Beyond participation: building a foundation for real member involvement

This article from the Co-op Housing Federation of Canada (CHF Canada) is eye-opening and thought-provoking.

The END of Participation

Hands up if you think members in your co-op don’t participate enough.

It’s a complaint often heard in housing co-ops. But co-ops have been complaining about the same thing for almost 40 years. Why haven’t we solved the problem?

Maybe it’s time to ask whether our current model of member participation in housing co-ops is working. Maybe it’s time to ask some hard questions about how much we expect from our members and whether we’re getting the results we want.

Please spend a few minutes reading the rest of the article – what we need to look at good governance and members’ role in it.

This is a pivotal article and influenced the Co-op Housing Federation of Canada to get rid of – as Woodsworth did – the compulsory “volunteer hours” of 4 hours per month.

Instead, Woodsworth’s Occupancy Bylaw requires members to attend general members’ meetings – to take part in democratic functioning and decision making.

https://www.woodsworthcoop.ca/index.php/beyond-participation-building-a-foundation-for-real-member-involvement/

Office hours, On-Call and Emergencies

Office hours:
Office hours are 9:00am to 5:00pm, Monday to Friday.

Office Appointments
Members can schedule in-person appointments for the work day or evenings.

Phone Calls
416-363-3418

Members can leave a message at any time and staff will get back to them. They can also email at woodsworthadmin@rogers.com

Emergencies / On Call:
After 5pm and weekends,  call On-Call – (877) 858-1110‬ Ext. 4

For fires, medical emergencies and crime in progress, call 911.

Police non-emergency, call 416-808-2222
24 hour service

Woodsworth Housing Co-op
133 Wilton Street, 2nd floor, Toronto, M5A4B4

Racial Discrimination: from the Ontario Human Rights Commission

Submitted by the Board of Directors, July 6, 2022

The Board sometimes receives complaints about violations of our Human Rights Bylaw which is based on the Ontario’s Human Rights Code. We remind members that we must strive to live together free of discrimination, and that when the Board receives complaints, we must investigate. Below is an instructive article from the Human Rights Commission’s website.

Ontario’s Human Rights Code 

The Ontario Human Rights Code (the Code) provides for equal rights and opportunities, and freedom from discrimination.The Code recognizes the dignity and worth of every person in Ontario. It applies to the areas of employment, housing, facilities and services, contracts, and membership in unions, trade or vocational associations.

Under the Code, every person has the right to be free from racial discrimination and harassment. You should not be treated differently because of your race or other related grounds, such as your ancestry, colour, place of origin, ethnic origin, citizenship or creed. This applies to areas covered by the Code such as at work, at school, in rental housing, or in services. Services include places such as stores and malls, hotels and hospitals, recreation facilities and schools.

Racism and racial discrimination

In Canada, there are strong human rights laws and systems to address discrimination. At the same time, we also have a legacy of racism – particularly towards Aboriginal persons, but to other groups as well, includ ng African, Chinese, Japanese, South Asian, Jewish and Muslim Canadians. This legacy affects our systems and structures even today, affecting the lives of racialized persons and all people in Canada.

The Ontario Human Rights Commission describes communities facing racism as “racialized.” Race is a social construct. This means that society forms ideas of race based on geographic, historical, political, economic, social and cultural factors, as well as physical traits, even though none of these can be used to justify racial superiority or racial prejudice.

Racism is a broader experience and practice than racial discrimination. Racism is a belief that one group is superior to others. Racism can be openly displayed in racial jokes, slurs or hate crimes. It can also be more deeply rooted in attitudes, values and stereotypical beliefs. In some cases, people don’t even realize they have these beliefs. Instead, they are assumptions that have evolved over time and have become part of systems and institutions, and also associated with the dominant group’s power and privilege.

Racial discrimination is the illegal expression of racism. It includes any action, intentional or not, that has the effect of singling out persons based on their race, and imposing burdens on them and not on others, or withholding or limiting access to benefits available to other members of society, in areas covered by the Code. Race only needs to be one factor in a situation for racial discrimination to have occurred.

Racial harassment is a form of discrimination. It includes comments, jokes, name-calling, display of pictures or behaviour that insults you, offends you or puts you down because of your race and other related grounds.

Racial discrimination can often be very subtle, such as being assigned to less desirable jobs, or being denied mentoring and training. It might also mean facing different job standards than other workers, being denied an apartment because you appear to have Aboriginal ancestry, or facing unfair scrutiny from police while driving or from security staff at a shopping mall.

Systemic racial discrimination 

Racial discrimination can happen on an institutional – or systemic – level, from everyday rules and structures that are not consciously intended or designed to discriminate. Patterns of behaviour, policies or practices that are part of the structures of an organization or an entire sector can disadvantage or fail to reverse the ongoing impact and legacy of historical disadvantage of racialized persons.This means that even though you did not intend to, your “normal way of doing things” might be having a negative impact on racialized persons.

Identifying and addressing racial discrimination 

Organizations must take proactive steps to make sure they are not taking part in, condoning or allowing racial discrimination or harassment to happen.

An anti-racism program will also make it easier for organizations to promote equity and diversity goals, and it makes good business sense.

For more information 

The Ontario Human Rights Commission’s Policy and Guidelines on Racism and Racial Discrimination and other publications are available at www.ohrc.on.ca.

Woodsworth’s Human Rights By-law is available on the co-op website – www.woodsworthcoop.ca and in the By-law binder in the photocopy room on the 2nd floor.