This document developed by Centre for community
The broad group of people who are stakeholders of an organization. Extending beyond the people that enter our buildings and use our services, an organization’s community may include cultural groups, sectoral partners, and other groups of people joined together by common identity, geography, and other bonds. Often where we use ‘community’ the word is actually short for multiple communities. organizations came out of workshops that conducted 2012-2013. The goal of this document is to help start dialogue on how to build organizations and workplaces where all experiences and voices are welcome, valued and fully able to participate. It is not meant to be a comprehensive list of strategies, or a "quick fix"- rather, it provides ideas regarding challenges to implementing Anti-Oppressive practices within organizations, as well as Strategies and Solutions to make organizations more open to fostering equality and diversity.
Centre for Community Organizations (2013) Anti-Oppression
Used as an umbrella term that includes activities, practices, policies, ways of thinking, and initiatives that address oppression in all its forms (e.g. racism, homophobia, classism, ablism). Key to anti-oppression is an understanding that inequality and oppression exist in the world, and that all of us participate in unequal power dynamics in a variety of ways. Anti-oppression involves reflection and making choices about how to give, share, wield, or withhold power to assist and act in solidarity with people who are marginalized. Anti-oppression is sometimes used with the terms equity and accessibility: Anti-oppression is a broader term that includes a commitment to equity and accessibility. See both equity and accessibility. Practice for Community Groups