On December 6th, 1989, 14 young women from Polytechnique Montréal, were massacred in an act of violent misogyny. In 1991, Parliament established this day of mourning (December 6th) as the National Day of Remembrance and Action on Violence Against Women which is informally known as White Ribbon Day.
On this day, we remember and take a moment to honour those who lost their lives to gender-based violence:
Geneviève Bergeron
Hélène Colgan
Nathalie Croteau
Barbara Daigneault
Anne-Marie Edward
Maud Haviernick
Maryse Laganière
Maryse LeClair
Anne-Marie Lemay
Sonia Pelletier
Michèle Richard
Annie St. Arneault
Annie Turcotte
Barbara Klucznik-Widajewicz
Gender-based violence remains prominent world-wide. The latest report from the UN Office on Drugs and Crime and the UN Women shows that femicide is rising around the world. This type of violence disproportionately impacts those with multiple intersection grounds of oppression. For example, Indigenous women are six times more likely to be killed than non-Indigenous women.
Much more needs to be done to prevent violence against women, to stop its escalation and provide adequate services to survivors and punish perpetrators.
Actions you can take:
Wear a white ribbon
Observe a moment of silence at 11:00 AM
Attend a vigil in our community
Share a National Day of Remembrance Post
16 Days of Activism Against Gender-based Violence (From November 25th to December 10th) and use the #16Days
End Impunity by holding perpetrators accountable and establishing zero tolerance of violence against women and girls
Adopt, implement and fund National Action Plans to end violence against women and girls
Invest in prevention and women’s rights organizations to ensure rights and access to essential services for survivors
Attend an event in your community to show your support to victims and survivors
Consider donating to a local shelter
This is a day to reflect on violence against women in our society. It is a day on which communities and individuals can come together, speak out, and take action to eliminate all forms of violence against women and girls. We must remain committed to a future without violence against women.
Mireille Jaillet UNE National Equity Representative for Women
A woman is killed every ten minutes, Shame! This is a reality of this world, who is to blame? Violence against women and girls is on the rise worldwide So many are left unheard, forced into silence, forced to hide.
November 25 – A day chosen to observe and remember Three Mirabal sisters slain by their leader. Like for so many, there were no protections. No protections for girls forced into genital mutilations.
Or even for those who suffer from abusive intimate partners. As if she has no worth, as if nothing she does ever matters. Sexual harassment & violence is a problem everywhere. As is Human Trafficking, it’s a damn nightmare.
What can we say about all this abuse. There is simply no acceptable Excuse What can we do to fight this violence against women and girls? We can increase their access to education around the world.
We can donate funds, provide these women with access to money Allowing them to move forth with their freeing journey. Including them in decision-making, offering them a seat at the table Engaging allies to support them and remove obstacles
We need to speak out, reach out, get involved and do what we must And together we can empower a world to be far more just.
Mireille Jaillet is the UNE National Equity Representative for Women.
Transgender Day of Remembrance is on November 20, 2024. It is an annual tradition that began in 1999 by transgender advocate Gwendolyn Ann Smith. It is a vigil to honour the memory of transgender people lost to anti-transgender violence, started after the murder of Rita Hester, a black, transgender woman murdered in 1998.
“Transgender Day of Remembrance seeks to highlight the losses we face due to anti-transgender bigotry and violence. I am no stranger to the need to fight for our rights, and the right to simply exist is first and foremost. With so many seeking to erase transgender people — sometimes in the most brutal ways possible — it is vitally important that those we lose are remembered, and that we continue to fight for justice.”
– Transgender Day of Remembrance founder Gwendolyn Ann Smith
With rising anti-trans hate and increasing anti-trans legislation being introduced, it’s important to show up for our 2SLBTQ+ family, friends, fellow workers and community members.
Please take the time to find and attend a Transgender Day of Remembrance in your community on November 20. Your solidarity and support is needed.
You Can Also Honour Transgender Day of Remembrance (TDOR) by:
Showing Up to Events: Go to local TDOR gatherings, candlelight vigils, and memorials. It’s a way to stand with the transgender community, remember those we’ve lost, and show up in solidarity. Go to your local Pride events year round!
Sharing Trans Stories: Whether it’s a personal story or one that moved you, share experiences that shed light on the struggles transgender folks face and why acceptance really matters.
Support Transgender Organizations: If you’re able, contribute to groups providing vital services like healthcare, mental health support, and advocacy for trans rights. Every bit helps.
Speak Up for Change: Advocate for policies that protect transgender people from discrimination and promote safety and inclusion.
Lift Up Trans Voices: Use your social media or any platform to amplify the voices of transgender advocates and activists. Sharing their work and insights can really make an impact.
Learn and Educate: Keep learning about transgender issues, terms, and how we can respect and support people’s gender identities—and encourage others to do the same.
Danielle Palmer is the UNE’s National Equity Representative for 2SLGBTQ+ People
By Sam Padayachee Social Activist & Proud UNE Member
Featurism is a form of discrimination that operates subtly but very powerfully in society. It refers to the practice of judging people based on how closely their physical features align with European or Eurocentric beauty standards. While the concept may be unfamiliar to some, its effects are deeply felt by those from racialized communities, shaping how they are perceived, treated, and evaluated in various aspects of life.
To fully grasp featurism, it’s important to understand that it is not just about race, but about specific physical characteristics within various racial groups that are either appreciated or diminished. These traits include skin tone, hair texture, eye shape, nose size, and lip fullness, among others. Featurism occurs when features that are typically associated with European ancestry such as lighter skin, straighter hair, smaller noses, and thinner lips are considered more attractive or more acceptable than features that vary from these standards.
Eurocentric beauty standards have been shaped by centuries of colonialism and cultural domination, where European traits have been idealized as the standard of attractiveness and desirability. These standards have been reinforced through media, advertising, and entertainment, thus making them seem “normal.” For many people who are not racialized, these beauty norms or standards may go unnoticed because they reflect their own appearance or the images they are used to seeing.
However, for racialized individuals, particularly those of African, Asian, Indigenous, or Latin descent, these standards can be harmful and makes one feel isolated, especially if one lives in a Eurocentric country. Featurism also plays into a broader system of racial discrimination, where people with features that are farther from the Eurocentric ideal may experience bias, exclusion, or negative judgment.
Racialized individuals, especially women, are often pressured to alter their appearance to fit Eurocentric standards. This may mean straightening naturally curly hair, lightening their skin, or undergoing cosmetic procedures to alter facial features. These pressures are not just about aesthetics, they are tied to how society assigns value and opportunity. For instance, individuals with “acceptable” features may be seen as more beautiful, intelligent, or successful, while those with non-Eurocentric features may be viewed as less attractive, less capable, or even “unprofessional.”
Featurism often influences how people are treated in professional settings. A person with straighter hair or lighter skin might be perceived as more “presentable” or “trustworthy,” while someone with coarser hair or darker skin might be considered “too ethnic.” This, very often, can lead to inequalities in hiring, promotions, and workplace dynamics, where people with Eurocentric features are favored, either consciously or thoughtlessly.
Media and entertainment are powerful in shaping our perceptions of beauty. When racialized people are represented, those with more Eurocentric features tend to be cast in more desirable roles, reinforcing a narrow vision of attractiveness. In contrast, individuals with non-Eurocentric features are often sidelined or cast in stereotypical roles, further marginalizing their representation and reinforcing harmful standards.
Growing up in a world that privileges Eurocentric features can severely impact the self-esteem of racialized individuals. For children and adolescents of color, being constantly exposed to images and messages that suggest that their natural features are “less than”, would lead to feelings of inadequacy, self-doubt, and even self-hatred. Over time, this affects their mental health and one’s sense of belonging.
Non-racialized people need to recognize that featurism begins with understanding that beauty standards are socially constructed. What has been normalized as “beautiful” is deeply tied to power dynamics, where certain traits are valued over others for reasons that have more to do with historical dominance than any measure of beauty.
To challenge featurism, we must recognize that beauty comes in all forms. Celebrate diversity in appearance and reject narrow beauty standards that elevate Eurocentric features. We all have unconscious biases, and these can affect how we perceive others. Reflect on how you may be favoring certain features over others and work to challenge those biases. This could involve small changes in how you interact with people at work, in social settings, or even how you compliment or comment on people’s appearance. Pay attention to the lived experiences of racialized people who speak out about featurism. Listen without defensiveness and use your awareness to help challenge discriminatory practices, whether it’s in your workplace, community, or personal relationships.
Featurism may not be as widely discussed as racism, but it is an equally damaging form of discrimination. By understanding it and its impact on racialized people, we can begin to dismantle the harmful beauty standards that perpetuate inequality. For non-racialized individuals, this means actively questioning societal norms and supporting efforts to create a world where all features are valued, not just those that align with a Eurocentric ideal.
In a truly inclusive society, beauty should not be defined by a narrow set of standards but by the rich diversity that exists in human appearance. By embracing this diversity, we can create a more equitable and compassionate world for everyone.
As a proud member of the Union of National Employees (UNE), Public Service Alliance of Canada (PSAC), I want to emphasize the significance of Mental Illness Awareness Week, which takes place from October 6-12, 2024. This year’s theme, “Access For All: Time For Action, Time For Change,” calls for urgent, equitable mental health care and challenges everyone—employers, policymakers, and communities—to take action now.
Mental Illness Awareness Week is a crucial time to reflect on the struggles millions of people face in accessing care. Public sector employees, particularly Indigenous peoples, disproportionately experience mental health challenges due to historical trauma, systemic inequities, high-pressure work environments, tight deadlines, and the ongoing transition to post-COVID workplaces. When compounded with inflation and global crises, the toll on workers becomes even more significant.
The Union has taken proactive steps by advocating for flexible work environments, enhanced mental health resources, and protections against burnout and harassment. Despite increased awareness, barriers to mental health care remain—long wait times, geographical limitations, and financial constraints continue to hinder access, especially for marginalized communities.
However, talk alone isn’t enough. We need actionable solutions. Access to care is not a privilege—it’s a right. Many workers still hesitate to seek help due to fears of career repercussions. As a Union, we are committed to reshaping this narrative, ensuring that mental health discussions are normalized in the workplace. Open conversations help create more supportive and inclusive environments for everyone. Employers must be equipped with the resources and training to support employees facing mental health challenges. This collective effort is essential to ensuring that no one is left behind in accessing care, regardless of socioeconomic status, race, or location.
Continued activism plays a vital role in fostering a workplace culture that prioritizes mental health. This week emphasizes that mental health care is not solely about individual self-care—it’s about building an environment where employees feel safe sharing their mental health struggles without fear of judgment.
There is a deep well of resilience rooted in Indigenous traditions, cultural practices, and community bonds. When addressing mental health in the context of Indigenous relationships, it is crucial to acknowledge the unique challenges faced by Indigenous communities. This includes addressing systemic barriers and promoting access to care that respects Indigenous autonomy, identity, and self-determination. Strengthening relationships with Indigenous peoples requires not only improving mental health access but also fostering trust and collaboration in healing and wellness initiatives.
A fitting quote from Indian monk Swami Vivekananda, which aligns with mental health awareness, is: “Talk to yourself at least once in a day, otherwise you may miss meeting an excellent person in this world.”
Swami Vivekananda’s philosophy offers a holistic approach to mental health, blending spirituality, self-awareness, and positivity as the foundation for mental resilience and peace. His message remains relevant today, highlighting the importance of mental and spiritual harmony in the pursuit of a fulfilled life.
I am optimistic that by raising awareness during Mental Illness Awareness Week, we can foster a workplace environment where mental health discussions are normalized, stigma is reduced, and employees feel safe seeking help. The focus on action and inclusion will drive long-term changes in workplace mental health culture, ensuring that mental health care becomes a universal right, accessible to all workers, regardless of race, socioeconomic status, or geographic location. Strengthening relationships with Indigenous communities, in particular, will help address systemic barriers and promote collaboration in healing and wellness initiatives.
Prabir Roy UNE National Equity Representative for Persons with Disabilities
In recognition of the National Day for Truth and Reconciliation, PSAC is proud to introduce a new online course – Walking In Our Truth Together. This foundational truth-seeking online education program has been created for members to help support the pursuit of justice and reconciliation.
As a union committed to reconciliation, we aim to foster inclusive workplaces that reflect the unique lived experiences of Indigenous peoples. This course was inspired in part by several Calls to Action from the Truth and Reconciliation Commission, which urge governments and organizations to provide education on the history of Indigenous peoples. These include the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Indigenous rights, Indigenous law, and Indigenous–Crown relations. These crucial topics are all covered in the 10 modules planned for the course.
We invite you to sign up for the course and begin your learning journey today. The first module is available now, with additional modules to follow monthly. Each module can be completed at your own pace.
This virtual course is more than just an educational tool; it is a vital step towards understanding and addressing the injustices that have impacted – and continue to affect – Indigenous communities across Canada.
Every step we take together brings us closer to a more just and inclusive society. We all have a responsibility and a role to play on the path to reconciliation, whether it’s through education, training, advocacy, or simply listening with an open heart.
Let us move forward with open minds, reaffirm our commitment to reconciliation, and carry these lessons into our workplaces and daily lives.
On September 30, we will be observing Orange Shirt Day and the National Day for Truth and Reconciliation. This is a new federal statutory holiday. This is the day everyone wears orange to remember the First Nations children who were sent to residential schools and never returned, and to honour the Survivors, their families, and their communities.
The Truth and Reconciliation Commission of Canada (TRC) was created between Residential Schools Survivors, the Assembly of First Nations, Inuit representatives and the parties responsible for the creation and operation of the schools: the federal government and the church bodies. The TRC was also advised by a ten-member Indian Residential Schools Survivor Committee, made up of residential school Survivors from across Canada.
When the TRC released its final report in 2015, it came with ninety-four calls to action demanding action by governments across Canada on a wide range of reconciliation initiatives.
The TRC hosted national events in different regions across Canada to promote awareness and public education about the residential school system and its impacts. They also supported community events designed by individual communities to meet their unique needs.
Of the ninety-four recommendations made by the Truth and Reconciliation Commission of Canada Calls to Action, only a few have been implemented. The TRC call to action is making progress — but not quickly enough for many Survivors, their families, and Indigenous communities. One of the calls to action has to do with Child welfare. Native children are on average the most apprehended by Child Welfare systems. You could say the cultural genocide is still occurring. 53.8% of children in foster care under fourteen are Indigenous.
The Survivors’ Secretariat was established in 2021 to organize and support efforts to uncover, document and share the truth about what happened at the Mohawk Institute during its 140 years of operation. After the closing of the Mohawk Institute its name was changed to the Woodland Cultural Centre.
The Centre serves to preserve, promote and strengthen Indigenous language, culture, art, and history of the Rotinahshonni people through innovative exhibitions and programs.
The TRC provides a platform for survivors to tell their stories and the TRCs acknowledge their suffering and loss. The TRC has led to major changes in how Canadians understand history, especially regarding Indigenous treatment. However, the term “reconciliation” remains controversial among Indigenous communities due to the lack of accompanying action.
Lenora Maracle UNE National Equity Representative for Indigenous Members
In the modern workplace, the line between diligent supervision and micromanagement is often blurred, leading to significant impacts on employee mental health. Even more concerning is the emerging discussion on whether these practices might constitute a breach of human rights within the work environment.
The excessive control over the employees’ duties can have profound psychological effects. Employees under constant surveillance and criticism may experience heightened levels of stress and anxiety, feeling as though they are perpetually walking on eggshells. This relentless pressure not only dampens morale but can also lead to more serious mental health issues such as depression, burnout, and decreased self-esteem. The psychological safety of the workplace is compromised when employees no longer feel they are trusted to perform tasks without overbearing management oversight.
Research highlights the importance of autonomy in the workplace for employee mental well-being. Autonomy is linked to higher job satisfaction, increased motivation, and better overall mental health. On the other hand, the lack of autonomy, a characteristic of micromanaged work environments, strips employees of the opportunity to engage meaningfully with their work, potentially leading to hostility and a sense of irrelevance.
The discussion of micromanagement as a human rights issue revolves around the principle of dignity in the workplace. Human rights principles, while broad, enshrine the right to fair and respectful treatment within all aspects of life, including employment. Persistent micromanagement violates this principle by undermining an individual’s dignity, suggesting that they are not competent to manage their responsibilities. This may be seen as a form of psychological harassment or bullying.
The International Labour Organization (ILO) is devoted to promoting social justice and internationally recognized human and labour rights. They have set forth guidelines suggesting that a work environment should not only be free from physical hazards but also psychological ones. Therefore, practices that harm an employee’s mental well-being could be in violation of broader human rights norms.
Recognizing the negative impacts of micromanagement and its potential human rights implications calls for a significant shift in management practices. Employers must foster environments where autonomy is encouraged, and employees feel valued and trusted. Training for managers should emphasize the importance of leadership styles that support autonomy and recognize the detrimental effects of micromanagement.
Moreover, discussion around workplace practices and mental health must include considerations of dignity and human rights, ensuring that employment laws evolve to protect these aspects rigorously.
The conversation about micromanagement, its effects on mental health, and the potential for it to be recognized as a human rights issue is evolving. As awareness grows, it is imperative for employers to re-evaluate workplace practices, ensuring they uphold the principles of dignity, respect, and autonomy in the workplace. Only through bold action can we hope to create workplace environments that not only mitigate the risks associated with micromanagement but also promote a culture of health, well-being, and human dignity.
If you believe that you are a victim of Micromanagement, speak to your Union Representative.
Women and girls represent half of the world’s population and yet, in the labour market, still earn 23% less than men globally. Women and girls earn less, and society expects them to spend up to three times as many hours doing unpaid domestic and care work than men.
That is only one of many barriers faced by women. They face sexual violence and exploitation, discrimination in public office and domestic abuse. Worldwide, nearly half of married women lack the decision-making power over their sexual and reproductive health rights. Gender equality is a fundamental human right. Advancing gender equality is critical in the foundation of a peaceful, prosperous, and sustainable world. Unfortunately, we are not on track to achieve equality between genders by 2030.
To keep progress on a forward path, girls need to stay in school and learn how to fight for their rights: their right for equal pay, right over sexual and reproductive health services, right to chose when and who to marry, right to choose the career they wish to pursue. In doing so, they will gain the confidence needed and will want to get involved in shaping economic and political decision that affect not only their lives but their communities.
As a woman, we need to address unconscious biases and implicit associations that form unintended and often invisible barriers to equal opportunities. As for men and boys, they need to be our allies in the journey to achieve gender equality. We need to see more organizations like HeforShe that not only support the movement but also educate and provide opportunities and spaces for important conversations.
Structural and discriminatory social norms such as sexual harassment, rape culture, survivors’ rights, equal pay, beauty standards and reproductive freedoms have forced a fourth wave of activists to speak on these subjects. Campaigns such as UniTE to End Violence Against Women, Women’s March, HeforShe, MeToo and 16 Days of Activism Against Gender-Based Violence have had a huge impact on the advancement of Gender Equality thanks to these courageous and steadfast activists.
You are invited to participate in an online survey lasting 15-20 minutes, which focuses on workplace racial discrimination and health. If you meet the following criteria, this survey is for you:
To participate, you must be :
• Aged between 25 and 65 years
• Speak French or English
• Currently employed or unemployed for one year or less
• Canadian or living in Canada.
Please note that self-employed are not eligible.
This study has received approval from the University of Ottawa Research Ethics Board.
