StatsCan: The role of social connections in mitigating the harms associated with discrimination, 2023/2024

Makes intuitive sense that social connections mitigate impacts of discrimination:

In 2023/2024, 45% of all racialized Canadians reported experiencing discrimination over the previous five years. While discrimination has been related to negative mental and physical health, lower levels of life satisfaction and reduced hopefulness about the future, these outcomes become less pronounced when victims of discriminatory acts have strong personal support networks.

Among racialized Canadians who reported experiencing discrimination in the previous five years, one-third (33%) reported having a high level of life satisfaction (scoring 8 or higher on a 10-point scale). This proportion increased to 47% among victims with strong family connections and to 49% for those with strong friend connections. Mental health outcomes and future outlook also fared better when victims had personal support networks.

These results are based on the new study released today, “Softening the blow of discrimination: The role of social connections in mitigating the harms associated with racism and discrimination,” which used the Survey Series on People and their Communities to look at the role of family and friends in mitigating the harms associated with discrimination among racialized Canadians. The study also examined how family and friend relationships can influence discrimination victims’ perceptions of other Canadians and broader Canadian society.

Source: Study: The role of social connections in mitigating the harms associated with discrimination, 2023/2024

Half of racialized people have experienced discrimination or unfair treatment in the past five years

Latest GSS. Interestingly overall observation “Between racialized groups, there were no significant differences in experiences of discrimination.”

But “For instance, nearly half of Black people experienced discrimination or unfair treatment in a workplace setting (48%). This was significantly more than other racialized groups (39%) or non-racialized people (41%). Black people were also more than twice as likely to report discrimination when seeking housing (13%) compared with other racialized groups (6%) or non-racialized people (6%).:

Over one in three people (36%) aged 15 years and older living in Canada have experienced some form of discrimination or unfair treatment in the five years prior to the latest wave of the Canadian Social Survey. These experiences occurred in a variety of settings—while attending school, applying for jobs, working, shopping, and seeking healthcare, among others. The results, based on new data from the survey collected from January to March 2024, suggest that while the proportion of self-reported incidents of discrimination has remained relatively stable since 2021, discrimination and unfair treatment continue to disproportionally affect racialized groups, Indigenous people, women, 2SLGBTQ+ populations, people living with disabilities, and young adults. 

Discrimination and unfair treatment is a headline indicator in Canada’s Quality of Life framework. This framework enables the federal government to identify future policy priorities, to build on previous actions to strengthen evidence-based decision-making and budgeting, and to improve the well-being of Canadians. 

Racialized people, especially Canadian-born Black people, are more likely to face discrimination

Using pooled data from six waves of the Canadian Social Survey, it is possible to examine the intersection of various characteristics of people who have experienced discrimination. From 2021 to 2024, just over half (51%) of racialized people aged 15 years and older reported experiencing discrimination or unfair treatment within the five years prior to the survey. This was nearly double the proportion (27%) recorded for non-racialized people. Between racialized groups, there were no significant differences in experiences of discrimination. 

Reflecting the diversity of intersectional identities in Canada, experiences of discrimination varied across intersecting identities of racialized people and immigrants. Consistent with previous findings, reports of discrimination were more common among the Canadian-born racialized population (57%) than among racialized people who recently immigrated to Canada (48%) or who immigrated more than 10 years ago (49%). This difference was most pronounced among Black Canadians, with Canadian-born Black people being significantly more likely to report having experienced discrimination (71%) than either recent (51%) or established (59%) Black immigrants. 

The higher prevalence of experiences of discrimination among racialized groups was perceived to be largely motivated by race or ethnicity. Specifically, discrimination based on race or skin colour was the leading perceived reason for discrimination against racialized people (66%). This was followed by discrimination due to ethnicity or culture (49%), accent (28%), and language (27%). 

Discrimination is also more common among other historically marginalized groups such as 2SLGBTQ+populations, Indigenous people, and people with a disability

Chart 1 
Discrimination in the five years prior to the survey, perceived reason for discrimination, by sex and total population, Canada, 2021 to 2024

Chart 1: Discrimination in the five years prior to the survey, perceived reason for discrimination, by sex and total population, Canada, 2021 to 2024

Reasons behind discriminatory treatment varied among groups, as did the actual prevalence of discrimination. For instance, the leading perceived reasons behind discrimination and unfair treatment against 2SLGBTQ+ populations were sexual orientation, physical appearance, and sex. This population was also nearly twice as likely as the non-2SLGBTQ+ population to face some form of discrimination or unfair treatment in the five years prior to the survey (61% versus 32%). 

Among First Nations people living off reserve, Métis, and Inuit, 46% reported experiences of discrimination, compared with 33% of non-Indigenous people. The reasons for these experiences were largely perceived to be due to Indigenous identity and physical appearance. Indigenous people (23%) were also nearly twice as likely to be discriminated against due to a physical or mental disability compared with the non-Indigenous population (12%). 

Elevated levels of discrimination were also recorded for people living with a disability. In all, 44% of people with a disability reported experiences of discrimination, compared with 32% of people without a disability. The most frequently-cited perceived reasons for discrimination against people with a disability were due to physical or mental disability, physical appearance, and age. 

Age and sex also played a role in both prevalence of and perceived reason for discrimination. Experiences of discrimination consistently decreased with age, from a high of 45% among those aged 15 to 34 to a low of 17% among people aged 65 years and older. This may be explained by the fact that the racialized population and people who are 2SLGBTQ+ tend to be younger

Perceived reasons for discrimination varied by people in different age groups, with race or skin colour (38%) and physical appearance (38%) being the most common reasons among those aged 15 to 34, and age (50%) being the most common reason for people aged 65 years and older. There were also sex differences in prevalence of discrimination: 37% of women reported experiences of discrimination, compared with 30% of men. Women were more often discriminated against because of their sex or age, while for men, discrimination was more often on the basis of their race or skin colour, ethnicity or culture, language, accent, or religion. 

The work environment is the most common context where discrimination is reported

Chart 2 
Discrimination in the five years prior to the survey, situation in which discrimination was experienced, by sex, Canada, 2021 to 2024

Chart 2: Discrimination in the five years prior to the survey, situation in which discrimination was experienced, by sex, Canada, 2021 to 2024

There were differences in the context in which discrimination was experienced across groups, though the workplace (41%) was the most common location of discrimination or unfair treatment, whether it was while working, applying for a job, or seeking a promotion. This was followed by discrimination experienced in a store, bank, or restaurant (33%) and while using public areas (29%). 

While differences in the prevalence of discrimination did not significantly differ between racialized groups, the contexts in which they occurred did. For instance, nearly half of Black people experienced discrimination or unfair treatment in a workplace setting (48%). This was significantly more than other racialized groups (39%) or non-racialized people (41%). Black people were also more than twice as likely to report discrimination when seeking housing (13%) compared with other racialized groups (6%) or non-racialized people (6%). 

Conversely, Chinese people were less likely than other racialized groups to report experiencing discrimination while attending school (17% versus 23%), in the workplace (26% versus 44%), when crossing the border into Canada (5% versus 8%), and when seeking housing (3% versus 8%). Similarly, reports of discrimination towards Chinese people were lower than reports of discrimination against non-racialized people in the workplace (41%) and against non-racialized people when seeking housing (6%). 

People who experience discrimination also report lower measures of quality of life

Chart 3 
Discrimination in the five years prior to the survey, confidence in selected types of institutions, Canada, 2021 to 2024

Chart 3: Discrimination in the five years prior to the survey, confidence in selected types of institutions, Canada, 2021 to 2024

Experiences of discrimination and unfair treatment may influence overall perceptions of health and wellbeing. People who experienced discrimination in the five years prior to the survey compared with those who did not were more than twice as likely to report fair or poor mental health (31% versus 14%), were less likely to report high life satisfaction (37% versus 57%) and were less likely to report high levels of meaning and purpose (46% versus 63%). And while two-thirds of people who experienced discrimination (66%) reported that they always or often had someone they could depend on, this was lower than those who had not experienced discrimination (79%). 

People who experienced discrimination were also less likely to report a strong sense of belonging to their local community compared with people who did not experience discrimination (39% versus 51%). Furthermore, they were less likely to report confidence in various institutions, including the police, school, courts, Canadian Parliament, and media. These results were consistent with a previous study conducted during the COVID-19 pandemic using crowdsourced data

Source: Half of racialized people have experienced discrimination or unfair treatment in the past five years

‘Quite alarming’: Study reveals hostility toward immigrants in London, Middlesex

Not sure how significant the study is given the small numbers. And no evidence cited to justify or quantify the statement that some may leave:
A new study shows immigrants in London and Middlesex County regularly face discrimination with a majority of people surveyed reporting some form of harassment or discrimination.
The study, funded by the London and Middlesex Local Immigration Partnership, examined the experiences of 30 London and Middlesex County immigrant and racialized people.
It’s a followup to a survey conducted by the same team that found about 60 per cent of those who identified as immigrants in Southwestern Ontario said they experienced some level of discrimination or racism in the last three years.“The stories we heard were quite alarming in terms of the types of experiences people are having in our community and how it made them feel and how it may be influencing their lives,” Victoria Esses, director of the Centre for Research on Migration and Ethnic Relations at Western University, said. “It’s important to know if we don’t treat people well they are not going to stay here.”

A group of Western University researchers led by Esses heard newcomers say they were overlooked for promotion and their work was underappreciated. Those surveyed also described being called names or being yelled at in public, researchers said.

“The reaction . . . is to be depressed, upset and crying because of these attacks,” Esses said.  “(They were) feeling that their health and careers were being impacted . . . not feeling that they belong in the community and not willing to stay here.”

“You can have all the plans you want (to welcome immigrants to London and Middlesex County), but if people are not being treated properly in the community, they’re going to leave,” Esses said.

Jonathan Juha, communications officer for the London and Middlesex Local Immigration Partnership, said attracting immigrants is only half of the equation.

“Retaining that talent and getting people to stay here is critical, but the chances of someone choosing London as the place where they put down roots go down if they don’t feel welcome in the community,” he said.

People often are afraid to report discrimination or they don’t know where to report it, Esses said.

“(We need to be ) much more explicit in the workplace about what constitutes discrimination and that there is zero tolerance for it and what people should do when they experience it,” Esses said.

“Our suggestions include having a much more transparent process for reporting discrimination and making it safe for people to do that.”

Source: ‘Quite alarming’: Study reveals hostility toward immigrants in London, Middlesex

Unions call on Ottawa to drop challenge of Black public servants’ planned discrimination lawsuit

Predictable call:

Unions representing more than three million workers are urging the federal government to drop its challenge of a proposed class-action lawsuit brought by Black federal public servants alleging racial discrimination in the federal public service.

The Canadian Labour Congress, the Public Service Alliance of Canada and the Professional Institute of the Public Service of Canada told a joint news conference on Monday that the federal government doesn’t have grounds to continue its court challenge.

“Now is the time for the federal government to step up and do the right thing,” said Larry Rousseau, executive vice-president of the Canadian Labour Congress, the country’s largest labour organization.

The proposed lawsuit — launched in 2020 — alleges Black public servants have endured decades of systemic racism and discrimination. The lawsuit alleges that since the 1970s, roughly 30,000 Black employees have lost out on opportunities and benefits afforded to others because of their race.

It seeks $2.5 billion in compensation for economic hardship and a mental health plan for employees’ pain and trauma. Plaintiffs also want a plan to diversify the federal labour pool.

The need for the federal government to withdraw its challenge became more urgent, the unions argue, after it concluded recently that the Canadian Human Rights Commission had discriminated against its Black and racialized employees.

The Canadian government’s human resources arm, the Treasury Board of Canada Secretariat, came to that conclusion after nine employees filed a policy grievance through their unions in October 2020.

Their grievance alleged that “Black and racialized employees at the CHRC (Canadian Human Rights Commission) face systemic anti-Black racism, sexism and systemic discrimination.”

“This ruling by the government confirms that workers cannot turn to the commission for redress, and it is harming its workers,” said Nicholas Marcus Thompson, executive director of the Black Class Action Secretariat.

“As a matter of fact, its workers have told Canadians not to turn to the commission because it is a toxic workplace. And their race-based complaint is likely to be rejected.”

A group of current and former commission employees who spoke to CBC News said they’d noticed all-white investigative teams at the Canadian Human Rights Commission were dismissing complaints from Black and other racialized Canadians at a higher rate.

Canada’s human rights commission admits it has dismissed a large number of complaints about racism, with numbers showing the commission dismissed a higher percentage of race-based claims than it did others between 2018 and 2021.

Numbers the commission provided to the CBC back up the argument that the commission has a high dismissal rate for human rights complaints based on race.

CBC has requested interviews with the CHRC’s executive director, Ian Fine, and interim chief commissioner, Charlotte-Anne Malischewski. The commission has declined those requests because it says the matter is in mediation. CBC also reached out to Justice Minister David Lametti’s office for comment.

Grievance process won’t address the problem: unions

At Monday’s press conference, the unions acknowledged that the labour grievance and appeals process isn’t the place for Black civil servants to seek justice.

The union heads said the process can’t settle claims for Black employees who have left the public service. The grievance system also can’t address claims about stalled career paths, they said.

One union head added that the body that adjudicates grievances, the Federal Public Sector Labour Relations and Employment Board, could take five to six years to make a decision.

The board also offers solutions to individual complaints — it can’t address systemic discrimination affecting the entire public service, said Jennifer Carr, the national president of the Professional Institute of the Public Service of Canada.

“That’s why the class action is important because it’s going to force the government to do those systemic changes that we can’t get through any other means,” Carr said.

Source: Unions call on Ottawa to drop challenge of Black public servants’ planned discrimination lawsuit

Bouchard: La lutte contre la discrimination II – Pour une politique québécoise

Always worth reading. Of course, équilibre, like beauty, is often in the eye of the beholder. And interculturalism, like multiculturalism, also has variants ranging from status quo to the more woke and activist:

Il presse pour la Coalition avenir Québec (CAQ) de mettre en oeuvre une politique énergique de lutte contre la discrimination, une politique alignée sur les grands objectifs à atteindre et qui s’inspire des principes en vigueur, mais les traduit et les applique à notre façon. On devrait viser une approche originale qui s’accorde avec notre tempérament, nos traditions, notre culture, tout en nous affranchissant de la dépendance fédérale et de son moralisme intolérant.

Notre histoire offre plusieurs exemples de formules collectives novatrices que nous avons mises au point, parfois à l’encontre des voies convenues. Pensons à la façon dont, à partir des années 1960, nous avons conjugué l’essor de l’entreprise privée avec l’État partenaire, d’où a résulté une forme originale de capitalisme. Pensons aussi à l’adoption, durant les décennies qui ont suivi, de pratiques économiques néolibérales conjointement avec l’expansion du filet social (seulement pour la fin des années 1990, époque triomphante du néolibéralisme : assurance médicaments, garderies, congés parentaux, logement social). Nous avons également mis au point un modèle de gouvernance qui fait largement appel à la concertation générale sous la forme de sommets. Sur ces trois plans, le Québec a fait bande à part en Amérique.

Parallèlement, le syndicalisme grossissait ses rangs, la taille de l’État se maintenait, le chômage déclinait, l’économie sociale continuait son essor, la pauvreté et les inégalités diminuaient.

On trouve un phénomène similaire dans l’ouverture de la culture québécoise à la mondialisation, une manoeuvre audacieuse pour une culture inquiète de son avenir. Le Québec y a trouvé une voie pour démontrer sa créativité et exporter ses productions culturelles à travers la planète.

L’exemple le plus éloquent, peut-être, réside dans la façon dont nous avons étroitement conjugué un nationalisme fervent avec une philosophie libérale et des politiques progressistes. Peu de nations y sont arrivées. Aux yeux de nombreux Européens, ce genre de mariage est impossible.

Je peux en témoigner. À l’occasion de conférences en Europe, notamment en France, je faisais état de ce que nous avions réalisé. Le public manifestait un profond scepticisme. Dans la plupart des esprits, le nationalisme, c’était les horreurs des deux guerres mondiales : le racisme, la xénophobie, le génocide et la guerre (c’est une formule que le président Mitterrand affectionnait : « le nationalisme, c’est la guerre »). Puisque notre exemple ne convainquait pas, j’évoquais aussi les nationalismes écossais, finlandais, néo-zélandais… Rien à faire.

En matière d’intégration et de relations entre majorité et minorités, l’interculturalisme relève du même esprit : une formule qui bouscule certains tabous, prône la solidarité, les rapprochements et les interactions entre cultures. En se fondant sur une quête d’équilibre, d’équité, de pragmatisme, elle s’applique à raccorder des impératifs concurrents tout en laissant une grande autonomie aux acteurs sociaux. Pourtant, aucun de nos gouvernements n’a voulu jusqu’ici mettre cette formule à l’essai alors qu’entre-temps, le multiculturalisme canadien gagne rapidement du terrain à Montréal (voir La métropole contre la nation ? de David Carpentier, 2022).

La lutte contre la discrimination appelle un effort de même nature : poursuivre en matière d’équité et de protection des droits les mêmes objectifs, les mêmes valeurs, mais en suivant nos voies. Cependant, il faudrait d’abord dégager le terrain de certains obstacles, notamment l’aversion de M. Legault pour la notion de racisme systémique, coupable apparemment de faire passer tous les Québécois pour des racistes, ce qui n’est évidemment pas le cas.

Si l’expression choque au point de freiner le combat contre le racisme, il n’y a qu’à la contourner. Parlons d’une forme spécifique de discrimination qu’on pourrait qualifier de banalisée, au sens que, souvent inconsciente, elle est incrustée dans les mentalités, les stéréotypes, les coutumes, les pratiques courantes, d’où découle une forme d’institutionnalisation de facto.

Rappelons-nous qu’autrefois, le dimanche était un jour de congé réservé au culte. Mais il s’agissait du culte chrétien, sans égard pour les autres. C’était aussi l’époque où les femmes étaient tenues pour faibles, émotives, inaptes à exercer diverses responsabilités. De nombreux Noirs et musulmans sont présentement soumis à un traitement analogue. Et tout récemment, nous avons appris de la bouche de nos gouvernants que les immigrants sont réfractaires à nos valeurs, rejettent le français, refusent de travailler et menacent la cohésion sociale… C’est sur de telles bases que se construit la discrimination banalisée.

Un autre obstacle réside dans une conception radicale du racisme systémique (ou banalisé). Ici, le danger est de provoquer dans la population des effets dissuasifs similaires aux excès du nouveau multiculturalisme. Il ne s’agit nullement de diluer la notion de racisme ou d’édulcorer les politiques destinées à le contrer. Il s’agit simplement de ne pas susciter des résistances pour de mauvaises raisons.

En somme, oui pour les valeurs EDI (équité, diversité, inclusion), bien sûr, et pour les objectifs de développement durable de l’ONU, mais modelés et appliqués à notre manière. Ce serait le bon moment pour une offensive gouvernementale dont la première étape consisterait à inventorier les réflexions et les propositions déjà mises en avant chez nous pour en extraire les prémisses d’un modèle québécois. Un exemple : agir contre la discrimination en aval, certes, mais plus encore en amont, comme l’a suggéré Patrick Moreau dans Le Devoir du 7 février.

C’est une tâche qui demandera un effort collectif, incluant celui des administrations universitaires dont certaines se font très conciliantes avec les diktats du multiculturalisme afin de conserver les subventions fédérales. La mise en garde adressée récemment par la ministre Pascale Déry dans Le Devoir du 17 janvier était donc bienvenue, tout comme l’objectif d’« équilibre » qu’elle préconise.

Source: La lutte contre la discrimination II – Pour une politique québécoise

Immigration Canada discrimine les étudiants d’Afrique francophone. Voici ce que Québec devrait faire pour y mettre fin

More concerns expressed, somewhat scattered rather than focussed:

La campagne électorale québécoise s’est terminée sur un verdict sans appel. La Coalition Avenir Québec (CAQ) a été reportée au pouvoir face à une opposition divisée et en retrait.

L’heure est au bilan et à l’élaboration des nouvelles orientations du gouvernement. Notamment en matière d’immigration.

Une campagne pénible sur le thème de l’immigration

Il a beaucoup été question d’immigration durant cette campagne. Rarement en des termes qui élevaient le débat, malheureusement. Le premier ministre François Legault a amalgamé l’immigration à des mœurs violentes pouvant heurter les « valeurs » des Québécois. L’ancien ministre de l’Immigration, Jean Boulet a démontré sa méconnaissance des chiffres de son propre ministère lors d’une sortie gênante. En voulant rectifier le tir, le premier ministre en a rajouté en qualifiant une hausse des seuils d’immigration au-delà de 50 000 immigrants par année de « suicidaire ».

Il est tout à fait légitime pour un État de mesurer les impacts de différents seuils d’immigration. Mais si le nouveau gouvernement veut se faire rassembleur, il devrait éviter d’avoir recours à des sifflets à chiens pour les amateurs de théories du déclin.

En tant que professeur dans le domaine de la sociologie politique, je m’intéresse aux dynamiques et transformations sociopolitiques au Québec et au Canada.

Discrimination systémique à Immigration Canada

Lors de son deuxième mandat, le gouvernement caquiste doit aborder les enjeux liés à l’immigration d’une façon moins frileuse et plus ambitieuse.

Paradoxalement, dans un contexte où plusieurs partis à l’Assemblée nationale adhèrent à une forme ou à une autre de nationalisme, aucune formation ne semble s’inquiéter de la diminution du poids démographique du Québec et de la francophonie au sein de la fédération canadienne, confirmée par les dernières données publiées par Statistique Canada.

Or, le développement de la francophonie canadienne et des institutions francophones au Québec devra passer, entre autres choses, par une immigration en provenance des pays d’Afrique francophone et par une plus grande ouverture à l’égard de celle-ci.

En lien avec ce premier enjeu, un deuxième doit être abordé et dénoncé de façon beaucoup plus frontale par l’Assemblée nationale à Québec, soit celui des obstacles posés par le gouvernement fédéral, par Immigration Canada pour être précis, aux étudiants·e·s de la francophonie noire africaine qui cherchent à étudier dans une institution francophone au Québec.

Ces étudiants·e·s subissent un taux de refus nettement supérieur aux étudiants·e·s appliquant dans les institutions anglophones : ce taux se situe autour de 60 % au Québec, 45 % en Ontario et 37 % en Colombie-Britannique. Les étudiants·e·s d’Afrique francophone sont surreprésentés parmi ces refus. En 2021, le gouvernement canadien a rejeté 72 % des candidatures provenant de pays africains ayant une forte population francophone, contre 35 % pour l’ensemble des autres régions du monde.

Cette situation est documentée et connue à Immigration Canada. Mais combattre cette forme de discrimination ne semble pas la priorité du ministère.

Ça ne semble pas être une priorité du Parti libéral du Canada non plus, en dépit de sa profession de foi antiraciste dans bien d’autres dossiers. Cette situation cause un préjudice d’abord aux étudiants·e·s en question, puis aux établissements d’enseignement supérieur au Québec. C’est pour cette raison que l’Assemblée nationale doit s’en saisir vigoureusement.

Racisme et francophobie

Durant les premiers mois où cette situation a été révélée, deux arguments ont été mis de l’avant par le fédéral pour la justifier : un problème algorithmique (ceux-ci ont le dos large) ; puis, la crainte que ces étudiants·e·s ne retournent pas dans leur pays.

Cette deuxième affirmation avait le mérite d’être claire. Pire, lorsqu’il s’agit de la francophonie noire africaine, le traitement discriminatoire des demandes va au-delà des seuls étudiants. C’est l’ensemble des dossiers qui semble faire l’objet de délais déraisonnables. De nombreux chercheurs africains devant participer à des congrès, comme celui sur sur le sida, qui se tenait cet été à Montréal, ont vu leur demande de visas refusée ou ne l’ont pas reçu à temps, une situation dénoncée par les organisateurs.

Encore là, le gouvernement libéral a l’indignation à géométrie variable.

Dernièrement, Immigration Canada a confessé du bout des lèvres qu’il y avait du racisme, jumelé à de la francophobie, à son ministère. Cela survient près d’un an après que ces pratiques aient été dénoncées par les institutions d’enseignement supérieur francophones.

L’Assemblée nationale du Québec doit dénoncer à l’unanimité cette discrimination.

Québec doit également rectifier le tir

Dans ce dossier, le gouvernement québécois doit lui aussi faire un examen de conscience.

Les signaux envoyés par Québec ces dernières années n’ont pas été attrayants pour les étudiants internationaux. Dans le cadre d’une mesure incompréhensible, le gouvernement a alourdi et allongé le temps de résidence nécessaire au Québec pour les étudiants internationaux souhaitant y demander la résidence permanente ou la citoyenneté.

Or, à la fin de leurs études ces étudiants·e·s bénéficient d’un réseau favorable à leur insertion professionnelle, sociale et culturelle. Pour reprendre une formule du premier ministre Legault, créer des embûches à ces étudiants·e·s est « suicidaire » pour l’attrait des universités québécoises face à leurs rivales des autres provinces.

Jouer les régions contre Montréal nuit aux institutions francophones à Montréal

Un troisième enjeu gagnerait à être réévalué par la nouvelle ministre de l’Éducation supérieure, Pascale Déry.

À la fin de son premier mandat, la CAQ a pris la décision de favoriser la régionalisation des étudiants internationaux dans certains domaines d’études au moyen d’incitatifs financiers s’ils étudient en région.

C’est, en soi, une excellente nouvelle. Les étudiants·e·s internationaux en région dynamisent le tissu social et culturel et ils revitalisent des institutions d’enseignement indispensables à la vitalité des régions. Cependant, on peut se demander s’il est pertinent de jouer les régions contre Montréal sur cet enjeu. Afin de freiner le déclin des institutions d’enseignement francophones à Montréal (toutes connaissent une baisse d’inscriptions cet automne), le gouvernement provincial peut aussi agir en les aidant à attirer des étudiants internationaux francophones à Montréal.

Jouer les régions contre Montréal est de bonne guerre en campagne électorale, mais si le gouvernement est sérieux à l’égard de la situation du français à Montréal, il doit se doter d’un plan pour contribuer au rayonnement de l’enseignement supérieur en français également dans la métropole.

Francophonie métropolitaine : le temps est à l’ambition

En 1967 et 1968, la création du réseau des Cégeps et de l’Université du Québec a favorisé la démocratisation de l’accès à l’éducation en français au Québec.

En 2022, l’objectif de la nouvelle ministre de l’Éducation supérieure pourrait être de faire de ce réseau d’éducation publique un pôle de référence pour la francophonie au Canada et dans le monde. Une première étape de ce programme devrait consister dans un appui systématique aux universités francophones dans leurs tentatives d’attirer des étudiants de la francophonie canadienne.

Dans un contexte où les campus francophones hors Québec subissent des compressions alarmantes et où règnent un climat de francophobie à l’Université d’Ottawa, qui a pourtant, sur papier, le mandat de célébrer la francophonie, le gouvernement québécois doit se montrer plus attrayant, plus agressif et plus ambitieux.

En somme, la CAQ doit se doter d’une stratégie cohérente, ambitieuse et moins frileuse en matière d’éducation publique supérieure et d’immigration durant ce deuxième mandat.

L’élaboration d’une telle stratégie pourrait faire l’objet d’une concertation impliquant la ministre Pascale Déry, la nouvelle ministre de l’Immigration, Christine Fréchette, ainsi que Pierre Fitzgibbon, ministre de l’Économie ainsi que de l’Innovation et du Développement économique de la région de Montréal. Il faut leur souhaiter de l’ambition dans l’appui au rayonnement des institutions d’éducation publique supérieures, que ce soit à Montréal ou en région.

Ces institutions devront être reconnues et appuyées comme des vecteurs au cœur de l’intégration sociale et culturelle au Québec. Cette stratégie devrait se montrer ambitieuse également en ce qui a trait au développement de collaborations avec les universités de la francophonie africaine, et elle devra envoyer un signal clair en condamnant de façon unanime les pratiques discriminatoires à Immigration Canada.

Source: Immigration Canada discrimine les étudiants d’Afrique francophone. Voici ce que Québec devrait faire pour y mettre fin

Embedded Bias: How medical records sow discrimination | New Orleans’ Multicultural News Source

Of interest and unfortunately not all that surprising.

One of the benefits of electronic data hospital records, at least the ones I have in Ottawa, is that I see my doctor notes.

Not sure how widespread these systems are but they do provide needed medical information on a close to real time basis as well as hopefully reducing discrimination given increased public accountability and transparency.

But during my various times at the hospital for my cancer treatments, I became very aware of just how privileged I was compared to other patients in terms of education, income and language:

David Confer, a bicyclist and an audio technician, told his doctor he “used to be Ph.D. level” during a 2019 appointment in Washington, D.C. Confer, then 50, was speaking figuratively: He was experiencing brain fog — a symptom of his liver problems. But did his doctor take him seriously? Now, after his death, Confer’s partner, Cate Cohen, doesn’t think so.

Confer, who was Black, had been diagnosed with non-Hodgkin lymphoma two years before. His prognosis was positive. But during chemotherapy, his symptoms — brain fog, vomiting, back pain — suggested trouble with his liver, and he was later diagnosed with cirrhosis. He died in 2020, unable to secure a transplant. Throughout, Cohen, now 45, felt her partner’s clinicians didn’t listen closely to him and had written him off.

That feeling crystallized once she read Confer’s records. The doctor described Confer’s fuzziness and then quoted his Ph.D. analogy. To Cohen, the language was dismissive, as if the doctor didn’t take Confer at his word. It reflected, she thought, a belief that he was likely to be noncompliant with his care — that he was a bad candidate for a liver transplant and would waste the donated organ.

For its part, MedStar Georgetown, where Confer received care, declined to comment on specific cases. But spokesperson Lisa Clough said the medical center considers a variety of factors for transplantation, including “compliance with medical therapy, health of both individuals, blood type, comorbidities, ability to care for themselves and be stable, and post-transplant social support system.” Not all potential recipients and donors meet those criteria, Clough said.

Doctors often send signals of their appraisals of patients’ personas. Researchers are increasingly finding that doctors can transmit prejudice under the guise of objective descriptions. Clinicians who later read those purportedly objective descriptions can be misled and deliver substandard care.

Discrimination in health care is “the secret, or silent, poison that taints interactions between providers and patients before, during, after the medical encounter,” said Dayna Bowen Matthew, dean of George Washington University’s law school and an expert in civil rights law and disparities in health care.

Bias can be seen in the way doctors speak during rounds. Some patients, Matthew said, are described simply by their conditions. Others are characterized by terms that communicate more about their social status or character than their health and what’s needed to address their symptoms. For example, a patient could be described as an “80-year-old nice Black gentleman.” Doctors mention that patients look well-dressed or that someone is a laborer or homeless.

The stereotypes that can find their way into patients’ records sometimes help determine the level of care patients receive. Are they spoken to as equals? Will they get the best, or merely the cheapest, treatment? Bias is “pervasive” and “causally related to inferior health outcomes, period,” Matthew said.

Narrow or prejudiced thinking is simple to write down and easy to copy and paste over and over. Descriptions such as “difficult” and “disruptive” can become hard to escape. Once so labeled, patients can experience “downstream effects,” said Dr. Hardeep Singh, an expert in misdiagnosis who works at the Michael E. DeBakey Veterans Affairs Medical Center in Houston. He estimates misdiagnosis affects 12 million patients a year.

Conveying bias can be as simple as a pair of quotation marks. One team of researchers found that Black patients, in particular, were quoted in their records more frequently than other patients when physicians were characterizing their symptoms or health issues. The quotation mark patterns detected by researchers could be a sign of disrespect, used to communicate irony or sarcasm to future clinical readers. Among the types of phrases the researchers spotlighted were colloquial language or statements made in Black or ethnic slang.

“Black patients may be subject to systematic bias in physicians’ perceptions of their credibility,” the authors of the paper wrote.

That’s just one study in an incoming tide focused on the variations in the language that clinicians use to describe patients of different races and genders. In many ways, the research is just catching up to what patients and doctors knew already, that discrimination can be conveyed and furthered by partial accounts.

Confer’s MedStar records, Cohen thought, were pockmarked with partial accounts — notes that included only a fraction of the full picture of his life and circumstances.

Cohen pointed to a write-up of a psychosocial evaluation, used to assess a patient’s readiness for a transplant. The evaluation stated that Confer drank a 12-pack of beer and perhaps as much as a pint of whiskey daily. But Confer had quit drinking after starting chemotherapy and had been only a social drinker before, Cohen said. It was “wildly inaccurate,” Cohen said.

“No matter what he did, that initial inaccurate description of the volume he consumed seemed to follow through his records,” she said.

Physicians frequently see a harsh tone in referrals from other programs, said Dr. John Fung, a transplant doctor at the University of Chicago who advised Cohen but didn’t review Confer’s records. “They kind of blame the patient for things that happen, not really giving credit for circumstances,” he said. But, he continued, those circumstances are important — looking beyond them, without bias, and at the patient himself or herself can result in successful transplants.

The History of One’s Medical History
That doctors pass private judgments on their patients has been a source of nervous humor for years. In an episode of the sitcom “Seinfeld,” Elaine Benes discovers that a doctor had condescendingly written that she was “difficult” in her file. When she asked about it, the doctor promised to erase it. But it was written in pen.

The jokes reflect long-standing conflicts between patients and doctors. In the 1970s, campaigners pushed doctors to open up records to patients and to use less stereotyping language about the people they treated.

Nevertheless, doctors’ notes historically have had a “stilted vocabulary,” said Dr. Leonor Fernandez, an internist and researcher at Beth Israel Deaconess Medical Center in Boston. Patients are often described as “denying” facts about their health, she said, as if they’re not reliable narrators of their conditions.

One doubting doctor’s judgment can alter the course of care for years. When she visited her doctor for kidney stones early in her life, “he was very dismissive about it,” recalled Melina Oien, who now lives in Tacoma, Washington. Afterward, when she sought care in the military health care system, providers — whom Oien presumed had read her history — assumed that her complaints were psychosomatic and that she was seeking drugs.

“Every time I had an appointment in that system — there’s that tone, that feel. It creates that sense of dread,” she said. “You know the doctor has read the records and has formed an opinion of who you are, what you’re looking for.”

When Oien left military care in the 1990s, her paper records didn’t follow her. Nor did those assumptions.

New Technology — Same Biases?
While Oien could leave her problems behind, the health system’s shift to electronic medical records and the data-sharing it encourages can intensify misconceptions. It’s easier than ever to maintain stale records, rife with false impressions or misreads, and to share or duplicate them with the click of a button.

“This thing perpetuates,” Singh said. When his team reviewed records of misdiagnosed cases, he found them full of identical notes. “It gets copy-pasted without freshness of thinking,” he said.

Research has found that misdiagnosis disproportionately happens to patients whom doctors have labeled as “difficult” in their electronic health record. Singh cited a pair of studies that presented hypothetical scenarios to doctors.

In the first study, participants reviewed two sets of notes, one in which the patient was described simply by her symptoms and a second in which descriptions of disruptive or difficult behaviors had been added. Diagnostic accuracy dropped with the difficult patients.

The second study assessed treatment decisions and found that medical students and residents were less likely to prescribe pain medications to patients whose records included stigmatizing language.

Digital records can also display prejudice in handy formats. A 2016 paper in JAMA discussed a small example: an unnamed digital record system that affixed an airplane logo to some patients to indicate that they were, in medical parlance, “frequent flyers.” That’s a pejorative term for patients who need plenty of care or are looking for medications.

But even as tech might amplify these problems, it can also expose them. Digitized medical records are easily shared — and not merely with fellow doctors, but also with patients.

Since the ‘90s, patients have had the right to request their records, and doctors’ offices can charge only reasonable fees to cover the cost of clerical work. Penalties against practices or hospitals that failed to produce records were rarely assessed — at least until the Trump administration, when Roger Severino, previously known as a socially conservative champion of religious freedom, took the helm of the U.S. Department of Health and Human Services’ Office for Civil Rights.

During Severino’s tenure, the office assessed a spate of monetary fines against some practices. The complaints mostly came from higher-income people, Severino said, citing his own difficulties getting medical records. “I can only imagine how much harder it often is for people with less means and education,” he said.

Patients can now read the notes — the doctors’ descriptions of their conditions and treatments — because of 2016 legislation. The bill nationalized policies that had started earlier in the decade, in Boston, because of an organization called OpenNotes.

For most patients, most of the time, opening record notes has been beneficial. “By and large, patients wanted to have access to the notes,” said Fernandez, who has helped study and roll out the program. “They felt more in control of their health care. They felt they understood things better.” Studies suggest that open notes lead to increased compliance, as patients say they’re more likely to take medicines.

Conflicts Ahead?
But there’s also a darker side to opening records: if patients find something they don’t like. Fernandez’s research, focusing on some early hospital adopters, has found that slightly more than 1 in 10 patients report being offended by what they find in their notes.

And the wave of computer-driven research focusing on patterns of language has similarly found low but significant numbers of discriminatory descriptions in notes. A study published in the journal Health Affairs found negative descriptors in nearly 1 in 10 records. Another team found stigmatizing language in 2.5 percent of records.

Patients can also compare what happened in a visit with what was recorded. They can see what was really on doctors’ minds.

Oien, who has become a patient advocate since moving on from the military health care system, recalled an incident in which a client fainted while getting a drug infusion — treatments for thin skin, low iron, esophageal tears, and gastrointestinal conditions — and needed to be taken to the emergency room. Afterward, the patient visited a cardiologist. The cardiologist, who hadn’t seen her previously, was “very verbally professional,” Oien said. But what he wrote in the note — a story based on her ER visit — was very different. “Ninety percent of the record was about her quote-unquote drug use,” Oien said, noting that it’s rare to see the connection between a false belief about a patient and the person’s future care.

Spotting those contradictions will become easier now. “People are going to say, ‘The doc said what?’” predicted Singh.

But many patients — even ones with wealth and social standing — may be reluctant to talk to their doctors about errors or bias. Fernandez, the OpenNotes pioneer, didn’t. After one visit, she saw a physical exam listed on her record when none had occurred.

“I did not raise that to that clinician. It’s really hard to raise things like that,” she said. “You’re afraid they won’t like you and won’t take good care of you anymore.”

Kaiser Health News is a nonprofit news service covering health issues. It is an editorially independent program of the Kaiser Family Foundation, which is not affiliated with Kaiser Permanente. This story also appeared on The Daily Beast.

Source: Embedded Bias: How medical records sow discrimination | New Orleans’ Multicultural News Source

Trudel: Intelligence artificielle discriminatoire

Somewhat shallow analysis, as the only area that IRCC is using AI is with respect to visitor visas, not international students or other categories (unless that has changed). So Trudel’s argumentation may be based on a false understanding.

While concerns regarding AI are legitimate and need to be addressed, bias and noise are common to human decision making.

And differences in outcomes don’t necessarily reflect bias and discrimination but these differences do signal potential issues:

Les étudiants francophones internationaux subissent un traitement qui a toutes les allures de la discrimination systémique. Les Africains, surtout francophones, encaissent un nombre disproportionné de refus de permis de séjourner au Canada pour fins d’études. On met en cause des systèmes d’intelligence artificielle (IA) utilisés par les autorités fédérales en matière d’immigration pour expliquer ces biais systémiques.

Le député Alexis Brunelle-Duceppe rappelait ce mois-ci que « les universités francophones arrivent […] en tête du nombre de demandes d’études refusées. Ce ne sont pas les universités elles-mêmes qui les refusent, mais bien le gouvernement fédéral. Par exemple, les demandes d’étudiants internationaux ont été refusées à 79 % à l’Université du Québec à Trois-Rivières et à 58 % à l’Université du Québec à Chicoutimi. Pour ce qui est de l’Université McGill, […] on parle de 9 % ».

En février, le vice-recteur de l’Université d’Ottawa, Sanni Yaya, relevait qu’« au cours des dernières années, de nombreuses demandes de permis, traitées par Immigration, Réfugiés et Citoyenneté Canada, ont été refusées pour des motifs souvent incompréhensibles et ont demandé des délais anormalement longs. » Il s’agit pourtant d’étudiants qui ont des bourses garanties par leur établissement et un bon dossier. Le vice-recteur se demande à juste titre s’il n’y a pas là un préjugé implicite de la part de l’agent responsable de leur évaluation, convaincu de leur intention de ne pas quitter le Canada une fois que sera expiré leur permis d’études.

En somme, il existe un faisceau d’indices donnant à conclure que les outils informatiques d’aide à la décision utilisés par les autorités fédérales amplifient la discrimination systémique à l’encontre des étudiants francophones originaires d’Afrique.

Outils faussés

Ce cafouillage doit nous interpeller à propos des préjugés amplifiés par les outils d’IA. Tout le monde est concerné, car ces technologies font partie intégrante de la vie quotidienne. Les téléphones dotés de dispositifs de reconnaissance faciale ou les assistants domestiques ou même les aspirateurs « intelligents », sans parler des dispositifs embarqués dans plusieurs véhicules, carburent à l’IA.

La professeure Karine Gentelet et l’étudiante Lily-Cannelle Mathieu expliquent, dans un article diffusé sur le site de l’Observatoire international sur les impacts sociétaux de l’IA et du numérique, que les technologies d’IA, bien que souvent présentées comme étant neutres, sont marquées par l’environnement social duquel elles sont issues. Elles tendent à reproduire et même à amplifier les préjugés et les apports de pouvoir inéquitables.

Les chercheuses rappellent que plusieurs études ont montré que, si elles ne sont pas adéquatement encadrées, ces technologies excluent des populations racisées, ou bien les surreprésentent au sein de catégories sociales considérées comme « problématiques » ou encore, fonctionnent inadéquatement lorsqu’elles sont appliquées à des individus racisés. Elles peuvent accentuer les tendances discriminatoires dans divers processus décisionnels, comme la surveillance policière, des diagnostics médicaux, des décisions de justice, des processus d’embauche ou d’admission scolaire, ou même le calcul des taux hypothécaires.

Une loi nécessaire

En juin dernier, le ministre fédéral de l’Innovation, des Sciences et de l’Industrie a présenté le projet de loi C-27 afin d’encadrer l’usage des technologies d’intelligence artificielle. Le projet de loi entend imposer des obligations de transparence et de reddition de comptes aux entreprises qui font un usage important des technologies d’IA.

Le projet propose d’interdire certaines conduites relativement aux systèmes d’IA qui peuvent causer un préjudice sérieux aux individus. Il comporte des dispositions afin de responsabiliser les entreprises qui tirent parti de ces technologies. La loi garantirait une gouvernance et un contrôle appropriés des systèmes d’IA afin de prévenir les dommages physiques ou psychologiques ou les pertes économiques infligés aux individus.

On veut aussi prévenir les résultats faussés qui établissent une distinction négative non justifiée sur un ou plusieurs des motifs de discrimination interdits par les législations sur les droits de la personne. Les utilisateurs des technologies d’IA seraient tenus à des obligations d’évaluation et d’atténuation des risques inhérents à leurs systèmes. Le projet de loi entend mettre en place des obligations de transparence pour les systèmes ayant un potentiel de conséquences importantes sur les personnes. Ceux qui rendent disponibles des systèmes d’IA seraient obligés de publier des explications claires sur leurs conditions de fonctionnement de même que sur les décisions, recommandations ou prédictions qu’ils font.

Le traitement discriminatoire que subissent plusieurs étudiants originaires de pays africains francophones illustre les biais systémiques qui doivent être repérés, analysés et supprimés. C’est un rappel que le déploiement de technologies d’IA s’accompagne d’importants risques de reconduire les tendances problématiques des processus de décision. Pour faire face à de tels risques, il faut des législations imposant aussi bien aux entreprises qu’aux autorités publiques de fortes exigences de transparence et de reddition de comptes. Il faut surtout se défaire du mythe de la prétendue « neutralité » de ces outils techniques.

Source: Intelligence artificielle discriminatoire

One in four border officers witnessed discrimination by colleagues: internal report

Of note:

One-quarter of front line employees surveyed at Canada’s border agency said they had directly witnessed a colleague discriminate against a traveller in the previous two years.

Of these respondents, 71 per cent suggested the discrimination was based, in full or in part, on the travellers’ race, and just over three-quarters cited their national or ethnic origin.

The figures are drawn from a survey conducted as part of an internal Canada Border Services Agency evaluation that looked at how the agency processed travellers, using a lens of gender, race, ethnicity, religion, age, and mental or physical disability, and the interaction between these factors.

The agency recently posted the results of the evaluation, which focused primarily on people flying into Canada, on its website.

As part of the research, 922 border services officers and superintendents were surveyed from March 2 to 22, 2020.

Of those who said they saw a colleague engage in discrimination, just over two in five did not report what they observed. Some mentioned fear of reprisal or simply feeling uncomfortable.

Sixteen per cent of those who witnessed discrimination reported what they saw. However, some of these respondents indicated that they faced challenges in doing so or that their reports were not taken seriously or acted on, the evaluation report says.

The CBSA’s traveller processing activities do not intentionally set out to target people based on perceptions around their race or ethnicity, the report says. The agency uses a combination of information sources, such as global trends and reports, in the development of scenarios, which are systematically reviewed for human rights and other considerations.

“However, certain practices can have unintended consequences that result in the overrepresentation of racialized communities in the law enforcement context,” the report says.

For example, when targeting rates are higher for certain origin countries, there could be unintended consequences for travellers of specific racial or ethnic groups when those groups make up a larger proportion of incoming travellers from those countries, it adds.

The reviewers found the agency could conduct only “very limited analysis” based on travellers’ racial or ethnic identities when using operational data.

“If faced with public complaints or claims of racial discrimination, the agency can neither prove nor disprove with its data whether its policies or practices discriminate against travellers, due to the complexity of this issue. If the agency were to attempt this type of analysis in the future, it would have to consider and develop new approaches on data collection, storage and analysis.”

The CBSA People Processing Manual provides personnel with guidance concerning awareness of a traveller’s culture, a prohibition on racial profiling and services provided to those with disabilities.

A large majority of survey respondents said they agreed or somewhat agreed that in order to do their jobs effectively, they need to recognize their personal and implicit biases.

The evaluation makes several recommendations, including a call to develop and implement a plan to improve the awareness and reporting of mistreatment and discrimination of travellers witnessed by border agency personnel, without fear of reprisal.

In a response included with the evaluation report, the border agency agreed to devise such a plan and set out a timetable to put changes in place this year.

Source: One in four border officers witnessed discrimination by colleagues: internal report

Immigrant population rises in France, but so does discrimination

Interesting studies:

Two studies have released data highlighting the persistent discrimination immigrants face in France. The data reveals that although a large swath of France’s population has immigrant ancestry, discrimination in French society is still high.

Two landmark new studies in France are bursting myths about immigration at a time when xenophobic far-right discourse has gained ground. They show that the children of immigrants are increasingly melting into French society but some with African and Asian backgrounds face persistent discrimination.

Karima Simmou, French-Moroccan student at the prestigious Paris university Sciences Po, embodies the phenomenon.

She comes from a working-class family of eight children, with a mother who raised the family and a father who worked as a miner in western France. She was pushed by her family to go to the elite school.

The children and grandchildren of immigrants from Africa and Asia are well integrated in the French educational system compared with their elders, according to another report. Data show they have increasingly higher education levels than their parents, though many struggle to attain comparable educational levels to French people without immigrant heritage.

And getting jobs is harder, too: 60% of those with non-European roots hold intermediate or high-level jobs, compared with 70% of French people without direct immigrant kinship.

Ined researcher Mathieu Ichou noted two possible explanations for the hiring discrepancy.

“Several surveys, data and audit studies backed up that hiring is not favorable to minorities, and they experience discrimination. France is pretty bad regarding this issue, compared to other European countries,” he said.

Also, Mr. Ichou said, “minorities tend to be underrepresented in the French elite schools.”

Source: Immigrant population rises in France, but so does discrimination