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Dear All, Apologies if you receive duplicate emails.

I am writing to invite you to submit abstracts to our forthcoming conference. Please see below, check our website for updates, post the attachments and forward to anyone who might be interested.
Many thanks and best wishes
Tarnjit

Our Journeys Conference 2011

On October 1st, 2011, SAFAR – This Institute of Sikh Feminist Research will host a one-day conference entitled Our Journeys Conference 2011 at The Centre for Women’s Studies in Education (CWSE), Ontario Institute for Studies in Education of the University of Toronto (OISE), University of Toronto, Ontario, Canada.

Scope of the Conference
The Our Journeys Conference 2011 will explore and challenge past and current constructions concerning Sikhi and gender. With an interdisciplinary approach, this conference intends to examine gendered relations within Sikhi as well as Sikh philosophy regarding social life, gender relations, sexualities, racialized and gendered practices, institutions, cultural productions, theoretical concepts and frameworks, and understanding the application of Sikh philosophy rooted in the past, present and possible insights regarding the future of Sikh thought.

Although academic in scope and orientation, Our Journeys Conference 2011 is deliberately organized to be accessible to a diverse audience and range of interests. The conference will explore the topic of Sikh journeys from a variety of perspectives and disciplines. It is intended to provide a space for the articulation of Sikh feminist visions; intellectual and cultural inquiries; critical reflections on Sikhi and gender; and various modes of Sikh feminist thought, in Punjab, India and in the Diaspora.

Keynote speaker: The renowned Sikh scholar and feminist theologian Prof. Nikky-Guninder Kaur Singh author of The Feminine Principle in the Sikh Vision of theTranscendent, The Birth of the Khalsa: A Feminist Re-memory of Sikh Identity and Sikhism: an Introduction, is the keynote speaker.

Call for Abstracts

Submissions from academics, educators, students, activists, community and independent researchers, those who work in or research this area are welcome. Topics can include (but are not limited to): race, nationhood, class, culture, ability, ecology, politics, theologies, social relations, psychology, sexuality, feminist scholarship, genealogy, transnational and geopolitical topics relating to Sikhism and gender, Sikh the[a]logy, the feminine perspective in the Sikh canon, gender in Sikh institutions, historical Sikh women, gender in social and political history, patriarchy in Sikh communities, Sikh women role models, Sikh liberation theology, Sikhism and social justice, Sikh feminist research methodology, and connecting Sikh theology to activism.

Submission guidelines: Deadline for submission of a 300 word abstract (including citations) is July 1st, 2011. Submissions are to be made on-line, please check the website for updates (www.sikhfeministresearch.org). Successful candidates will be informed by July 31st, 2011. Authors are requested to follow, either APA, MLA or Chicago style guidelines. Abstract submissions should include title, author(s), affiliation(s) and key words. Ethical responsibility: authors are required to follow the ethical guidelines of the Tri-Council Policy Statement and their research institutions when conducting any research. Authors of abstracts accepted for oral presentations are expected to submit manuscripts of their completed papers by October 1st, 2011 for publication in a special issue of the peer-reviewed, academic on-line journal: Sikh Feminist Review. These manuscripts shall undergo a double blind peer review process (details can be found at www.sikhfeministresearch.org). If you have a!
ny questions please contact the editorial board of SAFAR at editorial@sikhfeministresearch.org.

Thank you for considering participation in the Our Journeys Conference, we look forward to seeing you in the fall!

SAFAR – The Sikh Feminist Research Institute – is a not-for-profit dedicated to Sikh feminist scholarship and research. Please visit our website www.sikhfeministresearch.org

Dear friends,

I send below news of a wildcat strike now being staged in Simcoe Ontario by migrant farm workers. As would be expected, rather than looking into the matter of unpaid wages and substandard living quarters – key reasons for the strike – the Canadian state is responding by facilitating the employer’s moves to deport the workers as of tomorrow, November 25.

Please circulate this news as widely as possible to spread the word on 1) the unfair treatment of workers by Ghesquiere Plants Ltd., and 2) a strike that is a major risk most Canadians would not believe migrant workers would be willing to take.

In solidarity,
SV

FOR IMMEDIATE RELEASE

Migrant farm workers stage wildcat strike to demand thousands of dollars in unpaid wages: Employer responds with deportation

November 23, 2010

(Simcoe, Ontario) Over a 100 migrant farm workers employed at Ghesquiere Plants Ltd. are facing imminent repatriation (deportation) after staging a wildcat strike to demanding thousands of dollars in unpaid wages.

The migrant workers from Mexico, Jamaica, Trinidad and Barbados came together across racial, linguistic and ethnic lines to organize this wild cat strike and strengthen their collective power. The workers employed by this farm described numerous rights violations and complaints about their living conditions including the following:

• Workers are each owed from $1000 to $6000 in unpaid wages
• Workers are to be evicted and will be homeless as of Thursday, November 25th, 2010
• Most of the Mexican and Trinidadian workers will be repatriated by this Thursday. All Jamaican
workers have been repatriated.
• Electricity and heat has been cut off in one bunk
• Deplorable and very crowed living conditions

Justicia for Migrant Workers (J4MW), a grassroots advocacy migrant rights organization, calls for the immediate payment of all wages owing to workers. Migrant workers employed at Ghesquiere Plant Ltd. are being forced to return home and cannot provide for their families. Repatriation denies them access to pursue legal avenues under federal and provincial laws, basic protections accorded to permanent residents in Canada thus J4MW calls on both levels of government to intervene to protect migrants and prosecute employers who denied these workers basic rights. J4MW stresses that Temporary Foreign Worker Programs such as the Seasonal Agricultural Workers Program denies migrant workers the ability to exert their rights and are in need of an urgent and complete overhaul.

J4MW Contacts

Chris Ramsaroop 1-647-834-4932 or ramsaroopchris@gmail.com
Carolina Alvarado Zuniga 1-647-296-6753

Justicia for Migrant Workers
c/o Workers’ Action Centre
720 Spadina Avenue, Suite 223
Toronto ON M5S 2T9

http://www.facebook.com/l/ef9beV32-HKbbLYpBmAxDdNshJw;www.justicia4migrantworkers.org

http://www.facebook.com/l/ef9beZR58Z0nbAizkEVwFOtz2oQ;www.twitter.com/j4mw

-30-

Kenneth Whyte, publisher and editor-in-chief, Maclean’s,
Cathrin Bradbury, editor-in-chief and general manager, Maclean’s Intelligence Unit,
Mary Dwyer, senior editor, University Rankings,
Philippe Gohier, acting managing editor, Macleans.ca,
Carson Jerema, editor, OnCampus,
Nicholas Kohler, senior writer,
Stephanie Findlay, intern,

and

John A. Honderich, chair, Torstar Corp.,
John D. Cruickshank, publisher, Toronto Star,
Michael Cooke, editor,
Kathy English, public editor,
Louise Brown, education reporter

AN OPEN LETTER

A Call to Eliminate Anti-Asian Racism
November 22, 2010

We, the undersigned, believe that the “Too Asian”? article in the Maclean’s magazine and the “Asian students suffering for success” article in the Toronto Star newspaper, published on November 10, 2010, worked to racially profile and stereotype Asian Canadians as perpetual foreigners in Canada. These articles served to reinforce anti-Asian resentment and antagonism by raising anxieties over Canada’s changing demographics and the emergence of China and India as global powers. Both media outlets generated binary “us” versus “them” distinctions between white and Asian Canadians, consequently inciting racial antipathy and division, instead of fostering a constructive dialogue on diversity and integration.

The articles symbolize the failure of Maclean’s and the Toronto Star to uphold their journalistic and corporate social responsibility. The damaging impact of racial stereotyping and antagonism is far-reaching, not just in the realms of media, business, education, workplace, and the society at large, but also to the targeted ethno-cultural individuals and communities.

Maclean’s and the Toronto Star recycled historical and ongoing depictions of Asians as “yellow and brown perils” that threaten the Canadian social order. These media depictions remind us of past anti-Asian government legislation, programs, and public thinking. The Head Tax and Immigration Exclusion laws, the Continuous Journey regulations, and the World War II Internment targeted the Chinese, South Asian, and Japanese Canadian communities, respectively. In 1979 the CTV television news series W5 portrayed Canadian citizens and permanent residents of Asian descent as “foreigners,” allegedly taking over Canadian educational institutions. We see Maclean’s and the Toronto Star as reinforcing a long and deeply ingrained history of anti-Asian racial anxiety that has led to bigoted profiling and discrimination of Asian Canadians.

The media’s racial distinction of “us” versus “them” works within a troubling understanding of Canada in which white people or those of European descent are considered the sole rightful citizens and beneficiaries of the nation. Such an understanding makes it difficult to conceive of Canadian universities as educational institutions where Asians as well as Aboriginal peoples and other communities of colour, such as African, Caribbean, Latin American, and Middle Eastern peoples, can also belong. Racialized individuals and communities face challenges to their claims of belonging when certain institutions and entitlements are already deemed as not for them.

The media often portray Asian Canadians in homogeneous ways and fail to account for diversity within the group. They do not distinguish among Asians who are Canadian-born, naturalized citizens, newcomer immigrants, or international students. They neglect to consider the varying educational circumstances of Asian Canadians based on income, class, gender, religion, and language. They lump all Asian Canadians together regardless of their ancestral background, whether they are from China, India, Japan, South Korea, the Philippines, Vietnam, or Sri Lanka. Since Maclean’s and the Toronto Star depicted Asian Canadians as a homogeneous model minority, they failed to acknowledge the various structural roots of the academic and social struggles that many Asian Canadian students experience. They also missed seeing how community groups are addressing barriers that hinder their goals and pathways for genuine settlement, integration, and well-being in this country.

Although Asian Canadians have been and continue to be discriminated against by racist media portrayals, government policies, and some public opinion, they also have been actively recruited for their labour and capital. Their labour has been crucial to the development of this nation, ranging from the construction of the Canadian Pacific Railway 125 years ago to the recruitment of temporary workers and live-in caregivers of children and the elderly over the last 25 years. Their financial resources have been keenly sought after, as they are considered economic migrants who could bring investment and entrepreneurial capital, and as international students whose high tuition fees augment the inadequate funding of public education. Many Canadian universities aggressively reach out to and recruit students from Asia.

As such, Asian Canadians are trapped in a perpetual racist contradiction: they are both wanted and unwanted in this country. So long as they provide labour, capital, and expertise to the Canadian economy, they are wanted. However, when they assert their entitlement to human rights, genuine integration, and even education in Canada, their sense of belonging is challenged.

Since the media – as well as educational institutions – have perpetrated racial stereotyping, oppression, and antagonism, they need to change their policies and practices in order to help realize the promise of a truly multicultural Canada.

Therefore, we demand that Macleans’ and the Toronto Star:
• must issue a comprehensive and unqualified public apology to Asian Canadians;
• must engage in public consultations to address racial profiling and stereotyping via their media outlets;
• must implement measurable corporate and editorial anti-racism policies in consultation with relevant community constituents, and must publish the results of their policies annually;
• and, must implement employment equity programs to diversify their corporate and editorial boards and frontline personnel.

We also demand that Canadian institutions of higher education:
• must develop academic programs and courses that explicitly address racism in Canada and the historical and contemporary experiences, representations, and contributions of Asian Canadians;
• must undertake and publish campus climate surveys of racialized students, staff, and faculty;
• and, must establish advocacy and support offices for racialized students, staff, and faculty.

We sign this open letter in solidarity with principles and struggles to eliminate anti-Asian racism.

Sincerely,

The Canadian coalition of concerned community partners to eliminate anti-Asian racism

University of Toronto Students’ Union
Danielle Sandhu, danielle@utsu.ca, and Maria Galvez, maria@utsu.ca

Ryerson Students’ Union

Komagata Maru Heritage Foundation
Harbhajan Gill, komagatamaru@hotmail.com

National Association of Japanese Canadians – Human Rights Committee
Ken Noma, ikuei@sympatico.ca

National Association of Japanese Canadians – Toronto Chapter
Charlotte Chiba, charlotte.chiba@ontario.ca

Philippine Women Centre of Ontario
Joy Sioson, pwc-on@magkaisacentre.org

SIKLAB Ontario

Filipino Canadian Youth Alliance / Ugnayan ng Kabataang Pilipino sa Canada
Kim Abis, kim.abis@gmail.com

Youth Coalition Against Maclean’s
Florence Li, florenceccncto@gmail.com

Asian Canadian Labour Alliance – Ontario Chapter
Anna Liu, aliu@aclaontario.ca, and Chris Ramsaroop, ramsaroopchris@gmail.com

Asian Canadian Labour Alliance – British Columbia Chapter
Lorene Oikawa, lorene.oikawa@bcgeu.ca

Coalition of Black Trade Unionists – Ontario Chapter
Janice Gairey, jgairey@ofl.ca

Latin American Trade Union Coalition
Edgar Godoy, g.edgarsaul@gmail.com

Ontario Council of Agencies Serving Immigrants
Debbie Douglas, ddouglas@ocasi.org

Community Alliance for Social Justice
Rick Esguerra, rick.esguerra@gmail.com

The Left Institute
Frank Saptel info@theleftinstitute.ca

International Association of Machinists and Aerospace Workers
Dave Ritchie info@iamaw.ca

Canadian Auto Workers

The Canadian Union of Public Employees (CUPE), Canada’s largest union, is accepting applications for the permanent position of Director of its Equality Branch at National Office in Ottawa, working under the direction of the Managing Director of National Services.

CUPE is looking for a leader with a proven managerial record in developing and implementing policies, procedures and programs which promote and address issues of socio-economic equality and social justice for workers who are members of equality-seeking groups.

Candidates must have a relevant university degree or equivalent education plus experience; extensive knowledge and experience within the Canadian labour movement or with social justice organizations; extensive working knowledge of Human Rights Legislation and considerable experience in human rights equality-related research and policy analysis. In addition, candidates must have thorough knowledge of Canadian legislation related to pay equity, employment equity, anti-racism, human rights, and harassment.

Candidates should be free to travel and be able to work weekends as required; ability to read, write and speak both official languages would be an asset.

CUPE is committed to employment equity and encourages applications from women and men (regardless of sexual orientation), visible minorities, aboriginal people, and persons with disabilities.

CUPE offers a highly competitive salary and a full benefits package.

Please forward applications to: Canadian Union of Public Employees

Human Resources Office
1375 St. Laurent Boulevard, Ottawa, Ontario K1G 0Z7
Email address: HR@cupe.ca

We thank all applicants for applying, however, only those selected for an interview will be contacted.

Bulletin 2010-09
National Representative, Women’s and Human Rights

The Canadian Labour Congress has a vacancy for an experienced National Representative in the Women’s and Human Rights Department. This position is based in Ottawa. The successful candidate will work under the direction of the Director, Women’s and Human Rights.

Responsibilities include, but are not limited to:

• support the work of the CLC through the implementation of organizational priorities for work in the area of women’s and human rights;
• participate in the development of CLC policies related to women’s and human rights issues;
• conduct research on assigned issues;
• write and edit reports;
• write copy for web and social media components of campaigns and issues;
• maintain relations with Canadian affiliates, NGOs and government departments involved in related work;
• work with other departments and with regional offices to integrate women’s and human rights issues into national campaigns and to implement the Department’s programs, projects and campaigns at all levels;
• participate in advocacy and lobbying work with the federal government;
• analyze the impact of federal and provincial government positions and decisions on working women, their families and communities;
• participate in the development and implementation of work plans and budgets;
• promote the work of the CLC in the area of women’s equality and human rights;
• initiate and support activities with social justice partners at the national level;
• represent the CLC at meetings with non-labour organizations and government agencies;
• promote a greater understanding of women’s and human rights issues within the labour movement and in the community, nationally and internationally;
• encourage and assist affiliates, Federations of Labour and Labour Councils to participate in activities to improve the status of women, women of colour, aboriginal women, young women, people with disabilities, and members of the gay, lesbian, bisexual and trans-gendered community.

Qualifications

The successful applicant will have:

• sound knowledge of the Canadian labour movement and our social and economic equality goals;
• an understanding of current and historic issues related to women’s and human rights;
• demonstrated ability to organize campaigns in the labour movement and with our social partners;
• recognized success in on-going advocacy and lobbying at the national level;
• demonstrated successful experience working in teams in a collegial context;
• excellent analytical, writing and presentation skills;
• experience in the effective use of web and social media to conduct campaigns, including the ability to write for these formats;
• administrative and budgeting skills;
• demonstrated ability to work with other organizations inside the labour movement (eg., Federations of Labour, Labour Councils and affiliates) and outside the labour movement, in a cooperative environment;
• ability to integrate a feminist and anti-racist perspective into union work;
• successful experience in programme and project development demonstrated over a number of years, including implementation and reporting, and the demonstrated ability to organize and carry out several projects concurrently;
• the ability to work within CLC structures including national affiliated unions and provincial and territorial federations of labour;
• the ability to travel within Canada and internationally;
• the ability to work in Canada’s two official languages is an asset.

There is a requirement to travel associated with this position.

The starting salary for this position is $75,317.51 (plus benefits) under the collective agreement (CEP/CULR-1).

The Canadian Labour Congress is an equal opportunity employer. Women, people of colour, aboriginal workers, workers with disabilities, gay, lesbian, bisexual and trans-gendered workers are encouraged to apply for this position.

Applications for this position will be accepted until October 15, 2010. Refer to the above bulletin number in the subject line of your message and send applications to hr@clc-ctc.ca.

The concert will feature performances from some amazing local and international hip hop artists:

Call for Applications for the 32nd Annual International Human Rights Training Program (IHRTP)

Dear Friends,

Equitas will be holding its 32nd International Human Rights Training Program (IHRTP) in Ste-Anne-de-Bellevue, Québec, Canada, from June 5th to June 24th, 2011. This annual, intensive three-week program brings together around 120 participants from approximately 60 countries.

GOAL OF THE PROGRAM

The goal of the IHRTP is to strengthen the capacity of human rights organizations to undertake educational efforts aimed at building a global culture of human rights. The IHRTP aims at enabling participant organizations to undertake more effective human rights education activities. To this end, the Program places a strong emphasis on transfer of learning and on follow-up activities. Participants will be asked to develop an individual plan for putting their learning into action as part of the training.

CURRICULUM MODEL

The curriculum model is based on principles of adult experiential learning, in which participants and facilitators engage in a process of mutual teaching and learning. Participants work for the most part in groups of about 15 with a facilitator whose role is to provide guidance in achieving the Program objectives. In addition, internationally recognized human rights experts are also invited to give presentations and participate in panel discussions throughout the three-week session.

PROGRAM CONTENT

The IHRTP is an intermediate-level program that focuses on international human rights standards, current human rights issues and human rights education strategies. The exploration of human rights principles and instruments, ongoing critical reflection and inquiry and extensive sharing of experiences allow participants to strengthen their capacity to engage in effective human rights education.

*Week 1

Participants will get to know the members of their working group and engage in activities that lay the groundwork for developing a productive group dynamic based on mutual respect. They will become familiar with the overall Program content and methodology and begin a process of reflection on their individual societies, the human rights work of their organizations and their own role within those organizations. Participants will also compare their roles as human rights activists/educators and reflect on the universality of rights.

*Week 2

Participants will begin the week discussing issues of particular interest, leading to an examination of their roles as human rights workers and educators in the current global context. Through case studies and discussions, participants will examine major international human rights instruments in order to explore the usefulness of these instruments in their work.

*Week 3

Regional workshops will provide participants from the same geographic region the opportunity to work together to examine key components of effective monitoring and advocacy and the role of these activities in human rights education. Participants will synthesize previous themes and examine emerging human rights issues. Participants will also become familiar with methods of evaluating educational activities

ORGANIZATION AND PARTICIPANT PROFILES

Organizations that nominate candidates must be representatives of non-governmental organizations (NGOs), community-based organizations (CBOs), national human rights institutions, government bodies or education institution; have a demonstrated commitment to the protection and promotion of human rights; be involved in human rights education activities, such as training sessions, workshops, public awareness campaigns, advocacy, monitoring and be committed to providing opportunities for their Candidate to apply the knowledge and skills gained in the Program within the organization.

Candidates from qualifying organizations must be active members of their organization for at least 2 years; be in a position to influence the human rights education work of the organization; have a knowledge of human rights principles and major international instruments; be committed to transferring knowledge and skills gained during the Program to colleagues and to others with whom they work; be sensitive to the issues which arise when working in multicultural groups, and respectful of diversity and be proficient in either English or French.

PROGRAM LOCATION AND DATES

The IHRTP will be held from June 5th to June 24th, 2011 at John Abbott College in Ste-Anne-de-Bellevue, Québec, Canada.

PARTICIPATION FEE

The participation fee is $5,300 Canadian. This includes tuition, program materials, accommodation, meals, and emergency medical insurance. There are a limited number of bursaries available.

HOW TO APPLY

Your application must include:

* The completed Application Form (Part A completed by the Director of the Candidate’s organization; Part B completed by the Candidate)

* The Memorandum of Agreement duly signed by the Candidate and the director of the Candidate’s organization

* Two supporting letters from national and/or international human rights organizations (other than the Candidate’s) familiar with the Candidate’s work and/or the work of his or her organization

* A brochure (and/or mission statement) describing the Candidate’s organization

All Application documents can be obtained by visiting the Equitas website at www.equitas.org or by contacting the IHRTP Team at ihrtp-pifdh@equitas.org.

PLEASE NOTE THAT THE DEADLINE FOR APPLICATIONS IS NOVEMBER 21ST, 2010. We encourage all candidates to submit their Application documents as soon as possible.

Ian Hamilton
Executive Director
Equitas
Centre international d’éducation aux droits humains /
International Centre for Human Rights Education
666 Sherbrooke ouest, Bureau 1100
Montréal, QC, Canada H3A 1E7
Tel: +1.514.954.0382; Fax: +1.514.954.0659
www.equitas.org

Agricultural Deaths Preventable: Migrant Advocacy group calls on Provincial Government to Protect Workers: Snap inspections, Coroner’s Inquest, and Criminal Investigation needed to show Zero Tolerance for Migrant Fatalities

Toronto – Justicia For Migrant Workers (J4MW), a migrant worker advocacy group is saddened to learn of the latest tragedy facing the migrant worker community. On Friday September 10, 2010 J4MW learnt that two Jamaican migrant agricultural workers died as a result of workplaces injuries suffered at Filsinger Farms near Owen Sound, Ontario. “We are aggrieved by this tragedy,” states Tzazna Miranda Leal an organizer with Justicia for Migrant Workers, “We mourn this loss, and we send our condolences to the families of these workers” continues Miranda Leal.

While details of the fatalities are pending due to an ongoing investigation by the Ministry of Labour, the Jamaican government is reporting that Ralston White and Paul Roach may have died from the inhalation of toxic fumes. Health and safety violations are an everyday occurrence for migrant workers. From chemical and pesticides exposure, to faulty equipment, to workplace bullying and harassment, migrant workers from across the province have described countless examples of dangers while working.

It is critical to examine whether or not these men received safety equipment, what education and training they received or if they were provided information relating to their rights under the Occupational Health and Safety Act. J4MW further argues that the structure of the Seasonal Agricultural Worker Program (SAWP) and the Temporary Foreign Worker Program (TFWP), which employ approximately 30,000 migrant farm workers in Canada, denies migrant agricultural workers labour mobility and the ability to exert rights. Fear of reprimand–firings, repatriations/deportations and permanent disbarment from working in Canada–is a constant concern for many workers, whose employment and ability to work in Canada depends largely on their employers’ approval.

J4MW is urging the Minister of the Labour to consider the following options in addressing this tragedy: Snap inspections for all workplaces and accommodations where migrant workers live and work; a coroner’s inquest into the details relating to these workplace deaths; an appeals mechanism built into the SAWP and TFW so that migrant workers cannot be arbitrarily and unilaterally repatriated to their homeland (anti-reprisal protection); increased labour rights and protections for all migrant workers;  and a criminal investigation into this workplace fatality as mandated by section 217.1 of the criminal code of Canada. The code states that:

Everyone who undertakes, or has the authority, to direct how another person does work or performs a task is under a legal duty to take reasonable steps to prevent bodily harm to that person, or any other person, arising from that work or task.

Every year over 300 workers die in occupational related fatalities across Ontario.  Countless others are maimed or injured. Agriculture remains one of the most dangerous occupations across Canada. Since 1999 there have been 33 reported deaths of migrant workers employed under the auspices of the Seasonal Agricultural Workers Program in Ontario and 1,129 medical repatriations of SAWP migrants (workers who left Canada because of illness or injuries sustained while in Ontario). The numbers of migrant workplace injuries and deaths are underreported because of premature repatriations and workers dying in their home countries as a result of injuries sustained while working in Canada.

For more information please contact Chris Ramsaroop 647 834 4932- ramsaroopchris@gmail.com
Shane Martinez (416) 971-8832. martines@lao.on.ca

Colour of Change Network – to help us best profile the key issues and concerns impacting racialized groups and other historically disadvantaged equity-seeking communities in Toronto – please help us best promote the upcoming Toronto Mayoral Debate on Equity Issues – set for the evening of Tuesday September 14, 2010 – please spread the word, generate interest and get people out to the debate !!

ALSO – the final questions to be posed to the Candidates in the debate will be partially selected by votes cast on the website as below – and we will also be selecting questions – picked by a carefully selected panel – at the debate itself !!

Again – please help forward this email to your networks – thanks in advance – michael

Keynote Speaker – Hamlin Grange
Mayoral Debate – Building a Fair Toronto for All
Tuesday, September 14, 2010 – from 7.00pm – 9.00pm
Moderator – John Tory

Innis Town Hall ( 2 Sussex Ave, University of Toronto, St. George Campus – just south of the St. George St. entrance to the St. George Subway Station – at the northwest corner of St. George St. and Sussex Ave. )

· How can all Torontonians have a say in how city hall makes decisions?
· How can we tackle the growing divide between the have and have-nots in our city?
· What’s the plan for creating good jobs for all – including good public sector jobs and good green jobs?
· What is the plan to ensure we all have access to good public services – such as childcare, public transit, affordable housing and policing services?

Find out where our mayoral candidates stand on building a fair city, and ensuring good public services and good jobs are available to all
Make an informed choice when you vote for Toronto’s Mayor this October 25 !!

Help us choose questions

Submit your question for Toronto’s new Mayor

A joint initiative of Equity Toronto, Good Jobs for ALL and many other partners.

http://www.EQUITYTORONTO.org

http://www.GOODJOBSFORALL.ca

http://www.facebook.com/event.php?eid=119355954782111&ref=ts.com

–

michael kerr
Coordinator, Colour of Poverty – Colour of Change

Diversity Coordinator/Conflict Resolution Advisor, Seneca College
Resolution, Equity and Diversity Centre

Reporting to the Manager, REDC, the Diversity Coordinator/Conflict Resolution Advisor is responsible for promoting inclusion and recommending programming to embrace diversity in the College’s learning, living and work environments and building and maintaining a positive relationship with the College’s communities and student groups to ensure that their needs regarding diversity programming, training and awareness, as well as curriculum development are identified and met. The Diversity Coordinator/Conflict Resolution Advisor is also responsible for the intake, informal resolution and/or referral of issues or conflict and/or general inquiries brought to the REDC, including providing advice and counsel on issues affecting the academic/work environment for either students or employees.

Specific Accountabilities:
•    Consults with all College areas to enhance their diversity initiatives in accordance with the College’s strategic plan and the REDC’s mandate by identifying, creating and coordinating diversity initiatives to ensure inclusiveness within the College community.
•    Ensures that the College’s commitment to diversity in employment (Diversity Policy) philosophy and strategies are communicated on an ongoing basis to all levels of the College community and that the College’s progress in this initiative is presented in the annual report prepared by the incumbent to the College’s Executive Committee and Board of Governors.
•    Identifies, promotes and communicates ongoing days/months of celebration/religious and cultural observances for our diverse population.
•    Works with the Centre for Faculty and Staff Development (CFSD) in developing related intercultural competencies and other training workshops for staff/faculty.
•    Develops and delivers classroom presentations and workshops to students on relevant topics such as human rights, harassment & discrimination, race and cultural relations, positive space initiatives, rights of persons with disabilities, religion and spirituality and student rights and responsibilities.
•    Responsible for liaising with community resources to ensure appropriate support agencies are available for the purpose of assisting students/employees with emergency housing requests for victims of abuse, referrals, and identifying linkages with community and cultural agencies for diversity programming, including religious observances, bereavement protocols, and cultural practices.
•    Receives, responds and resolves issues and/or refers individuals with issues of conflict/concern with the College or individual members of the College.
•    Provides advice and counsel to students and employees on their rights and responsibilities with respect to human rights, equity, diversity and campus climate issues.
•    Represents the College on relevant committees inside and outside the College community.
•    Coordinates specific diversity initiatives/projects as part of the REDC team and shares accountability for the delivery and success of these projects.

Qualifications:
•    Demonstrated competencies attained through a Diploma/Degree Program in a related discipline from a recognized post-secondary educational institution complemented by five (5) years experience in the field of human resources related to race and cultural relations and human rights, facilitating workshops and resolving issues of concern/conflict in a large, diverse environment or equivalent combination of qualifications and experience.
•    The following skills and experience are essential: excellent communication and analytical writing; sound judgement;  customer service skills and the ability to interact effectively with the College’s multicultural/racial/able student and staff population; indepth knowledge of diversity philosophy and ideologies; understanding of the Ontario Human Rights Code and issues related to diversity; knowledge of legal note-taking and case file management techniques; competency with a broad range of information technologies and software programs; ability to research, analyse statistical data and prepare reports; demonstrated ability to work under pressure of deadlines and demands; ability to respond to unpredictable and crisis situations; and, the ability to engage with various stakeholders and members of the College community and connect and build rapport with student groups.

START DATE: As Soon As Possible

Seneca College is committed to diversity and encourages applications from all qualified candidates, especially Aboriginal persons, francophones, members of sexual minority groups, persons with disabilities, visible minorities and women.  Please send a covering letter and resume, quoting COMPETITION NUMBER 10A-1020, to Joanne Papaconstantinou, Staffing Specialist, Human Resources Services.  EMAIL: jobs@senecac.on.ca or FAX: (905) 479-4162.   Please submit by one method only.

We thank all applicants for their interest in this position, however, only those selected for an interview will be contacted.