ANTI-RACISMROADMAP FOREVERYDAY ACTIONPART ONE O F A F I V E - P A R T S E R I E S

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Further, we acknowledge thatpartnerships and coalitionsmust be led and co-led byBIPOC people, with theassistance of non-Blackpeople to eradicate racism.We know the solutions will becontinuously challenged bythe guards of the status quoand default culture thatpermeates the inequities.However, we stand strong andin partnership with the BIPOCcommunity to evolve oursystems and work to end theignorance that breeds racismin our society and workplaces.

Black Lives Matter is not atrend. It is a movement thatcommenced in 2013 to addressthe injustice the Blackcommunity is facing every dayin the social, political, economicrealms of society. After anunjust verdict in the GeorgeZimmerman trial in the USA,three Black women AliciaGarza, Patrisse Cullors, andOpal Tometi were tired ofinaction and formed a coalitionand movement to raiseawareness, seek action, andsystematic change.

With the continued displayof police brutality toward theBlack and Indigenouscommunities, Matrix360strongly believes we muststand in solidarity with theBlack and Indigenouscommunities as well as allcommunities affected bysystemic racism. We too arefrustrated, tired, angry anddisgusted with thedeafening silence of ourCanadian leaders to combatand eradicate racism, thisinjustice has gone on far toolong. This must be stopped.

MATRIX360 STATEMENT

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Matrix360 firmly believes it is imperative to continue to build, design andimplement actionable strategies to inspire progressive change andsystematically actionize anti-racist practices. We need to move beyond words,circular conversations, checkbox approaches, fear of affirmative action, andstagnant mindsets that are steeped in inequities. For two decades, our sole mission has remained consistent: to build sustainableand successful businesses that foster equitable workplaces where people embracea global and inclusive mindset with a focus on the Commercial Real Estate andDevelopment (CRED) Industry. We create and implement concrete solutions andactions to evolve our workplaces where diversity is recognized, equity is embraced,inclusion is celebrated, and belonging is the outcome.

The work we do is aligned with working towards the United Nations SustainableDevelopment Goals, that call to action what business leaders need to implementfor progress toward diversity, equity, inclusion and belonging across all parts ofsociety. We have a moral and ethical responsibility to eradicate systematicoppression and racism.

The Matrix360 Team

For two decades, Matrix360 has systematically addressed, built and implementedsolutions to dismantle the pillars of inequities and rebuild with equity and carethat works for all people. We know that there is a lot more work to be completed.We know that we are not capable of doing this work alone and have builtpartnerships with leaders and businesses to systematically evolve workplaces, andin turn, Canadian society. We call on you to recognize the power of collectivecollaboration in order to drive change.

Oh you don't see colour? How nice for you.

I see colour every day.

I see it in the way that people look at me,

I see it in the comments that people make.

I see it in the way it enters a room before I do.

I see it in the way it's speaks my worth and place in society, before I can say a word.

I see it in the way it tells the story of my ancestors and the injustices they faced. 

I see it in the bleeding, dying man, lying on cold pavement under his oppressors knees.

I see it in every plead for justice each broken State demands, as its requests are tear-gassed

and violently hindered. 

I see it in the life-sentences dished out in response to disproportionate crimes,

I see it in the wrongfully convicted brothers and sisters.

I see it in the comfortable lives lived by my white friends and allies. 

I see it in spaces made in the corporate world for the white girl who is just like me, but white.

I see it in the ways my mother warns my brother as he leaves the house at night,I see it in the ways my father begs me to not move to the United States. 

I see it in the eyes of George Floyd and in the limp of Ahmaud Arbery,

I see it in the sneers of white supremacists.

I see it in the declaration that "all lives matter", when only one is at stake. 

I see it in the blind optimism that racist ideologies and systematic injustices are

in no way as bad as what our grandparents faced.

I see it when I ask God "why?"

I see colour everywhere I step my feet.Yes,

I see colour every time I look at me.

I See Colour

princessoforiatta.com

Matrix360 would like to recognize thefollowing project partners for contributions,content feedback, and support.

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Company, Association, and Community Organization contributors:

Acceleprise

Ventures

Black Community

Action Network,

Peel Region

Black Gecko

Consulting

Group

BOMA Toronto

Canadian Association

of Urban Financial

Professionals

CEE Centre for Young

Black Professionals

Dream Legacy

Foundation

Matrix360 would like to recognize thefollowing project partners for contributions,content feedback, and support.

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Company, Association, and Community Organization contributors:

Individual contributors:

Paul OkundayeManagement Consultant

Dr. Beverly-Jean DanielLead Consultant, Daniel Consulting Group

Nokuzola NcubeMA Candidate, International Education Policy

at Stanford University, Fellow at Resolution

Project, Founder at OBD Ventures

Future Narratives

Global Institute

for Conscious

Economics

KDPM Consulting

Group Inc.

Our five-part series Anti-Racism Roadmap for Everyday Actions will serve as a resource andguide on what and how leaders can take conscious actions to create concrete steps toeradicate racism in all facets of society. It is about unpacking behaviours, thoughts, and habits that stem from biases, stereotypes,prejudice, bigotry and assumptions that limit BIPOC individuals away from decision makingtables in workplaces and society.

Racism is the primary thread within a system that was built on holding one race superiorand another race inferior. The institutionalization of racism is alive and thrives in ourworkplaces and society. Understand that by acknowledging this fact, it is imperative that we continue tosystematically dismantle the pillars of racism in all forms both locally and globally in robustand consciously intentional actions, while building a system that is rooted in total equality.The work will be challenging for a majority, and will take commitment, dedication, openness,discomfort, active listening and more importantly ACTION to eradicate racism and evolvethe system.

Each part will have cohesive steps, actions, and resourcefullinks to guide you through education and learning new habits.The intent is to create a foundation for actions, designing andimplementing strategies that will continue to recognize thatpeople and equity are the core to thriving societies. 

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It is about understanding how tocreate meaningful partnerships andlearning how to become an effectiveand conscious ally to create lastingchange.

It is about evolvingyour mindsets to tapinto what it meansto be human and amember of theglobal community.

Our process is steeped in the C.A.R.E.Model designed by Matrix360. TheC.A.R.E. Model is purposely centred onhuman relations and connectivity. Through social science data analysisand experiential learning techniques,we have identified a system that iscentral to the operating function ofpeople.

We forewarn you, it requires you to: Finally, remember this will take more than conscious effort, it is about your will to change and progress.

Being intentional by approaching everything with a curious mind,consistency and a plan to uncover, unlearn and learn with the intentto gain knowledge and insights on information to expand yourmindset of living wholeheartedly.

Being responsible for the ownership of your actions as the forefront ofyour will to succeed in anything you do. Consistently formulatingsteps to create a mindset to achieve and embrace responsibilities.

Consciously operate from a space where active listening,acceptance, positive acknowledgement and understanding are theroot of each interaction with person(s), place(s) and thing(s).

The ability to consciously understand and the acceptance ofpeople’s emotional, mental, physical, spiritual space withoutinflicting judgement and operating from a place of gratitude andencouragement.

Pause, Reflect, Unlearn, Be Uncomfortable, Relearn, Take Action.

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Based on the Employee Resources Group Model, with an intentional focus on frameworks that connectemployees to the people managing the organization. The system is based on the investment of emotional,mental and physical commitment from collaboration between executive leadership teams and employeevolunteers. Objectives are to systematically build employment processes with social spaces for employees toconnect, learn and build with executive leaders; A platform that is directly linked to the internal talentmanagement pipeline and leadership pipeline.

Affinity Networks

Glossary: Terms to Familiarize With

(1) (2) Data Standards for the Identification and Monitoring of Systemic

Racism. Anti-Racism Directorate, Government of Ontario.

https://www.ontario.ca/document/data-standards-identification-and-

monitoring-systemic-racism/glossary

(3) Anti-Racism Defined. Alberta Civil Liberties Research Centre

http://www.aclrc.com/antiracism-defined

Characterized by relationships with the conscious recognition of the value of the individual(s) or group(s)benefit(s) based on common interests through support, acknowledgement and action. Most often it isdisplayed through acts of kindness and action.

Allyship

A belief that one is exempt from having to address a particular issue on the basis of either: a subjectiveperspective dismissing its importance, a lack of awareness of its existence, or deeply held belief that aproblem exists only elsewhere and therefore no action is required.

Angel Complex

“Is prejudice, attitudes, beliefs, stereotyping and discrimination that is directed at people of African descentand is rooted in their unique history and experience of enslavement and its legacy. Anti-Black racism isdeeply entrenched in Canadian institutions, policies and practices, to the extent that anti-Black racism iseither functionally normalized or rendered invisible to the larger White society. Anti-Black racism is manifestin the current social, economic, and political marginalization of African Canadians, which includes unequalopportunities, lower socio-economic status, higher unemployment, significant poverty rates andoverrepresentation in the criminal justice system.” (1)

Anti-Black Racism

“Is the ongoing race-based discrimination, negative stereotyping, and injustice experienced by IndigenousPeoples within Canada. It includes ideas and practices that establish, maintain and perpetuate powerimbalances, systemic barriers, and inequitable outcomes that stem from the legacy of colonial policies andpractices in Canada.” (2)

Anti-IndigenousRacism

"Anti-racism is the active process of identifying and eliminating racism by changing systems, organizationalstructures, policies and practices and attitudes, so that power is redistributed and shared equitably." - NACInternational Perspectives: Women and Global Solidarity (3)

Anti-Racism

Thoughts, perceptions and perspectives that are opinion-based and not often derived from factualinformation, education, or data analysis.

Assumptions

The conscious and willful belief, thought and feeling of unconditional acceptance without the fear of losingsecurity or safety physically, mentally, emotionally, socially and  spiritually.

Belonging

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Thoughts and beliefs that favour or oppose habits, behaviours, actions that are based in unfairness againstperson(s), place(s) or thing(s).

Bias

Intolerant or impatient behaviour(s) directed towards a person(s), group(s) or thing(s), which can occur bothconsciously or unconsciously.

Bigotry

BIPOC Is an acronym for Black, Indigenous, and People of Colour (7)Black IndigenousPeople of Colour

(BIPOC)

Are based on the C.A.R.E. Principle of Matrix360; Where executive leaders create internal safe spaces foremployees to engage in learning, leveraging emotional intelligence and collective brainpower to unpack, learnand reinforce processes that are centred on employees’ mental, emotional, physical and spiritual well being.

Circles of Learning

Method of thought, action, and state of affairs that provides physical, mental, emotional, social, spiritual safetyand security.

Comfort Zone

Commercial real estate (CRE) is property used exclusively for business purposes. From a business point ofview, commercial real estate is any offering of office, retail, industrial, medical, hospitality, multi-family, land,and other commercial space that can be leased and bought for the use of the business. From an investmentpoint of view, commercial real estate encompasses any type of property, including land, which brings or hasthe potential to bring income.

Commercial Real Estateand Development

(CRED)

(4) (5) (6) Terms of Reference: Black, Black-lead & Black-serving (B3).

Black to the Future. https://blacktothefutureto.com/

(7) Definition of BIPOC. Collins Dictionary

https://www.collinsdictionary.com/submission/21314/BIPOC

Knowingly holding on to or acting on belief and value systems that affect behaviours, habits, actions andthoughts.

Conscious Bias (Explicit)

The customs, beliefs, values, morals, and rules that frame and guide person(s), place(s), group(s) or thing(s)either consciously or unconsciously.

Culture

The state where people consciously feel unconditional acceptance, being included, and valued in theframework of workplaces and society. It is a human need that is central to our existence.

Culture of Belonging

The conscious acceptance, belief, recognition, and thought that differences exist.Diversity

The experience when underserved group(s) directly or indirectly are forced to confront behaviours of themajority group(s) that have negative implications and in turn negatively affect the underserved group(s)experiences, behaviours, thoughts and comfort levels.

Emotional Tax

"Supports causes that impact the Black community, has Black service users; Identifies itself as a Blackorganization serving the Black community" (4)

Black

"A governance structure that is Black (i.e. a majority of board members are Black); A majority of seniormanagement staff are Black" (5)

Black-Led

"The main population or service users are Black, an organization that explicitly (i.e. through vision, mission, orstrategic plan) serves the Black community; An organization that uses an African-centered, cultural,approach” (6)

Black-Serving

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The conscious acceptance of a state of balance that is evenly distributed in the form of status, opportunitiesand rights.

Equality

"Centered around Europe or European; Reflecting a tendency to interpret the world in terms of European orAnglo-American values and experiences." (8)

Eurocentric

Adopting a mindset of negative, unpleasant thoughts, perspectives, opinions and feelings towards a person(s),place (s) or thing(s), occurring consciously or unconsciously.

Fear

The conscious or unconscious act of thinking or feeling delicate, broken, or damaged based on direct orindirect behaviours, habits, beliefs or thoughts.

Fragility

The conscious behaviour and action to recognize and accept person(s), place(s) or thing(s).Inclusion

“Indigenous people identify as being descended from the Original Peoples of what is currently known asCanada. In this context, Indigenous peoples include people who may identify as First Nations (status andnon-status), Métis and/or Inuit and any related identities.” (9)

Indigenous

Adopting a mindset with conscious purpose, directness, and action.Intentional

The conscious willful behaviour and action to recognize, accept and operate from impartiality and fairnesstowards a person(s), place (s) or thing(s).

Equity

(8) Definition of Eurocentric. Merriam-Webster Dictionary

https://www.merriam-webster.com/dictionary/Eurocentric

(9) (10) Data Standards for the Identification and Monitoring of Systemic

Racism. Anti-Racism Directorate, Government of Ontario.

https://www.ontario.ca/document/data-standards-identification-and-

monitoring-systemic-racism/glossary

(11) Microaggressions: More Than Just Race. Phychology Today.

https://www.psychologytoday.com/ca/blog/microaggressions-in-

everyday-life/201011/microaggressions-more-just-race

Is an important framework that helps us understand how the varying social constructs of people’s identitiesoverlap, often in multiple layers. Defined as the interconnected nature of social categorizations that apply toan individual or group. The term was coined by Kimberlé Williams Crenshaw who identified there areoverlapping or intersecting social identities that relate to systems and structures of oppression, domination ordiscrimination.

Intersectionality

“Is a long-term, structural process of systemic discrimination that creates a class of disadvantagedminorities. Marginalized groups become permanently confined to the fringes of society. Their status isperpetuated through various dimensions of exclusion, particularly in the labour market, from full andmeaningful participation in society.” (10)

Marginalization

“Are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional orunintentional, which communicate hostile, derogatory, or negative messages to target persons based solelyupon their marginalized group membership. In many cases, these hidden messages may invalidate the groupidentity or experiential reality of target persons, demean them on a personal or group level, communicate theyare lesser human beings, suggest they do not belong with the majority group, threaten and intimidate, orrelegate them to inferior status and treatment.” (11)

Microaggressions

Having a conscious or unconscious notion or belief that the person(s) has the inherent right to possess or haveaccess to something, tangible or intangible.

Entitlement

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The conscious and unconscious collection of perspectives, opinions and thoughts that directly negatively orpositively affect attitudes, perceptions, perspectives, behaviours, habits and outcomes.

Mindset

Persons or groups who recently arrived or joined established group(s).Newcomers

A coming together of minds, efforts, and resources dedicated to taking action on a particular agreed uponissue, with the goal of measurable impact.

Partnerships

A conscious reflection and recognition that specific perspectives, opinions, and thoughts must be put on holdand explored for clarity to understand their effects on behaviours, habits and thought processes.

Pause

Preconceived thoughts, perceptions, or beliefs that are not based on reason, facts or perceptible reality.Prejudice

The conscious or unconscious action or having the availability, choice and accessibility to position a person(s)or place(s) or thing(s) in an advantageous state.

Privilege

(12) (13) (14) Data Standards for the Identification and Monitoring of

Systemic Racism. Anti-Racism Directorate, Government of Ontario.

https://www.ontario.ca/document/data-standards-identification-and-

monitoring-systemic-racism/glossary

“Is a term used to classify people into groups based principally on physical traits (phenotypes) such as skincolour. Racial categories are not based on science or biology but on differences that society has sociallyconstructed, with significant consequences for people’s lives. Racial categories may vary over time and placeand can overlap with ethnic, cultural or religious groupings.” (12)

Race

“Is the systemic fair treatment of all people. It results in equitable opportunities and outcomes for everyone. Itcontrasts with formal equality where people are treated the same without regard for racial differences.Racial equity is a process (such as meaningfully engaging with Indigenous, Black, and People of Colourclients regarding policies, directives, practices and procedures that affect them) and an outcome (such asequitable treatment of Indigenous, Black, and racialized clients in a program or service).” (13)

Racial Equity

Conscious recognition that specific perspectives, opinions and thoughts must be learned and embraced toimprove behaviours, habits and thought processes.

Relearn

Thoughts, beliefs, ideas and images of a person(s), place(s) or thing(s) that are rooted in oversimplification andgrouping that are based in assumptions, misconceptions, and/or false generalizations. Potentially results instigmatization.

Stereotypes

“Systemic racism consists of organizational culture, policies, directives, practices or procedures that exclude,displace or marginalize some racialized groups or create unfair barriers for them to access valuable benefitsand opportunities. This is often the result of institutional biases in organizational culture, policies, directives,practices, and procedures that may appear neutral but have the effect of privileging some groups anddisadvantaging others.” (14)

Systemic Racism

A move to action to positively affect attitudes, perceptions, perspectives, behaviours and outcomes based onconscious opinions and thoughts.

Mindful

Unknowingly holding on to or acting on belief and value systems that affect behaviours, habits, actions andthoughts.

Unconscious Bias(Implicit)

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Conscious recognition that specific perspectives, opinions and thoughts must be removed and eliminatedfrom behaviours, habits and thought processes.

Unlearn(ing)

The method of revealing perspectives, thoughts and opinions without conditions or restrictions, through thevehicle of self-exploration, exercising openness and understanding.

Unpack

The conscious or unconscious act of having the availability, choice and accessibility to position a person(s) orplace(s) or thing(s) in an advantageous state based on skin colour and skin tone.

White Privilege

(15) Defining Extremism: A Glossary of White Supremacist Terms,

Movements and Philosophies . Anti-Defamation League.

https://www.adl.org/education/resources/glossary-terms/defining-

extremism-white-supremacy

(16) White Fragility. Robyn DiAngelo. International Journal of Critical

Pedagogy. https://libjournal.uncg.edu/ijcp/article/viewFile/249/116

(17) 'Xenophobia' vs. 'Racism'. Merriam-Webster Dictionary.

https://www.merriam-webster.com/words-at-play/xenophobia-and-

racism-difference

Is a belief system that is centered on a mindset that Western Eurocentric values, beliefs and morals are thedominant rules and practices to define culture, workplaces and society. Further, it is a notion that WesternEurocentric thinking, practices and actions are the default and are the foundation of human civilization, andothers must be approached with doubt, caution and/or limitation. It is depicted through words, images, andactions often by the displacement, ignorance, and/or dismissal of non-western Eurocentric people’s ideas,cultures and societal practices as inferior. It can be observed through actions that take many forms that aresubtle or direct, subconscious and conscious, on a spectrum. (15)

White Supremacy

Within a social environment of insulation from racial-based stresses, “White Fragility is a state in which even aminimum amount of racial stress becomes intolerable, triggering a range of defensive moves. These movesinclude the outward display of emotions such as anger, fear, and guilt, and behaviors such as argumentation,silence, and leaving the stress-inducing situation. These behaviors, in turn, function to reinstate white racialequilibrium.” (16)

White Fragility

“Fear and hatred of strangers or foreigners or of anything that is strange or foreign.” (17)Xenophobia

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"We cannot see and we cannot hear sowe must move forward together to tackleanti-black racism once and for all.”

-Agapi Gessesse, Executive Director, CEE Centre For Young Black Professionals

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1. Research the History of the BIPOC community

Now is the time to be consciously and actively anti-racist, which means dedicating energy and time tolistening to BIPOC voices and unlearning racist beliefs, and educating yourself on the circumstancesaround current events. Remember that this work is your responsibility. Research a historical view ofracism and oppression both locally and globally, from all perspectives and considering all voices.

Start with understanding Indigenoushistory and European colonization.

Learn about the contributions of BIPOCindividuals in business, and society.

Learn about newcomers’ experiences;Reach out and volunteer your time oncea month to learn about other culturesand experiences.

Therefore, take the first step and explore books around anti-racism;Feed your mind with information and knowledge that createsexposure, awareness and understanding. Challenge your mind by reading and sharing the information you unlearn andlearn. Learn how to pass the baton of knowledge.

3. Face Fear and Unpack

It is your responsibility to learn the meaning and impact of howrace influences and impacts everyone's interaction. You have toembrace the journey of understanding biases, prejudice, bigotryand assumptions in society. It is NOT simply about a seminar or two-day workshop; Rather, it is anon-going cycle of learning and experiential learning. It is about havingreal conversations and understanding how we can open our eyes to theways others experience and move through the world.

2. The Responsibility to Evolve the MindsetRests With You

Colonization Reading ListEmbrace Bend's Decolonize This Book Club21 Things You May Not Know About the Indian Act

14 Black Inventors You Probably Didn't Know AboutAfrican American Contributions to the United States

Newcomer Serving OrganizationsResources for Newcomer Entrepreneurs

Highlighted Reads:

How to Be An Anti-Racist by Ibram X. KendiStamped From the Beginning by Ibram X. KendiMe and White Supremacy by Layla F. Saad Fatal Invention by Dorothy Roberts White Fragility by Robin J. DiAngeloThe Racial Healing Handbook by Anneliese A. SinghSo You Want To Talk About Race by Ijeoma OluoThe Inner Work of Racial Justice by Rhonda V. MageeThe Half Has Never Been Told by Edward J. BaptistHelping Canadians Make Reconciliation withIndigenous Peoples a Reality by Bob JosephWomen, Race and Class Book by Angela Davis For more: Anti-Racist Reading List17

4. Create Collaborative Partnerships Focused on Action

Allyships are important and need to evolve to a Partnership model of action. Partnerships are essential as itbreathes collaboration, where common goals are developed and implemented to have a lasting positive impact.Having vested interests allows goals to breathe and come to fruition.

Connect with the BIPOC community, professional and cultural groups. Support through financial resources, volunteer drives, initiative involvement, and CRED industry exposure.

Black Organizations in Canada Black Community Action Network(Peel Region): BCAN is “committed tobuilding, healing and advocating for theBlack community of Peel. Our Networkis comprised of interdisciplinaryprofessionals and community membersinvested in the holistic well being of theBlack community, family andprofessional.” CEE Centre for Young BlackProfessionals (Toronto): "A charity thataddresses the economic and socialbarriers affecting black youth" Black Lives Matter (Toronto): Canada’sBlack Lives Matter chapter. They focuson making “critical connections and towork in solidarity with blackcommunities, black-centric networks,solidarity movements, and allies inorder to to dismantle all forms of state-sanctioned oppression, violence, andbrutality committed against African,Caribbean, and Black cis, queer, trans,and disabled populations in Toronto.”

Nia Centre for the Arts (Toronto):Canada’s first Black led and focusedart centre. Nia is committed tofostering and promoting Blackidentity and community in Torontothrough art. Black Women In Motion (Toronto):This organization supports Blackwomen through a variety of resources and opportunities. 

Urban Alliance (Toronto): UARR isworking to “ provide educationalprograms and research, which arecritical in addressing racism in society.”  Freedom School Toronto (Toronto):Three week program for children aged4-10 providing a self-love, justice andliberation focused curriculum.

Black Legal Action Centre(Ontario): This Centre is a non-profitcommunity legal clinic that offerspro-bono (free) services formembers of the black communityof Ontario. Ontario Black Youth Helpline(Canada): This helpline servesyouth “as the point of contact forcalls to our professional servicesfrom youth, families, school districtsand a variety of youth-servingstakeholders.” Black Health Alliance (Canada):This is a charity “working toimprove the health and well-beingof Black communities in Canada.” 

Fundraiser for D’Andre Campbell National Bail Funds for Protestors National Black Mamas Bails Out COVID-19Response Movement for Black LivesBlack Lives Matter Campaign ZeroBlack Visions CollectiveReclaim The BlockBlack Liberation CollectiveBlack Emotional And Mental Health Collective

Places to Donate & Ways to Help Real-time Updating List: Ways to help & donate

Twitter thread to follow: “What To Do If You Can’tDonate Right Now” Additional Black Organizations in Toronto 10 Steps for Non-Optical Allyships by Mireille Charper

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Native Women's Association of Canada (NWAC): TheNWAC was founded “on the collective goal to enhance,promote, and foster the social, economic, cultural andpolitical well-being of First Nations, Métis and Inuit women.”NWAC represents thirteen Native women’s organizationsfrom across Canada and act as “aunties, mothers, sisters,brothers and relatives to collectively recognize, respect,promote, defend and enhance our Native ancestral laws,spiritual beliefs, language and traditions given to us by theCreator.”

First Nations, Métis and Inuit Education Association of Ontario:An association that helps educators who teach First Nations, Métisand Inuit Studies, and Native Languages in Ontario, Canada. They support the educators by offering a wide range of services toensure the content is learnable for all. Ontario Federation of Indigenous Friendship Centres - OFIFC:The Friendship Centre’s goal is to enhance “the quality of life forIndigenous people living in an urban environment by supportingself-determined activities which encourage equal access to andparticipation in Canadian society and which respect Indigenouscultural distinctiveness.” They offer a wide range of programsrelating to youth, education & employment, ending violence,health, housing, and justice through legal resources.

Indigenous Leadership Organizations in Canada Assembly of First Nations (AFN): A national advocacyorganization that represents Indigenous citizens in Canada.Their work encompasses over 900,000 people living in 634First Nation communities. They have an Elders Council,Women’s Council, and Youth Council to further their work. Congress of Aboriginal Peoples | Congrès des peuplesautochtones: Founded in 1971 to represent the interests ofMétis and non-status Indians. CAP has extended its work toinclude all off-reserve status and non-status Indians, Métisand Southern Inuit Aboriginal Peoples, and is a nationalleader for its provincial and territorial affiliate organizations.CAP also holds consultative status with the United NationsEconomic and Social Council (ECOSOC). National Representational Organization for Inuit inCanada: Formed to address concerns about the status ofland and resource ownership in Inuit Nunangat. They do awide range of work as leaders in the recognition ofIndigenous rights in Canada. Metis National Council: The MNC has represented the MétisNation nationally and internationally. The council receivesfeedback and leadership from democratically electedleaders of Métis governments in the five westernmostprovinces. The MNC represents the Métis governments atnational and international levels. The council aims to“secure a healthy space for the Métis Nation’s on-goingexistence within the Canadian federation.”

TrueNorth AidCanadian Roots ExchangeIndspireArtForAid

Places to Donate & Ways to Help

Additional Indigenous Organizations & Resources Aboriginal Professional Association of Canada (APAC): The APACworks to advance Indigenous leadership in the private, public andsocial sectors. They run professional skill building and networkdevelopment programs. APAC offers "First Nations, Metis and Inuitprofessionals the opportunity to connect, learn and prosper as acommunity.

Aboriginal Business DirectoryThe Indigenous Bar Association in Canada (IBA)Aboriginal Financial Officers Association of Canada (AFOA)Council for the Advancement of Native Development Officers (CANDO)Crown-Indigenous Relations & Northern Affairs (CIRNAC)First Nations Information Governance Centre (FNIGC)Indigenous Services Canada (ISC)Indigenous Skills & Employment Training Program (ISET)National Association of Native Friendship Centres (NAFC)Reconciliation Canada Turtle Island Native Network

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5. Evaluate Internal Talent Management Strategies & Processes

Talent Management Strategies & Processes need to evolve to alevel where full accountability is created for ensuring the diversityof the workforce, and anti-racism is actively practiced. Audit the system; look for blind spots, hidden biases, vendor relations,archaic processes, and sources for your talent pipeline. Put in the work to make efforts to ensure equal treatment andcompensation across races and genders for equal roles. Identify andproactively address gaps in compensation and policy

To learn more about how Matrix360 is helping future-proof companies’talent strategies click here

Advance your company brand with intentional support forBIPOC voices. Engage in social media discourse. Be present,participate in online dialogue to learn, support and advancepositive messages to eradicate anti-black racism and racism. If you do not know, seek the perspectives of BIPOC groups, subjectmatter experts, leaders and influencers. Learning is a two-way street. The more you ask, the more people willshare. An inclusive culture is embedded into the ideals that we strivefor as a Nation in Canada.

6. Communicate and Participate

7. Be Intentional With Representation

Tap into your BIPOC employees for their input and invite them to the decision making tables. Meaningful consultation and actively ensuring BIPOC voices are represented is a critical step toward inclusion. Attract, recruit, support, grow and advance more BIPOC community members into the talent pipelines and leadership circles.

The focus in every interaction must be creating a sense of belonging. It’s the feeling and thought process for how all youremployees are seen, heard and able to contribute, and is integral to collaborative teams. Your approach must bepragmatic and built around positive, progressive impact.

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"THIS IS NOT A BLACK ISSUE - IT'S A HUMAN ISSUE.

THIS IS NOT BLACKS VERSUS WHITES - IT'SEVERYBODY VS. RACISM.

WE ALL NEED TO DO OUR PART, BUT ESPECIALLYTHOSE IN POSITIONS OF ANY AND ALL TYPES OFPRIVILEGE."

- Paul Okundaye

9. Silence is Deadly

Intersectionality is far too often ignored. It is imperative to recognize that employeeengagement is not a matter of one brush stroke with one paint colour. There aremany factors that contribute to perspectives and experiences held by each andevery individual. Recognize, cherish, and celebrate this fact, as this is critical for true employee engagementand business innovation to occur. Learn the importance and why intersectionality is crucial tobe built in the framework of your workplace culture. Learn how Matrix360 is working to help organizations Embrace Intersectionality here

8. Understand the Importance of Intersectionality

10. Be A Champion for Progress

Be proud and own your merit as a leader forprogress. Challenge your internal leadership teamwith “How can we do better?” Create accountabilitymeasures to track your progress. Diversify yourtalent pools with conscious intent and purposefulimpact. It calls for real work, and we know you are up to the task. Connect with us to learn how Matrix360 is working towardadvancing champions for progress here

Use your voice and speak up. Reach out to BIPOC groups to build meaningful connections through dialogue. Challenge any perspectives that perpetuate misinformation about race, are negatively biased, or are hurtful and/oroffensive. Actively denounce racism. Racism exists, it is a known fact - Denial will not erase its existence.

Be actively anti-racist, using a loud and present voice. Use your voice and privilege to learn and share. Transparency is key.

11. Back it with Data

Peter Drucker said it best, “If you can’t measure it,you can’t manage it.” A simple message with a hugeimpact. It is imperative that you measure your progress tounderstand the demographics, the cultural nuancesand perspectives of BIPOC and White individuals. Own that diversity in your organization exists and setannual targets to measure your progress.  Learn more about how Matrix360 can help you own it here

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In Canada, we have provincial and federal laws that embrace, promote and protect BIPOCindividuals. Remind your leadership teams to adopt and embrace measures set out by theHuman Rights Code of Canada, as is formally required by law. Employment Equity Act

Guide to Understanding the Canadian Human Rights Act

Employment Equity in Federally Regulated Workplaces Create, adapt and implement living policies that actively maintain and enforce these in your workplaces.

Understand the reasons and why it is important. Adoptand integrate this into your workplace policies. However, ensure the lessons are acknowledged and livedthrough the actions of leaders, managers and non-leaders in theworkplace, to help ensure inclusive cultures are built andmaintained. Learn more here: International Decade for People of AfricanDescent 2015-2024

12. Recognize The InternationalDecade for People of African Descent

13. Forgo the Angel Complex

Canada is tolerant to BIPOC individuals,however, the buck stops at the decisionmaking tables in workplaces andsociety. There are notable challenges within oursocieties and workplaces, Canada is noexception. Examine your Executive and Board Suites. Ask yourself these questions. Listen to Hanna Sung's informative podcast

Learn how to be more cognitive of the words youchoose to express your thoughtsAdapt a new vernacular that is inclusive and mindfulEvolve your use of language to be from a lens ofbeing actively anti-racistRevisit and rewrite workplace policies and processesto help accomplish this

How we communicate and express our thoughtsthrough words matters and impacts progress.

14. Adopt A New Common Language

15. Dust The Cobwebs

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“YOU HAVE TO ACT AS IF IT

WERE POSSIBLE TO RADICALLY

TRANSFORM THE WORLD.

AND YOU HAVE TO DO IT ALL

THE TIME.”

― Angela Davis

There is an imbalance of power. Many BIPOC individuals are systematically marginalized and underserved in manyindustries and society. The systems need to evolve and the voices of BIPOC community leaders must be heard andrespected. It is about more than consuming media outlets’ messaging and collecting information from subscriptions to daily newsfeeds. Theprocess must be upgraded. A collective coalition must be established with Black Lives Matter and other socially and economically conscious BIPOC leaders toensure their voices are represented in embracing Anti-Racism as an active aspect of daily life for lasting change. We invite you to learn more about a coalition that we are building to address racism here

16. The Impact of Social and Economic Justice

17. Take a Knee

BIPOC individuals appreciate theincreased external validation and supportfor the social injustices that permeate insociety. However, the BIPOC community needsyou to Step Up too. It is crucial that yoursupport does not stop at only words andimagery. It is more than a pledge or a code of conduct. The words need to be alive and reflected inactions.

A C T I V A T EA C T I O N

Take a Knee. Stand Up. Step Up.  Vocalize.

It is not about charity or handouts, rather, members of the BIPOC community crave the respect to be seen,heard and invited to the decision-making tables. BIPOC individuals are qualified and experienced, with diverse competencies and perspectives that are often critically missedin talent pipelines and traditionally-upheld networks. Expand your networks to include, welcome and engage people fromthe BIPOC community.

18. Invite the BIPOC Community - Expand your Network

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20. Discontinue Cultural Appropriation

It is important to celebrate the rich tapestry of global diversitythrough experiencing cultures. Further, it is important to embracemulticulturalism, explore, celebrate and participate in culturaltraditions of BIPOC groups. However, it is not okay to appropriate other cultures or skin tones. People have had to fight to be accepted to wear braids, traditional pieces,and seen as equal despite skin colour. When dominant cultures take fromhistorically oppressed groups, it becomes highly problematic.

Understanding If It Is Cultural Appreciation or Appropriation

BIPOC community members want you to acknowledge colour andrace. Though do not get it twisted - it is not in empty words ordismissive behaviours. It is about unpacking biases, assumptions,prejudice, stereotypes so you are able to verbalize you see colour andaccept colour exist.  However, what is most important is what happensnext after this, and what your actions represent. Refer to Dr. Martin Luther King's dream Matrix360 is offering 30-minute complementary exploration sessions to helplearn how to unpack here

19. STOP the "Colour Blindness" Mindset Now

21. Understand & Respect Indigenous Peoples

Indigenous people have historically been ignored bymainstream culture. It is imperative that we learn, explore,understand and embrace the significant importance ofIndigenous people, their culture and contributions to the landsyou live on now. Indigenous’ traditions and cultures are rich in knowledge, wisdom andsolutions for all of humanity. Truth and Reconcilliation Commission of CanadaRespecting the Cultural Diversity of Indigenous PeoplesNational Centre for Truth and Reconcilliation

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Expand your financial reach by supporting BIPOCbusinesses locally, nationally and internationally. IntegrateBIPOC businesses into the mainstream; It is not just aboutwhere you eat and what you listen to. Identify the Supply Chain of BIPOC businesses that can influenceand impact your everyday life and meaningfully support themthrough purchasing, investment, and referrals. Share with yournetwork.

1. Support the BIPOC Supply Chain of BusinessKickstart your support here:

Afrobiz: Canada Black Owned Business & BlackEntrepreneurs Directory

135 Black-owned restaurants and other businessesin Toronto you can support right now

Black-Owned Canadian Beauty, Fashion, Healthand Lifestyle Brands

Indigenous Business Directory - Government ofCanada

Dream Legacy Foundation

Canadian Council for Aboriginal Business

7 Indigenous businesses you can support this season

Fabienne Colas Foundation

Indigenous Business and Investment Council

Support Women Entrepreneurs of Colour

Black-Owned businesses in Toronto you can supportright now

Canadian Association of Urban FinancialProfessionals Employment and Social Development Canada(ESDC)

2. Your Financial Capital Matters

Support and donate to BIPOC owned and ledcommunity organizations and professional businesses.

Donate to non-mainstream BIPOC associations, charities,organizations, and schools. It is a fact that BIPOC individuals areunderserved and need financial capital to develop and expandprograms and services that support BIPOC individuals and families. Donate and build stronger, more sustainable communities.

3. Cheque On It

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4. Divest and Invest

The diversity and equity space need a systems overhaul. There is sufficient evidencethat given the long-standing challenges and slow progress, it is time to upgrade thediversity and equity conversations to take them to the main stages and boardroomtables, with strategists, change-makers and sustainability experts - who bring withthem lived experience from the business sector and voices from the BIPOCcommunity. Leaders need to examine where corporate dollars are being invested and de-invest in thesupply chain of vendors who do not breathe equity. Learn how Matrix360 can help you Audit the Supply Chain and community investments here

It is imperative that BIPOC owned and led small and mediumenterprises (SMEs) have access to opportunities within the supplychain. Businesses owned by BIPOC community members are vitalto Canada’s economic prosperity. Build an Accountability process to check and balance the system. "Diverse, well-developed supply chains can help businesses reduce costs,enhance innovation, successfully integrate acquired businesses, andreach new markets." - Whitfield and Farrell, “Diversity in Supply Chains,” 31 Curious how to diversify your supply chain? Connect with us here

6. Invest in Spaces for Innovation

Tap into the wealth of knowledge and experiences of BIPOC start-ups, businesses and community associations. It is evident that economic hubs need to be created and supportedfinancially and with access to knowledge and tools for success. BIPOC economic hubs must be managed by BIPOC people, free of anybarriers.

5. Examine and Expand Your Supply Chain

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In general, it is a challenge to reach an environment that everyone can fully feel comfortable, freely think and expressthemselves in the workplace. Employees are expected to adhere to the default cultural frameworks and be on their bestbehaviours. However, for underserved groups, specifically BIPOC groups, many confront an emotional tax and microaggressions that negativelyimpact their experiences, performance and mindsets.  It is imperative that executive leaders create policies and processes to systematically eradicate the unwanted and taxing negativebehaviours that permeate in workplaces. To understand more about steps for how to create inclusive workplaces that work, connect with a Matrix360 representative here

1. The Impact of Emotional Tax and Microaggressions

2. Interrupt A Pattern of Thinking - CreateA Mindset and Culture of Belonging

It takes time, patience and openness to invest in the creationof frameworks that really work for every member of a groupor organization. It requires going further than simplyworkshop sessions of unconscious bias training. It is about interrupting, unpacking, relearning andimplementing new frameworks that are practical andrealistic to build a culture of belonging. The Chandy Principle™ is a system designed to measure, evaluate,guide, create and implement tools to enhance the frameworkaround equity and inclusion for businesses. It is a four-phase customized process where we collectively partnerwith leaders and teams to deliver practical and actionable solutionsthat guide leaders with a structure that heightens their businessculture and brand. To learn more about Matrix360’s The Chandy Principle™ connectwith us here.

What the mind does not hear is what controlsbehaviours and habits. It is imperative thatleaders build internal and external access andsystems to understand and adapt emotionalintelligence (EI) more effectively into theworkplace culture. It is crucial that BIPOC experiences are addressed andconnected to the EI system.

3. Tap into Emotional Intelligence

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5. Adopt the Power ofthe Word Black

Black is beautiful. Black is present in ourlives. Acknowledge what Black is. Ask Blackindividuals about what it means to be Blackand what you could do better. Understandand learn the plight of the Power of theBlack community. Remove any negative connotations you holdand have fear of: the word Black, Blackpeople, the Black community - because Blackis beautiful. Immerse yourself and do the work to learnabout Black culture and history, as it is notsingular and it is mandatory you do so withrespect for all the differences and culturalvariations therein. More importantly, recognize Black cultureand the arts and all that it contributes to yourlife and the amazing contribution of Blackindividuals in business and society. 23 Historical Black Canadians You ShouldKnow

100 Accomplished Black Canadian Women

List of Notable Black Canadians

Networks are crucial to human connection. They help build trust, commitment,collaboration and ideation. Networks  build connections at a human level aboutreal issues, and in doing so, help kickstart collaborations toward building betterprocesses and systems. Involving both leaders and employees in these dialogues together is essentialto getting lasting results. We recommend that we interrupt the traditional approach of how EmployeeResources Groups (ERGs) are created, designed and implemented, as takingthem to the next level of impact requires the connection to leaders, decision-makers and the talent management systems.   Leaders are instrumental in the establishment of Affinity Networks within theirorganizations as a resource. In addition, we recommend Circles of Learning asthey are integral to bring to light collective Emotional Intelligence and MentalCapital to build more inclusive environments safely in the workplace.  To learn how to create and implement Affinity Networks and Circle of Learning,connect with a Matrix360 representative here

4. Invest in Affinity Networks and Circles ofLearning

6. Build Systems to Integrate, Embrace,and Value BIPOC

The knowledge and experience of the BIPOC communityare deeply entrenched with rich histories, cultures, andpowerful stories. Tap into it, as businesses need toinnovate. Create opportunities and willfully promote BIPOCindividuals to the table, invite BIPOC individuals tochallenge the existing processes and evolve the processeswith you. What you do not know can be learnt, provided you have an openand willing mindset to do better. Embrace it, as it does the bodyand mind good! Matrix360 has dedicated services and solutions to help youachieve this, connect with us to learn more about them hereContinue your journey of

action by reading the futurepublications in our series 32

The responsibility to evolve our workplaces andsociety is the responsibility of everyone. You havethe power to ask and do something meaningfulwith true purpose for your workplaces and society.

The work will require you to move into anuncomfortable state - emotionally, mentally, andphysically. However, with the power of Matrix360’sC.A.R.E. Model, you will gain clarity, understanding,acceptance, connection and insights for how tocreate relationships, workplaces and societies thatwork for everyone.

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Remember the following: The default culture is not inclusive1.

2. The unlearning is not easy and it takes real work

3. You cannot do the work alone4. You must commit 5. Hurt is powerful and affects us all

6. Leave your ego at the door 7. Learn to pause and then act

8. Accept the fact that you do not know everything

9. You must allow curiousity to guide you

10. You must embrace your humanity

11. You will say and do the wrong things

12. Embrace the words: I am sorry, how can I learn to do better?

13. Challenge your mind first, before you challenge what is in front of you

14. Be consistent and intentional with your unlearning and learning

15. Embrace your mistakes without allowing yourself to get stuck

16. Own your guilt, it is yours

17. Own your privilege and entitlement, it is contextual and situationally based

18. Own your responsibility

19. Remove your blinders and embrace the power of discovery

20. Accountability is the key to unlocking the true human connection

21. The work is more than academic knowledge, it is about lived experience

22. Approach every conversion with openness

23. Fear is good, allow it to empower you to pause, reflect, unlearn, relearn and action you to do better

24. Share with positive intent to learn more

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You are on a learning journey, let your heartlead and embrace the power of community.

The upcoming parts in our series, Anti-Racism Roadmap for Everyday Actions will take a deeperdive into further specific actions for specific groups. Part Two explores actions for Leaders in thePrivate Sector to take to create, design and build systems that are framed in the SustainableDevelopment Goals. The primary outcome is to build a culture of belonging in workplaces throughintentional actions.

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ANTI-RACISMROADMAP FOREVERYDAY ACTIONPART TWO O F A F I V E - P A R T S E R I E S

WHAT LEADERS CAN DO

COMING SOON:

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http://www.matrix360.ca/