The Black Student Success Centre builds bridges and celebrates excellence at this year's Black Student Welcome
Three years after its virtual launch in September 2021, the Black Student Success Centre celebrated its fourth annual Black Student Welcome with a great turnout. Held on September 5, 2024, this cherished event continues to connect new Black-identifying McMaster students with peers and faculty.
The BSSC, McMaster University's first dedicated space for Black students, has swiftly become a cornerstone of support and community. It provides an environment where students can express their culture, celebrate their diversity and strengthen their identity and connections with one another.
This supportive atmosphere has been of great benefit to the success of many students. Jholene Massy, a recent biology graduate and current master’s student at McMaster, highlighted this expressed this in an interview with The Silhouette. “Nobody wants to stay somewhere where they don't feel supported and they don't feel welcome. So that was definitely something I took into consideration when I was looking at graduate schools," said Massy.
Nobody wants to stay somewhere where they don't feel supported and they don't feel welcome. So that was definitely something I took into consideration when I was looking at graduate schools.
Jholene Massy, master's student
The BSSC offers a comprehensive range of sources designed to foster student success, from financial aid and mental health support to mentorship programs and career guidance.
The Black Student Welcome event, which occurs during the first week of each fall semester, serves as an introduction for both new and returning students. It allows them to see themselves represented and valued within their academic community. Massy emphasized the importance of this representation at the event. “I think a big part of knowing your community is seeing the community. And even though you don’t know everybody in the room, you know that everybody is there for the same reason, which is just to support each other,” said Massy.
I think a big part of knowing your community is seeing the community. And even though you don't know everybody in the room, you know that everybody is there for the same reason, which is just to support each other.
Jholene Massy, master's student
The event kicked off with a lively meet and greet, where students and faculty from all departments could interact and make connections. Attendees had the chance to engage with Black professors, alumni, and supporters who contribute to the BSSC’s mission of growth and enrichment.
In its fourth year of occurrence, the event’s popularity has continued to soar, requiring extra chairs and adjustments to accommodate the growing number of attendees. The BSSC’s dedicated student volunteers played a crucial role in ensuring the event ran smoothly, managing the flow of guests and adapting to the evolving environment.
Following the meet and greet, participants heard from BSSC staff about the programs and resources available throughout the year. The highlight of the evening was a panel discussion featuring Black McMaster faculty and graduate students, who shared their personal experiences navigating their academic journeys. This panel offered valuable insights into the challenges faced by Black students, from international student issues to racial isolation.
Massy also emphasized the importance of this representation. “You get to see professors that look like you. You get to see staff members and researchers that look like you. And representation really does matter in these areas and in these spaces. Even just seeing and knowing that there is somebody up there that looks like me, I could do it because they did; it really makes all the difference,” said Massy
You get to see professors that look like you. You get to see staff members and researchers that look like you. And representation really does matter in these areas and in these spaces ... Even just seeing and knowing that there is somebody up there that looks like me, I could do it because they did; it really makes all the difference.
Jholene Massy, master's student
The evening concluded with a reception featuring free food and beverages, providing a setting for participants to network and share their aspirations with one another. For those who may have missed the event, Massy offered a final piece of advice when speaking to the Silhouette. “And if you missed the welcome, then there's no worries, there’s so many events throughout the year. You never know what doors might open up from going to the BSSC,” said Massy
The BSSC remains a vital resource for Black students at McMaster. For more information on upcoming events or resources, check out BSSC's Instagram and join the mailing list! Whether it's to get involved, connect with staff, or expand your network, the BSSC is here to support your journey.
Since 2020, the Black BHSc association has been a rapidly growing organization that breaks racial barriers and provides opportunities to promote black excellence
By Patricia Marcelo
The Black BHSc Association was created by a group of black BHSc students with the goal of fostering a supportive environment among current and prospective black BHSc students. In 2021, black students made up 2 per cent of the BHSc population. After almost 4 years, the number of black students in the BHsc program has nearly doubled.
President of the BBA executive team Alador Bereketab explained how the BBA works to address challenges faced by black BHSc students and create meaningful change to make the program more inclusive.
“With every BBA student, there is a reason why they are in the BHsc program. We’re planning these events because as BHsc students we have a platform to do something… we recognize this privilege of having funding and resources so we want to use what we have and bring opportunities to other groups,” said Bereketab.
The BBA has conducted much outreach and hosted many events such as a high school information night, a BBA study night, and a Tote and Toast evening, all to break down barriers for black students and improve transparency for black students to realize different health care opportunities.
To commemorate the end of Black History Month, the BBA hosted a Black Health Conference on Feb. 29. This is the second conference of its kind hosted by the BBA and allows current black students to network with black McMaster alumni and other black healthcare professionals.
Bereketab showed great excitement prior to the event, anticipating 60 students to attend.
“The BBA team is an incredible group of students that have created a community that is unique to a lot of different spaces. Bringing events like the Black Health Conference is giving students beyond the BBA exec team that experience and sense of community and connections with other students and alumni who went through similar experiences.” said Bereketab.
The first keynote speaker was Begna Dugassa, an established public health nutritionist, researcher and author. Dugassa shared how his experiences in Ethiopia and education in the USSR have led to his current work in public health.
Dugassa works to understand how the history of colonialism and inequities influence health in marginalized groups. He has made aware of this career opportunity that allows black BHsc students to take their experiences and integrate it into health care and social justice.
Following Dugassa, the BBA introduced Ida-Maisie Famiyeh, a first year medical student at University of Toronto. Famiyeh spoke on the challenges she faces as a mother and how turning to faith during her struggles helped her develop the resilience to pursue medicine.
Famiyeh shared how becoming a mom drove her to become a strong advocate for health care, especially for loved ones.
Famiyeh encouraged students wishing to pursue medicine to turn all experiences including struggles into motivation to continue their undergraduate journey and to become better physicians.
The final guest speaker was Dr Semir Bulle, a current psychiatry resident at the University of Toronto and the former co-president of the Black Medical Students’ Association.
Dr. Bulle specifically spoke about his advocacy for zero-gun violence in Toronto. He shared stories of black individuals who are victims of gun violence and did not receive justice. Dr. Bulle’s take home message to students was to seek outreach opportunities to promote better education and resource accessibility.
The conference concluded with a networking event that allowed black students to connect with the speakers as well as nine black BHsc alumni. The alumni provided insight on how they dealt with challenges in their careers and how they overcame them. This period provided current black Bhsc students to connect with alumni and healthcare professionals that have similar experiences.
Marie-Claire Kapesa, a student who attended the conference, shared how the conference impacted her.
As an ex-member of the BBA, Kapesa also praised the current BBA team.
“It makes me emotional seeing the black health science students and the community they were able to build. I didn’t have that in my first year and it’s heartwarming to see the friendships and support that they have been able to give each other throughout and the legacy they have created.” said Kapesa.
More information about the BBA can be found on the BHSc Program’s website. Their instagram also posts information about any upcoming events.
Stop breaking the bank and support businesses made for students by students
By: Krissy Butler
Hair and beauty services always pose two main challenges for university students: accessibility and affordability. As students face financial and academic pressures while pursuing their degree, they deserve to look and feel their best. However, it can be difficult to find a business that is able to accommodate the hair and beauty care needs of McMaster University's diverse population at an affordable price. Here are a few student-run Black-owned businesses that are both accessible and affordable for McMaster students!
Specializing in a diverse range of hair types and hair textures, Mt is a skilled barber located within ten-minute walking distance from McMaster’s campus. This talented barber offers a wide range of haircut services to cater to his clientele’s diverse needs. Mt provides accessible and convenient services, providing clients with the option to receive a haircut onsite at his studio or, for an additional cost, a house call haircut.
Like a Princess Nailz is run by Princess, a skilled Hamilton-based nail technician. Princess works in her home studio located near McMaster’s campus. LAP Nailz offers a variety of services, including gel manicures, custom press-on nails and acrylic designs. As seen on her Instagram page, Princess demonstrates her artistry and meticulousness with every client.
Tomi caters to a variety of hair styles and hair textures. The self-taught hairstylist showcases her skills on Instagram, through videos of her process, managing a diverse range of clients with different hair care needs. Her attention to affordability can provide students with a convenient and accessible way to look their best, especially during the midterm season.
“I enjoy the whole process of doing hair, it’s a hobby for me, which is why my prices are so low. I’m also aware that students are broke," said Tomi, in an interview.
For all things makeup, Harmony has you covered. This talented makeup artist demonstrates adaptability with each client’s unique needs to achieve their desired makeup look. Harmony offers a great range of services, linked on her Instagram business page, specializing in soft and full glam makeup. For all students who want a timeless makeup look for any memorable special occasion, Harmony can make it happen.
The Black student-athlete systemic review barely scratches the surface of issues at McMaster
By: Shae-Ashleigh Owen, Contributor
CW: anti-Black racism
On June 25, 2020, McMaster University President David Farrar published a letter promising to address systemic institutional racism and any obstacles to equity and inclusion at Mac. Alongside these promises, Farrar mentioned that the university's recently released Equity, Diversity and Inclusion Strategy and 2019-2020 Action Plan will challenge anti-Black racism and support Black students and students of colour at McMaster. The letter also stated that they will finally address the underrepresentation of Black faculty members at the university.
Among their attempts to address anti-Black racism, McMaster announced a systemic review of the Black student-athlete experience, headed by Ivan Joseph. The university invited both past and present Black student-athletes to share their experiences in the athletics department.
This review was officially launched July 27 when Fabian Foote, a McMaster football alumnus and Toronto Argonauts defensive lineman, tweeted about facing systemic racism during his time at Mac.
“We still have work to do” LOL. Y’all never started shit to begin with. Start by firing Mark Alfano. How about that? I’ve experienced a lot of systemic racism during my time at McMaster. Myself and other black student athletes brought it up to Mark & Glen and they brushed us off. https://t.co/W2F37z8sCL
— Fab (@Fabloescoo) June 28, 2020
The review, which was completed on Oct. 27, found that there was a history of systemic anti-Black racism in the Department of Athletics and Recreation. As a Black student, hearing about Black students’ experiences with racism was saddening, disappointing and traumatic. However, the results of the review did not surprise me.
The review of the Black student-athlete experience in McMaster Athletics & Recreation is complete. Evidence collected during the review, which was conducted by @DrIvanJoseph of Wilfrid Laurier University, reveals a culture of systemic anti-Black racism within the department. 1/8
— McMaster University (@McMasterU) October 27, 2020
Experiences of those who participated in the review included: having a “jailbreak-themed” party where white students dressed up as criminals and wore cornrows in their hair; mentions of racial slurs used by alumni, fellow teammates and a coach; cancelling Black History Month celebrations; degrading comments based on race; there was even an accusation that a Black student-athlete was selling drugs.
In response to this, Farrar launched an Action Plan which aims to increase representation, implement advocacy roles and targeted supports and scholarships. On Oct. 29, the Department of Athletics and Recreation announced that 10 new athletic financial aid awards will be established for Black student-athletes each year.
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I want to highlight the fact that Black students are singled out based on race regardless of scholarships. According to a census conducted in February 2020, 60 per cent of Black youth expect to gain at least a bachelor’s degree in comparison to 79 per cent of other youths. The census concludes that this gap is likely due to discrimination.
Experiencing systemic racism like this is not exclusive to Black student-athletes. This includes the McMaster Students Union and academia as a whole, as these areas of student life are not exempt from anti-Black behaviours and actions. Statistics, such as the census, show that we need more scholarships for Black students at McMaster, as Black youth are statistically less likely to gain a bachelor’s degree compared to the general population. By providing scholarship opportunities, Black students will have at least one less barrier to receiving a postsecondary education.
As a Black student, hearing about Black students’ experiences with racism was saddening, disappointing and traumatic. However, the results of the review did not surprise me.
Like many other Black students, I have faced anti-Black racism during my time at Mac. My own experiences include people shuffling their bags away from me because they seem to be afraid of stealing — no, I do not want your bag nor what’s in it, thank you. I have even heard, “Oh, you speak great English,” even though English is my first language.
In class, I feel like I have to work 10 times as hard as the non-Black students just to get the same amount of respect and acknowledgement. I often get labelled as the “angry Black woman” due to my dominant personality, which I can assume my non-Black classmates do not have to worry about. I’ve heard fellow Black students talk about the subtle racism they had to face in their classes, both by classmates and even professors.
I even had to face systemic racism from the MSU when the Pride Community Centre was closed down midway through the winter 2020 semester, right after their 2SLGBTQA+ BIPOC-focused campaign which mainly highlighted Black and Indigenous 2SLGBTQA+ folks. This decision made by the 2019-2020 executive board hurt members of the BIPOC community at McMaster. As the only Black volunteer of the PCC at that time, this deeply hurt me too.
Statistics, such as the census, show that we need more scholarships for Black students at McMaster, as Black youth are statistically less likely to gain a bachelor’s degree compared to the general population.
I applaud the school community for recognizing the systemic issues that Black students face. This has resulted in clubs including the ratification of the Black Student Association and other Black-focused clubs. However, if Mac truly wants to help the Black student community, their actions need to be taken further.
Reviews of racism and oppression need to be extended towards more areas of student life, including security, club life and especially education because although we pay the same tuition as everyone else, we face more barriers in getting our degree. I would even suggest that reviews need to be extended to other minority groups as well. This is a good and important start; however, there is so much more work to be done.
Please note that this event has been postponed until further notice due to the COVID-19 Virus. For more information please visit: https://accahamilton.com
Since 1979, the Afro Canadian Caribbean Association has been creating a sense of community and empowerment in the African-Canadian Caribbean community in Hamilton. Evelyn Myrie, the president of ACCA, says that even though African-Canadians have been here for hundreds of years, they are still treated as though they don’t belong in this country. On March 13-14, ACCA will be holding an event called “We Are Planted Here: Narratives in Belonging”. The event will combine art and advocacy to dismantle this assumption, establishing the right that African Canadians have to feel at home in Canada, because it is their home.
“[T]he objective of this initiative, symposium, celebration is to assert our existence and long-standing presence on these lands, on this land of Canada . . . there is still a perception [when] you're walking on the streets, there's an assumption that you are from another place. So it's really to situate our position as Canadians in various locations, to have conversations about our rich and diverse contributions to this land and to reassert our presence here . . . We're located here socially, politically and economically,” said Myrie.
Not only is the physical presence of the Black community ignored, but so too are their contributions to Canada. Myrie says that she hopes the event will help to educate people both inside and outside of the Black community about Black history in Canada. She says that many of the social and human rights that we currently have were fought for by the Black community.
“[P]eople don't know that human rights laws, housing laws, we were the ones who were the canary in the mine, because we were the ones who suffered those experiences [and fought] to change laws, immigration laws, especially; Black people were not allowed to come to Canada and it was Black people who fought against [that]. And now we have a whole slew of different people coming to Canada—and wonderfully so—racialized people, who sometimes forget or don't know that they are benefiting from the struggles of the Black community,” said Myrie.
“[P]eople don't know that human rights laws, housing laws, we were the ones who were the canary in the mine, because we were the ones who suffered those experiences [and fought] to change laws, immigration laws, especially; Black people were not allowed to come to Canada and it was Black people who fought against [that]. And now we have a whole slew of different people coming to Canada—and wonderfully so—racialized people, who sometimes forget or don't know that they are benefiting from the struggles of the Black community,”
In the early days of mining, miners are said to have brought canaries with them into mines they worked in. Canaries are more vulnerable to carbon monoxide and other poisonous gases than humans, so a dead or sick canary would alert the miners to danger. In this metaphor, Myrie is suggesting that because Black people are far more likely to experience human rights violations, it frequently and unequally falls on their shoulders to fight for social change. Because they are so unequally adversely affected, they are the first to know when laws need to be changed. They were and are the canary in the coal mine.
Myrie hopes that this event will educate attendees on the pervasiveness of anti-Black racism and the othering of Black people, and the ways that this continues to be perpetuated in Canada, and that it will also encourage allies to examine their own actions and biases, and how they can seek to call out this behaviour in their day-to-day lives. Othering is a part of colonial discourse that creates an “Us versus Them” narrative, where the dominant group becomes accepted and the marginalized group is dehumanized and made into the “Other”. This manifests itself as increased violence towards marginalized groups, and removing them from mainstream media and discourse.
“So to us, anti-Black racism is a key part of this, because it's really just like white supremacy in that it keeps knowledge away . . . So we're telling our stories, because we know that anti-Black racism has kept those stories away from curriculums,” said Myrie.
“So to us, anti-Black racism is a key part of this, because it's really just like white supremacy in that it keeps knowledge away . . . So we're telling our stories, because we know that anti-Black racism has kept those stories away from curriculums,”
“We Are Planted Here: Narratives in Belonging” is a two day symposium. On Friday, March 13, there will be an evening of art and spoken word at the ACCA Banquet Hall (754 Barton St. E), and on Saturday March 14 there will be academic and community discussions at the Hamilton Central Library (55 York Blvd.). Both events are free.
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Many of us don’t need to be reminded that there’s only a few days left before exam season starts, but we might need a reminder to make time for a nice home cooked meal. It’s easy to turn to buying lunch or dinner when you’re tight on time during these next few weeks, but there are ways to make cooking an enjoyable experience while relieving some stress too.
The Sil staff have compiled their favourite recipes that are easy to make, especially when you’re short on time. We encourage you to try them out, change up the ingredients and most importantly, take the time to take care of yourself this season.
Shared by Sasha Dhesi (Managing Editor)
Pasta is a staple batch recipe since it’s fairly easy, delicious and lasts the whole work week. While most people don’t have time to make homemade pasta, students don’t have to rely on jarred sauces and compromise their time.
Making a sauce at home can seem challenging, but simple recipes like this one are great for students low on time and on a budget.
I adapted this recipe from Bon Appetit’s Bucatini with Butter-Roasted Tomato Sauce. I replaced a few of the more expensive ingredients with more accessible, easier kept items that make more sense for students to keep around in the house. The recipe should make about four servings and take about 40 minutes, but only 20 of those minutes are active! This is a great recipe to make while studying at home — just pop the sauce into the oven and you’ll have a great sauce in no time!
Shared by Hannah Walters-Vida (Features Reporter)
In an effort to describe how good this soup is, the most a room full of Sil writers could come up with is “warm, warm soup, it hugs you from the inside”. Pretty much everyone in the office will agree that this is a great recipe for soup. I typically double the recipe and freeze the soup in mason jars for when I need a quick, filling meal.
This recipe is originally by Jennifer Segal and I made a few modifications to make it vegan friendly. This recipe yields 8 servings and takes about 45 minutes to make, but most of the time is spent letting the soup simmer. This soup can stay fresh in the freezer for up to 3 months, so it’s worth the investment in time. Just make sure to pop it into the fridge the day before wanting to reheat it!
Shared by Razan Samara (Arts & Culture Editor)
This is my go-to recipe for dinner with friends and potlucks. It also makes for a perfect side dish alongside lunch or dinner, I personally think it pairs really well with chicken tawook tacos and panko-breaded fish. This recipe yields about 3-4 servings and was inspired by Cookie and Kate.
Over the past couple of weeks I’ve found myself become quite reliant on this recipe. It requires minimal effort, which means I can throw a whole batch together pretty quickly the night before my early morning commutes. This recipe has filling ingredients, can easily travel and can be modified to meet your taste preferences. I encourage you to keep things new and interesting with every rendition of the dish!
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By: Drew Simpson
On Feb. 26, the Green is not White environmental racism workshop took place at the Hamilton Public Library’s Wentworth room. The free, open-to all workshop, garnered intrigue from attendees interested in learning about environmental racism.
Presenters sat on a raised platform and the room was filled with chart easel pads, activist posters and resources. The Green is Not White workshop, which is organized by Adapting Canadian Work and Workplaces in partnership with the Coalition of Black Trade Unionists, Environment Hamilton and the Hamilton Centre for Civic Inclusion started its seven-hour agenda with a land acknowledgement, icebreakers and then laid down foundational knowledge.
Environmental racism is originally defined by Prof. Benjamin Chavis as the racial discrimination and unequal enforcement of environmental policies. The types of environmental racism have expanded since this 1987 definition and currently encompass air pollution, clean water, climate migration, extreme weather, food production, gentrification and toxins in the community and workplace.
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The crust of the issue is that ethnic minorities are disproportionately exposed to environmental hazards. Black and Indigenous populations are most affected by environmental racism, yet this makes it no less of a collective issue. Local case studies were highlighted to drive this message close to home.
For example, most of Hamilton’s waste facilities are clustered just north of and within residential areas. This includes a proposed electronic waste processing facility, which can cause lead and mercury exposure, and an existing chemical wastes facility that is known for chemical explosions causing evacuations and serious injury. Loads of biosolids have been trucked through neighbourhoods posing disease risks from pathogens, concerns of terrible odours and ammonia use for steam filtering.
Studies show that Hamilton neighbourhoods with single-parent families and low education are the most exposed to air pollution. Since these neighbourhoods have fewer resources and are systematically marginalized, they are targeted by acts of environmental racism. The hashtag #EnvRacismCBTUACW continually discusses case studies across Canada.
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Along with the extensive examples of Canadians and Hamiltonians living in dire conditions due to environmental racism, as well as the government’s oversight of this issue, various Hamilton organizations have taken it upon themselves to drive change.
This workshop was the third part of a four-phase action research initiative on environmental racism by ACW, which develops tools to better the environmental conditions of jobs and the workplace and CBTU, a coalition that breaks the silence on African-Canadians’ labour issues. While this third stage involves community engagement, the fourth and final stage involves a joint report and video that will be housed on both the ACW and CBTU websites.
The slogan “Green is Not White” highlights that green jobs and environmentally safe conditions should not be reserved for white people. People of colour are most likely to work and live in dire conditions, and therefore deserve economic justice and access to clean water and land.
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By: Jackie McNeill
Tottering Biped Theatre, a Hamilton-based theatre company founded by Trevor Copp, has reached over 600,000 views on a TED Talk about ‘liquid lead dancing,’ a gender neutral form of partner dancing.
Several McMaster alumni are involved in the theatre company, particularly with their summer Shakespeare work held at the Royal Botanical Gardens.
The theatre is social justice-focused, devising works that have addressed issues like poverty, same sex marriage and mental health and different interpretations of Shakespeare.
However, as prominent as the theatre’s work is, it is not what Copp is arguably best known for.
In 2015, he and his colleague Jeff Fox delivered a TED Talk in Montreal on a dance concept they developed called ‘liquid lead dancing.’
Liquid lead dancing, a form of gender neutral partner dance, was born out of Copp’s discomfort with the systems and rules he was perpetuating as a ballroom dance teacher.
As explained in their TED Talk, the strictly gendered partner dancing promotes a relationship shaped by dictation, where the man leads and the woman follows.
He and Fox developed liquid lead dancing to turn this dictation into a negotiation.
“It proposes a system where lead and follow are exchanged throughout the course of the dance regardless of gender,” Copp explained.
This change of form will hopefully become normalized as a dance and help to normalize healthy relationships outside of partner dance as well.
The liquid lead dance between Copp and Fox morphed into a play about creating the first dance for a same sex wedding.
After a successful run of the play, a former student contacted Copp about presenting their dance form as a TED talk.
Copp and Fox’s TED talk was picked up by TED.com, and has over 600,00 views to date.
Despite the success of the TED talk, Copp admits that it has not been all smooth sailing promoting liquid lead dancing.
“Most people are comfortable with their given role, and, even though they aren't particularly traditional in their thinking, allow it to decide their roles as dancers. There's comfort in the familiar. I don't begrudge it at all. I just think that if you're going to recreate a culturally outdated form you should be conscious of it by making a choice to do so as opposed to sleepwalking your way through the dance form.”
Acknowledging that the work he had done with liquid lead dance is not that well-known in Hamilton, Copp is aiming to work harder at spreading the dance form in the future.
As explained in the TED Talk, liquid lead dancing is not about dance alone.
By addressing the strict roles perpetuated in partner dancing, Copp and Fox have begun to address the erasure of non-binary people and same-sex couples in dance, in addition to the exclusion of Black, Asian and other non-white bodies.
By bringing these issues that are prevalent within ballroom and partner dance to a wider audience with the TED Talk and Copp’s theatre company, the same issues that are prevalent in everyday life stand a better chance at being addressed.
Copp has performed liquid lead dance at conferences throughout Ontario, New York and Ireland and is looking forward to next presenting at a conference on consent and sexuality with Planned Parenthood in Virginia.
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By: Areej Ali
Nu Omega Zeta is a Black-focused sorority at McMaster that aims to support and enrich the Black community on campus and in Hamilton.
While the sorority was founded in September 2011, plans to launch Nu Omega Zeta were in the works months before the sorority’s founding date.
The seven Nu Omega Zeta founders first looked to Black Greek organizations in the United States, which provided a good perspective on how they should establish their own chapter.
For instance, today, the sorority pairs up new members with a ‘Big Sister’ who provides guidance and support.
The founding members first looked for an executive board and then created the symbols, guidelines and pillars that the sorority would stand for.
According to Eno Antai, the current president of Nu Omega Zeta, members do not need to identify as Black in order to join the sorority.
Nevertheless, the group is Black-focused, aspiring to “promote the growth and enrichment of Black undergraduate students and to enhance their education through the strengthening of the relationships within the Black community.”
In particular, Nu Omega Zeta stands for “Sisterhood, Volunteerism and Knowledge.”
Over the few years, members of the sorority have volunteered at Empowerment Squared, a Hamilton-based charity that seeks to empower marginalized and newcomer communities in Hamilton.
The sorority also runs campus events such as “Chance on Campus,” a one-day event that gives grade 10 and 11 students the opportunity to experience post-secondary life at McMaster and learn about the university’s organizations and academic and financial resources.
“When I look back and think why I wanted to join Nu Omega Zeta, I remember feeling very isolated and alone on campus in my first year,” said Gabriela Roberta, a member of the sorority.
“I had no intentions of joining a sorority. However, Nu Omega Zeta was the first and only organization to reach out to me and make me feel as though my fears are not only my own,” said Roberts.
Roberts added that the sorority immersed her in a community of women that truly understood her struggles and concerns.
She strongly feels that Nu Omega Zeta has been a transformative life experience.
For Jet'aime Fray, another member of Nu Omega Zeta, the sorority means sisterhood. Fray explains that the sorority has allowed for her to create long lasting friendships and has given her a unique opportunity to volunteer in Hamilton.
“In a society that refuses to acknowledge Black women, having a space that allows you to be unapologetically who you are and celebrates you is very needed,” said Antai, who feels that the space Nu Omega Zeta provides to acknowledge Black women is much needed and can give many students a home away from home.
Julianne Providence joined Nu Omega Zeta for precisely this reason.
“I saw it as a space where I could belong. I had seen the ladies on campus and admired the connections they had with each other,” said Providence.
Omega Zeta hosts a number of initiatives throughout the year, including rush events, parties, relationship summits, workshops, networking events about education and support in the Black community and a ‘World AIDS Day’ panel discussion.
Students interested in attending these events or becoming a part of the sorority can get more information on Nu Omega Zeta’s website.
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By: Eden Wondmeneh
As a first-year student in social sciences, the bulk of my tutorial grade is determined by my participation in discussions. For someone who would rather be restricted to eating at Centro than be forced to speak in public, tutorials are not my ideal environment.
As the fall semester progressed, I noticed that some of these discussions supported learning while others were downright problematic. Speaking to other students in social sciences, specifically students of colour, it was clear that teaching assistants, who greatly influenced whether tutorial discussions were the former or the latter, were overwhelmingly white.
The lack of diversity in TAs is often juxtaposed with a somewhat diverse student group — where students of colour bond over the shared discomfort or hilarity of the awkwardness that settles across the room anytime a ‘hot topic’ like white privilege is brought up.
Discussions about race are often excluded from acceptable topics in an environment that claims to encourage academic discourse, especially when initiated by a person of colour: a fact that aided in my decision to stay relatively quiet in tutorials.
Regardless of their intentions, these TAs are in a position of power where they facilitate discussions about systems of oppression that they themselves benefit from and resultantly teach students through this narrow-privileged lens. If topics of race are not dismissed after a moment of awkward silence, they always seem condescending; what qualifies non-POC TAs to lead these discussions?
I have a friend whose TA explained how common sense differs between cultures using a blatantly racist analogy of African children never having seen a stove thus not knowing that it is unsafe to touch. When called out for their ignorance, the TA’s response was some variation of, “I’m not racist”.
The Teaching in an Accessible and Inclusive Community section of McMaster University’s 2013 TA guide shows that the diversity and inclusion issue in tutorial sessions is much worse than it appears. The university is aware of the power imbalances that are inherent to the limited diversity amongst TAs — they just aren’t doing anything about it.
Despite their ability to recognize that acknowledgment of systemic racism is not enough to let them off the hook, they boldly state that McMaster staff and faculty work “against often invisible systems of privilege and oppression,” without giving TAs any guidance in how to further this effort within their own tutorials. In fact, the guidebook makes it clear that it is naïve to believe that even a well-intentioned TA could use any tips provided to create an equitable space within their tutorials.
To be clear, I don’t think that TAs are intentionally leading their tutorials to isolate students of colour and validate the dominant privileged narrative that exists within our society. I do believe though that the hiring process for TAs is flawed, as it works directly against McMaster’s “fight against invisible systems of privilege and oppression”.
There should be a great number of Black TAs who are able to lead tutorials with a different perspective, engage with Black students and have important conversations about race when the course calls for it.
Aside from increasing the diversity amongst TAs, there should be mandatory anti-oppression workshops and training. It is unrealistic to hope that TAs will suddenly diversify, but it is not unrealistic to hope that current TAs have an understanding of their bias and are able to react to being called out productively — not through cries of, “I am not racist”.
For myself to feel comfortable to contribute freely within these tutorials, I need there to be measures in place for the inevitable awkwardness that ensues when race is discussed and a guarantee that Black children won't be used in racist examples.
We don't live within a vacuum. To create the “inclusive and accessible learning environment” that McMaster desires, TAs need to reflect this inclusivity and accessibility students are meant to find.
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