Celebrate the voices and stories of Black authors by exploring our curated book list. These works offer profound insights into the Black experience and its impact on history, culture, and society. Deepen your understanding of racial injustice and resilience, and join us in honoring the legacy of Black writers and their contributions to literature and beyond.
Many Muslim staff, learners and faculty will be observing Ramadan which entails fasting, prayer self- reflection, spiritual cleansing, community building, and self-improvement. Those taking part in Ramadan have two meals per day. One before the sun rises Suhoor, and iftar which is a fast-breaking evening meal. Prayers take place five times per day ending with Isha’ (the last prayer of the day). Following the Isha’ some may attend the long prayer Tarweeh bringing the community together in the mosque after the Iftar.
As noted by Nour Youssef in an interview to the Ubyssey, “Ramadan gives me some much needed time to sit with myself and reflect on how I spend my time, and the things I value the most. By giving up things that usually seem so essential to us – food and water being the biggest – we are encouraged to replace the time we used to spend on these things with things that are more beneficial to our inner spiritual state. Things that make us better family members, better friends, better worshippers and better humans.”
How to support friends/colleagues observing Ramadan?
Extend Ramadan greetings such as: Ramadan/Ramzan Mubarak or Ramadan Kareem. Arabic sayings that translate to blessed Ramadan and generous Ramadan. Your friends/colleagues will appreciate your thoughtfulness.
The end of the month is marked by the new moon and Eid- al – Fitr is celebrated in order to show gratitude for the previous month of reflection. Common greetings are Eid Mubarak and Eid Sa’id which translates to Blessed Eid and Happy Eid.
Do not be apologetic for eating in front of your friend/colleague while they are fasting. To be more inclusive, avoid organizing events focusing on food during this time of the year (e.g. “lunch and learns” or “coffee hours”).
If you supervise self-identified Muslim staff, be flexible and mindful when scheduling for time off, events and meetings. Consider flex time options.
During fasting, Muslims are not allowed to drink water. Be thoughtful of this when scheduling long presentations or meetings.
Educate yourself and raise awareness in order to create a more inclusive working/learning environment.
Do not assume every Muslim is fasting. If one of your Muslim colleagues/friends is not fasting it might be due to illness, pregnancy, breastfeeding, amongst other reasons. Abstain from asking why.
Do not treat fasting as suffering. Many Muslims look forward to Ramadan; it is a sacred and deeply personal practice.
According to Courageous Dialogues: Moving Beyond Polarizationproject, “Polarization is a complex social dynamic that occurs when an issue that involves many different people, concerns and opinions is reduced to two opposing sides— ‘for or against’ or ‘us vs them.’ It goes well beyond ordinary disagreement. In fact, it can lead us to avoid debate or consideration of others’ ideas completely. When we believe that we alone hold the truth, we may see differences of opinion, values and beliefs as threatening and intolerable. These dynamics disrupt effective patterns of home and workplace communication. Instead of working with difference and making conflict constructive, we allow polarization to create painful divisions that are hard to overcome.” We encourage you to learn more aboutstrategies to overcoming polarization in the workplace.
The Association of Administrative and Professional Staff (AAPS) is hosting two professional development sessions on Polarity Management, entitled “Generational Differences to Creating a Culture of Belonging.” One session is for AAPS Managers and will be held on Friday, February 23, 2024, from 10 am to 12 pm. The other session is for AAPS Professionals and will take place on Friday, March 1, 2024, from 10 am to 12 pm. You can alsoregister to receive the recording. Those sessions are only open to AAPS staff members.
Thank you for joining us on Wednesday, February 21st, 2024 from 12:00 pm – 3:30 pm (PST), for “Our Shared Vision: Leading Transformative Change in Health for BC First Nations.” This Indigenous Speaker Series session brought together a panel of senior political representatives working across the four pillars of BC First Nations Health governance: the First Nations Health Authority (FNHA), the First Nations Health Council (FNHC), the First Nations Health Directors Association (FNHDA), and the Tripartite Committee on First Nations Health (TCFNH). We had a conversation with Marion Colleen Erickson, Nak’azdli Whut’en, Board Chair, FNHA and Co-Chair, TCFNH; Keith Marshall, President, FNHDA; Richard Jock, Chief Executive Officer, FNHA and Wade Grant, Musqueam, First Nation Chair, FNHC. In this session, we learned about the work of these leaders across the four pillars of BC First Nations Health governance and how these pillars work towards a shared vision to support Healthy, Self-Determining, and Vibrant BC First Nations Children, Families, and Communities.
Join us virtually on Wednesday, February 21st, 2024 from 12:00 pm – 3:30 pm (PST), for “Our Shared Vision: Leading Transformative Change in Health for BC First Nations.” This virtual event is presented by the Indigenous Speakers Series.
Panelists
Marion Colleen Erickson, MEd, Nak’azdli Whut’en Board Chair, First Nations Health Authority; Co-Chair, Tripartite Committee on First Nations Health
Marion Colleen Erickson is a Dakelh grandmother (Ut’soo) from the Nak’azdli community and a member of the Lasilyu (Frog) Clan. As an active community member participating in the balhats (potlatch) system, she firmly believes that cultural identity is the foundation of health and wellness, and is committed to improving the health and wellness of First Nations.
A former two-term Chief of Saik’uz First Nation, Colleen is a recognized community leader and a veteran member of the RCMP. She currently teaches part-time at her local college, with a primary focus on Aboriginal Studies.
Colleen holds a Master’s degree in Education, with a special focus on the traditional philosophies of Carrier teachings.
Presently serving as the FNHA Board chair, Colleen’s background includes various board positions within local government, the Elder society, and numerous appointments in school districts. She brings a wealth of negotiation, financial administration, mediation, and leadership skills to the FNHA board, along with extensive cultural and traditional knowledge.
Keith Marshall, MSW MPA (Health), Director, Community Health Programs, Hailika’as Heiltsuk Health Centre; Heiltsuk Nation President, First Nations Health Directors Association
Keith is of African Canadian/Caribbean descent from Cape Breton, Nova Scotia. Keith Marshall is the Director of Community Health Programs for the Hailika’as Heiltsuk Health Centre Society in Bella Bella. His primary role is to provide programs and services for the improvement of the health status of this community.
Keith holds a Master’s degree in social work and a Master’s degree in Public Administration specializing in health services. He recently completed his Graduate Diploma in Executive Coaching at Royal Roads University.
Keith is an experienced professional with over 30 years of experience working in Indigenous communities, focusing on promoting capacity building with community members and supporting them in charting their own course for being the catalyst for improving their health status. He provides the vision, managerial, and administrative leadership necessary to develop and implement health care programs and services that meet the health needs of the members of the Heiltsuk community in Bella Bella, BC.
Additionally, he has worked with federal, provincial, and private organizations in senior health, managerial, and administrative positions, including negotiating major contracts; facilitation and mediation skills with large organization in the national and provincial arenas; management of major programs including organizational and planning requirements; clinical case management; developing and implementing organizational; policy development, interpretation and implementation.
Keith currently serves as the President of the First Nations Health Directors Association Board of Directors. The First Nations Health Directors Association is part of a unique health governance structure that includes political representation and advocacy through the First Nations Health Council, and the planning, management, and delivery of health programs and services through the First Nations Health Authority. Collectively, this First Nations health governing structure works in partnership with BC First Nations to achieve our shared vision. Keith served on the committee responsible for the development of the British Columbia Cultural Safety and Humility Standard.
Richard Jock, Chief Executive Officer, First Nations Health Authority
Richard Jock is a member of the Mohawks of Akwesasne and serves as the Chief Executive Officer for the First Nations Health Authority.
Richard’s portfolio includes Health Benefits, policy, planning, engagement, service improvements/integration, investment strategies and regional partnership implementation. His position also provides leadership for the building, functioning and implementation of strong partnerships within the First Nations health governance structure and within the health system more broadly.
Richard has worked for the past 25 years for First Nations organizations and the federal government, including numerous positions in the health field. Immediately prior to joining the FNHA, he held the post of Chief Executive Officer for the Assembly of First Nations (AFN). Among his other professional roles, Richard has held senior leadership positions at Norway House Health Services Incorporated, Health Canada, the National Aboriginal Health Organization and Mohawk Council of Akwesasne.
Richard is committed to his wellness and challenges himself to stay active and spend time outdoors. He wears his FitBit daily, rarely missing his 10,000 steps, and enjoys playing racquetball in his spare time.
Wade Grant, Musqueam First Nation Chair, First Nations Health Council
Wade Grant was first elected to the FNHC as a Vancouver Coastal Representative in June of 2019, and then appointed as Chair in September 2021. He is the Intergovernmental Officer for the Musqueam First Nation and serves as a board member for Covenant House Vancouver.
Previously, Wade spent three years with the BC provincial government as the special advisor to the Premier on Indigenous issues and held a number of roles including member of the Vancouver Police Board, band council member with the Musqueam Indian Band, assistant general manager of the Four Host Nations Aboriginal Pavilion during the 2010 Olympics, policy analyst for the BC Assembly of First Nations and as executive assistant to the Solicitor General of British Columbia.
Wade was recognized by Vancouver Magazine’s “Power 50” list in 2015 and 2013, and in 2012 he received the Queen’s Diamond Jubilee medal for services to community. He lives on the Musqueam Indian Reserve and has two children.
Moderator
Derek K Thompson – Thlaapkiituup, Director, Indigenous Engagement
The FNHA is part of a unique health governance structure that includes political representation and advocacy through the FNHC, and technical support and capacity development through the FNHDA. Together, this First Nations health governing structure works in partnership with BC First Nations to achieve our shared vision.
The upshot of this important shared vision is to ensure that BC First Nations have greater control over community wellness programs, primary care and related health services in an effort to improve the health status of the people in our communities, including those members living away from home.
This important and timely dialogue with the current senior political representatives of the FNHA/TCFNH, FNHC and the FNHDA will highlight the important work that’s taken place since 2013, and bring to light the work that is currently underway in the context of Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, the In Plain Sight Report, and the BC Cultural Safety and Humility Standard.
Topic: Our Shared Vision: Leading Transformative Change in Health for BC First Nations
Date: Wednesday, February 21st, 2024
Time: 12:00 – 3:30 pm (PST)
What Will I Learn?
You will learn about the overall work of the FNHA, the FNHC, the FNHDA, and the TCFNH.
Continue Learning
“The time to make things happen is now. The time to seek out our individual and shared power is now.”
Learn more about REDI’s Indigenous Initiatives here
Discover more about REDI’s Indigenous Initiatives Speakers Series here
The First Nations House of Learning and the Sexual Violence Prevention and Response Office are collaborating to provide resources, supports and transportation on Wednesday, February 14th to those who want to attend and/or honor the day’s events for the Women’s Memorial March. The march is an inclusive event for people, of all genders, to gather and hold space with one another. Everyone is welcome to attend the march and to bring guests on the bus as support. The bus has a capacity of 50 people and will be available on a first come, first serve basis. For those who don’t attend the march, the Longhouse will be hosting an art and community drop in for the Indigenous community.
Wednesday, Feb 14th
9am: Coffee, snacks and medicine bundle making in the Great Hall
10am: Smudge and drumming in the Sacred Circle (behind the Longhouse). Students, staff and faculty are welcome to bring drums and share a song.
11am: Transportation to the march, leaving from the UBC First Nations Longhouse. Transportation back to campus will also be provided.
11:30am: Drop off downtown on Carrall St. Coffee, tea, snacks, washrooms and supports will be available at the UBC Learning Exchange for attendees throughout the day.
3:00pm: Bus will be leaving downtown and driving back to campus.
For those not attending the march:
12 – 2pm: Art and Community drop in at the Longhouse
Note: Staff from UBC Counselling Services will be available at the Learning Exchange for students throughout the event.
If you have any questions you can contact Olivia Reynolds, Indigenous Educator at the Sexual Violence Prevention and Response Office, olivia.reynolds@ubc.ca
Contributed by the REDI team in collaboration with Dr. Neila Miled, DEI Manager, PHSA
February 1st marks World Hijab Day, which serves as an opportunity to foster understanding, promote reflection, and celebrate the differentiated experiences of women who choose to wear the hijab. World Hijab Day prompts us to reflect on the challenges visibly Muslim women encounter and work towards creating environments that embrace diversity, eliminate bias, and foster equal opportunities for all. Being visibly Muslim in Canada, by choosing to wear the Hijab, can increase Muslim women’s “vulnerability to hate crimes, discrimination, and employment obstacles” (The Standing Senate Committee on Human Rights, 2023, pp.15-16).
The “hijab” or the “veil” is a symbol of modesty, religious and cultural identity, and personal choice for millions of Muslim women around the world, including Canada. The Muslim veil has been central in the construction of Muslims and central to the heated debate around women’s rights and women’s agency. There is a dominant perception that has framed the hijab as a sign of oppression and confined visibly Muslim women into a homogenous portrayal as oppressed, submissive, powerless, and unable to belong to the Canadian context. This bias is common and has impacted veiled women in medical and health care contexts.
Despite its deeply personal nature, healthcare professionals who choose to wear hijab can face unique challenges that extend beyond the professional sphere, affecting patient-doctor relationships and the learning experiences of future healthcare providers. According to Khan et al. (2022) in their CMAJ commentary titled “Dismantling Gendered Islamophobia in Medicine”:
Visibly identifiable Muslim women in health care are often seen only in the light of a monolithic religious identity, while their intersectional identities — including their unique religious, ethnic and racial identities — are dismissed or erased… Discrimination also reduces the likelihood of job satisfaction, leading to providers who wear the hijab leaving their chosen field or not pursuing a career in medicine at all.9 (p. E748)
Some of the challenges faced by Muslim health professionals wearing the hijab can include:
1. Microaggressions and Stereotyping: Muslim health care providers who wear the hijab may encounter microaggressions and stereotyping, perpetuating harmful assumptions about their abilities, qualifications, and dedication to their profession.
2. Limited Professional Opportunities and Exclusion: Some Muslim doctors may face challenges in career advancement, promotions, or job opportunities due to bias related to their religious attire.
3. Patient Misunderstanding: Patients may harbor misconceptions or biases about doctors who wear hijab, impacting the doctor-patient relationship and hindering effective communication.
On February 1st, we hope you will take a moment to reflect on the challenges women encounter in healthcare settings and consider the role you can play in creating environments that embrace diversity. Your continued efforts to establish inclusive and respectful atmospheres can support individuals of different faiths and cultural backgrounds in bringing their authentic selves to the learning and work environments.
Khan, S., Eldoma, M., Malick, A., Najeeb, U., & Furqan, Z. (2022). Dismantling gendered Islamophobia in medicine. Canadian Medical Association Journal, 194(21), E748-E750. https://doi.org/10.1503/cmaj.220445
Patrick, K. (2021). Apology from CMAJ’s interim editor-in-chief on behalf of the CMAJ. Canadian Medical Association Journal, 193(51), E1935. https://doi.org/10.1503/cmaj.81033
Explore a compilation of books that have deeply inspired the REDI team in their work. Immersing yourself in the stories, lived experiences, and perspectives of individuals from various historically marginalized groups can foster empathy, understanding, and even aid in mitigating bias in your teaching and clinical practice.
