Anti-Black Racism Workshop and Training Initiatives

ANTI-RACISM EDUCATION AND TRAINING WORKSHOP JUNE 22ND, 2022 DR. CLARE WARNER, SENIOR ADVISOR EQUITY, INCLUSION AND ANTI-RACISM (STUDENT AFFAIRS) TOLULOPE OJO, COORDINATOR, ANTI-BLACK RACISM INITIATIVES MARISSA DILLON, 4TH YEAR STUDENT, BLACK STUDENT ATHLETE S COUNCIL EXECUTIVE MEMBER

The Take 5 campaign provides a framework for staff in the department to access a minimum of 5 hours of anti-racism education and training between August 2021 and August 2022 through a combination of directed and self- directed learning. TAKE 5 CAMPAIGN All staff attended a mandatory 2 hour Understanding Anti-Black Racism session 3 hours of self-directed learning

Familiarize ourselves with the concepts and language of anti- racism SESSION OBJECTIVES Provide basic tools for naming and analyzing racism and anti- Black racism Set the groundwork for ongoing conversations

INTENTIONS SPEAK FROM THE I ASSUME GOOD INTENTIONS SEEK CLARITY SILENCE DISCLOSE CAUTIOUSLY

PART 1 - DEFINITIONS Microaggressions Intersectionality Anti-Racism Allyship Privilege Oppression Racism Anti-Black Racism

The Pervasive Reality of Anti-Black Racism in Canada The current state, and what to do about it https://www.bcg.com/en-ca/publications/2020/reality- of-anti-black-racism-in-canada

HOW DOESANTI-BLACK RACISM PRESENT ITSELF IN THESE AREAS? Education Healthcare Workplace Policing & Law Enforcement Sports

PART 2

The following scenarios explore themes raised in the review into the experience of Black student athletes. The scenarios are intended to facilitate learning and dialogue and provide an opportunity for staff to explore together how best to manage racism. Although the scenarios explore key themes from the review, they are fictitious and do not feature any current or former student or staff from the department or real-life event. SCENARIOS Suggested questions to guide conversations about each scenario: How is anti-Black racism operating? Who is being impacted by it? How? How else could the scenario be resolved?

SCENARIO #1 After an important win, a team celebrate their victory in the changing room with some music, featuring the latest drill, trap and hip-hop songs. The players shout out the lyrics in unison, which include several references to the N word. One of the Black players doesn t join in saying, he isn t familiar with the music. His teammates laugh and one of them asks him, What do you mean you don t know this song, are you sure you are even Black? which prompts laughter from some of the players nearby. The player doesn t respond, but quickly gets changed and leaves the changing room.

SCENARIO #2 A coach walks into the locker room before practice and overhears a conversation in which a number of non-Black players tell a Black athlete how cool her hair is and proceed to place their hands in her hair. The player is visibly upset by the intrusion but proceeds with practice. The coach asks the Black player to remain behind after training that day. The coach apologizes for the other players behaviour and asks the player if she would like her to do anything else about it. There s an awkward silence and eventually the Black player speaks up and says, no coach don t worry about it The coach is satisfied the incident has been handled.

SCENARIO #3 The university advancement team informs the athletics director that an alumni donor has reservations about supporting a particular team because of the lack of diversity among players and coaches. The athletic director relays the feedback to the head coach of the team who is angry and feels he is basically being accused of racism. He reiterates to the director; he has never recruited on the basis of colour and is not about to start now and as a matter of act he doesn t even see colour. He says his recruitment decisions are purely based on talent, attitude, and how well someone is going to fit into the culture of the team. He continues explaining, it s a predominately white sport so there aren t a lot of kids of colour in the recruiting pipeline, plus the high academic admission standards also impact his recruiting.

Staff were provided with discussion prompts to support them to continue to discuss racism in their teams Staff were provided with links to resources focused on anti-racism in a sports context. All resources are compiled on the staff intranet NEXT STEPS A portion of staff meetings is dedicated to sharing learning about anti-racism on an ongoing basis A focus on inclusion is embedded in the department s strategic plan

QUESTIONS?