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许你们歧视我们，就不许我们歧视别人？
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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, 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, including 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.
Example: In the education sector, systemic discrimination can include: stereotyping that streams racialized students towards technical programs instead of academic ones. Also, when promotion practices focus on cultural and organizational factors that are based on the experiences of White educators, the result can be lower numbers of racialized people leadership roles (such as principals).
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.
A good place to start is to develop a solid anti-racism program that can help prevent and address individual and systemic forms of racial discrimination. This might include:
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, 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, including 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.
Example: In the education sector, systemic discrimination can include: stereotyping that streams racialized students towards technical programs instead of academic ones. Also, when promotion practices focus on cultural and organizational factors that are based on the experiences of White educators, the result can be lower numbers of racialized people leadership roles (such as principals).
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.
A good place to start is to develop a solid anti-racism program that can help prevent and address individual and systemic forms of racial discrimination. This might include:
- Collecting race-based numerical data in appropriate circumstances
- Accounting for race-based historical disadvantage
- Reviewing policies, practices, decision-making processes and workplace culture, for adverse impact
- Putting in place and enforcing anti-racism, anti-discrimination and anti-harassment policies and education programs.
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国航误触西方红线 中国人该学的教训
2016-09-10 09:04:47 世界日报社论
中国国际航空公司(Air China)的机上杂志“中国之翼”(Wings of China)，有篇文章好意提醒旅客，警告去伦敦旅行到“印巴人聚集区和黑人聚集区”要多加小心，受到英媒注意，引发轩然大波。国航后来道歉、回收全部杂志，却招来中国官媒“环球时报”和网民反弹骂爆，认为做法没有骨气，“明明没有错，为何要道歉？”这件意外是很好的教材，让所有中国人认识什么是西方的“政治正确”，从中学到一堂课。
国航是中国的国家航空公司，对外代表中国形象，它营运的安全性和良好服务，广获口碑。对这次风波能从善如流，迅速化解公关和形象危机，是明智抉择。事件显示中国崛起，国际角色逐渐增加，代表中国的政府、企业或官员，都随时面临被外国用放大镜检视。尤其中西方文化传统、价值观不同，中国立志融入世界、作受人尊敬的大国，观念和做法都得有调整，这无关乎民族主义或尊严。
这次风波其实是误触西方红线。西方国家都有犯罪率高、观光客宜避免进入的有安全顾虑地区，譬如美国纽约、洛杉矶、旧金山等众多城市某些区，或伦敦的Ealing Southall都是。出事的文章是中英文对照，用“precautions are needed when entering areas mainly populated by Indians, Pakistanis and black people……”，中文用“有些印巴聚集区或黑人聚集区相对较乱，夜晚不要单独出行，女士应该尽量结伴而行”。这些文字很多华人看来会感觉中肯持平，客观描述，何错之有？关键在英文中，它把“印度人、巴基斯坦人和黑人”标出来，贴上族裔标签，就触发“种族歧视”的禁忌了。
英国“金融时报”、“卫报”等媒体报导，Ealing Southall区国会议员Virendra Sharma说，这是赤裸裸、违背事实的种族主义言辞，让人震惊愤慨。英国议员甚至要求中国驻英国大使刘晓明出面干预，或向当地居民道歉。
而国航道歉后，反而招来国内鹰派官媒和网民责备，反映了两个现象：一，大陆很多民众观念尚无法和世界接轨，徒有国家尊严、民族主义意识，证明中共的“爱国教育”成功，但民众却不甚了解国际规则和现代文明规范。中国主张自己民族的尊严和权利，却不能无视或践踏其他民族的尊严和权利。不能忽略互相尊重、平等对待的重要。
二，形容“政治正确”是虚伪、假道学都行，但它仍是西方或全球公认的游戏规则，一些底线不可逾越，否则就是不文明、野蛮。例如描述某个区域治安不佳，只能称“地名”、或用犯罪率数据佐证，技术上应避免“某个族裔聚居”来形容，这样就暗示那个族裔素质低落。将心比心，如果外媒形容海外某“中国城”中国人聚集，治安差，千万别去，华人一样会非常反感愤怒，“族裔歧视”、“种族主义”大家都无法接受。
这种现象即使荒谬，逻辑上也缺乏足够说服力，却是西方文明的规范之一，就是广泛的“政治正确”。这让人联想川普竞选总统，一开始即标榜反对“政治正确”，受到教育程度较低白人最热烈拥护；他打破“政治正确”规范，变成言论恣意歧视其他少数族裔的美丽借口。拥护川普的部分华裔，也非常赞同推翻“政治正确”。这种现象与“环球时报”和大陆网民坚称国航没有错、为什么要道歉，思路和观念如出一辙，可能牵涉中西方文化差异，或谁来制定规则、依谁的规则行事等辩论了。
很难否认，许多华人对种族、地域、省籍等观念也深植人心，私领域的歧视言行常见。尤其网络时代网上留言可隐匿真实身分，不文明言论更肆无忌惮，不仅常见不雅诨号称呼不同省籍和地域的自己同胞，歧视维吾尔、西藏等中国少数族裔，美加华裔用“黑鬼”、“黑垃圾”或更强烈侮辱性字眼，称呼其他少数族裔，现象比“中国之翼”的文章严重十百倍，却被一些人视为理所当然，完全不符合文明世界的标准。
中共向来习惯于审查外来资讯，严控网络、媒体和出版品，代表国家的航空公司这回却被外国检查、纠正，着实让一些人不习惯，认为是屈从外国规则。实则，国航迅速为空中杂志审稿不慎诚摰道歉，说明它认同现实、从善如流，不应被苛责。
中国既然要“走出去”，展现文明素养、接受普世价值，也是国家的软实力。中国人必须从心态、观念上接受西方相对严谨的规则，不“反歧视”其他低度开发国家或族裔，互相歧视才能逐步消失，做到真正的民族平等。对海外华裔来说，国航的风波也是大家具启发意义和建设性的一堂课。
2016-09-10 09:04:47 世界日报社论
中国国际航空公司(Air China)的机上杂志“中国之翼”(Wings of China)，有篇文章好意提醒旅客，警告去伦敦旅行到“印巴人聚集区和黑人聚集区”要多加小心，受到英媒注意，引发轩然大波。国航后来道歉、回收全部杂志，却招来中国官媒“环球时报”和网民反弹骂爆，认为做法没有骨气，“明明没有错，为何要道歉？”这件意外是很好的教材，让所有中国人认识什么是西方的“政治正确”，从中学到一堂课。
国航是中国的国家航空公司，对外代表中国形象，它营运的安全性和良好服务，广获口碑。对这次风波能从善如流，迅速化解公关和形象危机，是明智抉择。事件显示中国崛起，国际角色逐渐增加，代表中国的政府、企业或官员，都随时面临被外国用放大镜检视。尤其中西方文化传统、价值观不同，中国立志融入世界、作受人尊敬的大国，观念和做法都得有调整，这无关乎民族主义或尊严。
这次风波其实是误触西方红线。西方国家都有犯罪率高、观光客宜避免进入的有安全顾虑地区，譬如美国纽约、洛杉矶、旧金山等众多城市某些区，或伦敦的Ealing Southall都是。出事的文章是中英文对照，用“precautions are needed when entering areas mainly populated by Indians, Pakistanis and black people……”，中文用“有些印巴聚集区或黑人聚集区相对较乱，夜晚不要单独出行，女士应该尽量结伴而行”。这些文字很多华人看来会感觉中肯持平，客观描述，何错之有？关键在英文中，它把“印度人、巴基斯坦人和黑人”标出来，贴上族裔标签，就触发“种族歧视”的禁忌了。
英国“金融时报”、“卫报”等媒体报导，Ealing Southall区国会议员Virendra Sharma说，这是赤裸裸、违背事实的种族主义言辞，让人震惊愤慨。英国议员甚至要求中国驻英国大使刘晓明出面干预，或向当地居民道歉。
而国航道歉后，反而招来国内鹰派官媒和网民责备，反映了两个现象：一，大陆很多民众观念尚无法和世界接轨，徒有国家尊严、民族主义意识，证明中共的“爱国教育”成功，但民众却不甚了解国际规则和现代文明规范。中国主张自己民族的尊严和权利，却不能无视或践踏其他民族的尊严和权利。不能忽略互相尊重、平等对待的重要。
二，形容“政治正确”是虚伪、假道学都行，但它仍是西方或全球公认的游戏规则，一些底线不可逾越，否则就是不文明、野蛮。例如描述某个区域治安不佳，只能称“地名”、或用犯罪率数据佐证，技术上应避免“某个族裔聚居”来形容，这样就暗示那个族裔素质低落。将心比心，如果外媒形容海外某“中国城”中国人聚集，治安差，千万别去，华人一样会非常反感愤怒，“族裔歧视”、“种族主义”大家都无法接受。
这种现象即使荒谬，逻辑上也缺乏足够说服力，却是西方文明的规范之一，就是广泛的“政治正确”。这让人联想川普竞选总统，一开始即标榜反对“政治正确”，受到教育程度较低白人最热烈拥护；他打破“政治正确”规范，变成言论恣意歧视其他少数族裔的美丽借口。拥护川普的部分华裔，也非常赞同推翻“政治正确”。这种现象与“环球时报”和大陆网民坚称国航没有错、为什么要道歉，思路和观念如出一辙，可能牵涉中西方文化差异，或谁来制定规则、依谁的规则行事等辩论了。
很难否认，许多华人对种族、地域、省籍等观念也深植人心，私领域的歧视言行常见。尤其网络时代网上留言可隐匿真实身分，不文明言论更肆无忌惮，不仅常见不雅诨号称呼不同省籍和地域的自己同胞，歧视维吾尔、西藏等中国少数族裔，美加华裔用“黑鬼”、“黑垃圾”或更强烈侮辱性字眼，称呼其他少数族裔，现象比“中国之翼”的文章严重十百倍，却被一些人视为理所当然，完全不符合文明世界的标准。
中共向来习惯于审查外来资讯，严控网络、媒体和出版品，代表国家的航空公司这回却被外国检查、纠正，着实让一些人不习惯，认为是屈从外国规则。实则，国航迅速为空中杂志审稿不慎诚摰道歉，说明它认同现实、从善如流，不应被苛责。
中国既然要“走出去”，展现文明素养、接受普世价值，也是国家的软实力。中国人必须从心态、观念上接受西方相对严谨的规则，不“反歧视”其他低度开发国家或族裔，互相歧视才能逐步消失，做到真正的民族平等。对海外华裔来说，国航的风波也是大家具启发意义和建设性的一堂课。
#2~basket b boy
资深人士
- 注册
- 2002-05-28
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1 为啥西方人他们不考虑一下为什么会有这样的提示，为什么不反思一下
2 印度聚居区还好，关键人物，宗教聚居区都没提亚，应该补上
2 印度聚居区还好，关键人物，宗教聚居区都没提亚，应该补上
