The Precisionists, Inc. (TPI)’s Post

Today is Emancipation Day, marking the 1834 abolition of slavery across the British Empire. Did you know that even in 1834, only slaves under age six were freed, and all others had to work for four to six more years as unpaid apprentices, to compensate their former owners? We recognize the determination and resilience of Black communities in the ongoing fight for equality and justice, and remain committed to eliminating systemic racism that prevents the full inclusion of all in our country. We encourage you to learn more about Canada’s early history and its treatment of Black people, their contributions, and the specific challenges they still face as a legacy of slavery. Read the report of the external Steering Group for Canada’s Black Justice Strategy. It includes recommendations to address anti-Black racism and systemic discrimination that continues to this day, and has led to the overrepresentation of Black people in the criminal justice system, including as victims of crime. https://lnkd.in/gKm4Fe-c #EmancipationDay #BlackJusticeStrategy #GC

How do states implement their sector partnerships and capture impact for Black workers? Learn more in the the Joint Center’s latest issue brief: https://lnkd.in/ej_GzUW3

Major Win For Workers! In a monumental step forward for equity and inclusion in Canada, the Black class action lawsuit, and the work of the Black Class Action Secretariat (BCAS) have achieved a significant victory. The Government of Canada announced that it will recognize Black people as an employment equity group in the Employment Equity Act, accepting the recommendations from the Employment Equity Act Task Force Report, chaired by Professor Adelle Blackett. This victory represents a significant milestone for the entire nation, as it aligns with Canada's commitment to justice and equity. In December 2020, Black federal workers filed a landmark class action against the federal public service, challenging the constitutionality of the Employment Equity Act. They pointed out its failure to recognize and protect Black employees' rights under the Charter of Rights. At the same time, the BCAS advocated for distinct recognition of Black people, leading the government to set up the task force in July 2021. We urge the Government of Canada to make these recommendations the law within the next three months. Justice cannot continue to be delayed. Despite the call to action by the Clerk of the Privy Council Office, federal employers like the Canada Revenue Agency - Agence du revenu du Canada are NOT implementing the call to action as it pertains to Black employees. Since 2021 they have not implemented a single program for Black employees under the call to action, instead they say they are continuing to follow the Employment Equity Act where Black people are invisible in the "visible minorities" category. Unless it is legislated, they will not address anti-Black racism in the public service. We extend our gratitude to the many organizations and individuals who have been fighting for change long before us. Read More: https://lnkd.in/dUi_-RSG

Quality data collection and reporting for sector partnerships can reveal programmatic trends to ensure equitable implementation for Black workers, however, not every state provides outcomes data by race. Learn more here: https://lnkd.in/ej_GzUW3

February is Black History Month, an excellent time to read about, reflect, and act in support of the black community! It wasn't long ago that black people were excluded from the trades. Despite rampant discrimination, black workers were on the frontlines of the labor movement, leading efforts to organize and demand better conditions. Thanks to those black labor leaders, we enjoy many of the benefits we have today. Learn more about black history in the trades: https://lnkd.in/gPXrHff8

"Employment is life-changing, and not just for the individual. It's the pebble in the middle of the pond that ripples out. As board chair, I look forward to advancing New York State Industries for the Disabled, Inc. (NYSID)'s mission and creating a more inclusive and diverse workforce throughout New York State." Read the full article by Port Washington News: https://lnkd.in/er_sEype

Time to celebrate and stay safe! 🎉 Here's to ringing in the new year responsibly and staying safe in 2024!! Check out our blog by clicking the link below to learn the ways that you can stay safe this New Years. https://bit.ly/3Wl1fuH #NewYearsEve #SafetyFirst #Rescu #HolidaySafety #RescuSavesLives

Action Plan for Black Public Servants! #IanTheHRPro It's good to see things like this happening but...more can always be done. President of the Treasury Board Anita Anand announced the initiation of the Action Plan for Black Public Servants, building upon the $45.9 million allocated in Budget 2022 for a Black mental health fund. This brings the total budget for the Action Plan to nearly $50 million. The plan aims to provide career development programs and mental health support for Black public servants, guided by their lived experiences. The initiatives include funding for Black-centric enhancements to the Employee Assistance Program at Health Canada, an executive leadership program at the Canada School of Public Service, and individualized counseling and coaching services at the Public Service Commission. The plan will be led by an internal task force primarily consisting of Black employees. Minister of Health Mark Holland emphasized the importance of addressing racism-induced stress and its impact on mental health in the workplace. The plan responds to the ongoing systemic racism faced by Black employees in Canada, as highlighted by the 2022 Public Service Employee Survey, which revealed higher rates of discrimination among Black public servants compared to non-racialized, non-Indigenous employees. https://lnkd.in/dQMijNkT

The recent Rand Corp. study exposing racial disparities in the U.S. Air Force’s justice system is a stark reminder of the broader systemic issues of racism, sexism, and bigotry within the military. This study reveals that Black junior enlisted members are 86% more likely to face nonjudicial punishments or court-martials than their white peers. Such findings are symptomatic of a deeper cultural malaise — a reluctance within military institutions to confront and rectify ingrained prejudices. For many from disadvantaged and marginalized communities, the military promises a path to dignity and opportunity — a chance to escape systemic barriers prevalent in civilian life. Yet, this promise is tarnished by the persistence of discriminatory practices that penalize not just on the basis of race but also gender and other identities. This betrayal is particularly poignant for those who join the armed forces in search of a meritocratic institution, only to discover that the military reflects the same societal biases they sought to leave behind. The issue extends beyond racial discrimination. The military has also grappled with high-profile cases of sexism and sexual harassment, illustrating a broader pattern of systemic inequity. These are not isolated incidents but indicators of a pervasive culture that often dismisses or downplays the significance of such biases, maintaining a façade of equality while failing to address underlying issues. Historically, military nondiscrimination training has been perfunctory at best, often treated as a mere checkbox exercise. Traditional training methods have proven inadequate, focusing on outdated notions like urging colorblindness or ignoring the multifaceted nature of discrimination that includes not only racial but also gender-based prejudices. The result is a failure to engage with these issues in a meaningful or transformative way. However, there is a glimmer of progress. The JAG School’s recent initiative to dedicate an entire day to discuss diversity, equity, and inclusion — including topics such as unconscious bias and microaggressions — is a significant step forward. This training was described as the most comprehensive and engaging discussion on the subject in decades of military service. Yet, while this is a positive development, it highlights the deficiencies in the wider military's approach to such issues. To truly combat the culture of discrimination — be it based on race, gender, or other identities — the military must undertake a holistic reform of its cultural and training frameworks. This involves more than updating training protocols; it requires a fundamental shift in how the military acknowledges and addresses discrimination. Leadership at all levels must commit to transparency and accountability, ensuring that principles of equality and respect are not only taught but ingrained in all aspects of military life.

▶️ "Black labor is the cornerstone of U.S. global hegemony. From the slaves who were brought to the shores of Virginia in 1619, through the industrialization of the United States powered by Black workers and families fleeing the South, and by the continued reliance on mass incarceration to produce a cheap workforce for corporations and governments to exploit, the commodification of Black bodies has been the American capitalist formula for economic profit." ▶️ We must always center Black workers in the labor movement, especially as these workers power the growing manufacturing center of the South. ▶️ At JMA, we're fighting for a country where all marginalized workers have access to safe, family- and community-sustaining jobs that support full lives outside the workplace. #BlackHistoryMonth https://bit.ly/3UCKPzI