Women are vulnerable in any circumstance, class, clase or whatever. In developing countries as well as developed countries womem are still seen as chattles and goodies to take when they feel peckish. Women and men with a social conscious need to band together to fight this battle that many erroneously think that women have achieved parity with me. There is still a lot of work to do. However, the situation for women of lower socio-economic is a lot worse and need our help in raising awareness of their situation.
http://sunwalked.wordpress.com/2012/09/30/gang-raped-why-are-dalit-people-treated-as-sub-humans-in-india/
Sunday 30 September 2012
Thursday 27 September 2012
Wednesday 26 September 2012
Upcoming Fundraiser for a good Cause
Fundraising Concert
for
Hospitality House
Sunday, Sept 30 - 2:30 p.m.
at
St. Mary’s Road United Church
613 St. Mary’s Road
Cost $15 - $10 for students
The concert/coffeehouse will take place at St. Mary's Road United Church at 613 St. Mary's Road. In support of Hospitality House, the St. Mary’s Road United Church band has also created a wonderful instrumental CD which will also be for sale for $10.
Rayannah Chartier-Kroeker is a talented young jazz vocalist, whose experimentation with the tape loop station is downright magical - by the end of a song she is singing in 6 part harmony with herself, and the effect is astonishing.
Refreshments -coffee, tea, juice and goodies are included in tthe price of your ticket.
Hospitality House is currently supporting 13 refugee newcomers, 8 of whom arrived in the past month. One is a very active and adorable 18-month old toddler girl. Housing, feeding and clothing this many newcomers at one time is an expensive endeavour, so please come to the concert to enjoy some wonderful entertainment as well as supporting and learning more about the inspirational work of Hospitality House.
Tuesday 25 September 2012
Filipino Women victorious in Discrimination lawsuit
http://newamericamedia.org/2012/09/fil-am-hospital-staff-in-ca-win-historic-discrimination-settlement.php
LOS ANGELES – The Asian Pacific American Legal Center (APALC), a member of the Asian American Center for Advancing Justice, and the U.S. Equal Employment Opportunity Commission (EEOC) announced on September 17 a landmark settlement of $975,000 against Delano Regional Medical Center (DRMC), a hospital in California’s Central Valley.
The case was brought forward, on behalf of almost 70 Filipino-American employees who fell victim to discrimination and harassment when hospital administration singled the ethnic group out for enforcement of its English-only policy.
Roots of harassment
In a statement to the Asian Journal, APALC Staff Attorney Carmina Ocampo explained that in 2006, Fil-Am hospital employees alleged that they were harassed and singled out and treated differently from other workers with different ethnicity.
They claimed that the harassment incidents all began when CEO of the hospital called for a mandatory meeting for only Fil-Am staff. During the meeting, the management of the hospital instructed the said employees to speak only in English, allegedly threatening them with suspension or termination for violating the policy.
Ocampo went on to explain that the CEO even went as far as to “threaten with monitoring using surveillance equipment.” And despite the diversity of the hospital’s workforce (with others speaking other languages like Spanish and Hindi) not other ethnic group was told to join this meeting, nor was the language policy enforced upon any other ethnic group.
EEOC General Counsel P. David Lopez, in a statement, said: “Employees should never be targeted because of their national origin or language. The EEOC stands ready to assist employees nationwide who believe they have suffered workplace discrimination, and to ensure that our work force reflects the rich diversity of our nation.”
In a report from the Associated Press (AP), the medical center defended its English-only policy as essential to patient care. In a written statement, officials said the hospital did nothing wrong, said AP.
An e-mail to the Delano Regional Medical Center from Asian Journal was not returned, as of press time.
A harsh workplace dynamic
The meeting resulted in a changed social dynamic within the hospital wherein Filipinos were mocked, harassed, and taunted. In their lawsuit against the DRMC, the Fil-Am employees claimed that the “discriminatory” enforcement of the policy created a hostile work environment for Filipino workers, who were monitored and reprimanded by their colleagues in the hospital. They were often told to speak in English, were ridiculed for their accents, and were humiliated in front of fellow hospital employees.
Under the language policy, Fil-Am employees of DRMC were required to communicate in English at all times at the workplace, even in break rooms, nurses’ stations, and hallways. Even during times when Filipinos were speaking in English, DRMC staff would still remind them to speak in English, especially if they were with other Filipinos.
For months, according to Ocampo, Filipinos were constant targets of reprimands and ridicule, with DRMC staff giving them reproach even without any violation of the English-only rule. One Filipino nurse even claimed that a co-worker sprayed air freshener on her food because the said co-worker apparently did not like the smell of Filipino food.
Another example of harassment is when Fil-Ams were reminded to speak in English even when they were just greeting their fellow co-workers in Tagalog, using the word “Manang” or “Manong,” terms that connote respect in Filipino culture. The Pinoys were constantly reminded to speak in English, even in the cafeterias when they were just having lunch.
Allegedly, the DRMC did not make adequate measures to prevent the harassment that the Filipinos experienced during this time. Even after over a hundred Filipino employees, including Filipino doctors, made formal a complaint about this discrimination, DRMC management still failed to make a significant response on the matter.
According to Ocampo, DRMC did not target the non-Filipino population of the medical center with their strict enforcement of the language policy. The overly harsh and restrictive measure seemed to apply only to the Filipinos.
“We believe DRMC enforced an overly restrictive English only policy against its Filipino American employees and created a workplace environment that was hostile toward them,” said Laboni Hoq, APALC Director for Litigation.
“This settlement will send a strong message to employers that it is illegal to target workers based on their national origin and will hopefully encourage more Asian American and immigrant workers to speak out when their rights are violated, like our brave clients did,” Hoq added.
A harrowing experience
Wilma Lamug, one of the victims of this discrimination, claimed that she felt even more harassed after the first meeting held with the DRMC management.
“I felt more harassed because we Filipinos received constantly harassing words like ‘Shhh, speak English!,’” Lamug confessed.
Another victim, Elnora Cayme, said that during the time of the harassment, at least once or twice a day, a supervisor or co-worker would call her out even at the hallways and break rooms, and say “English only!” According to Cayme, even the housekeeping supervisors and security guards were in on the harassment bit. When she asked a security guard why they were acting in such a way, the guard simply explained that their respective supervisors instructed them to “watch you guys and make sure that you were all speaking English.”
Like most of the Pinoys in the medical center, Lamug was scared for her source of livelihood, as the job she had with the DRMC was her “bread and butter.” And she felt like they “were in trouble.”
Cayme pointed out that DRMC’s actions created tensions among the employees “that weren’t there before.”
“I felt sad, undervalued, and humiliated,” Cayme added.
A huge victory indeed
According to Ocampo, this is the largest settlement for a workplace language discrimination case in the West Coast, and the largest settlement for a workplace language discrimination case in the health care industry in the US. Also, Ocampo added that it is the largest language rights settlement ever secured by the APALC.
“This landmark settlement is a victory for the Asian American and Filipino American communities,” Ocampo said.
“People don’t normally think of Asian Americans when they think of victims of workplace discrimination and harassment,” Ocampo explained.
She went on to elaborate that there are few reports from Asian Americans of cases of harassment, not because they are not victims of this on a more often basis, but rather because they are afraid of the retaliation and backlash that may ensue after such complaints are made. Ocampo also claims that there is a prevailing stereotype that Asian Americans don’t like to complain about violations against them.
“This landmark settlement won by almost 70 Filipino American workers is a powerful example of Asian Americans standing up for their rights and fighting back against discrimination,” Ocampo added.
Aside from the monetary relief, the settlement mandates upon the DRMC a three-year Consent Decree. Under the decree, hospital management is prohibited from engaging in the kind of alleged discrimination and harassment that gave rise to the lawsuit. It also institutes a new Language Policy that “acknowledges the value of the hospital’s diverse work force and allows employees the dignity to speak the language of their choice in appropriate circumstances.”
Furthermore, the Consent Decree will also require the DRMC to hire a third-party Equal Employment Opportunity monitor to “ensure compliance with its terms,” as well as “train all staff to comply with equal employment laws and the new Language Policy.”
The case was brought forward, on behalf of almost 70 Filipino-American employees who fell victim to discrimination and harassment when hospital administration singled the ethnic group out for enforcement of its English-only policy.
Roots of harassment
In a statement to the Asian Journal, APALC Staff Attorney Carmina Ocampo explained that in 2006, Fil-Am hospital employees alleged that they were harassed and singled out and treated differently from other workers with different ethnicity.
They claimed that the harassment incidents all began when CEO of the hospital called for a mandatory meeting for only Fil-Am staff. During the meeting, the management of the hospital instructed the said employees to speak only in English, allegedly threatening them with suspension or termination for violating the policy.
Ocampo went on to explain that the CEO even went as far as to “threaten with monitoring using surveillance equipment.” And despite the diversity of the hospital’s workforce (with others speaking other languages like Spanish and Hindi) not other ethnic group was told to join this meeting, nor was the language policy enforced upon any other ethnic group.
EEOC General Counsel P. David Lopez, in a statement, said: “Employees should never be targeted because of their national origin or language. The EEOC stands ready to assist employees nationwide who believe they have suffered workplace discrimination, and to ensure that our work force reflects the rich diversity of our nation.”
In a report from the Associated Press (AP), the medical center defended its English-only policy as essential to patient care. In a written statement, officials said the hospital did nothing wrong, said AP.
An e-mail to the Delano Regional Medical Center from Asian Journal was not returned, as of press time.
A harsh workplace dynamic
The meeting resulted in a changed social dynamic within the hospital wherein Filipinos were mocked, harassed, and taunted. In their lawsuit against the DRMC, the Fil-Am employees claimed that the “discriminatory” enforcement of the policy created a hostile work environment for Filipino workers, who were monitored and reprimanded by their colleagues in the hospital. They were often told to speak in English, were ridiculed for their accents, and were humiliated in front of fellow hospital employees.
Under the language policy, Fil-Am employees of DRMC were required to communicate in English at all times at the workplace, even in break rooms, nurses’ stations, and hallways. Even during times when Filipinos were speaking in English, DRMC staff would still remind them to speak in English, especially if they were with other Filipinos.
For months, according to Ocampo, Filipinos were constant targets of reprimands and ridicule, with DRMC staff giving them reproach even without any violation of the English-only rule. One Filipino nurse even claimed that a co-worker sprayed air freshener on her food because the said co-worker apparently did not like the smell of Filipino food.
Another example of harassment is when Fil-Ams were reminded to speak in English even when they were just greeting their fellow co-workers in Tagalog, using the word “Manang” or “Manong,” terms that connote respect in Filipino culture. The Pinoys were constantly reminded to speak in English, even in the cafeterias when they were just having lunch.
Allegedly, the DRMC did not make adequate measures to prevent the harassment that the Filipinos experienced during this time. Even after over a hundred Filipino employees, including Filipino doctors, made formal a complaint about this discrimination, DRMC management still failed to make a significant response on the matter.
According to Ocampo, DRMC did not target the non-Filipino population of the medical center with their strict enforcement of the language policy. The overly harsh and restrictive measure seemed to apply only to the Filipinos.
“We believe DRMC enforced an overly restrictive English only policy against its Filipino American employees and created a workplace environment that was hostile toward them,” said Laboni Hoq, APALC Director for Litigation.
“This settlement will send a strong message to employers that it is illegal to target workers based on their national origin and will hopefully encourage more Asian American and immigrant workers to speak out when their rights are violated, like our brave clients did,” Hoq added.
A harrowing experience
Wilma Lamug, one of the victims of this discrimination, claimed that she felt even more harassed after the first meeting held with the DRMC management.
“I felt more harassed because we Filipinos received constantly harassing words like ‘Shhh, speak English!,’” Lamug confessed.
Another victim, Elnora Cayme, said that during the time of the harassment, at least once or twice a day, a supervisor or co-worker would call her out even at the hallways and break rooms, and say “English only!” According to Cayme, even the housekeeping supervisors and security guards were in on the harassment bit. When she asked a security guard why they were acting in such a way, the guard simply explained that their respective supervisors instructed them to “watch you guys and make sure that you were all speaking English.”
Like most of the Pinoys in the medical center, Lamug was scared for her source of livelihood, as the job she had with the DRMC was her “bread and butter.” And she felt like they “were in trouble.”
Cayme pointed out that DRMC’s actions created tensions among the employees “that weren’t there before.”
“I felt sad, undervalued, and humiliated,” Cayme added.
A huge victory indeed
According to Ocampo, this is the largest settlement for a workplace language discrimination case in the West Coast, and the largest settlement for a workplace language discrimination case in the health care industry in the US. Also, Ocampo added that it is the largest language rights settlement ever secured by the APALC.
“This landmark settlement is a victory for the Asian American and Filipino American communities,” Ocampo said.
“People don’t normally think of Asian Americans when they think of victims of workplace discrimination and harassment,” Ocampo explained.
She went on to elaborate that there are few reports from Asian Americans of cases of harassment, not because they are not victims of this on a more often basis, but rather because they are afraid of the retaliation and backlash that may ensue after such complaints are made. Ocampo also claims that there is a prevailing stereotype that Asian Americans don’t like to complain about violations against them.
“This landmark settlement won by almost 70 Filipino American workers is a powerful example of Asian Americans standing up for their rights and fighting back against discrimination,” Ocampo added.
Aside from the monetary relief, the settlement mandates upon the DRMC a three-year Consent Decree. Under the decree, hospital management is prohibited from engaging in the kind of alleged discrimination and harassment that gave rise to the lawsuit. It also institutes a new Language Policy that “acknowledges the value of the hospital’s diverse work force and allows employees the dignity to speak the language of their choice in appropriate circumstances.”
Furthermore, the Consent Decree will also require the DRMC to hire a third-party Equal Employment Opportunity monitor to “ensure compliance with its terms,” as well as “train all staff to comply with equal employment laws and the new Language Policy.”
Monday 24 September 2012
JOb Opportunity
FGCC is seeking an Administrative Coordinator to provide reception and support services, maintain efficient office systems, and coordinate facility use, recreation and sports programming. This is a permanent part-time position with the potential to expand to full-time.
The successful candidate will have:
Related education or a minimum of 3 years administrative support experience
Sound interpersonal skills; professional, friendly and calm reception manner
Strong written and oral communication skills
Exceptional time management and organizational skills in a demanding environment
The ability to work independently and as part of a team
Excellent computer skills in Windows XP/7 and MS Office 2007/2010
Emergency First Aid with CPR Level C (adult, child - 1 & 2 rescuers, infant) with AED
Salary range starts at $16K to $20K per year based on qualifications and experience.
Selected applicants may be required to complete a computer skills assessment as the first step of our hiring process.
A draft job description can be viewed at www.fortgarrycc.ca.
Please submit a cover letter and resume by 5:00pm, Monday, October 1, 2012 to:
Email: fortgarrycommunityclub.president@yahoo.ca
Or by mail: Fort Garry Community Centre
Attention: Selection Committee
Box 23100-RPO McGillivray
Winnipeg, MB R3T 5S3
FGCC thanks all those who apply. Only selected applicants will be contacted.
www.fortgarrycc.ca
Upcoming events - Immigrants targetted
Mosaic Family Programs – All Mosaic family programs are specially designed to meet the needs of newcomer participants. We offer language and cultural support, and quality child care. All of our programs are Free.
Fall 2012
Tuesdays 9:15-11:15 Oct. 2-Nov 27
Victor Mager School
81 Beliveau Road-St Vital Nobody’s Perfect Parenting Program
for Newcomer Parents
Parents Sharing & Learning
Rhymes and songs in English and your language
and a time to talk about being a parent in Canada
Joan Durrant’s Positive Discipline Parenting Program
for Newcomer Parents For parents of children birth—18 years Oct 11-Dec 6
Sister MacNamara School
460 Sargent Avenue-Downtown
Tuesdays 9:15-11:15
Oct. 2-Nov 27
Victor Mager School
81 Beliveau Road-St Vital
Thursdays 1:15-3:15 Oct 11-Dec 6
John M King
525 Agnes Street-
Downtown “Positive Discipline” describes a non-violent
approach to teaching our children, while
being respectful of the child as a learner and
individual human being
Tues1:15-3:15 Oct 9-Nov 27
John M King School
525 Agnes Street-
Downtown Wiggle, Giggle & Munch
Fun & Physical
Spend time with your child playing games, having fun
A physical activity & nutrition program for
pre -school aged children and their parents.
Tuesdays 1:15-3:15 Oct 16-Dec 4
Hugh John MacDonald School
567 Bannatyne
-Downtown Playback Theatre Training
Creative & Fun
Share your stories with friends and
neighbours and experience your
stories being “played back” to you.
| Tuesdays |
4:30-6:30 Oct 9-Dec 11
IRCOM Community Room
95 Ellen Street-
Downtown FLAG/ IRCOM
Families Learning & Growing Together
Family fun and games and an opportunity to
make a family book
For Information or to register contact Jean Tinling (204)774 -7311
jtinling@mosaicnet.ca visit our website www.mosaicnet.ca
Cancer research - new findings
New findings in the development, treatment and categories of Breast cancer which is of interest to all women. The scientists have looked at thousands of women and appear to be getting a handle on the various ways cancer starts and what it looks like. Very interesting article
http://www.nytimes.com/2012/09/24/health/study-finds-variations-of-breast-cancer.html?_r=1&nl=todaysheadlines&emc=edit_th_20120924
http://www.nytimes.com/2012/09/24/health/study-finds-variations-of-breast-cancer.html?_r=1&nl=todaysheadlines&emc=edit_th_20120924
Upcoming Events - Nutrition and Family Support
Eight Wednesdays starting October 24 (1-3pm)
Childcare, bus tickets and snacks provided
Please register with Priya or Iftu at:
Rene Deleurme Centre
511 St. Anne’s Road
Phone: 257-7308 Ext. 417
E-mail: priya.sharma@lrsd.net
Iftu.ibrahim@lrsd.net
***Registration is required as space is limited
**
Newcomer Family Support Circle
Eight Tuesdays starting October 23 from 1-3pm
Rene Deleurme Centre – 511 St. Anne’s Road
The support circle is an opportunity for you to:
· Connect with other immigrant families to share information and be supported
· Learn about and discuss topics that are important to your family.
· Newcomer services
· Nutrition
· Health related issues
Open to all new immigrants in St. Vital area
Please register with Iftu Ibrahim or Priya Sharma at:
Rene Deleurme Centre
511 St. Anne’s Road
Phone: 257-7308 Ext. 417
E-mail: iftu.ibrahim@lrsd.net or priya.sharma@lrsd.net
Friday 21 September 2012
Life for immigrant women in the US can be very rough. Their status is constantly at the forefront of their consciousness. All they want to do is to work to maintain their children but through unfriendly immigration laws these people are kept in the shadows of society being used by farmers and other businesses that rely on this cheap labour source.
Immigrant women and their children have become the face of that struggle in Arizona when many of their working husbands were deported as a result of minor traffic stops or sweeps of their workplaces, said Wilcox. These women, Wilcox said, took the lead as the voices for their families, marching and making their stories heard.
“Because I had the nerve to speak out, I was prosecuted,” Wilcox asserted. She was indicted as part of an investigation by the sheriff, charges that were later dropped. “I suffered a lot, but not half as much as a person with no resources, who has a family torn apart by deportation and who is trying to raise children,” she said.
This story speaks about the trauma to children of parents who work illegally in the USA. They speak about the fear of being separated from their parents, being without their parents.
While Americans benefit from a higher lifestyle because of cheap labour on the one hand, others - many of whom are racially motivated, make the lives of these innocent people hell.
“Immigrant rights is not just a Latino issue, not just a black issue, it’s not even just a women’s issue--it’s a human rights issue,” she said. “Immigrant rights are not just about those of us who come here across the border, but it’s for those who come on a plane, on a boat, those of us whose ancestors came here hundreds of years ago, but are still struggling for equality and justice to this day.”
http://newamericamedia.org/2012/09/as-arizonas-papers-please-law-startsimmigrant-women-speak-out.php
Thursday 20 September 2012
Immigrant Scholar Publishes Book
Through White Noise
Autonarrative Exploration of Racism, Discrimination, and the Doorways to Academic Citizenship in Canada Khalida Tanvir SyedUniversity of Manitoba, Winnipeg, Canada & The Islamia University Bahawalpur, Pakistan Through White Noise is structured around poetry and personal stories about living in liminal space that requires and encourages cultural sensitivity, awareness, and commitment for a just society. A prominent theme in this book is the challenge of reconciling the ideal of Canadian multiculturalism with experiences of marginalization and stereotyping. Before her arrival, Khalida imagined her new homeland as a multicultural rainbow arched over a diversity of races, beliefs and practices. Entering Winnipeg in the middle of winter, she was greeted with a white world: white people, white, snow-covered ground, white trees and a pale blue sky. Jon is a Caucasian professor from England who has a privileged position as an academic citizen. He felt responsible for enhancing his students awareness of their perceptions, and the role they have in their teaching practices. Reena is a South Asian professor living in Quebec whose voice is combined with other educators as they address different racisms. The book inspires readers to embrace teaching and learning relationships that respect the dynamic spaces we live in locally and globally.Paperback US$39.00/€35.00 ISBN 978-94-6209-038-5
Hardback US$99.00/€90.00 ISBN 978-94-6209-039-2SERIES: TRANSGRESSIONS - CULTURAL STUDIES AND EDUCATION, VOLUME 87
Upcoming Event - grocery Smart
La version française de l’affiche est jointe…
FREE Supermarket “Smarts” Grocery Tour! (Please see attached poster for details. )
Learn how to make a grocery list and read labels.
Also, get tips on how to choose different products from all food groups.
The tour will be led by the dietician at Centre de santé Saint-Boniface
Thursday, October 4, 2012
10:45 a.m. to 11:45 a.m.
at Extra Foods, at 161 Goulet Street.
Everyone is welcome – Bring a neighbour or a friend!
To register, please call 233-2556.
Hurry, space is limited!
Georgette Dupuis
Facilitatrice de développement communautaire
Community Facilitator
Centre de santé Saint-Boniface
(t) 953-2255 (cell) 793-1852
Monday 17 September 2012
September 16, 2012
CIIP is a partnership between the Province of Manitoba and the Association of Canadian Community Colleges and is funded by the Department of Citizenship and Immigration.
Immigration from China has more than doubled since 2007; to 1,307 in 2011 from 609 in 2007. In 2011, 91 per cent of total immigrants from China arrived through the Manitoba Provincial Nominee Program.
PREMIER ANNOUNCES NEW PRE-ARRIVAL IMMIGRATION SERVICES FOR PROVINCIAL NOMINEES
Shanghai—Premier Greg Selinger has announced a new pre-arrival strategy to better help prepare provincial nominees for labour-market integration before they arrive in Manitoba. Selinger made the announcement here today at a pre-arrival settlement orientation and labour-market preparation session for provincial nominees destined to Manitoba.
“Already a leader in attracting and integrating provincial nominees, our government has been working to help provincial nominees arriving in Manitoba succeed and build a life there,” said Selinger. “As part of this plan, Manitoba is pioneering the development of a series of pre-arrival initiatives that will assist provincial nominees to begin their employment and settlement planning prior to their arrival in Manitoba.”
As part of the initiative, provincial nominees destined for Manitoba will have access to the following pre-arrival programs and resources:
“Our goal is to have our nominees working in their fields as soon as possible after arriving,” said Selinger. “The more informed and prepared provincial nominees are before they arrive, the more likely they are tosucceed in finding employment quickly and to contribute immediately to Manitoba’s economy.”“Already a leader in attracting and integrating provincial nominees, our government has been working to help provincial nominees arriving in Manitoba succeed and build a life there,” said Selinger. “As part of this plan, Manitoba is pioneering the development of a series of pre-arrival initiatives that will assist provincial nominees to begin their employment and settlement planning prior to their arrival in Manitoba.”
As part of the initiative, provincial nominees destined for Manitoba will have access to the following pre-arrival programs and resources:
- A new settlement plan as part of the Manitoba Provincial Nominee Program application process which will help potential nominees start planning how they will settle and find employment before they arrive in Manitoba.
- A new pre-arrival planning guide, which will empower nominees to take charge of their employment success by making an action plan for finding a job soon after arrival in their intended and alternate occupations, leveraging guided research into qualifications recognition and labour-market conditions and building on the plans made at time of application.
- Prior to arriving to Manitoba, provincial nominees will now be linked to Manitoba Start where they will be able to interact with employment councillors. Once they arrive in Manitoba, they will continue their labour-market integration process at Manitoba Start.
- Access to pre-arrival settlement orientation and labour-market preparation services in China and 25 other countries through the Canadian Immigrant Integration Program (CIIP). Services include the development of a career plan based on Manitoba-specific, labour-market information and guidance on qualifications recognition procedures.
CIIP is a partnership between the Province of Manitoba and the Association of Canadian Community Colleges and is funded by the Department of Citizenship and Immigration.
Immigration from China has more than doubled since 2007; to 1,307 in 2011 from 609 in 2007. In 2011, 91 per cent of total immigrants from China arrived through the Manitoba Provincial Nominee Program.
- 30 -
Job Opportunity - Settlement Worker
Neepawa & Area Immigrant Settlement Services is currently seeking a full time Settlement Worker. The position is 37 hours per week; Monday 9-6 and Tuesday to
Friday from 11:00 to 6:00.
The Settlement Worker will be responsible for providing a wide range of services to immigrants, assisting them in their settlement.
Qualifications:
• Strong interpersonal and communication skills
• Experience in human services and knowledge of community services
• Ability to work cross-culturally
• Strong attention to detail
• Good working knowledge of computer programs (MS Word, Excel, Dbase, Windows and Electronic Mail) and Internet
• Fluency in additional languages an asset (Korean, Ukrainian, Filipino)
The successful candidate with initiative should have a Grade 12 diploma with previous work history in a high paced office. Must be a self starter and able to work effectively with minimum supervision. Able to work co-operatively in a team environment is critical.
Please submit your resume and cover letter to:
Cheryl Campbell, Settlement Services Coordinator
Box 598 Neepawa, MB R0J 1H0
Email: nadcoimmigrant@mymts.net
Resumes must be received by 4:00 pm September 21st, 2012 as the start date is as soon as possible.
We thank all who apply but only those selected for an interview will be contacted.
This Position Supported by the Manitoba Immigration Integration Program.
What would Prophet-Muhammad have done?
Gwynne Dyer: "Blasphemy", caste, and persecution in Pakistan
crystalina
It was a welcome change from the usual dreary story: a Christian or a Hindu Pakistani accused of blasphemy on flimsy grounds, tried, and sentenced to prison—or found innocent, set free and then murdered by some Muslim fanatic. This time was different.
The victim this time was a 14-year-old Christian girl, Rimsa Masih, who is believed to suffer from Down’s syndrome. She was stopped by a young Muslim man who found the half-burned remnants of a book that allegedly included verses from the Qur'an in her carrier bag. He told the local imam, who called the police, and she was arrested.
This kind of story usually ends badly in Pakistan. Two years ago, for example, a Christian woman, Asia Bibi, was arrested for insulting the Prophet Muhammad while arguing with fellow farm workers. She was sentenced to death by hanging, but it was such a manifest injustice that the governor of Punjab province, Salman Taseer, publicly called for the repeal of the blasphemy law. He was assassinated by his own bodyguard in January 2011.
The bodyguard was tried for murder and convicted, but he was treated as a hero by many Pakistanis, and the judge who sent him to prison had to flee the country. Two months later the only Christian member of Pakistan’s cabinet, Shahbaz Bhatti, was also shot dead when he spoke out against the blasphemy laws. Since then, almost nobody has dared to criticize them.
Asia Bibi remains in prison awaiting execution. Her entire family, including her five children, live in hiding and cannot work or go to school. And while the higher courts would once have thrown out her conviction—they have overturned hundreds of sentences for blasphemy imposed by lower courts that were too vulnerable to local pressures—she can no longer even be confident of that.
So the outlook seemed grim for Rimsa Masih when she was arrested last month—but then the imam who had called the police, Hafiz Mohammad Khalid Chisti, was arrested for doctoring the evidence. His own deputy had seen him adding pages from the Qur'an to the young Christian’s bag.
“I asked him what he was doing,” the deputy told a television station, “and he said this is the evidence against them (the local Christians) and this is how we can get them out from this area.” Two other witnesses came forward against Chisti, and Hafiz Mohammad Ashrafi, the chairman of the All Pakistan Ulema Council, a body of senior Muslim clerics, declared that “Our heads are bowed with shame for what Chisti did.”
Ashrafi added that Chisti was acting on behalf of a group who wanted to drive out the Christian minority in the area: “I have known for the last three months that some people in this area wanted the Christian community to leave so they could build a madrassah (on their land).” They have already succeeded: some 300 Christian families have fled in fear for their lives, and they probably won’t be back. But at least the state is starting to defy the fanatics.
Bail is not normally granted in blasphemy cases, but on September 8 Rimsa Masih was freed on bail, and a military helicopter lifted her out of the prison yard and into hiding. And Paul Bhatti, the Minister for National Harmony, whose brother and predecessor Shahbaz was murdered last year, broke a political taboo by explaining why ordinary Pakistanis are more hostile to the religious minorities in their midst than most Muslims elsewhere.
“It is not just a religious problem,” Bhatti said. “It’s a caste factor, because (the victims) belong to the poorest and most marginalized people. Unfortunately they are Christians, and this caste system creates lots of problems.”
Islam teaches the equality of all believers, but the caste system is alive and kicking in Pakistan. Go far enough back, and almost all Pakistani Muslims are descended from Hindus—and when those Hindu communities converted to Islam, they retained their ideas and prejudices about caste.
This was particularly disheartening for groups at the bottom of the caste pecking order who had hoped that Islam would free them. When the British empire arrived in the area, therefore, it was the poorest and most despised section of the population who converted to Christianity.
So everybody knows that most Christians are really "untouchables". The argument that got Asia Bibi in trouble, for example, broke out when some of her Muslim fellow workers refused to drink the water she had fetched because Christians were “unclean”.
The Hindu minority is mostly just as low caste as the Christians, and equally vulnerable. Together they are only six million out of 187 million Pakistanis, but they account for the vast majority of blasphemy accusations. In many cases, these accusations are merely a convenient weapon for Muslims engaged in land disputes and other quarrels with members of the minority groups.
Maybe the Pakistani government has finally found the nerve to deal with this corrupt law and to protect its victims. The Rimsa Masih case is a hopeful sign. But Pakistan still has a long way to go before all of its citizens are really equal under the law.
The victim this time was a 14-year-old Christian girl, Rimsa Masih, who is believed to suffer from Down’s syndrome. She was stopped by a young Muslim man who found the half-burned remnants of a book that allegedly included verses from the Qur'an in her carrier bag. He told the local imam, who called the police, and she was arrested.
This kind of story usually ends badly in Pakistan. Two years ago, for example, a Christian woman, Asia Bibi, was arrested for insulting the Prophet Muhammad while arguing with fellow farm workers. She was sentenced to death by hanging, but it was such a manifest injustice that the governor of Punjab province, Salman Taseer, publicly called for the repeal of the blasphemy law. He was assassinated by his own bodyguard in January 2011.
The bodyguard was tried for murder and convicted, but he was treated as a hero by many Pakistanis, and the judge who sent him to prison had to flee the country. Two months later the only Christian member of Pakistan’s cabinet, Shahbaz Bhatti, was also shot dead when he spoke out against the blasphemy laws. Since then, almost nobody has dared to criticize them.
Asia Bibi remains in prison awaiting execution. Her entire family, including her five children, live in hiding and cannot work or go to school. And while the higher courts would once have thrown out her conviction—they have overturned hundreds of sentences for blasphemy imposed by lower courts that were too vulnerable to local pressures—she can no longer even be confident of that.
So the outlook seemed grim for Rimsa Masih when she was arrested last month—but then the imam who had called the police, Hafiz Mohammad Khalid Chisti, was arrested for doctoring the evidence. His own deputy had seen him adding pages from the Qur'an to the young Christian’s bag.
“I asked him what he was doing,” the deputy told a television station, “and he said this is the evidence against them (the local Christians) and this is how we can get them out from this area.” Two other witnesses came forward against Chisti, and Hafiz Mohammad Ashrafi, the chairman of the All Pakistan Ulema Council, a body of senior Muslim clerics, declared that “Our heads are bowed with shame for what Chisti did.”
Ashrafi added that Chisti was acting on behalf of a group who wanted to drive out the Christian minority in the area: “I have known for the last three months that some people in this area wanted the Christian community to leave so they could build a madrassah (on their land).” They have already succeeded: some 300 Christian families have fled in fear for their lives, and they probably won’t be back. But at least the state is starting to defy the fanatics.
Bail is not normally granted in blasphemy cases, but on September 8 Rimsa Masih was freed on bail, and a military helicopter lifted her out of the prison yard and into hiding. And Paul Bhatti, the Minister for National Harmony, whose brother and predecessor Shahbaz was murdered last year, broke a political taboo by explaining why ordinary Pakistanis are more hostile to the religious minorities in their midst than most Muslims elsewhere.
“It is not just a religious problem,” Bhatti said. “It’s a caste factor, because (the victims) belong to the poorest and most marginalized people. Unfortunately they are Christians, and this caste system creates lots of problems.”
Islam teaches the equality of all believers, but the caste system is alive and kicking in Pakistan. Go far enough back, and almost all Pakistani Muslims are descended from Hindus—and when those Hindu communities converted to Islam, they retained their ideas and prejudices about caste.
This was particularly disheartening for groups at the bottom of the caste pecking order who had hoped that Islam would free them. When the British empire arrived in the area, therefore, it was the poorest and most despised section of the population who converted to Christianity.
So everybody knows that most Christians are really "untouchables". The argument that got Asia Bibi in trouble, for example, broke out when some of her Muslim fellow workers refused to drink the water she had fetched because Christians were “unclean”.
The Hindu minority is mostly just as low caste as the Christians, and equally vulnerable. Together they are only six million out of 187 million Pakistanis, but they account for the vast majority of blasphemy accusations. In many cases, these accusations are merely a convenient weapon for Muslims engaged in land disputes and other quarrels with members of the minority groups.
Maybe the Pakistani government has finally found the nerve to deal with this corrupt law and to protect its victims. The Rimsa Masih case is a hopeful sign. But Pakistan still has a long way to go before all of its citizens are really equal under the law.
Sewing Machine Operators Wanted
K3 Design, at 817 Henderson Hwy. is hiring industrial sewing machine operators for our Drapery workroom. Qualified applicants must be well versed in the operations of a professional drapery workroom... this is contract work, that can lead to permanent full-time... interested parties are asked to submit their resume to Ms. Lois Brydges at k3design@mymts.net or call 204.667.6671(Mon-Fri 9:00am-3:00pm)
Thank you,
K3 Design Team
Thank you,
K3 Design Team
Sunday 16 September 2012
Femfest - Immigration Stories
Please post the following for all immigrants and people interested in hearing about
Immigration Stories
Coordinate d and directed by
Hope McIntyre
Create d by
Francesca Cotroneo, Barbara Guia, Clara Orallo,
Helma Rogge Rehders, Monica Singh, Hien Tran and Beatrice Watson
In partnership with
The Immigrant Women’s Association
of Manitoba
Developed through workshops with immigrant women,
this play is a unique look at the hopes, dreams, trials
and tribulations of newcomers to Canada. As seniors
looking back they ask the important questions – was
Canada a welcoming new home? Were they prepared
for the cold and mosquitoes? Has it meant a better
life for their children?This play will be shown on September 20 and 22nd. Tickets - $10.00
If you plan on attending get your tickets early as these shows will be sold out quickly.
Saturday
/ sEPTEMBER 15
1 p m
(reading) In Waiting by Claire Therese
3 p m
(workshop presentation) Cry After Midnight by Talia Pura
7 p m
O pening Cabaret and Reception
Sunday
/ september 16
1 p m
(workshop) Solo Show Creation facilitated by Johanna Nutter
3 : 3 0 p m
(workshop) Play Creation The Collaborative Process
facilitated by
Renee Iaci and Daune Campbell
Monday
/ SEPTEMBER 17
7pm
(readings) Bake-Off
Tuesday
/ SEPTEMBER 18
7 p m
Women in Fish by Urban Ink
9 p m
Sonofabitch Stew by Shameless Hussy Productions
Wednesday
/ September 19
1 2 : 3 0 p m
The Real Thing Lecture sponsored by The University
of Winnipeg Department of Theatre and Film
2 : 3 0 p m
Sonofabitch Stew by Shameless Hussy Productions
7 p m
Mon frère est enceinte by Johanna Nutter
8 : 1 5 p m
Shorts
9 p m
Sonofabitch Stew by Shameless Hussy Productions
Thursday
/ SEPTEMBER 20
7 p m
Immigrant Stories by Immigrant Women’s Association
8 : 1 5 p m
Shorts
9 p
Pregnant Brother by Johanna Nutter
Friday
/ SEPTEMBER 21
7 p m
Empty by Hope McIntyre
8 : 1 5 p m
Shorts
9 p m
My Pregnant Brother by Johanna Nutter
Saturday
/ SEPTEMBER 22
2 p m
Empty by Hope McIntyre
7 p m
Immigrant Stories by Immigrant Women’s Association
8 : 1 5 p m
Shorts
9 p m
Closing Cabaret and Reception
Celebrating YEARS!
ASPER CENTRE FOR THEATRE AND FILM
(AT THE UNIVERSITY OF WINNIPEG, 400 COLONY ST.)
september 15-22, 2012
Funders and Sponsors
winnipeg’ s annua l theatre fes tiva l
of pl ay s by women for everyone
204.586.2236 | WWW.SARASVATI.CA | www .femfe st.ca
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