CAPE: The theme for Black History Month 2024 is Black Excellence: A Heritage to Celebrate; a Future to Build. What do you think about the theme and how does it resonate with you as a Black francophone immigrant woman?
The theme for Black History Month 2024, "Black Excellence: A Heritage to Celebrate; a Future to Build," resonates deeply with me as a Black francophone immigrant woman. It encapsulates the essence of our collective journey, acknowledging the rich heritage we inherit and celebrating the ongoing construction of a future marked by excellence.
As a Black woman navigating the complexities of being a francophone immigrant, this theme serves as a powerful reminder of the strength embedded in our heritage. It recognizes the resilience of those who paved the way, acknowledging their triumphs and tribulations. "Black Excellence" encapsulates the idea that our roots are not just a source of pride but also a foundation upon which we continue to build, innovate, and excel.
Being a francophone immigrant adds another layer to this narrative. It highlights the diversity within the Black experience, emphasizing the importance of linguistic and cultural intersections. The theme encourages a celebration of our unique stories, shaped by both our African heritage and the various cultural influences that define the francophone diaspora.
In embracing "Black Excellence," I find empowerment and a call to action. It propels me to contribute to the ongoing narrative, ensuring that the future I help build is one of inclusivity, progress, and unwavering excellence. This theme is an invitation to reflect on the past, celebrate the present, and actively engage in shaping a future that amplifies the brilliance of Black excellence for generations to come.
Last November, you ran for the position of president of the Canadian Association of Professional Employees (CAPE). Your candidacy was historic; you are the first Black woman to put her name forward for this job. While you were not successful, your candidacy generated significant attention. What motivated you to run for the position of CAPE president?
Running for the position of president at the Canadian Association of Professional Employees (CAPE) was fueled by a profound and authentic desire for better inclusivity, representation, and the pursuit of positive change within the organization. Motivated by the principles of compassion, diversity and equity, I recognized the transformative impact that a more inclusive and human centric approach leadership could bring to CAPE.
Being the first Black woman to stand for this role added a historic dimension to my candidacy. I saw it not just as a personal endeavor but as a broader commitment to breaking barriers and paving the way for greater diversity in leadership roles within professional organizations. Representation matters, and I believed that my candidacy could inspire others, especially individuals from underrepresented communities, to see themselves as potential leaders and contributors.
My motivation stemmed from a vision of CAPE as an organization that reflects the diversity of its membership, fostering an environment where everyone's voice is heard and valued. While the outcome may not have been as hoped, the attention generated emphasized the importance of discussions surrounding diversity, equity, and representation. Especially for our Black members who have been made invisible in this organization. I hope that my candidacy was a step towards a more inclusive future, encouraging dialogue and reflection on the need for diverse perspectives in leadership to ensure a stronger and more vibrant professional community.
What do you think the association does well and what are some of the changes you would have brought forward?
I eagerly anticipate witnessing the impactful initiatives and positive changes that the newly constituted National Executive Committee (NEC) will bring to our union. With fresh perspectives and renewed energy, I am excited about the potential for innovative strategies and effective advocacy that the new NEC can implement. I look forward to witnessing the union's dynamic evolution under the guidance of the newly appointed leaders, expecting their dedication and vision to pave the way for a stronger, more inclusive future.
If given the opportunity to bring forward changes, I would focus on enhancing diversity and inclusivity within the organization. While CAPE says that it is dedicated to representing the interests of its members, I know that there is significant room for improvement in ensuring that diverse voices are not only heard but actively included in decision-making processes. This could involve implementing initiatives to increase representation from underrepresented groups in leadership roles, fostering mentorship programs, and promoting awareness of cultural and gender diversity within the association.
Moreover, I would advocate for the integration of innovative technologies to streamline communication and engagement. Enhancing the digital presence of CAPE through user-friendly platforms and virtual resources would not only facilitate easier access to information but also ensure the association remains agile and responsive in an ever-evolving professional landscape. Embracing these changes would contribute to a more dynamic and inclusive CAPE, better equipped to address the evolving needs of its diverse membership from coast to coast to coast to coast.
What can you share about your experience with anti-Black racism and discrimination in the workplace and what message do you have for those who may be dealing with these unfortunate experiences?
As a Black professional, I have encountered instances of anti-Black racism and discrimination in the workplace, experiences that have been both disheartening and challenging. From subtle microaggressions to more overt acts, these encounters underscore the persistent need for heightened awareness and systemic change. Being subjected to unfair treatment based on race can take an emotional toll, affecting both professional performance and personal well-being.
To those facing similar challenges, I would like to say to you that I see you, I believe you and I hold space for you. Know that you are not alone and that you don’t have to suffer in silence. Unfortunately, we are many that have faced similar struggles. Seek allies within your workplace and beyond who can offer guidance, understanding, and advocacy. Secondly, consider documenting incidents and reporting them through appropriate channels. Advocating for yourself and others contributes to dismantling systemic biases.
Furthermore, education is a powerful tool. Encourage open conversations about racism and the different isms that exist in the workplace. Lastly, remember your worth and capabilities. You belong, and your unique perspective enriches the professional landscape and the world. As we collectively work towards eradicating workplace discrimination, standing firm and united against such injustices is key to building a more inclusive and equitable future for all.
What role do you see for federal public sector unions, such as CAPE, in addressing anti-Black racism and racial discrimination in the workplace, and how can unions engage Black federal employees and support Black employees’ ongoing work in this area?
Federal public sector unions, including CAPE, should play a crucial role in addressing anti-Black racism and racial discrimination in the workplace. Firstly, these unions should actively advocate for the implementation and enforcement of policies that promote diversity, equity, and inclusion. This involves collaborating with government agencies to ensure that anti-racism initiatives are integrated into workplace practices.
To engage Black federal employees, unions must prioritize representation and inclusivity. This includes actively involving Black individuals in leadership roles and decision-making processes, ensuring their voices contribute to the development of policies and practices. Unions can also organize forums or affinity groups specifically addressing the concerns of Black employees, fostering a sense of community and providing a platform for open dialogue.
Supporting ongoing work in this area involves providing resources for education and training on anti-racism, cultural sensitivity, (un)conscious bias, trauma informed conversations, etc. Unions can collaborate with employers to create sponsorship programs, career development opportunities, and avenues for reporting and addressing discrimination.
Ultimately, federal public sector unions can act as powerful advocates for systemic change, working collaboratively with both employers and employees to eradicate anti-Black racism in the workplace. By fostering an environment of inclusivity, representation, and continuous education, unions can contribute significantly to creating workplaces that are truly equitable for all.
