Colonization, Inclusion and Racism
The intention of this page is to enhance our comprehension of the meanings associated with these subjects.
Contents
- Colonization
- Babakiueria 1986 (video)
- Inclusion
- Racism
- Allegories on race and racism (video)
- Understanding Melanin: Why it matters for access, community and belonging
- Microaggressions: What are they and why do they matter?
- Microaggressions: What should you do if you are the perpetrator of a microaggression?
- What systemic racism in Canada looks like (video)
Colonization
Babakiueria 1986
Inclusion
Don't call people out — call them in
Universal Design
Universal design is a concept whereby processes, products and spaces are designed to work for as many people as possible, without the need for specialized design or adaptation, regardless of their size, age, ability or disability. Instead of needing special requirements or re-designs, universally designed solutions are built to be inclusive from the start. Everyone benefits if everyday things are easier, more accessible, and more comfortable to use! Examples of universal design include captions on videos, ramps, automatic doors, curb-free entries and tables/desks with adjustable heights.
Universal design also applies to learning environments and curriculum design. It helps all learners to succeed by giving them the tools and flexibility to manage their own behaviour, emotions and cognitive processes while they interact with their learning environment. The ultimate goal is to develop learning environments that are accessible, inclusive and challenging for all. This requires continuous examination of the educator-student relationship to create space for learners to process content individually and collectively through interaction and reflection. It is important to recognize the many dimensions of culture and identity, and to identify where bias may be a barrier to a learner’s ability to fully exercise their agency.
Examples of how to integrate universal design into learning and curriculum development include providing information in a variety of formats (e.g., audio, visual, text, etc.), offering different methods of assessment (e.g., presentation, essay, infographic, etc.) and using inclusive language and imagery that is respectful and representative of diverse backgrounds.
For more information on Universal Design for Learning, please see:
Use Gender-Neutral Language
Language matters in fostering an inclusive environment. It is a way to communicate belonging. Subtle words or phrases indicate who belongs and who doesn't. The use of gender-neutral language, both verbal and written, can help build a psychologically safe culture. Gender-neutral language prevents discrimination against a particular sex, gender identity, or social gender, and it does not perpetuate gender stereotypes.
There are some easy ways to incorporate gender-neutral language into one's work and social life. The pronouns "they/them" can be used to describe someone's gender identity when their gender identity has not been made clear. Although someone may look like a "man" or a "woman", it doesn't mean they want to identify that way. Using the pronouns "they/them" in policies can be an effective way to ensure documents are inclusive. Rather than saying "hey guys" when referring to a group of people, consider using alternative wording such as "friends", "folks", or "everyone". Although this may seem like a small change, everyone will feel included when being addressed this way.
Other options for addressing a group with gender-inclusive language include "guests", "participants", "faculty members", "students", "distinguished guests", etc. For more guidance on using gender-neutral language, the United Nations has in six languages.
The Government of Canada also has on the use of gender-neutral language.
Racism
Allegories on race and racism
Understanding Melanin: Why it matters for access, community and belonging
Melanin is a natural pigment found in all humans. Everyone has melanocytes, the cells that produce melanin, including individuals with albinism. There are three types of melanin:
- Pheomelanin, which gives red and pink tones to skin and hair;
- Neuromelanin, found in the brain; and
- Eumelanin, the most common type, responsible for the wide range of human skin, hair, and eye colours.
Eumelanin plays a powerful protective role. It absorbs and diffuses up to 99% of harmful ultraviolet (UV) rays and neutralizes free radicals in the skin. People with darker skin naturally produce more eumelanin, which gives them a built-in sun protection factor (SPF) of 10–15. This has been an evolutionary advantage for populations living near the equator, where sun exposure is intense. Our baseline skin tone, typically visible on the inner arm, is genetically determined, while sun exposure activates melanocytes, further deepening skin colour.
As humans migrated from Africa to regions with less sunlight, our bodies adapted to new environments. In areas with lower UV exposure, people needed to produce more vitamin D from less sunlight. A mutation in the SLC24A5 gene, known as the ‘A’ allele, led to lighter skin tones that could synthesize vitamin D more efficiently in these climates. The original ‘G’ allele, linked to darker skin, provided protection in sun-intense environments. Over time, natural selection led to the global spectrum of skin tones we see today. Importantly, human skin was originally brown. Lighter skin tones are simply variations that arose due to environmental adaptation and a small genetic change.
Why this knowledge supports Access, Community, and Belonging
Understanding the science behind melanin and skin colour helps build a more informed and compassionate society. It shows that all humans share common ancestry and that differences in skin tone are natural adaptations, not markers of value or ability.
By embracing this truth, we can foster access to accurate knowledge, create stronger community bonds across differences, and nurture a sense of belonging for all people. When we recognize that race is a social concept, and not a biological one, we take a meaningful step toward a more connected and respectful world.
Microaggressions: What are they and why do they matter?
Microaggressions are subtle, often unintentional comments, behaviours or actions that convey discriminatory or negative attitudes against historically marginalized groups (e.g., women, people living with disabilities, racialized individuals, trans/queer people). Although microaggressions typically stem from unconscious or subconscious thought, they are designed to take power away from the target group or to maintain the power of the person who is represented in the dominant culture.
The prefix "micro" implies that microaggressions are small and insignificant. It minimizes the significant harm that microaggressions cause. In addition, microaggressions reinforce social inequalities and perpetuate stereotypes and biases. Over time, microaggressions affect the mental health and well being of individuals from marginalized groups.
The short video below describes how microaggressions are like mosquito bites. Mosquito bites are small, but if you start to experience them often, they can become annoying, painful and distressing.
Microaggressions: What should you do if you are the perpetrator of a microaggression?
The above ACB sound bite defined the term "microaggression" and discussed why they are harmful to those on the receiving end. The video shared gave examples of common microaggressions that many marginalized individuals experience. Microaggressions are common in our workplace. Patients mistake women physicians as nurses, racialized individuals are assumed to be part of the housekeeping staff, and people with accents are asked where they are from. The list goes on and on and on... Although we may not realize it, we have all been perpetrators of microaggressions at one point or another, often when saying something that we deem to be well-intentioned. Below are some helpful recommendations on how to repair the situation when you realize that you are the perpetrator of a microaggression.
- Acknowledge and Apologize. If you realize you've committed a microaggression in the moment, acknowledge it immediately and offer a sincere apology that focuses on your action and impact, not on the other person's reaction.
- Self-reflect. Reflect on how underlying biases or stereotypes may have influenced your thought process or behaviour. Educate yourself and commit to learning more about microaggressions, why they are harmful, and how to avoid them.
- Listen, Learn and Unlearn. If the affected individual is willing to discuss how your words or action affected them, listen with respect. Avoid being defensive. Use the opportunity to understand the impact of your words or actions so you can do better in the future. Explore the opportunity to unlearn ideas and beliefs that may have been deeply ingrained over a lifetime.
- Take responsibility. Take ownership of your words or actions and avoid making excuses. Don't expect the victim of the microaggression to educate you or alleviate your guilt.
- Commit to change. Make a personal commitment to change your behaviour, seek educational resources to help you understand and combat unconscious biases, and identify actionable steps to reduce biases and change your behaviour.
- Repair the relationship. Consider following up with the person to demonstrate your commitment to change. Rebuilding trust may take time, but with consistent effort and commitment, the relationship may be repaired.