how is the city of toronto addressing anti-black racism · 2020. 11. 17. · cabr unit’s theory...
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How is the City of Toronto AddressingAnti-Black Racism
Context: A Statistical Snapshot of Being Black in Toronto
What is Anti-Black Racism?
Anti-Black Racism is policies and practices that are embedded
in Canadian institutions that reflect and reinforce beliefs,
attitudes, prejudice, stereotyping and/or discrimination that are
directed at people of African descent and are rooted in their
unique history and experience of enslavement and
colonization here in Canada.
Breaking Down Anti-Black Racism
1. Historically-Rooted: Rooted in African descendants’ history and experience of enslavement and colonization here in Canada;
2. Stereotype-Driven: Reflects and reinforces beliefs, attitudes, prejudice, stereotyping and/or discrimination that are directed at people of African descent;
3. Institutional/Systemic: Policies and practices that are embedded in Canadian institutions.
Historically-Rooted in African descendants’ history and experience of enslavement and colonization here in Canada.
For Sale Ad:February 19th, 1806
Peter Russell of York Region selling Peggy, a Black woman and her son, Jupiter, 15 years old.
Anti-Black Racism is
Historically-Rooted
Naming Anti-Black Stereotypes
Criminal/Violent/Gang-involved
Uneducated
Lower-skilled
Difficult to work with
Not team players
Aggressive
Adversarial
Not team players
Lazy
Late
Poor
Loud
Affirmative action hires
Don’t like white people
Embedded in the policies and
practices of Canadian institutions
that reflect and reinforce beliefs,
attitudes, prejudice, stereotyping
and/or discrimination directed at
people of African descent.
Signed order by Sir Wilfrid Laurier banning Black people from entering Canada
Anti-Black Racism is Systemic/Institutional
ØPolice Carding
ØStopping, questioning documenting
ØUse of force
ØDuty to Report in Child Welfare
ØAbuse/neglect
ØCompliance Monitoring
ØOntario Works
ØOntario Disability Support Program
ØChild Care Fee Subsidy
Anti-Black Racism is Systemic/Institutional
ØTrespass/Zero Tolerance Policies
ØSchools
ØCommunity Centres
ØParks
ØCommunity Housing
ØAgent of the Landlord
ØEviction for anti-social behavior
ØEmployee Management
ØScrutiny
ØMonitoring
ØDiscipline
Addressing Anti-Black Racism and the Question of Reverse Racism/Segregation
Special programs and the Ontario Human Rights Code
14 (1) A right under Part I [re Discrimination in Services,
Accommodation, Contracts, Employment, Vocational
Associations] is not infringed by the implementation of a
special program designed to relieve hardship or economic
disadvantage or to assist disadvantaged persons or groups to
achieve or attempt to achieve equal opportunity or that is
likely to contribute to the elimination of the infringement of
rights under Part I. R.S.O. 1990, c. H.19, s. 14 (1).
The Road to Change
City of Toronto Took Action41 years of research, reports and activism
41 Community Conversations across Toronto January to March 2017
City of Toronto Took Action
Toronto Action Plan to Confront
Anti-Black Racism
Historic Moment: December 5, 2017
• 5-year plan (2018-2022)
• 22 recommendations across 80 actions
• 5 themes
The Action Plan
Operationalizing the Action PlanA Targeted Universalism
Whenever governments and service providers work to target the
removal of systemic barriers experienced by the most
disadvantaged communities, all residents benefit.
The Toronto Action Plan to Confront Anti-Black Racism follows this
approach of targeted universalism.
The actions, when taken as a whole and executed fully, will benefit
all Torontonians, especially other Toronto communities experiencing
racism and/or marginalization.
• Manager
• Policy Development
• Community Development
• Corporate Learning & Development
• Youth Internships
• Partnership & Accountability Circle
• Divisional Leadership Circle
A City of Toronto Confronting
Anti-Black Racism Unit (CABR)
• Drive systemic change within City of Toronto policies, practices, programs and services
• Influence the embedding of ABR analysis and competency into the institution
CABR Mandate
Vision:
The Unit acts as a model for change, not only for equity and inclusion of Black people but other groups who are
racialized and marginalized in Toronto
Mission:
To work with City divisions, agencies and commissions to drive systemic change in policy and practice across
Toronto
Vision and Mission
Operational Qs for Anti-Black Racism Analysis
CABR Unit’s Theory of Change
1. Staff Recruitment & Advancement: Recruit staff from
diverse Black communities
2. Race-Based Data: Collect and report on race-based data
3. Collaborative Service Planning: Collaborate with people
of African descent to improve systems
4. Community Investment: Invest in community resources
5. Youth Mentorship & Employment: Prioritize mentorship
for youth of African descent
CABR Unit’s Theory of Change
6. Public Education: Provide civics and public education
using an Anti-Black Racism Analysis
7. Policy Development: Develop policy using an Anti-Black
Racism Analysis
8. Intergovernmental Advocacy: Advocate for
recommendations to the Province City
9. Staff Learning: Train staff using an Anti-Black Racism
Analysis
Ubuntu Framework
• The Ubuntu framework is a conceptual model that helps us define how we go about activating and contributing to deep and holistic societal change within the limits of our remit and capacity
• Understanding our work through the (4) spheres of change will help the unit imagine more robust and multilayered impact driven work while remaining rooted in African practices and principles
Community/Society: We need to sustain and contribute to broader societal and communal change. Anti-Black racism is embedded in all parts of society. Anti-Black racism must be confronted in all of its societal incarnations. Whether it be racial profiling, disproportionate levels of mental health challenges, or a higher vulnerability to gentrification and displacement.
Institutional/Organizational: We need to transform and cultivate new cultures within organizations and institutions. Cultures that promote robust engagement with the root causes of systematic disadvantage and inequity built on and sustained by anti-Black racism. This level is about our shared psychologies, emotions, systems, policies and practices.
Personal/Individual: We need to activate, sustain, and promote change at the personal and individual. Confronting Anti-Black Racism depends on psychological, emotional, spiritual and intellectual level change in individuals.
Community/Society
Intrapersonal/Individual
Institutional/Organizational
Group/Interpersonal
Group/Interpersonal: We need to transform group dynamics on the small scale to form a foundation for broader institutional and communal change. We need to engage teams, working groups, committees in disruptive conversations that upset the dominance of white supremacy, hetero-patriarchy, and class in small to mid size group dynamics.
Monitoring & Performance TrackingAction 11.1: Outreach to, recruit and hire diverse Black people to increase the
number and retention of employees of African descent at the City of Toronto
Key Questions to be asked to lead Divisions:
1. What inputs, activities, and outputs are required for the complete
implementation of this action?
2. How much of each input will be required to meet the identified outputs?
Have they been secured?
3. How many activities will be undertaken? Are they underway?
4. What is the target output for these activities? Has it been achieved?
5. What are the short-term outcomes directly attributable to the activities and
output?
Monitoring & Performance Tracking
Actions in the Toronto Action Plan To Confront Anti-Black Racism
Theory
of change
Program Elements
Year 2 Work Plan Priorities
1. Building an inclusive and equitable economy
2. Community capacity building
3. Creating a culture of change within the City
4. Investing in Black children and youth
5. Improving customer service
CABR Evaluation, Monitoring and Reporting
Nov 12: Economic and Community Development Committee
Nov 26: City Council
Contents: CABR Staff Report;
PAC Report;
Year Two Outcomes
Year Three Work Plan Priorities
Key Wins to Date
1. Declared annual Toronto Black Mental Health Day
– 1st Monday in March effective 2020
2. Toronto officially recognized United Nations
International Decade for People of African
Descent
3. Collection of Race-Based Data on COVID now
province-wide
4. Black Resiliency Cluster as part of City’s
Community Development practices (Opportunity for
B3 funding stream)
Key Wins to Date
Key Wins to Date
Some Other Impacts/Results
Creating Culture Change at the City
• Black Staff Network building professional capacity for
Black staff
• Over 8k staff across City divisions, TTC and TPS
completed anti-Black racism learning program (75%
Corp Leadership)
• Collection of socio-demographic data through the Data
for Equity Strategy
• Better opportunities for Black residents to access City
services and submit complaints for action
• Invested over $10m through Community Funding Grants
Some Other Impacts/Results
Investing in Black Children and Youth
• Developed and currently implementing a community
engagement plan for over 150 Black LGBTQ2S
youth and 30 community service providers for more
responsive serve to Black queer and trans youth
and their family/support system
• Provided access to over 100 Black youth participate
and access employers in leading tech conferences
and workshops
Some Other Impacts/Results
Connecting Black Torontonians to Civic Decision
Making
• Created and currently implementing a Black
Economic Sustainability Plan in collaboration with
the Black business community, City divisions and
the Mayor’s Office - www.littlejamaica.com
• City Planning changes of social development
– e.g. Jane Finch Plan
• Black Leadership Governance Training in
partnership with Black community agency and
academics
Supporting Black communities during COVID-19
Black Resilience Cluster
• Almost 20 Black-focused organizations actively
engaged in key thematic areas identified as critical
to an African, Caribbean, and Black COVID-19
resilience response.
• $1.2m of emergency funds to B3 organization
• $60k micro grants to grassroots, non-trusteed
agencies – A capacity building initiative
• www.blacktothefutureto.com
Supporting Black communities during COVID-19Black Food Security
• Access to culturally appropriate food during COVID-19
• Partnership with Jamaican Canadian Association, African Food Basket,
Black Creek Community Farm, FoodShare Toronto and Delta Family
Resource Centre to make sure Black Torontonians are getting access to
culturally appropriate food.
• Partnership with Metro - $20,000 grocery gift cards for Black
families
• Black representation on all COVID-19 recovery and rebuild
initiatives
Supporting Black communities during COVID-19
TO Supports Investment in Black-led Community
Agencies
• Dedicated $1.29m to 22 Black-led organizations to support
services such as food security, mental health supports,
social connections, and family supports.
Year 3 Work Plan Priorities
1. Continuing to Create Culture Change at the City
2. Community capacity building
3. Community Safety, Wellbeing and Alternatives to Policing
4. Black Community Resilience
Major Challenges
• Lack of capacity to meet the demands
• Managing expectations for quick and easy wins
• Navigating the “What About Us?!” reactions
• Staying focused on the mandate
What Can You Do
• Become engaged with what’s happening at City Council level
• Partner with existing work to address ABR
• Support efforts for capacity building and advocacy
• Get on the mailing list for newsletter updates
