Anti-Racism and Anti-Oppression

In 2019, London City Council identified Anti-Racism and Anti-Oppression as an important priority of the 2019-2023 Strategic Plan. As municipal staff who serve the public, confronting racism and discrimination is essential. 

In 2021 the Anti-Racism and Anti-Oppression division was formed with the mandate to create and sustain action-focused, positive, and lasting systemic change in the City of London so that race or membership in an equity-deserving group does not predict one’s access to opportunities or ability to engage whole heartedly in the London community. We will do this through relationship building, research, community engagement, best practices, education, critical self-reflection, and shared leadership.

Accessibility and Anti-Ableism

People with disabilities often face systemic barriers and discrimination in their daily lives, especially in employment, education, and community engagement. Building a more accessible and inclusive world means paying attention to the small and large ways that we participate in ableism and exclusion. The City of London is committed to removing barriers, addressing ableism in our City and in ensuring an inclusive and accessible experience for all.

The Accessibility and Inclusion Advisor advises City staff on inclusion and accessibility in all our programs and services, ensures regular reporting of AODA compliance, supports residents with City-related inaccessibility, updates policies and procedures related to accessibility, and engages with regular accessibility problem-solving with employees and residents. 

2022 - 2026 City of London Accessibility Plan

Reflect

The work of anti-ableism is all our responsibility. Learn about ableism with the following resources at external links:

Educate

  • Report inaccessibility in City structures or programs by calling 311, or by visiting our service portal at service.london.ca
  • Learn more about the City of London's Accessibility Plan and how you can share your ideas on the Get Involved Site. 

Get Involved

Visit our webpage www.london.ca/accessibility to report an issue related to City services, and to see upcoming accessibility related events and other ways to engage in accessible spaces.

Contact - 519.661.CITY(2489) | accessibility@london.ca
 

Equity and Inclusion

Equity and inclusion within the workplace are the outcomes we hope to achieve for all employees, recognizing the intersectionality of each of our identities. To get there, we must employ anti-racist and anti-oppressive strategies that address systemic barriers. This means creating learning and development opportunities for all employees and creating a plan with measurable action items which includes revising policies, procedures, and practices to create a more equitable and inclusive workplace for all employees.

Reflect

  • Equity and Inclusion Action Plan: One way we are working towards a more equitable and inclusive workplace is by developing an Equity and Inclusion Action Plan. This employee-informed plan will include measurable action items and a commitment to regularly report on the plan’s implementation.
  • Anti-Racism and Anti-Oppression Foundations Training: We have developed an internal training program to educate employees on systemic racism and oppression, and to provide employees with an opportunity to practice self-reflection so they can assess how their individual identities impact the way they experience the world and provide service to Londoners.
  • Employee Resource Groups: Another way to support employees from equity-denied groups is by facilitating Employee Resource Groups (ERGs) which are a formal connecting structure for employees who share a common social identity and their allies. We currently have ERGs centered around the following identities:
    • ABC - Supporting employees who identify as African, Black, Caribbean, and their allies
    • Asian Heritage - Increasing awareness and celebrating multiple Asian cultures by engaging with employees
    • PRISM - Supporting our 2SLGBTQIA+ employees to bring their whole selves to work
    • UP! - Supporting employees who identify as women and the development of future women leaders across the Corporation
    • U5 - Helping employees with under five years' service be successful in our organization
    • Access Without Limits - Bringing together employees with visible and invisible disabilities and their supporters
    • Indigenous - A community of support and acceptance that is Indigenous-led with the help of friends

Educate

Get Involved

If you have questions about this internal work, please contact: 519.661.CITY(2489) | arao@london.ca

Indigenous Peoples 

The City of London is focused on relationship building with the urban and local Indigenous communities. Through the provision of a specific lens of anti-Indigenous racism the Indigenous Liaison Advisor provides support to the organizations through: Creating partnerships and identifying opportunities to work on the implementation of the Truth and Reconciliation Commission (TRC) Calls to Action; identifying anti-Indigenous racism; ensuring indigenous advocacy; working with the newly formed Indigenous Employee Resource Group and providing support to Indigenous community-lead awareness and initiatives 

Reflect 

Educate

Get Involved

There are several ways in which Londoners can be involved in supporting Indigenous people and initiatives in the community:

  • The Indigenous Community can get involved by providing feedback towards the Truth and Reconciliation Action Plan 
  • Continue to educate yourselves on the true history of Indigenous people of Turtle Island 
  • Participate in Indigenous community-led events such as attending a Pow Wow.

Contact -  519.661.CITY(2489)  | ARAO@london.ca

Anti-Black Racism

The City of London is focused on strengthening the relationship with the Black communities. As part of that, the Black Community Liaison Advisor provides an anti-Black racism lens to our work and supports the organization in many ways, including:

  • working with diverse individuals and community organizations to identify and address the needs of the Black community more clearly
  • providing advice and support to Black community-focused initiatives and events
  • developing an anti-Black racism framework to support the ABC ERG (African, Black and Caribbean Employee Resource Group)

2025-2029 Anti-Black Racism Action Plan

On November 26, 2024, City Council approved the 2025-2029 Anti-Black Racism Action Plan, which outlines steps the City will take to improve municipal programs, policies, and procedures to address anti-Black racism. The plan aims to ensure full and meaningful participation of the Black community in services, events, and life in London.

With Council’s approval of the action plan, an implementation strategy outlining key outcomes, performance indicators, and timelines is under development.

Learn more

Reflect

Accepting that racism lives within our society is an important first step. Reflect on the ways systemic racism and your position have impacted you and your perspectives. The experiences of marginalized groups can also vary, so don’t forget to apply an intersectional lens when you consider the ways that different groups face oppression. You may feel uncomfortable, but this sets a solid foundation for you to explore the complexities of racial discrimination, challenge your notions of race and culture, and see anti-racism in new ways. 

Educate

To move forward, it is essential to confront our past with racism and oppression as a country. Having knowledge and understanding in Canada’s history with racism provides us with the necessary foundation to fight against injustice. As you learn more about Canada’s history with racism, ask yourself the following questions: How have the laws changed? Is the targeted group still experiencing the effects of this event today? Were you familiar with this historical event? If not, what is the significance of you not knowing about this event? 

Get Involved

Challenge yourself and your communities by bringing conversations into your spaces. Regardless of our intersectional identities, talking about racism is no easy task, but your ability to have more meaningful and productive conversations will grow as you practice more. To get involved in supporting Black communities and initiatives, residents are invited to participate in, and share information about the Anti-Black Racism Action Plan Survey on the Get Involved site.

Important Resources

Contact - 519.661.CITY(2489) | ARAO@london.ca

Immigration and Newcomers

Making the move to Canada is a big step, yet individuals and families do it everyday, leaving their home and all that is familiar to them. We need to work hard to continue making London a welcoming city for all. 

 The City of London has a three-fold strategy regarding immigration:

  1. Creating a welcoming community through the London & Middlesex Local Immigration Partnership
  2. Attraction, retention, and integration of newcomers through the London Newcomer Strategy
  3. Ensuring that immigration status is not a barrier to residents seeking service with the City of London through the Free of Fear Services for All policy

Reflect

  • London Newcomer Strategy: The London Newcomer Strategy is a community-driven, City led initiative that identifies three strategic priorities aimed at creating a necessary drive towards meeting quantitative targeted outcomes relating to Newcomer attraction and retention to sustain and increase economic growth.
  • Free of Fear Policy: The City of London provides services to residents regardless of their immigration status. Learn more here.  
  • London & Middlesex Local Immigration Partnership (LMLIP):  The LMLIP is a collaborative community initiative, funded by Immigration, Refugees, and Citizenship Canada, and supported by the Government of Ontario and the Association of Municipalities of Ontario. It is co-led by a representative of the City of London and a community member. 

Educate

Get Involved

  • The London & Middlesex Local Immigration Partnership (LMLIP) is always seeking volunteers and participants for surveys and research.
  • London Newcomer Day: Every October, the City of London hosts the London Newcomer Day, an event to welcome newcomers to London, provides access to a wide range of support services and programs., tours of City Hall and an information fair. Learn more on the City of London’s Get Involved website.

Contact -  Phone: 519-661-2489 |  immigration@london.ca

 

Anti-Islamophobia

On June 6th, 2021, the City of London witnessed a tragedy that revealed the realities of Islamophobia and affirmed the need for a strategy to address and dismantle it.  In response to such violence, City Council endorsed “A London For Everyone: An Action Plan to Disrupt Islamophobia”.

For the first time in North American history, a municipal government had allocated resources and dedicated strategic focus to tackle, address, and dismantle all forms of Islamophobia. The Muslim Community Liaison Advisor is responsible for the guiding and implementation of this comprehensive plan.

This action plan aims to work with all local and regional, as well as provincial and federal partners as necessary, to carry out a coordinated effort against Islamophobia. With over 20 external partners, the following sectors are committed to working with the City of London and Muslim community in a collective effort to combatting Islamophobia:

  • Education (Universities, Colleges, Elementary and Secondary Schools and other institutions)
  • Health, Emergency Response Services and Hospital Institutions and Organizations
  • Mental Health & Counselling Services and Organizations
  • Public institutions such as Libraries, Community Centers, and Museums and City spaces
  • Newcomer & Settlement Services Agencies
  • Local Arts Councils
  • Youth Advisory Councils

Reflect

  • Understand that the Muslim identity, like many other faiths, falls on a spectrum for everyone.
  • Muslim identities are diverse and all experiences with Islam are shaped by other facets of identities (intersectionality). There are disabled Muslims, White Muslims, 2SLGTBQIA+ Muslims, low-income Muslims and other perspectives that continue to add the intersectional framework lens into understanding Muslim identities.
  • How a Muslim may practice their faith varies across individuals, families, cultures, and social environments.
  • Recognize that Islam is not limited to a country, nation state or political affiliation.

Educate

Get Involved

  • Challenge yourself and your communities and networks with engaging in difficult conversations on perceptions, myths, and stereotypes around Islam, Muslims, and anti-Islamophobia.
  • Always report online hate propaganda.
  • Actively engage in allyship efforts with Muslim identifying individuals and groups, along with other equity-denied groups such as: Indigenous peoples, Black communities, as well other visible minority religious groups such as Sikh people and people of Jewish faith.

Contact -  519.661.CITY(2489)  | ARAO@london.ca

Anti-Racism and Anti-Oppression Framework and Equity Tool

This framework is designed to support the Corporation by embedding the principles of equity and inclusion from design to implementation of corporate policies, procedures, programs, projects, plans, services, and budget decisions.

Within this framework is an equity tool which offers an intentional way to consider the impact of the City’s work on equity-deserving groups and ensures an intentional identification and removal of barriers to inclusion. This work directly aligns with the City’s mission, as defined in the 2019-2023 Strategic Plan, to be ‘a responsive and modern public service partner that fosters change to build a better London for all’ and informs every strategic area of focus, outcome, expected result and strategy of our Strategic Plan.


The concepts of gender equity, racism and oppression are complex and require ongoing learning and unlearning along with critical self-reflection. At times, working to address systemic inequities can feel onerous or an “add-on” to what is often complex work. As public servants, however, it is critical that we ensure our work is reflective of the needs of all Londoners. By addressing inequities within our Corporation, we will deliver on our commitment to ending systemic racism and oppression.

Accessible Trick or Treating

Let's make Halloween more accessible for all Londoners!

Download the accessible Halloween poster here.

 

Last modified:Tuesday, November 26, 2024