168 search results for
LGBTQ2SIA+
Recommendation 20:
Implement a National Action Plan for Violence Against Women and Gender-Based Violence, and a provincial sexual assault policy, with mandatory training and increase investment in services and supports for those escaping domestic violence.
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Recommendation 124:
Help hold all governments accountable to act on the Calls for Justice, and to implement them according to the important principles we set out.
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Recommendation 4:
Governments resist a retreat into a conservative, austerity approach where equity and social justice are seen as distinct from a sustained and meaningful economic recovery. Equity and social justice must not come second to economic recovery.
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Recommendation 152:
Given that the failure to invest in resources required for treatment and rehabilitation has resulted in the failure of section 718(e) of the Criminal Code and the Gladue principles to meet their intended objectives, we call upon all governments to invest in Inuit-specific treatment and rehabilitation services to address the root causes of violent behaviour. This must include but is not limited to culturally appropriate and accessible mental health services, trauma and addictions services, and access to culture and language for Inuit Justice system responses to violence must ensure and promote the safety and security of all Inuit, and especially that of Inuit women, girls, and 2SLGBTQQIA people.
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- Corrections ,
- Culture and language ,
- Decolonization and Indigenous rights ,
- Health ,
- Health, wellness and services ,
- Indigenous children and youth in care ,
- Indigenous issues in policing and justice ,
- Mental health and detention ,
- Missing and murdered Indigenous women, girls, Two-Spirit, and LGBTQ2SIA+ people ,
- Policing and the criminal justice system ,
- Pre-natal care ,
- Substance use
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Recommendation 17:
Establish stand-alone pay equity and pay transparency legislation.
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Recommendation 34:
Establish free public bus transportation between each town and city located along the entire length of Highway 16 and all other highways, with a number of safe homes and emergency phone booths along the length of all the highways.
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Recommendation 35:
Ensure there is no bias, prejudice or discrimination against employees from diverse backgrounds, including Muslim employees, in wages and compensation.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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Recommendation 186:
End the medical pathologizing and diagnosing of gender identity. Train healthcare professionals to provide gender-affirming care that is safe for and respectful of trans women and two-spirit people.
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Recommendation 15:
Development and application of an Equity Framework
UNESCO’s Intangible Cultural Heritage (2003) calls for the “[adoption of] a general policy aimed at promoting the function of the intangible cultural heritage in society, and at integrating the safeguarding of such heritage into planning programmes.”
At a high level, we recommend that the City of Vancouver develop an equity framework to better include and understand the needs of Vancouver’s existing and growing diverse populations. The topics discussed in this report do not exist in a vacuum, but rather have complex intersectionalities, which can only begin to be understood from a framework of equity. For example, conversations about contributing to Chinatown’s character must be rooted in an understanding of the cultural blindness of orientalism and racial stereotyping.
The equity framework would apply to all aspects of municipal governance, such as services, outreach and engagement, decision making, hiring, and other key functions of the City. Multiple forms of equity, such as gender, race, disability, and economic, should be taken into account.
This framework would include a holistic recognition of culture (beyond Arts & Culture) and from there, approach policy-making and implementation through a culturally appropriate lens. As discussed in our Vancouver Chinatown Food Security Report (2017), we recommend that the City recognize the importance of culture and enact culture as the 4th pillar of sustainability. Similar equity-based approaches can be found in UNESCO’s definition of Intangible Cultural Heritage where culture “is recognized as such by the communities, groups or individuals that create, maintain and transmit it—without their recognition, nobody else can decide for them that a given expression or practice is their heritage.” This speaks to the self-determination approach where a healthy community is one that has the right and the ability to shape their own present and future.
This equity framework will be critical in our collective work to further define Chinatown’s intangible cultural heritage—a key part of the community’s bid for a UNESCO designation. UNESCO states that intangible cultural heritage “has capital importance as it allows cultural diversity to be maintained through dialogue between cultures and the promotion of respect towards other ways of life.” The phrasing “other ways of life” comes from principles of recognizing that diversity is beyond a settler-centric celebration of perceived differences; it’s about meaningfully working alongside diverse people towards empowering their autonomy and actualization.
This gives credence to the understanding that there should be more emphasis put towards the community’s right to self-determine their future. Further work will need to be completed to design a tangible and measurable framework that covers the various forms of disparities that our communities face and hold.
UNESCO’s Intangible Cultural Heritage (2003) calls for the “[adoption of] a general policy aimed at promoting the function of the intangible cultural heritage in society, and at integrating the safeguarding of such heritage into planning programmes.”
At a high level, we recommend that the City of Vancouver develop an equity framework to better include and understand the needs of Vancouver’s existing and growing diverse populations. The topics discussed in this report do not exist in a vacuum, but rather have complex intersectionalities, which can only begin to be understood from a framework of equity. For example, conversations about contributing to Chinatown’s character must be rooted in an understanding of the cultural blindness of orientalism and racial stereotyping.
The equity framework would apply to all aspects of municipal governance, such as services, outreach and engagement, decision making, hiring, and other key functions of the City. Multiple forms of equity, such as gender, race, disability, and economic, should be taken into account.
This framework would include a holistic recognition of culture (beyond Arts & Culture) and from there, approach policy-making and implementation through a culturally appropriate lens. As discussed in our Vancouver Chinatown Food Security Report (2017), we recommend that the City recognize the importance of culture and enact culture as the 4th pillar of sustainability. Similar equity-based approaches can be found in UNESCO’s definition of Intangible Cultural Heritage where culture “is recognized as such by the communities, groups or individuals that create, maintain and transmit it—without their recognition, nobody else can decide for them that a given expression or practice is their heritage.” This speaks to the self-determination approach where a healthy community is one that has the right and the ability to shape their own present and future.
This equity framework will be critical in our collective work to further define Chinatown’s intangible cultural heritage—a key part of the community’s bid for a UNESCO designation. UNESCO states that intangible cultural heritage “has capital importance as it allows cultural diversity to be maintained through dialogue between cultures and the promotion of respect towards other ways of life.” The phrasing “other ways of life” comes from principles of recognizing that diversity is beyond a settler-centric celebration of perceived differences; it’s about meaningfully working alongside diverse people towards empowering their autonomy and actualization.
This gives credence to the understanding that there should be more emphasis put towards the community’s right to self-determine their future. Further work will need to be completed to design a tangible and measurable framework that covers the various forms of disparities that our communities face and hold.
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Recommendation 30:
Develop organizational and workplace policies and practices that are fair, equitable and free from discrimination, harassment or retaliation against anyone, including racialized and/or Muslim employees who work for the organization or those who receive services from it.
Islamophobia at Work: Challenges and Opportunities
Group/author:
Canadian Labour Congress
Canadian Labour Congress
Year:
2019
2019
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