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For the past year, Asian communities across Canada and the U.S. have been sounding the alarm on the increase in violence across their communities. Organizations have a critical role to play to support their team members. They must act quickly and keep a pulse on the evolving needs of their team members and the Asian community to allow people to heal, and work to prevent violence from being perpetrated in the future.

As always, we must continue to be intersectional in our efforts to combat such forms of inequity and violence. As we witnessed with the murders of Xiaojie “Emily” Tan, Daoyou Feng, Delaina Ashley Yaun Gonzalez, Paul Andre Michels, Soon Chung Park, Hyun Jung Kim Grant, Suncha Kim, and Yong Ae Yue, “race” issues are also deeply connected to gender inequity, misogyny, whorephobia, socioeconomic status, and more. 

This means that when engaging with team members, we must reflect on the vast diversity of experiences included in the term “Asian.” Treating the Asian community, their experiences, and their needs as a monolith is hurtful and ignores the vast majority of issues people face. We encourage people to be specific when participating in these dialogues because the language we use matters. 

We suggest that organizations learn about the history of anti-Asian discrimination in the workplace to help dismantle it. Policies and attitudes from the U.S. and Canada’s imperial past (and present) affect labour and immigration laws today and influence how Asian people are viewed by governments, organizations, and people. Understanding how these systems work and their impact is critical to identifying inequity and solving problems. 

We must consider these histories in our present-day activism and design solutions in collaboration with Asian people and Asian-led organizations. 

-Feminuity Team

The Model Minority Myth in the Workplace 💼

The model minority myth plays a large role in excusing and causing much of the racism that Asian people face, especially in the workplace. Many DEI efforts ignore Asian people, assuming that they don’t need support. This sentiment is incorrect, and it ignores the diversity within Asian people and the intersections of racism with other identities like gender, sexuality, class and more. We must be intentional about including Asian people in our DEI work and make intentional efforts to tackle the present violence and discrimination resulting from the current political situation and the pandemic. 

The Asian Glass Ceiling: Studying the Model Minority Myth

Sex Work and Workers Rights 💬

Asian women are overrepresented in sex work and made particularly vulnerable to violence and discrimination. Not only is sex work criminalized in Canada, but people are unable to report instances of harassment and violence for fear of being arrested and/or deported. Our efforts to protect and support our team members should extend to all labourers and workers, especially those in sex work. This means working to remove the stigma associated with sex work and legitimizing it so that people are legally protected. Everyone should be entitled to safety, security, employee benefits, access to health care, and protection from discrimination and violence.

Massage Parlour Workers in Canada and Their Rights

Virtual Learning 🎟️

Resources 📚

Logos of Q4 and Powers Brown Architecture

What we’ve been up to 🗞️
We’re excited to start working with Q4 and Powers Brown Architecture.

Digital Land Acknowledgement

Feminuity was founded on land that is the traditional territory of the Mississaugas of the Credit, the Anishnabeg, the Chippewa, the Haudenosaunee, and the Wendat peoples and is home to many First Nations, Inuit, and Metis peoples.  

As a remote team, we encourage our team members, clients, and partners to reflect on colonialism’s enduring legacy and engage in reconciliation meaningfully. We encourage everyone to action the Indigenous learnings of this web page and this Indigenous Ally Toolkit by Dakota Swiftwolfe.

Creator Feature 🎨 

Alethea Arnaquq-Baril (she, her) is an Inuk producer and director hailing from Iqaluit. She owns her own production company, Unikkaat Studios Inc., through which she makes films about Inuit life and culture in the Inuktitut language. She works as a director, producer and animator and uses film to research, explore and document Inuit cultural practices and to bring attention to Inuit issues. Some of her most notable films are Angry Inuk, (2016), Lumaajuuq (2010) and The Embargo Project (2015). Check them out!

Connect with Alethea
P.S. If you’re having difficulty centring diversity, equity, and inclusion
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