Anti-racism & Health Fairness Training Department Of Obstetrics & Gynecology

All responses shall be anonymous, although you're free to incorporate your name and get in contact with info if you need a workers member to follow up. We welcome any thoughts, info, and/or ideas from present college students, alumni, community companions, and/or anyone else who has engaged with the McKeen Center over the years. We remain dedicated to offering area, sources, and help to all members of the Bowdoin neighborhood in our collective commitment to the work of antiracism and dismantling white supremacist techniques. You could share your ideas with the McKeen Center instantly through this hyperlink. This is an engaging and interactive session designed to develop literacy, empathy, and understanding of race-related issues and identities, and enhance security and help for folks of color in your organisation, movement or place of work. antiracism in the workplace coaching Framing inequities as simply a “white particular person problem” overlooks the truth that it's not simply internalized private beliefs but also the techniques that work in tandem to disadvantage racialized communities. Structuring any anti-racism, D&I or unconscious bias training round the concept we should ignore our ill feelings for groups of people will end in little change. There should be an examination of how these inequities are able to persist while exploring methods to scale back and repair the hurt caused. Organizations ought to implement a multi-pronged approach that features anti-racism schooling geared toward centering security, reducing hurt, and removing structural and systemic obstacles. Grounding your anti-racism efforts in these strategies will both attract and retain workers from racialized backgrounds and will domesticate an setting that is constructed on equity and justice. In this training participants, will reflect upon studying from earlier training and will acquire strategies to handle issues of race and racism inside academic institutions. Not solely to improvise eventualities and completely different responses, but to bridge the hole with the youthful students and provide a way of understanding for things they could be experiencing. It is very inspired that you just attend all three sessions and essential that you simply attend session one because the content builds upon itself in each consecutive session. Mixed teams of members continued their discussions while consuming lunch together. After the meal, Burse led a discussion session solely for faculty students, particularly those who establish as QTPOC. We will discuss the means to identify racist behaviors both in ourselves and in others and the method to counter and dismantle such behaviors. The workshop will also provide tools and techniques for having conversations around racism and tips on how to prevent, stop, and unlearn racial prejudices. We consider that incorporating optimistic and proactive content into your classes will maximise engagement and provides everyone a meaningful position to play in creating an anti-racist workplace. Below is an overview of workshops the ACM consortial workplace provided to enhance intercultural skills among ACM faculty and workers. The classes lined a spread of subjects from in-class facilitation, to pupil advising/mentorship and other institutional processes and decisions. Our objective was to provide expertise and evidence-based practices that individuals could take again to their specific departmental and divisional contexts. Employers may be uncertain about where to start, especially in smaller organisations without an HR function or individuals administration skilled to supply them with perception and steerage. But, this isn’t a purpose to do nothing, or to draw back from conversations about race. Instead, it’s a sign to business bodies, including the CIPD, to offer extra insight, assist and steerage for employers, beginning with the need for a well-thought-out, comprehensive technique. This workshop sequence will help lecturers develop racial literacy, defined as a skill practiced when probing the existence and results of racism, which is the muse of antiracist pedagogy. The College of Natural Sciences held its first anti-racism workshop for STEM majors on Thursday to advertise a more inclusive setting within the field, led by Diane Rhodes, a social work senior lecturer. If you want more real-time posts and resources on all issues DEI, social justice, and management, observe Michelle on LinkedIn and Twitter. So, think about my surprise when the facilitators had been asking questions and almost no person seemed to want to respond. There have been some lengthy, awkward pauses earlier than someone finally decided to stammer out a reply. There were a couple of occasions that I, one of two Black folks on the decision, determined to speak first just because I didn't need to hear how loud the silence was. Yes, there have been a few educators that engaged from the start, but overall, not as a lot as I had anticipated. They would possibly even influence others’ studying, starting to transform classrooms from the underside up. In 2020, the cascade of murders of Black and Brown individuals and the Black Lives Matter protests demonstrated the prevalence of systemic, structural, and institutional racism. Structural racism permeates our democratic institutions, including legal schooling and the legal occupation. Senior leaders and other people managers want to have interaction in ongoing, responsive, two-way dialogue with employees to ensure that employees really feel listened to and valued. Genuine communication between employers and workers offers a voice for folks, and a possibility for the organisation to pay attention, identify and act on issues raised.

Anti-racist And Anti-bias

Khalid’s position consists of co-ordinating numerous employability initiatives and making certain services are delivered effectively within local communities. Khalid’s function consists of working with a extensive range of partners from the basic public, third and personal sectors. She has over 10 years’ of instructing and lecturing expertise in business and adult training. Sakina has also designed and delivered programs to organisations corresponding to Hitachi and L’Oreal Cosmetics. This course will educate you how to take action when employees and students report incidents of hate and discrimination, and how to develop an inclusive work surroundings for people from completely different ethnic, religious and minority backgrounds. Zainab is liable for guaranteeing all the work we do is communicated to our stakeholders. Farah has expertise working with shoppers who face a broad spectrum of day-to-day challenges, such as nervousness, stress, persistent pain, self-esteem points, low temper, relationship struggles and more. She locations nice importance on creating a safe, non-judgmental and supportive therapeutic environment where purchasers can discover their challenges and work in path of achieving their goals. Hugh is the founder and Chair of the Filipino Sports for Wales (FS4W) which serves as a research and training centre for sport, bodily exercise and recreation in constructing peace, cohesion and understanding in diverse communities. Throughout the week the organisation runs numerous women-only classes and groups, art courses, English language courses, sports periods, every day advisory periods and advocacy forums, with lunch supplied freed from charge every weekday. During her time with Coleg Morgannwg, Sakina also participated in a number of highway exhibits in conjunction with the BBC, creating consciousness inside the community of the importance of Life Long Learning and accessibility of the same. A workshop designed to develop pupils�� understanding of being anti-racist as opposed to not being racist. The activities discover the usage of language and challenge pupils to share and focus on racist incidents they might have expertise or seen in the information. The session culminates with pupils creating an action plan which seeks to encourage individuals and the school, as a wider group, to pro-actively take steps to become anti-racist. The concepts of white supremacy, privilege and white fragility will be investigated because it pertains to race relations, range, equity and inclusion. Learn how to promote psychological well being and safety by way of the work you do and turn out to be an anti-racism ally who contributes to creating a constructive impact in your group. Our employability and enterprise programmes present training, mentoring and private development training to people from underrepresented and deprived communities. Selam approaches her training and training with embodied compassion by calling in each individual to their fullest humanity. Black women’s labour has been historically and is continuously exploited and extracted and this work requires a deep quantity of emotional, physical, psychological and spiritual labour. To avoid the perpetuation of this systemic harm, The Antiracism Course is non-refundable. You’ll have full entry to the course materials FOR ONE YEAR from the course begin date. A Live Teaching Session on the methods Black, Indigenous & racialized people can look at internalized racism, empowerment and therapeutic. At occasions, people of color may also break into more particular race-based caucuses, typically primarily based on experiences with a specific concern, for example police violence, immigration, or land rights. Groups that use caucuses of their organizational racial fairness work, especially in workplaces and coalitions, generally meet individually and create a course of to rejoin and work together collectively. Founded in 2016, the AADM’s mission is to advocate for racial and social justice by way of education and activism. We provide trainings and workshops to empower and to dismantle patterns of racism and injustice in our community, faculties, the workplace, and inside law enforcement. We ship skilled training, session, and assets to help people or organizations striving for racial justice and fairness. anti-racism in the workplace training The People's Institute for Survival and Beyond is a collective of organizers and educators the world over working towards social transformation. This June, the group will be internet hosting an IRL workshop in New Orleans on undoing racism, with one in Portland scheduled for July. The platform CK Your Privilege is a information that helps individuals to dismantle their association with techniques of domination. Providing a voice for people who in any other case would not have one sparked a passion to continue supporting BAME individuals and convey about real-world change. Laura has beforehand labored in a university, offering finance recommendation to students. She assessed the University Hardship Fund and supplied bespoke recommendation to students on their money administration.

Stand Up 2023: Anti-racism Workshop Cancelled Music Corridor

Britt is talented at cultivating partaking in-person and digital areas. Britt honors your entry level into your antiracism follow and anti-bias education, cultivating a compassionate studying surroundings for those committed to the work play. Participants are empowered to be full shareholders of their learning journey by engaging in small group energetic motion and delving deep into the hands-on classes. This is a quick four-part sequence by PBS that helps educators discover instruments for anti-racist educating. The collection focuses on deepening your understanding of race and racism, using media to know higher and teach better, amplifying scholar voices, and focusing on young learners. Enrich Chicago partners with Chicago Regional Organizing for Antiracism (CROAR) to supply anti-racism learning alternatives to our members and to stakeholders in the Chicago-area arts and philanthropic community. I am hopeful that this moment will further propel your organization’s commitment to the long-term journey of achieving range, equity, and inclusion. Let’s bear in mind this work has at all times been essential, and that it should stay necessary and pressing for months and years to come back. So your company has been interested in doing more DEI (Diversity, Equity, Inclusion) work for a while now, however the leadership group by no means obtained around to really committing to it. Admitting that neutrality does not exist—that we at present gasoline politicized, race-based writing workshops—is the first and most necessary step toward change. To deliver down the monument of white-centered ideology, we’ve obtained to dismantle not solely the pedagogical infrastructure of white bias, but in addition the white supremacist ego of domination and control behind the decision-making. These workshops are acceptable for individuals who have little or no information about privilege, anti-racism, oppression, and intercultural points. As a result of three years of profitable workshops in the Athens High School, neighborhood members consider that students will benefit from being introduced to this training at an earlier age. The workshop was a joint venture between Tantrum Education, the Ohio University School of Theater (SOT), Athens Area Mediation and local activists. A major focus is to move the campus neighborhood toward becoming an inclusive, diversified, anti-racist institution. C.A.R.E. helps students, employees and group members to deliver optimistic change. Two strands will differentiate content to meet the needs of leaders who are striving to initiate and sustain a whole-school method to I-DEA, and practitioners who're nurturing I-DEA in their studying communities. In it, you will find workshop modules that we also designed and facilitated. Drawing on our experiences of collectivising and community constructing, we provide the information to assist anti-racist scholars, college students and practitioner communities in their own anti-racist journeys. You’ll develop your awareness and understanding of both the blockers and the alternatives you might encounter as you attempt to search out the right entry level for this work in your group. You’ll study ways to activate conversations and practices that can help your faculty move in the path of equity and inclusion. workplace antiracism employee development CIS leads a collaborative global membership group of colleges and better education institutions, exploring and creating efficient practices to foster healthy, interculturally competent world citizens. We connect ideas and cultures internationally, developing socially responsible management by way of international training. The Diversity, Equity, and Inclusion Standing Group (DEISG) identifies and coordinates training alternatives with a objective for inclusive, intersectional anti-racism training. The DEISG proposes different types of training to engage Alliance members wherever they're with their DEI and anti-racism practices. Training opportunities will handle completely different studying kinds and subject familiarity while incorporating community parts. CHICAGO (WLS) -- The homicide of George Floyd led to a national reckoning on race.

Discrimination Training Examples: 6 Common Types

But that’s akin to asking a physician to put in writing a prescription with out first understanding the patient’s underlying health situation. Organizations and societies alike must resist the impulse to seek instant reduction for the symptoms, and as a substitute focus on the illness. Asking staff immediately affected by bias to share their experiences before and after companywide UB training can also help leaders perceive whether or not significant change is happening. One way to do that can be via surveys done simply before and few months after the training. To promote improvements, corporations like Microsoft and Corning publish demographic employment knowledge in public reports annually. Starbucks tracks buyer engagement with employees in different shops, asking whether their efforts are bettering buyer experiences. According to the writer, the reason why anti-racism training fails is because “teaching folks to assume about race can make them more racist.” The rationale behind this assertion is what is dubbed as the theory of ironic processes. According to this principle, the more you try to suppress a specific thought, the more durable it is to truly achieve this. Telling somebody not to think about a pink elephant, for instance, will conjure up photographs of the precise factor you are trying to ignore. Even with one of the best variety training attainable, nothing will be achieved with out altering present buildings that perpetuate discrimination. I’ve devoted much of my tutorial profession to the examine of diversity, leadership, and social justice, and through the years I’ve consulted on these subjects with scores of Fortune 500 companies, federal companies, nonprofits, and municipalities. Often, these organizations have referred to as me in as a outcome of they are in disaster and suffering—they simply want a fast repair to stop the ache. Racism can have many psychological sources—cognitive biases, persona traits, ideological worldviews, psychological insecurity, perceived risk, or a necessity for power and ego enhancement. But most racism is the results of structural factors—established legal guidelines, institutional practices, and cultural norms. Nonetheless, managers typically misattribute workplace discrimination to the character of particular person actors—the so-called dangerous apples—rather than to broader structural components. antiracism corporate Cultivating an anti-racist mindfulness practice is essential to doing and sustaining this work. Challenge participants say The AntiRacist Table Mindfulness Practices incorporated in the Challenge provided an area for them to face hard feelings and to search out compassion. We supply a 30-Day Challenge that has been deliberately curated that can help you be educated; face and get previous disgrace, anger, and blame; and develop empathy—all key components of creating an anti-racist America. Each day individuals receive a daily lesson consisting of studying, movies, podcasts, journal/reflection prompts, and mindfulness practices. Each week individuals work via a subset of our core rules, which we feel are important elements of bringing aware anti-racist practice into day by day life. Participants are then prompted to contemplate the implications of this for the workplace? Thankfully, 2020 has seen Americans pursuing real systemic change with unprecedented voracity — The New York Times called the continued Black Lives Matter movement the largest in American historical past (at least by some measures). Corporate America is starting to step up, and one of the first steps in doing so is partaking in real, considerate conversations about racism in the workplace. Only 3% of all senior management roles are held by Black professionals (for context, Black individuals make up an estimated 12% of the American population). For one other dialog about how US enterprise culture needs to vary, listen to our interview with Chad Sanders, that’s episode 782 titled, What Black Leaders Bring to the Table.

A former principal who sued the Toronto District School Board after he said he suffered workplace harassment during an anti-racism training session has died by suicide.

Richard Bilkszto, 60, worked for the TDSB for 24 years, primarily in adult education. He retired in 2019, but continued to serve as a fill-in principal on contract, most recently at Burnhamthorpe Collegiate Institute in Etobicoke.

Earlier this year, Bilkszto sued the school board, alleging that his reputation was “systematically demolished” during two anti-Black racism training sessions in the spring of 2021 when, after he challenged some of the speaker’s comments, he was singled out and accused of supporting white supremacy.

Bilkszto allegedly suffered “severe emotional distress” and had to take a stress leave as a result. He filed a “mental stress injury” claim to the Workplace Safety and Insurance Board, which allowed the claim and provided compensation for two months of lost earnings. [...]

Continue Reading.

Tagging: @politicsofcanada, @vague-humanoid Original post.

A cogent example of white fragility occurred during a workplace anti-racism training I co-facilitated with an interracial team. One of the white participants left the session and went back to her desk, upset at receiving (what appeared to the training team as) sensitive and diplomatic feedback on how some of her statements had impacted several of the people of color in the room. At break, several other white participants approached me and my fellow trainers and reported that they had talked to the woman at her desk and that she was very upset that her statements had been challenged. (Of course, “challenged” was not how she phrased her concern. It was framed as her being “falsely accused” of having a racist impact.) Her friends wanted to alert us to the fact that she was in poor health and “might be having a heart attack.”

Upon questioning from us, they clarified that they meant this literally. These co-workers were sincere in their fear that the young woman might actually die as a result of the feedback. Of course, when news of the women’s potentially fatal condition reached the rest of the participant group, all attention was immediately focused back onto her and away from engagement with the impact she had on the people of color. As professor of social work Rich Vodde states, “If privilege is defined as a legitimization of one’s entitlement to resources, it can also be defined as permission to escape or avoid any challenges to this entitlement.”

Florida has blocked the College Board from testing a pilot Advanced Placement African American Studies (APAAS) curriculum in the state under Governor Ron DeSantis’ “Stop WOKE” Act. According to a letter obtained by National Review, Florida’s Department of Education’s Office of Articulation said the curriculum “is inexplicably contrary to Florida law and significantly lacks educational value.”

The pilot course, which has been tested at 60 schools across the United States, aims to expand the advanced coursework offered by the College Board into the study of the African diaspora in the U.S. The course has run afoul of DeSantis’ widespread ban on teaching “critical race theory” (CRT) in K-12 classrooms. CRT is an analytical framework that seeks to dissect the manner in which racism has shaped American legal theory and institutions. The concept has been co-opted in recent years by right-wing reactionaries to fearmonger about any and all discussions of race and discrimination.

The “Stop Woke” act, signed into law by DeSantis in 2022, essentially prohibits instruction on race relations or diversity that imply a person’s “status as either privileged or oppressed is necessarily determined by his or her race, color, national origin, or sex.” The bill also bans both schools and workplaces from “subjecting any student or employee to training or instruction that espouses, promotes, advances, inculcates, or compels such individuals to believe specified concepts constitutes discrimination based on race, color, sex, or national origin.”

In November, U.S. District Judge Mark E. Walker issued a temporary injunction on a portion of the law that attempted to place similar restrictions on higher education. Despite several challenges to the law on grounds of First Amendment rights, Florida has continued to lead the charge against comprehensive education on the racial history of the U.S. Several other states have passed similar legislation, including Texas, Idaho, Tennessee, South Carolina, and Oklahoma.

DeSantis has centered his administration around governance through culture war grievances. The governor passed a similar law last year, known as the “Don’t Say Gay” bill that granted the state broad powers to implement prohibitions on instruction on issues of gender and sexuality in Florida schools. Under the guise of his anti-CRT crusade, the Governor is reshaping Florida education in the image of the far right, recently announcing a plan to forcibly overhaul the New College of Florida, and transform it into a conservative institution. With increasing pressure on teachers and professors to avoid topics like race and gender lest they face the wrath of the state government, that transformation is effectively taking place though government-enforced censorship.

Aformer Seattle city employee has filed a federal civil rights lawsuit alleging he was a victim of anti-White discrimination due to a "racially hostile work environment."

Joshua Diemert, who worked as a program intake representative in Seattle’s Department of Human Services from 2013 to 2021, filed suit Nov. 16 against the city and its mayor, Bruce Harrell, claiming he was constantly belittled and harassed at work for being White and that he was denied advancement opportunities and retaliated against due to the color of his skin.

Diemert’s lawsuit blames the alleged anti-White culture he experienced on the city’s Race and Social Justice Initiative (RSJI), which seeks to "end institutionalized racism and race-based disparities in City government," according to the city government’s website. 

The lawsuit alleges that Diemert's race was an "albatross around his neck" throughout his career, and that the discrimination became "increasingly pervasive and hostile" as his career developed.

SEATTLE OFFICIALS PROPOSE OFFERING GIFT CARDS TO METH ADDICTS TO ENCOURAGE SOBRIETY AS DRUG OVERDOSES SURGE

"The City routinely urged Mr. Diemert to join race-based affinity groups and required him to participate in training sessions that demeaned and degraded him based on his racial and ethnic identity," the lawsuit states. "He was chastised and punished for combating racially discriminatory hiring practices by [Department of Human Services] colleagues."

"His supervisors and other colleagues continually dismissed his concerns over a period of years and claimed he could not be a victim of racism and discrimination because he possessed ‘white privilege,’" it claims. "And he was denied opportunities for advancement by the City based on his racial and ethnic identity."

As part of his RSJI training, the lawsuit alleges, Diemert was required to attend a two-day workshop in 2019 called "Undoing Institutional Racism," during which facilitators declared, "white people are like the devil," "racism is in white people’s DNA," and "white people are cannibals."

"When Mr. Diemert objected, the facilitators used their platform to belittle and attack Mr. Diemert," the lawsuit claims. "Other coworkers that were present continued the mockery in the workplace and made Mr. Diemert the office pariah. Mr. Diemert’s coworkers called him a ‘white supremacist.’"

"Mr. Diemert’s colleagues used their work emails to berate and entertain violence against him, referring to him as ‘some a--hole,’ the ‘reincarnation of the people that shot native Americans from trains, rounded up jews for the camps, hunted down gypsies in Europe and runaway slaves in America,’ noting that it was not worth addressing his concerns because he would ‘just come back with more stupidity,’ and that someone should ‘get a guy to swing by when Josh is in the restroom and beat him bloody,’" the lawsuit alleges.

$15M IN AMERICAN RESCUE PLAN FUNDS WENT TO ‘ANTI-RACISM,' ‘SOCIAL ACTIVISM’ PROGRAMS FOR KIDS

The lawsuit also claims that Diemert was required to attend racially segregated trainings for White people and meetings where supervisors forced employees to "identify their race and to stand and affirm where they ranked themselves on a defined ‘continuum of racism.’"

"In June 2020, the Office of Civil Rights emailed Mr. Diemert stating that it was hosting a training on ‘Internalized Racial Superiority,’ and that this was ‘specifically targeted for White employees,’" the lawsuit claims. "The training focused on examining white employees’ ‘complicity in the system of white

supremacy,’ and how white employees ‘internalize and reinforce’ racism."

"The goal of the training was to turn these employees into white ‘accomplices’ who would interrupt the ‘whiteness’ that they saw in their colleagues," it added.

$825K IN AMERICAN RESCUE PLAN FUNDS WENT TO ‘ORAL HISTORIANS’ RESEARCHING ANTI-RACISM, ‘LATINX’ HISTORIES

"When Mr. Diemert objected, the facilitators used their platform to belittle and attack Mr. Diemert," the lawsuit claims. "Other coworkers that were present continued the mockery in the workplace and made Mr. Diemert the office pariah. Mr. Diemert’s coworkers called him a ‘white supremacist.’"

"Mr. Diemert’s colleagues used their work emails to berate and entertain violence against him, referring to him as ‘some a--hole,’ the ‘reincarnation of the people that shot native Americans from trains, rounded up jews for the camps, hunted down gypsies in Europe and runaway slaves in America,’ noting that it was not worth addressing his concerns because he would ‘just come back with more stupidity,’ and that someone should ‘get a guy to swing by when Josh is in the restroom and beat him bloody,’" the lawsuit alleges.

$15M IN AMERICAN RESCUE PLAN FUNDS WENT TO ‘ANTI-RACISM,' ‘SOCIAL ACTIVISM’ PROGRAMS FOR KIDS

The lawsuit also claims that Diemert was required to attend racially segregated trainings for White people and meetings where supervisors forced employees to "identify their race and to stand and affirm where they ranked themselves on a defined ‘continuum of racism.’"

"In June 2020, the Office of Civil Rights emailed Mr. Diemert stating that it was hosting a training on ‘Internalized Racial Superiority,’ and that this was ‘specifically targeted for White employees,’" the lawsuit claims. "The training focused on examining white employees’ ‘complicity in the system of white

supremacy,’ and how white employees ‘internalize and reinforce’ racism."

"The goal of the training was to turn these employees into white ‘accomplices’ who would interrupt the ‘whiteness’ that they saw in their colleagues," it added.

$825K IN AMERICAN RESCUE PLAN FUNDS WENT TO ‘ORAL HISTORIANS’ RESEARCHING ANTI-RACISM, ‘LATINX’ HISTORIES

Challenges and Dynamics in Nursing Environments: Retaining Canadian Nurses

May 22, 2024

By: A Canadian Travel Nurse

Many nurses who have moved from hospital to hospital are well aware of the kinds of characters they may encounter as colleagues.

Some nurses are very vocal, often discussing personal and work-related issues. They may use strong language, curse words, and dominate conversations at the nursing station, impacting the work environment. This behavior is often tolerated by colleagues in their clique, making it difficult for others to focus on their duties.

Nursing unit managers are often afraid to deal with these nurses. By not intervening, they essentially condone their behavior to the detriment of the unit. These abrasive nurses can remain in their positions for years, seemingly immune to disciplinary action. Managers, typically female, face additional challenges such as covering for colleagues on maternity leave and organizing the unit’s employee work schedule. They are often former bedside nurses with master’s degrees and are frequently overworked and underpaid. Men in these positions are rare because they would not consider a managerial role for $110,000 a year to start, when a bedside nurse working overtime could easily make more than that in a year.

Now imagine a new nurse fresh out of university or an internationally trained nurse trying to fit into a culture dominated by nurses who believe they possess superior knowledge of nursing acumen, hospital and union politics, and who have opinions on everyone who comes through the unit’s doors, and even the hospital’s main doors. Their opinions often carry thinly veiled malice toward those they view as weaker, inferior, unskilled, or incompetent. This could be a new nurse, their manager, or other support staff. They seem to relish “othering” people they don’t understand or have no patience for, sometimes walking a line dangerously close to being racist. Yet, if accused of racism, they would be offended.

Combating racism in hospitals is not a top priority. While you will see signs for washing your hands everywhere, you won’t find a single sign stating a “zero tolerance policy for racism.” Instead, the catch-all phrase is “bullying,” which encompasses racism in hospital environments. There are no clear consequences for racist thoughts and behaviors, no mandatory training for all staff on recognizing and addressing racism, and no modules on anti-racist behaviors, allyship, and creating inclusive environments for anyone who is not Caucasian.

Nursing managers assume that all registered nurses working on a unit innately know how to interact with coworkers from different cultural backgrounds. However, there is no mandatory training for managers on recognizing and addressing racist attitudes. They don’t know how to handle such concerns and may not have the resolve to take the employee to Human Resources. However, if the terminology is changed to “bullying”, it can become a Human Resource issue. Still, unless the complaint is made directly to HR, a manager trying to control a reportedly antagonistic nurse would likely want to have an individual meeting with the offender and the offended nurse. This, of course, would make the accuser feel as though they might face retaliation from that nurse and their clique. If the matter is handled by HR, confidentiality would be mandated, and both parties would have to remain quiet about the issue.

When internationally trained nurses are hired to replace burned-out Canadian nurses, they will likely experience significant culture shock for several reasons. Workplace dynamics such as the dominant nurse hierarchy, hindered autonomy, and communication styles may differ significantly from their previous experience, leading to misunderstandings. Clinical practices, including standards of care, the use of technology, and medication practices, might be challenging to adapt to. Patient interaction requires quickly learning the cultural norms and expectations of a diverse Canadian population, which includes understanding cultural sensitivities, health beliefs, and practices. Language barriers, even with proficiency in English or French, can add to the confusion. Integration into established teams can be difficult without adequate support, leading to feelings of inadequacy. Personal and social adjustments, such as adapting to a new climate, food, housing, and social norms, can contribute to culture shock. Being away from family and familiar social networks can lead to isolation and stress.

Institutional policies that talk about diversity without genuine inclusion are merely superficial, resulting in a workforce where different voices are neither heard nor valued. This superficial approach leaves nurses feeling marginalized and unsupported, contributing to low morale, decreased job satisfaction, and high turnover rates. As a result, the nursing shortage persists, creating a cycle of burnout and dissatisfaction that undermines the healthcare system’s ability to provide quality care. To break this cycle, it is crucial for healthcare institutions to implement comprehensive anti-racism training, enforce zero-tolerance policies for discriminatory behavior, and genuinely support diversity and inclusion efforts. Only by addressing these issues at their core can we hope to create a healthier and more supportive work environment for all nurses.

Thursday was a very difficult day for me because my job has a leadership team that cares only about themselves, cares only about revenue, cares only about making themselves look good, cares only about responsibility when it suits them and not when something wrong happens, cares only about people who will fall in line and kiss their ass. These people hate accountability.

These people have lied to us and the community, have belittled our work. Have bullied specific departments and staff. They even perform surveillance on us. Whether its sending someone into an office to "just look around" or "look for someone" who isn't there. Or it's recording meetings without informing us, denying that they record said meetings, then doubling back to say they're recorded so the exec assistant and director of communications can "take notes".

Illinois is a two-party state. You have to inform people that you are recording when in private spaces.

There were 2 staff meetings on Thursday that leadership hosted to "explain" everything but it was really just more lies and gaslighting and then several of the white women in leadership positions crying over how they've supposedly been treated by the community. I had to leave once the circlejerking started. and our boss is a Black woman who loves to bring up that she's Black and yet only cares about making herself look good and working with white people who cater to her. She thinks, and our white board president, that our anti racism policy is "going too far" and that since they did some training in recent years, the workplace doesn't deal with racism - or any -ism it seems - anymore

@el-shab-hussein @quasi-normalcy

I just read this trash-fire of an opinion piece, which doesn't even say what the IHRA definition of antisemitism is, and so to trained eyes is very transparently grasping for antisemitism but to untrained eyes may sound reasonable. But the IHRA definition does get a lot of criticism, and people do frequently complain that criticism of Israel gets wrongly and incorrectly stifled as antisemitic, so obviously this is going to be a reasonable take, right?

Wrong, and let's talk about that, fellow tumblrinas who care about human rights and good discourse and anti-racism and all that jazz, and break down why the IHRA definition does not do what these (all non-Jewish) authors claim it does, and why their specific objection to its adoption on Australian campuses can only be antisemitic regardless of whether or not you use the IHRA definition.

Since they don't reproduce the definition for their readers, here is the IHRA working definition of antisemitism:

'"Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities."

To guide IHRA in its work, the following examples may serve as illustrations:

Manifestations might include the targeting of the state of Israel, conceived as a Jewish collectivity. However, criticism of Israel similar to that leveled against any other country cannot be regarded as antisemitic. Antisemitism frequently charges Jews with conspiring to harm humanity, and it is often used to blame Jews for “why things go wrong.” It is expressed in speech, writing, visual forms and action, and employs sinister stereotypes and negative character traits.

Contemporary examples of antisemitism in public life, the media, schools, the workplace, and in the religious sphere could, taking into account the overall context, include, but are not limited to:

Calling for, aiding, or justifying the killing or harming of Jews in the name of a radical ideology or an extremist view of religion.

Making mendacious, dehumanizing, demonizing, or stereotypical allegations about Jews as such or the power of Jews as collective — such as, especially but not exclusively, the myth about a world Jewish conspiracy or of Jews controlling the media, economy, government or other societal institutions.

Accusing Jews as a people of being responsible for real or imagined wrongdoing committed by a single Jewish person or group, or even for acts committed by non-Jews.

Denying the fact, scope, mechanisms (e.g. gas chambers) or intentionality of the genocide of the Jewish people at the hands of National Socialist Germany and its supporters and accomplices during World War II (the Holocaust).

Accusing the Jews as a people, or Israel as a state, of inventing or exaggerating the Holocaust.

Accusing Jewish citizens of being more loyal to Israel, or to the alleged priorities of Jews worldwide, than to the interests of their own nations.

Denying the Jewish people their right to self-determination, e.g., by claiming that the existence of a State of Israel is a racist endeavor.

Applying double standards by requiring of it a behavior not expected or demanded of any other democratic nation.

Using the symbols and images associated with classic antisemitism (e.g., claims of Jews killing Jesus or blood libel) to characterize Israel or Israelis.

Drawing comparisons of contemporary Israeli policy to that of the Nazis.

Holding Jews collectively responsible for actions of the state of Israel.

Antisemitic acts are criminal when they are so defined by law (for example, denial of the Holocaust or distribution of antisemitic materials in some countries).

Criminal acts are antisemitic when the targets of attacks, whether they are people or property – such as buildings, schools, places of worship and cemeteries – are selected because they are, or are perceived to be, Jewish or linked to Jews.

Antisemitic discrimination is the denial to Jews of opportunities or services available to others and is illegal in many countries.'

This definition does have problems, as the Al-Jazeera authors correctly note. It's not rooted in anti-racist scholarship, and doesn't situate antisemitism within the broader landscape of colonialism and racism, even though antisemitism is inseparable from colonialism and racism.

But note: per the IHRA working definition of antisemitism, "criticism of Israel similar to that leveled against any other country cannot be regarded as antisemitic."

You cannot be called antisemitic under the IHRA definition for opposing the IDF's bombing of civilians in Gaza or the security system in the West Bank. You cannot be called antisemitic under this definition for saying Netanyahu and allies in government are genocidal autocrats who pose an existential threat to both Palestinians and the peace process.

So given that, what could the authors of this opinion piece be objecting to?

"Denying the Jewish people their right to self-determination, e.g., by claiming that the existence of a State of Israel is a racist endeavor."

This is almost certainly it. And friends, I have definitely heard variations of "the existence of the State of Israel is a racist endeavor" or "Zionism is a racist endeavor" in leftist discourse. When probed that usually points either to the fact that there was a lot of anti-Arab racism in the history of modern Zionism (and not limited to the Revisionist Zionists, who are usually whom "anti-Zionists" are actually thinking of when they say 'zionist'), or raises questions about whether a state defined explicitly as Jewish can also be a state in which Jews and non-Jewish Arabs have equal rights and standing. The former is a real and valid critique of the history of Zionist attitudes and actions, but does not make the existence of a State of Israel intrinsically racist. But you could make those critiques without that being antisemitic under the IHRA definition.

The latter is an important question to debate, but if we're going to conclude that it is not possible to identify a state as Jewish without the resulting government and society being intrinsically racist in some way, then we also have to conclude that every formally Muslim state is also intrinsically racist, as is every explicitly Christian state—so pretty much all of Europe and the Arab and Muslim world. And look, I'm fine with that! I don't necessarily agree, but I think within certain philosophical frameworks that is a reasonable conclusion, alongside opposition to the existence of nation-states at all. Reaching this broad conclusion is not antisemitic (again, as per the IHRA definition, if you would level the same criticism against any other government too, then it cannot be antisemitic).

There is a third explanation of this position that also comes up a lot, which is not valid, which is very commonly held among the pro-Palestinian Left (including I'm sure in this case), and which definitely is antisemitic.

That is "a State of Israel is necessarily a settler-colonial state, and therefore is an intrinsically racist project."

Friends. Allies. Foes. This one makes me incandescent with rage.

The Jewish people are indigenous to the Land of Israel. We emerged from Canaanite tribes over 3000 years ago during the Late Bronze Age Collapse; Hebrew is the only surviving Canaanite language. Even Ashkenazi Jews, who have lived in Diaspora for nearly 1900 years, are more closely-related to Palestinians than Palestinians are to Saudis.

A nation-state of an Indigenous people set up in their land of origin cannot be settler-colonial within the paradigm of modern anti-colonial scholarship.

The only way you get to claim Israel is a settler-colonial racist endeavour is by invalidating the history of the Jewish people as indigenous to the Land of Israel. And that is antisemitic, IHRA definition or not.

And that is what these authors so transparently want to be able to say on Australian campuses, and feel they won't be able to if the IHRA definition is adopted.

I quite frankly don't fucking care; if the IHRA definition stifles that, then it's working to reduce antisemitism on university campuses.

“One of the [emails] that was so frightening was one of my coworkers sent an email affirming the first email, and then it said ‘and I look forward to the responses from everybody else who has not yet responded.’

And that really sent a chill down my spine. Cause I went ‘oh, we’re being watched.’

And the threat is always that you’re going to be accused of being a racist if you don’t agree with what’s being said.

There’s a play by Arthur Miller called ‘The Crucible.’

In ‘The Crucible,’ Arthur Miller dramatizes the Salem Witch Trials as a metaphor for what happened during the McCarthy era.

And one of the things that’s happening during the Salem Witch Trials is people are falsely accusing other people of being a witch. And then saying ‘I’m not a witch’ actually makes it worse.

This thing with accusing people of racism in the theater is the same thing that happens in ‘The Crucible.’ And it was shocking to me to see people acting out ‘The Crucible’ in real life, who know better than to behave that way.”

--

https://www.fairforall.org/ray-v-new-42/

Kevin Ray works as a teaching artist for New 42, a publicly-funded performing arts organization in New York City, where he delivers art workshops to students across the city.

Beginning in 2019, the work environment at New 42 became permeated with insults, stereotypes, and discrimination based on skin color, all under the guise of “anti-racism.” The discrimination was pervasive and aggressive, consisting of over seventy emails, countless workplace training sessions, and other incidents. The following are just a few examples:

Segregating employees by skin color for workplace meetings and diversity training sessions.

Claiming “placing White folx in interracial dialogue is like placing pre-algebra students in a calculus class” and “White people need something akin to a remedial course.”

Distributing materials filled with demeaning stereotypes, including that “white” behavior is characterized by “not listening,” “denial,” “defensiveness,” “lack of inquiry,” “either/or binary thinking,” and “not owning one’s white group identity.”

Accusing the “white group” of “replicat[ing] the worst facets of dominant culture.”

Claiming that “whiteness…divides each and all of us from the earth, the sun, the wind, the water, the stars, [and] the animals that roam the earth.”

Berating “white” people for “demanding to be seen as an individual and not as a part of the white group.”

Beginning meetings with the ritual of having employees state their home address and apologize for living on land stolen from Native Americans.

Circulating an email demanding that “white” employees pay reparations to a “black” colleague.

On numerous occasions, Mr. Ray asked New 42 to stop these discriminatory acts. Instead of doing so, New 42 refused to give him any further work assignments.

Mr. Ray has now filed suit against New 42 in federal court, alleging violations of his civil rights under federal and New York law.

--

https://www.goodreads.com/book/show/17250.The_Crucible

"I believe that the reader will discover here the essential nature of one of the strangest and most awful chapters in human history," Arthur Miller wrote of his classic play about the witch-hunts and trials in seventeenth-century Salem, Massachusetts. Based on historical people and real events, Miller's drama is a searing portrait of a community engulfed by hysteria. In the rigid theocracy of Salem, rumors that women are practicing witchcraft galvanize the town's most basic fears and suspicions; and when a young girl accuses Elizabeth Proctor of being a witch, self-righteous church leaders and townspeople insist that Elizabeth be brought to trial. The ruthlessness of the prosecutors and the eagerness of neighbor to testify against neighbor brilliantly illuminates the destructive power of socially sanctioned violence. Written in 1953, The Crucible is a mirror Miller uses to reflect the anti-communist hysteria inspired by Senator Joseph McCarthy's "witch-hunts" in the United States. Within the text itself, Miller contemplates the parallels, writing, "Political opposition... is given an inhumane overlay, which then justifies the abrogation of all normally applied customs of civilized behavior. A political policy is equated with moral right, and opposition to it with diabolical malevolence."

==

Wokeness is a universal solvent.

Leveraging Fox News and other mainstream media outlets, Rufo and his supporters sought to manufacture hysteria around the inclusion of critical race theory in schools and workplaces. After a 2020 appearance on Fox News where Rufo misrepresented the nature of federal trainings on oppression, white privilege, and intersectionality as indoctrination of critical race theory in our public spaces, Rufo convinced former President Trump to end federal DEI training. Rufo’s goal was to limit discourse, instruction, and research that refuted the false assertion that racism is not real in America – and he succeeded. Just three weeks later, Trump issued Executive Order 13950, which banned federal trainings on systemic racism and sexism. This Executive Order served as the template for most of the educational gag orders, or bills introduced to limit instruction on systemic sexism and racism in 40 states, 20 of which are now law. The ACLU has consistently opposed efforts to censor classroom instruction on racism and sexism, including in Florida where some of the most egregious attacks on DEI, critical race theory and inclusive education have been mounted. Following the far right’s “anti-wokeism” playbook, in April 2022, Florida Governor Ron Desantis signed the Stop W.O.K.E. Act, which seeks to ban training or instruction on systemic racism and sexism in workplaces, K-12 schools, and higher education. The ACLU, the ACLU of Florida and our co-counsel challenged the law, claiming it violates the First and Fourteenth Amendments by imposing viewpoint-based restrictions on instructors and students in higher education, and fails to state explicitly and definitely what conduct is punishable. A federal judge has blocked it from being enforced in public universities across the state.

…

Led by the same far-right leaders, including Rufo and various think-tanks, these anti-DEI efforts utilize the same methods as the attack on critical race theory. They represent yet another attempt to re-whitewash America’s history of racial subjugation, and to reverse efforts to pursue racial justice—or any progress at all. Anti-DEI rhetoric has been used to invalidate immunological research supporting the COVID-19 vaccine, conclusions by economists on mass migration, and even the January 6 insurrection. But these false claims are not what DEI is about. By definition equity means levelling the playing field so qualified people from underrepresented backgrounds have a fair chance to succeed. We cannot let a loud fringe movement convince us otherwise. In its attacks on DEI, the far right undermines not only racial justice efforts, but also violates our right to free speech and free association. Today, the ACLU is determined to push back on anti-DEI efforts just as we fought efforts to censor instruction on systemic racism and sexism from schools.

(@mitigatedchaos)

Racism-based bullying can occur in various settings and contexts, including:

Schools: Racism-based bullying can occur among students in schools, where individuals may be targeted because of their race, ethnicity, culture, or nationality. This can manifest as verbal insults, derogatory remarks, exclusion from social groups, physical intimidation, and cyberbullying.

Workplaces: Racism-based bullying can occur in professional settings, where individuals may face discriminatory treatment, harassment, microaggressions, unequal opportunities, and hostile work environments based on their race or ethnicity. This can impact job satisfaction, mental health, and career advancement.

Communities: Racism-based bullying can occur in communities or neighborhoods, where individuals may face discrimination, prejudice, stereotyping, and social exclusion based on their racial or ethnic background. This can affect social interactions, access to resources, and overall well-being.

Online Platforms: Racism-based bullying can occur on social media platforms, websites, forums, and online communities, where individuals may experience cyberbullying, hate speech, trolling, and online harassment based on their race or ethnicity. This can have significant psychological and emotional impacts.

Public Spaces: Racism-based bullying can occur in public spaces, such as parks, public transportation, stores, restaurants, and entertainment venues, where individuals may face verbal abuse, threats, discrimination, or hostile behavior due to their racial or ethnic identity.

It's important to address racism-based bullying wherever it occurs by promoting education, awareness, inclusivity, diversity, and respect. Anti-bullying policies, cultural sensitivity training, community engagement, and advocacy efforts play a crucial role in creating safer and more equitable environments for everyone.

A cogent example of white fragility occurred during a workplace anti-racism training I co-facilitated with an interracial team. One of the white participants left the session and went back to her desk, upset at receiving (what appeared to the training team as) sensitive and diplomatic feedback on how some of her statements had impacted several of the people of color in the room. At break, several other white participants approached me and my fellow trainers and reported that they had talked to the woman at her desk and that she was very upset that her statements had been challenged. (Of course, “challenged” was not how she phrased her concern. It was framed as her being “falsely accused” of having a racist impact.) Her friends wanted to alert us to the fact that she was in poor health and “might be having a heart attack.”

Upon questioning from us, they clarified that they meant this literally. These co-workers were sincere in their fear that the young woman might actually die as a result of the feedback. Of course, when news of the women’s potentially fatal condition reached the rest of the participant group, all attention was immediately focused back onto her and away from engagement with the impact she had on the people of color. As professor of social work Rich Vodde states, “If privilege is defined as a legitimization of one’s entitlement to resources, it can also be defined as permission to escape or avoid any challenges to this entitlement.”