Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Celebrating Diversity: Building a Welcoming and Inclusive Community

Conference Proceedings

Coalition of Municipalities Against Racism and Discrimination (CMARD) Lethbridge Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Table of Contents

Council Resolution ...... 2 Coalition of Municipalities Against Racism (CMARD) Charter ...... 4 Conference Summary and Theme Weaving – Dr. Pam Miller ...... 5 Community Learning’s, Feedback and Planning ...... 10 Biographies of Guest Speakers ...... 12 Introduction of Arsham Parsi - Mickey Wilson ...... 21 Keynote Speaker - Arsham Parsi ...... 23 Panel of Reality – Leigh Bremner ...... 28 Panel of Reality - Braden Yamamoto ...... 31 Panel of Reality Summary – Recorded by Pam Blood ...... 34 New Canadians – Sarah Amies’ PowerPoint Presentation ...... 39 “Isms” That Create Barriers – Dr. Suzanne Lenon ...... 41 Human Rights/Hate Crimes - Farah Mocquais...... 45 Leroy Little Bear Dialogue Circle Summary – Recorded by Pam Blood ...... 46 Living in Community with a Disability – Melodie Scout...... 54 Living in the Community with a Disability – Anna Olson ...... 55 Living in the Community with a Disability – Leigh Bremner ...... 57 Building Inclusive Neighbourhoods – Dr. Yale Belanger ...... 64 An Aboriginal Experience Summary – Recorded by Trevor Brown ...... 69 Conference Summary – Mickey Wilson ...... 71 Participation Statements and Recommendations for Action; Table Cards ...... 79 Celebrating Diversity Conference Pictures ...... 84

A special thank you to the members of Coalition of Municipalities Against Racism and Discrimination (CMARD) Lethbridge: Bob Campbell (Chair), Diane Randell, Courtney Burla, Catherine Kingfisher, Leigh Bremner, Lydia First Rider, Mickey Wilson, Pam Blood, Roy Pogozelski, Sarah Amies, Surya Acharya, Ted Stilson, Tom Mckenzie and Trevor Brown.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Council Resolution

• Barb Cunningham, Chair and Bruce Thurston, Vice Chair, Standing Committee on Community & Social Development, Re: Coalition of Municipalities Against Racism and Discrimination

555-E

Bruce Thurston, Vice-Chair, Standing Committee on Community & Social Development, on behalf of Barb Cunningham, advised that “A Canadian Coalition of Municipalities against Racism and Discrimination” will broaden and strengthen our society’s ability to protect and promote human rights through coordination and shared responsibility among local governments, civil society organizations and other democratic institutions.

He provided background information and advised as follows:

• Coalition and various organizations that are involved and the reasons to join

• Overall purpose of the Coalition is to assist the community in addressing issues related to diversity, a barrier that poses a threat to our community

• That City Council sign the Declaration to join the Coalition establishing the capacity to deal with racism and discrimination specific to Lethbridge

• Commitments involved

396

September 17, 2007

DELEGATIONS: (continued)

555-E

City Council addressed the following during question period:

• Toolkits and other resources that may be available to implement a policy

The following resolution was presented:

L.D. VAALA:

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

BE IT RESOLVED THAT the City of Lethbridge take the steps required to develop and promote building an inclusive community and support the Common Commitments, Coalition of Canadian Municipalities Against Racism and Discrimination

AND FURTHER BE IT RESOLVED THAT the City of Lethbridge join the Canadian Coalition of Municipalities Against Racism and Discrimination and sign the Declaration

AND FURTHER BE IT RESOLVED THAT the Standing Committee on Community and Social Development be requested to oversee the development and implementation of a plan of action for the City and recommend a Family & Community Support Services (FCSS) Funding allocation from unallocated funds to a maximum amount of $25,000, to effectively resource the development and implementation of this plan

AND FURTHER BE IT RESOLVED THAT the request be approved with the recommended funding from FCSS funds

AND FURTHER BE IT RESOLVED THAT Mr. Thurston be thanked for his presentation.

Opposed: J.D. Weadick

------CARRIED

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Coalition of Municipalities Against Racism (CMARD) Charter

http://www.unesco.ca/en/interdisciplinary/coalition/documents/CallCoalitionEng.pdf

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Conference Summary and Theme Weaving – Dr. Pam Miller

What does an inclusive, welcoming community look like?

We talked about embedding people in every aspect of life We talked about people being full included---“part of” not just “in” our community So what would this look like?

The Picture:

 All people feel included in civic and social life, they are able to access employment at their level of skills and knowledge  Services and opportunities are physically accessible without social barriers  All people feel valued and important with meaningful roles and connections and have a voice. They “see” themselves in our community in government and leadership roles

So…

 There are not homeless people who feel shut out, there are no mentally ill or people suffering from addictions who feel abandoned without hope  Aboriginal people feel recognized and respected for the richness of their culture, history, values and contributions to the community. They are sought after for leadership positions and their territory acknowledged.  Immigrants and refugees are valued for the diversity they bring with the new ways of “seeing” and “being” in our community.  Seniors are “elders” with special status and support to live out their lives engaged with important roles in our community.  Youth are valued and feel heard and responded to by all adults.

So….

Color of skin, ethnicity, language, sexual orientation, age, gender making a difference by adding richness to our community but not a difference that results in exclusion.

What have we learned? We each need to answer this question. Share what we have on our flipchart (page 10)

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

The facilitator shares that she continues to learn more deeply what she thinks she knows and the following is what she learned at our gathering:

We experience racism/discrimination differently depending on our location/position and our response is therefore tailored to this location. We need to be sensitive that others will respond differently to racism and discrimination based on their location/position.

What do I mean by Location/Position?

By location/position I mean all those characteristics that identify me with a group(s) who are “in” or “out” in terms of power and privilege in the community I am attempting to be a part of.

So whiteness for example is often a “trump” characteristic in Northern America that provides more ready access to employment and decision makers than provided to those of color. Those with partners of the opposite sex are viewed as “normal” as opposed to those with partners of the same sex which results in a range of negative consequences preventing access to the support and approval those with opposite sex partners take for granted. The disapproval of same sex partners often results in fear and living “hidden” lives to avoid ridicule and at times attack. I think of how each of the “characteristics” has similar consequences for those of us who are not in the “in” group.

When looking at location/position I am continually reminded about the power and privilege that comes with whiteness in North America and am also aware that the other characteristics also put us on a continuum of acceptance to non acceptance according to the dominant cultural norms, expectations and values. I am also aware that being of European descent puts me at a marked advantage in location and position than afforded my indigenous colleagues even though their ancestors were on this land much longer than mine and in fact Europeans came and took the land from the ancestors of my indigenous colleagues.

Consequences of this difference in location/position for addressing racism and discrimination

Depending on our location we may be members of groups who are “targeted”

As members of these groups or at least as people who identify with these groups are response is often that we want “Action now”. We often are in survival mode and have little patience with members of the other group (perceived dominant group) who want to change the attitudes and behaviors of the members of their group. We have seen too many of the members of our group be injured and have felt injury ourselves. We have been traumatized by the physical and emotional abuse we have experienced directly or indirectly. It is difficult at times for us to listen to more “talk”.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Depending on our location we may be members of groups who are viewed as “dominant”, as the group who inflected harm on members of the “targeted” group. We often move between these two groups so that at times we identify or are identified with one or the other as most of us have characteristics that put us in the “targeted” group, i.e., we are “outside” of the norm.

As members of the dominant group a common response to racism and discrimination is often outrage that this occurs and a desire to educate and change the attitudes and behavior of members who are abusive or who turn their backs on people who from their view are not “acceptable”. The “journey” metaphor works at time for how they see their work and their own growth towards understanding. “Tolerance” is viewed as a step on the journey but ultimately not acceptable as it means “letting” those who are different be “in” the community. The journey has to lead to “welcoming” so that the “other” is valued and “part of” the community.

Comments

I saw and felt often that the diverse locations represented by people at our conference did result at times at difficulties in hearing where people with different responses (Targeted versus Dominant group members”) were at in terms of their attempts to arrive at ways forward. One of the ongoing tensions is that members of the dominant group defined by “whiteness” often were members of other groups that were marginalized such as being a queer person or a person with a disability or a person with a mental illness or addiction that caused them to be vulnerable to attack. I am constantly learning how complicated it is to “listen” as a person of privilege because of my whiteness to the wrongs that have occurred to others who are indigenous or people of color while having my own experiences of being on the “outside” because of other groups I am a member of.

Toward a Plan

When the clapping stops, will there be silence. We honored the people who put the conference together, the presenters and ourselves for the work that we did by clapping. The question is: when the clapping stops, what then? We committed to not end in silence but to move forward to develop a plan that will move us toward our vision of an welcoming, inclusive community.

Below are suggested areas to work on with possible actions:

1. Public Awareness

Develop an ongoing strategy to increase public awareness about: A. The negative impact of being excluded on individuals, families and group through newspaper, TV, radio, posters and events

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

B. The positive impact of being a welcoming, inclusive community on individuals, families and groups and most importantly the community, socially, culturally and economically through the use of stories, statistics and examples of other communities.

Recognize through annual awards individuals, groups and/or organizations that have demonstrated inclusive, welcoming behavior or have stood up to racism and discrimination.

2. Engagement of Government and Organizational Officials/Employees

Provide training throughout the year using existing resources/experts about: A. Impact of being excluded and how we can address it B. Cultural awareness/appreciation C. How to recognize and confront/respond effectively to racist and discriminatory behavior

Encourage employers/government to recognize and provide time for employee involvement in volunteer service (give them time during work or some type of incentives to volunteer--- the volunteer work could involve training/orientation time). It should provide an opportunity for individuals to be involved with members of groups they would not normally engage with.

3. Capacity Building for Children/Youth

Develop awareness and capacity for children and youth to be welcoming and inclusive in their attitude/behavior Provide training using perhaps college/university students about: A. Cultural awareness/appreciation B. Recognizing racism/discrimination in themselves and others C. Confronting racism/discrimination in effective ways

4. Capacity Building for Civic/Social Organization and Parents

Develop parallel awareness and capacity building as provided for children and youth through the use of expert resources in the community and perhaps college/university students to: Churches, civic organizations, PTAs, social organizations

5. Safe Places and effective delivery of information about resources/support groups

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Address the need for individuals, families and groups who are vulnerable to being a focus of racism and discrimination, attack or ridicule to access resources in a safe place and manner by: A. Doing an audit of what is currently available B. Using existing web sites and locations to provide current information C. Identify new ways to deliver information, for example, a web site just for youth who are struggling with sexual orientation, eating disorders, relationship issues, etc.

6. Information about Ongoing Development of Plan, Implementation, “Inclusion Events” and support for what is occurring and people who are working on “inclusion”

Many at the conference voiced the need for communication to continue among the people who were at the conference and to extend the communication to others in the community who want to be part of moving the community forward. To assist in communication: A. Use the committee web site as a communication hub with once a week updates B. Email updates to those who were at the conference---perhaps once a month sent out an eNewsletter and invite those who receive it to send it out to the others they think would or should be interested in what is in the newsletter. C. Invite people who were at the conference to submit items for the eNewsletter D. Post the eNewsletter on the web site so people can read archived newsletters E. Brain storm other ways to keep communication going, knowing resources are limited.

Thank you again for inviting me to participate in this effort.

All the best and let me know if I can help further. Pam

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Community Learning’s, Feedback and Planning

LEARNINGS

We need to learn to communicate Power of language “Unpack” own discrimination and judging We can “unlearn” at all ages and create a better place

INCLUSIVE COMMUNITY

Recognizing differences (packages) Take strong individual relationships forward Racist behaviours Individual learning needs Need to extend my hand to newcomers

GOING FORWARD

Power of “inclusive” language Response and all forms of communication Need for safe environment Opportunities for dialogue and individual relationships Reconciliation – honouring and acknowledging past Give people a voice Measureable outcomes Advisory Groups for inclusion and how to keep ongoing Dialogue Publish and share the stories. Respect the differences in the storytelling Communication/marketing and share learning - Multi-faceted Training, engagement – employers and agencies Data information making a difference? Keep table open Power of the economic, social and cultural impact of racism and discrimination and cultural events

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Connect between labor force and business (EDL) Education on individuals and inclusiveness (K-12) Provide opportunity to voice/movement/validation support groups – make part of the plan Chamber of Commerce - Aboriginal committee Meaningful, action-oriented dialogue with businesses Political inclusion Create allies - Spheres of influences Take the message/action back to our organizations Coordinated diversity calendar of events Follow up and debrief for this conference Calendar of events

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Biographies of Guest Speakers

Anna Olson

Anna has a Bachelor’s degree in Community Rehabilitation and Disability Studies and has worked in the disability sector for 10 years working in a variety of roles residentially and vocationally. She has also worked in the mental health field. Currently, Anna is the Advocacy Coordinator for Southern Alberta Individualized Planning Association, an agency funded to support self advocates in developing leadership skills and promoting the rights of people with developmental disabilities.

Arsham Parsi

Arsham Parsi is the Founder and Executive Director of the Iranian Railroad for Queer Refugees (IRQR), an international queer human rights non-governmental organization (NGO) based in Toronto, Canada. The primary mission of IRQR is to aid and assist Iranian Gay, Lesbian, Bisexual and Transgendered refugees in countries all over the world, and who now face the threat of deportation back to Iran, in obtaining asylum status in safe countries. IRQR helps those refugees through their complicated asylum processes and provides funding for safe houses through donations wherever possible, as most of our queer refugee clients are in physical danger in their countries of transit as well.

Today, IRQR is the only active NGO that works on behalf of the global population of Iranian queers, i.e. Lesbians, Gays, Bisexuals and Transgendered Persons. We document human rights violations against Iranian LGBTs on the basis of sexual orientation; provide letters of support for Iranian queer asylum seekers and refugees; and vigorously support anti-homophobia and anti- persecution efforts in Iran. Our documentation is widely respected for its accuracy and credibility.

Arsham is also the coordinator and cultural ambassador for the Stockholm-based International Lesbian and Gay Cultural Network (ILGCN), an official member and affiliate of the Brussels-based International Lesbian and Gay Association (ILGA), the Toronto-based Rainbow Railroad Group, and the Berlin-based Advisory Committee of the Hirschfeld-Eddy Foundation for LGBT Human Rights. In April 2008 the Iranian Queer Organization (IRQO), the former NGO which became the foundation for IRQR today, was awarded the Felipa De Souza Human Rights Award by the New York-based International Gay and Lesbian Human Rights Commission (IGLHRC). In June 2008,

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

IRQR was recognized at the Toronto Pride Award for Excellence in Human Rights.

Beverley K. Jacobs (Gowehgyuseh), Mohawk, Bear Clan

Ms. Jacobs was born into the Bear Clan of the Mohawk Nation on the territory of the Six Nations of the Grand River in Southern Ontario. Her traditional name, Gowehgyuseh means “She’s Visiting.”

Beverley is a lawyer by profession and holds a Bachelor of Law Degree from the University of Windsor and a Masters Degree in Law from the University of Saskatchewan. She is currently working on her PhD at the University of Calgary in an Interdisciplinary Graduate Program that includes law, sociology and history.

Ms. Jacobs has taught at various universities including the University of Windsor, the University of Toronto, the University of Saskatchewan and Ryerson University and began her career as an entrepreneur and consultant with her own firm, Bear Clan Consulting where she dealt with issues such as Bill C-31, Residential Schools, Matrimonial Real Property, and Aboriginal Women’s health issues. Her work on Missing and Murdered Aboriginal women was inspired by her work with Amnesty International as the Lead Researcher and consultant for their Stolen Sisters Report. This 2004 groundbreaking document highlighted racialized and sexualized violence against Aboriginal women in Canada. Her work with Amnesty International led her to run for President of the Native Women’s Association of Canada (NWAC) in which she served two terms from 2004 to 2009. There she successfully secured funding for Sisters In Spirit, a research, education and policy initiative aimed at raising public awareness about Canada’s missing and murdered Aboriginal women. In her role as NWAC President she has traveled extensively to raise awareness, rally citizens and inspire young Aboriginal women.

In October 2008, Ms. Jacobs was honoured by Canadian Voice of Women for Peace, Canadian Department of Peace Initiative, and Civilian Peace Service Canada as one of 50 Canadian women whose work and dedication has helped to further a culture of peace in Canada. In November 2008, she was the recipient of the Governor General’s Award in commemoration of the Persons Case, which salutes Canadian contributions to the advancement of women’s equality. Also in 2008, Jacobs responded to Canada's Official Apology for Residential Schooling by delivering a powerful and moving speech on behalf of NWAC.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Braden Yamamoto

Born and raised in Lethbridge, Braden is familiar with the culture and society of the City of Lethbridge and the surrounding Southern Alberta area. His experiences throughout childhood, youth and school have included alternating moments of rejection and acceptance characteristic of a city undergoing an ideological shift from conservatism to values of inclusion across all boundaries. Braden is presently completing an undergraduate degree in Literary Studies at the University of Lethbridge, focusing on representations of gender and queer identity in contemporary literature.

Cam Stewart

Cam has been active in the field diversity, inclusion and intercultural communication for many years. He has received several awards for his work, including; The Calgary Police Chief’s Award for Community Service, the Jewish Repairing the World Award, the YMCA Peace Medal, the Jerry P. Sellinger Award for working with immigrant offenders and victims of domestic violence, and the Baha’i Community Racial Harmony Award. Under his leadership and guidance, the Calgary Police Service received the Calgary Immigrant Aid Society’s Immigrant of Distinction Corporate Diversity Award and the Federation of Canadian Municipalities Diversity Award. Cam Stewart is the board Chair of Calgary Learns and past president of the Alberta Association for Multicultural Education.

Cam has a master’s degree from Royal Roads University in International and Intercultural Communications and has advised government, corporations, and not-for-profit organizations in areas of racism, hate crime, and inclusion. He has consulted for the federal HRSDC Racism-free Workplace Strategy, Canadian Coalition Against Racism and Discrimination, and the Alberta Hate Bias Crime and Incidents Committee. Cam is presently a consultant for Alberta Human Rights Commission and the Ministry for Culture and Community Spirit.

The Honourable David Blair Mason, Q.C.

David Blair Mason, Q.C. was appointed Chief of the Commission and Tribunals of the Alberta Human Rights Commission, effective March 1, 2009. Mr. Mason brings to the Commission a long and distinguished legal career, which includes 28 years in the practice of law and 23 years as a Justice of the Court of Queen’s Bench of Alberta. In addition, he has held notable professional

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community appointments on various boards and membership in many professional organizations. He also has a wealth of community leadership experience.

Born in Montreal, Mr. Mason earned his bachelor and law degrees from the University of Alberta. He was called to the bar in Alberta in 1957 and to the Alberta Court of Queen’s Bench on August 22, 1985, and he elected to become a supernumerary judge in 2001.

Mr. Mason’s professional appointments include serving as the Vice-Chairman of the Alberta Board of Industrial Relations (1977) and as the first Chairman of the Public Service Employee Relations Board of Alberta (PSERBA) (1977 to 1983). As Chairman of the PSERBA, he developed the board and established the processes within which the board operated. He has also served on the Board of the Alberta Institute of Law Research and Reform (1979-85) and as an Agent for the Attorney General of Alberta (1958-85).

Mr. Mason’s labour law experience includes mediation as well as labour and commercial arbitration. He has chaired numerous arbitration boards and held membership in the National Academy of Arbitrators, the Society of Professionals in Dispute Resolution, and the Canadian Association of Administrators of Labour Legislation. His general litigation experience includes civil litigation, administrative law, personal injury, insurance, and expropriation.

A current member of the International Commission of Jurists, the Canadian Institute for the Administration of Justice, and the Alberta Bar Association, Mr. Mason is also an Honourary Life Member of the Canadian Bar Association.

Mr. Mason’s commitment to community leadership has included serving as Chairman of the Legal Section of the Salvation Army Red Shield Appeal; a member of the Board of Governors of the Alberta Motor Association; Chairman of the Better Business Bureau of Calgary; and President of the Calgary Community Concert Association.

Mr. Mason is a recipient of the Alberta Centennial Medal and the Queen Elizabeth II Golden Jubilee Medal, both of which recognize outstanding and exemplary contributions to society.

Farah Mocquais

Farah Mocquais holds a Masters degree in Leadership and Training as well as a Bachelor's Degree in Human Services Administration. Her international work includes a stint with the United Nations in Afghanistan. Farah’s experience includes management coaching sessions specifically designed to meet the needs of each manager in their specific working environments whether corporations, municipal governments, or not for profit sector. She has been involved in

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community creating and managing a number of successful private businesses and she served for eight years as the Executive Director of an Immigrant Services Agency with over 500 volunteers and staff.

Farah strongly believes in volunteering as a way of giving back to the society. Her volunteer work includes, providing training for Board of Directors in volunteer sector, serving on community development committees as well as working with youth around the issue of addiction to gambling and excessive video gaming.

Francis First Charger (Ninnaisipistoo: Owl Chief) – Chief Executive Officer of Mikai’sto Foundation

Francis First Charger was born and raised on the Kainai First Nation (Blood Indian Reserve). He was raised in the traditional, cultural and spiritual ways of the Blackfoot people. He has six diplomas in agricultural and several letter of recognition and a certificate in management and financial accounting. He has been a Chief Electoral Officer (CEO) for two tribal elections and was a CEO for the 2005 Kainai Board of Education elections.

Mr. First Charger has managed his own consultant firm, Francis First Charger & Consultant Group, for the past 17 years. He has been involved in some major projects in the past, including his role as the General Manager of the Blood Tribe Agricultural Project (BTAP) a $ 66.5 million dollar project. He was involved in the construction, implementation, recruitment, and operational phases with BTAP. He was one of the people instrumental for coordinating the Japanese export of Timothy hay - eventually a $ 13.5 million dollar global industry. He was the past General Manager of Alberta Indian Agricultural Development Corporation (AIADC) when he was only 32 years old, the youngest general manager of that company at the time. Also, he has done international work for the Kainai/Blood Tribe in Japan for export of Timothy Hay to the Pacific Rim, in the US for a special agricultural project, in South America for an exchange program, and he is now working on some possible work with the Central America Indigenous people.

As a child, Ninnaisipistoo was transferred a Ninnaimsskaiksi, (Medicine Pipe Bundle Owner) and in adulthood he became a member of the Iitskinaiksi (Horn Society). Later on, he became a member of the Brave Dog Society. He now serves mostly as a Kaahisinnoonniki (grandfather) for the Horn Society. He is well known as a spiritual advisor or ceremonialist (Kaahisinnoonniki) a name he prefers, but more commonly he is known as a grandfather (Spiritual Elder).

Presently, Mr. First Charger serves on several committees: Affordable Housing for the City of Lethbridge, Steering Committee for an Economic Impact Study for the Kainai First Nation /Blood Tribe; and a Treaty 7 representative on the First Nation’s Forestry Program. He also works for

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community the Facility of Management at the U of L in its elders’ program. Francis has worked for Red Crow Community College since 2003 - Traditional Knowledge and Land Use Study - Project Coordinator; Program Development; Proposal Writer and other special projects. Francis is presently the Chief Executive Officer (CEO) for Makai’sto Foundation.

Leigh Bremner

Leigh is the Chief Executive Officer (CEO) of Persons with Developmental Disabilities (PDD) South Region Community Board. She is a graduate of the University of Lethbridge and has worked with adults with developmental disabilities, their families and service guardians’ for the past 23 years in various capacities. Leigh is also a member of the City’s CMARD (Canadian Coalition of Municipalities Against Racism and Discrimination) team.

Melody Scout

Melody has lived in Lethbridge for 24 years and has been on her own for 15 years. She works at Peak Vocational Services and volunteers at the Family Centre as well as the Galt Museum. Melody is Vice Chair of the Advocacy Group (SAW) at Peak and is active with the larger regional advocacy group, South Region Self Advocacy Network. Melody enjoys spending time in her community.

Pauline Plamondon

The Elders have taught Pauline to give her name as Pauline Rita Anomak Kioluit Niptanatiak Plamondon. This tells other people that her ancestors starting with her Mothers name, Kioluit, then Fathers name Niptanatiak and then her married name of Plamondon. Pauline is Copper Inuit from Kugluktuk, Nunavut. Her father was half Inuit and White; her mother is Inuit.

Pauline was raised by her paternal Grandparents, and since she was born learnt and was taught the Inuit Traditional Healing Practices. Until about 20 years ago, all that the Elders taught, shown, practiced or taught was done underground. Many of her siblings did not know that Pauline was a Traditional Healer.

She is a residential school survivor, forced to give up my Inuit language, Innuinaqtun and she is re-learning her language. Many youth and children do not speak Innuinaqtun.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

The Elders have given Pauline permission to teach, share and practice. She facilitates healing workshops and trains individuals in facilitation that will incorporate their cultural and traditional knowledge and healing in workshops. Suicide Prevention & Intervention & Survivors of Child Sexual Abuse are Pauline’s specialties. She does one-on-one Inuit healing and also facilitates other workshops such as Grieving, Self Care, Leadership, and Empowerment for all age groups as well as with the Elders.

Rod McLeod

Rod was born in Vancouver, BC and raised in the lumber town of Giscome, BC and also lived in Diamond City for 13 years. He graduated from Prince George JSHS, Prince George, BC and was in the RCAF from 1956-1964 as well as served for three years at #2 Fighter Wing, Grostinquin, France. Rod has been involved with the Royal Canadian Army Cadet Instructor at Veronon Military Camp for 6 summers.

He has served as a Board Member for SIK-OOH-KOTOKI native friendship centre, Board member and past Elder ACL and Board Member and Charter member of Aboriginal Housing Society. He is an Elder at Métis Local 2003 Lethbridge. Rod enrolled in Child and Youth Care course at age 66, and then took a diploma course in FASD. He has been instrumental in launching a program that fed 150 aboriginal children per day for about 5 or 6 years. Rod was also involved in helping start aboriginal housing in Lethbridge.

Most recently, Rod was appointed President of Camp Carmangay, Carmangay, which has held camps for children at Camp Carmangay for several years with little or no funding. He has been nominated for several awards for volunteerism and is a contractor working for Southern Alberta Community Living Association looking after a teen aged boy with disabilities for the past 4 years.

Rod also does respite for SACLA and has presented on Métis History and Culture for many years. Some of the organizations have been ACL, several school boards, Lethbridge College, Lethbridge Gen. Society, The Galt Museum, SACLA, Family Ties, and Canadian Union of Provincial Employees. He has been on many committees for the Métis Local 2003, Christmas Party, and funding, assisted Métis in researching family history for Métis Cards, opening and closing prayers for Métis events. Rod has been employed with Family Ties Association for seven years working with children and families.

He works as a Métis Elder at Lethbridge College, helping Métis students with any problems they may have at the College or directing them to the appropriate help.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Sarah Amies

Sarah Amies emigrated from the UK to Canada in 1974. She attended the University of Lethbridge and graduated in 1988 with a B.A. (Distinction) in Anthropology.

In January 2001, Sarah became the Program Director of Lethbridge Family Services - Immigrant Services. Since that time she has been closely involved with the settlement and integration of increasing numbers of new immigrants planning to make a life in Lethbridge. Under Sarah’s leadership, the Immigrant Services department has expanded programming and services significantly and the team currently includes a staff of 21.

Sarah is an active community and provincial board member with executive experience. She is currently chairing the Alberta Association of Immigrant Serving Agencies Communications sub- committee and has been an instrumental participant in the provincial association’s rebranding process. Sarah has well established business and community networks and is recognized in Lethbridge and area for developing and executing innovative community partnerships and collaborations.

Sarah considers herself an active and committed participant in the drive to develop an increasingly welcoming and supportive community for new immigrants and their families.

Tony Delaney – Blood Tribe - Master of Ceremonies Event Planner Motivational Speaker

Tony is currently employed with the Kainai Adolescent Treatment Centre. With his many years of experience working with young people, he feels he is able to make a difference in their lives. He has also been blessed in joining spiritual societies on the Blood Reserve.

Tony started out at a young age working with young people. One of the first organizations he worked with was Kainaiwa Children’s Services in 1996. When he first started volunteering with Kainaiwa Children’s Services it was with a youth group called the Kainai Youth Task Force. Joining the Kainai Youth Task Force led to other opportunities such as working with the Students Commission of Canada. He was able to attend many conferences with the Students Commission. Later he got involved with the Liberal Party of Canada and was able to work and meet two Prime Ministers of Canada.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

In 2002, Tony was honoured by being appointed the Alberta Youth Representative for the Assembly of First Nations, the first Blackfoot youth in history to be appointed to the Assembly of First Nations. Working with the Assembly of First Nations led to even more opportunities and Tony then became the Youth Advisor to the Regional Chief of Alberta.

In 2004, Tony started working with the Ministry of Children’s Services under Premier Ralph Klein’s Government. Working with the Ministry, Tony was able to help organize the World Conference on Prevention of Family Violence. The Conference was held in Banff of 2005. With the experience of organizing the conference Tony was approached to help organize the Healing our Spirit Worldwide Conference.

Even though Tony was blessed in experiencing many great things, he didn’t forget about his education. First he attended the University of Lethbridge and the Nechi Institute and is now an Addictions Youth Worker for the Kainai Adolescent Treatment Centre.

Dr. Suzanne Lenon

Suzanne Lenon is Assistant Professor in Women's Studies at the University of Lethbridge. Her teaching and research focus on the intersections of critical race theory, sexuality and law. She offers workshops, various courses and presentations.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Introduction of Arsham Parsi - Mickey Wilson

Good Evening Everyone. Thank you for joining us on this most important journey of learning this week. My name is Mickey Wilson and I am a member of the CMARD committee and president of the Gay and Lesbian Alliance of Lethbridge and Area, a partner in this conference along with so many other amazing partners. You are in for a special treat tonight.

Arsham Parsi was born in Shiraz, Iran. As a gay Iranian, he felt alone. In Iran, homosexuality is illegal. Punishment for engaging in sexual behaviour with someone of the same sex includes imprisonment, flogging and execution. Socially, the stigma attached to homosexuality carries the consequences of isolation, forced heterosexual marriages and exclusion from one’s family. As he says, it means a life lived in fear. But at the age of 15 he discovered solace in the internet. He began volunteering for underground gay organizations and at 22, he began working for the Persian Gay and lesbian Organization. He networked with doctors to provide HIV testing and responded to e-mails from suicidal gay teens. The strict laws against homosexuality forced him to keep his work secret from friends and family.

His work expanded, providing support and opportunities for connection for the Iranian queer community. His international media profile increased as he continued to educate those outside of the country about the Iranian situation. He understood the risk he was taking, but his fear was outweighed by the sense of responsibility he felt to his community. It wasn’t long, however, before the risks became too great to ignore and his fears were realized.

In 2005, he learned that he was a target and that his organization was a topic of many interrogations. As the days and weeks went by he could feel them getting closer. He knew that if he was to protect himself and his family he had no choice but to flee. Telling his family nothing of the true reason he was leaving, he boarded a train, crossed the border into Turkey and claimed refugee status.

In his own words “As the train crossed the border into Turkey, I looked out the window at the Iranian flag illuminated by the border lights. More than ever I felt a connection to the waving cloth. Despite all I had endured it was still my country - my home - that I was leaving behind. I leaned back in my seat, grateful for its coolness, closed my eyes and waited for the sense of relief I longed for. Leaving, finally, I had expected to feel light, comfortable, safe. Instead my stomach tightened with sadness and anger. Why was I forced to flee? To leave behind my family, friends and home just because of who I love? As the flag disappeared in the darkness I vowed I would continue my work. I would work on behalf of the gay men and women left behind, living in fear of torture and execution.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

I promised myself that one day I would return to my country free to be who I am. Until that day I would live in exile.” -

After almost 13 months in limbo, he was finally granted refugee status by the UN Refugee Agency. In 2006, he was resettled to Canada. Immediately upon arriving in Canada, he resumed his work and is now the executive director of the Toronto-based organization Iranian Railroad for Queer Refugees (www.irqr.net).

“It is essential that the international community knows about the human rights abuses against the gay and lesbian community in Iran. We work to increase public awareness of these issues. We also provide support - emotional, legal and financial - to refugees and immigrants who have been forced to leave Iran because of persecution on the basis of their sexual orientation or gender identity.”

Iranian Railroad for Queer Refugees is actively working on behalf of more than 280 Iranian refugee claimants living in limbo throughout the world as well as those hiding in Iran. “This work is so important,” he says. “It is what I was meant to do.”

Please help me welcome a modern day Human Rights hero, Mr. Arsham Parsi.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Keynote Speaker - Arsham Parsi

I do not recall when you committed suicide. I cannot remember the exact date that I came to your room and saw those bloody sheets of yours. Your mother was crying and I was mad at your parents.

But I remember that, on that particular day, I truly became Arsham Parsi and decided to dedicate myself to working for the freedom of queers from Iran. Now, I miss you a lot and I would like to write this letter to you.

October 6th 2010

Lethbridge, Alberta

To you, my beloved friend,

You know what? Today, I am proud to say that my name is Arsham Parsi. I am the founder and Executive Director of the Iranian Railroad for Queer Refugees (IRQR), an international queer human rights non-governmental organization based in Toronto, Canada. My primary mission is to aid and assist, to the best of my abilities, Iranian Gays, Lesbians, Bisexuals and Transgendered all over the world.

The IRQR is a very active, leading NGO that works on behalf of the global population of Iranian queers. We document human rights violations against Iranian queers on the basis of their sexual orientation and gender identity; we provide letters of support for Iranian queer asylum seekers and refugees; and we vigorously support anti-homophobia and anti-persecution efforts in Iran. Our material is widely respected for its accuracy and credibility.

I remember those days when we did not have anyone to talk to about our secrets. We had nothing but our loneliness. We thought that we were the only ones in the world who had these strange feelings and we felt guilty for being sinners. To aid you in better remembering the harsh, violent and often lethal persecution of being a queer in Iran, I will share my own story.

I was born one morning in September 1980, just a few days before the war between Iran and Iraq, in Shiraz, the sixth-largest city in the Islamic Republic of Iran. Not long after completing my basic education, I came to terms with my sexual identity. I then began to meet Iranian queers and do what I could to aid and assist them in a most careful and discrete manner. Then, on that rainy evening, I met you at my class. I still remember your red umbrella that you left in the class on purpose in order to create the opportunity for me to bring it to you and start a conversation.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

We became friends and shared our secrets. Our friendship did not last long before you decided to take your life after your mother saw you in your room with your boyfriend. I cannot forgive you for not locking your door. I still disagree with your decision and I believe there were other options than killing yourself. I lost you because our families and society could not tolerate us. That is why I decided to stop these kinds of actions and do something for my queer community and on that day years ago, I did not imagine that one day, I would be where I am standing now.

It was October 2003. I organized a clandestine Yahoo chat group for queer Iranians called Voice Celebration. There were a total of 50 participants. We established contacts with each other for mutual support and to exchange views on how best to remedy the oppressive civil and queer rights situation in Iran. What was most striking for me about the conversations and exchanges of information at Voice Celebration was how many of us were operating under false identities. Nobody dared speak out publicly or under their real name due to fear of arrest, torture and even execution if we were discovered by the authorities so our Voice Celebration past in silenced.

My work in the field of queer advocacy in Shiraz attracted the attention of the authorities. I was forced to flee Iran on March 5, 2005 because I feared persecution and even possible execution under Iran's harsh Islamic legal code, by which gays in Iran can be sentenced to death. I traveled by train to Turkey, where I registered as a refugee at the Ankara office of the United Nations High Commissioner for Refugees (UNHCR). I was one of the lucky ones whose case was accepted by UNHCR. I lived in Turkey for three months before my case was finally approved. I was invited to the Canadian Embassy in Ankara two months later, and in May 2006 I arrived in Canada to start a new life. I received a very warm welcoming from Canadians and I am sure without their support I could not have done anything.

Now living in a safe country, I still consider myself first and foremost an Iranian. I can never forget that I am in exile due to my own sexual orientation. This situation is both a burden and a tremendous personal responsibility for me. In March 2005, as I crossed the border out of Iran into Turkey, I promised myself, my nation and my people that I would one day return to a free, open and democratic Iran. To that end, I promised that I would fully devote my labors to achieving, for myself and my fellow citizens in Iran, that treasured dream and desire of so many millions around the globe, and which so many in the West take for granted, like the act of breathing: I speak of freedom.

As the founder and Executive Director of the Iranian Railroad for Queer Refugees or “IRQR”, I consider the work I am doing today to be an investment in that freer and brighter tomorrow for all Iranians in my now-troubled country. I launched the IRQR in October 2008 after being involved first with the Persian Gay and Lesbian Organization in Iran and then the Iranian Queer Organization (IRQO) in Canada. One of the primary goals of my previous organizations, IRQR's predecessor, was to increase the global level of awareness of the abysmal Iranian queer human rights situation and the horrible persecution of queers that occurs daily in Iran. We at the IRQR

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community also hope to provide a steady stream of news and information about homosexuality and transgendered individuals through the internet into Iran, and I believe we've had great success in doing that.

For the past two years, the new organization, the IRQR, has been more focused on assisting queer Iranian refugees, helping them flee Iran, providing support to them while they were still in transition countries like Turkey, assisting them in finding their way through the harrowing routine mazes they must traverse in order to gain asylum, and helping them get settled into and learn to cope with their new lives in gay-friendly democratic Western countries. There are still many more queer refugees from Iran who have not yet contacted us but desperately need our help.

I should explain our name, the Iranian Railroad for Queer Refugees. It’s based on the 19th Century “Underground Railroad”, the informal network of secret travel routes and safe houses utilized by Southern black slaves in order to escape to freedom in the Northern states and Canada, aided by abolitionists who were sympathetic to their cause. In the same way, the IRQR has been providing aid and assistance, legal, financial or otherwise, to Iranian queer asylum seekers who fled Iran due to their sexual orientation, just as I was once forced to do. I and others will continue this work under the backing of the IRQR. We are now working to simplify our structure to focus exclusively on supporting Iranian queers in fleeing Iran, processing their asylum applications, preventing their deportation back to Iran and maximizing their safety in transit.

Most Iranian queer refugees are scattered throughout Europe, primarily in the Netherlands, Sweden, Germany, Switzerland, and Norway. Many also live in the United Kingdom, where the British government has been extremely reluctant to grant permanent asylum status to queer Iranian refugees. Not long ago two Iranian refugees living in the UK, Hussein Nasseri and Israfil Shiri, committed suicide after receiving deportation orders back to Iran where they faced imprisonment, torture, and most likely violent deaths. Their death, at their own hands, brings me back to you, my dearest departed friend.

It was on October 6th, 2006 that I was invited to the second session of the United Nations Human Rights Council in Geneva, Switzerland. I spoke out on behalf of all of my friends like you whose voice needed to be heard. A year later, in October, 2007, Iranian President Ahmadinejad famously said at Colombia University: “We do not have homosexuals in Iran.” It prompted me to ask myself: But what do you think I am? And what of all my friends that are condemned to silence? What about you, my dearest departed friend to whom I write? But my duty was speaking out so I gave many interviews to mainstream media about the situation faced by Iranian queers and it was a great publicity. You could say that thanks to Ahmadinejad, the cause of Iranian queers came out of the closet! It was now in conversations around kitchen tables all around the world. I regret, however, that you, my dearest departed friend, are not with us to feel the happiness of being recognized.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Since being granted asylum myself in Canada in 2006, I have been able and most fortunate to have made several international trips to help queer refugees by building relationships with other international organizations. I'm very happy I've been able to build such a strong relationship with the UNHCR, which is now fully aware of the terrible Iranian queer human rights situation and of IRQR's work in that cause.

On each of my trips overseas, I have been able to secure international refugee protection status for an increasing number of Iranian queer asylum seekers. I have spent many hours listening to the desperate, tragic and heartbreaking stories of Iranian queers, all of which makes me very concerned for their situation and future. My dedication to these refugees is fueled by my own experience as a queer Iranian exile in Turkey. It was the most difficult experience of my life, to suddenly find myself in an unexpected situation in a hostile country with no money and no personal safety or security for over a year.

I will never forget the day in Turkey when I was walking with Amir, another gay Iranian refugee who had been tortured and flogged in Iran, when we were suddenly chased down the street by a homophobic crowd. They physically beat us with the clear intent to murder us. My shoulder was dislocated. Nobody helped us. No police came to our assistance. People just stood around watching as we were beaten simply for being gay refugees in their country. That nightmarish experience is seared into my memory. I will never forget it as long as I live. It is why I've dedicated myself to speeding up the processing of other queer refugees in queer-unfriendly countries, and to help LGBTs attain asylum and freedom in tolerant third countries as soon as possible.

And you know that I, too, have a dream. My dream is that one day the rights of all queers will be recognized and respected everywhere. That one day no one will be executed, tortured, arrested, imprisoned, isolated or disowned by their families and communities merely for the "crime" of being queer.

I dream of the day when my and other innocent Iranians' queers will not be legal cause to deprive us of our fundamental human rights. That is the day that no one commits suicide on the basis of their sexual orientation like you did, my dearly departed friend. That is my dream and greatest wish, for myself and for all the voiceless in Iran who cannot speak for themselves. And although they have not chosen me as their voice, I have chosen to be theirs as they suffer in their self-imposed voids of silence. They cannot speak their conscience in today's Islamic Republic of Iran without fear of terrible reprisal from the authorities, so I must speak out on their behalf. My own conscience dictates no less. I declare this dream of mine for all. I will repeat it loudly and often, and hope one day soon to achieve this dream for all of my fellow citizens in Iran that I love and once called home. I hope to do so again in Iran one day soon. Iran is not merely where I'm from. It is who I am.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Again, I miss you and you will be remembered forever. I am fond of the month of October since it happens to be a time that we achieved a lot and especially October the 6th. I would like to name today after you. The Memorial Day for all Iranian queers who are not with us today.

Yours, Arsham Parsi

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Panel of Reality – Leigh Bremner

I am pleased to be here to share some thoughts on welcoming and inclusive communities. I am appreciative of the many conversations and discussions I have had with people with developmental disabilities, their families/guardians, service providers and advocates. Their collective wisdom and experiences have played a significant role in influencing the PDD South as a system and me personally.

PDD South Community Board is a government entity which funds agencies and families to assist adults with developmental disabilities to live, work and participate in their community. The mission of PDD is to work with others to enable adults with developmental disabilities to be included in community life and to be as independent as possible. Community Inclusion is a cornerstone of what we as an organization and those we work with, strive for. Many in the disability sector have learned that community inclusion is not a “product” but rather a journey and a sense of personal being.

Inclusion, in PDD circles, means fully embedding citizens into every aspect of community life as valued, participating and contributing members. For people with developmental disabilities, it means that they have the same essential human needs and desires as individuals without disabilities across their lifespan.

Our experience over the long term has been that to truly honor and respect the dignity of people with developmental disabilities, communities as whole, need to be more welcoming and augment the services and supports provided by PDD funded services. Adults with developmental disabilities like other marginalized people have had minimal opportunities to be fully included in their communities; They are very familiar with the “being in” the community, but rarely truly “part of” the community. “Being in” community can be regarded as a short term accomplishment because for many people with developmental disabilities institutional care away from their home communities and families was the norm. Now, many people with developmental disabilities can remain in their communities and are becoming “part of’ of that community. The Citizens Walk on Friday September 24th is a good illustration of the progress made in terms of “being part” of community.

People with developmental disabilities face many barriers to enjoying inclusive lives. In addition to accessibility, there are the challenges relating to affordability of quality services. Things like accessible homes, public transportation, jobs, and leisure opportunities, all play pivotal roles in people’s ability to participate and contribute to the community. One of the most significant factors to welcoming and inclusive communities is the societal fabric of our community – the need to belong is key in everyone’s wants and needs.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

A few comments on some of the main barriers to inclusion for people with developmental disabilities:

1. Physical Accessibility

Some of the barriers to inclusion in our community that relate specifically to physical accessibility are corner curbs that can be modified, recreation, parks and cultural facilities that are barrier free and public buildings with wheelchair accessibility. It is important to say that inroads have been made.

2. Affordable, Accessible Quality Housing

Lack of safe, affordable, accessible and is another barrier to inclusion. Again there is progress being made. Home ownership is becoming a reality for adults with developmental disabilities; an adult with developmental disabilities now has his name on the title of his own home and paying his own mortgage- a milestone many of us strive for.

3. Transportation

Transportation also plays a major role in limiting our citizens’ ability to participate and contribute to the community. Availability, responsiveness and affordability are challenges to full inclusion. The acquisition of low floor buses and small accessible buses has been very helpful. We have heard instances where some bus drivers make a connection with a passenger who has a disability and acknowledges the person by his/her name.

You will hear from Melody Scout tomorrow about her challenges with transportation.

4. Jobs and Volunteerism

It is important to feel valued and to make a contribution. Adults with developmental disabilities have many gifts and talents and can make many contributions to community life. There is an untapped potential in this respect. Yes, we see more people with developmental disabilities getting jobs and being paid at minimum wage or higher. There are individuals with developmental disabilities who are also entrepreneurs setting up their own business. People with developmental disabilities have contributed thousand of volunteer hours at various organizations throughout the city. Although we are making progress in this area, we still hear of situations where people with developmental disabilities are volunteering in situations where other people are being paid for the same job. We know there are other factors which enter to rationalizing this but it remains a principle of “Equal pay for equal work.”

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

5. Social Fabric

Welcoming and inclusive communities cannot be mandated by the politicians, but must rather be demonstrated through the attitudes, beliefs and actions of each one of its citizens. People with developmental disabilities may look and act a little differently but they are our neighbors our coworkers and our fellow citizens. They have the same needs and wants as we do. People with developmental disabilities want to feel like they belong, whether it be among peers, neighbors, and the broader community and not looking in from the outside. Although there have been positive changes with curb cuts, transportation, housing, and employment, volunteerism, more work is needed if people with developmental disabilities are to feel like they are valued members and have the same opportunities as you and I to participate as citizens of this community. There are definitely shining examples of how people with developmental disabilities have been included in community. It is important that those examples be shared to show that what is included and to serve as inspiring ways for us to practice being more inclusive – it does happen person by person. Some of the examples that individuals, families and support staff have shared which illustrate this are:

We know of fitness programs that are inclusive of all abilities and skills rather than a segregated program,; bank tellers who notice when people with developmental disabilities are not coming to do their regular banking or inquire as to who the new person is accompanying the person with a developmental disabilities; When as part of a swimming group member s ask why a gentleman with a disability who has been attending has been absent. Adults with developmental disabilities going out with friends, regardless of ability, disabled and those without a disability, for a night of wings and beer.

Tomorrow morning Melody Scout, Anna Olson and I will talk about the needs and wants of adults with developmental disabilities ; the experiences of a young First Nations woman with a developmental disabilities living in the Lethbridge community and the struggles and accomplishments of inclusion through the eyes of a staff person.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Panel of Reality - Braden Yamamoto

My name is Braden. I was asked to tell you something about what it means to me to feel included in a community as a gay man. I'm sure you are imagining a number of different scenarios, anticipating what I might tell you of my life. That I experience rejection. That I am a target of fear. That my life is punctuated by the word Fag. That I worry for my safety. So perhaps it surprises you to learn that this is not the case. Make no mistake, these attitudes are real and they are in Lethbridge. In our schools, in our workplaces, our shops, on our streets. But I do not accept them in my life. I do not accept them in the people around me. I do feel welcome in this community, I was born and raised here. This is my home, and it always will be. But let us not kid ourselves. I have my share of scars, and yet I am one of the lucky ones. One of the very, very, very lucky ones.

I can sit here and tell you how welcoming the University is. How my faculty is inclusive. How at work I am happy and free to be who I am. How my family loves me, that my friends are wonderful. That my love life, while maybe a bit slow and depressing for other reasons, puts me in no harm. But this is the same world, the same kind of community in which in the span of less than two months, eleven youth have taken their own lives. ELEVEN. I know there are some educators here. That's almost half a classroom. And these are cases that we know about. The death toll is climbing. I am out, I am happy. Who am I to sit here and tell you about feeling welcome? What can I ever hope to tell you about an inclusive community? I think of kids barely any younger than I am, kids my sister's age feeling that killing themselves is their only option because the community they were born into, the community they were given failed them. That we failed them. It makes no difference what I imagine an inclusive community to be. Evidently, what I thought was good enough for me, falls very very short of the mark. So let me tell you what I think an inclusive community might have been for these individuals.

For these kids, an inclusive community is one where they felt that who they were wasn't wrong. That they weren't unnatural, or weird, or funny. Where they understand, because EVERYONE understands, that being lesbian, or gay, or bisexual or transsexual, isn't abnormal. And that it most definitely doesn't make them sinners. They would have felt that they were not alone, because homosexuality was not a big scary topic that people were afraid to talk about, because people of all sexual orientations and gender identities were able to be frank and open about themselves. They would have felt that is okay to be themselves because really, it is okay.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

They would have felt safe coming out to their friends because no one used language like “that's so gay.” As if to say that being gay was bad. No one would dare call someone girly, or a sissy or a pussy because they didn't act like a fictional masculine movie character. No one would be called butch, or dykey or freak because they were anything less than some unobtainable standard of feminine grace. In a community that saved these kids, this wouldn't happen because people could understand that when you tell children how boys should act, how girls should act, that you end up telling them that anything else is wrong. In an inclusive community, parents would know their kids could grow up to be doctors, and musicians and athletes regardless of who they love. The kids could be good people, no matter if they were gay or straight.

If we wanted to save these youth, our schools would have been safe. Teachers and educators would not have their hands tied and the mouths muzzled by legislation like Bill 44 that prevents correct, safe, critical information regarding sexuality from being readily available to their students. Teachers and youth workers would never be worried about their job security because they stood up and stopped homophobic bullying. Parents would understand that when their children are told that harming another student because she is a lesbian is wrong, that no one is 'pushing and agenda' or trying to 'recruit' their kids in homosexuality. In our workshop yesterday, I had a worker tell me that she was afraid, AFRAID, to stop a child from calling another child 'gay', because she was worried she might lose her job if the bully's parents complained that she trying to 'force a lifestyle' on their child. Is that an inclusive community? A safe community? Hell, is that a logical and rational community?

Ladies and gentlemen, there is a difference between tolerance and inclusion. We can pat ourselves on the back and congratulate ourselves because as far as we know, no one in Lethbridge has taken their life over something as senseless as this. Even if this were true, (and I hazard the guess that it most certainly is not) in our schools, our homes, our communities, we may be tolerant, yes, but tolerance will not save lives. The foundation of inclusion is education. And when it comes to educating our kids on homophobia and LGBT issues, I'm sorry, an F doesn't begin to describe how poorly we are doing. We're content to tell our children that harming someone for being queer is wrong. As long as no one gets hurt, we imagine everything is fine. No. It is not enough. Where was sex ed for boys like me? Where was information in my school on coming out? Where was a teacher to tell me and my classmates that yes, most assuredly, calling someone a 'fag' is wrong, but that doing so was as ridiculous as calling someone brown-haired, that the reason it was wrong was because being gay was just fine and some people are and that's that. I asked you before who I was to stand here and tell you about inclusive communities when I was happy, and it wasn't a rhetorical statement. Who I am is someone who has survived 24 years of being invisible, of 24 years of being

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community made to feel afraid of who I was. I made it out emotionally fulfilled, psychologically healthy and well educated. This is all well and good, but I wish, harder than you can imagine, that at the very least these kids made it out alive. We all know what it feels like to be mocked and humiliated. But to combine this with a sense of complete abandonment by community, and schools and government? Can you blame these youth for wanting to escape that? On her talk show, Ellen Degeneres said “1 life lost in this senseless way is tragic, 4 lives lost is a crisis.” At eleven suicides, we've surpassed the point of crisis now. We are looking at a societal and cultural disaster.

We are at a fundamental juncture in our society. We need everyone to feel included, to feel loved and welcomed. We do this by talking. By engaging everyone. I'll admit that it is so difficult to decisively map out a plan for LGBT inclusiveness. It's an impossibly wide topic. I struggled to contain what small matters I brought up in my remarks. But it needs to start somewhere. The key to inclusion is in its antithesis, exclusion. When we are afraid or unwilling to bring queer issues or people into our lives, our workplaces, our schools, we push these people to the margins of society. We make them feel isolated, like they are the only ones like that. If they are the only ones, then surely there is something wrong with them, and then maybe they do deserve all that torment. And from here it's just a short step for Asher Brown to shoot himself at 13, or for Seth Walsh to hang himself in his own backyard, or Jeanine Blanchette and Chantal Dube to overdose, or for Tyler Clementi to throw himself off a bridge. We allowed these horrible things to happen because when we refused to even open a dialogue, we turned a blind eye not only to youth who depend on us, but the harassment and torment of their peers. We told them it was okay.

My vision for an LGBT inclusive community?, well it's a pretty grand vision. But a baby-step? Let's just talk. You and me, one on one, you and any queer person. Just talk.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Panel of Reality Summary – Recorded by Pam Blood

What is a welcoming and inclusive community anyway?”

Moderated by Terry Vogt

Panel members: Leigh Bremner, Braden Yamamoto, Darrel Chipman, Tony Delaney, Sarah Amies

Leigh Bremner :

Experiences with PDD, wisdom and experience has helped PDD workers. (excerpt on PDD – mandate) Inclusion is our cornerstone and what we strive for. For many in PDD, inclusion is a journey and sense of personal being. Not a product. PDD means they have the same human needs and desires as everyone else in their lifespan. Communities as a whole need to be more inclusion. Supportive to PDD programs. Familiar with being in community but not part. IN – short term accomplishment. Institutional inclusion was a reality, but now they can remain in home community and a part of that community. September 24th Walk – a mark in progress PDD face barriers – accessibility, affordability, homes, public transportation, jobs, leisure opportunities. Hinders their participation in society. Need to belong. Universal. BARRIERS: Physical accessibility – specific to that. Corner curves, accessibility to leisure activities becoming more inaffordable. Lack of affordable housing – progress made with an individual securing a title to his home. Transportation – availability, responsiveness, and affordability. Connections with bus drivers w/ PDD. Adults with PDD have gifts and talents can make contributions. Untapped potential. Many are employed in the community. Entrepreneurs. Volunteers thousands of hours in communities – however, in paid positions. Principle of equal pay for equal work. Demonstrated by attitudes and belief of citizens. Neighbors, coworkers and fellow citizens. Belonging is a sense shared among all. Inroads made in ... more work is needed to be feeling like valued members as citizens of this community. Shining examples to be shared about what is possible and be inspirational to educate the people in the community. Bank tellers and other acquaintances begin noticing when PDD are not able to do business. Scheduling inconsistency is noticed by them and offer concern due to this.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Braden Yamamoto:

Gay man inclusion Attitudes are real in Lethbridge in places like schools, workplaces ... don’t accept them in his life nor lives around him. Always thought of Lethbridge as his home. Some who are scarred, lucky ones. Same community in less than two years 11 youth have taken their own lives. Death toll climbing. Think of kids killing themselves that the community failed them. Just think what might’ve been. If there was one that thought they weren’t wrong for who they were. Not weird or funny. They understand because everyone understands. They aren’t abnormal. Not sinners. Not alone. Homosexuality is not scary. It is okay to be themselves. Safe to come out to their friends. “That’s so gay” ... wasn’t said ... wouldn’t happen because the way genders should act that anything else is wrong. Parents would know they grow up to be good people no matter who they love. Bill 44. Teachers and youth workers would never have to worry about work security. Stopping bullying. Grown woman afraid from stopping gay bullying that she would be fired from her job. In our schools and ... tolerance does not save lives. Education is in inclusion. An illusion that as long as no one gets hurt everything is going fine. Where was sex education on boys like him. Coming out? The word ‘Fag’ is wrong and wasn’t enforced by teachers. I survived 24 years of being invisible. Turned out okay, but I wish that the very least these kids make it out alive. Abandoned by community, school and government. Need to engage everyone. Impossibly wide topic ... exclusion – leaving queer outside, push them to margins of society. Isolation. Only ones like that. Something wrong with them. Refuse to open dialogue. Peers were not stopped from tormenting. Let’s just talk ... one-on-one.

Darrel Chipman:

Mental health ... stigma. Takes people to a place of little understanding. Hurdles to overcome. Loss of abilities and loved ones. Difficult for them to feel included. Friends, family passed away. Understand that body chemistry changes ... depression can affect them. Change in body chemistry. Socially isolated. Stigma because people are scared to come to the services available. Assessment, short term treatment and connect to services in community. Transportation a huge issue. Lost ability to drive ... diagnosed with depression, don’t know the questions to ask, or who to see, the resources out there. The team can take them by the

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

hand and help develop a repoire with their doctor and thus feel included in service. Promote independence and do things on their own but never leaving them feel unsupported. ISSUE: isolation. Some were referred to mental health and thus to the hospital in Raymond. Take groups out and go to Sr. Centre and talk about issues that affect them and their lives. Program, anyone can be referred, (neighbour, family, friend). Really helped the agency in talking to people and connect to that group that existed but were not due to stigmas of going to these services. ISSUE: housing. Making sure we find appropriate housing towards seniors. Mental health. Lack of understanding. Work with service providers to help them understand those they work with and help and support them and help them feel included. Need to treat them with respect knowing that we can develop that understanding and insist that they are accepted. Tony Delaney: Asked 6 youth about getting into the city. They don’t care what they think. Among the youth ... Alkali ake ... 95 percent of alcohol abuse in community. Connected to a group smaller than this. Talking about this issue and turned it around by not spending a lot of money and just getting the community involved. Be the change you want to see what you want in the world. Positive and negative views. Your outlook is valuable ... in what you return. Get our youth involved today and important as everyone else’s.

Sarah Amies:

Mainstream not aware from the challenges of New Canadians. Leaving family and friends into a different community. Every aspect of your life is different and uncertain future. Increased labour shortages. When most highly qualifications don’t match with licensing bodies in Canada. Disconnect with fed government with the eligibility and licensing bodies for certain professions. Many newcomers are underemployed. Joke is high level of New Canadians ... same for immigrants forced to volunteer in order gain Canadian experience. Without it you are ineligible for a job. Not making as much money as expected. Promises of dreams of Canada have failed. Many convince themselves they come here for their children. Increasing pressure on kids. Not fully adopt the habits of Canadians but hold onto to old country culture. Fear is more about the fear of the unknown. Food familiarity. Comfort food. Win-win – centres start to reflect the diversity of the food businesses.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Language issues ... English classes. And work to survive. Stress and pressure on families. Observing a faith in a different area. Smile, greeting. Go as far as the determination can go. Join the CMARD initiative celebrating the members.

QUESTIONS:

Leigh Bremner – PDD received a title to new home. Anything to say to what was it that set that person out from others that didn’t achieve that? Family who believed, and builder who had the same values. Support around that person. Back to fundamental belief that this is possible.

Any thoughts to how do you grow on that? Work with others? In this case, we asked the family to write it to be shared and celebrated. Most powerful tool in community development in opening doors to the community.

Institutions dealing with? The schools, what about the counsellors in the schools, do they help? What can we do better with the institutions?

Braden Yamamoto – information is getting out there. But there is a fear with the people to get the info. He was in high school there were posters for him, but general attitudes and fear kept him from accessing that information. Afraid to be seen near the poster or accessing the groups. You didn’t know how someone was going to react. Because someone would think I was gay. Internalized homophobia, terrified that everyone would put two and two together. Make kids feel safer it’s better to access information.

Sarah Amies – welcome refugees and immigrants. Help into integration. Include referrals into community. Aim for independence. There are amazing institutions in the area. Program that is available is the HOST volunteer program. We still need the community to walk the walk. Folks in this program are welcoming to the New Canadians. And they want to promote people to share their networks, social, faith based and professional.

Darrel Chipman – Education. We have to educate. It’s the individual stories, and have people speak out on experiences. And understand the impact it has on others in the community. Changing social norms is important. We have to speak out and teach tolerance and acceptance.

Leigh Bremner – Bank tellers and bus drivers. Spurred on by businesses? It takes the person that is caring. Employers recognize the attempts to employ people with disabilities, bottom line is the person who goes out of their way to say hello.

QUESTION: Personal courage involved but need community behind that to push through barriers ...

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Sarah Amies – isolation. Courage and fortitude that she meets in client based. Share stories on determination and struggle. Those individuals and they are more successful and faster in integration if they have been befriended and felt that their community was inclusive, front line workers were friendly. Unreasonable expectation? More important in a small center to make that effort. Criminal, not to be welcoming.

TO Leigh Bremner AND Darrel Chipman: Mental health and disabilities is a problem. Marrying the two?

DC – struggle with the different mandates. IN many meetings in the past we have to look at individuals. Coming to that. Start focusing on communities. Offer pieces, better to serve others. LB – you are citizens of Leth. And AB. Should be access to services needed. Provided or not provided by PDD. Frustrations of those trying to access services. 2 steps forward ... 10 steps back. Remain hopeful ... have less barriers as result of the mandates.

COMMENT: Immigrant ... acknowledging agencies. We need to do more. Democratic space, access to education and work. Have to recognize that we have different trajectories in life ... inclusion is a partnership with individual and community (schools) we all have a framework in Canada. The practice to make it real in life, not happening. Because we have created a society that is divided. Would like to challenge to make inclusion as a policy agenda for campaign. Prov. And fed. Governments to offer hand provide space. Leth has a chance to be the example and model because we are small. We can see the groups very readily.

COMMENT: Discrimination and hatred occur because we fail to speak out. Family and friends included. Scared to be judged themselves.

QUESTION: Teachers can’t come out and support this or that. Solution to that barrier. A. Trying to overcome with GALA. Have a group up by January, hopefully. It’s a difficult issue to approach. All he can say is, there are caring individuals and push forward without that sense of fear. Go for it. Trying to start a youth group, but more external. EGAL Canada website. MYGSA.ca. good information.

CONTINUE THE DISCUSSION. Heard about talk and speak out. At this point thank the panelists. Share. Pam wants the feedback.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

New Canadians – Sarah Amies’ PowerPoint Presentation

Facts

 About one-third of Canada's population — up to 14.4  The vast majority of visible million people — will be a visible minority by 2031, Statistics Canada projects. minorities — 71 per cent — are projected to live in  The country's foreign-born population is also expected Toronto, Vancouver or to rise to as much as 28 per cent, about four times faster Montreal, building on a than the rest of the population, the Statistics Canada trend that has seen study projects. immigrants move to urban centres in large numbers.  The projections suggest that whites will become the minority in Toronto and Vancouver over the course of the next three decades.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Facts

 Lethbridge: the percentage of immigrants in the total population has remained constant between 2001 and 2006 at 11.8%.

 the recent immigrants’ share has increased from 0.9% in 2001 to 1.3% in 2006.  In 2004, the low income rate for immigrants during  lower than province wide statistics of 16.2% immigrants their first year in Canada was 3.2 times higher than and 3.2% recent immigrants (Statistics Canada, 2007). for people born here.

 16.2% of immigrants who arrived in Canada in 2000 were still living in low income situations in 2004. Of these immigrants, 52% were skilled and 41% had university degrees

Employment of university educated 2007, Coming to Canada by country of education Countries of origin for 247,000 immigrants who became permanent residents in 2008:

100 # of immigrants % of total Country 80 China 29,336 11.9% Canadian Born US 60 India 24,549 9.9% Canada Europe Philippines 23,724 9.6% 40 Asia U.S. 11,216 4.5% Latin America 20 Africa United Kingdom 9,243 3.7%

0 Pakistan 8,052 3.2% Employment Rate South Korea 7,245 2.9%

(Source: Immigration and Citizenship Canada)

Canada- Permanent Residents 15 years of age and older by category and level of Temporary Foreign Workers education Canada – Permanent residents 15 years of age or older by category and level of education  400-per-cent increase in demand for foreign workers between May 2006 and May 2007 (Government of Canada, 2008). 30.0% 25.0%  More than 37,500 jobs for foreign workers were 20.0% approved in 2007 for Alberta employers, up from 17,200 15.0% in 2006. 10.0%

 in 2002 unskilled and semi-skilled workers made up only 5.0% 16% of the TFWs entering Alberta to work. By 2006 this 0.0% number had almost doubled, to 29% (Clarke, 2008). 0 to 9 10 to 12 13 or more Trade Non- Bachelor’s Master’s Doctorate years of years of years of certificate university degree degree 40 schooling schooling schooling diploma Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

“Isms” That Create Barriers – Dr. Suzanne Lenon

What this workshop is NOT: Not about “managing diversity” or “cultural competency” as methods of learning “issues” of “those people”, or learning how to be tolerant of “them”

Rather, a discussion about “-isms” means talking about systemic discrimination and how inequality is maintained o the way various “-isms” create hierarchies based on difference, work to create an “us/them” paradigm, and thus create barriers for people talking about notions (& realities) of privilege and dominance, and our own shifting locations within these --- we are all part of the system of these –isms, so we will all be part of the system of change And ways to become allies across lines of privilege and marginalization

Talking about –isms - eg, sexism, racism - means naming them as systems of power By “system” I mean the multitude of ways sexism, racism are ORGANIZED in our society ie, something systemic about them: embedded in our laws, organizational policies, govt policies – determine access to resources (to land), create barriers for people

Definitions: (not in a ranked order):

(1) Sexism The norms, values, beliefs, structure and systems that marginalize and subordinate women, while granting power, privilege and superiority to men.

(2) Racism The norms, values, beliefs, structure and systems that create racial categorization, and that maintain, support and perpetuate racialized hierarchies of difference: the social, economic, political, cultural processes through which populations/people are constructed, and differentiated from each other: the process through which the supposed inferiority of non-whites is constructed [the term persists because of the political power of racism and it is institutionalized in the structures of our societies]

Racism may take many forms: --individual racism: individual attitudes and behaviours (the easiest type to identify)

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

--Systemic racism: the polices and practices of organizations, which directly or indirectly operate to sustain the privileges and advantages of some over others (often implicit, unconscious) --Cultural racism: assumption of cultural inferiority, inferiority attributed to cultural deficiency, underdevelopment;

Race - A historical, ideological process rather than something fixed, or biological characteristics; not to think of race as biological essence but rather think of “race” – and hence racism - as a category for regulating power and access, and for maintaining hierarchy

Racism is a dynamic process, a set of beliefs and practices that is embedded in a particular historical context, is continuously undergoing change, finds new forms of political, social, cultural expression

White privilege White privilege refers to the concrete benefits of access to resources and social rewards that whites receive, unconsciously or consciously, by virtue of their skin color in a racist society; built into law, policy, institutions like the ability to shop without being followed, or drive without being stopped. Relative ease of finding rental housing in Lethbridge

Colonialism Colonization has involved the enforced appropriation of Aboriginal nations’ land and resources, and the denial of the conditions for self-determination. Colonialism has included the imposition of western and Christian patriarchy on Aboriginal peoples. -closely tied to racism (19C views of racial superiority) and sexism (19C beliefs about role and place of women in society) -nothing post-colonial about Canada: that these colonial processes initiated by settler state governments and institutions continue today -legacies of colonialism and colonial policies

(3) Ableism The normalization of able-bodied persons, resulting in the privilege of ‘normal ability’ and the oppression and exclusion of people with disabilities at many levels in society. Ableism involves both denying access to people with disabilities and exclusive attitudes of able-bodied persons. o For example, People living with a disability are devalued by society and their contribution to society is not recognized, solely because of their disability.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

(4) Heterosexism Generally refers to the belief and expectation that everyone is or should be heterosexual the presumption that heterosexuality is the only acceptable way of being

The legitimizing and privileging of heterosexuality and heterosexual relationships as what is “normal” and “natural” – as the blueprint for interpersonal relations

A set of norms, ideas and assumptions of about proper ‘gender roles’, about masculine and feminine behaviour………so that ‘heterosexuality’ becomes embedded in our social institutions, cultural landscape in a way that is invisible; so that heterosexual appears as a given, that it goes without saying -its unconscious, perfectly natural character has rendered other forms of sexual and gender expression as deviant, invisible, illegal

Some of its effects:

Homophobia: The fear and persecution of queer people. Rooted in a desire to maintain the heterosexual social order, which relies on oppressive gender roles.

Transphobia: The fear and persecution of transgender/ transsexual persons. Rooted in a desire to maintain the gender binary (i.e. the categories ‘male’ and ‘female’), which obscures the reality of the fluidity of gender and makes the experience of persons who do not identify with either category invisible.

Part of the conversation about isms then is to recognize the power of one’s own social locations, and how that power results in societal privilege and benefit to the exclusion of marginalized people.

An important point is their interconnectedness: that they interlock with each other

Sexist notions of place and role of women in society embedded within the Indian Act as a tool of colonization

Queer woman with a disability: where to find her place in the LGBTTQ community when unable to get in the door?

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

That we can find ourselves in both a position of privilege and marginalization For example, one may experience oppression because of female gender or gay man but at the same time experience white skin privilege.

Again, another important point is that people do not belong to just one category or social location. Our identities are complex and multiple; fluid rather than fixed.

So it is important not to make assumptions about group identity. It emphasizes that people who share a group identity may or may not have similar characteristics and lived experiences.

Small Groups Guided Questions for reflection & discussion; be prepared to report back to the larger group on the content of your discussions One –ism per group: racism, heterosexism, ableism, sexism

Questions for Reflection & Discussion

1. (a) How and where do you see racism operating in Lethbridge (ie, workplace, recreational activities, family, etc.)?

(b) Drawing upon these examples, how does racism interconnect with other –isms?

2. How does racism affect your daily life? In other words, where does it create marginalization for you, or where does it result in privilege?

3. What are specific actions that you can take to actively challenge racism in our city?

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Human Rights/Hate Crimes - Farah Mocquais

Recognizing and responding timely and appropriately to discrimination in your community.

The Ideal Process:

Bring together a small group of likeminded people Take small manageable steps toward a larger vision Stop, evaluate, reflect and then plan the next step Let everyone know what you have done, use media, your contacts and your contacts, contacts

The Process Continues:

Expand the circle and allow in more people Allow these individuals to catch up to each other Assist each one of them to take one step forward Practice patience, remain kind and encouraging Create opportunities for them to serve using their skills talents and gifts

A developmental Modal of Intercultural Insensitivity

Denial of differences Defence against differences Minimization of differences Acceptance of differences Adaptation of differences Integration of differences

The Process Continues:

Allow them to work within their comfort level Encourage them to become more courageous and take the next step Be there to support them or create other supports for them Build allies through getting involved in other causes Take regular breaks and enjoy the fruit of your labour

Don’t worry, be happy!

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Leroy Little Bear Dialogue Circle Summary – Recorded by Pam Blood

Establishing the dialogue setting. Not normal conversations. They are not a situation where it’s not a predictor. Important aspect is to take ourselves and our agendas, beliefs, customary habits ... those schools of thought that we adhere to and use as a part of our operational paradigms. Those customary habits actually get in the way and prevent us from really having a deep conversation. All the tactic infrastructures make up the beliefs that we carry around and use as a basis for our daily actions, conversations. If anybody attacks those infrastructures, we’re there to defend.

Names, if someone were to call you purposely or by mistake a different name. We’re quick to correct. That’s what tacit infrastructures do.

Dialogues take those infrastructures and put them aside for the time being.

Let the topic do the talking.

Listening if very important. Most of us are not good listening. No wonder we have lots of myths and miscommunications.

Important in terms of listening 100% to the other speaker.

No agendas. Might have a topic to start the discussion.

A true free flow of discussion and true listening and what I as an individual take away from all the talk.

Where we end up we really don’t know.

LET RACISM DO THE TALKING ... “2-300 years ago. Racism has been around. And we can make up excuses for it’s existence, lack of communication, education, contact for why it exists. But for today how many of you are carrying cell phones? We have all kinds of technology close to each other. The transportation, we all have cars and so on. My question to you is, why does racism persist?”

Internalization. Internalize feelings. A little bit of fear.

I live it. It begins with me. And everyone of us.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

We may in fact a vested interest in it.

Separate the world into like me and not like me. Salient trait.

A way to make themselves feel better. No matter how bad I think about myself I can hate on someone else. Measure one’s success by someone else’s failures. It makes no sense.

Learned. It has to come from the people before you. Someone is not born with racism. If people making jokes then it’s passed on. From people you know. Socialization process

Expected to be different.

Comes from fear. Their fear of seeing the Indian and how we had to conquer them. And as a residential victim it’s out of fear. When the priests and nuns not understanding our language and culture. Do things to get over that fear and control.

Racism exists in the social structure and there is winners and losers.

Ignorance in the first place when Canada ... created categories of race. Exercise power and privilege over others. And stupidity.

Stereotypes that are shared. Groups of these people and look down at the ground. Community as a whole. Moved to Lethbridge and started feeding a lot the fire. Inability to see similarities. Same but different. Same creator.

Personal ... I’m not racist until I did some further exploration of myself. I was not happy with who I was. How you see yourself.

Attended training that isms ... I’m white and male and have power. It’s an uncomfortable situation to be there. Something’s wrong. I was racist when I was young because I was raised by bigots. To give up racism is to give up power. Lowest of the lows can still hate someone. Graduated from university, middle-classed, gifts ... and to give it up it’s very hard to do. Rounding everyone up who have power and ready to give up some of that.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Lack of education, misinformation and lack of love. Hate someone it’s because we hang onto power pride ... pull down means to love. We want to be on top and keep the power and pride.

Treating people not how i want to be treated but how they want to be treated.

LEROY: set up a scenario. We all speak English and in that language is very good for dichotomies. We go down the list (black/white, good/bad) if we were to use black and white as a dichotomy. Does that not begin to say that in us that dichotomy contribute to notion of racism.

o Agree, language creates a reality, expresses our world. So in the English language, reinforce those areas where we dominate. The words to black eye. Represented black as all bad. White lie, didn’t mean harm. Two sets of reality. Diversity is a fact. Not all of us walk straight.

o Perpetuates descriptions to those colors. Assign to those words that have the impact.

o Words, it’s the intention behind the words. Queer, just words it’s the ownership of words and stop being afraid from saying that. o Words are powerful.

o Moved here, don’t hang around the Native and see others doing goods things instead of seeing the drunks in the park. Look at the good in people instead of the unfortunate view of alcoholic problem.

o A failure to recognize one’s self identity and then make that effort to bring others down.

LEROY: Just hearing the surface conversations. That you and I might have. It’s all surface stuff. Challenge you to get down to the real deep and serious stuff.

o Recognize the panel that spoke up. Seniors and other issues this morning. Let’s bring in discrimination as well as racism to the discussion.

o Metis. Look I’m light skinned. My mother is very dark and father white. Called Nazis. German, Canadian and aboriginal. And have many different points of view. Friends with a black guy. Wrote a pamphlet, bunch of hateful stuff. Responded with a pamphlet and you’re nothing but a nigger and slaves. We were best friends. The parents got a hold of the pamphlets. My friend thought it was funny. And he did too.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Parents sat them down. That’s how things get out of hand. And it was a crazy situation, long time ago. Parents addressed it.

o Challenge to take themselves down the street. Let’s not take each other seriously.

o Overweight faces discrimination. Still struggling with it.

o Level of discrimination is quite high. Corporate sector. Morgan industries. Coowner did some research and asked how would it be to partner with Blood Tribe, ... natives, once they get their first pay cheque they’ll leave. He was leary to partner up. He asked someone about it. Didn’t want to do anything negative. He was told no by Blood Tribe members. The majority of them were white that said those who go on a drunk with their first pay cheque. Personally attacked by 4 white people. Went to the courts and didn’t go ahead with hate crime. Impact of residential school, the government who wanted to do the assimilation and to think about losing your child for 16 years because in a residential school, so many cannot handle that. Mental health issues because of that. Association with those in the park, alcohol and see what their life experiences were, you’ll see the residential schools.

o 2 native kids and then 2 white guys. Prairie niggers. And then asked what that old guy said. And he denied it. When I approach him, not menacingly just questioning. His buddy walked away. This isn’t 1930. How would you like it if i put down your kid.

o Moved from US into Lethbridge. Puritanical level has done the same thing. That those are overweight are not upholding what we hold right. Visual and moral beliefs.

o That is so gay ... it’s derogatory word and it’s not funny you have to redirect it. How do we look at the package of skin. Oh you see the good white and Indians at the university.

o We all discriminate. I don’t like male doctors ... there are amazing people as well. Quick jokes.

LEROY: Fit aboriginal people into the class structure of the category and using Marxist.

Sex talk on what is needed to say ... we have a rite of passage. How to develop a rite of passage for racism? Making a living off of it.

Hate crime. The only way to eradicate racism was to create a whole new generation of human beings that are concerned about each and appeal to each other’s sense of humanity.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

That we care so deeply about each other unconsciously. My priorities to the person that is not coming to work and revolving in this ... it takes a small group of people to consciously work towards that. How to do you get something from bad to good. We start to celebrate the differences in everyone. It comes out on the other side. I love the challenge. And see how that’s a good thing.

Teach this new generation to care and love each other. And saying how we’ve all discriminated. And there was an activity it will take one minute and I will ask a question and judged for? And have you ever been judged for the color of your skin. Male or female? Age? Sexuality? Religion? Where you’re from or where you live? Class you live in Canadian society? But everyone has seemed to have been judged? 89 percent of people. Broken families and moved to other parts of country. That we have taken this judgement to effect change. And question I will ask is to teach the next generation. Wouldn’t it be amazing that we haven’t been judged before. Yeah, I’ve been damaged and then move to the next generation. And we need to see that in our ourselves and create that community and essence despite the damage we have seen and move ahead.

Frustrated we’ve worked so hard ... but when we see young people come to our office that are employable and see a young man to come in and be part of the community. Every employer, over 60. Not one call. I’m seeing this, I’m struggling this. We see this. We’re frustrated. What’s gonna happen the next day? Come up to another person are you going to go for a cup of coffee. This is the ugly part. The dirty facts, is that our young need to be in a young people to deal with racism but just a community member. Inclusion, we need to make it there. Glad here to talk about it. Talk and talk. We need action.

White guilt. Because it’s an uncomfortable topic. Hearing I’m a white male for an aboriginal organization. At the same time, it discounts me from ... he’s Jewish, he experienced and he’s a Christian pastor. Has a passion for this, I don’t agree about a lot.

Grew up in north and never thought about discrimination and grew up with First Nation. My family was not racist they were tolerant people. I moved to Alberta in 1967, in a small community and horrified with the attitudes I encountered towards aboriginal people. I wasn’t comfortable in my own skin and said nothing. I was a participant in that whole environment and took me a number of years for self reflection of this. I have to speak with my altruism. And the challenge on it. Don’t put them in that they are really bad people. See that dialogue that we were trying to increase the understanding among the aboriginal staff. Fear, about the homophobic issue. I remember the first time I hugged a gay man and

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community acknowledged my fear. And that was a big shift. I am now a senior, hate it when youth treat me as an older people. We will have to acknowledge our own fears. To get an aboriginal health program it was painful and took 5 years to get going and then giving jobs to aboriginal jobs and tougher sell. And find people to speak the language. We need to keep hammering it over and over and over. Need to move beyond our fears.

Discrimination ... talk to the group. And different versions of how they work the problem. And with the gays even within their own group, there are different words to use. And just ask them.

As her daughter grows, she’s a manager and has impact over them. Those people have impacts all over. Everyone has a different ability to impact the issue. Social change.

Grew up on Blood Reserve. As a little girl we’d come 3 times a year to come into town. And I saw Lethbridge to wonder why are we so different, why are we not accepted? Today I am a grandmother of 4. They are very mainstream but racism is not only between different races but within our people. Redneck Alberta. Change is slow but it is happening. When are we going to about it. As for me I feel that we have to pull up our socks and work together and reverse discrimination. Imagine if we share the knowledge. We need to pull together and pull together and get away from the individualistic thinking. I commend Diane and Bob Tarleck, he’s the first mayor to address and care about aboriginal people. Working together and speak up. If we don’t, nothing’s going to change.

Value. So much of what we find contentious is what strikes a chord to what we need. Women in workforce ... how do we give people value. The devastating statistics ... those are not new statistics and organizations that work towards those. WHO disallow empower and value. We are questioning our values. We don’t like HIV because it has some sexual value we have. All the way to corporations we work for, neighbourhoods we live in.

I would like to push and see the commonalities among people. Came from Ireland ... Protestants and Catholics. Confront things we have to do that ... doesn’t matter the color of our skin. Keep sense of ourselves for now.

We all have a personal vested interest in our ... we need to hold each other to account. To what we challenge, ignore ...

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

In response, I had done a Hawaiian story. I was not experiencing the racism. But wondered what the Caucasians were experiencing. Lethbridge residents to experience that on the receiving line.

LEROY: Religion influence what we are talking now.

o Call to action has been called. Some in the room are diverse. But ultimately we know we are among friends. We are compassionate and they mean and some just curious they are here because they care. They may consider to make an effort and tell others what happened these days. Someone who is not interested ... it takes only one to teach others.

o Struggling religion right now. Questions about it and discrimination questions. And ti’s hard to see the discrimination and it’s hard to point out flaws in the system. Something that needs to be done and talked about. Get yourself out of the comfort zone and talk about.

o Thinking about a quote ... “There are men in the ranks, stay in the ranks because they haven’t the ability to get things done.” When I look around the room perhaps people have places to go, I have the abilities to get things done. I’m the only one to change me and try my best to share what I Have done. I don’t know what the action we are looking. Tangible. I don’t know, it has to be within us and carry it with us wherever we go. o Framework of inclusion to move another step. Individual ... community. Temporary immigrant workers, but we need to welcoming to the community. That proposing we are a community regardless of religion or race. It’s difficult of this level. That individual is us. We can change by accepting everyone. Racism affects all of us. Establish a community and bonded common aspects of respect. Come forward I am a valuable representative.

o What script were you given when you were born. In past years, you can rewrite the script. And it was that when I was little and then learned not to hate First Nations, but hated Japanese people and Mormon community.

LEROY: Harper with the apology issued. Rick Casson, our MP, I made an appointment to visit with Rick and told him ... it’s good that the conservative government did what they did with the apology. The city of Lethbridge gonna say our PM apologized. Or should the government come up with resources so that we can do something about it. It’s one thing to say sorry and

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Rick said he would bring it up to the caucus. Well we all know we have a civic election. Let’s talk about this ... Las Vegas is a destination. Banff is a destination. Is Lethbridge a destination? No. How do make our community a destination based on elimination of racism and discrimination?

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Living in Community with a Disability – Melodie Scout

My name is Melody Scout and I live in Lethbridge Alberta I live on the west side of Lethbridge in an apartment I have a disability and manage to get around as often as I can with access a ride and city transit. I was asked to talk on a few issues regarding how living in the community has affected me though out the years growing up in my community well just wit in the past little while I have been teased and it has not affected me as much as it could be but would like to take this time to tell you of the experiences I have had and how it has made me feel. Sometimes it’s not that easy for me to get around and especially with how I have been treated due to my disability I am 32 years old and understand everyone goes through these issues but know we all would like to be treated the same way as everyone else in the community.

When I use access a ride I sometimes have to leave my outings early to follow their schedule pick up time. When I use city transit most of the drivers do know me by name and know when they see me and look out for me and help me when I need the help I use a walker now and it’s nice to see the drivers help me with putting the ramp down when boarding the bus when I use the city transit in the evenings and on weekends as well. The police have also helped me in the down town area when I have fallen or looked like I needed help in some way. In the winter months it’s not that easy for me to get around and will rely on access a ride more than I do now I am quite involved in my community with bowling, my church activities and many more outings I do with in the community. I would like to be more independent like everyone else but with having a disability its harder then you may think but have come a long way since I was little and I am proud of myself for doing this I have also been in the paper talking about what I will be talking to you today about with being so involved in the community.

Most of everyone do know me with in the community and is very happy to see me out and about within my community. I work and volunteer as well here in Lethbridge. With being teased in the community that is not the greatest but hope those who do tease me or anybody else within the community understand those who have a disability have feelings to and would like to be treated the same like everyone else. I did tell one of my friends about when I was teased and they told one of the city bus drivers I was teased and now the drivers have a better eye out for me when I am in the down town area and with in the community.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Living in the Community with a Disability – Anna Olson

Hi, I am Anna Olson and I have worked in the disability field for about 10 years both residentially and vocationally. I have also worked in the mental health field as well. Most of what I will speak to will reinforce some of the challenges that Melody has just spoken about when accessing services.

I used to work in a home where the individuals being supported used wheelchairs and accessed transit on a regular basis. As staff we faced many challenges. One of these challenges was that sometimes we would have to wait for the next bus as there was no room for us. The front of the bus has spaces for wheelchairs to be locked into place for safety reasons. At times this was not a possibility as there would already be people using this. This was problematic at times as we would have appointments to get to but would run late due to waiting. Another problem with accessing transit was that people did not want to move from those front seats when we would get on. The bus drivers were really great about this and would let the passengers know that they needed to move from those spots, but you could still see the look of disgust in having to do so, like it was an inconvenience for them to move. At times the bus drivers would not put down the ramps so we would have to manoeuvre the wheelchairs by lifting them to get them on and off the bus. This becomes a safety issue not only for the staff but also for the person in the wheelchair. There are many other barriers that I could speak to such as snow covered sidewalks, buildings that you cannot access if you are in a wheelchair, difficulties getting into buildings because they do not have the automatic doors and so on. I remember taking an individual to a dinner that they had bought tickets for. The building had a lift inside and so it wouldn’t be a problem to participate in this meal or so we thought. Once we arrived, it was discovered that the lift was broken and the ramp outside was unusable. We waited in the lobby while someone brought the food to us and we had to leave to go eat.

All of my experiences when accessing the community has not been bad though. There were bus drivers that would go out of their way to help if you needed. We got to know the bus drivers by name and they knew us. There are those community members that would help when you were struggling. Sometimes all it takes is a hello or a smile. People with disabilities are just like everyone else. They want to participate in the community and feel valued. Many of the individuals that I have supported in the past and are still supporting today have jobs, volunteer, participate in community events, participate in fundraisers, speak to groups, go to church, own their own homes, have friends and do the typical things that other people do in society. Living in the community with a disability

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community can still allow for segregation. We need barrier free environments where everyone can participate and be valued and contributing citizens. I will leave you with a couple of quotes that seem fitting.

"We can never get a re-creation of community and heal our society without giving our citizens a sense of belonging." Dr. Patch Adams

“I am only one, but I am one. I cannot do everything, but I can do something. And I will not let what I cannot do interfere with what I can do.” Edward Everett Hale (American author)

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Living in the Community with a Disability – Leigh Bremner

It is important that the experience of living in the community with a disability be told by those you do it day in and day out and by those who support the person. So, I am honored to have Melody Scout and Anna Olson here today as co-presenters. For my part, I would like to set the stage.

For those of you who were not at yesterday’s plenary session, welcoming and inclusive communities for people with developmental disabilities and those of us who have worked alongside them, are those communities where all citizens, disability or not, are fully embedded into every aspect of community life as valued, participating and contributing members. Everyone’s unique gifts and talents are celebrated for what they are. It is a journey of the natural rhythms of life. For years, people with disabilities were not treated as citizens and thus not included in community life. People with disability have a human right to be full participating members of their community by virtue of their Canadian citizenship. Things are changing, for some, change is too slow.

I am pleased that Melody Scout is here to talk about how her journey of inclusion in Lethbridge and how some things have changed for the better and how there remains some barriers to Lethbridge being a welcoming and inclusive community.

We are fortunate to have Anna with us as well. Anna has supported many people with developmental disabilities and ask that she share some of her experiences.

As we collectively seek more welcoming and inclusive communities, it is critical that we acknowledge that the people with developmental disabilities have needs and wants. To this end, the PDD South Community Board undertook a facilitated process to find out the needs and wants of adults with developmental disabilities from the individuals themselves, their families, support staff and other staff from the service providers. Before revealing their top ten needs and wants, I would like you to take a few minutes and reflect on what your top three needs and wants are.

Ask audience to share.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Then reveal the top ten from the Wheel of Life

PDD Wheel of Life Overall Analysis: Values Prioritized

1000 800 600 400 200 0

Self Advocates Families EDs PDD Staff Staff

PDD Wheel of Life: Home Values Themes Common to All Respondents

Respect property Choice and personal Affordability 17% Live Independently possessions privacy 10% / Home Ownership 19% 14%

Safety / Security / Accessibility Relationships 18% 12% Personal Possessions 10%

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

PDD Wheel of Life: Work Values Themes Common to All Respondents

Training & Education 9%

Equal pay 35%

Meaningful & Rewarding Choice 44% 12%

PDD Wheel of Life: Supports Values Themes Common to All Respondents

Choice regarding Level of Supports supports 11% 17%

Qualified Supportive Support Staff 72%

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

PDD Wheel of Life: Relationship Values Themes Common to All Respondents

Healthy Meaningful Choice Family Relationships 10% 8% 22%

Significant Other 15% Friendship 45%

PDD Wheel of Life: Recreation Values Themes Common to All Respondents

Options Inclusive / Accessible 25% 24%

Choice Affordable 30% 11%

Opportunity 10%

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

PDD Wheel of Life: Education & Training Themes Common to All Respondents Career Training Continuous Supports to 8% Education Attend 20% 14%

Qualified Staff 6%

Opportunity 14% Choice 18% Accessible/Inclusive Education 20%

PDD Wheel of Life: Transportation Values Themes Common to All Respondents Transportation outside the Independent travel community 15% 6%

Affordable Accessible 24% 55%

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

PDD Wheel of Life: Rights & Responsibilities Values Themes Common to All Respondents

Right to be as independent as possible Treated with 12% Respect Knowledge 7% Basic Rights about rights 16% 10% Equality 10% Right to make choices 45%

PDD Wheel of Life: Spiritual Values Themes Common to All Respondents

Beliefs are respected 10% Supports to attend 7% Choice 42%

Practising ones faith 41%

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

You will see that the top ten needs resonate with many of us. For many people with developmental disabilities, they believe ‘CITIZENSHIP” helps met those needs. Citizenship is an important part of inclusion. We are going to show a DVD commissioned by Southern Alberta Individualized Planning Association (SAIPA) on behalf of the South Region Self Advocate Network which talks about Citizenship.

When we recognize that people with developmental disabilities, although they maybe different, are still people who have similar needs and wants and who have a right to be a full participating member of their community, we move closer to dismantling the barriers around welcoming and including them in community. People with developmental disabilities and forums such as this serve as reminder as well as a call for further action for residents of Lethbridge to be more appreciative of diversity and to look for the ability and potential in each person. As our former Lt Governor said:

“The greatest human tragedy is the tragedy of what might have been; the tragedy of lost potential. Each and every human being has the potential to do great good in this world, if only they have the love of friends and family and the education to pursue their particular gift to the fullest.”

It would seem quite simple for Lethbridge to be a more welcoming and inclusive community, that we all live by the adage - we treat people like we would want to be treated.

Questions

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Building Inclusive Neighbourhoods – Dr. Yale Belanger

Initial Research (2005-08)

• 3rd generation urban Aboriginal population; • Growing population in need of homes; • People are aware of their situation; • Ghettoization occurring: – Inadequate jobs, high transiency rates, high debt load servicing, and variability of income. • Extreme rent competition; • Prejudice (NIMBY).

2nd Round: NIMBY Themes

•Democracy imperiled;

•Insider-outsider; •Proper citizen was constructed: –Voter = taxpayer;

–Voter = homeowner. •The Other (opposition to the norm) was developed.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Affluence/Location a Factor Defining Community • Wealth often means less interface • Lethbridge residents tend to view with First Nations; urban First Nations as lost; • Stereotypes of broken FN‟s culture most prominent in this group; “You have the reserve; we have • This “class” tends to foster our the city …” leaders; • Low SES neighbourhoods adjacent • A question of: to core appear more tolerant of FN –cultural blending; concerns. –race-based benefits/rights.

Lethbridge: Does NIMBY Exist? Lethbridge: Does NIMBY Exist?

• 23/25 (92%) FN sample heard, “We • “Indian” frequently used in dialogues; don‟t rent to Indians/Natives”; • They, them, those people (outsiders); • 100% (n=25) FN sample experienced • Respondents have been labeled / called: acts of racism/discrimination; – Indians, redskins, drunks, prairie • Some landlords would rather leave niggers, skins, rez rats … home vacant than rent to FNs; • Stomping/piling regularly occurs; • One participant documented viewing • Systematic police program aimed at more than 100 homes (unsuccessful); rousting “Galt Gardens‟ drunks.” • When made public, First Nations seen as complaining.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Defining Community Informant Beliefs / Attitudes • Failure to integrate a key theme; • “When you’re chasing NIMBY … I “ … if they’re willing to strive to equate that to storm chasing …”; better themselves … and be a • Racism in Lethbridge: “I think it’s part of the community … something that … does take three or welcome aboard.” four generations to work [itself] • FN experience a trial by fire all through”; ethnic groups in Lethbridge face; • “… we know that within our area • A thicker skin is needed as this is a that there is … an undercurrent of common experience. suspicion of Aboriginal people …”

Informant Beliefs / Attitudes E-mail from Local Resident

• “In Taber there is a transitional instead of providing some fluff report home … in the industrial area. So about the complaints of abor residential search treatment, why not provide what’s wrong with [it] being located opinions from the many past sorry and … in an area like that?” regretful landlords and co-tenants in our • “Q: What if your dog bit her? city with their EXPERIENCES of abors as tenants??? A: At least it’s getting rid of … your Indian problem.” your opinion belongs in the same barrel as our Dopeland Mayor and His tribe!!!

Final Thoughts Addressing NIMBY • Each community demonstrates • The Human Rights Code indicates distinctive NIMBY attitudes; that it illegal to treat a person • NIMBY is much more complex than unfairly or refuse rental initially understood; accommodations based on: • Affluence ≠ acceptance; – race, colour, or ethnic origin; • Neighbourhood location an issue; – place of origin, ancestry, citizenship • Community complexion and overall (nationality); demographics must be considered. – creed (religion); – sex (including being pregnant); 67

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Addressing NIMBY Addressing NIMBY

– sexual orientation; •Awareness of helpful agencies; – age; •Challenge racism; – marital status (being single, married, •Create landlord database; separated, divorced, widowed, or living common-law); •Lobby for the creation of a – family status (having children); municipal landlord registry: – disability (mental or physical); – renting homes is a business and

– receipt of public assistance. should be regulated accordingly.

Addressing NIMBY Challenging NIMBY • Have a friend set up landlord appointment; • A little goes a long way: • Use phones that will not call display – Treaty 7 Housing: 25 families bought name/area code;

homes aided by provincial program; • Say you are from/live in Lethbridge; – 25 new families in Treaty 7 housing; • View space with friend/advocate;

– Koh Koonoon Complex has 29 units; • Have references/financials on hand; – In just three years, 79 families (300 • Ask questions showing you know your rights; people) newly housed renters/owners; • Ask to submit rental application while there; • If denied, monitor classified ads/ return to see – Opened upwards of 54 rental units in town (200 people). if „For Rent‟ sign remains (it‟s illegal to do so).

Building Inclusive Neighbourhoods: Challenging NIMBY in

Lethbridge

[email protected]

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

An Aboriginal Experience Summary – Recorded by Trevor Brown

Pauline Plamondon:

- passed on rock containing fossil called “Grandfather Rock” to Francis First Charger as a gift to be in Blackfoot Territory. - Pauline noticed Racist remarks by University Professors have started to change from her first experience at the UofL to her second. - Something she took from her experiences at university is “if you name it, you can address it.” - Pauline shared life experiences of living in the North, forced out of the Inuit way of life and university. o That she was forced to kill her sled dogs because they were not allowed in the community her family had been located to. o Pauline went to a Residential School o At home she was still seen and she felt like a “second class citizen” o Didn’t see her parents from ages 6-8 o Couldn’t speak or even hug her siblings in school. o Workshop participant shared that never understood residential schools and thought that residential survivors had laid down and become alcoholics. o In the Arctic you could hear from 20 miles away. o She is a traditional healer and uses ice and cold for healing o Men at university would make her walk around them. Treated her poorly o Her and a group of friends started speaking out in class. o She found the Energy within to break through and part the negative energy of others. o “I am important. I have a function. I will address it without passing the hurt/abuse on to others” o She noted that in her 2 experiences of being in Lethbridge, there is a big difference in peoples attitudes and beliefs.

Rod Mcleod

o What does it mean to be Metis? o Rod explained that to be Metis you needed to have French/Cree or Scotish/Cree blood. Scottish Metis were called “half breeds” o To be Metis you need kinship, culture and language o Metis ranged from western BC/NW USA to Ontario o One of the best recorded groups in Canada o In Manitoba, the Metis were given land scripts or choice to live on reserve. o Land speculators or commissioners used illiteracy and many Metis lost lots of land. o Metis are considered Rainbow people o Some families are not allowed to talk about being Metis or are shamed. o Canada took care of war veterans except FNMI o 1960-FNMI were allowed to go into establishments that served liquor

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

o No one knows about many Metis veterans that fought in WW1 of WW2 o There are about 86 000 Metis in Alberta

Francis First Charger

o “to give advice, we tell a story” o Shared that when he was young he was hated for the color of his skin o Only spoke blackfoot when he first went to school o He was treated different when he travelled off reserve o In 1968 he was integrated into a program to live with non-natives o Quit school cause of discrimination o Returned 10 years later o His Father didn’t want his children to fight because of their spirituality o “If we do something wrong, we have to take the consequences” o “Not supposed to hate but pray for those that hurt”

Questions

Q: How do you maintain you strength past the hurt?

Pauline: Elders, stories, being on the land

Rod: Respect for all land, animals and each other, get out of excessive living.

Francis: if you let the hurt get to you, it could consume and destroy you.

Tom: “Get a lot more with honey than with vinegar”

Q: In communities that are 50/50 Native/Non-native school divisions where students sometimes don’t have any contact with each other, how can you heal communities that are so divided?

P: build safety, safe places

R: Confront the issue, stand up for what’s right.

F: Some people are willing to learn and grow and some aren’t

o Honesty with Love, Respect and Compassion o The blackfoot language is a dying language

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Conference Summary – Mickey Wilson

Pam Miller

sensitization IS A LIFELONG JOURNEY engaging and celebrating diversity in an inclusive and welcoming way what are the ingredients and how do we transport that into other areas tragedy....moving to commitment to create change

Panel *people that are off the radar-the need to expand our radar Leigh Bremner - Disability community inclusion not a product but a journey valued, participating, contributing the same human needs and desires community needs to add to gov/agency services in the community although many not part of the community affordability of services...transportation, housing etc need to belong is universal barriers-accessibility, accessible housing, transportation, jobs/volunteerism, belonging cannot be legislated, full participation share of successes – call out failures

Darrel Chipman – Seniors Outreach Team MENTAL HEALTH mental health? loss & grief can affect sense of inclusion goes out to the community transportation is a huge issue lack of advocacy goal of independence isolation same needs importance of partnerships and decreasing barriers between service to common populations

Braden Yamamoto – Queer Youth I do not accept rejection what would an inclusive community look like for lgbtq youth safe schools and communities that provide resources and modelling and language that is affirming

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

- that really addresses bullying - a community that identified that being lgbtq was ok, normal, just another way of being - invisible safe accessibility of information available education

Tony Delaney-Aboriginal youth often watched because of their appearance people talk slow and from the heart alcohol problems – small group – discussed change accepting themselves for who they are respect for women money is not necessarily the answer – each of us can create change community and youth engagement can create change

Sarah Amies being an immigrant is hard work only one of your ethnicity or language, where you know no-one disconnect between government/community employer skills not used or appreciated change in circumstances (on average it takes almost 10 years for them to catch up to their can peers) pressure on kids...difference customs, religion, foods unavailable access to services, communication to doctors and schools etc religion is important smile, greeting community hosts...sharing of networks make the effort...there is courage but community support/inclusion/welcome is a vital component to increasing success inclusion needs to be a partnership between individual and all aspects of community create model for inclusion community, family, friends fail to speak up

HATE CRIMES/HUMAN RIGHTS demographics changing age, % of immigrants, aboriginals living in the urban area immigrants/aboriginals both victims of European colonization dichotomy around wages/education for cdn-white vs immigrant-people of colour disability is largest grounds

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

continuum with regard to how people express their hate and bias political climate changes this expression there is not one single way to deal with discrimination discrimination is often subtle and hidden racists and hate groups often know the “line in the sand” there is support hate motivated crime model in Canada is not effective-hate crimes are under reported

CANADA Age Physical Disability Ancestry Sex Criminal conviction Political belief Race Aboriginal origin Marital status Gender Social condition Family status Colour Sexual orientation Language Creed Mental disability Citizenship Religion Source of income Civil status Ethnicity Linguistic background Nationality Pregnancy Irrational fear of illness or disease Place of origin

ALBERTA 1. Race 2. Colour

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

3. Ancestry 4. Place of origin 5. Religious beliefs 6. Gender 7. Physical disability 8. Mental disability 9. Age 10. Marital status 11. Family status 12. Source of income 13. Sexual orientation

Farah Mocquais Responding to Discrimination in your Community organized hate crime ask questions....inquire targeted people/recruitment THE IDEAL PROCESS bring together a small group of like-minded people take small manageable steps toward a larger vision stop, evaluate, reflect and then plan the next step let everyone know what you have done, use media, your contacts and their contacts and their contacts we need to meet the leaders at their level

A Development Model of Intercultural Sensitivity 1. Denial of differences-just beginning to explore, unaware of privilege 2. Defence against differences- awareness can create defensiveness and polarization 3. Minimization of differences – arrived at sensitivity (we are all the same despite difference) 4. Acceptance of differences- awareness of our culture and others 5. Adaptation of differences – cultivation of knowledge about difference 6. Integration of differences – internalization of other cultural identities see a variety of cultural views. (Milton J. Bennett)

expand the circle & allow more people in allow these individuals to catch up to each other assist each one of them to take one step forward practice patience, remain kind and encouraging

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

create opportunities for them to serve using their skills, talents and gifts allow them to work within their comfort level encourage them to become more courageous and take the next step be there to support them or create other supports for them build allies through getting involved in other causes take regular breaks and enjoy the fruit of their labours get involved but check the ego!!!!!!

ISMs that Create Barriers

The systems of differentiation between self and other that underlie the experiences of exclusion that were described by the speakers in the plenary session. She focused on four -isms in particular: sexism, racism, ableism and heterosexism. She made the point that they are all ORGANIZED AND EMBEDDED SYSTEMS OF POWER, that they are INTERLOCKED, and that WE ARE ALL IMPLICATED (whether we benefit or suffer from them).

She broke the audience into small groups, each of which discussed either racism, sexism, ableism, or heterosexism, in terms of where they see it in the community, how it affects their lives, and what kinds of actions we could take to intervene. After discussing these issues in small groups we came back into the large group and came up with the following points:

* these -isms get in the way of access (to material and/or social resources), permeate our everyday lives (from school to the workplace to the family), and always seem to intersect (i.e., there's usually more than one in operation)

* these -isms often work in subtle and insidious ways, such that racism, sexism, etc. are expressed in ways that are difficult to name or take to account. Those of us who are subjected to these forms of racism, sexism, etc., feel silenced and disempowered

* proposed ACTIONS focused on

1. educating ourselves (we're all implicated, and so we are all responsible to learn about others' situations; e.g., heterosexuals need to understand their privileges and learn about the issues faced by homosexuals; white people need to understand their privileges and learn about the issues faced by non-whites, etc.

2. monitoring our own behavior so that we don't inadvertently offend others

3. educating others we encounter (don't be silent when we see something happening that is

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community wrong)

4. being willing to constantly stand up and confront problems

5. educating/confronting at institutional as well as individual levels

Diversity Dialogue Circle – Leroy Little Bear

We have beliefs, ideologies, theories, schools of thought, things we ascribe to (tacit infrastructures) that we carry around that inform our daily living and get in the way of having a deep, authentic conversation. In a dialogue, we set that “tacit infrastructures” aside for the time being....the concept is to enter into that dialogue without biases. Letting the topic do the talking....you act as a conduit for the topic. The other part of the dialogue is listening. Listening requires our whole attention be given to the speaker. In a dialogue there is no agenda. A topic may kick start things but we don’t have an agenda. It Is is a free flow of thought and conversation.

Why does racism persist? internalization vested interest race is a trait we assign like me/not like me expected difference learned structural based in fear ignorance dominant culture means of personal and structural power/esteem expecting assimilation into my ideal language is powerful (because of meaning ascribed to words) levels of oppression institutional symbolic individual community

How do we make Lethbridge a destination.....create community councils

Beverly Jacobs

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

humans think seven generations ahead peace, respect, love, compassion and having a good heart and a good mind and acting on it natural world is more powerful than we are – we are very small players in the universe indigenous people’s are also diverse diversity describes our way of being and our way of knowing understanding the interrelation of peoples, nations and culture these differences can be fluid peacemaker joined 5 nations through a woman having a voice and belonging without fear inclusion means listening is needed even if there is disagreement or difference common ground needs to be found democracy is when every voice has been heard racism began in Canada with colonization

a racist society is one that institutionalizes racism And discrimination

important to understand the history/historical relationships

if people “feel” oppressed/violated and that they have no right, no voice they will not speak but will remain inside of the oppression

need to try and be proactive vs reactive

need action....need to see tangible action that creates results

process must be safe

human right to celebrate

LEARNING personal location in the world...what is your position in the world (whiteness/colour, age, group membership, visibility, privilege/power) We move between the groups how do you use the power and privilege that you do have listening to the stories of others regardless of their place of privilege....be respectful of that story regardless of the difference

EDUCATION- education campaign, time off to volunteer

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

AWARENESS-awards, recognize agents of change, time off to volunteer

SAFETY AND SUPPORT-create safe space to access information

TRAINING-more than cultural competency, educate, teach about impact, how to recognize & confront, time off to volunteer, take people out of their comfort zone

ENAGAGEMENT-youth, share the benefits, capacity building, train the trainer

Be our best selves...be the change that we want to happen.....be accountable and hold others to account

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Participation Statements and Recommendations for Action; Table Cards

1) The only way racism and discrimination will truly be abolished is if actions and understanding occurs on both sides. We all need to be proactive and do our part.

2) We work so hard to create an inclusive community, but too often we forget to connect the dots.

3) We can talk talk talk… but there are still those who have no voice. Equality – doesn’t mean sameness. It means understanding our differences (from Beverley Jacob’s Presentation) Democracy – true democracy means every person has a voice and has been heard (from Beverley Jacob’s Presentation

4) Will remind my groups and committees to acknowledge the First Nation’s Territory of the location where we are hosting an event.

5) Talk talk talk… it’s time to listen

6) Be the change you want to see happening in your world (Tony Delaney’s Presentation)

7) It would be nice to have a social scientist talk about theory and evidence. There is a lot of real, scholarly research on discrimination – let’s make use of it! Allport’s “Contact Theory” Smith’s “Standpoint Theory” Kazemipur @ University of Lethbridge studies multiculturalism in Canada

8) Interesting that this conference is happening so close to thanksgiving. A holiday of thanks. Let’s thank each other for our diverse strengths.

9) What am I doing to make things better for future generations

10) Understand where you live

11) “Awareness” is a meaningless weasel-word. “Education” is only a start. What actions are we going to take? What are we going to do?

12) Individual Responsibility / Education System I feel that yes we as individuals have a responsibility to make change. It begins at home.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

I also feel that First Nation culture and awareness needs to be taught in schools There needs to be recognition.

13) Education – Aboriginal history and culture is currently predominantly taught at early education (Head start) and post secondary. What about grades 1-12? That would be teaching all people about the ‘true’ history.

14) Don’t use literature in schools curriculums that perpetuates the historical myths and is derogatory to indigenous people (ex. Little house on the prairie)

15) Have regular dialogue circles on the ‘isms’ for all ages, across all sectors and involving all cultures

16) “Listen”… even if it feels uncomfortable

17) To minimize racism and discrimination, it must first start with yourself and your family then you can start to work within the community.

18) The people of the present can’t be held accountable for peoples crimes and injustices of the past. The people of the present are only responsible for the crimes of the present.

19) It’s our human right to celebrate

20) What am I doing today that impacts future generations? It is a conscious choice

21) Establish advisory councils that meet quarterly to allow for more voice to contribute

22) Every person has a gift given to them by the creator

23) Racism is curable

24) The process of voice is what true democracy is

25) Process of voice

26) If they are oppressed/violated and believe they have no voice – they will remain in silence

27) It would be nice to have all groups set aside their goals and expose themselves to the struggles of others. It feels closed, everyone’s issues overlap. We need some sort of municipal policy to force people out of their comfort zones.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

28) Dealing with racism comes from within – we need to first look at ourselves and correct ourselves from within

29) Equality: understanding differences. Treat people as they want to be treated. Trying to understand people on their terms.

30) The future starts today to guide 7 generations

31) Trust, respect, friendship

32) We need to think 7 generations ahead – the decisions we make today affect the future

33) Differences are to the cherished. Make a circle of inclusion not exclusion. Love each person, let that shine through.

34) We need to start with our youth and children

35) Humanness connects us

36) Make friends face to face

37) Personal responsibility

38) Allow everyone to have a voice and listen to them with your eyes, your ears, your mind and especially your heart.

39) Get involved with aboriginal and others activities. Walk a mile in their shoes.

40) Learn all you can. Celebrate each other. Speak out.

41) Human responsibility not right

42) We should have a “Charter of Responsibilities” as well as a “Charter of Rights”

43) Develop partnerships between varied organizations (maybe even non-traditional organizations) to share information, resources, meeting space, event planning, celebrations, etc.

44) Have your inclusive/diversity coordinator produce a community calendar (monthly) that showcases opportunities to participate in and learn about other cultures. Solicit input from all the helping organizations in the city.

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

45) The grade 3 social studies curriculum teaches about Peru, Tunisia, Ukraine and India – their culture, music, foods, politics, etc. What a great opportunity to discuss the racism and discrimination immigrants from countries like this face when coming to Canada. Make it a 2 fold program and involve the students during class and present a similar program to the rest of the family in the evening.

46) Able to debrief. Place to dump/release… let out anger/feelings. Have someone to talk to in private if needed.

47) To move forward we must open our heart to love, to accept, to forgive and to reconcile with others, especially with those who have hurt us or whom we have hurt by discriminating one another.

The next steps would be to create awareness in the community about dissemination and how to cast out all prejudice in others to build a better welcoming and inclusive community. We need to provide training and education to parents and the community regarding social economic status in a way that they too can teach their children to be freer of prejudice and to be full of love. Awareness can be greated through campaign, media, schools, churches, businesses, senior’s centres, youth centres

48) Let the community know what CMARD has done thus far – Nationally and Locally.

49) Consider alternative methods of communication.

50) Action + Peace + Love + Respect = Friendship with no barriers

51) In order to see progress… Develop measureable outcomes for: Inclusion – giving a voice Celebrating diversity and positive points about minorities Empowering and making minorities feel valued

52) Elimination of discrimination comes from the mind and heart

53) Support and utilize resources we have in the city to educate the broader public about other cultures.

Southern Alberta Ethnic Association Friendship Centre

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Galt Museum and Archives U of L – Native American Studies Faculty Nature Awareness Week/Day, etc

54) Gays and lesbians belong and are welcome.

55) Support and create equality for everyone.

56) Don’t start new programs, support exisiting agencies and programs. Document similar to “Guide” but concentrating on inclusivity.

57) City of Lethbridge – strive to have employee complement that represents the community. Employee orientation/training includes (mandatory) respectful/inclusive work place and delivery of services. Sensitivity training and empower our employees to do the right thing

58) City of Lethbridge as a member of a number of organizations, etc… raise inclusivity as an issue as applied to the terms of reference of that organization (ex. Chamber, EDL)

59) Bus drivers should ensure that handicapped individuals have a seat. Put signs on buses that are for handicapped people only. Is your organization accessible to handicapped?

60) City of Lethbridge website to include a “voices” component where “stories” are told.

61) Start a facebook page to share all the good things/stories that happen in this community.

62) Does Lethbridge have any Co-ops? Maybe it’s time to start one!

63) Read Anne Bishop’s “Becoming an Ally”

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community

Celebrating Diversity Conference Pictures

Celebrating Diversity Conference – Building a 2010 Welcoming and Inclusive Community