A person may not intent to discriminate against another person, but it is still discrimination. Some examples of discrimination include the following: a)    Harassment – inappropriate jokes, insult…

Unlawful discrimination is explained on a range of topics using case studies and examples.

Learn about equity & inclusion by understanding identity, bias, power, privilege, microaggressions, tokenism, cultural appropriation, and allyship.

The final video in the Implicit Bias Video Series from BruinX, the R&D unit within UCLA's Office of Equity, Diversity and Inclusion. This video discusses three primary strategies for countering implicit bias: (1) mindset; (2) debiasing; (3) decoupling. This video is intended for public use. But we would like to track how it travels. So, if you, or your school, organization, company, or club uses it for education purposes, please let us know at the following link: https://forms.gle/wbnGc3soPTR1L4LAA

To teach students about visible and hidden identity, we begin the class with something called the iceberg exercise. Learn about and understand Identity.

How do you identify yourself? And, what is the most important part of your identity? Is it your sex, your race or ethnicity, your sexual orientation, your class status, your nationality, your religious affiliation, your age, your physical or cognitive … Continue reading →

This article traces a cultural shift in ‘consent humour’ by contrasting a Saturday Night Live skit that aired in 1993 mocking affirmative consent with the 2015 ‘Tea and Consent’ video produced by t...

The SOAR Collective shared a post on Instagram: "What are the Four R’s of Interrupting Microaggressions? In part 2 of our series on microaggressions, we learn strategies you can use to interrupt or address harmful and abusive language or behaviors. Check back to learn more about how microaggressions show up at work. [image description: Slide 1: four boxes with the words request, reflect, redirect, and revisit, with “the Four R’s of Interrupting Microaggressions” below. Slide 2: REQUEST 1) Ask them to elaborate: “Can you say more about that?” or “I don’t get it… why is that funny?” or “Can I asked why you phrased it that way?” 2) Tell them to stop: “That’s inappropriate. Leave them alone.” or “That’s racist. We don’t use that phrase anymore.” 3) Be clear about what you need: “What I’d like is…” or “It would be helpful to me if…” or “Can you find someone who can help?” Slide 3: REFLECT 1) Paraphrase or restate what you’re hearing and feeling: “I think what I’m hearing you say is…” or “It sounds like you…” 2) Share a personal reflection as a learning opportunity: “I used to think __, but then I learned __.” or “I’m sure you weren't trying to come across that way, but when you said __, it has this impact…” Slide 4: REDIRECT 1) Shift the focus to a different topic: “Let’s move on…” or “Next up on the agenda…” 2) Ask others to share their thoughts: “What do others think?” or “Let’s open that up for discussion” 3) Cause a distraction: “Can you give me directions to…?” or “Do you know how to work the printer?” or accidentally-on-purpose spill your drink. Slide 5: REVISIT 1) In the moment: “Can we go back and revisit what was just said?” or “Something that was said didn’t sit well with me… can we talk about it before we move on?” 2) Talk about it later: “I want to go back to something that was said in our morning meeting…” 3) Check-in with the person who was targeted: ”What can I do? What do you need?” or “Do you want to talk about it?” Slide 6: Regardless of how you choose to address microaggressions, you can always give feedback to the person who committed the abuse about the impact of their behavior and offer alternatives for the future. Credit: Adapted from Hollaback!, Whites for Racial Equity, & SHIFT Consulting]". Follow their account to see 213 posts.

Ending sexual violence feels like a GIANT task, but there are little things that you can do every day to work to create a culture of consent, to challenge victim blaming, to stand up to rape culture, and to support survivors.