embrace diversity in their in the struggle against racism calgary.ca/immigrants-distinction sity and whose achievements employment integration, aca- workforce, encourage respect in Québec. London (ON) – Race contributed to improving demic or scientific performance, and inclusion, are eliminating www.quebecinterculturel.gouv. Relations Recognition Award the relationships between artistic or athletic talent, or discrimination and barriers, qc.ca/fr/prix-distinctions/ Acknowledges and recognizes Montrealers of every origin. social/community involvement and help create welcoming prix-citoyennete/anne-greenup. businesses, organizations, www.ville.montreal.qc.ca/ in their adopted regions. and inclusive workplaces and html private and public institutions diversite (in French only) http://remiq.org/cgi-cs/ communities. or their representatives who cs.waframe.content?topic= http://abbusinessawards.com/ Saskatoon (SK) – Living in initiate and take actions to 32931& lang=1# Harmony Contest and Ontario Ministry of Citizenship further race relations in London Awards and Immigration – Newcomer and to eliminate racial dis- Winnipeg (MB) – Citizen The Contest encourages indi- Champion Awards crimination in our community; Equity Committee – Youth viduals to explore what Recognizes individuals and heightens public awareness Role Model Awards intercultural harmony means groups who have made a dif- of positive race relations as Honours young people who to them, and share their ideas ference in their community well as within the business by their contributions have with the community through and province through active community and our own become role models within writings or pictures. The Awards citizenship and engagement. corporation; and, encourages their respective communities. recognize local organizations Award recipients are champi- ongoing city wide activities www.citizenequity.org/news_ or individuals for their efforts ons of voluntarism, proud which promote/advance London details.php?news_id=5 in promoting intercultural supporters of newcomers, as a welcoming city. harmony in our community. Toronto (ON) – Access, and advocates of greater www.london.ca/d.aspx?s=/ www.saskatoon.ca/ Equity and Human Rights social and civic inclusion. Awards_and_Recognition/ DEPARTMENTS/ Awards www.citizenship.gov.on.ca/ racerelations.htm Community%20Services/ Recognizes individuals and english/citizenship/honours/ Communitydevelopment/ groups for their ongoing nca.shtml Cultural%20Diversity%20 efforts to build a city where and%20Race%20 everyone can participate fully Relations/Pages/Cultural%20 in the social, cultural, economic, Diversity%20and%20Race%20 recreational and political life Relations%20Month.aspx of Toronto. www.toronto.ca/civicawards
In February 2010, the Halifax towards the reconstruction HRM is also undertaking a music, dance, celebrations, Regional Municipality (HRM) and operation of the Seaview Social Heritage Strategy, which and special skills. and the Africville Genealogy United Baptist Church to will shape future policies and Best www.halifax.ca/Culture/ Society announced an serve as a memorial to programs. Social heritage socialheritage/index.html agreement that recognizes Africville, as well as 2.5 acres refers to the history and Practice and commemorates the of land at Seaview Park. HRM cultural identities of people Recognize and former community of is also establishing an African in a particular region. It Africville and ensures its Nova Scotian Affairs function includes physical elements Highlight your history remains a significant within HRM, to act as a liaison such as monuments, docu- part of the fabric of the between the municipality ments, and artefacts. It also Municipality’s municipality. The agreement and African Nova Scotian includes oral traditions, Heritage and includes a contribution community. customs, folklore, languages, www.halifax.ca/africville History
54 seCTion 05 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
e Pro D o e n CELEBRATING Part o CCmarD SUCCESSES o not hesitate to mention your commitment on your as mentioned throughout this toolkit, taking action Celebrate a significant date. host a community municipality s website, at to eliminate racism and other forms of discrimina- celebration or commemoration event recognizing events on inclusion and tion in your community is challenging and often a significant date in your municipality. The anni- diversity, in media releases, emotionally draining work. while it is important versary of signing onto CCMaRd, the international during interviews, etc. for us to learn from these challenges and from the day for the elimination of Racial discrimination, shortcomings of some of our initiatives, it is perhaps Gay pride day, and national aboriginal day are just even more important to take the time to celebrate a few examples. be sure to include recognition of the successes we have along the way. doing this your own work in these celebrations. More examples will provide the encouragement that you and your of celebrations are available in section 3 of this community stakeholders will need in order to toolkit. continue this work. be creative in how you do this Recognition programs. establish a program that and remember this is your time to have some fun! recognizes the significant efforts of your commu- Annual report cards. several municipalities have nity stakeholders. explore collaboration opportunities chosen to issue annual report cards on the progress with existing award programs. disseminate infor- of their CCMaRd initiatives. highlighting your mation on these programs to your local partners. successes in this manner and releasing them to plan a special event to celebrate these contributions. the public during a community celebration is a This has the added benefit of raising awareness of wonderful way to recognize your hard work. your municipality’s efforts to combat racism and other forms of discrimination.
atinea C ourn e Sas atoon Sk C lt ral anco er C e amP eS o gatinoise de c l bration Di ersity and race relations Co e oration of the e entS to de la diversit culturelle month nternational Day for the Ce e rate www.gatineau.ca/diversite www.saskatoon.ca/ eli ination of racial DEPARTMENTS/ Discri ination montr al C Week-ends D erS t Community%20Services/ http://vancouver.ca/ du monde Communitydevelopment/ multiculturalism/pdf/ www.parcjeandrapeau.com/ Cultural%20Diversity%20 program-march17a.pdf home.html and%20Race%20Relations/ Windsor on o th for Pages/Cultural%20 Pro ince of ec neSCo Wee end Diversity%20and%20Race%20 Semaine d’actions contre le Windsor nited Relations%20Month.aspx racisme action Wee against www.citywindsor.ca/news/ racis tr ro nS em raCe tr ro fullevent.asp?listing=6194 www.inforacisme.com www.truro.ca/2011-10-01/ embrace-festival.html
CCMaRd | 55 Some mem erS anD PartnerS o CCmarD have presented their SHARING AND experiences at various LEARNING national and international FROM OTHERS meetings. These include CCMAR National Meeting, you are not alone in your commitment to take Share informally. This toolkit highlights the work Federation of Canadian action against racism and other forms of discrimi- being done by several municipalities across the Municipalities FCM Annual nation. There is strength in knowing that you are a country. look for initiatives that are of interest or Conference, National part of a national coalition of municipalities who that are directly relevant to the objectives of your Metropolis Conference, share your vision and goals. learning from the own plan of action. Make contact with these European Coalition of Cities experience of other municipalities will greatly municipalities and ask to speak about their progress. against Racism ECCAR benefit your own community’s efforts.T here are Remember to share your own work with them. a number of opportunities to do this sharing General Conference, Recognize the expertise in your own community. and learning: International Coalition of Throughout this toolkit we have recognized the Cities Against Racism ICCAR Take part in networking events. Members and importance of community stakeholders numerous Meeting, orld Urban partners of the Canadian Coalition of Municipalities times. There is a wealth of experience and knowledge Forums UN-Habitat , orld against Racism and discrimination host networking right on your doorstep. organize a networking Forum on Human Rights, and learning meetings. invitations to these events event to encourage sharing among your stake- United Cities and ocal are sent to the primary contacts listed for each sig- holders and community organizations. establish a Governments UC G orld natory municipality. if possible, attend this meeting resource list and commit to continued sharing. Congress, and many others. and network with representatives from other Be a sharer not a taker. every municipality is busy All were excellent occasions CCMaRd signatory municipalities. it is a good and facing its own resource limitations. The transfer to present Canadian good opportunity to hear about the successes they are of experience, resources and information is most practices, share experiences having and to benefit from the lessons they effective when it is seen to be mutually beneficial. and ta e advantage of what learned in the implementation of their plans. look when seeking the experience of others be sure to a networ has to offer for similar networking opportunities in your own offer your own resources and learnings in return. province. Follow up with the contacts you make at these events and explore possibilities for addi- tional sharing.
The City of Montreal com- The Many Faces of Markham Then there is a 2 hour talent memorates black history event, held on or near March 21 to show where diverse enter- BEST Month by sponsoring the commemorate the international tainers perform at the Markham work of the Round Table on day for the elimination of theatre. The Mayor presents Black History Month, a non- discrimination, is coordinated prizes to those who win the PRACTICE profit organization that by the Town’s Race Relations student competition. PARTNER WITH LOCAL promotes activities high- Committee in partnership with www.mar ham.ca/Mar ham/ lighting both the history and the local schools. in 2011, the epartments/NewsCentre/ ORGANISATIONS OR SCHOOLS TO the contemporary situation event was titled, “waving Flags”. manyfaces.htm of black communities in There is a student poster, article MAXIMIZE YOUR OUTREACH! Quebec. and/or video competition www.moishistoiredesnoirs.com judged by the committee.
56 CCMARD Section 06 Aboriginal Engagement Aboriginal Engagement
“THE HEART NEVER KNOWS THE COLOR OF THE SKIN”. – Chief Dan George (1899-1981) seCTion 06 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
aCCeSS t e ABORIGINAL BUILDING BRIDGES ENGAGEMENT TOGETHER RESOURCE GUIDE ere off-reserve aboriginal communities are among the 1. 3. www.sparc.bc.ca/component/ Sharing largest and fastest growing communities in Canada – Mutual Recognition search/ searchword building bridges ordering newest with over 70 percent of aboriginal peoples living in searchphrase all urban areas (statistics Canada, 2006). The CCMaRd 2. 4. Mutual Respect Mutual Responsibility Ten Common Commitments clearly speak to the necessity of undertaking actions to address the discrimination and inclusion of aboriginal peoples. in order to effectively achieve this objective, true engagement of aboriginal peoples in both the planning and implementation of your CCMaRd initiatives is required. This section explores this engagement and provides examples of how municipalities are doing this. uilding ridges Together: A Resource uide for Inter- Cultural Work bet een Aboriginal and non-Aboriginal Peoples SPARC C highlights four principles of Report of the Royal Commission on Aboriginal Peoples, olume ABORIGINAL engagement of aboriginal peoples. Taken from the Looking Forward Looking Back, Part Building the Foundation of a Royal Commission on aboriginal peoples (RCap), Renewed Relationship, Chapter The Principles of a Renewed ENGAGEMENT these principles of the renewed relationship are: Relationship
The term “Aboriginal” is The term “Indian” is legally The term “Non-Status Indian” a note on considered to be inclusive of defined under the indian act refers to an aboriginal person term no o a significant diversity of iden- of Canada R.s.C. 1985 c1-5 and who is not recognized as “indian” tity and includes First nations includes those who are mem- under The Indian Act. This term peoples, inuit, and Métis peoples. bers of an indian band or a does not apply to inuit or Métis it is important to recognize First nations community. persons as they are not included that First nations peoples, inuit Many First nations peoples under The Indian Act. and Métis peoples have diver- consider the term to be gent histories, languages, offensive and derogatory. cultures and knowledge systems.
CCMaRd | 59 ro a Comm SS on on a or na 1 3 PeoP eS MUTUAL RECOGNITION SHARING In the early 0s, the Mutual recognition is a call to non-aboriginal in order for a relationship to be beneficial and government of Canada Canadians: “to recognize that aboriginal people are mutually satisfying for both parties, an appropriate recogni ed the harm the original inhabitants and caretakers of this land amount of sharing needs to be involved. effective suffered by Aboriginal and have distinctive rights and responsibilities that sharing is not possible when there are inequalities Peoples in Canada as the flow from that status. at the same time, it calls on and dependencies inherent in the relationship. This result of coloni ation. aboriginal people to accept that non-aboriginal has important implications for CCMaRd initiatives The Royal Commission on people are also of this land, by birth and by adoption, as suggested in the following quote from the Aboriginal Peoples RCAP and have strong ties of affection and loyalty here. Royal Commission on aboriginal peoples. was established in More broadly, mutual recognition means that “if sharing is to be a valued part of the renewed to examine the situation aboriginal and non-aboriginal people acknowl- relationship, both parties need to be in a position and provide recommendations edge and relate to one another as equals, to engage in exchanges on an equal basis. Meaning and principles for moving co-existing side by side and governing themselves sharing is not possible under conditions of poverty forward together as Aboriginal according to their own laws and institutions. and dependence, so strong and effective measures and non-Aboriginal Canadians. Mutual recognition thus has three major facets: need to be taken to address the often appalling equality, coexistence and self-government.” A copy of the Final Report inequalities that separate aboriginal and non- of the RCAP 4,000 pages Report of the Royal Commission on Aboriginal Peoples, aboriginal Canadians in such sectors as health, divided in 5 volumes is olume Looking Forward Looking Back, Part Building housing, income and overall living conditions.” generally available to order the Foundation of a Renewed Relationship, Chapter The Report of the Royal Commission on Aboriginal Peoples, or at most local libraries. Principles of a Renewed Relationship olume Looking Forward Looking Back, Part Building Highlights from the Report are in order to achieve this goal of mutual recognition, the Foundation of a Renewed Relationship, Chapter The available at www.ainc-inac. Principles of a Renewed Relationship gc.ca/ap/rrc-eng.asp it is important for a municipality and its aboriginal peoples to start a journey of understanding by ABORIGINAL PEOPLES providing an opportunity to share cultural and community experiences and histories. This should 4 ACT AND ICTION MUTUAL RESPONSIBILITY ND EDITION be a dynamic and on-going process of exchange and collaboration, as opposed to a singular event. P erre ePa e “This principle involves the transformation of the This resource reviews the colonial relationship of guardian and ward into history of uebec from 2 one of true partnership. This principle applies to all 0 to the present with MUTUAL RESPECT Canadians who want to work with aboriginal peoples toward a more just society.” the aim of demystifying Respect is key to building a successful relationship some of the commonly held between any group of individuals and needs to be SPARC BC, Building Bridges Together, p myths about Aboriginal extended to and from all parties. Peoples. It is published by uebec s Commission des one important aspect of the concept of respect is droits de la personne et “the quality of courtesy, consideration and esteem des droits de la jeunesse. extended to people whose languages, cultures and The full boo can be accessed ways differ from our own but who are valued fellow- online at members of the larger communities to which we all belong. in this sense, respect is the essential pre- www2.cdpd . c.ca/ ocuments/ ArboriginalPeoples.pdf condition of healthy and durable relations between aboriginal and non-aboriginal people in this country.” Report of the Royal Commission on Aboriginal Peoples, olume Looking Forward Looking Back, Part Building the Foundation of a Renewed Relationship, Chapter The Principles of a Renewed Relationship
60 seCTion 06 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
Sas atoon anco er’s Creating o r t re the a original Di ersity e amP eS o me ta We tan Progra s Dialog e Pro ect Partnering With irst S ort Progra m n C Pa ME TA WE TAN is the Cree Dialogues between First nations Willia ’s a e a original Co ncil of Strate eS or word for “Let s Play”. ME TA Nations, rban Aboriginal The goal of First Nations eth ridge WE TAN centres provide a and Immigrant Communities Partnerships is to celebrate our The idea is to provide an a or na gathering place for youth to in ancouver is a project cultural diversity and resiliency intake/first response for en a ement learn healthy lifestyles convened by the City of and in so doing, honouring and Aboriginal people who have through sport, recreation, ancouver, in collaboration with respecting the long history, encountered discrimination and cultural activities. Two community partners. Its goal traditional knowledge and in the community of Lethbridge leaders provide a fun and is to promote increased unique contributions of First and surrounding area through: active atmosphere while understanding and stronger Nations to our way of life in offering support, advocacy, sharing Aboriginal crafts, relationships between indig- Williams Lake. It supports the mediation, referrals, valida- games, and other activities. enous and immigrant preservation and cultivations tion of concerns and acting as www.saskatoon.ca/ communities within the city. of First Nations cultures, an alternative to the Provincial DEPARTMENTS/ Phase one of the project traditions, resources, and Human Rights Commission. COMMUNITY%20SERVICES/ began in January 2010 and land for all generations. The program has emerged as COMMUNITYDEVELOPMENT/ a leader in Human Rights ran until July 2011. Funding is http://williamslake.ca/files/4/ METAWETANPROGRAMS/Pages/ by offering the community provided by the overnment Williams%20Lake%20OCP%20 MetawetanPrograms.aspx presentations, workshops, infor- of Canada and the Province Chapter%204.8%20-%20 mation sessions and leading of British Columbia, through Partnering%20with%20 community events such as the the BC Welcoming and First%20Nations%20-%20 PAN AEA Diversity Caf . Inclusive Communities and Final%20Draft-jAN%202011.pdf Workplaces Program. The program networks in the www.vancouver.ca/ community with its diverse dialoguesproject range of partners, such as the relationship with the Lethbridge Regional Police Service by working together to address hate crimes and discrimination in the community. The Diversity Coordinator works closely with the Municipal CMARD Committee in the creation of the community action plan passed in January 2011, as well as working with the committee to organize diversity conferences and community events. www.acleth.com the Power of Partnershi s the riendshi Centres The National Association of Friendship Centres (NAFC) is a network In many cities, Friendship Centres are the only providers of of 11 Friendship Centres and seven Provincial/Territorial culturally-enhanced programs and services to urban Aboriginal Associations (PTAs) nationwide that provide culturally enhanced residents. For over 0 years, Friendship Centres have been programs and services to urban Aboriginal people. The facilitating the transition of Aboriginal people from rural, Friendship Centre Movement is unique in the broad spectrum of remote and reserve life to an urban environment. For many specialized services it provides to urban Aboriginal people across Aboriginal people, Friendship Centres are their first point of Canada. The provision of services currently offered at Friendship contact to obtain referrals to programs and services. iven that Centres is specialized and may include areas such as: Culture, Family, the Aboriginal population is the fastest growing segment of outh, Sports and Recreation, Language, Justice, Housing, the Canadian urban population, these Centres are vital pillars Health, Education, Employment, Economic Development and in the infrastructure of urban Aboriginal society. a variety of miscellaneous projects ranging from social activities Source: National Association of Friendship Centres to community building initiatives and special events. www.nafc.ca
CCMaRd | 61 ed onton a original r an Police mkWa o ort nity Calgary a original r an montreal r an a original e amP eS o affairs Co ittee ed cation Circle affairs Co ittee Ca aC Co nity Strategy m n C Pa ed onton r an a original reater S d ry Police and Calgary r an netWork Strate eS or accord nitiati e Pro ect Ser ice a original nitiati e C a The vision of the network is and a original The Police M WA Opportunity Calgary a original r an to improve the quality of life a or na relations of ce Education Circle is a partner- affairs Co ittee Ca aC – of the Aboriginal people in en a ement The Edmonton Aboriginal ship that was formed to This Mayor s task force promotes the greater Montreal area. Urban Affairs Committee was create learning opportunities the interests and well-being of This will be done through a established to act as a catalyst for Aboriginal, including First urban Aboriginal Calgarians. coordinated approach of like- to developments for Aboriginal Nation, M tis, and Inuit, Established in 19 9 by the minded organizations, pro- people in the City of students living in the City Mayor and Treaty Chiefs, grams, services and Edmonton. In fulfilling its of reater Sudbury and CA AC affirms the 2 ,000 community groups and people purpose, the Committee serves surrounding area who may urban Aboriginal people who to align collective interests as a liaison, advisory and wish to pursue a career in the make up the social and eco- and support locally-driven support body to City Council justice sector. It also serves nomic construct of Calgary, initiatives. The purpose of and the City of Edmonton in to establish meaningful rela- and ensure that their historical the network is to provide the City s dealings with tionships between students and cultural presence is written opportunities for organiza- Aboriginal people living in and police officers. into the great stories about tions serving the Aboriginal the City of Edmonton. the history of Calgary. people in the greater The underlying premise that www.calgary.ca/CSPS/CNS/ Montreal area to broaden www.edmonton.ca/city_ guided the development of Pages/First-Nations-Metis-and- their achievements by – and government/city_organiza- the Police M WA Opportunity Inuit-Peoples/Calgary-Aboriginal- create measurable and sus- tion/edmonton-aboriginal- Education Circle is the Urban-Affairs-Committee/ tainable improvements in – urban-affairs-committee.aspx belief that the education of Calgary-Aboriginal-Urban-Affairs- the following: Aboriginal youth will lead to The accord nitiati e was Committee.aspx 1. Sharing information and created by the City of enhanced opportunities and transfer knowledge about Edmonton and the Edmonton employment that will in turn Calgary r an a original Aboriginal people s needs Aboriginal rban Affairs lead to the empowerment of nitiati e C a – This commu- – including available services, Committee in response the the individual. Police officers nity partnership – agencies, useful resources and needs and aspirations of participating in the program three levels of government, potential opportunities; Aboriginal Peoples residing are exposed to Aboriginal and local stakeholders – in Edmonton. The project history and educated in addresses and coordinates 2. Prioritizing needs; produced the first-of-its-kind cultural competencies. The solutions facing Aboriginal . Exploring and initiating rban Aboriginal Accord. program has received wide- Calgarians. Supported by a joint projects that address spread recognition and www.edmonton.ca/city_ national network of similar gaps in and duplication of awards locally, provincially, government/initiatives_ initiatives, C AI enhances services; national and internationally. innovation/edmonton-urban- plans in eight domain areas 4. Creating opportunities to ltimately the program aboriginal-accord-initiative.aspx by looking at ways to reduce develop and strengthen benefits both the participating barriers for Aboriginal partic- working relationships. To continue on its journey of youth and police officers. ipation and resolution. In 200 , the ille de Montr al building good relations with As one of the program out- www.cuai.ca/about/detail. helped create the Montreal Aboriginal people the City comes, “Policing in Ontario – asp?ID=148 rban Aboriginal Community established the permanent A Future for ou”, the first Strategy NETWOR . It has a original relations of ce. ever Aboriginal police recruit- continued to assist the The four staff at the ment video in Canada NETWOR since then with Aboriginal Relations Office was developed to target professional, material and work to help the City of Aboriginal youth for the financial support. City repre- Edmonton continue on its Police service profession. sentatives sit on four of journey of building good www.gsps.ca/en/yourpolice/ the NETWOR s working relations with Aboriginal MKWA.asp people – in the spirit and intent committees: Art and Culture, of the Edmonton rban Communication, Aboriginal Accord. Employability/Training/ www.edmonton.ca/city_ Employment, and Social government/city_organization/ Services. It is also represented aboriginal-relations-office.aspx on the steering committee and helps fund projects developed by the NETWOR s working committees. 62 http://reseaumtlnetwork.com/ CCMARD Section 07 Youth Engagement Youth Engagement
“I wonder – If young people were actively engaged in all aspects of society, and thought of themselves as community leaders, problem-solvers, role models, mentors and key ‘stakeholders’...how would the world change?” Jennifer Corriero, Co-Founder and CEO of TakingITGLobal (printed on – THE WAY I SEE IT #48 – Starbucks Coffee Cup, 2005) seCTion 07 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
1. 5. W o S a o t ? YOUTH A range of youth ages is Linkages to power exist so There is no consensus about ENGAGEMENT represented and the format/ that youth are able to have how to define youth . structure of the youth meaningful and sustained In Canada, most youth involvement model is relevant access to decision makers. youth are actively engaged in many initiatives programmes refer to to their skills, abilities, and combating racism and other forms of discrimination people between 5 and 0. in our communities. Their involvement often brings developmental stages. 6. energy, new ways of looking at issues, and innova- Necessary supports are in tive and creative strategies for approaching them. 2. place to bring youth to the Municipalities who engage youth, both formally Youth are included on staff. table and keep them there. This If there are paid positions may include: food, financial (e.g. through established youth Councils and advisory within the program structure, reimbursement for time, Groups) and informally (e.g. through engaging with invite youth to fill them. mentors, peer supports, an established youth programs and implementing inclusive atmosphere, more recreation and arts-based activities), benefit greatly 3. than one youth at the table, from their involvement. Access is youth-friendly. and adequate training for the task. EFFECTIVE YOUTH ENGAGEMENT Meeting times are appropriate and transportation, cultural effective youth engagement exists when : and literacy needs are 7. The above is from an article outlining several indicators of considered. There is continuity of youth effective youth engagement featured in the community involvement. This occurs development newsletter of the Social Planning and Research 4. when there are systems to YOUTH Council of BC (SPARC BC). The complete article is available at: Diversity is ensured. outh enable youth participants www.sparc.bc.ca/resources-and-publications/category/ from diverse communities to build on the work done 38?start=10 develop a position on the in the past. ENGAGEMENT decisions to be made.
Some ReSouRceS on Youth Changing the andsca e in being able to engage and n ol e o th a g ide to 12 to 2 within their communi- engagement n ol ing o th in Social Change collaborate more effectively eaningf l yo th ties by allowing them to (International Institute for Child with youth. engage ent actively participate in decisions Creati e tools Ci ic Rights and Development) – http://youtheffect.org/ (City of Toronto) – The uide affecting them and to play a engage ent of Children Through case studies, stories, provides strategies on how more influential role. o th activities, real life lessons and o th engage ent tool kit organizations can help young www.mcconnellfoundation. (International Institute for Child practical recommendations, (Halifax Regional Municipality s people gain new skills by ca/en/resources/report/ Rights and Development) – this uidebook offers insights Community Recreation Services creating welcoming environ- engaging-youth-within-our- Launched in 200 in the and tools to bring youth Department, HeartWood ments, supporting youth to communities context of the “ rowing p in engagement to life in organi- Centre for Community outh make decisions and designing Cities – Canada” project, this zations and communities. Development) – The Tool it program activities and St dents ta ing action resource aims at helping www.youthscape.ca/ presents ideas and tools for approaches that meaning- against racis tool kit municipalities increase the LearningCentre_ adults who wish to engage fully engage youth. (Abbotsford Community Services, social inclusion of young people, Changing%20the%20 youth (staff who work with www.toronto.ca/involvey- BC) – This tool was developed especially those at risk. It also Landscape.html youth – recreation leaders, outh/youth2.htm by youth, for youth, to lead seeks to improve the effec- teachers, etc. – volunteers, their own anti-racism group in tiveness and sustainability of the o th effect tool it coaches, parents and essen- engaging o th within o r their schools. city planning. for Decision ma ers on tially anyone with a general Co nities http://static.diversityteam. www.iicrd.org/resources/ engaging o th interest in engaging young (Jos e Latendresse and org/files/140/students-taking- tools_and_training_manu- (TakingIT lobal and the oung people). Natasha Blanchet-Cohen for action-against-racism- als/creative_tools lobal Leaders outh Task www.halifax.ca/rec/ the McConnell Foundation) – tool-kit.pdf?1271974433 Force, 2011) – Created to inspire YouthEngagementToolkit.html This guide is intended for leaders of organizations across community and organizational sectors to believe in the capa- actors who would like to bility of youth and to develop integrate young people ages the skills of established leaders
CCMaRd | 65 t PS to en a e o t HOW TO ENGAGE YOUTH Social Media. IN CCMARD? Faceboo , Twitter, and ouTube. They may be as for any other groups in your community, the involvement of youth in the early useful tools to reach out stages of the process is a definite asset to their sustainability. indeed, one will to youth. be more likely to participate in the implementation of a programme, policy or event if they have been consulted in earlier phases of its development and Partner with local schools developed a sense of ownership for it. There are numerous ways to engage and youth organi ations. youth in CCMaRd-related initiatives. here are some examples: Connect with the Canadian Commission 1. 3. 5. for UNESCO s outh Involve your local outh se the arts, sports and Encourage youth from your Advisory Group and Councils/Advisory roups. recreation! community to participate in national or international ASPnet schools. 2. 4. contests, campaigns or Encourage peer support. et in touch with members of Link your initiatives with trainings related to inclusion ord of mouth is big the outh Advisory roup ( A ) programs and organizations and diversity! e creative. Use sports, of the Canadian Commission that are active in areas related the arts, and technology. for NESCO and with NESCO to one or more of CCMARD s 6. Associated Schools in your area! areas of action. Be inspired by what has been Give youth an active done in other municipalities role, with concrete tas s and exchange good practices! Follow up on youth engagement initiatives this will help with youth retention issues for future initiatives. Give a voice to young people, and listen to it
There are numerous videos project Do you See What I film follows the experiences www.aspenfamily.org/index. QUICK WINS – that can trigger re ection on Think? consists of collective of Canadian youth from php/about/resources Use videos to trigger racism and anti-discrimination works inspired by the central culturally diverse backgrounds national il oard of discussions and reflec- among youth as well as with theme of the International as they struggle to balance Canada Refer to the English tions among youth! other age groups Some Year of Youth: Dialogue and two worlds: the traditional NFB Films for Recommended examples include: Mutual Understanding . cultural values of home and Viewing Section of this Toolkit Do o See What thin ? www.youtube.com/user/ the Westernized culture that for a list of suggested films (Canadian Commission for CanadaCouncil lies outside. The DVD comes organized around CCMARD with Get Talking!, a companion UNESCO S Youth Advisory rowing a ong Strangers Ten Common Commitments guide to facilitate discussion Group, 2011) The video (Aspen Family, 2009) The www.nfb.ca on the issues raised in the film.
66 seCTion 07 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
1. INVOLVE YOUR LOCAL YOUTH COUNCILS/ADVISORY GROUPS youth Councils and advisory Groups are effective ways to engage youth in your CCMaRd work in a formal manner. These groups provide an opportunity for youth to inform the development of plans of action, promote anti- discrimination initiatives to their peers and communities, and successfully implement programs and policies in the municipality.
maYoR’S Youth taSk conSeil jeuneSSe de Commission Jeunesse otheR exampleS oF Youth FoRce – maRkham montRéal (cjm) (Youth commiSSion) – councilS/committeeS gatineau Calgary mayor’s o th The Mayor s outh Task Force The Conseil eunesse de Co ncil (M TF) is a branch of the ontr al (CjM) Montreal outh The atineau outh Commission http://youthcentral.com/ Markham Council run by youth. Council is an advisory com- is mandated to: mayors-youth-council It is comprised of youth, mittee composed of 1 young 1. provide municipal council people between the ages of Markham Councilors and with recommendations on ed onton o th Co ncil 1 and 0 and reflecting the Mayor of Markham. The planning, development and www.edmonton.ca/city_ Montreal s diversity. It advises purpose of the M TF is to improvements in the quality government/city_organization/ the city administration on all provide local youth a voice by of life of adolescents in youth-council-city-of- issues relating to youth from which they may give input atineau; edmonton.aspx and develop initiatives to 12 to 0 years of age and 2. form a point of access for enhance youth opportunities ensures that young people s adolescents to the youth ictoria o th Co ncil within the Town of Markham. concerns are heard. Created commission and municipal http://cvyc.net It allows Markham s future in 200 , the CjM provides council; leaders to plan and influence young Montrealers with an Windsor mayor’s o th through events like the opportunity to participate in . set up a partnership to ad isory Co ittee m aC Milliken Children s Festival. forging the city s future by ensure the consolidation of www.windsoryouth.com http://markhamyouth.com giving them a voice and the consultation mechanisms power to influence decision- promoting the planning, making. It comprises members organization and imple- who reflect Montreal s diver- mentation of activities sity. In 2011, the CjM held a designed to enhance the public consultation on com- quality of life of adolescent munications between the clients in the City of city and youth. The CjM also atineau; and organized the fourth annual 4. review files and issues Montreal youth day. CjM concerning the adolescent activities are well attended population. and its advice keeps the www.cjgatineau.ca city receptive to the needs (French only) of youth. www.cjmtl.com
CCMaRd | 67 2. 3. GET IN TOUCH WITH MEMBERS OF THE YOUTH USE THE ARTS, SPORTS AND RECREATION ADVISORY GROUP (YAG) OF THE CANADIAN utilizing the arts and recreation programs can be COMMISSION FOR UNESCO AND WITH UNESCO beneficial to engage youth in your community and ASSOCIATED SCHOOLS IN YOUR AREA! in your CCMaRd-related activities. by using creative The Canadian Commission for unesCo is committed approaches to engaging youth, it will be possible to engaging youth in its programming. This is for you to connect with youth who might otherwise accomplished through maintaining an active youth feel excluded and have major impact! advisory Group comprised of youth aged 16 to 32. USING THE ARTS… They provide recommendations on unesCo’s priorities and programmes in all its sectors (education, The international Centre of art for social Change natural sciences, social and human sciences, (iCasC) notes that “art is central in helping people Culture, Communication, and information) and to find new ways to see the world and in developing contribute to their implementation. models that integrate and celebrate imaginative thinking, leading to mobilization and effective The Youth Advisory Group (YAG) allows for net- action (…) art processes expand and deepen our working and collaborative opportunities that capacity for change.” encourage inter-generational and inter-cultural exchanges. The youth advisory Group works to … SPORTS AND RECREATION mobilize the creativity, expertise and unique per- sport is a powerful tool to strengthen social ties and spectives of its members to contribute to the networks, and to promote ideals of peace, non- present and future development of our societies. violence, tolerance and justice as it has the ability Members of the youth advisory Group are knowl- to bring people together. it can be an interesting edgeable about CCMaRd, unesCo and in many avenue to explore in your communities. on the other cases, issues related to racism and other forms hand, like at the office or at school, sports team can of discrimination. They can provide strong sup- also be a place where discrimination and racism still too port to your municipality at any stage of your often occurs. when planning your anti-discrimination CCMaRd involvement. and anti-racism strategy, think of raising awareness www.unesco.ca/en/interdisciplinary/youth on these issues with your local sport teams and include them in the discussions! UNESCO Associated Schools are committed to promoting unesCo’s ideals by conducting pilot projects to better prepare children and young people to meet the challenges of an increasingly complex and interdependent world. They can also be interested in being involved in CCMaRd-related activities. www.unesco.ca/en/interdisciplinary/aspnet
The vancouver youth advisory to have a group of young with other programs that they Group (yaG) of the Canadian people who were engaged are engaged in, and together BEST Commission for unesCo with CCunesCo and eager to they were able to celebrate became engaged with the support their work. as the the day. although, the youth City of vancouver once the international day for the advisory Group did not play PRACTICE city joined the Coalition. elimination of Racism and a very active role before the city COLLABORATION BETWEEN YAG yaG members attended discrimination approached, joined CCMaRd, they actively the official signing of the yaG members approached became involved with the city MEMBERS AND THE CITY OF declaration and stayed in the city to see if they had any once they had signed and touch, offering to support plans to commemorate the day are now helping the city VANCOUVER the city as they began and how yaG members could achieve its goals and engage implementing their CCMaRd be a part of it. yaG members young people in the process. goals. The city was pleased helped the city by connecting
68 Section 07 toolkit for municipalities, organisations and citizens
“Sport has a unique power to attract, mobilize International Centre of ArtReach Toronto Youth Voices Against MANY and inspire. By its very Art for Social Change ArtReach Toronto is a unique Racism ORGANISATIONS (ICASC) European Coalition of nature, sport is about collaborative funding program participation. It is about PROMOTE ARTS that invests in creative arts Cities against Racism The Centre has been conceived inclusion and citizenship.” AND RECREATION by Judith Marcuse Projects to initiatives developed by young How to counteract racism in support art for social change people (between 13 and 29 years sport and through sport? – United Nations Office on Sport for Development and Peace FOR SOCIAL communities around the world. of age) living in vulnerable This question was at the CHANGE. SOME The ICASC Links database communities in Toronto. ArtReach heart of the project “Youth EXAMPLES contains local and international has been developed as a low- Voices Against Racism”, an “Art bridges the silos that arts for social change related barrier funding program with initiative of UNESCO, FC separate us as we confront INCLUDE: educational programs, insti- a high level of support to youth Barcelona and the European today’s pressing issues. Art tutions, organizations and organizations and young artists. Coalition of Cities against creates new visions and Arts network for practitioners. Youth play leadership roles in Racism, in partnership with engagement, connecting children and youth www.icasc.ca the program including par- the European Parliament, the head and the heart.” The Arts Network for Children ticipation on the Grant Review launched in June 2008. The “Hopscotch” and – Judith Marcuse and Youth (ANCY) is a national Team, whose role it is to assess objective was to allow young Community Art Program non-profit community arts ser- proposals. All partners sup- people to play an active role Halifax Regional vice organization. ANCY was porting ArtReach Toronto have in the fight against racism by Municipality (HRM) established by a group of different mandates, yet they involving them in local policy arts practitioners with a Hopscotch is an urban art all recognize the power of arts making and the design of vision to develop sustainable festival celebrating hip hop and culture to engage youth local initiatives. arts programming for children culture. It was created in 2010 with diverse backgrounds and www.unesco.org/new/en/ and youth in communities as a way to portray the posi- experiences from vulnerable social-and-human-sciences/ across Canada. tive elements of hip hop communities in meaningful themes/human-rights/ http://artsnetwork.ca culture, engage youth, and ways, and the potential for this fight-against-discrimination/ celebrate HRM’s diverse engagement to influence their coalition-of-cities/eccar/ ArtsSmarts music & arts community. social and economic outcomes. youth-voices-against-racism http://hopscotchhalifax.com www.artreachtoronto.ca ArtsSmarts is a dynamic A video entitled “Put Racism approach to generating and The Community Art Program Outside Looking In Offside” was also produced sustaining innovative school started as a pilot project in by UNESCO and FC Barcelona partnerships centred around Outside Looking In (OLI) provide the fall of 2006 and an initia- to mark the International Day the arts. It is delivered in more opportunities for self-expression tive to provide opportunities for for the Elimination of Racial than 170 communities across to Indigenous youth through the young people to be creative, Discrimination on 21 March. It Canada via its network of arts, while giving Canadians connect with their commu- presents a message delivered partners. the chance to learn more about nity and heighten community by three of FC Barcelona www.artssmarts.ca Indigenous peoples through identity through beautifi star players. performance. cation. The program has since www.youtube.com/ Ici Par les Arts www.olishow.net expanded to involve youth watch?v=nKe-oQH2Mz0& Ici Par les Arts is a non-profit feature=player_embedded and community members of Diversity Cup – Calgary organization specializing in all ages. development through the arts. www.halifax.ca/Culture/ Co-Chaired by the Calgary www.iciparlesarts.com CommunityArts/index.html Police Service (CPS) and (French only) Community Life Improvement Council (CLIC), this event has become the ultimate vehicle for reaching youth that do not ordinarily have the opportu- nity to engage in community level, team sports. www.diversitycup.ca/ Diversitycup
CCMARD | 69 4. LINK YOUR INITIATIVES WITH PROGRAMS AND ORGANIZATIONS THAT ARE ACTIVE IN AREAS RELATED TO ONE OR MORE OF CCMARD’S AREAS OF ACTION. There is already a lot out there when it comes to strengthening youth engage- ment in areas related to CCMaRd. being aware of the mandate and expertise of some organizations as well as of available resources may help you save time and money while avoiding an unnecessary duplication of work. here are some examples!
eQuitaS Youcan canadian council FoR Youth canada E ITAS – International Centre O CAN is a non-profit chari- ReFugeeS Youth netwoRk nterested in iring o th? for Human Rights Education table organization dedicated As part of the Canadian The outh Canada website is a non-profit organization to building a culture of peace Council for Refugees, the also offers a list of programs that advances equality, social among youth. Its vision is to outh Network gives youth and services specific to the justice and respect for human foster “a nation where all and youth allies a voice to needs of employers hiring dignity through innovative youth work in partnership address challenges faced by youth. education programs in Canada with their communities to newcomer youth and a space www.youth.gc.ca/eng/ and around the world. grow in peaceful and conflict to share ideas on how to audiences/employers/index.shtml E ITAS equips frontline resolving lifestyles.” meet these challenges. One human rights defenders and of its projects, “Speak p! o th oo ing for Wor ? The O CAN is committed to website also offers a list of educators, government insti- focusing on peaceful conflict Support Newcomer outh tutions and children and oices in Canada”, aims at programs and services specific resolution, the prevention of to the needs of unemployed, youth with knowledge, skills violence and consensus supporting groups of new- and values to build a global comer youth across Canada aboriginal, disabled and building through youth led newcomer Canadian youth. culture of human rights. initiatives. O CAN assists in developing public education and advocacy resources that www.youth.gc.ca/eng/ E ITAS has two Toolkits in youth in exploring the con- promote the rights of non- home.shtml Canada: la it air and nection between conflict peakin i hts that help resolution and violence pre- citizen children and youth. engage children and youth vention. This, combined with http://ccrweb.ca/en/youth/ (ages -1 ) in basic human training workshops, forums youth-network rights values and issues. and national conferences http://equitas.org provide youth with the skills and knowledge to make a real difference in our com- munities by developing “ outh Taking Action” plans. These plans allow for youth empowerment by challeng- ing youth to identify the most current issues they face in their schools and create solutions to address them. www.youcan.ca
70 seCTion 07 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
5. ENCOURAGE YOUTH FROM YOUR COMMUNITY TO PARTICIPATE IN NATIONAL OR INTERNATIONAL EVENTS, CONTESTS OR CAMPAIGNS RELATED TO INCLUSION AND DIVERSITY! There are many events, contests or campaigns that can be major assets in imple- menting and stenghtening youth engagement in your community. do not hesitate to spread the word to your local partners!
Some exampleS include… P ra o th ideo esti al PL RAL is a outh ideo gnite Change now lo al Festival on Migration, Diversity o th asse ly a A and Social Inclusion for youth is a vibrant social forum pre- between 9 and 2 years old. sented every two years by the A project of the nited Nations John Humphrey Centre for Alliance of Civilizations ( NOAC) Peace and Human Rights and and the International its partners. p to 00 youth, Organization for Migration ages 1 -2 , from diverse back- (IOM), the PL RAL is a outh grounds gather to explore ideo Festival s goal is to different themes through ensure youth engagement in inspiring keynotes, rich music, these important issues both amazing art, hands-on work- at local and global levels by shops, and more! making their videos available www.youthassembly.ca through a variety of media platforms and distribution networks including broadcasts, internet, festivals, conferences and events around the world. www.unaoc.org/pluralplus
The True Sport campaign The Step Up! Speak Out! Ally of perceived or actual sexual QUICK WINS – encourages integrity, fair Campaign for Inclusive Sport orientation. The Website pro- Join the True Sport play and excellence. A grow- is a partner initiative led by vides numerous resources to Campaign and the ing number of schools, clubs, national sport organizations help achieve this objective. Step Up! Speak Out! leagues, teams, and commu- designed to encourage ath- www.caaws.ca/ Ally Campaign for nities across Canada have letes, coaches, officials, sport stepupspea out/e/index.cfm Inclusive Sport joined the movement. Check administrators, parents, fans out What you can do: and other members of the Communities in the Canadian sport community resources section to respect all individuals www.truesportpur.ca involved in sport, regardless
CCMaRd | 71 6. BE INSPIRED BY WHAT HAS BEEN DONE IN OTHER MUNICIPALITIES! looking at what other municipalities have done and learn from their experience in terms of good practices, challenges, outcomes, etc. is a good way to start your reflection. here are examples of events or programmes implemented by CCMaRd signatory municipalities.
Youth FoR uneSco RallY hRm Youth webSite – YouthScape (2006-2010) – citizenu Youth hoSt pRogRam – “teaming up FoR haliFax Regional victoRia, calgaRY, vancouveR thundeR baY thundeR baY, RivièRe deS diveRSitY!“ – windSoR municipalitY Citizen is an action research The outh Host Program pRaiRieS, haliFax, The City of Windsor Race & The HRM outh Website project that aims to create an brings together newcomers SaSkatoon and hamilton Ethnocultural Committee presents youth events and even safer, stronger and more to Canada aged 1 -24 and and the outh for NESCO youth programs. It is a source outhScape is pan-Canadian inclusive ancouver. Through established “Canadian” youth Working Committee orga- of information specifically for initiative that seeks to engage citizen programs delivered of the same age for friend- nized in 200 a outh for 1 -19 year-olds. The website marginalized youth in com- by partner community orga- ship, sharing and learning. NESCO Rally “Teaming p also features a outh uide munity building and decision nizations, youth and their Newcomer youth learn about for Diversity!“ It included that contains information about making. It helps create stronger families are trained and living in Canada, practice information about race and services, events, volunteering more resilient communities engaged as leaders in their speaking English, and make ethnocultural relations from and work opportunities, and longterm, sustainable schools, communities and connections in their new several organizations around housing, etc. systems change. outhScape across the city – working community. outh Host Windsor & Essex County as www.HRMyouth.ca has implementing organiza- together to tackle all forms of volunteers act as guides to well as diversity, cultural tions in municipalities. These racism, discrimination and life in the community. In the music, entertainment and communities each took unique bullying. process, they learn about food as part of the overall pathways to “change their www.vancouveryouth.ca/ other cultures and gain a goal to create awareness and landscape” from focusing on citizenU better understanding of promote the prevention of improving police-youth rela- what it s like for another racism and discrimination in tions and supporting young person of their age to move communities, schools and parents, to expressing youth to a new country and culture. organizations. There was voice through art, music and www.thunderbay.org/article/ also an Art allery Night, dance. Although the project youth-host-program-322.asp designed to make CMARD officially ended in 2010 after programs interactive and 4 years or activity, the spirit give students a creative voice lives on and the resources by providing an opportunity developed in this context for them to exhibit their art- remain available via the work and express how they website below. view racism and discrimina- outhScape was convened by tion within themselves and the International Institute for in their community. Child Rights and Development www.ohrc.on.ca/en/ (IICRD) and was supported education/about/rally/view by the J.W. McConnell Family Foundation and the nited Way of Calgary and Area. www.youthscape.ca
72 CCMARD Section 08 PROMISING PRACTICES PROMISING PRACTICES “In increasingly complex multicultural societies, education must enable us to acquire the intercultural competencies that will permit us to live together with – and not despite – our cultural differences.” UNESCO World Report on Cultural Diversity (2009) seCTion 08 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
COMMITMENT INCREASE VIGILANCE AGAINST SYSTEMIC AND INDIVIDUAL RACISM AND DISCRIMINATION. Sample1 Actions • support or establish, in collaboration with community organizations, a monitoring and rapid response system or network to identify and respond to acts of racism, hate crimes and inci- dents, including bringing such incidents to the attention of the appropriate authorities. • support or establish a mechanism for consulta- tion with a network of groups and individuals involved in the struggle against racism and discrimination (e.g. nGos, aboriginal organi- zations, youth, artists, police services, the PROMISING judiciary, provincial and territorial human rights commissions, etc.). • Report regularly on the incidence of hate crimes and responsive actions taken. PRACTICES albeRTa HATE CRIMES COMMITTEE The Alberta Hate Crimes Committee (AHCC) is a unique multi-sectoral collaboration that brings together law enforcement, government, non-profit, community and university stakeholders to strategically address hate and bias crimes and incidents in Alberta. Through this collaboration, the Committee strives toward making Alberta a hate-free province. The AHCC is currently involved in several new and ongoing projects, which include the Alberta Hate Crimes Awareness Day, Alberta hate crimes report, RACISM FREE EDMONTON hate crime information brochures and resources for edMonTon, ab community and law enforcement, specialized law The City of Edmonton has implemented the Racism Free Edmonton Program to enforcement training and workshops for commu- address issues relating to racism in the City. This comprehensive program is nity and non-profit groups driven by a committee comprised of managers from the City s relevant business units, the Edmonton Police Services, major school boards, post-secondary institutions, The Alberta Hate Crimes Committee website is a NGOs with a racism-focus and Provincial/Federal Government ministries. One of tremendous resource for municipalities and includes the aims of this program is to act as a public information source in response to a document library, information on training oppor- racially or hate-motivated incidents in the community. tunities and links to community events. www racis freeed onton ca www al ertahatecri es ca racis ree ed onton addresses all Co it ents also relates to Co it ents .
CCMaRd | 75 Cultural Diversity and Race Relations Policy Saskatoon, SK An external audit of the City of Saskatoon’s “Race Relations Program” took place in May 2001. The result of this review led to an extensive community consultation throughout 2002. The goal was to engage the public in a long-term “race relations plan” that would promote racial harmony and minimize racial tension. This process led to the development of a Cultural Diversity and Race Relations Policy that became effective on February 9, 2004. www.saskatoon.ca/DEPARTMENTS/Community%20Services/Communitydevelopment/Documents/ CDRR_Policy.pdf
Cultural Diversity and Race Relations Committee and Coordinator The function of the committee is to monitor and provide advice to City Council on issues relating to the Cultural Diversity and Race Relations Policy. The committee consists of 18 members appointed by Council and ensures that at least 50% of the membership are representatives of a visible minority. The Cultural Diversity and Race Relations Coordinator oversees various events and activities of the office and is guided by the CD&RR policy which endeavors to achieve 4 community outcomes: 1) the Workforce will be representative of the population of Saskatoon; 2) there will be zero tolerance for racism and discrimination in Saskatoon; 3) community decision making bodies will be representative of the whole community of Saskatoon; and 4) there will be awareness and understanding in the community regarding the issues, and acceptance of the various cultures that make up Saskatoon. www.saskatoon.ca/DEPARTMENTS/City%20Clerks%20Office/Boards%20and%20Committees/City%20 Boards%20and%20Committees/Pages/CulturalDiversityandRaceRelationsCommittee.aspx
Immigration Community Resource Coordinator The City of Saskatoon engaged consultants to collaborate with the various community stakeholders and resource people to produce a detailed set of objectives, a proposed strategy, and a community-based action plan for consideration by City Council. This action plan has 4 main objectives: 1) attract more immigrants to Saskatoon; 2) effectively address the difficulties facing newcomers in order to improve the retention of immigrants; 3) effectively address the challenges facing the community; and 4) take full advantage of the many opportunities and benefits that increased immigration can offer. To assist in carrying out this process of meeting the proposed objectives a full time Immigration Community Resource Coordinator has been contracted by the City of Saskatoon. www.saskatoon.ca/DEPARTMENTS/Community%20Services/Communitydevelopment/Immigration/ Pages/Immigration.aspx
Also relate to Commitments 2, 8 & 10.
76 seCTion 08 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
COMMITMENT MONITOR RACISM AND DISCRIMINATION IN THE COMMUNITY MORE BROADLY AS WELL AS MUNICIPAL ACTIONS TAKEN TO ADDRESS RACISM AND DISCRIMINATION. 2 Sample Actions • Make use of existing data and research, or initiate or facilitate appropriate collection and use of data, on incidents of hate activities, racism and discrimi- nation in the community, and share results in a manner that advances human rights. • Collect and evaluate data and information on racism and discrimination in ACCESSIBILITY ADVISORY specific fields of municipal endeavour, such as housing, recreation, culture COMMITTEE and other social programs. windsoR, on • define achievable objectives and apply common indicators in order to The City of Windsor s Accessibility Advisory Committee assess incidents and trends in racism and discrimination, such as racial comprised of 12 members, including volunteer citizens, profiling, as well as the impact of municipal policies and programs. disabled citizens and 1 member of City Council. One of the Committee s goals is to review and monitor federal, provincial and municipal directives and regulations as they relate to persons with disabilities. www citywindsor ca as
also relates to Co it ent MUNICIPAL SUSTAINABILITY PLAN bRooKs, ab The City of Brooks has incorporated its efforts to RACE RELATIONS PERCEPTION SURVEYS monitor and address racism and discrimination sasKaToon, sK into their Municipal Sustainability Plan entitled At the end of 2005, the City of Saskatoon s Cultural Diversity and Race Relations Sustainable Brooks: Together, for a better tomorrow. Office retained a consulting firm to conduct a public opinion survey with a repre- This plan focuses on the five pillars of sustainability sentative sample of City residents over the age of 18. The questions were (economy, environment, governance, culture, and designed to explore opinion in the areas of: (i) quality of life in Saskatoon, (ii) the social). The City identified several municipal actions current state of race relations in the City of Saskatoon, (iii) race relations issues that to monitor and address racism in their community require immediate attention and (iv) the future of race relations in Saskatoon. under the social and cultural pillars. By including these actions in their long-term municipal sustain- In 2007, the City of Saskatoon Cultural Diversity and Race Relations Office retained ability plan, Brooks hopes to ensure the ongoing Fast Consulting to conduct a youth perception survey among a cross section of success of these initiatives. An extensive commu- youth in Saskatoon. The primary objective of this survey is to assess and gain a nity consultation process was undertaken to better understanding of Saskatoon s youth perceptions and attitudes of race rela- develop this plan. tions, and to explore their opinion in the four abovementioned areas. www roo s ca inde h ?o tion co content www sas atoon ca DePartmentS Co nity Ser ices Co nity iew article id te id de elo ent Doc ents CDrr yo th race relations re ort df
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CCMaRd | 77 COMMITMENT INFORM AND SUPPORT INDIVIDUALS WHO EXPERIENCE RACISM AND DISCRIMINATION. 3 Sample Actions • use awareness materials and campaigns to inform citizens about their rights and obligations, including available resources and mechanisms for prevention and redress, as well as penalties for racist acts or behaviour and other forms of discrimination. • establish or enhance existing complaint mecha- nisms within the municipality’s authority (ombudsperson, anti-discrimination unit, etc.) to deal with allegations of systemic and individual acts of racism and discrimination. • establish protocols to liaise with organizations such as human rights commissions, legal clinics, and community advocacy or counseling services SAFE HARBOUR: RESPECT that can help facilitate prevention, interventions, FOR ALL PROGRAM and remedies for those who experience racism ReGional MuniCipaliTy and discrimination. oF wood buFFalo, ab The Regional Municipality of Wood Buffalo became a member of the Safe Harbour: Respect for All Program. This program encourages businesses and community organizations to become educated on diversity and issues of discrimination and to serve as a safe space for individuals experiencing dis- crimination or harassment. A Safe Harbour location is responsible for providing: 1) Equitable treatment: respect for everyone who ABORIGINAL PEOPLE AND THE ALBERTA walks through the door, whether they are a customer, guest or employee. HUMAN RIGHTS ACT RESOURCE The Albert Human Rights Commission has developed a new promotional 2) A safe harbour: assistance for anyone who is resource titled Aboriginal People and the Alberta Human Rights Act. The resource experiencing discrimination or harassment. will raise awareness in the Aboriginal community in Alberta about the programs 3) Prepared employees: display the Safe Harbour and services of the Commission and the purpose of Alberta Human Rights Act. It logo and provide education to employees on was developed in collaboration with the Commission s partners in the Aboriginal diversity and issues of discrimination. community, including the Aboriginal Council of Lethbridge, Native Counselling Services of Alberta, the Aboriginal Commission on Human Rights and Justice, www safehar o r ca and the Calgary Urban Aboriginal Initiative.
also relates to Co it ents www al ertah anrights a ca a original Peo le and the a r act nal df
78 seCTion 08 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
QUICK WINS: USE THE SUPPORT HUMAN RIGHTS COMMISSIONS CAN OFFER YOU Human Rights Commissions have many resources to help you fulfill your com- mitments. They can provide plain language information about human rights law and the services offered by the Commissions. There is a Human Rights Commission in each Canadian province and territory (except in British Columbia, where the HR Commission was abolished and the responsibilities of the BC Human Rights Tribunal expanded). Some examples include: “human rights in alberta”, Alberta Human Rights Commission www al ertah anrights a ca lications lletins sheets oo lets lletins h an rights in al erta as
“know your rights – human Rights in the nwt and Yukon”, NWT Human Rights Commission and the Yukon Human Rights Commission www yhrc y ca dfs know o r rights en We df
“guidelines on developing human rights policies and procedures”, Ontario Human Rights Commission www ohrc on ca en reso rces Policies gd df
“Your guide to understanding the canadian human Rights act”, Canadian Human Rights Commission www chrc ccd ca lications naichract loicd ina toc td eng as A list of Human Rights Commissions is available on the website of the Canadian Association of Statutory Human Rights Agencies at www cashra ca contact ht l
“DON’T BUY IN” PROGRAM CalGaRy, ab Don t Buy In is a diversity and anti-hate/bias education program for Calgary junior and senior high school students. This program provides schools with skill development information and resources needed to support an environment that actively addresses issues of hate, bias and discrimination. The program empowers youth to respond appropriately to hate/bias incidents and crimes. Ultimately, Don t Buy In aims to encourage youth to respond to hate/bias incidents in Calgary. The Don t Buy In program offers presentations to schools and youth groups and an interactive website for teens. Presentations include the Diversity Challenge Game an interactive, game-show-like activity to foster awareness and under- standing about issues including religions, sexual orientation, race and culture. www dont yin ca also relates to Co it ents
CCMaRd | 79 DIVERSITY AND CULTURAL RESOURCES BUREAU yoRK ReGional poliCe, on York Regional Police established, in 2001, a Diversity and Cultural Resources Bureau, tasked COMMITMENT with building bridges and developing partnerships SUPPORT POLICING SERVICES IN THEIR EFFORTS TO BE with diverse communities as well as with educating EXEMPLARY INSTITUTIONS IN COMBATING4 RACISM its members about the different cultures it serves. The Diversity and Cultural Resources Bureau also AND DISCRIMINATION. liaises with community groups, monitors Hate/ Sample Actions Bias crime investigations and avails themselves to officers seeking expertise. • Consult with local communities to hear concerns and receive input on responsive measures. www yr ca di ersity as • establish or enhance a comprehensive anti-racism also relates to Co it ents and anti-discrimination vision statement and implement effective policies and procedures (including a complaints mechanism), as well as staff training to help prevent and respond to issues of racism and discrimination in policing DIVERSITY IN POLICING PROJECT services and in the community. ThundeR bay, on • implement measures or programs to promote accountability of, and public confidence in, policing Thunder Bay received funding from Canadian Heritage to implement a Diversity in services, as well as ensure appropriate represen- Policing project (January 2004 to March 2008). The need for this project stemmed tation of aboriginal and racialized groups in from the finding that policing was one of the top social locations where racism recruitment and at all levels of the organization. occurred in Thunder Bay. The project was developed by Diversity Thunder Bay, the Thunder Bay Multicultural Association, the Thunder Bay Indian Friendship Centre and the Thunder Bay Police Services. htt di ersity t i ca di ersity in olicing ht l
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DIVERSITY AND RACE RELATIONS SECTION HANDBOOK FOR STRENGTHENING oTTawa poliCe seRviCe, on HARMONY BETWEEN IMMIGRANT The Diversity and Race Relations Section works to COMMUNITIES AND THE EDMONTON strengthen communication between police and POLICE SERVICE immigrants, visible minorities and Aboriginal peoples The Handbook is intended to help understand the role of policing in Edmonton through various initiatives, including monthly provide information on how to access police services and explain what to expect Community Police Action Committee (COMPAC) if approached by the police. It will also explain the rights and responsibilities of meetings. The Diversity and Race Relations Section both community members and the police. It is the result of a partnership also plays a lead role in facilitating monthly meetings between the Edmonton Police Service and the Alliance Jeunesse-Famille de with the GLBT Liaison Committee. l’Alberta Society. www ottawa olice ca en Co nity Di ersity www ed onton olice ca edia ePS e ternal iles CaC aC C matters inde as Strenghthening ar ony ash
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CULTURAL RESOURCE UNIT IN POLICE SERVICES sasKaToon, sK Saskatoon Police Services has a Cultural Resources Unit comprised of a Sergeant and three Constables. This unit is responsible for providing assistance to cultural groups in the City, the Federation of Saskatchewan Indian Nations, Saskatoon Tribal Council, Metis Society, Immigrant serving agencies ACTING AGAINST RACIAL PROFILING IN and the LGBT community. MONTREAL www olice sas atoon s ca inde h ?loc di ersity inde h The Ville de Montr al is concerned about racial profiling and is intent on combating and preventing this phenomenon. It favours an organized approach with its services and departments, particularly the Service de police de la Ville de also relates to Co it ent Montr al (SPVM) Montreal municipal police force , which has been taking steps in this direction for several years now. Among other things, the SPVM, in partner- ship with its expert panel on racial profiling, has developed a program to prevent racial profiling for all staff members. This program includes mechanisms to identify inappropriate behaviour and training to develop intercultural skills in a QUICK WINS: results-oriented management framework. REFER TO HUMAN RIGHTS In partnership with the Commission des droits de la personne et des droits de la COMMISSIONS REPORTS jeunesse du Québec Quebec human rights commission , the SPVM is also currently developing a procedure using mediation for complaint resolution. The onTaRio huMan RiGhTs Ville de Montr al is also committed to pursuing any means necessary to support CoMMission its services and departments in eliminating racial profiling throughout its adminis- Human rights and policing: Creating and sustaining tration. These measures will ensure that all citizens, no matter what their origin, organizational change are treated fairly and equitably. For Montreal, a sense of security, trust and mutual respect are the foundations of civic life. The report presents concrete solutions to address racial profiling and systemic discrimination www s c ca en inde as with more than 90 recommendations to all levels of government, public institutions and organi- also relates to Co it ents zations that can ensure better social cohesion, in particular, the police, schools, social services and the youth protection system. www cd d c ca en racial ro ling Pages defa lt as DIVERSITY RESOURCES TEAM CoMMission des dRoiTs CalGaRy poliCe seRviCes, ab de la peRsonne eT des dRoiTs de la Jeunesse Calgary Police Services has been a leader in the field of diversity since 1976 when the first Culture and Race Relations Unit was formed. du Qu beC Racial profiling and systemic discrimination of The Diversity Resources Team of Calgary Police Services encompasses a broad racialized youth range of portfolios including: Aboriginal, Caribbean and the Latin Americas, Middle East, South East Asia, South Asia, Sexual and Gender Diversity, and Persons The report presents concrete solutions to address with Disabilities. It also offers a diversity education program to ensure mem- racial profiling and systemic discrimination with bers of the Calgary Police Service understand cultural and social diversity so more than 90 recommendations to all levels of they can provide fair and effective service to all Calgarians. government, public institutions and organizations that can ensure better social cohesion, in particular, www calgary olice ca sectionsand nits ht l di ersity the police, schools, social services and the youth protection system. also relates to Co it ents www cd d c ca en racial ro ling Pages defa lt as
CCMaRd | 81 COMMITMENT PROVIDE EQUAL OPPORTUNITIES AS A MUNICIPAL EMPLOYER, SERVICE PROVIDER AND CONTRACTOR. 5 Sample Actions • develop, implement, promote and enforce anti- racism and anti-discrimination strategies, policies and procedures, including complaints and dispute resolution mechanisms, within the municipal organization. • examine equity at a systemic level, such as auditing different aspects of the municipality’s operations, including corporate planning, policy and program development, and procedures and QUICK WINS: practices with respect to employment, service visiT The websiTe oF delivery and contracting, as well as organizational The CANADIAN HUMAN culture; take steps to eliminate barriers; and finally, measure progress. RIGHTS COMMISSION FoR a wide-RanGe oF Tools • educate and sensitize elected officials and civil and ResouRCes! servants on mutual respect, citizenship and the obligation to protect and promote human rights. www chrc ccd ca
EQUAL EMPLOYMENT WORKPLACE DIVERSITY STATEMENT OPPORTUNITY PROGRAM AND PLAN vanCouveR, bC london, on Vancouver s Equal Employment Opportunity The Corporation of the City of London and its employees identified having a Program is an impartial and confidential resource, Supportive Workplace as the number one Workplace Strategic Priority. Civic providing assistance to City departments and staff Administration has developed a Strategic Objective of attracting, engaging, on issues related to human rights and harassment developing and celebrating exceptional people in public service and a Strategic prevention. The Program s goal is to create work- Initiative of building a talented and diverse workforce, within a supportive work- places that re ect the diversity of Vancouver and place, that is representative of our community. Developing a Workplace Diversity continue to support diversity by ensuring wel- Statement and Plan is a key component to achieving this Strategic Priority. In coming, respectful, harassment-free workplaces. developing the Workplace Diversity Statement and Plan the City consulted with The Program provides several services including community partners, its employees, and private sector organizations and referenced Diversity Training and Workplace Harassment labour market trends, organizational best practices, the existing Diversity Policy Education. for the City of London, as well as existing workplace policies and training programs. htt anco er ca eeo inde ht www london ca reference Doc ents PD s Di ersity re ort df
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CODE OF CONDUCT, RESPECTFUL WORKPLACE POLICY AND THE CORPORATE ACCESSIBILITY POLICY CalGaRy, ab The policies foster the importance of respectful, ethical and safe behaviour in the workplace, acceptance, accessibility, accommodation, and the INTERCULTURAL removal of attitudinal and physical barriers to inclusion. RELATIONS TRAINING www calgary ca Ca Cmo Pages eneral MonTReal, QC ad inistration Policies as The Ville de Montreal is trying to improve awareness www calgary ca Ca City Cler s Doc ents of population ethnocultural diversity by providing Co ncil olicy li rary cs s df training in intercultural relations for its service delivery sector. The training activities educate staffs also relates to Co it ents they can effectively meet the population s so needs by improving services. In addition, a course entitled Mobiliser des équipes diversifiées Mobilizing diver- sified teams was developed for managers and delivered in 2009 and 2010 to close to 500 human resources managers and employees. Its goals were: RESPECTFUL WORKPLACE DIRECTIVE Give participants a better understanding of the edMonTon, ab characteristics, codes and needs of the main groups The Respectful Workplace Directive is Edmonton s commitment whereby all comprising their work teams employees and supervisors contribute to creating a respectful workplace. The Provide participants with tools to understand, directive outlines appropriate behaviours and behaviours considered harassment manage and mobilize a diversified team and discrimination as well as a process for receiving and resolving complaints. The corporate Respectful Workplace Training is a three hour comprehensive Develop empowering behaviours in the context mandatory training session designed to ensure every City of Edmonton employee of managing a diversified team is fully versed in the Respectful Workplace Administrative Directive and Procedure. Help participants determine the actions needed to The primary goal of the directive and training is to ensure staff are able to mobilize their work teams around diversity issues. contribute to a highly respectful work environment free from harassment and discrimination. In addition, in the youth sector, one of the city s priorities, innovative projects have trained young www ed onton ca city go ern ent doc ents a res ectf l people in human rights and intercultural relations. Wor lace Dir df
CCMaRd | 83 Affirmative Action Policy Truro, NS In 2002, Truro formed a Committee to look at remedying the effects of discrimination on specific groups. The Town recognizes that benefits such as fairness, social justice and equality can be achieved by a firm commitment to the concept of affirma- tive action and employment equity. www.truro.ca/employmentopportunities.html
Also relates to Commitment 10.
Workplace Harassment and Discrimination Prevention Policy / Conflict Resolution Policy and Procedures / Violence prevention procedure Oakville, ON The implementation of these policies and procedures reinforces Oakville’s commitment to zero tolerance of discrimination and harassment. The policies and procedures provide a means to educate employees, assist in the identifica- tion of discrimination and harassment, and provide the means to investigate and resolve allegations. All new employees are required to sign off on the policies and reaffirm their commitment every 2-3 years. Investigations are done in-house or are contracted out. www.oakville.ca/HR-MNG-008.htm The town also has a violence prevention procedure that addresses the prevention and investigation of workplace violence, or threats of workplace violence, and the investigation of workplace harassment, against an employee. The procedure, adopted subsequent to the amendment to the Occupational Health and Safety Act, applies to town employees, contractors, consultants, and members of the public. www.oakville.ca/HR-MNG-005-002.htm
Also relates to Commitments 1, 3 & 6.
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COMMITMENT SUPPORT MEASURES TO PROMOTE EQUITY IN THE LABOUR MARKET. Sample Actions 6 • in partnership with local Chambers of Commerce, set up a certification program for businesses, organizations, and professional bodies to inte- grate mechanisms into their own organizations for combating racism and building inclusive and respectful workplaces. • Facilitate monitoring and removal of systemic barriers that impede fair and equitable access QUICK WINS: for full participation of aboriginal and racialized communities in the economic life of the munici- YOUTH EMPLOYMENT pality, as well as access to professions and trades STRATEGY (YES) AND for foreign trained professionals. ABORIGINAL CANADA • Make business licensing renewals conditional PORTAL upon non-discriminatory policies and practices. Interested in learning more about employment strategies for Youth? Visit the Service Canada s Youth Employment Strategy Website at www ser ice canada gc ca eng e yi ye new rog yes rogra s sht l
Interested in learning more about employment strategies for Aboriginal Peoples? Visit the a original Canada Portal at WORK EXPERIENCE www a originalcanada gc ca ac site nsf eng PROGRAM ao ht l oaKville, on Oakville s work experience program provides place- ment opportunities throughout the Town for internationally trained persons. These placements CHAMBER OF COMMERCE GROUP provide insight into the Canadian workforce, opportunities to increase uency in English as well sTRaTFoRd, pei as cultural enrichment for Town staff. The program The Chamber of Commerce Group is a Quarterly Business Group Discussion is operated in partnership with the Halton focused on attracting and retaining a diverse workforce. It is organized by the Multicultural Council, educational institutions and Town of Stratford, in partnership with their local Chamber of Commerce for local community agencies that support internationally employers. The Town s Diversity and Inclusion Committee provides ongoing trained persons to gain Canadian work experience. monitoring of the Group. www halton ltic lt ral org www townofstratford ca sites defa lt les site les les the Di ersity and ncl sion re ort and Plan fortown of Stratford ne df also relates to Co it ent also relates to Co it ents
CCMaRd | 85 ImmigrationWorks and Connector Program Halifax Regional Municipality, NS ImmigrationWorks is designed to help employers tap into the potential of hiring immigrants, foreign workers and connect with immigrants. The website will help employers navigate through the process of attracting and retaining international talent. www.immigrationworksinhalifax.ca
By connecting immigrants with a variety of different backgrounds to the networks they need to settle in Halifax, the Connector Program helps immigrants gain a better understanding of how our economy works and what they can do to enhance their job search. Through connection meetings, referrals, or program support, close to 60 immigrants have now secured employment. Connectors are established business professionals in the com- munity varying from all different industries such as Information Technology, Finance, Manufacturing, Marketing and Communications, Aerospace, Engineering. They meet and at the end, refer immigrants to a minimum of three people in their networks. After this first round, each of these people will be encouraged to refer the immi- grant to another three. The simple but effective referral process is now catching on in other regions and cities across Canada, and was recently acknowledge by the Conference Board of Canada as a leading best practice for the attraction and retention of talent. www.immigrationworksinhalifax.ca/default.asp?mn=1.215.277
Mentorship Pilot Quick Wins: Vancouver, BC The hireimmigrants.ca The City of Vancouver participated in a Mentorship Pilot in collaboration with Roadmap and Career Immigrant Employment Council of BC (IECBC), and three major service providers: Edge Organization Immigrant Services Society of BC (ISSofBC), MOSAIC and SUCCESS. Nineteen City The hireimmigrants.ca Roadmap was created to staff from Engineering, Finance and Information Technology participated in the assist employers. The step-by-step guide includes project. The mentors were matched with professionally qualified immigrants in comprehensive strategies and tools to enhance a similar fields. The preparatory work for the project started in the fall of 2010, in company’s human resources planning and practice, collaboration with IECBC and the three Service providers, and was formally from recruiting to retaining skilled immigrants. It launched on January 19, 2011. Formal mentorship relationships were established even offers tools to help business owners evaluate for a period of four months between mid January to mid-May, 2011, with men- their success in hiring skilled newcomers. tors spending up to six hours each month with their Mentees through face to face, e-mail and/or telephone contact. www.hireimmigrants.ca/Roadmap
Supportive materials, such as a Mentor and Mentee handbook, were developed Career Edge Organization provides an opportunity specifically for the Project. Both Mentors and Mentees were invited to “Meet for employers to gain access to quality, diverse talent Your Match” event, which provided formal orientation as well as an informal ‘getting through three paid internship programs: to know you’ session with their match. A mid-point lunch was organized with Mentors, to solicit their input and feedback and share their experiences and • Career Edge – for recent or new graduates learning, to further enhance the benefits for both Mentors and Mentees. The • Ability Edge – for graduates with disabilities pilot formally wrapped up in June 2011. • Career Bridge – for internationally qualified Feedback from both Mentors and Mentees at various points of the project has professionals been an important indicator of the success of the project. The Pilot Program has been externally evaluated to gauge effectiveness and establish best practices, Interns gain meaningful work experience with on and will serve as a model for future programs at the City of Vancouver and with the job coaching and mentoring in a supportive other public sector organizations. and professional business environment. http://vancouver.ca/multiculturalism/mentorshipprogram.htm http://overview.careeredge.ca
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COMMITMENT SUPPORT MEASURES TO CHALLENGE RACISM AND DISCRIMINATION AND PROMOTE DIVERSITY AND EQUAL OPPORTUNIT7 Y IN HOUSING. Sample Actions • examine housing and urban planning policies and practices and address systemic barriers that have a discriminatory effect on aboriginal and racialized communities, including the further marginalization of those who are homeless or at risk of homelessness. • work with landlords and social housing providers, with the assistance of tenant associations and community organizations, including legal clinics, to adopt equitable policies and practices with respect to qualifying applicants and selecting WINNIPEG ABORIGINAL tenants for market rent units consistent with HOUSING PLAN human rights principles. winnipeG, Mb • work with homebuilder, realtor, rental, hotel, The Winnipeg Aboriginal Housing Plan identifies tourist and hospitality associations to draw up strategies and initiatives to address the housing anti-discrimination codes of practice for their needs for the Manitoba Urban Native Housing respective industry businesses and organizations. Association (MUNHA) membership and the Aboriginal community in Winnipeg. www nha ca inde h ? id
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SASKATOON HOUSING INITIATIVES PARTNERSHIP sasKaToon, sK HOUSING ADVISORY COMMITTEE The goal of the Saskatoon Housing Initiatives windsoR, on Partnership (SHIP) is to foster the provision of safe, The City of Windsor has a Housing Advisory Committee comprised of 16 members permanent, affordable, appropriate and secure from various housing-related industries including labourers, housing providers, housing for the residents of Saskatoon and its sur- community groups, consumer and tenant representatives, legal and lodging. rounding communities as housing is the necessary The Committee advises City Council on issues related to the supply, demand and foundation for building healthy, well-educated, need for affordable housing units and educates and advances the awareness of creative and economically viable neighbourhoods and Council representatives on matters pertaining to housing. communities. The SHIP website provides up-to-date The City also provides support and assistance to Can Am Urban Native Non-Profit housing information and relevant resources. Homes in supporting rent to income housing for First Nations Peoples. www sas atoonho sing artners co inde h www citywindsor ca as
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CCMaRd | 87 Community Action Committee Calgary, AB The community driven 10 Year Plan to End Housing policies and interventions Homelessness in Calgary was released in January 2008. The Plan is coordinated by the Calgary Montreal, QC Homeless Foundation with participation from all Faced with increasing homelessness, a severe housing shortage, and rising orders of government, the community-at-large, property costs that rendered home ownership difficult, Montreal launched two funders and social service agencies. One of the ambitious action plans (2002-2005, 2006-2009) aimed at improving access to key elements of the Plan is the participation of the housing for low and middle income households. In addition to responding to a Community Action Committee (CAC), which is critical need, these efforts address the key issue of maintaining the city’s vibrant composed of nine sectors including the Aboriginal social diversity. Peoples Sector and the Immigrant Sector. By investing in shared-cost housing programs with the governments of Quebec and The mission of the CAC is to provide a collective, Canada, Montreal channelled funds into construction projects, creating 10 000 new community voice which recommends strategy and cooperative or non-profit rental units, and 7 000 affordable private rental or direction to the Calgary Homeless Foundation in sup- condo units. Home ownership programs were also established, reaching more port of Calgary’s 10 Year Plan to End Homelessness than 5 000 households. City interventions also included renovation subsidies for This collective community voice allows the broader 22 000 private affordable rental units, and, the development (through construc- themes and assumptions of the Plan to be made tion or renovation of existing buildings) of 1 100 supportive housing units for the relevant to the housing needs of diverse groups. homeless. In addition, more than 3 000 persons with physical and mobility limi- http://calgaryhomeless.com/agencies/cac tations received assistance to adapt their homes. The City also adopted an Inclusionary Strategy which required the inclusion of social and affordable units Also relates to Commitments & . within large scale private residential developments. Since 2010, a new action plan 1 8 is underway; goals include fostering home ownership and family living in the city, reducing homelessness and revitalizing disadvantaged neighbourhoods. ville.montreal.qc.ca/portal/page?_pageid=5097,16433585&_dad=portal&_ schema=PORTAL
Quick Wins: Resources from the Canada Mortgage and Housing Corporation The Residential Rehabilitation Assistance Program: RRAP for Persons with Disabilities provides funding to homeowners and landlords of dwellings for low-income persons with disabilities so that they can carry out renovations to improve accessibility. www.cmhc-schl.gc.ca/en/co/prfinas/prfinas_003.cfm
Newcomer’s Guide to Canadian Housing – Published by the Canada Mortgage and Housing Corporation, this guide for newcomers to the Canadian housing market is packed with everything a newcomer needs to under- stand how to buy or rent a home. It describes Canadian housing culture, how to inspect a rental property, tenant rights and obligations, what to look for in a neighborhood, the entire process of buying a home, cultural norms, a glossary of terms and much more. www.cmhc-schl.gc.ca/en/co/buho/upload/thenewcomersguide_e.pdf
More resources are available on the CMHC website at www.cmhc-schl.gc.ca
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COMMITMENT INVOLVE CITIZENS BY GIVING THEM A VOICE IN ANTI-RACISM INITIATIVES AND DECISION-MAKING. 8 Sample Actions • Take steps to facilitate and increase the representation of aboriginal and racialized communities on municipal boards, commissions and committees. • organize regular community forums in collaboration with existing organi- zations and mechanisms in order to offer citizens an opportunity to discuss and be heard on issues of racism and discrimination in the municipality, including effectiveness of local policies and programs. • empower local nGos and civil society to share information and take action against racism and discrimination.
MOBILIZING CITIZENS: THE MONTREAL CHARTER BUILDING BRIDGES OF RIGHTS AND COMMUNITY FORUM RESPONSIBILITIES In effect since 2006, the Montreal Charter of leThbRidGe, ab Rights and Responsibilities is a North American first. In October 2010, the City of Lethbridge hosted the It covers all the major areas in which the Ville de Building Bridges…Finding Common Ground: Celebrating Montr al is active, and its originality lies partly in the Diversity Community Forum. This conference brought fact that it was developed by and for Montrealers. together representatives from the City, community Often cited as an example on the international organizations, and members of the public to discuss scene, at UNESCO in particular, as a tool for foster- issues relating to diversity and discrimination. Youth, ing inclusion, the Montreal Charter defines the persons with disabilities, Aboriginal Peoples, and city as both a territory and a living space in which the LGBT community were well-represented in the the values of human dignity and integrity, equality, workshops and discussions. The forum provided respect, justice, peace and democracy must be the opportunity for community members from all promoted. The Charter also sets out Ville de Montr al sectors to contribute to the development of commitments to fight poverty and all forms of Lethbridge s CCMARD action plan. racism and discrimination including racial profiling and social profiling. The Charter is, in a way, a social www leth ridge ca li ing here o r Co nity contract whose ultimate goal is solidarity and Doc ents Co nity action Plan harmonious co-existence. The Charter is available ilding ridges in French, English, Spanish, Portuguese and Arabic. a Welco ing and ncl si e Co nity df ille ontreal c ca charterofrights
CCMaRd | 89 Newell Regional Expo Brooks, AB Partners in this regional initiative included the City of Brooks, County of Newell, Medicine Hat College, Grasslands Family and Community Support Services, Settlement agencies, and various towns, villages and hamlets in the region. In October 2008, a festival was held to celebrate the region’s history, diversity and future. Following the festival, a 2-year “Future Visioning” project began. Each community in the region has developed their own individual vision for a more DiverseCity – The welcoming and inclusive community. Community members were actively involved Greater Toronto in all aspects of this visioning process. Leadership Project www.newellregionalexpo.com Toronto, ON DiverseCity is a project made up of several initiatives to change the face of leadership in the Greater Toronto Region (GTA). Launched in 2008 by Maytree and the Greater Toronto CivicAction Alliance, Unified Minds, a Youth Action DiverseCity aims to expand networks, strengthen Network private and public institutions, advance knowledge on the role of diversity in leadership, and track its Saskatoon, SK progress. Examples of initiatives include: The City of Saskatoon Cultural Diversity & Race Relations Office has partnered with Youth Launch to establish Unified Minds, a Youth Action Network dedicated to DiverseCity Counts – A research project that studies involving young people in the promotion of positive intercultural relations in the the levels and impact of diversity in leadership. community. Unified Minds: Youth Action Network is the result of a youth consul- DiverseCity onBoard – A project that connects tation process that involved phone surveys, youth focus groups and a youth highly qualified candidates from visible minority event, all of which took place from 2007 – 2009. The purpose of Unified Minds: and under-represented immigrant communities with Youth Action Network is to provide an open forum for people ages 13 to 18 years governance positions in agencies, boards, commis- to come together and share their ideas on the subjects of racism and discrimina- sions and nonprofit organizations across the GTA. tion, youth engagement and civic participation. http://diversecitytoronto.ca www.saskatoon.ca/DEPARTMENTS/Community%20Services/Community development/Cultural%20Diversity%20and%20Race%20Relations/Pages/ Also relates to Commitments 1, 2,6 & 10. UnifiedMindsYouthActionNetwork.aspx
Municipal policy on welcoming, integrating and retaining immigrants Québec, QC In July 2010, the Ville de Québec adopted its municipal policy on welcoming, integrating and retaining immi- grants. The policy is built around five focal points: a welcoming city; the economic integration of immigrants; attracting new immigrants; retention; and partnering. The population was invited to comment on the draft policy during a public consultation attended by close to 140 persons including many representatives from organizations and various cultural communities. Discussions revolved around the following topics: (1) Welcome and intercultural understanding; (2) Economic integration; and (3) Attracting and retaining immigrants. www.ville.quebec.qc.ca/apropos/vie_democratique/participation_citoyenne/consultations_publiques/ airpi/index.aspx (in French only)
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COMMITMENT SUPPORT MEASURES TO CHALLENGE RACISM AND DISCRIMINATION AND PROMOTE DIVERSITY AND EQUAL OPPORTUNIT9Y IN THE EDUCATION SECTOR AND IN OTHER FORMS OF LEARNING. Sample Actions • encourage the development of teaching materials that promote respect for dignity, human rights, intercultural understanding, dialogue and peaceful coexistence. • support partnerships between educators and front-line community organiza- tions to reach out to vulnerable youth whose access to education is adversely affected by bullying and violence or discriminatory discipline policies or practices. • Create a program to recognize schools for their anti-racism and anti- discrimination initiatives.
THE INTERFAITH AND BELONGING: A CIVIC EDUCATION AND ENGAGEMENT INITIATIVE CARE STRATEGY Canadian RaCe RelaTions CalGaRy, ab FoundaTion Since the early 2000s, a need was identified for The initiative aims at promoting dialogue and civic engagement among and ensuring culturally-competent programs and services between faith-based communities. Its objective is to enhance the civic participation for children and youth of immigrant families in and responsibility of different communities in Canada and to strengthen a sense Calgary. Issues such as limited access to resources, of belonging in Canada. programs and services by immigrant children and youth as well as effective engagement in programs By facilitating national dialogue on interfaith cooperation and communication, and services by this population incited a city-wide and promoting civic education and engagement, it will in effect construct a response. The CARE Strategy was the end-result. It national framework for building bridges between and among groups of different is currently housed at Immigrant Sector Council of ethnocultural and faith backgrounds and will help strengthen their participatory Calgary (ISCC) and focuses on four key principles: role in Canadian society. It will assist communities in understanding their rights Cultural Competency Accessible, Aligned and and responsibilities as residents and citizens of Canada and it will explore how Coordinated Services Research and Education. best to encourage a sense of belonging to Canada. www isccalgary ca carestrategy carestrategy as www crr ca content iew lang english
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CCMaRd | 91 The Caravan Against Racism and Discrimination (Alberta) and Guide for Educators “Difference, it can be learnt!” Alliance Jeunesse-Famille de l’Alberta Society (AJFAS) Edmonton, AB Safe Schools AJFAS is a non-profit francophone organization whose principal objective is to Campaign educate and prevent crime among French speaking immigrant youth and families in Alberta via social development programs. It promotes harmony, respect of Egale Canada diversity, security, social unity, appreciation and acceptance of differences. AJFAS’ The Safe Schools Campaign offers innovative Caravan project aims to increase youth understanding of the consequences resources for facilitating change in Canadian learning related to prejudices and discrimination in all its forms. It reinforces and encourages environments. Information about and access to all the collaboration between schools, youths, police forces, media and the community. campaign resources can be found on the national Awareness is done through workshops designed for youth from 6 to 17 years old as LGBTQ safer schools and inclusive education website, well as with interactive animation, exchange and dialogue. MyGSA.ca. The need to continue the work after the experience of the Caravan led to www.egale.ca/index. strengthened collaboration with the Edmonton Police Service, its African asp?lang&menu=1&item=1176 Community Liaison Committee, the Alberta Youth Justice Committee, Racism Free Edmonton and the publication of a Guide for educators entitled “Difference, it can be learnt!” (La différence, ça s’apprend!). www.ajfas.ca
Also relates to Commitments 3, 4 & 10.
Newcomer Services Fun for All Program Oakville, ON Saskatoon, SK The Oakville Public Library offers many services for Newcomers to Canada. In The Community Development Branch operates addition to print and electronic resources of interest to newcomers, the library 44 free playground programs in July and August. partners with organizations in the community to offer regular settlement services In 2009 a multicultural playground concept was and ESL conversation groups. The library also offers computer classes, citizen- piloted. It has since expanded to all the playgrounds. ship, career, income tax and immigration information sessions, amongst others. A multicultural resource binder with arts and crafts, The library has a web page dedicated to information to help newcomers settle in games and activities from diverse cultures was their new home. Community information is readily available through the library’s developed. Program leaders plan and supervise Information Oakville department and the Halton Community Services Database. activities to entertain and educate children of all ages, while incorporating multicultural activities, www.opl.on.ca/services/new-comer-services games and crafts.
Also relates to Commitment 3. Also relates to Commitments 3 & 10.
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COMMITMENT PROMOTE RESPECT, UNDERSTANDING AND APPRECIATION OF CULTURAL DIVERSITY AND THE INCLUSION OF ABORIGINAL AND RACIALIZED COMMUNITIES INTO THE CULTURAL FABRIC10 OF THE MUNICIPALITY. Sample Actions • provide equitable support to cultural projects, programs, events and infrastructure so that the cultural diversity and heritage of the community can be preserved and diffused in a fair and representative way. • support initiatives that increase expertise and capacity within ethno-cultural organizations to effect change in their communities and enable their members to participate fully in society. • promote awareness of the fact that integration of a community’s cultural fabric, together with its economic, educational, social and security interests, strengthens and benefits the whole community.
GLOBALFEST 3-1-1 INFORMATION SERVICE AND CalGaRy, ab As part of GlobalFest, a week-long Human Rights NEWCOMER’S GUIDE Forum is organized to share information about vanCouveR, bC global issues in the context of the International Residents of Vancouver can access information and services from the City Coalition of Cities against Racism, led by UNESCO. with one simple phone call by dialing 3-1-1. This service is available in more than The intent of the Human Rights Forum is building 170 languages. inclusive communities and cross-cultural respect. htt anco er ca As an employer, The City of Calgary has partnered with the Immigrant Sector Council of Calgary in a The Newcomer’s Guide has information about the City of Vancouver and other three year project (2009 2011) to promote and levels of government, as well as community agencies and services. Intended for catalyze immigrant employment and to support newcomers to the city, it will also be useful for long-time residents. It is available The City to be a leader in this respect amongst in 5 languages. Calgary employers. htt anco er ca co s cs social lanning newto anco er inde ht www glo alfest ca
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CCMaRd | 93 Newcomers Guide and Annual Welcome Barbeque Halifax Regional Municipality, NS In 2009, HRM issued its Newcomers Guide, the first guide for newcomers in Nova Scotia. The Guide is an introduction to live in HRM and provides key facts and assistance for people coming to live, work and play. It was compiled in consultation with immigrant service providers and the community at large, and is updated regularly. In 2011, HRM issued a French version of the Guide, undertaken with the Fédération Acadienne de la Nouvelle-Écosse (FANE). An Arabic version is under development, again being completed with the input of the Arabic community in HRM. In addition to the Guide itself, HRM has developed a toolkit to assist residents in welcoming newcomers to their neighbourhoods, and facilitate their integration into the community. www.halifax.ca/newcomers/Documents/WelcomingNewcomers.pdf
The Annual Welcome Barbeque brings newcomers and current residents together to build relationships and make connections. The free, family event with enter- tainment, games, food and music, brings new residents together with other local residents from the community. At the 2011 event, many established newcomers Knowing Your were welcoming those who have newly arrived from countries around the world, Multicultural including refugees, and saw even more involvement than ever from the local Neighbours community. Winnipeg, MB www.halifax.ca/newcomers/annualbbq.html This publication of the Winnipeg’s Citizen Equity Committee profiles 29 communities of recent More resources are available at immigrant groups. It is a resource that aims at www.halifax.ca/newcomers/index.html fostering dialogue and understanding of Winnipeg’s various communities. Also relates to Commitments 3 & 8. www.gov.mb.ca/chc/multi_sec/pdf/kymn.pdf
Services for Newcomers Gatineau, QC Ville de Gatineau offers several services to newcomers to aid in their adjustment to the City. These include: Bus Tour of the City for Newcomers that includes several stops in different sectors and at different municipal offices. Initiation to Municipal Life, a day-long education session that provides important information to people new to the City. The first part of the day informs new residents on how the City’s different departments and by-laws work, and about citizen participation. In the afternoon, a repre- sentative from Gatineau’s Police Service presents on prevention, protection, safety, laws and the rights and responsibilities of residents. www.gatineau.ca/page.asp?p=guichet_municipal/immigration_diversite_culturelle
Also relates to Commitment 3.
94 CCMARD Section 09 English NFB Films for Recommended Viewing English NFB Films for Recommended Viewing “Racism is a refuge for the ignorant. It seeks to divide and to destroy. It is the enemy of freedom, and deserves to be met head-on and stamped out.” – Pierre Berton, author seCTion 09 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
ABOUT THE NFB Canada’s public producer and distributor, the HOW TO USE NFB FILMS IN YOUR COMMUNITY? national Film board of Canada creates interactive Films provide an excellent starting point for works, social-issue documentaries, auteur anima- discussions about serious and, at times, sensitive tion and alternative dramas that provide the world social issues. Films from the national Film board of with a unique Canadian perspective. The nFb is Canada are intended to spark discussion and developing the entertainment forms of the future debate in safe, open and respectful environments. in groundbreaking interactive productions, while The following tips may assist you in introducing ENGLISH NFB pioneering new directions in 3d stereoscopic film, the recommended films to your community: community-based media, and more. it works in collaboration with emerging and established film- • set boundaries for the film screening and makers, digital media creators and co-producers in discussion. examples include: respect others, every region of Canada, with aboriginal and strive to demonstrate empathy, be prepared to FILMS FOR culturally diverse communities, as well as partners learn something new, approach the film and around the world. since the nFb’s founding in 1939, discussion with an open mind. it has created over 13,000 productions and won • before screening a film, choose various motifs over 5,000 awards, including 4 webbys, 12 oscars for your participants to look out for, including: and more than 90 Genies. its NFB.ca screening systemic racism, overt racism, stereotyping, Room features over 2,000 productions online, discrimination, sexism, exclusion, inclusion, RECOMMENDED including high-definition and 3d films. The nFb empathy, open-mindedness and resolution, etc. also puts the experience of cinema into the hands Following the screening, discuss each of these of Canadians everywhere through its acclaimed threads and how the filmmaker chose to mobile apps for the iPhone, iPad and Android represent them. platforms, as well as a pre-loaded app in the BlackBerry PlayBook. • host a debate. before watching a film, ask VIEWING participants their opinion on the main conflict in the film. once their position has been identified, divide the participants into two groups based on their position on the issue. Then, ask them to switch positions and watch the film from the opposing perspective. Following the film, host a debate, with both groups defending the opposite side of the argument. • encourage participants to fill out a Kwl chart (donna ogle, 1986), samples of which can be found online. The purpose of the Kwl chart is to have viewers record what they Know, what they wanT to know and what they leaRned. as an additional challenge, add a “C” column to the chart and have them reflect on how their opinions have ChanGed. • For more ideas on using films with your group, consult the educational Guide for the Work for All series at: http //wor forall.nfb.ca/sites/wor forall.nfb.ca/files/ FA- oo let-EN-Full.pdf
CCMaRd | 97 ABOUT THIS COLLECTION The following films have been selected to illustrate the 10 commitments described below. although each of these films may not address the commitment explicitly, through themes and characters profiled in the film, viewers may gain a better understanding of each of these commitments. These recommendations have been chosen to promote discussion and understanding among viewers.
COMMITMENT 1 COMMITMENT 4 Increase vigilance against systemic and indi- Support policing services in their efforts to vidual racism and discrimination. be exemplary institutions in combating racism and discrimination. • Doctors Without Residency, Tetchena bellange, 2010 9 min 57 s. • Namrata, shazia Javed, 2009, 9 min 11 s. • The Interview, Claire blanchet, 2010, 2 min 19 s. • Zero Tolerance, Michka sa l, 2006, 75 min 51 s. • Sisters in the Struggle, dionne brand, Ginny stikema, 1991, 49 min 20 s. COMMITMENT 5 Provide equal opportunities as a municipal COMMITMENT 2 employer, service provider and contractor. Monitor racism and discrimination in the • 24 Days in Brooks, dana inkster, 2007, community more broadly as well as municipal 42 min 03 s. actions taken to address racism and discrimination. • Between: Living in the Hyphen, anne Marie • Bronwen and Yaffa (Moving Towards Tolerance), nakagawa, 2005, 43 min 43 s. peter d’entremont, 1996, 27 min 16 s. • The Glass Ceiling, sophie bissonnette, 1992, • Family Motel, helene Klodawsky, 2007, 27 min 30 s. 87 min 49 s. COMMITMENT 6 COMMITMENT 3 Support measures to promote equity Inform and support individuals who experience in the labour market. racism and discrimination. • As I Am, nadia Myre, 2010, 4 min. • Jaded, Cal Garingan, 2010, 14 min 46 s. • Jaded, Cal Garingan, 2010, 14 min 46 s. • Still Waiting for Justice, nadine valcin, 2006, • Still Waiting for Justice, nadine valcin, 2006, 15 min 20 s. 15 min 20 s. • Everybody’s Children, Monika delmos, 2008, • Hanging On, Chedly belkhodja, 2006, 14 min 10 s. 51 min 27 s. • Speakers for the Dead, Jennifer holness, david sutherland, 2000, 49 min 47 s. • Film Club, Cyrus sundar singh, 2001, 44 min 53 s.
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COMMITMENT 7 COMMITMENT 9 Support measures to challenge racism and Support measures to challenge racism and discrimination and promote diversity and discrimination and promote diversity and equal opportunity in housing. equal opportunity in the education sector and in other forms of learning. • Invisible City, hubert davis, 2009, 75 min 47 s. • Breakin’ In: The Making of a Hip Hop Dancer, • For Angela, nancy Trites botkin, daniel prouty, elizabeth st. philip, 2005, 55 min 16 s. 1993, 21 min. 20 s. • Filmmaker in Residence: The Complete • Colour Blind, Ginder oujla-Chalmers, 1999, Collection, Kat Cizek, 2009, 341 min 31 s. 25 min 42 s. (hand-held is most relevant) • Film Club, Cyrus sundar singh, 2001, 44 min 53 s. • The Journey of Lesra Martin, Cheryl Foggo, • Everybody’s Children, Monika delmos, 2008, 2002, 45 min 50 s. 51 min 27 s. • From Far Away, shira avni, serene el-haj daoud, COMMITMENT 8 2000, 6 min 39s. Involve citizens by giving them a voice in anti- racism initiatives and decision-making. COMMITMENT 10 • Voice job, Mila aung-Thwin, 2006, 9 min 35 s. Promote respect, understanding and appreciation of cultural diversity and the inclusion of Aboriginal • Sharia in Canada, dominique Cardona, 2006, and racialized communities into the cultural 88 min 25 s. fabric of the municipality. • Me and the Mosque, arqa nawaz, 2005, 52 min 45 s. • The Colour of Beauty, elizabeth st. philip, 2010, 16 min 50 s. • Between: Living in the Hyphen, anne Marie nakagawa, 2005, 43 min 43 s. • Opre Roma: Gypsies in Canada, Tony papa, 1999, 52 min 01 s. • The Invisible Nation, Richard desjardins, Robert Monderie, 2007, 93 min 16 s. • Club Native, Tracey deer, 2006, 78 min 10 s.
CCMaRd | 99 ALSO OF INTEREST… To celebrate the international year of the Rapprochement of Cultures 2010, the national Film board of Canada, with the Canadian Commission for unesCo, presented a playlist of 10 NFB films to bridge the cultural divide. The playlist is to spark conversation about what we all have in common. it is made up of a collection of films from the per- spectives of people from diverse cultural and ethnic backgrounds. Together these works promote the sharing of values and knowledge, and they give us a better understanding of one another’s roots and of our common histories. www.nfb.ca/playlist/bridging-cultures
To learn more about the national Film board of Canada including our mandate, films, interactive projects, workshops and facilities, please visit www.nfb.ca
Films from the national Film board of Canada are available for purchase in the nFb’s online boutique www2.nfb.ca/bouti ue/ NF ibe elcome. sp language US
some titles are available for screening online at nFb.ca. There is a subscription fee if you intend to screen films for a group in an institutional setting. To learn more about how to subscribe to nFb.ca for your institution, please visit www.nfb.ca/education/en
100 CCMARD Section 10 Glossary of Terms Glossary of Terms “The Canadian Race Relations Foundation supports CCMARD because it presents an ideal platform from which collective efforts can be mounted to confront and eliminate racism in Canada.” – Ayman Al-Yassini, Executive Director, Canadian Race Relations Foundation seCTion 10 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
INTOLERANCE GLOSSARY bigotry or narrow mindedness which results in OF TERMS refusal to respect or acknowledge persons of (Excerpts from the Canadian Race Relations Foundation Glossary) different racial backgrounds.
DISCRIMINATION MULTICULTURALISM The denial of equal treatment, civil liberties and Federal policy announced in 1971 and enshrined opportunity to individuals or groups with respect to in law in the Multiculturalism Act of 1988 which education, accommodation, health care, employment acknowledges the unequal access to resources and access to services, goods and facilities. and opportunities of Canadians who are not of the behaviour that results from prejudiced attitudes dominant white group, and urges the recognition by individuals or institutions, resulting in unequal of their contributions, the preservation of their outcomes for persons who are perceived as different. cultural heritage and the equal treatment of all Differential treatment that may occur on the basis Canadians. The existence within one society or of race, nationality, gender, age, religion, political nation of two or more nonhomogeneous but or ethnic affiliation, sexual orientation, marital or equally recognized ethnic, racial, cultural, linguistic family status, physical, developmental or mental or religious groups. Canadian (federal) and ontario disability. includes the denial of cultural, economic, (provincial) policies on multiculturalism ensure educational, political and/or social rights of members this diversity and equal rights for and recognition of non-dominant groups. (noTe: in Canada, equal of all groups. (although it can and should include treatment for all is guaranteed under the law anti-racism, there has been an increasing recognition regardless of race, national or ethnic origin, colour of the limitations of this concept because it does GLOSSARY or religion. The list of prohibited grounds in the not explicitly acknowledge the critical role that Canadian Human Rights Act includes race, national racism plays in preventing the achievement of the or ethnic origin, colour, religion, age, sex, sexual vision, and also because it may promote a static orientation, marital status, family status, disability and limited notion of culture as fragmented and and conviction for which a pardon has been granted.) confined to ethnicity).
OF TERMS DIVERSITY PREJUDICE a term used to encompass all the various differences a state of mind; a set of attitudes held by one person among people – including race, religion, gender, or group about another, tending to cast the other in sexual orientation, disability, socio-economic an inferior light, despite the absence of legitimate status, etc. – and commonly used in the united states or sufficient evidence; means literally to “pre-judge”; and increasingly in Canada to describe workplace considered irrational and very resistant to change, programs aimed at reducing discrimination promoting because concrete evidence that contradicts the equality of opportunity and outcome for all groups. prejudice is usually dismissed as exceptional. Concern has been expressed by anti-racism and Frequently prejudices are not recognized as false or race relations practitioners that diversity programs unsound assumptions or stereotypes, and, through may water down efforts to combat racism in all its repetition, become accepted as common sense forms. The presence of a wide range of human notions. when backed with power, prejudice results qualities and attributes within a group, organiza- in acts of discrimination and oppression against tion, or society. The dimensions of diversity include, groups or individuals. but are not limited to, ancestry, culture, ethnicity, RACIAL DISCRIMINATION gender, gender identity, language, physical and according to the International Convention on the intellectual ability, race, religion, sex, sexual orien- Elimination of All Forms of Racial Discrimination, tation, socioeconomic status. racial discrimination is any distinction, exclusion, EQUITY restriction or preference based on race, colour, a condition or state of fair, inclusive, and respectful descent, or national or ethnic origin, which nullifies treatment of all people. equity does not mean or impairs the recognition, enjoyment or exercise treating people the same without regard for of human rights and fundamental freedoms in the individual differences. political, economic, social, cultural or any other field of public life.
CCMaRd | 103 RACIAL MINORITY INSTITUTIONAL RACISM OR SYSTEMIC a term which applies to all people who are not DISCRIMINATION seen as white by the dominant group including The institutionalization of discrimination through aboriginal, black, Chinese, south asian, south east policies and practices which may appear neutral on asian and other peoples. sometimes used instead the surface but which have an exclusionary impact of Visible Minority. The term that many people on particular groups, such that various minority now prefer is “people of colour” as a more positive groups are discriminated against, intentionally or term that does not define groups by comparison unintentionally. This occurs in institutions and to the dominant group. organizations where the policies, practices and procedures (e.g. employment systems – job require- RACIAL PROFILING ments, hiring practices, promotion procedures, etc.) any action undertaken for reasons of safety, security exclude and/or act as barriers to racialized groups. or public protection that relies on stereotypes systemic discrimination also is the result of some about race, colour, ethnicity, ancestry, religion, or government laws and regulations. place of origin rather than on reasonable suspicion, to single out an individual for greater scrutiny or STEREOTYPE differential treatment. profiling can occur because a fixed mental picture or image of a group of people, of a combination of the above factors, and age and/ ascribing the same characteristic(s) to all members or gender can influence the experience of profiling. of the group, regardless of their individual differences. an overgeneralization – in which the information RACIALIZATION or experience on which the image is based – may The process through which groups come to be be true for some of the individual group members, designated as different, and on that basis subjected but not for all members. stereotyping may be based to differential and unequal treatment. in the present upon misconceptions, incomplete information and/ context, racialized groups include those who may or false generalizations about race, age, ethnic, experience differential treatment on the basis of linguistic, geographical or natural groups, religions, race, ethnicity, language, economics, religion, culture, social, marital or family status, physical, develop- politics, etc. That is, treated outside the norm mental or mental attributes, gender or sexual and receiving unequal treatment based upon orientation. phenotypical features. TOLERANCE RACISM usually meant as a liberal attitude toward those a mix of prejudice and power leading to domination whose race, religion, nationality, etc. is different and exploitation of one group (the dominant or from one’s own. since it has the connotation of ‘put majority group) over another (the non-dominant, up with’, today the term acceptance is preferred. minority or racialized group). it asserts that the That is, through anti-racism and equity work we one group is supreme and superior while the other aim to counter intolerance, but to achieve accep- is inferior. Racism is any individual action, or insti- tance for all. tutional practice backed by institutional power, which subordinates people because of their colour VISIBLE MINORITY or ethnicity. Term used to describe non-dominant groups who are not white. although it is a legal term widely used INDIVIDUAL RACISM in human rights legislation and various policies, The prejudiced individual, direct, or one-to-one currently the terms racialized minority or people of action(s) against other individuals because of their colour are preferred by people labelled by others to group membership and skin colour to deprive them be ‘visible minorities’. of some right (employment, housing). Want to knoW more? The CRRF Glossary provides numerous definitions of terms related to racism and discrimination. www.crr.ca/component/option,com_wrapper/Itemid,548/lang,english
104 CCMARD Section 11 ANNEXES
seCTion 11 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS annex 1 SOME IDEAS TO PREPARE YOUR SPEAKING NOTES FOR COUNCIL 1. 6. The City/municipality has a duty as: We are not starting from scratch... we are already doing many a. guardian of the public interest; good things (this of course implies that whoever speaks to b. respecting and promoting human rights; Council/Councillors has conducted some sort of research). c. providing residents with a safe and inclusive environment. 7. Show some stats... 2. a. hate crimes Joining CCMARD will give our municipality access to: a. Experiences from, and lessons learned by other munici- b. unsafe environment palities in Canada and abroad; c. Unemployment/underemployment rates for people with b. A forum to discuss our views, our strategies; disabilities, Aboriginal Peoples, visible minorities, youth, women.... c. Support from the Canadian Commission for UNESCO. d. Racial profiling 3. e. Human Rights complaints The initiative has gained the support of major partners: the f. Etc. Federation of Canadian Municipalities has encouraged its members to join; the Canadian Race Relations Foundation and 8. the Canadian Association of Statutory Human Rights Agencies Ask the question: “How come this many municipalities have (CASHRA) have supported the initiative since its launch. joined and we have not?” Numerous other partners also support the Coalition. (To know more, please refer to Section 1 – Introduction.) 4. By joining CCMARD, the municipality will strengthen existing partnerships, and build new ones with local organizations, businesses and individuals concerned with racism and discrimination. 5. Joining CCAMRD will not necessarily have an immediate budgetary impact... we can start by transforming the way we do things!
CCMaRd | 107 annex 2 EXAMPLE OF A LETTER OF SUPPORT
• do not hesitate to write a joint letter with other organisations in your communities! • be ready to present the idea before Council if need be!
March 3, 2010 Re: Motion b3, Thursday March 4, 2010.
dear worship Mayor Robertson and esteemed Members of Council: i am writing to you in support of motion b3 which is being presented to the City services and budget meeting on Thursday March 4, 2010. The motion deals with the City of vancouver becoming a signatory to the Canadian Coalition of Municipalities against Racism and discrimination (CCMaRd). The City of vancouver has just participated in one of the most amazing events in our city`s history; the 2010 olympic and paralympic winter Games. over the past few weeks, vancouver has proven that it is a world class city to countless visitors and viewers. This would be the perfect time for vancouver to solidify its status not only as a world class city, but also as one that has a high degree of social consideration. vancouver is not only a city that showcases its strengths while the world is watching, but continuously promotes a healthy lifestyle through its urban planning and social policies. during the olympic and paralympic period, like many local residents i experienced and enjoyed the sights and sounds of our city. however, a few moments that were tied together stuck in my mind like no other. on the final night, when Canada had won the Gold in hockey and vancouver had completed a successful olympic period, the residents and visitors of vancouver were out in droves celebrating our successes. while walking along Granville street, in the middle of all of the excitement i noticed a number of young people wearing and raising Canadian flags, while dancing and celebrating to the sounds of the dhol drum from punjab india. This site made me extremely proud to be a Canadian and vancouverite. This is a city where one can be proud of one’s individual heritage, while celebrating where we live. This is a city where diversity is celebrated, and racism and discrimination is rejected. There is no reason for us to hesi- tate making this an official part of our cities status. The Coalition of Canadian Municipalities against Racism and discrimination is also a platform to share best practices and experiences with other municipalities in Canada and internationally. vancouver will be able to share its experiences in creating a symbiotic relationship between cultures, races and ethnici- ties within our city. The impact of vancouver joining the Coalition will reach farther than the borders of our city itself.
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Finally, there are a number of groups and organizations in the city of vancouver that would be more than willing to assist with the steps that vancouver would have to take upon becoming a signatory to the Coalition. personally, i am a volunteer member of the youth advisory Group of the Canadian Commission for unesCo, the vancouver representative for youCan (a for youth by youth conflict resolution and peace building organization), and coordinator with equitas and the britannia Community Centre for the play it Fair! program (a toolkit designed to help children from the ages of 6-12 years old understand the basics of human rights). if i alone am a member and participant of these organizations, i can only imag- ine how many others in this city are like me. we are all eager and willing to assist vancouver during and after this process. Together, we can ensure that we are a municipality that is openly against racism and discrimination in all of its forms. by becoming a signatory municipality to CMaRd, vancouver will empower itself, its citizens and its part- ners. we will reinforce the diversity of this city, aid those who feel marginalized, and strengthen the entire population. it is for these reasons, and many more that i urge all of you to support motion b3 on Thursday March 4, 2010 and encourage our wonderful city to become a signatory to the Coalition of Canadian Municipalities against Racism and discrimination. Thank you very much
angie osachoff
CCMaRd | 109 annex 3 EXAMPLES OF RESOLUTIONS ADOPTED BY COUNCIL
Excerpts from: City of vancouver, bC Regular Council Meeting Minutes Tuesday, March 23, 2010 http://vancouver.ca/ctyclerk/cclerk/20100323/documents/regu20100323min.pdf (…) 9. Membership in the Canadian Coalition of Municipalities Against Racism and Discrimination Moved by Councillor woodsworth seConded by Councillor Jang wheReas 1. The Multicultural advisory Committee commends the City of vancouver’s continuous efforts in fighting racism and discrimination; and 2. To strengthen these efforts, the Multicultural advisory Committee unequivocally recommends that the City of vancouver endorse the unesCo initiative of Canadian Coalition of Municipalities against Racism and discrimination and the ten point program; and 3. in recognition of the work undertaken by the City of vancouver to support multiculturalism and diversity over the years, the Committee believes that joining the unesCo Coalition of Municipalities against Racism and discrimination can further solidify and strengthen the existing work of the City in this area. with vancouver being one of the most diverse cities in bC and Canada; and 4. being a member of the Coalition will be an asset to the City of vancouver and the Multicultural advisory Committee, as many resources from the Coalition and its members can be shared and leveraged to enhance the City’s work. These include building stronger networks among cities, learning about existing best practices, policy and program frameworks currently employed by municipal, provincial, national and international jurisdictions; and 5. The Multicultural advisory Committee unanimously recommends that Council become a member of the Canadian Coalition of Municipalities against Racism and discrimination. TheReFoRe be iT Resolved ThaT the City of vancouver become a member of the Canadian Coalition of Municipalities against Racism and discrimination. CaRRied unaniMously
(…) Excerpts from: Town of aurora, on General Committee Meeting Minutes, no. 10-13 Tuesday, June 15, 2010 www.town.aurora.on.ca/app/wa/mediaentry?mediaentryid=57382 (…) General Committee recommends: ThaT the following recommendations respecting the matters listed as “items not Requiring separate discussion” be adopted as submitted to the General Committee and staff be authorized to take all necessary action required to give effect to same: 1. CAO10-009 – Canadian Coalition of Municipalities Against Racism and Discrimination ThaT Council receive report Cao10-009 for information; and ThaT the Town of aurora join the Canadian Coalition of Municipalities against Racism and discrimination; and ThaT Council endorse the attached declaration from the Canadian Commission for unesCo on the Canadian Coalition of Municipalities against Racism and discrimination. (…) – CARRIED –
110 seCTion 11 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS annex 4 TEXT OF THE DECLARATION TO JOIN THE CANADIAN COALITION OF MUNICIPALITIES AGAINST RACISM AND DISCRIMINATION
Declaration to Join the Canadian Coalition of Municipalities Against Racism and Discrimination
GIVEN THAT: The Canadian Commission for unesCo (united nations educational, scientific and Cultural organization) is calling on municipalities to join a Canadian Coalition of Municipalities against Racism and discrimination and be part of unesCo’s international coalition launched in 2004; and the Federation of Canadian Municipalities endorses the Call for a Canadian Coalition of Municipalities against Racism and discrimination and encourages its members to join; and
WHEREAS: Municipal governments in Canada, along with other levels of government, have responsibilities under Canada’s Charter of Rights and Freedoms as well as federal, provincial and territorial human rights codes, and therefore have an important role to play in combating racism and discrimination and fostering equality and respect for all citizens;
BE IT RESOLVED THAT: The Municipality of ______agrees to join the Coalition of Canadian Municipalities against Racism and discrimination and, in joining the Coalition, endorses the Common Commitments and agrees to develop or adapt its own unique plan of action accordingly. These Common Commitments and the Municipality’s unique plan of action will be an integral part of the Municipality’s vision, strategies and policies. in developing or adapting and implementing its own unique plan of action toward progressive realization of the Common Commitments, the Municipality will cooperate with other organiza- tions and jurisdictions, including other levels of government, aboriginal peoples, public and private sector institutions, and civil society organizations, all of whom have responsibilities in the area of human rights. The Municipality will set its priorities, actions and timelines and allocate resources according to its unique circumstances, and within its means and jurisdiction. The Municipality will exchange its expertise and share best practices with other municipalities involved in the Coalition and will report publicly on an annual basis on actions undertaken toward the realization of these Common Commitments.
______date place
______signature
CCMaRd | 111 annex 5 EXAMPLE OF LETTER INFORMING THE CANADIAN COMMISSION FOR UNESCO OF A DECISION TO JOIN CCMARD
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CCMaRd | 113 annex 6 EXAMPLE OF A MEDIA ADVISORY a media advisory is used to communicate timely information to members of the media. unlike press release, media advisories are not meant for public distribution. They are a sort of invitation for media representatives (journalists) to attend a specific event (ex. press conference, signing ceremony, etc.). For higher efficiency, it is recommended to send the media advisory a few days before the event and to send it again, as a reminder, the day before.
MEDIA ADVISORY (Title of the event)
what: Media representatives are invited to the signing ceremony of the City of (insert) to the Canadian Coalition of Municipalities against Racism and discrimination.
when: (insert date)
where: (insert location)
who: (insert names of speakers, special guests, etc.)
Television news media wanting to do live newsfeed please Rsvp to (insert contact) For further information: Media enquiries – (insert contact)
The united nations association and the advantages of it contains can also be useful QUICK WINS in Canada (unaC) launched in public outreach and education to municipalities and their 2007 the guide “Understanding through the media and act as partners. a concise and user–friendly and Engaging the Media for www.unac.org/ready/en/resources/ resource to support nGos in NGOs”, a step-by-step guide UN%20Media%20Guide.pdf to media relations that aims their efforts. The information to underline the importance
114 seCTion 11 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS annex 7 EXAMPLE OF MEDIA BACKGROUNDER Canadian municipalities unite to combat racism and discrimination The Canadian Coalition of Municipalities against Racism and discrimination is part of the international Coalition of Cities against Racism, launched in March 2004 by unesCo (united nations educational, scientific and Cultural organisation) as part of the organisation’s strategy to follow up to the world Conference against Racism, Racial discrimination, xenophobia and Related intolerance (durban, 2001). The Canadian Commission for unesCo and its partners are inviting Canadian municipalities to be part of this larger international coalition by joining the Canadian Coalition of Municipalities against Racism and discrimination. By joining the Coalition, a municipality commits to: • endorse 10 Common Commitments. • develop or adapt a plan of action against Racism and discrimination. • Make the 10 Common Commitments and the municipality’s unique plan of action an integral part of the municipality’s vision, strategies and policies. • Cooperate with other organizations including governments, institutions and civil society. • set its priorities, actions and timelines to achieve its plan. • allocate resources to achieve its plan. • exchange expertise with others. • share best practices. • Report publicly on actions undertaken in implementing the 10 Common Commitments and its plan of action against racism. Municipalities are urged to develop their own plan of action in keeping with ten Common Commitments addressing three areas of municipal responsibility: • The municipality as a guardian of the public interest 1. increase vigilance against systemic and individual racism and discrimination. 2. Monitor racism and discrimination in the community more broadly as well as municipal actions taken to address racism and discrimination. 3. inform and support individuals who experience racism and discrimination. 4. support policing services in their efforts to be exemplary institutions in combating racism and discrimination. • The municipality as an organization in the fulfillment of human rights 5. provide equal opportunities as a municipal employer, service provider and contractor. 6. support measures to promote equity in the labour market. 7. support measures to challenge racism and discrimination and promote diversity and equal opportunity in housing. • The municipality as a community sharing responsibility for respecting and promoting human rights and diversity 8. involve citizens by giving them a voice in anti-racism initiatives and decision-making. 9. support measures to challenge racism and discrimination and promote diversity and equal opportunity in the education sector and in other forms of learning. 10. promote respect, understanding and appreciation of cultural diversity and the inclusion of aboriginal and racialised communities into the cultural fabric of the municipality.
For more information visit: www.ccmard-ccmcrd.ca
CCMaRd | 115 annex 8 SAMPLE NEWS RELEASE
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CCMaRd | 117 annex 9 EXAMPLE OF INVITATION TO AN OFFICIAL CCMARD SIGNING CEREMONY AND PROGRAM
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CCMaRd | 119 120 seCTion 11 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
annex 10 EXAMPLE OF INVITATION TO COMMUNITY FOR A CCMARD WORKSHOP
CCMaRd | 121 annex 11 ORGANIZATIONAL READINESS ASSESSMENT Excerpts from City of Ottawa Organizational Readiness Assessment (2011) Coalition of Municipalities against Racism and Discrimination Ten Point Action Plan
Source: City of ottawa website http://ottawa.ca/calendar/ottawa/citycouncil/occ/2011/04-13/fedco/11%20-%20aCs2011-Cos-hR-0003_CMaRd_Final%20-%20eng.htm
CmarD’S ten Point What the City of ottawa is already doing … action Plan 1. • In November 2002, City Council approved the Equity and Diversity Policy to demonstrate its commitment to ensure its workforce Increase vigilance is qualified and reflective of the community it serves. It also ensures all clients equal access to facilities, products, services, grants against systemic and and employment opportunities without discrimination. individual racism and • The Diversity and Employment Equity Branch (D&EE) has in place an Employment Equity Plan for Transit Services (mandatory discrimination under the Employment Equity Act) and a plan for the remainder of City of Ottawa employees. The plan focuses on key areas such as recruitment and staffing including outreach, training and development, organizational support and management accountability. • The D&EE Branch works closely with the Equity and Diversity Advisory Committee (EDAC) whose mandate is to work towards the elimination of discrimination within the City of Ottawa. • Raise awareness of racial discrimination and promote an atmosphere of inclusion organizing and joining commemorative events such as Multiculturalism Day, the World Day for Cultural Diversity for Dialogue and Development, preparing special Proclamations (...) 2. • Equity and Inclusion Lens: developed in 2009 with active community participation involving more than 120 community represen- Monitor racism and tatives, groups and social service agencies discrimination in the • Community Development Framework (CDF) works with priority neighbourhoods to identify needs, issues, and assets and works community more broadly with all in the community to address concerns and build on assets. Within these neighbourhoods, there are significant number as well as municipal actions of newcomers, visible minorities and various cultural groups who all have a voice and are encouraged to participate at the table. taken to address racism • The D&EE Branch works closely with the Equity and Diversity Advisory Committee (EDAC) whose mandate is to work towards the and discrimination elimination of discrimination within the City of Ottawa (…) 3. • D&EE branch offers conflict mediation sessions, facilitates discussions, promotes a respectful work environment through education, Inform and support indi- communication viduals who experience • Employee Assistance Program (EAP) offers support systems and services: counselling, assessment and referral, 24 hour emer- racism and discrimination gency service, critical incident stress debriefing, management/union consultation, facilitated discussion, and workforce adjustment/ reorganization • Formal Process to monitor, track and address specific complaints and feedback about the accessibility of City Services. • Participate in Connecting on Disability and Abuse group run by Crime Prevention Ottawa 4. • Initiatives by the Ottawa Police Service regarding recruitment of a diverse workforce including the Outreach Recruitment Program Support policing services and student employment programs. in their efforts to be • Policy, training and community consultations on racial profiling. exemplary institutions • Partnerships with Crime Prevention Ottawa in working with diverse neighbourhoods and special events like Crime Prevention in combating racism and Week and a Community Safety Toolkit. discrimination • Police active participation in the development of the Equity and Inclusion lens. (...)
The complete Organizational Readiness Assessment is available online at: http://ottawa.ca/calendar/ottawa/citycouncil/occ/2011/04-13/fedco/11%20-%20aCs2011-Cos-hR-0003_ CMaRd_Final%20-%20eng.htm
122 seCTion 11 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS annex 12 A CULTURAL COMPETENCE SELF-EVALUATION FORM (CCSE) please select your Client’s ethnocultural Group: ______(Then rate yourself on the following items of this scale to determine your “competence”) VERY TRUE TRUE SOMEWHAT NOT TRUE UNSURE OF ME OF ME TRUE OF ME OF ME ABOUT ME 4 3 2 1 U
1. _____ Knowledge of group’s history 2. _____ Knowledge of group’s family structures, gender roles, dynamics 3. _____ Knowledge of group’s response to illness (i.e., awareness, biases) 4. _____ Knowledge of help-seeking behavior patterns of group 5. _____ ability to evaluate your view and group view of illness 6. _____ ability to feel empathy and understanding toward group 7. _____ ability to develop a culturally responsive treatment program 8. _____ ability to understand group’s compliance with treatment 9. _____ ability to develop culturally responsive prevention program for group 10. _____ Knowledge of group’s “culture-specific” disorders/illnesses 11. _____ Knowledge of group’s explanatory models of illness 12. _____ Knowledge of group’s indigenous healing methods and traditions 13. _____ Knowledge of group’s indigenous healers and their contact ease 14. _____ Knowledge of communication patterns and styles (e.g., non-verbal) 15. _____ Knowledge of group’s language 16. _____ Knowledge of group’s ethnic identification and acculturation situation 17. _____ Knowledge of how one’s own health practices are rooted in culture 18. _____ Knowledge of impact of group’s religious beliefs on health and illness 19. _____ desire to learn group’s culture 20. _____ desire to travel to group’s national location, neighborhood
ToTal sCoRe: ______80-65 = Competent; 65-40 = near Competent; 40 below = incompetent ToTal # of u’s: ______(if this number is above 8, more self-reflection is need) your age: ______your Gender: ______your Religion: ______your ethnicity: ______use with acknowledgement and citation. based on Marsella, Kaplan, & suarez, 2000; yamada, Marsella, & yamada, 1998; yamada, Marsella, & atuel, 2002; hanson, pepitone, Green (2000), and scores of others. : Contact: [email protected] CCMaRd | 123
CCMARD Section 12 Resources
seCTion 12 TOOLKIT FOR MUNICIPALITIES, ORGANISATIONS AND CITIZENS
LIST OF SELECTED RESOURCES I. TOOLKITS AND GUIDES
A Toolkit of Ideas – For Attracting and Retaining Booklet: Making Space for Everyone – Accessible, Immigrants in Atlantic Canadian Municipalities Inclusive, and Safe Communities Atlantic Immigration Conference Report | 2005 Social Planning and Research Council of BC www.halifax.ca/council/mayor/documents/1.AtlanticImmigration (SPARC BC) | 2005 ConferenceReport.pdf www.sparc.bc.ca/component/rubberdoc/doc/14-makingspace foreveryonebookletweb.pdf This document presents ideas and suggestions on how to make atlantic communities more attractive The booklet focuses on issues of concern to people and welcoming to newcomers. with mobility, sensory, and cognitive impairments. it contains a set of guidelines and best practices All Different, All Unique: Young people and UNESCO for design, policy, and education. Universal Declaration on Cultural Diversity UNESCO and Oxfam International Youth Parliament Building Bridges Together: A Resource Guide for http://unesdoc.unesco.org/images/0013/001345/134556e.pdf Intercultural Work Between Aboriginal and Non- Aboriginal Peoples This resource contains a ‘youth-friendly’ version of Social Planning and Research Council of BC the declaration and presents, for each article of the (SPARC BC) | 2008 declaration, a variety of ideas for discussion and www.sparc.bc.ca/resources-and-publications/category/27-sprout- action. resources-for-social-change The Guide is a compilation of resources that can Anti-Racism and Discrimination for Municipalities inform local initiatives as they engage in dialogue Ontario Human Rights Commission | 2010 www.ohrc.on.ca/en/resources/Guides/cmard/view and action-planning processes between aboriginal and non-aboriginal peoples. This document is a “how-to” guide. it gives munici- palities directions on how they can start or improve Common Ground: An Aboriginal Relationship anti-racism and anti-discrimination initiatives. Agreement Framework. Facilitator’s Toolkit This manual focuses on small and medium-size Alberta Native Friendship Centres Association | 2010 municipalities but any municipality, large or small, www.anfca.com/docs/programs/COMMON%20GROUND%20 should find it useful. TOOLKIT%20FINAL%20SMALL.pdf The Toolkit outlines a process for communities to Attracting and Retaining Immigrants: A Tool Box of use that enables relationship building and provides Ideas for Smaller Centres (2nd Edition) a way for aboriginal and non-aboriginal people, Working Group on Small Centres Strategies | 2007 organizations and businesses, to interact respect- http://integration-net.ca/english/ini/wci-idca/tbo/EN_ Toolbox.pdf fully to address issues of common concern. The Tool box is a practical tool for smaller centres to use as they build a strategy to address the issues surrounding the attraction and retention of immi- grants. numerous topics are covered in the Tool box, including employment and housing, attracting people whether immigrants or others, and the many attributes of a welcoming community and how to develop organizations.
CCMaRd | 127 Community Leadership: A Guide for Leadership Cultural Competence: A Guide to Organizational Development of Ethnocultural Members. Change Hieu Van Ngo Hieu Van Ngo (Prepared for the Department of (Prepared for: Coalition for Equal Access to Canadian Heritage, Western Region) | 2008 Education) | 2009 www.calgary.ca/CSPS/CNS/Documents/fcss/cultural_ www.eslaction.com/main/Leadership%20Curriculum.pdf competence_guide.pdf This resource offers a curriculum to support ethnocul- This resource aims to accompany organizations in tural members to step up, to influence, to their efforts to promote cultural diversity and contribute, and to initiate positive changes in their competence. it is divided in four parts. part i examines communities. it discusses the importance of the demographic, social, political, economic and connecting positive role models of diverse cultural legislative realities that are relevant to cultural and socioeconomic backgrounds and the develop- diversity in Canada. part ii provides foundational ment of practical skills in the areas of community knowledge about culture and cultural competence. organization and mobilization, organizational part iii offers a series of practical tools to help management and project management. organizations integrate cultural diversity and com- petence into all aspects of their governance, Count me In! Collecting Human Rights-Based Data management and administration, and service delivery. part iv suggests a guideline for cultural Ontario Human Rights Commission | 2009 www.ohrc.on.ca/en/resources/Guides/countmein competence based funding assessment. human service personnel and funding representatives will This guide is intended to be a practical resource for find the guidelines useful for writing proposals or human rights professionals, human rights and assessing funding applications. equity advisors, managers and supervisors, unions, and any other people or groups considering a data Diversity in Governance: A Toolkit for Nonprofit Boards collection project, or seeking support to do so. This guide may be particularly helpful to readers with DiverseCity: The Greater Toronto Leadership little or no knowledge of data collection. Project | 2011 http://diversecitytoronto.ca/research-and-tools/other-resources/ diversity-toolkit/ Creative Tools: Civic Engagement of Children & Youth The five sections of the Toolkit suggest steps for International Institute for Child Rights and increasing diversity on your organization’s governing Development (IICRD) | 2005 www.iicrd.org/resources/tools_and_training_manuals/ body. creative_tools Diversity Perspectives: A Manual for Leading developed in the context of the Growing up in Cities Dialogue on Leadership on Diversity and Leadership Canada project, the tools aim to help municipalities increase the social inclusion of young people, DiverseCity: The Greater Toronto Leadership especially those at risk, and seek to improve the Project | 2011 http://diversecitytoronto.ca/wp-content/uploads/Diverse effectiveness and sustainability of city planning. City-Perspectives-Manual-for-Leading-Dialogues-Feb-20111.pdf designed to be youth-friendly, the tools form a basis for developing concrete action plans that The guide is designed for those who want to lead involve children and youth in civic decision-making a group dialogue on the topic of diversity at leader- in partnership with local adults, community planners, ship levels. it is broken into four sections: defining and municipal government representatives. dialogue; how to lead a dialogue circle; Resources on the topics of dialogue and diversity; and information forms to help keep track of participation in the diverseCity perspectives project.
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Engaging Youth within Our Communities Migrants’ Inclusion in Cities: Innovative urban policies Josée Latendresse, with the collaboration of and practices Natasha Blanchet-Cohen (Prepared for the UNESCO / UN-HABITAT J.W. McConnell Family Foundation) | 2010 www.unesco.org/new/en/social-and-human-sciences/themes/ www.mcconnellfoundation.ca/assets/Media%20Library/ social-transformations/urban-development/migrants-inclusion- Reports/guide_jeune_ang_WEB.pdf in-cities/ This guide is intended for community and organi- The project “Migrants’ inclusion in Cities: innovative zational actors who would like to integrate young urban policies and practices” provides local decision- people ages 12 to 25 within their communities, makers with guidelines and examples of good acknowledge young people as co-builders of society; practices to improve the inclusion of international encourage young people to express themselves, and migrants in the city. The website offers examples support young people’s leadership development. of good urban practices that reflect 10 aspects of inclusion: spatial; political; civic; social; cultural; Equity and Inclusion Lens: A User’s Guide economic; housing; education; gender; public health. City of Ottawa & City for All Women Initiative | 2010 http://ottawa.ca/doc_repository/guides/equity_inclusion_en.pdf In the zone: Housing, human rights and municipal planning The user’s Guide is part of a toolkit that includes 11 diversity snapshots and other materials to assist Ontario Human Rights Commission | 2012 www.ohrc.on.ca people when applying an equity and inclusion lens. it helps staff and management view their The guide offers an overview of the human rights planning and program development and delivery responsibilities in housing. it offers information activities to ensure they are inclusive of the full about the various legislated tools municipalities diversity of men and women. The 11 diversity have and shows examples of how municipal snapshots are: aboriginal peoples; Francophones; planners, councillors, housing service Managers, GlbT (gay, lesbian, bisexual, trans); immigrants; district social service boards and others can use people living in poverty; people living with disabili- “best practices” to overcome discriminatory ties; Rural residents; seniors; visible minorities; neighbourhood opposition and promote housing women; youth. They are available at www.cawi- that is free of discrimination. ivtf.org/publications Inclusive Community Organizations: A Toolkit Framework for Documenting Equality Rights Ontario Healthy Communities Coalition | 2004 Canadian Human Rights Commission | 2010 www.ohcc-ccso.ca/en/inclusive-community-organizations-a- www.chrc-ccdp.ca/pdf/framework_equality.pdf tool-kit The tool provides federal, provincial, territorial and The Toolkit aims to support diversity and improve municipal governments, community and non- inclusion within small to mid-sized, volunteer- governmental organizations, academics and think tanks based, not-for-profit organizations. it provides with a conceptual framework to look at a multitude resources for community organizations to develop of measures from a human rights perspective. a “critical lens” to reflect on their organization’s current position and respond effectively to ensure Human Rights Maturity Model that they reflect local demographics. Canadian Human Rights Commission | 2011 www.chrc-ccdp.ca/hrmm_mmdp/default-eng.aspx An Integrated Approach to Gender-based Analysis Status of Women Canada | 2007 The Model is designed to help employers create a www.swc-cfc.gc.ca/pol/gba-acs/guide/2007/gba-acs-eng.html self-sustaining human rights culture in the work- place. it builds on five key elements and leads The approach aims to help integrating gender employers through a step-by-step process to inte- considerations into the policy, planning and decision- grate human rights into all aspects of an making processes. The website provides insight on organization. The website offers links to various how to make a Gba. other tools related to fighting racism, employment equity and diversity.
CCMaRd | 129 Interfaith and Belonging: A Civic Education and Multiculturalism in Communities: A Guide to Engagement Initiative Developing and Sustaining Dialogue Canadian Race Relations Foundation Simon Fraser University Vancouver | 2005 www.crr.ca/content/view/787/268/lang,english/ www.embracebc.ca/local/embracebc/pdf/dialogue_guide.pdf The initiative promotes dialogue and civic engagement The Guide is for leaders and organizations throughout among and between faith-based communities. b.C. who wish to use dialogue to examine and The program’s objective is to enhance the civic strengthen the multicultural framework of their participation and responsibility of different com- community. it presents some tools and guidelines munities in Canada and to strengthen a sense of for convening communities of diverse interests: belonging in Canada. business, not-for-profit and civic sectors.
The Kit – A Manual by Youth to Combat Racism Multimedia & Multiculturalism (M&M) Initiative through Education United Nations Association of Canada United Nations Association in Canada | 2002 http://mmunac.org/ www.unac.org/yfar/education_e.htm una-Canada’s Multimedia & Multiculturalism The Kit is a bilingual manual containing 61 pages (M&M) works directly with media agencies, of information, history, resources, and tools for post-secondary institutions and ethno-cultural anti-racism education. it has been created by communities to work towards strategic goals, youth for youth, but is also useful for educators, open up dialogue and work towards creating parents, community leaders, anti-racism activists, media that is free from stereotypes, racism and ethnocultural groups, and non-governmental other forms of discrimination. organizations. Pathways to Change: Facilitating the full civic Making Your Community More Child and Youth engagement of diversity groups in Canadian society. Friendly Toolkits Merrill Cooper (for the Government of Alberta) | 2007 Society for Children and Youth of BC http://culture.alberta.ca/hremf/priorities/docs/Pathways www.scyofbc.org/resources ToChange.pdf The society for Children and youth of bC offers pathways to Change is a research-based model different toolkits to help community groups and tool to help equality-seeking organizations and address the question: “how child and youth communities in their work to reduce discrimination friendly is my community?” The toolkits are broken and racism, and to facilitate the full civic engagement into 17 different domains (ex. housing, neighbourhood of individuals in all aspects of society. spaces close to home, parks and open spaces, schools, transportation, workplaces, and the media) Project Diversity that affect the lives of young people. work sheets Social Planning and Research Council of BC are included to help community groups move (SPARC BC) | 2010 from ideas to action. www.sparc.bc.ca/sprout-resources-for-social-change/298-project- diversity Many Worlds, One Community: A New Westminster The website offers a facilitator’s handbook (with Tool Kit for Inclusion exercises and worksheets to support facilitation of Pacific Immigrant Resources Society | 2004 a project diversity workshop), presentations and www.sparc.bc.ca/resources-and-publications/doc/112-toolkit- notes for workshop facilitators, videos and links to working-towards-a-racism-free-community.pdf materials to support workshop facilitators and This Tool Kit aims at supporting community service participants interested in learning more about agencies and organizations in their efforts to create diversity and inclusion. an inclusive community. it was designed for the City of new westminster (bC) but may inspire others!
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Sport-in-a-Box The Youth Effect – Toolkit for Decision Makers on United Nations Association in Canada (UNA- Engaging Youth Canada) | 2010 Young Global Leaders’ Youth Task Force and www.unac.org/sbox TakingITGlobal | 2011 http://youtheffect.org/ sport-in-a-box was developed by una-Canada to encourage active, healthy living for life while bringing The youth effect was created to inspire leaders awareness of global issues to youth and their com- of organizations across sectors to believe in the munities through sport. it involves many tools, capability of youth and to develop the skills of resources and links to curriculums. among them is established leaders in being able to engage and the step-by-step Resource Guide, a self-explanatory collaborate more effectively with youth. guide to implementing the sport-in-a-box model that can be used by teachers, counselors, coaches, Youth Engagement in National Commissions for community development practitioners, youth leaders UNESCO Toolkit or anyone else who works with youth of 9-12 years. UNESCO and the Canadian Commission for UNESCO | 2011 Tools for Action: A Resource Guide for Designing www.unesco.ca/en/commission/resources/documents/ a Community Indicator Project UNESCO-TOOLKIT-EN.pdf Social Planning and Research Council of BC although specifically designed for unesCo (SPARC BC) | 2006 national Commissions, the Toolkit contains infor- www.sparc.bc.ca/sprout-resources-for-social-change mation that may be useful to municipalities and The guide was developed to facilitate the achieve- local organisations looking to further youth ment of three learning objectives: to acquire engagement in their work. This practical guide is introductory knowledge of key concepts used to the result of a joint effort by the national discuss indicators and indicator projects; to develop Commissions, which have provided examples, an awareness of resources for ongoing learning strategies and lessons learned on the engagement about indicators and indicator projects; and to gain of youth in the activities of unesCo. understanding of one methodological approach to designing and implementing a community II. REPORTS AND STUDIES indicator project. Aboriginal Edmonton: A Statistical Story – 2009 Welcoming and Inclusive Communities Toolkit Dr. Chris Anderson (Prepared for the Aboriginal Alberta Urban Municipalities Association | 2008 Relations Office, City of Edmonton) | 2009 http://wic.auma.ca/WIC_Toolkit/ www.edmonton.ca/city_government/documents/Stat_Story- Final-Jan26-10.pdf This toolkit was designed to assist municipalities wishing to take action to reduce racism and other The report summarizes the information contained forms of discrimination and build welcoming and in the Urban Aboriginal Population: A Statistical inclusive communities. Profile of Aboriginal Peoples living in the City of Edmonton, 2006 which was initiated by the City’s Working Together : Our stories – Best Practices and aboriginal Relations office to provide information Lessons Learned in Aboriginal Engagement about edmonton’s urban aboriginal residents. Parks Canada | 2011 The report can be used as a model for other www.parkscanada.gc.ca municipalities interested in collecting and dis- tributing statistical information about their This collection of stories reflects parks Canada’s aboriginal population. vision of working together with aboriginal peoples to ensure a more holistic stewardship of our natural and historical heritage that includes the cultural values and the knowledge of Canada’s First nation, Métis and inuit peoples.
CCMaRd | 131 Aboriginal Communities and Urban Sustainability Calgary and Region Social Outlook 2010-2015 Katherine A.H. Graham and Evelyn Peters City of Calgary | 2011 Canadian Policy Research Networks Inc. | 2002 http://calgary.ca/CSPS/CNS/Pages/Publications-guides-and- www.cprn.org/doc.cfm?doc=163&l=en directories/Social-outlooks/Social-Outlooks.aspx The paper explores the relationship between The Calgary and Region social outlook is an annual aboriginal individuals, aboriginal peoples and city life, five-year forecast that examines the overall social as well as the policy implications of that relationship. landscape of Calgary. it provides a snapshot of the social state-of-the-city, its opportunities and chal- Aboriginal Youth in Canada: Emerging Issues, lenges, and where it’s headed. Research Priorities, and Policy Implications – Workshop Report Cities Fostering Active Inclusion Report Geneviève Kroes Eurocities: Cities for Active Inclusion | 2010 Policy Research Initiative | March 2008 www.eurocities.eu/Minisites/NLAO/index.php?option=com_ http://publications.gc.ca/collections/collection_2009/ content&view=article&id=165:new-report-cities-fostering- policyresearch/PH4-50-2009E.pdf active-inclusion-&catid=6:generalnews&Itemid=22 The report discusses education, family and community The report provides an analytical overview of trends, well-being, and criminal justice as key issues for challenges and innovative practices on active the medium-term policy research agenda. it presents inclusion at the local level in ten cities throughout recommendations for successful approaches to the european union. research and policy development through collaborative research practices and community or place-based Community of Acceptance: Respect for Thunder policies. Bay’s Diversity Diversity Thunder Bay | 2002 Best Practices Manual on Francophone Immigration www.thunderbay.org/article/a-community-of-acceptance- in Canada respect-for-thunder-bays-diversity-175.asp The Ministerial Conference on the Canadian This is a multi-method study about race relations Francophonie | 2009 in Thunder bay. The purpose of the study was to http://canada.metropolis.net/publications/francophon_ investigate general awareness of race, racism and manual_e.pdf racialization in the community. The study also The Manual presents action strategies and initiatives documented the experience of racism in order to that promote Canadian accomplishments in the area understand the effects of race-based discrimination of Francophone immigration. on the social cohesion of the community. Finally, the study is to be a source of information for Building Inclusive Communities: Cross-Canada Thunder bay to strategically plan its activities and Perspectives and Strategies public education about race relations. it can be used as a model for similar studies in other municipalities. Peter Clutterbuck & Marvyn Novick (Prepared for the Federation of Canadian Municipalities and the Laidlaw Foundation) | 2003 Communities in which Women Count: The www.ohcc-ccso.ca/en/webfm_send/228 Women’s Equality Report Card Project Toronto Women’s City Alliance | 2010 The document presents the outcomes of eleven www.twca.ca/TWCA-publications/uploads/TWCA_June_2010a.pdf “soundings” held in ten communities across Canada to elicit community perspectives on the social The report summarizes findings from focus groups issues facing urban centres and the civic capacities and interviews with over 100 Toronto women in required to respond to these issues. the context of the women’s equality Report Card project, grounded in concerns about how women’s lives are touched by the city.
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Current Realities and Emerging Issues Facing Youth Excellence Through Diversity – A Report on the in Canada Education and Training Needs in Diversity of the Policy Research Initiative Halifax Regional Police Sandra Franke, Human Resources and Skills Halifax Regional Municipality | 2005 Development Canada | 2010 www.halifax.ca/police/departments/documents/perivaleandtaylor www.horizons.gc.ca/2010-0017-eng.pdf FinalReport.pdf The report puts forward an analytical framework The report recognizes and addresses the need for to inform the Canadian policy making process on changes in two aspects of the halifax Regional new realities, issues and challenges facing youth police management and operations: the external in various spheres of life and at different stages of service delivery and the alignment of internal sys- the passage to adulthood. tems, processes and procedures.
Conversations for cross-cultural learning: strengthening First Nations/Métis/Inuit Mobility Study – Final Report cultural pluralism in Vancouver – Project Summary Institute of Urban Studies, in collaboration with Report the Assembly of Manitoba Chiefs and the Manitoba Social Planning and Research Council of BC Métis Federation | 2004 (SPARC BC) | 2010 http://ius.uwinnipeg.ca/pdf/Aboriginal%20Mobility% www.sparc.bc.ca/resources-and-publications/doc/404-conversations- 20Final%20Report.pdf for-cross-cultural-learning-strengthening-cultural-pluralism-in- The Report presents the key findings and recom- vancouver-2010.pdf mendations derived over the course of the First Conversations for Cross-Cultural Learning was a nations/Métis/inuit Mobility study. The research’s series of five community-based dialogues hosted objective was to examine the mobility process from by some of vancouver’s diverse cultural communities. two perspectives: the initial move into the city and The project aimed to demonstrate actions that the reasons why, and the subsequent pattern of foster participation by diverse residents in the movement within the city once persons remained. multi cultural life of vancouver. The research also assessed the pattern of service use during this period to better understand the needs The Development of Indicators for Measuring of persons as they adjusted to living in the city. Racism and Evaluating Local Anti-Discrimination Policies European Training and Research Centre for Human Home is Where the Heart is and Right now that is Rights and Democracy (Prepared for UNESCO) | 2010 Nowhere: an Examination of Hidden Homelessness www.etc-graz.at/typo3/fileadmin/user_upload/ETC-Hauptseite/ among Aboriginal Peoples in Prairie Cities publikationen/Occasional_papers/ECCARADIXChallenges_ Jino Distasio, Gina Sylvester, Susan Mulligan local_equality_indicators_wcover.pdf Institute of Urban Studies | 2005 The study provides a theoretical framework to http://winnspace.uwinnipeg.ca/xmlui/handle/10680/329 measure racism or (in)equality and to evaluate The research examined hidden homelessness municipal anti-discrimination policies and discusses among aboriginal persons in prairie cities. it sought legal and practical issues such as legality and reli- to identify the characteristics and circumstances ability of available “ethnic” data. The study was of the hidden homeless population, what factors undertaken in the context of the european Coalition have contributed to the phenomenon of hidden of Cities against Racism (eCCaR)’s endeavours to set homelessness and what programs and services up an eCCaR-wide applicable system of monitoring currently available to alleviate the problem. racism, discrimination, equality and respective municipal policies.
CCMaRd | 133 Housing for Immigrants in Ontario’s Medium- Immigration & Diversity in Canadian Cities and Sized Cities Communities David Wachsmuth Quality of Life in Canadian Communities Series Canadian Policy Research Networks | 2008 Federation of Canadian Municipalities | 2009 www.cprn.org/doc.cfm?doc=1937&l=en www.fcm.ca/english/View.asp?mp=1363&x=1089 The research explores how medium-sized cities in This publication, the fifth theme report published ontario provide affordable housing for newcomers by the Federation of Canadian Municipalities and presents the challenges that immigrants, (FCM) as part of the Quality of life Report system governments, housing providers and settlement (QolRs), focuses on trends and issues related to agencies face, and the policies and strategies they immigration and diversity in 24 of Canada’s largest follow for overcoming these challenges. municipalities, regional municipalities and metro- politan communities, which account for 54 per cent Human rights and policing: Creating and sustaining of Canada’s population. The report relies on data organizational change covering the period 2001 to 2006, and compares Ontario Human Rights Commission | 2011 and contrasts three distinct groups: non-immigrants, www.ohrc.on.ca/en/resources/Guides/policeorgchange Canadian citizens born in Canada; established immigrants, foreign-born residents who have lived The guide offers a broad framework with key princi- in Canada over five years; and recent immigrants, ples and concrete examples of good practices to foreign-born residents who have lived in Canada guide organizational change in police services. it for five years or less. includes best practices – and things to avoid – and offers many case study examples. Indicators for Evaluating Municipal Policies aimed at Fighting Racism and Discrimination Immigrant-Friendly Communities: Making Immigration Chaire de recherche sur l’immigration, l’ethnicité Work for Employers and Other Stakeholders et la citoyenneté | 2005 The Conference Board of Canada | 2009 http://unesdoc.unesco.org/images/0014/001496/149624e.pdf www.conferenceboard.ca/documents.aspx?DID=3229 This study looked at indicators for the cities of The report looks at the value immigrants can bring to boston, Montreal, saskatoon, stockholm, Toronto small communities and the role of federal, provincial and vancouver. it was written with the goal of and municipal policies in attracting immigrants to assisting cities that want to adopt public policies small communities. it presents case-studies of of diversity management and to fight racism and four communities in Canada that have succeeded discrimination, and to evaluate the impact of such in attracting and retaining immigrants through a policies. The goal is to equip cities with tools that collaborative approach involving employers and make it possible to evaluate, in quantitative and/ many different community stakeholders. The or qualitative terms, whether their actions produce report also identifies ways for making immigration results that correspond to the major goals of work in small communities. adopted policies.
Immigrants as Innovators: Boosting Canada’s Global Competitiveness. The Conference Board of Canada | 2010 www.conferenceboard.ca/documents.aspx?DID=3825 The report aims to help Canadian government officials and business leaders, as well as cities and communities, recognize the potential value of immigration to innovation performance. it also provides insights for leaders on how to foster and capitalize on the innovative potential of new Canadians.
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Investing in Cultural Diversity and Intercultural Starting on Solid Ground: The Municipal Role in Dialogue Immigrant Settlement UNESCO World Report on Cultural Diversity | Federation of Canadian Municipalities | 2011 2010 www.fcm.ca/Documents/reports/Starting_on_Solid_Ground_ www.unesco.org/new/en/culture/resources/report/the- Municipalities_and_Immigration_EN.pdf unesco-world-report-on-cultural-diversity The report presents five recommendations to the This 2nd unesCo world Report takes stock of all federal government to support successful immigrant that is being said, thought and done in the name settlement in Canadian communities. of cultural diversity, and explores the necessary conditions for diversity to become an asset and Understanding Canada’s “3M” Reality in the 21st not a threat, a source of renewal for public policies in Century – Final Report service to development, social cohesion and peace. it Policy Research Initiative | 2009 advances a number of pathways for renewing www.horizons.gc.ca/doclib/2009-0015-eng.pdf development strategies in favour of poverty eradication, The report highlights the findings of each of the environmental action and sustainable, human- streams of the research: second-generation Canadians, centred governance. neighbourhood diversity and religious diversity.
Local policies for cultural diversity Urban Aboriginal Peoples Study UNESCO, United Cities and Local Governments Environics Institute | 2010 (UCLG) and the Barcelona City Council | 2006 www.uaps.ca www.agenda21culture.net/index.php?option=com_content& view=article&id=84%3Areport-1-local-policies-for-cultural-diver The study draws on conversations with a represen- sity&catid=58&Itemid=58&lang=en tative group of 2,614 First nations peoples, Métis The report aims to investigate what public policies and inuit living in these major Canadian cities, as support the cultural diversity at a local level. it contains well as 2,501 non-aboriginal Canadians. Guided by an three annexes: annex 1 includes 21 case studies; advisory Circle, aboriginal people designed the annex 2 contains a list of websites and portals on research themes, methodology, and executed urban indicators and local policies for diversity; the main survey. and annex 3 features the agenda 21 for culture. The Value of Diverse Leadership Police-reported hate Crime in Canada 2008 The Conference Board of Canada (Prepared for Mia Dauvergne for Statistics Canada | 2010 DiverseCity: The Greater Toronto Leadership www.statcan.gc.ca/pub/85-002-x/2010002/article/11233-eng.pdf Project) | 2008 http://diversecitytoronto.ca/wp-content/uploads/The_Value_ The report examines the nature and extent of of_Diverse_Leadership_CBC_final1.pdf police-reported hate crime in Canada. it is intended to respond to the needs of those who work in the The report examines the nature of the benefits of criminal justice system as well as to inform diverse leadership and highlights how organiza- researchers, policy analysts, academics, the media tions and communities can maximize them. and the general public.
Racial profiling and systemic discrimination of racialized youth Commission des droits de la personne et des droits de la jeunesse du Québec | 2011 www2.cdpdj.qc.ca/en/racialprofiling/Pages/default.aspx The report presents more than 90 recommendations to all levels of government, public institutions and organizations that can ensure better social cohesion, in particular, the police, schools, social services and the youth protection system, on how to address racial profiling and systemic discrimination.
CCMaRd | 135 III. VIDEOS Put Racism Offside UNESCO / FC Barcelona www.youtube.com/watch?v=nKe-oQH2Mz0&feature= Do You See What I Think? player_embedded Canadian Commission for UNESCO | 2011 www.youtube.com/CanadaCouncil unesCo and FC barcelona’s ongoing partnership in the fight against racism and discrimination has in the context of the international year of youth been reinforced by a video message delivered by 2010 (iyy), the Canadian Commission for unesCo three FC barcelona star players. in the clip, produced launched the video project, “do you see what i to mark the international day for the elimination Think?”, created by young Canadian members of its of Racial discrimination on 21 March, they rally youth advisory Group (yaG). it consists of collective viewers to ‘put Racism offside’. works inspired by the central theme of the iyy: “dialogue and Mutual understanding”. The youth Perspectives on leadership expressed through video their interpretations of the theme, within the context of their regional priorities DiverseCity http://diversecitytoronto.ca/leadership-stories/perspectives- and realities. This collective effort was supported on-leadership/ by professional artists and Canadian artist-run centers thanks to a partnership with the Canada The videos explore the stories and perspectives of Council for the arts, the independent Media arts leaders across the Greater Toronto areas (GTa). alliance and the “national indigenous Media More videos from diverseCity are available at: arts Coalition”. www.vimeo.com/diversecity/videos
“Finding Talent”, “Retaining Talent” and “Cross- Work For All Cultural Teamwork” videos and facilitator guides National Film Board of Canada and the Racism-Free Toronto Region Immigrant Employment Council Workplace Strategy of the Labour Program, Human (TRIEC) Resources and Skills Development Canada | 2010 www.hireimmigrants.ca/tools/4 www.workforall.nfb.ca The training videos are intended to increase Work For All is a collection of films offering a wide employers’ cultural competence and help them range of perspectives on racism in the workplace. create an inclusive work environment. They will be They address direct and systemic racism through of particular interest to employers and immigrant- documentary, drama and animation. The stories serving agencies offering training to skilled they tell range from the intensely personal to immigrants who are looking to integrate success- broader social explorations – and all are designed fully into Canadian organizations. to provoke thought and discussion. it is an ideal resource for education in anti-racism, human Growing Up Among Strangers rights and media literacy. interviews, articles, related films and a downloadable facilitator’s Aspen Family | 2009 www.aspenfamily.org/index.php/about/resources guide are available on the Work For All website. The film follows the experiences of Canadian “I Hold My Hand Up” youth from culturally diverse backgrounds as they Reel Youth | 2011 struggle to balance two worlds: the traditional http://reelyouth.ca/reinvent_films.html cultural values of home and the westernized culture that lies outside. The dvd comes with Get Talking!, in July 2011, Reel youth hosted a residential film a companion guide to facilitate discussion on the camp. with the support of a team of adults, the issues raised in the film. youth participants created these six short films, which address some of the most pressing social and National Film Board of Canada environmental issues facing them today. “i hold www.nfb.ca My hand up” is about discrimination. a unique list of CCMaRd-related nFb Films for Recommended viewing is available at section 9 of this Toolkit.
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Association for New Canadians (ANC) IV. WEBSITES www.anc-nf.cc
Aboriginal Human Resource Council The association for new Canadians (anC) is a non- www.aboriginalhr.ca profit, community based organization dedicated to the provision of settlement and integration services The aboriginal human Resource Council aims at for immigrants and refugees in newfoundland advancing the full labour market participation of and labrador. aboriginal peoples in Canada and indigenous peoples around the world. Canada Mortgage and Housing Corporation (CMHC) Actions interculturelles de développement et www.cmhc-schl.gc.ca d’éducation (AIDE) www.aide.org (French only) Canada Mortgage and housing Corporation (CMhC) is Canada’s premier provider of mortgage aide offers advisory services to manage cultural loan insurance, mortgage-backed securities, housing diversity, supports the cultural and socio-economic policy and programs, and housing research. CMhC integration of immigrants and organizes social works with community organizations, the private activities that bring together people from different sector, non-profit agencies and all levels of govern- cultures. ment to help create innovative solutions to today’s housing challenges, anticipate tomorrow’s needs, Affiliation of Multicultural Societies and Services and improve the quality of life for all Canadians. Agencies of BC (AMSSA) www.amssa.org Canadian Association of Statutory Human Rights aMssa is a province-wide association that fosters Agencies (CASHRA) a culture of support by providing networking www.cashra.ca opportunities where members exchange knowledge, CashRa is the national association of Canada’s build connections and strengthen each other. statutory agencies charged with administering federal, provincial and territorial human rights Alberta Urban Municipalities Association (AUMA) legislation. its goals are to foster collaboration www.auma.ca among its members and to serve as a national The alberta urban Municipalities association voice on human rights issues of common concern. empowers municipalities by providing visionary leadership, solutions-based advocacy, and service Canadian Commission for UNESCO excellence. auMa coordinates the welcoming and www.unesco.ca inclusive Community initiative in alberta. Many The Canadian Commission for unesCo encourages resources are available on the wiC website at the participation of Canadian organisations and http://wic.auma.ca/ individuals in unesCo activities and programmes in education, natural and social sciences, culture and Alliance Jeunesse-Famille de l’Alberta Society communication and information and contributes to www.ajfas.ca their visibility at the national and international levels. aJFas is a Francophone non-profit organization involved in the areas of education and crime Canadian Race Relations Foundation prevention among French-speaking immigrant www.crrf-fcrr.ca youth and families in alberta through social develop- The CRRF is a national organization that is committed ment programs. aJFas also actively collaborates to building a national framework for the fight with various communities to promote Canadian against racism and all forms of racial discrimination cultural diversity. in Canadian society.
CCMaRd | 137 Canadian Research Institute for the Advancement Coalition for Equal Access to Education of Women (CRIAW) www.eslaction.com http://criaw-icref.ca/ The Coalition for equal access to education is CRiaw is a research institute which provides tools committed to working with community, education to facilitate organizations taking action to advance and government stakeholders to promote access social justice and equality for all women. to quality, equitable education and services for K-12 esl learners. Canadian Women’s Foundation www.cdnwomen.org Council of Canadians with Disabilities www.ccdonline.ca The Foundation invests in the power of women and the dreams of girls. it raises money to research, fund The Council works for an accessible and inclusive and share the best approaches to ending violence Canada. it provides resources on the topics of human against women, moving low-income women out rights, social policy, accessible transportation, of poverty and building strong, resilient girls. international cooperation, and accessible technology.
Chaire de recherche en immigration, ethnicité et DiverseCity: The Greater Toronto Leadership Project citoyenneté (CRIEC) http://diversecitytoronto.ca/ www.criec.uqam.ca (in french only) diverseCity is a movement made up of several The Chaire de recherche en immigration, ethnicité unique and independent initiatives to strengthen et citoyenneté (CRieC) deals with issues related to the region’s institutions, to expand its networks as immigration, cultural diversity, nation and citizenship. well as to advance knowledge and track progress. CRieC brings together more than 40 researchers from a variety of institutions and disciplines. The EGALE Canada team carries out research in a number of areas: www.egale.ca immigration, diversity and democracy in metro- eGale Canada is a national organization committed politan and national arenas, women, gender and to advancing equality and justice for lesbian, gay, citizenship, social inequalities and discrimination, bisexual and trans-identified people, and their youth and intergenerational relations, aboriginal families, across Canada. eGale has board members issues and governance, etc. The international in every province and territory of the country. observatory of Racism and discrimination is part of the CRieC. EmbraceBC www.embracebc.ca Cities of Migration http://citiesofmigration.ca/ embracebC seeks to inspire community members, residents and sector leaders to welcome, accept The Cities of Migration project seeks to improve local and embrace difference, on both personal and integration practice in major immigrant receiving institutional levels. The website offers of variety of cities worldwide through information sharing and resources (toolkit, videos, etc.) on diversity. learning exchange.
City for All Women Initiative (CAWI) www.cawi-ivtf.org Cawi is a collaborative of women from diverse communities, organizations, and academia working with municipal decision makers to create a more inclusive city and promote gender equality. The website contains a variety of resources to support women’s active participation in municipalities.
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EQUITAS Independent Living Canada http://equitas.org/ www.ilcanada.ca eQuiTas (the international Centre for human Rights independent living Canada is a national non-profit education) is a non-profit organization that advances association of independent living Centres run by equality, social justice and respect for human dignity and for people with disabilities who promote the through innovative education programs in Canada independent living philosophy. it supports the and around the world. eQuiTas equips frontline development of independent living Centres, and human rights defenders and educators, government provides education and leadership for its member institutions and children and youth with knowl- organizations, partners and communities. its website edge, skills and values to build a global culture of contains a list of national disability associations human rights. eQuiTas has two Toolkits in Canada: that can provide tools for the promotion of under- Play it Fair! and Speaking Rights that help engage standing and elimination of discrimination against children and youth (ages 6-18) in basic human persons with disabilities. rights values and issues. Institute of Urban Studies Federation of Canadian Municipalities www.uwinnipeg.ca/index/ius-index www.fcm.ca The institute of urban studies is an independent The Federation of Canadian Municipalities (FCM) has research arm of the university of winnipeg. since been the national voice of municipal government 1969 ius has been both an academic and an applied since 1901. with more than 1,900 members, FCM research centre, committed to examining urban represents the interests of municipalities on policy development issues in a broad, non-partisan manner. and program matters that fall within federal juris- The institute examines inner city, environmental, diction. Members include Canada’s largest cities, aboriginal and community development issues. small urban and rural communities, and 21 provincial and territorial municipal associations. John Humphrey Centre for Peace and Human Rights www.jhcentre.org Human Rights Research and Education Centre of The John humphrey Centre is dedicated to program- the University of Ottawa ming that fosters a sense of dignity, responsibility www.cdp-hrc.uottawa.ca/?lang=en and justice. it has undertaken projects in partner- The human Rights Research and education Centre ship with organizations throughout edmonton is an independent centre within the university of and alberta that have worked to build communities ottawa. The mandate of the Centre presumes an where everyone belongs and lives in dignity. one acceptance of the need to approach issues regarding of the Centre’s key areas of work has been to bring human rights from a multidisciplinary and inter- youth to new levels of engagement and awareness disciplinary perspective, both in order to respect about their role in the world. such rights and to explore that which they require in a complex, interconnected world. To this end, Maytree Foundation the Centre places a particular emphasis on public www.maytree.com policy questions concerning peace, migration and Maytree promotes equity and prosperity and the immigration, health, environment, international building of strong urban communities through its trade and investment, poverty and vulnerable groups. policy insights, grants and programs. The organi- zation has been recognized for its expertise in developing, testing and implementing programs and policy solutions related to immigration, inte- gration and diversity.
CCMaRd | 139 Metropolis Racism Free Workplace Strategy www.metropolis.net Human Resources and Skills Development Canada www.rhdcc-hrsdc.gc.ca/cgi-bin/rhdcc-hrsdc/contact/racism_ Metropolis is an international network for compara- contact_us.asp tive research and public policy development on migration, diversity, and immigrant integration in The Racism Free workplace strategy (RFws) of cities in Canada and around the world. the labour program, human Resources and skills development Canada aims to address employment- Multicultural Association of Nova Scotia (MANS) related discriminatory barriers and increase the www.mans.ns.ca representation and upward mobility of members of visible Minorities and aboriginal peoples through The Multicultural association of nova scotia (Mans) education, research and strategic partnerships. To is recognized as the leader in multiculturalism for the further these goals, the RFws has partnered with province, relating to policy development, advocacy Metropolis, the national Film board, the Maytree and education, in partnership with appropriate Foundation in partnership with the Toronto stakeholders. Region immigrant employment Council, and other community and governmental organizations. National Association of Friendship Centres www.nafc.ca Safe Harbour: Respect For All Program The national association of Friendship Centres www.safeharbour.ca (naFC) is a network of Friendship Centres and Safe Harbour: Respect For All is about a vision in provincial/Territorial associations (pTas) nationwide action: creating opportunities for businesses, insti- that provide culturally enhanced programs and tutions, agencies, and municipalities to create services to urban aboriginal people. respectful, welcoming workplaces and communities. There are currently more than 1000 safe harbour PEI Association for Newcomers to Canada locations throughout british Columbia, alberta, www.peianc.com Manitoba and newfoundland. The pei association for newcomers to Canada is the sole immigrant support agency in the province United Nations Educational, Scientific and Cultural of prince edward island. it is mandated to provide Organization (UNESCO) a wide variety of short-term settlement services www.unesco.org and long-term social inclusion and community unesCo works to create the conditions for dialogue integration programs for immigrants. among civilizations, cultures and peoples, based upon respect for commonly shared values. it is through Positive Spaces Initiative this dialogue that the world can achieve global www.positivespaces.ca visions of sustainable development encompassing The positive spaces initiative (psi) was developed observance of human rights, mutual respect and the by the ontario Council of agencies serving alleviation of poverty, all of which are at the heart immigrants (oCasi) to share resources and increase of unesCo’s mission and activities. organizational capacity across the sector to more effectively serve lGbTQ newcomers. Union des municipalités du Québec www.umq.qc.ca/english/ The union of Quebec Municipalities (uMQ) promotes the fundamental role of municipalities in social and economic progress in every part of Quebec and supports its members in building dynamic, innovative and competitive communities.
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Union of Nova Scotia Municipalities www.unsm.ca The union of nova scotia Municipalities (unsM) is a not-for-profit organization mandated to represent the provincial interests of municipal governments across nova scotia.
Vital Signs Canada Community Foundations of Canada (CFC) www.vitalsignscanada.ca Vital Signs is an annual community check-up, conducted by community foundations across Canada, that measures the vitality of communities, identifies significant trends, and assigns grades in a range of areas critical to quality of life. The website offers numerous resources including local reports, related research, etc.
Welcoming Communities Initiative (WCI) www.welcomingcommunities.ca The welcoming Communities initiative (wCi) is a multidisciplinary alliance of universities, colleges and communities aimed at developing and testing measures to attract and fully integrate immigrants and minorities in cities across ontario.
York Centre for Public Policy and Law http://ycppl.osgoode.yorku.ca/ The york Centre for public policy and law (yCppl) is designed to foster and facilitate collaborative interdisciplinary research in the field of public policy and law among york university’s faculty and students with a careful eye to fulfilling the research needs of the broader community, in particular the needs of government and public policy makers, non- governmental organizations, and social movements in Canada.
YOUCAN www.youcan.ca youCan is a non-profit organization specializing in youth-led methods for non-violent conflict resolution. youCan organizes training workshops, forums and national conferences to provide youth with the skills and knowledge to make a real difference in their communities.
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