Meet the Founders – Part I

Did you know that this month marks the 30th anniversary of Women’s History Month in Canada? Since 1992, every October has been dedicated to celebrating women who have contributed to a more inclusive Canada. This year’s theme is “She Did, So Now I Can” and aims to celebrate the trailblazers who pushed boundaries. As a women-owned business, we want to take this month to celebrate our very own trailblazers. That’s why this month our blog posts will be part of a 4 part series, where we introduce our founders Sky and Sherilyn. 

In Part I, we will be introducing Sky McLaughlin, principal and co-founder of MT Consulting Group. 

Who is Sky McLaughlin? 

Business owner, educator, academic, and mother, Sky wears many hats and plays many roles throughout her day. Motivated by a personal philosophy to always “say yes” to new opportunities, Sky became the first in her family to attend post-secondary. Her interest in English and Linguistics led to both a Master’s degree and a Ph.D. (Her Ph.D. focused on how language and politics worked to establish an individual’s sense of identity.) Sky’s educational background, inclination towards activism, and personal philosophy led her across the globe to the Middle East as an English as a Second Language educator. Her skills and experiences as an educator saw her through program management experiences for McGill University, Indiana University Bloomington and the University of Alberta. Currently, Sky combines her skills as a manager and educator, working as an Employabilities Instructor for Autism CanTech and as Principal Consultant at MT Consulting Group.

“I was born to be a teacher”  

Sky’s career as an educator started when she taught English in Ramallah, West Bank. Building her career in occupied Palestinian territory, Sky taught learners of all ages from primary to tertiary institutions. Her work led her to develop curriculum, author textbooks, and provide training-of-trainer programs to fellow educators. The impact of her work there was made evident, even today, when a past student reached out to her over Facebook. The woman shared her career successes and thanked Sky for all the pedagogical strategies she had taught some twenty years ago. 

“Everybody has their own voice, so I’m not here to give somebody a voice. I’m here to give some tools to a person so that they can utilize their own voice.” 

Regardless of the context or the learner, Sky’s goal as an educator is to build a classroom that empowers everybody to succeed in their own way. Whether this is through teaching employability skills to Autistic youth or leading DEI training sessions for employees, Sky aims to provide all learners with the tools they need to thrive in the world and make lasting change within their own spheres of influence.  

A lifelong activist  

Sky’s educational philosophy draws heavily from her experiences as an activist. While living in Palestine, Sky and other foreigners started the Checkpoint Watch, acting as witnesses to Palestinians crossing Israeli military checkpoints. Actively working to reduce the harm and abuse enacted on Palestinians, Sky would physically block construction equipment from destroying their homes. 

Nowadays, Sky acts as an activist in different ways. Volunteering with local organizations, she mentors young women who are interested in similar career paths. By extension, her work as a DEI consultant blends her love for teaching and activism. She strives to share her knowledge and experiences so that those around her can build up not only themselves but their communities too. Sky has been a trailblazer throughout her life, and we hope her story has inspired you to forge your own path, no matter your gender or status.

Sky is only one half of our story, look out for Part II where we introduce Sherilyn Trompetter! If you can’t wait till the next post, you can always contact either Sky or Sherilyn to learn about our services, training & coaching programs, or just say hi. 

World Mental Health Day

October 10 is World Mental Health Day (WMHD). All around the world, since 1992, this has been a day to reflect on and raise awareness around mental health issues around the world. As the World Health Organization points out, this day is an opportunity for those working within the mental health field to openly talk about the work they do and discuss what can be done to make it better. The goal and priority of these conversations and essentially what WMHD hopes to accomplish is making mental health care accessible and a reality for people worldwide.  

The theme of WMHD this year is, Make Mental Health for all a Global Priority. As the world has grappled with COVID for the past few years, and continues to do so, this theme can easily resonate with all of us. In honour of this day, let us talk about creating workplaces that support mental health. What small steps can we take to make our work environments safe spaces for those who may be suffering in silence? 

Many of us spend most of our days working, whether that be remotely or in the office, so it is not particularly a surprise that much of our mental health is influenced by our workplaces. Although often viewed as a taboo topic to discuss in the workplace, employees do want to talk about mental health. A study in 2018 found that over 70 percent of employees want their employers to prioritize and champion mental health and well-being (Kohll, 2018). Employees want that shift and are asking for it. 

Employers need to recognize that productivity is inextricably linked to the mental health of their employees. We cannot expect someone that is going through their mental health challenges unsupported or unrecognized to prioritize or think about the needs of the company they are working for. Research confirms that companies that prioritize mental health needs of their employees see an increase in productivity and retention, and a decrease in health care and disability costs (Rawe, 2021). 

If the need and want is there, what can be done? Is there a key concept that can help us create paths of understanding within our places of work? Yes, there is, and it is called connection. 

What can organizations do to create spaces of connection? 

  1. Vulnerability: Studies confirm that social connections benefit and strengthen our mental and physical health. We are all aware of that. Managers who can be vulnerable with those they work with can create a space where conversations about mental health are natural and organic. A manager who can normalize mental health challenges will also reduce the stigma that is attached to them and can create bridges to meet their employees and their needs. 
  2. Check-ins: Managers who can engage in active listening and create a flowing conversation between themselves and those they work with can help strengthen team dynamics. The idea is to give employees the space and opportunity to discuss mental health issues without the formalities and pressure in place. This, in turn, will create a culture of connection (Harvard Business Review). 
  3. Flexibility and Adaptability: If COVID has taught us anything, it is that we can adapt, and we can change the culture of a workplace in days. Allowing for more flexibility will show employees that they matter and the decisions they make to maintain their mental health is important. Some of the biggest companies are offering leave and family benefits to help promote a healthier and more dynamic work-life balance that takes employee mental health into consideration (McLaren, 2020). 

This World Mental Health Day, let us all take the time to reflect on how we can create spaces of deeper connection, understanding, empathy, and support for those of us who continue to struggle and suffer in silence. You are not alone. 

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Dina Shamlawi is Associate at MT Consulting Group, focusing on the intersections of Diversity, Equity and Inclusion with mental health, race and gender. She earned her M.Ed. in Educational Administration and Leadership from the University of Alberta in 2015. She has since worked as an educator and within the higher education sector. Dina is currently pursuing her MA in Counselling Psychology at Yorkville University. 

How can organizations support National Day for Truth and Reconciliation? 

Is your organization ready to commemorate National Day for Truth and Reconciliation on September 30th? 

Created last year, this new holiday was the federal government’s response to the 94 calls to action published by the Truth and Reconciliation Commission of Canada (TRC). Referring to call number 80, the new holiday aimed to commemorate the history and legacy of residential schools. As there was already a successful movement to commemorate this history on September 30 (called Orange Shirt Day) the government decided to host the new holiday on the same date.

Orange Shirt Day was born out of a story told during the St. Joseph Mission Residential School Commemoration Project and Reunion event. In May 2013, Esketemc Chief Fred Robbins brought together former students to share their stories and experiences. It was there that former student Phyllis (Jack) Webstad shared her story of how her brand new orange shirt was taken away during her first day of residential school. Her story, and the symbol of her orange shirt, became the impetus for Orange Shirt Day. The date, September 30, was chosen as it marked the beginning of the school year when children were taken away to residential schools. The orange shirts and the date act as powerful reminders each year of the survivors of residential school and the ongoing journey of reconciliation. 

Even though it’s not a provincial holiday in Alberta, we recommend 2 ways your organization can engage on September 30. 

  1. Confront the history 

Read: 

There is a lot of content posted on the internet on the topic and it can feel overwhelming. To start, we recommend learning about the history of residential schools, as this is the core of National Truth and Reconciliation Day. The TRC has a brief outline of this history on their webpage, as well as a more detailed timeline. They also host an archive with over 220 books for adults on a wide variety of topics related to Indigenous peoples. 

Learn and Experience: 

For more active learning, the University of Alberta offers a free online course titled Indigenous Canada. This 12-week course is self-guided and covers the history and legacy of Indigenous peoples. 

Alternatively, you can experience stories and artifacts in person through the Indigenous Peoples Experience at Fort Edmonton Park. Open year-round, this award-winning exhibition provides the opportunity to learn in person. 

Watch and Listen: 

For visual learners, the documentary film Colonization Road offers a glimpse into contemporary challenges faced by communities. In this film, Ryan McMahon (an Anishinaabe comedian) discovers the impact of roads that physically affect Indigenous communities.  

Looking at current Indigenous representation in media, Matika Wilbur and Adrienne Keene host the podcast All My Relations. Though they’re based in the US, their conversations still resonate with challenges faced by Indigenous people in Canada. 

2. Participate in reconciliation

The second way is to actively participate in reconciliation by engaging with and recruiting Indigenous peoples (which are both listed in call to action number 92). Engaging with Indigenous organizations can be as straightforward as buying gifts for staff from the Indigenous Artist Market Collective. Alternatively, businesses can partner with organizations like the Bent Arrow Traditional Healing Society to learn about better serving the Indigenous community. 

Next is to hire more Indigenous talent in your organization. This might require an audit of your workplace, to learn what can be improved to create a more welcoming environment that attracts Indigenous talent. Consider partnering with Indigenous employment and training society to bring on students or youth as paid interns. Leaders and managers in your organization can consider trauma-informed coaching, to practice having difficult conversations with team members about Indigenous recruitment. 

Reconciliation in Canada will take more than one day per year. To build inclusive and welcoming workplaces for Indigenous peoples, organizations will need to build a foundation of knowledge and continuously learn. Ask us how we can help implement this learning at your organization. 

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Mental Health as an Integral Part of DEI Policies in the Workplace

There is no way around it; we cannot discuss Diversity, Equity, and Inclusion in the workplace without recognizing and understanding that the mental health issues of employees are at the heart of the matter. There should not be DEI policies put into place without foundationally building them on the mental health needs and priorities of the specific employees in an organization. How can we call for DEI policies to help bridge the gap between those who have been systematically disadvantaged in society without first acknowledging the direct impact this continues to have on their mental health?

It is important to note the lens I am using when discussing identity. I view cultural identities, as highlighted by Sandra Collins (2018), as embodying the experiences and expressions of multiple dimensions of culture, inclusive of gender, gender identity, ethnicity, Indigeneity, ability, sexual orientation, social class, age, and religion or spirituality. Using this lens now to assess how DEI and mental health overlap; if we are aiming to create workplaces that are diverse, equitable, and inclusive, we need to consider the societal impact and influence our cultural identities have on our place of employment, our dynamics with colleagues and managers, and even during the hiring process.

With the research suggesting that around 60 percent of employees have never discussed or would never feel comfortable discussing their mental health issues with anyone in their workplace (Harvard Business Review, 2021), it is clear that DEI policies are lacking. Employees are three times less likely to disclose a mental health issue such as depression than a physical one such as cancer (CAMH, 2021). When discussing mental health, we cannot deny the influence our cultural identities have on our experience in the workplace.

  • 59% of working Canadians have either witnessed discrimination or been discriminated against, or both, in the workplace (Abacusdata)
  • 38 % of men and 26 % of women believe that employment equity laws discriminate against women, people with disabilities, Indigenous peoples, and visible minorities (Abacusdata)
  • One in ten women experiences gender-based discrimination at work (Statistics Canada)
  • A report conducted in 2020 by Statistics Canada outlined that the most reported forms of discrimination based on employee experiences during the pandemic were based on: race or skin colour (34%), age (30%), physical appearance (26%), ethnicity and culture (25%), and sex (22%)

Employees from varying cultural identities can face a lack of representation, microaggressions, and unconscious bias (Forbes, 2021), directly impacting their mental health and well-being. If we cannot create spaces where employees from various cultural identities feel like their mental health needs are being respected, heard, and supported, they will not stick around. Millennials and Gen Zers are statistically more likely to leave jobs for mental health reasons. A recent study by the Harvard Business Review reported that a staggering 68 percent of Millennials and 81 percent of Gen Zers have voluntarily and involuntarily left roles for mental health reasons.

More diverse spaces, where people with varying cultural identities are respected, sought after, and represented, are statistically more likely to thrive. Here is what the numbers are saying (McKinsey & Company, 2021):

  • Companies that champion and seek out diversity in hiring have a 2.3 times higher cash flow per employee
  • Companies with gender, as well as racial and ethnic diversity, perform better financially
  • Diversity at the management level increases revenue by 19 percent
  • 86 percent of women seek employers with diverse inclusion strategies
  • 80 percent of workers want inclusive companies

Why does it all matter? In simple terms, happier employees make for higher productivity. If 1 in 3 Canadians, or about 9.1 million people, will be affected by a mental illness during their lifetime (Statistics Canada), every company has employees struggling and dealing with mental health and wellness issues that require assistance, validation, and resources. Without the right mental health support in place, we can never create a space where employees can be productive.

What can be done? Let us start with two tangible ways to create a mental health cultural shift within our organizations:

  • Encouraging conversations about mental health, especially those initiated and shared by senior leaders and managers (modelling)
  • Ensuring that employees feel supported by managers and HR, that includes workplace adjustments and employee benefits (support)

With these two foundational elements in place, employers can begin the daunting task of making this information accessible, encouraging, and critical to their organization’s identity. How can that be done? Come back next week to learn more!

 Dina Shamlawi is Associate at MT Consulting Group, focusing on the intersections of Diversity, Equity and Inclusion with mental health, race and gender. She earned her M.Ed. in Educational Administration and Leadership from the University of Alberta in 2015. She has since worked as an educator and within the higher education sector. Dina is currently pursuing her MA in Counselling Psychology at Yorkville University. 

Building an Inclusive Classroom

As the school year starts again, we wanted to talk about creating inclusive classrooms. Inclusivity in the classroom goes beyond ensuring equal access and can include the language, activities, and intentionality of educators. Though there is no foolproof template to building inclusive spaces, we have 3 strategies that can help you get started! 

Build on your DEI Vocabulary

Building inclusive spaces starts first with understanding the language of inclusivity. Although it is not necessary for students to use these terms, it is helpful for educators who want to identify and label different situations. For example, by understanding the definition of microaggression educators can prevent and stop these subtle injustices from occurring. 

In Canada, inclusive education often refers to educational opportunities for children with disabilities. Language is of paramount importance to individuals in the disability community, as historically it has been used to marginalise them. One example is through referential terms: some individuals may use identity first language (disabled person); some may use person first language (person with a disability). Just like the use of pronouns, these terms are highly personal, so educators should ask parents or students (if able) how they choose to identify. As language is powerful in diversity, equity, and inclusion (DEI) spaces, it is important for educators to be familiar with some of the common DEI terms. Read more about these terms in our posts: DEI Alphabet Soup: Decoded Part I and Part II. 

Bring home life into the classroom

Another consideration is to invite students to share their home life at school. This helps students to build a unified sense of identity, one where all facets of their identity are celebrated. In Living as Mapmakers: Charting a Course with Children Guided by Parent Knowledge, Kindergarten teacher Kirsten Kobylak implemented this through family storytelling in their classroom. They invited parents to tell stories from their own culture in their first language, providing opportunities for students to learn about new cultures. This new classroom activity became an integral aspect of the student’s learning and identity formation. 

Consider adding a family storytelling component to your program. Similarly, you can invite students to share music unique to their culture. Another way to share is by celebrating cultural holidays. Consider Ramadan, which is observed by 1.8 billion Muslims globally, and the specific traditions, foods, and stories told. How can you make your classroom a welcoming space for students observing Ramadan? Alternatively, Lunar New Year is a festival celebrated by many Asian countries. What are aspects of the festival that can be shared within the classroom? There are numerous cultural celebrations happening each month of the year, if you are curious to see what else is happening check out our 2022 Canadian Diversity Calendar. 

Avoid Tokenizing Students

The third strategy is to be purposeful and not tokenize specific students. Tokenism is defined as “the policy or practice of making only a symbolic effort” by the Merriam-Webster dictionary. Though they seem similar, the distinction between tokenizing students and creating an inclusive space is intent. The intent of tokenism is to make a show of being inclusive, while the intent of inclusivity is to create space for everyone to feel welcomed and celebrated.  

An example of tokenization could be singling out a Muslim student to explain Ramadan to the entire class. By contrast, building an inclusive classroom for Muslim students would require more thoughtful planning. Are the snacks offered to children halal? Is there a comfortable and purposeful space where students can pray throughout the day (the need for this may vary depending on age of student)? Being inclusive for these students may require educators to invite feedback from parents and students before making programming changes.

Building inclusive classrooms and programming can be a daunting task. Let us help you navigate where to start and where to go through our various consulting services. From our workplace audit and inclusion survey to Diversity, Equity, and Inclusion Foundations training, we can help you build an inclusive classroom! 

Three (3) Tips for Improving Gender Balance in Engineering

“Should I leave engineering?”

“I cannot do these engineering politics anymore!”

“This is not what I was expecting engineering to be.”

Many women in engineering careers have had these thoughts, once or twice.

Sometimes they have these thoughts multiple times in their lives, until they change careers.

According to Engineers Canada, the number of newly-licensed engineers who are women in 2020 was 20.6% in all of Canada.

https://engineerscanada.ca/diversity/women-in-engineering/30-by-30

That number goes down when you count how many women in Canada were already practicing engineers the year before. According to Engineers Canada, in 2019, women represented 13.9% of total national membership. But that number included various membership levels besides fully licensed engineers so the actual number of practicing engineers who are female in Canada is less than 13.9%.

https://engineerscanada.ca/2020-national-membership-information#-gender-representation-in-engineering

Honestly, the mystery of why Canada has such a small number of practicing engineers who identify as female is not a mystery at all.

Based on my experience of organizing the Women in Engineering Summit (WES Ltd) over 5 years, the solutions to not only recruit but also retain women into engineering are almost painfully obvious.

I shared 3 tips for improving gender balance in engineering, during a workshop at CSME 2022 (the Canadian Society for Mechanical Engineering International Congress). The slides of that workshop are posted on the Women in Engineering Summit website.

https://womeninengg.ca/

To summarize, women engineers need more:

1. Flexible work opportunities like part-time and job-sharing in engineering, which may mean bringing engineering into the 21st century,

2. Enforcement of harassment work policies, which may mean firing the abusers and other bad apples, and

3. Support to obtain their P.Eng. (Professional Engineer) license, which may mean financial backing and support for fair promotions.

Engineering is a good career, some say the career of the future, therefore we need to make it more welcoming to women. If Canada ever expects to keep up the worldwide technology and innovation race, they will need diversity in engineering.

Let’s get these 3 solutions moving now! MT Consulting Group can help. Contact us to learn more about we are helping Engineering firms reach their 30 by 30 goal.

Guest post by Claudia Gomez-Villeneuve, P.Eng, M.Eng, PMP, DTM, FEC

All Bodies Belong in Nature

All bodies belong in nature. When I did an image search for “people in nature,” what I saw didn’t match this. You can probably guess what most of the people in the photos looked like. We are all told to go outdoors, to spend time in nature, but what barriers exist that prevent some people from feeling comfortable, safe, and welcome in nature? Lack of representation of diverse bodies and abilities and racialized and other marginalized folx can make nature feel out of reach. For example, very few options exist for plus-sized technical gear to keep you safe and comfortable in outdoor pursuits. Getting into nature also is often presented as an athletic endeavour: hiking, mountain biking, climbing, paddling, trail running, etc. While all great activities, they may not be accessible or of interest to everyone. We know that being in nature is good for our mental and physical wellbeing. As a certified forest therapy guide, I always strive to make everyone feel comfortable, safe, and welcome. Whoever you are, you belong. Forest therapy is sometimes called forest bathing (from the Japanese shinrin yoku) and is a very open-ended, gentle practice that can be tailored to several mobility challenges and is accessible to everyone regardless of physical fitness. The practice is meant to slow us down more than we are accustomed to, helping us to connect through our senses to our surroundings and ourselves while only travelling a very short distance over a period of two to three hours. Studies have shown that it decreases stress hormones, lowers blood pressure, boosts the immune system, helps with depression and anxiety, and leaves you feeling relaxed and rejuvenated. Forest therapy helps you to build a relationship with nature and reminds you that you’re a part of it, not apart from it.

I’m thrilled to be collaborating with MT Consulting Group to offer a special forest therapy event: All Bodies Belong in Nature Forest Therapy Session on Saturday, October 1, 2022! The session will take place from 9:00am-12:00pm at the Beaver Hills Biodiversity Trail, Strathcona County. (Please note this site has some gentle inclines/declines. The path is wide and flat, but may be grassy, depending on when it has been last maintained. There are outhouse bathrooms in the parking lot. The entire walk is very slow-paced and we do not travel very far over the 3h period.)

Looking forward to welcoming you to forest therapy! Tickets (including free gifts from both Wild Calm Forest Therapy and MT Consulting Group) are available here.

Milena, Wild Calm Forest Therapy

Take a break!

Take a break!

Today we are announcing that we will be taking a brief break from our work — including our blog — for the month of July. We believe that rest is paramount to work-life balance. As activists and scholars like Tricia Hersey aka “The Nap Bishop” say, rest is revolutionary in a capitalist society which values productivity and profit over people and humanity. By choosing to rest and slow down, we actively resist the demands of a toxic social framework that disregards wellness. 

There are different kinds of rest and self care that people can practice, and we are going to cover a few that we are going to focus on during our break. Physical self care includes anything related to your body. Taking good care of our bodies can include getting regular and restful sleep, eating well, drinking water, and joyful movement or activity. It is also highly beneficial to have support from wellness providers to support our bodies, such as massage therapists, family doctors, and others like nutritionists or acupuncturists. Seems like a no-brainer, but when was the last time you went in for a check up or saw your dentist? 

This form of care can also have huge impacts on your psychological wellness, which also benefits from connecting with oneself through activities like journalling, meditation, or even going to therapy. A huge part of taking a rest from work also includes regularly scheduling time away from work, like keeping specific work hours, disabling work-related notifications like email when you are no longer at work (or fulfilling hours as you work from home!) — and not checking for messages when work time is over. Setting boundaries with colleagues about when you will be on a break or vacation is also key to creating a workplace that demonstrates a commitment to rest. 

Reading can be a relaxing activity, and here at MT Consulting, we will be taking this break time to dive into some of our reading lists! While theory and workplace-related readings can be more of a chore to get through, there is plenty of fiction that can help increase your empathy and understanding of others’ experiences. Some of our recommendations are:

If you are in Edmonton, we recommend checking out these and other books from the Edmonton Public Library, or supporting local book shops like Audrey’s Books, Glass Bookshop, or the Wee Book Inn used books! 

How will you be taking a break? We would love to hear from you if you pick up any of our recommended reads. If you hope to engage with more EDI learning later in the year, explore our course and certification offerings here. 

See you in a month!

World Refugee Day 

World Refugee Day was established by the United Nations Refugee Agency in 2000. The 2022 World Refugee Day tagline is: “Whoever, wherever, and whenever, everyone has the right to seek safety.” Broadly, this means that it does not matter who a person is, where they are from, or what their reason for seeking asylum is: they deserve to do what they need to do, in order to live safely and freely. 

Why should we celebrate WRD? 

Refugee issues are everyone’s issues. At any time, anyone can experience life-threatening circumstances from which they need to flee in order to survive. Generally speaking, people can agree that protecting one’s family and keeping them safe is a basic human right, to which everyone should be entitled. To stand with refugees is to accept and embrace those who have been forced to flee unsafe situations. 

World Refugee Day, and conventions like the one on the Status of Refugees are important causes because they help to educate the public at large. Myths about refugees, like other forms of stereotyping, can also make for riskier and more uncomfortable situations for people already experiencing the difficulties and struggles of fleeing their homes. By educating more people about refugees and their experiences, communities can better support people seeking asylum so that they can heal and recuperate in dignity and safety, as they deserve. 

How we talk about refugees matters 

We see solidarity with refugees as an intersectional issue: no person should be considered illegal, and especially not on stolen land. Canada is a colonial state which imposes itself on the territory of peoples who have been here since time immemorial. The displacement of the original peoples of Turtle Island is not unlike the displacements of other people across the globe. 

In addition, responses to the Ukranian refugee crisis in 2022 have re-emphasized racist patterns in the treatment of and reporting about non-white/non-white-passing refugees globally. While comparing the suffering of different groups is an ultimately fruitless exercise, recognizing the difference in treatment of those suffering is important to note. Ukrainians fleeing from Russian invasion have received significantly more attention in world news than Syrians doing the same; and Black and Brown Ukrainian citizens, and even international students in Ukraine have reported being treated more harshly in receiving countries than their fellows. 

Like with any kind of allyship, ensuring that we disrupt and dismantle stereotypes is important work to increasing the overall inclusivity of our workplaces and communities. 

What is your organisation doing to support refugees? 

Do you hire refugees and newcomers? Did you know that there are incentives that can go along with this important support for people fleeing their homes? When it comes to hiring equitably and inclusively, some things to keep in mind for refugee applicants and employees:

  • Background checks and documentation may be difficult to acquire or provide; instead, consider providing opportunities for refugee applicants to demonstrate their skills in other ways 
  • Implement inclusivity training and zero tolerance policies for any kind of harassment or discrimination in your workplace
  • Be open to, and potentially budget for, language interpreters and acquisition training for your refugee applicants and new employees 
  • Create or provide mentorship for refugee employees to create a greater sense of belonging and ease the transition into the workplace 

MT Consulting can help you with all of these steps, and more, with our specialized expertise. Contact us today to book a consultation or training program! 

Happy Asian Heritage Month! 

Asian people have had huge impacts on Canada and the world. In the month of May, we celebrate this illustrious history by recognizing the contributions of Asian people of all stripes — entrepreneurs, leaders, and more. 

Asian Heritage Month was originally proposed by Senator Vivienne Poy in 2001, after being celebrated annually starting in the 1990s in Canada. The following year, the Government of Canada officially designated May as Asian Heritage Month, to be observed each year across the country. The Government of Canada website also keeps a series of resources about Asian-Canadian history available, including specific history bites about East, South, Southeast, West, and Central Asian groups. 


This year’s AHM theme is “Continuing a legacy of greatness.” This theme evokes a respect for the history of Asian people in Canada, and a vision for a prosperous future for Asian-Canadians heading forward. This is especially important to consider and focus on as anti-Asian hate crimes and discrimination have also been on the rise in recent years, especially in the COVID-19 pandemic. Combatting racism of all kinds is crucial to inclusion and liberation for all people. 

What are some ways to be an ally to your Asian neighbours and colleagues? 

Learn the difference between different Asian ethnicities. And stop making assumptions that all the Asian people you know or see are of the same cultural or ethnic background. While there are many similarities between many of these cultures, they are not all the same. Take the time to learn about the different kinds of Asian heritage represented in your community, and how you can appreciate or celebrate with them! (We have a great list of holidays from all kinds of cultures and countries, including Asian ones, in our diversity calendar download from earlier this year!) 

Disrupt and unlearn stereotypes. Even well-intentioned “good” stereotypes can be harmful. Consider the “model minority myth”, the result of campaigns to portray Asian people as “hard working, successful at school and in the workplace, and as economically prosperous”, in order to combat racism around the 1940s. Stereotypes about the supposed docility and intelligence of Asian people undermine the experiences of discrimination and racism they face, even to this day. 

Support your local Asian businesses. This is also a great way to practice all of the above! Get to know your Asian neighours running restaurants, clothing stores, ice cream shoppes, and more! Knowing more about the people around you generally supports stronger, more interconnected communities. 

MT Consulting Group was co-founded by two women, one of whom is Southeast Asian! Sherilyn Trompetter, MBA CCIP, is a proud Filipina-Canadian woman. She brings her years of experience, professional and personal, to everything that she does. Along with Sky, we are ready to take your workplace’s inclusivity practices to the next level. Connect with us today! 

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