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I write this message to you all as the Champion of our MARLANT Defence Visible Minority Advisory Group (DVMAG). That being said, I fully acknowledge that I am not a member of a visible minority community, and therefore cannot speak about issues of race, discrimination and other such realities from lived experience. I rely heavily on the advice and expertise from our incredible DVMAG co-chairs, Rene Gannon and LCdr Paul Smith, as well as stories from you\u2013our members\u2013to help inform me in this role. The following statement was written with oversight from Rene and Paul; I thank them for their continued guidance and insight.<\/p>\n
Each year on March 21, the <\/span>Journ\u00e9e internationale pour l\u2019\u00e9limination de la discrimination raciale<\/span><\/a> (IDERD) is observed across the globe. Today, as we approach this important commemorative day, I hope we can come together (while apart) to reflect on the important work that still needs to be done to eliminate racial discrimination within our organization and promote a culture free from hate, inequity and other barriers to inclusion. This year, the national <\/span>Defence Visible Minority Advisory Group (DVMAG) team is commemorating IDERD with a thematic focus on inclusivity and culture change across the Defence community. This organizational change we aspire to won\u2019t be an easy shift, as racism and other discriminatory behaviours are often fuelled by biases (both conscious and unconscious), societal pressures and long-standing institutional dynamics that see the majority of decision-making power held by one particular group. Further, these forms of discrimination generally don\u2019t exist on their own, but are part of a wide range of intersectional discriminatory practices based on sex, gender identity, sexual orientation, class, ability, etc. To affect change at every level of our organization and put an end to discriminatory practices, we are going to need a holistic understanding of these issues and engagement from every sector of our workforce.\u00a0<\/span><\/p>\n Last year<\/span>, in response to the Black Lives Matter events that sparked a global movement of anti-racist action and solidarity\u2013and in alignment with <\/span>CAF\/DND<\/span><\/a> et <\/span>SOUMIS<\/span><\/a> statements regarding systemic racism in the workforce\u2013CFB Halifax began a critical self-reflection by <\/span>acknowledging that racism exists within its ranks<\/span><\/a> and by exploring informed ways of combatting systemic racism. My predecessor consulted extensively with our local DVMAG team, which is something I am honoured to continue doing. Locally, we have actioned a variety of initiatives, such as holding multi-stakeholder roundtable discussions; expanding our Employment Equity team and communications; and organizing large-scale hateful conduct training for our CAF members. Nationally, new policies addressing hateful conduct\u2013such as <\/span>new workplace harassment and violence prevention training<\/span><\/a>; <\/span>a mandatory \u201cIntroduction to Indigenous Cultures\u201d course for all CAF members (via the Defence Learning Network); the establishment of the CAF\/DND Anti-Racism Secretariat; and the launch of the <\/span>MND External Advisory Panel<\/span><\/a> on Anti-Racism and Discrimination (with a focus on anti-Indigenous and anti-Black racism, LGBTQ2+ prejudice, gender bias and white supremacy)\u2013have been created to fight systemic discrimination within our institution. Although these efforts are significant, they are merely a first step on the long road ahead toward meaningful, sustained culture change.\u00a0<\/span><\/p>\n While senior leadership (myself included) do have some influence in this process, we know that our ideas alone are not\u2013and cannot be\u2013the answer. The fact that racial discrimination is an institutionalized problem means we all have a role to play in bringing about real change. This change needs to happen at every level, which means we are committed to working with members at all ranks and classifications to find concrete solutions to building an inclusive, diverse and equitable workforce.<\/span> Together, we need to listen to and elevate the voices of minority group Defence Team members,<\/span> learning from their histories, lived experiences and evolving stories<\/span>. We also need to educate ourselves (and others) to become better allies and citizens while empowering our local Defence community to take action in the hopes of cultivating a more equitable work culture. In saying all this, I acknowledge that we must not lean too heavily on our visible minority members or rely on them to be the problem-solvers for complex issues that were not created by them. We <\/span>all<\/span> must do the work; one team, one fight.\u00a0\u00a0<\/span><\/p>\n This March 21, please take a moment to reflect on how we can all help eliminate racial discrimination and lift each other up in the process. Know that you can always reach out to the DVMAG team (<\/span>Halifax.DVMAG@forces.gc.ca<\/span><\/a>) as they are a key player in this conversation. <\/span>This Defence Advisory Group provides advice and insight to DND\/CAF leadership on issues relevant to visible minority Defence Team members, and to the effective implementation of employment equity. This group of dedicated volunteers also organizes outreach initiatives; shares educational tools; assists in policy development; promotes maximum participation in self-identification; and recommends concrete solutions to systemic employment barriers. If you are interested in contributing to our efforts to eliminate racial discrimination, joining the DVMAG is a great place to start, and we are always looking for new members, regardless of whether or not you identify as a visible minority.<\/span><\/p>\n Moving forward, I encourage all of us at CFB Halifax to stand up against discrimination and racism, report hateful conduct when you see it and promote our values of respect for diversity, inclusion and justice whenever possible. <\/span>We all have an obligation to ensure the safety and well-being of our fellow Defence Team members.\u00a0And with the ongoing challenges tied to the COVID-19 pandemic, it is more important than ever that we avoid spreading hate, stigma and biases, and instead focus on our ability to support and respect one another each and every day.\u00a0<\/span><\/p>\n I look forward to continuing to work with DVMAG, other key stakeholders and the entire Defence community to tackle this complex issue and bring about meaningful change\u2013something I hope we can accomplish as a team.\u00a0<\/span><\/p>\n Merci.<\/p>\n Capt(N) Sean Williams Bonjour \u00e0 l\u2019\u00e9quipe de la BFC Halifax,<\/p>\n Je vous \u00e9cris ce message en tant que champion du Groupe consultatif des minorit\u00e9s visibles de la D\u00e9fense (GCMVD) des FMAR(A). Je reconnais toutefois que je ne suis pas issu d\u2019une minorit\u00e9 visible et que je ne peux donc pas parler de questions li\u00e9es \u00e0 la race, \u00e0 la discrimination et \u00e0 d\u2019autres r\u00e9alit\u00e9s du genre \u00e0 partir d\u2019une exp\u00e9rience v\u00e9cue. Je compte beaucoup sur les conseils et l\u2019expertise des incroyables copr\u00e9sidents du GCMVD, Ren\u00e9 Gannon et le capitaine de corvette Paul Smith, ainsi que sur vos t\u00e9moignages, chers membres du groupe, pour rester inform\u00e9. La pr\u00e9sente d\u00e9claration a \u00e9t\u00e9 r\u00e9dig\u00e9e avec l\u2019aide de Ren\u00e9 et Paul que je remercie pour leurs conseils et leur perspicacit\u00e9.<\/p>\n Chaque ann\u00e9e, le 21\u00a0mars, la <\/span>Journ\u00e9e internationale pour l\u2019\u00e9limination de la discrimination raciale<\/span><\/a> (JIEDR) est c\u00e9l\u00e9br\u00e9e partout dans le monde. Aujourd\u2019hui, \u00e0 l\u2019approche de cette importante journ\u00e9e comm\u00e9morative, j\u2019esp\u00e8re que nous pourrons nous unir (tout en \u00e9tant s\u00e9par\u00e9s) pour r\u00e9fl\u00e9chir au travail important qui reste \u00e0 faire afin d\u2019\u00e9liminer la discrimination raciale au sein de notre organisation et promouvoir une culture exempte de haine, d\u2019in\u00e9galit\u00e9s et de tout autre obstacle \u00e0 l\u2019inclusion. Cette ann\u00e9e, l\u2019\u00e9quipe du <\/span>GCMVD c\u00e9l\u00e8bre la JIEDR en mettant l\u2019accent sur l\u2019inclusion et le changement de culture \u00e0 l\u2019\u00e9chelle de la D\u00e9fense. Ce changement organisationnel auquel nous aspirons ne sera pas facile, car le racisme et d\u2019autres comportements discriminatoires sont souvent aliment\u00e9s par des pr\u00e9jug\u00e9s (conscients et inconscients), des pressions soci\u00e9tales et une dynamique institutionnelle qui font que la majorit\u00e9 des d\u00e9cisions sont prises par un groupe en particulier. De plus, ces formes de discrimination n\u2019existent g\u00e9n\u00e9ralement pas seules, mais font partie d\u2019un large \u00e9ventail de pratiques discriminatoires intersectionnelles fond\u00e9es sur le sexe, l\u2019identit\u00e9 de genre, l\u2019orientation sexuelle, la classe sociale, etc. Pour changer les choses \u00e0 tous les niveaux de notre organisation et mettre fin aux pratiques discriminatoires, nous devons parvenir \u00e0 une compr\u00e9hension de l\u2019ensemble de ces questions et mobiliser tous les membres de notre personnel.\u00a0\u00a0<\/span><\/p>\n L\u2019an dernier, en r\u00e9ponse aux \u00e9v\u00e9nements de Black Lives Matter (la vie des Noirs compte) qui ont d\u00e9clench\u00e9 dans le monde un mouvement d\u2019actions anti-raciales et de solidarit\u00e9, et conform\u00e9ment aux d\u00e9clarations des dirigeants des <\/span>FAC\/du MDN<\/span><\/a> et de la <\/span>MRC<\/span><\/a> concernant le racisme syst\u00e9mique au sein de l\u2019effectif, la BFC\u00a0Halifax a entam\u00e9 un processus d\u2019introspection critique en <\/span>reconnaissant que le racisme existe dans ses rangs<\/span><\/a> et en explorant des fa\u00e7ons de combattre de mani\u00e8re \u00e9clair\u00e9e le racisme syst\u00e9mique. Mon pr\u00e9d\u00e9cesseur a men\u00e9 de vastes consultations aupr\u00e8s de l\u2019\u00e9quipe locale du GCMVD, et c\u2019est un honneur pour moi de poursuivre sur cette lanc\u00e9e. \u00c0 l\u2019\u00e9chelle locale, nous avons mis en \u0153uvre diverses mesures, comme la tenue de tables rondes multilat\u00e9rales, l\u2019expansion de notre \u00e9quipe d\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi et des communications, et l\u2019organisation \u00e0 grande \u00e9chelle de s\u00e9ances de formation sur la conduite haineuse destin\u00e9es aux membres des FAC. \u00c0 l\u2019\u00e9chelle nationale, de nouvelles politiques portant sur la conduite haineuse, comme la <\/span>mise \u00e0 jour de la formation sur la pr\u00e9vention du harc\u00e8lement du MDN et des FAC<\/span><\/a>, <\/span>l\u2019\u00e9laboration du cours obligatoire \u00ab\u00a0Introduction aux cultures autochtones\u00a0\u00bb pour tous les membres des FAC (sur le R\u00e9seau d\u2019apprentissage de la D\u00e9fense), l\u2019\u00e9tablissement d\u2019un secr\u00e9tariat de lutte contre le racisme au sein des FAC et du MDN et la mise sur pied par le MDN d\u2019un <\/span>groupe consultatif externe<\/span><\/a> sur la lutte contre le racisme et la discrimination (en particulier le racisme anti-Autochtones et anti-Noirs, les pr\u00e9jug\u00e9s LGBTQ2, les pr\u00e9jug\u00e9s sexistes et la supr\u00e9matie blanche), ont \u00e9t\u00e9 mises en place pour lutter contre le racisme syst\u00e9mique dans nos institutions. Ces efforts sont importants certes, mais ils ne sont qu\u2019un premier pas vers un changement de culture s\u00e9rieux et durable.\u00a0<\/span><\/p>\n
\n<\/span><\/i>Commandant de la BFC Halifax
\n<\/span><\/i>MARLANT Defence Visible Minority Advisory Group (DVMAG) Champion<\/span><\/i><\/p>\n
\nD\u00e9claration du Commandant de la BFC Halifax \u00e0 l\u2019occasion de La Journ\u00e9e internationale pour l’\u200b\u00e9limination de la discrimination raciale<\/b><\/h3>\n