Passover (Pesach) is a sacred Jewish holiday celebrated around the world each spring to commemorate the liberation of the people of Israel from slavery in Egypt. Passover began before sundown on Saturday April 12, 2025, and ends after nightfall on April 20, 2025.

During these eight days, this sacred holiday is celebrated with Seder feasts of traditional and symbolic foods, like matzah (an unleavened bread) and bitter herbs, the re-telling of the Exodus story and prayer. This holiday holds profound significance and a reminder of resilience and hope. It is a time to reflect on the enduring spirit of the Jewish people.

At RRC Polytech, diversity is one of our greatest strengths and that the College is home to thousands of employees and students from all different backgrounds – including those from the Jewish community.

Chag Pesach Sameach (Happy Passover) to all staff, faculty and students who celebrate this holiday. 

May this celebration hold joyous times for you and your families. 

This blog post was written by Sarah Coyle, an Instructor at RRC Polytech and a member of the Neurodiversity Group.

June 2024 marked the exciting launch of the Neurodivergent Working Group at RRC Polytech!

This initiative, born from a desire to foster a more inclusive and understanding campus environment, is already making significant strides in supporting our neurodivergent students, faculty, and staff.

Why a Neurodivergent Working Group?

The reality is that neurodiversity – the natural variation in human brain function and behavioural traits, often including conditions like autism, ADHD, dyslexia, and more – is present throughout our college community. Recognizing and celebrating these differences, rather than viewing them as deficits, is crucial for creating a truly equitable and thriving institution.

The Neurodivergent Working Group was established to:

• Raise awareness and understanding: Educate the college community about neurodiversity, challenge misconceptions, and promote acceptance.
• Advocate for inclusivity: Identify and address systemic barriers that may disproportionately affect neurodivergent individuals.
• Foster a sense of belonging: Create a safe and supportive space for neurodivergent individuals to connect, share experiences, and feel understood.
• Inform policy and practice: Provide valuable insights and recommendations to college leadership on how to better support neurodivergent members of our community.

Action in Motion: Initiatives Taking Shape

Since its inception, the Neurodivergent Working Group has been actively engaged in a variety of initiatives, demonstrating the passion and commitment of its members. This is a fluid group, recognizing that individuals have varying levels of time and capacity. We offer different levels of engagement:

• Passive Participation: For those who wish to stay informed and support the group without taking on active tasks, we offer an MS Teams group for updates, resources, and event announcements.
• Active Involvement: For those looking to contribute more directly, there are opportunities to participate in planning, organizing events, developing resources, and more.

Mark Your Calendars: The Red Forum Session!

A key upcoming initiative is a dedicated session at the annual Red Forum conference. This will be a fantastic opportunity to raise awareness about neurodiversity within the College, share the group’s mission and early achievements, and engage in meaningful conversations with a wider audience. We’re hoping to have as many staff members as possible attend this event.

Looking Ahead: Future Initiatives

The Neurodivergent Working Group has a vibrant vision for the future, with several initiatives already in the planning stages, including:

• A Mentorship Program
• A Student-Led Neurodiversity Support Group
• Identifying Neurodiversity Barriers in Workplace Environments
• Neurodiversity Speaker Series
• Infographic Development
• Team-Building Activities

Join Us in Building a More Inclusive Future!

The Neurodivergent Working Group is an evolving and welcoming space for anyone interested in learning more about and supporting neurodiversity at RRC Polytech. Whether you identify as neurodivergent, have neurodivergent family members or friends, or are simply passionate about creating a more inclusive community, your voice and participation are valued.

RRC Polytech staff can join the Neurodiversity Working Group by:

• filling out the MS Form,
• joining our Teams Channel, or
• emailing us at diversity@rrc.ca.

International Day of Pink is celebrated every year on the second Wednesday in April. It’s a day to create a more inclusive and diverse world by challenging social norms and standing up against bullying towards their 2SLGBTQIA+ peers.

This year’s theme is Re-Emergence, which recognizes the brave actions of 2SLGBTQIA+ activists who have worked, and continue to work, toward creating safer, more inclusive communities.

International Day of Pink is a day to stand in solidarity with those who have faced discrimination due to their sexuality, gender identity, or gender expression. It’s a reminder of the ongoing fight for equality and acceptance.

At RRC Polytech, Campus Well-Being, in partnership with the Gender and Sexual Diversity Working Group, will host booths at both NDC and EDC to raise awareness and share resources. Stop by to make your own International Day of Pink button, create custom designs, and commit to supporting inclusion at RRC Polytech.

• NDC
  • When: Wednesday, April 9, 2025
  • Time: 11:00am – 1:00pm
  • Location: Library Hallway (Mall Level), Notre Dame Campus

• EDC
  • When: Thursday, April 10, 2025
  • Time: 11:00am – 1:00 pm
  • Location: Upper Agora, Manitou a bi Bii daziigae, Exchange District Campus

To learn more about this year’s theme, visit the International Day of Pink website.

The RRC Polytech community shares a commitment to Truth and Reconciliation and embedding equity, diversity, inclusion and accessibility (EDIA) in everything we do. Diversity is one of our greatest strengths, and we strive to create work and learning environments that recognize and celebrate the richness of our community. A workforce and student body that reflects Manitoba’s diversity fosters creativity, innovation, and cultural competency.

While EDIA is year-round commitment on our campuses, April marks Celebrate Diversity Month – a special time to foster understanding and appreciation of diverse cultures and backgrounds. Since 2004, Celebrate Diversity Month has aimed to recognize differences while celebrating the shared essence of humanity.

EDIA Observances and Celebrate Everything

RRC Polytech observes important days, weeks, and months for equity-deserving groups, including women, Indigenous peoples, persons with disabilities, racialized individuals, and the 2SLGBTQIA+ community, through blog posts, Staff and Student News, and events.

We acknowledge that we may not capture all the observances that the College community celebrates. Staff and students are encouraged to “share what they celebrate” by using the Celebrate Everything form.

Canadian Centre for Diversity and Inclusion (CCDI)

Visit the CCDI’s 2025 Diversity Calendar (login required), which includes religious and cultural observances and other commemorative dates to help celebrate diversity year-round.

Note: all RRC Polytech employees can sign up for a free CCDI account to access resources and training.

World Autism Awareness Day is an annual observance on April 2, designated in 2008 by the United Nations to acknowledge the lived experiences of individuals who have autism spectrum disorder (or autism), while advocating for their rights and bringing awareness to inequities.

Also known as World Autism Acceptance Day, the observance highlights the importance of accepting, supporting and including people with autism, so they can lead a full life and make meaningful contributions at work, at home and in the community.

At RRC Polytech, our Neurodiversity Employee Working Group plays a key role in fostering conversations about autism. They had the opportunity to collaborate with the Anti-Racism Action Committee on Immersive Stories during Inclusion Week, where they featured and interviewed Wilson Reid, a member of the Neurodiversity Working Group and an Instructor at RRC Polytech, who shared his personal journey of living with autism.

Today, Wilson is sharing his story again in a blog post where he discusses masking and stigma, which can be read below.

I have autism. Along with autism, I also live with bipolar 1 disorder, addictions, and Ankylosing Spondylitis. Today I’m focusing on autism. The remaining issues don’t have much overlap with autism.

For those that know me, this should come as a surprise, or at least I hope so. That’s because I perform something called masking. Simply put, masking is when I hide my struggles and try to appear like a neurotypical person. It doesn’t remove my issues, in fact it can make things worse. But, because of stigma and the pressure to “fit in”, I feel it’s necessary.  Today, I want to talk about masking and stigma.

Hang on Wilson, why are you being so public about having autism if you go to such lengths to hide it? Well, I’m not actually ashamed of autism, it is what it is.  By sharing this, I hope to raise awareness and understanding. The main reason I keep it private is to reduce stigma and avoid labels.

The way it works is very simple. If I tell someone I have autism on the first day we meet, that will frame every interaction moving forward. If we work together for a few months, and then explain I have autism, it switches to more of an explanation for certain things. The goal is to be seen as me, not as “the person with autism”.  As a huge bonus, if the other person had negative views like “Autism? So, make sure to just give them data entry work only right?” can be forcibly disproven. I’ve worked at RRC Polytech for long enough, so I’m not super concerned.

What type of stigmas am I even combating against? I could try and cite specifics, but I think it’s more useful to just think at a high level here. This person is a doctor. This person is xyz. Without saying anything else, you can probably start to make assumptions about this person, maybe even have an image in your mind. This is using labelling and stereotypes. Stigma is effectively the same thing. The main difference is that it’s negative-orientated and can lead to discrimination and prejudice.

An example, if I were to apply for a job in a factory where it’s loud, some people with autism might struggle with sensory overload and experience meltdowns. This might cause a hiring manager to automatically rule out applicants with autism, even though sensory sensitivities vary, and there are solutions like earplugs. If I didn’t disclose my autism and performed well on the job, it would challenge that assumption.

One of the challenges of that theoretical person with autism would be how to not give away that they are autistic, especially in something like an interview. I want to avoid saying how you could guess that someone is autistic, so I’m going to focus on just one thing, eye contact. In many social situations, like interviews, making eye contact is expected. For many people with autism, making eye contact feels uncomfortable, like staring into the sun.  It may sound simple, but it takes conscious effort. It’s not natural. And, over time, this masking can drain energy and cause stress.

There’s another thing about masking that you should be able to relate to. I can guarantee that you do this, even if you aren’t aware. We all adjust our behavior based on the situation. For example, we don’t swear in formal settings or act a certain way around children. For me, though, masking happens all the time. If you asked me to interact with someone without any mask, I’d likely remain silent, simply observing and evaluating the situation. This is a constant effort, and it’s exhausting.

I’ve really only touched the surface here, but I hope you’ve learnt a thing or two. Being open about autism is risky, and the effort to appear “normal” can be draining. Ultimately, all I can really ask you to do is know that not everyone is going to look you straight in the eye, that stigma is a real concern, and to understand someone with autism is usually trying their best to fit in.

February is Black History Month – but every day of the year is history in the making.

Black History Month traces its roots to 1925, when historian Carter G. Woodson and the Association for the Study of African American Life and History (ASALH) established the first Black History Week. Their goal was to highlight the achievements and contributions of Black individuals, challenging the widespread suppression of Black history in mainstream narratives. The second week of February was chosen to align with the birthdays of Abraham Lincoln and Frederick Douglass, both significant figures in Black history. Over time, this initiative grew into the month-long observance we now recognize and has expanded beyond the US to the world.

When discussing racism, the U.S. is often portrayed as the main perpetrator of anti-Black oppression due to its history of slavery and segregation. Canada, in contrast, is frequently distanced from the same history in oppression and discrimination, resulting in a narrative that overlooks Canada’s active complicity in the oppression of Black people. Even after slavery was abolished in 1834, Black Canadians continued to face systemic racism, segregation, and exclusion through White-focused policies and racist attitudes. Racial discrimination persisted well into the 20th century and beyond.

With that in mind, it’s also important to recognize that framing Black history solely through oppression is in itself racist. While historical context is integral to understanding the purpose of equity, diversity and inclusion strategies, a singular focus on racism reflects only a colonial perspective.

We often recognize inventors of everyday tools like the telephone, airplane, and lightbulb – but did you know that many Black innovators contributed to a lot of what we see in our everyday lives? In 1923, Garrett Morgan invented the three-light traffic signal. Chef George Crum created the potato chip in 1853, and Alexander Miles patented the automatic mechanism for elevator doors in 1887. Sister Rosetta Tharpe innovated blues, soul, R&B, and jazz to such a degree that with her 1945 release of “Strange Things Happening Every Day,” a new genre was born: rock and roll.

Elevating Black contributions demonstrates the deep influences of Black ingenuity has on the way we live and thrive today. Resilience is deeply ingrained in Black history – but so is brilliance.

Today, anti-Black racism continues to manifest in discriminatory policing, employment disparities, and underrepresentation in leadership roles. Racial profiling and over-policing of Black communities has led to significant disparities in the criminal justice system. These discriminatory attitudes and practices not only reflect historical injustices but also contribute to present-day systemic racism, underscoring the need for intentional efforts to dismantle these barriers.

Addressing this requires acknowledging Canada’s history and actively dismantling policies and practices that perpetuate inequity. Racism and discrimination are not static – they evolve with societal shifts and influence policy decisions. The legacies of colonialism and slavery and our understanding of history through different lenses continue to shape relationships and economic opportunities. This reality highlights the need for intentional policymaking that actively and deliberately acknowledge historical injustices to rectify them.

Highlighting the contributions of Black individuals is not just about representation – it’s about validating a history that has often been erased or diminished. Recognizing Black excellence in all fields challenges stereotypes and identifies systemic barriers that we can work towards dismantling.

Black History Month is an annual reminder of the importance of learning, reflection, and action, but it should not be the only time we engage with these conversations. Identifying, deconstructing and understanding anti-Black racism requires ongoing education, policy reform, and meaningful inclusion efforts.

Black history is history – and it’s happening now.

We share a collective responsibility to acknowledge it, celebrate it, and learn from it to build a more equitable future in which every contribution counts.

During Black History Month, RRC Polytech actively supported and participated in various events, including Anti-Black Racism as a Mental Health Concern by the Afro-Caribbean Mentorship Program (ACMP), Drum Cafe Winnipeg hosted by the Red River College Students’ Association, and Empowering Voices, Amplifying Black Narratives in Leadership, a collaboration between ACMP, RRC Polytech, the University of Manitoba, and the University of Winnipeg, where RRC Polytech alum Natalie Bell was honored with the Community Award for her invaluable contributions and dedication to the Afro-Caribbean/Black Canadian community in Winnipeg.

The Diversity team put together a compilation of resources and tools for the College community to learn more about Black history and to highlight stories of Black people. Employees have the opportunity to join in active engagement through the Anti-Racism Action Committee, which meets monthly to organize resources and events for the College community year-round related to anti-racism.

Anti-Racism: A Journey to Allyship is mandatory training for all staff, and if you haven’t had the chance to finish the modules, please access the course on LEARN.

Subscribe to the Diversity blog to keep up with future opportunities to engage and grow with us, and remember: when it comes to anti-racism, it’s not a grey area.

March 21 marks the International Day for the Elimination of Racial Discrimination, commemorating the tragic event in 1960 when police in Sharpeville, South Africa, opened fire on a peaceful demonstration against apartheid’s “pass laws,” killing 69 people.

This year’s theme recognizes the “60th anniversary of the International Convention on the Elimination of All Forms of Racial Discrimination (ICERD)”. Adopted by the United Nations General Assembly on December 21, 1965, ICERD was a groundbreaking step in the fight against racial discrimination, setting the stage for future human rights advancements, and fostering a global commitment to creating a world free from racial segregation and inequality.

The 60th anniversary of ICERD offers us an opportunity to reflect on the progress we’ve made in combating racial discrimination, segregation, and inequality. While we celebrate these achievements, it also serves as a reminder that much work remains. Racial discrimination continues to persist in many parts of the world, underscoring the ongoing challenges we must address. This day reaffirms our collective commitment to equality and human rights.

On this day, we encourage the College community to take action against racism in all its forms. Here are some ways you can contribute:

• Explore resources from the United Nations:
  • The Sharpeville Massacre – standing up against racism.
  • Fight racism | United Nations
  • Guidance: how can we fight racism? | OHCHR

• Educate yourself and others on the history of racial discrimination and how you can fight racism, discrimination, and xenophobia in Canada.

• Learn about racism and how to build anti-racist workplaces and communities. The Canadian Centre for Diversity and Inclusion (CCDI) offers a comprehensive Educational Guide: Racism and anti-Black racism (PDF).

• Explore RRC Polytech’s Anti-Racism Initiatives:
  • Anti-Racism at RRC Polytech
  • Anti-Racism Action Committee – Join the Committee
  • Anti-Racism Learning Toolkit – Library and Academic Services

Let’s unite in our commitment to building a world free of racial discrimination.

Neurodiversity Celebration Week, founded in 2018 by neurodivergent advocate Siena Castellon, will take place from March 17 to 23, 2025. Siena, who has autism, ADHD, dyslexia, and dyspraxia, started this global initiative to shift perceptions around learning differences. She noticed that discussions are often centered on the challenges faced by neurodivergent individuals.  The aim of the week-long celebration is to highlight the strengths, talents, and unique perspectives of those in the neurodivergent community.

Check out these resources to help celebrate the week:

• RRC Polytech’s Library and Academic Services Resource Guide on Neurodiversity
• Canadian Centre for Diversity and Inclusion (CCDI) Resources:
  • CCDI Webinar: Neurodiversity: An introduction
  • CCDI Webinar: Creating neuroinclusive and accessible workplaces
  • CCDI Webinar: Neurodiversity: Strategies for creating a neurodiverse organization
• LinkedIn Learning Paths (LinkedIn Learning login required):
  • Autism in the Workplace
  • Hiring and Supporting Neurodiversity in the Workplace
  • Understanding and Supporting ADHD in the workplace
• Other Resources:
  • Just say no (20:52)
  • Neurodiverse friendly Communication (0:59)
  • The Autism Advantage (3:34)
  • Thinking Differently About Autism (1:36:25)

Get Involved. You can also join an Employee Working Group or Community of Practice:

• Community of Practice: Accessibility Garden. Join your colleagues to share and discuss accessibility practices. To learn more, visit the Community of Practice: Accessibility Garden page  on Staff Forum.
• Neurodiversity Working Group. We’re looking for passionate employees to help make a real difference. To learn more and get involved, visit the Neurodiversity Working Group page  on Staff Forum.

March 8, 2025, marks International Women’s Day (IWD) – a global celebration of women’s achievements and a powerful call to action for gender equality. For over a century, IWD has united people worldwide to celebrate progress, raise awareness of ongoing challenges, and inspire collective action towards gender parity.

According to the World Economic Forum, it may take roughly five more generations to achieve full gender parity. This stark reality drives the IWD 2025 campaign theme: ‘Accelerate Action.’

Accelerate Action emphasizes the urgency of addressing systemic barriers, challenging biases, and fast-tracking progress towards gender equality. It’s a worldwide call to amplify strategies, allocate resources, and champion initiatives that create tangible, lasting impact for women everywhere.

Ready to make an impact? Explore these resources to celebrate the week and Accelerate Action:

• Learn more about IWD and its mission: International Women’s Day
• Discover Canada’s commitment to gender equality: Women and Gender Equality Canada

Dive into inspiring stories and milestones:

• Women of Impact in Canada: Explore profiles of courageous women in politics, science, the arts, and more.
• Women in Canadian History: A Timeline: Celebrate the achievements of Canadian women across various fields.
• Gender Equality Timeline: Gain insight into key milestones in Canada’s journey towards equality.

Get involved and expand your knowledge:

• Attend CCDI’s International Women’s Day – Panel (March 11): Join experts as they discuss our collective role in creating a world free from gender oppression and violence.
• Explore CCDI’s Educational Resources: Access valuable insights on women’s experiences in the workplace and learn how to support women’s advancement, while ensuring inclusivity in IWD celebrations and gender equity efforts.

Collectively, through learning, advocating, and taking action, we can accelerate progress and build a future where gender equality is a reality. Let’s make it happen — together.

In recognition of Inclusion Week, we’re excited to share five simple but impactful acts of inclusion that you can easily incorporate into your daily interactions. Each of these small, intentional actions is designed to foster a more inclusive environment. The goal is to inspire you to actively create a culture of difference where everyone feels empowered and appreciated.

Inclusion isn’t just about a single week – it’s a continuous effort. Here’s how you can start:

Monday: Pull in Underheard Voices

Inclusion starts by actively engaging those who haven’t had the chance to share their thoughts in discussions or those who might not always speak up. In class discussions, group projects, or casual conversations, ask: “Would you like to share your perspective on this?” or “How would you approach this idea?” Creating space for everyone to share their ideas ensures all voices are heard, considered, and valued.

By pulling in underheard voices into the conversation, we empower everyone to contribute. This small but powerful act fosters collaboration, builds trust, and creates a more inclusive environment where all ideas are respected, leading to richer discussions and more creative solutions.

Tuesday: Get Names Right

Today, let’s be intentional about getting names right! It’s a simple way to show respect and care for your classmates. Take the time to learn and pronounce their names correctly. Use their preferred names consistently. If you’re not sure, just ask politely! It’s totally okay to ask and practicing shows that you value them.

Getting someone’s name right is a small but significant way to show you see, value and respect them for who they are. This simple gesture can go a long way in making everyone feel included.

Wednesday: Acknowledge Contributions

Let’s shine a light on everyone’s efforts – no matter how big or small – and make them feel valued! Whether you’re in class, collaborating on a group project, chatting with friends, or sending emails, make sure you’re giving recognition for ideas and efforts where it’s due. Saying something like, “That’s a great point!” can make someone feel appreciated.

Acknowledging people’s contributions openly builds a culture of appreciation and positivity. Plus, it helps everyone feel like their ideas are valued.

Thursday: Share Resources and Normalize Challenges

Facing a new task, project, or subject can be overwhelming. One way to support each other is by sharing helpful resources, tools, advice, or quick tips that made things easier for you when you faced similar challenges. Offering help and sharing your experiences not only makes others feel supported, but also empowers them to ask for help, and fosters a sense of community.

Creating a culture of shared resources and normalized challenges fosters empathy, collaboration, and inclusion. It shows that it’s okay to struggle, and it’s okay to ask for help.

Friday: Circle Back and Create Space in Conversations

As Inclusion Week draws to a close, let’s ensure everyone has the opportunity to be heard. If someone is interrupted, make sure to circle back and give them space to finish their thoughts. A simple “I think [name] had a good point – let’s hear the rest of it” makes a big difference in keeping the conversation inclusive. It’s also okay to pass if they don’t have anything to add.

Circling back and creating space for everyone to speak shows respect and helps everyone feel that their contributions matter. This fosters better teamwork and collaboration.

And that’s a wrap for Inclusion Week!

Here’s a quick recap of the five acts of inclusion you can try:

• Monday: Pull in Underheard Voices
• Tuesday: Get Names Right
• Wednesday: Acknowledge Contributions
• Thursday: Share Resources and Normalize Challenges
• Friday: Circle Back and Create Space in Conversations

Remember, even small actions can have a huge impact!

While Inclusion Week provides an excellent opportunity to reflect on how we can be more inclusive, true change happens when we make inclusion a consistent, ongoing practice. Inclusion Week is just the beginning. Let’s commit to making inclusion a consistent, intentional practice—one day at a time, no matter the time of year.

These practical tips were shared by Robyn Penner Thiessen, a DEI consultant passionate about creating more inclusive workplaces and specializing in helping leaders develop the skills and strategies to lead inclusively. Learn more at robynpennerthiessen.com or by reaching out at robyn@robynpennerthiessen.com.