Black History Month: Ours to tell

What a child sees is so different from what an adult experiences in a professional workplace. As a child, I was more likely to call out racism with the support of my family and friends, but in the workplace, there's a fear of reprisal. With respect to racism in the RCMP, as I've navigated through my career, there have been both positive and negative changes.

Given recent events in 2020 and the Black Lives Matter movement, I think the type of racism that exists now is more overt. People who share their thoughts through social media are pretty open about their points of view and I would say much of it is negative. As a Black female who's also a police officer, I hear negativity from both sides. I'm part of the Black community, which I fully support. I'm also a police officer, and I support my fellow officers who are professional and accountable and who work with integrity.

The negative comments on social media platforms were hurtful to me and so emotionally draining. With the help of many other racialized RCMP employees, it led me to create a national diversity employee network so we could connect, support and share experiences with other racialized employees across the country. The network has been working together to identify challenges, barriers and recommendations to bring forward to senior management. Last December, we had the opportunity to discuss these issues with Commissioner Brenda Lucki, the Chief Human Resource Officer, Ms. Gail Johnson and the Executive Director for Human Resources Policies, Strategies and Programs, Ms. Nadine Huggins. The network has also reviewed and provided input on strategic initiatives such as the new Equity, Diversity and Inclusion Strategy. Enabling employee networks to provide policy and decision makers with input will definitely help us create a more diverse and inclusive environment.

I think it's positive that we're finally openly discussing racism, systemic racism and discrimination. These are difficult and uncomfortable but necessary discussions. I'm fortunate to be a part of the core working group that was established to develop anti-racism training for the RCMP to support our cultural learning strategy. We've been working in collaboration with other government departments and subject matter experts.

There are many employees in the organization who care, want to do the right thing and are looking for ways to eliminate racism and systemic racism. We need this support so we can create a more inclusive organizational culture, as the 'majority' are the decision makers.

These experiences have made me more resilient and committed to the goal of creating a more inclusive and diverse workforce for all categories of employees, at all levels.

Employee wellness and supporting employees is so important, especially for those who have lived experiences of racism and discrimination. Racism is difficult to prove, however, you can feel it, you can sense it. As a colleague, friend or supervisor, you need to listen and accept it – create that space. Just because you don't understand a situation doesn't mean it didn't happen, that racism does not exist. Accountability at all levels is key. Speak up if you see inappropriate behaviour. Having different perspectives, sharing different experiences and ideas and embracing them, will help us make better informed decisions at all levels.

This is Canada. Let's continue to work together to show Canadians how we live by our core values, how we support and embrace diversity in all our policing roles. Let's evolve in our modernization efforts, supporting the four themes: Our people, Our Culture, Our Stewardship and Our policing services. Let's work towards building an organization that is reflective of the people of Canada.

To be an ally, I believe a person must be genuine, honest, flexible and open-minded, self-reflective, willing to self-educate, compassionate, respectful and supportive. These are qualities that I look for in an ally and that I try to exude as one. When applying these qualities in the context of Black allyship, I believe the following is what it takes to be an ally:

• Genuine: Believing in the fight against anti-black racism and discrimination, acknowledging their own biases and prejudices, and seeking to educate themselves to better understand and improve themselves.

• Flexible and open-minded: Being willing to listen, and willing to have difficult conversations with Black and non-Black people, challenging their own inner circles, hearing differing perspectives, being non-judgmental and respectful, and looking at the role they play in the lack of movement against anti-Black racism and discrimination.

• Positively supportive: Being passionate, being someone who walks side by side and/or who leads the charge with other Black allies in advocating for equity and inclusion.

Being an ally against anti-Black racism is choosing to stand up for others, even if everyone else is sitting down. The only thing worse than that awful feeling when someone says or does something that's racially insensitive is the realization that those who witnessed it won't stand up for you or with you. Often, when I've had racially offensive experiences, I tend to scan those who have witnessed it to see if there's any support for the response I might give. I've learned from previous experiences that if no one is willing to support me, then my response is minimized and criticized as a misinterpretation or overreaction. This is the most harmful outcome, because it condones racial insensitivity and encourages its spread.

Many well-meaning people say "I don't see colour," but if you really don't see colour, then you can't see racism. When someone says or does something hurtful, it's easy to discount it and decide that it wasn't racially motivated. Society is openly critical of big acts of racism, people stand up and condemn those things, but when it's something small, a little comment, it's harder for people to recognize it and speak up if they've chosen not to see colour. An ally sees colour.

While anyone from any race can be an ally in the fight against anti-Black racism, I expect allies to take action – stand up and say something. I've been in meetings where, I've left my hair texture natural and been told, "That's not your pretty hair." I've been praised for being eloquent even though I'm Black. I've contributed an idea and been dismissed, and watched as someone else says the same thing and receives praise. When those kinds of things happen and no one stands up and says it's wrong, it feels like everyone is complicit. I know that many people find it hard to be courageous, it can be tough to speak up, but I think courage is one of the most important qualities an ally can have.

Something that can really help us all to be allies, is to continue engaging in conversation and education.  When we build racially diverse social circles, learn about the richness of Black history, and explore books and movies that call out racism in all its forms, we are better equipped to recognise injustice, to empathize and to know what standing up looks like so that we can rise to the occasion when we are inevitably called to do so.

We all share this world so we must all fight for it. True widespread change cannot be made until it is sought collectively.

Black people, and all racialized people, suffer from transgenerational trauma. The effects of the damage of racism are immeasurable. By supporting racialized groups, you become a part of healing this trauma. Racialized groups need to feel empowered and supported, this is the least we can all do given what they have faced.

White allies in particular have the opportunity to use their privilege for the benefit of all racialized groups. Unfortunately, there are those who value the opinion of white individuals more than non-whites. As an ally, you can respectfully use this privilege to create positive change.

The term racial microaggression refers to "verbal, behavioural, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of colour".

I'm going to share two personal stories that demonstrate how racial microaggressions have affected my family and me. These are not isolated incidents.

A few years ago, I was selected to represent the RCMP on a course organized by another government agency. After a long day, I was walking back to the hotel with one of my course-mates. We'd spent a few days together so I think she felt comfortable enough to ask about my ethnic background.

"So, what are you?" she asked. I told her I was Canadian, and that my mother was Black and my father White. She responded by saying, "I couldn't tell. I knew you were different. So, if your parents are different races, what are you?"

"I'm Black," I said. "But to be fair, it's December, so I'm in my 'winter coat'." I used to make jokes to diffuse uncomfortable situations.

My course-mate then proceeded to tell me how "lucky" she felt I was as I could "use" my Blackness to further my career. It wasn't the first time I encountered this line of thinking from someone who didn't share my ethnicity. I disagreed, but said "Okay," and inwardly rolled my eyes as I often did in these circumstances.

Another incident took place a few years ago on Remembrance Day. I was proud to have my mother in attendance as I marched in my detachment's commemorative parade. The ceremony was particularly important to my family because my mother's father had been one of the Black soldiers who fought for Canada in World War II and my Mum was the only one of her siblings born after the war. If my grandfather hadn't survived his European deployment, neither she nor I would have been present that day.

After the ceremony, I found my Mum in the crowd and she told me about something that had happened just before the ceremony. An older woman with a European accent had tapped her on the shoulder. She and her husband, both approximately the same age as my mother, had tried to "educate" my mother about the significance of the ceremony. They asked her if she understood what it all meant, as if my mother had no idea. When Mum told the couple that her father had fought for Canada in Europe and then pointed me out, on parade in Red Serge with my peers, their eyes grew round with embarrassment. They drifted off as soon as the ceremony ended.

A few things about these experiences demonstrate why microaggressions are harmful. The first is the concept of otherness. In both instances, my Blackness, and my mother's, was treated as foreign to Canada's national fabric. My course-mate made me feel like a dehumanized oddity, and my attempts to counter her assumptions by emphasizing my Canadian-ness were simply ignored. In the second incident, my family's contributions to Canada were presumptively discounted because of our outward appearance, and although my mother's response embarrassed her microaggressors, she didn't receive an apology.

Othering can take many forms, but these two examples demonstrate why it's so problematic. Othering allows you to ignore or erase someone else's contributions to society, which devalues and silences them. My course-mate's racial microggression demonstrated a contradiction: she suggested that my Blackness was something I could use to my advantage in a society that devalues me.

To what extent does being Black actually benefit someone's career? Studies conducted over the past few years have revealed shocking discrepancies between Black and White experiences. Statistics Canada reports that unemployment among Canada's Black population is higher than it is for other racial groups. This remains the case even when Black people attain higher levels of education.

Recent studies show that COVID-19 has had a disproportionately negative impact on Canada's Black workers. As of July 2020, Black Canadians were nearly twice as likely to be unemployed than non-minority Canadians, with Black women being particularly disadvantaged. Meanwhile, a wage gap has persisted between Black Canadians and the rest of the population. Approximately 21% of Canada's Black population is considered low-income compared to 12% in the rest of the population.

Studies show that Black leaders are underrepresented at the executive level and on governance boards. Research into incarceration rates, involvement in police use of force scenarios, and school dropout and expulsion rates also paint a dim picture of what it means to be Black in Canada.

The statistics illustrate a workforce that is not equitable and that's not okay. It's understandable that many Black people bristle when confronted with the notion that their successes are due to affirmative action rather than their own hard work. Recently, I've made an effort to stop habitually saying "okay" when this happens to me, because microaggressions are not okay.

I've come to realize they must be addressed each time they happen. In the examples I provided, I think my Mum handled things well. I confess that I haven't always lived up to her example; I pledge to do better.

I call upon my fellow Canadians to approach this issue with an open mind. We need to check our privilege, and I include myself in that statement. I know that some people think Blacks in the workplace are simply filling a quota. I've seen the comments online and I've been told this directly on a number of occasions. I have the privilege of providing a counter-narrative, but that's because I had the financial means, family support, and academic acumen necessary to complete my doctorate. Not everyone has the ability to "prove" their contributions in the same way, but frankly, no one should have to.

If I could go back in time, I would tell my course-mate that Blackness isn't a commodity to be used to one's advantage and the idea that a Black person in the workforce is occupying someone's else's position is just plain wrong.

Racial microaggressions are negative, divisive experiences, and our collective goal should be to end them. We should strive for this not only because it is the right thing to do, but also because it will make Canada a stronger country.

My definition of a microagression is that they are a subtle and usually negative comment or situation that makes me feel, as a female African Nova Scotian, that I'm not as valuable as others.

During a recent meeting, another African Nova Scotian colleague and I were discussing hiring and development practices in our division. We mentioned several examples of developmental and promotional opportunities that had been given to white employees. It was clear that my colleague and I were not being heard and the validity of the information we were providing was being questioned. Even though we cited specific examples, my colleague and I fielded questions such as "Are you sure?", "I don't believe this is happening" and "I don't think we're just giving people jobs and opportunities." After some back and forth, a white employee spoke up and said that what we were saying was true, and that she had benefited from such practices. In that moment, our information was finally accepted as fact. Also in that moment, my colleague and I witnessed privilege and a microaggression happening in real time. After the meeting, I approached the person who had bravely confirmed what we'd been saying and thanked her for using her privilege to help us and others recognize what privilege looks like. I experience microagressions every day of my life, this is just one example.

I define microaggressions as actions or omissions, verbal or non-verbal, intended to highlight differences between the aggressor and another person. The differences are usually rooted in negative stereotypes about the group to which the aggressor assumes the other person belongs. Microaggressions are insidious and covert and they are forms of bullying, racism, sexism, harassment and discrimination.

As a Black individual living in Canada, I experience microaggressions every day during personal and commercial interactions, through traditional and social media and in the television programs and films I watch for entertainment. It's an experience I have to absorb and normalize so I can continue functioning.

Microagressions are harmful for many reasons, but let's start with frequency. Reacting to every instance would drive anyone insane. They're like water torture: with each drop, each microaggression, the pain becomes more intense and intolerable. You have to internalize the psychological pain, and we all know what that does to your mental health.

Within the RCMP's culture, by the time it get so bad you finally have to say "Don't do that!", you're labelled as soft, a whiner or a troublemaker, which only intensifies the psychological damage. When the RCMP's culture (not official policy) tolerates or encourages adding kicks when someone is down, or takes a stand of avoidance or omission, it leaves the injured person feeling alone, confused and further injured. This is especially harsh because the RCMP claims to be a family. The organization physically relocates people, moving them away from the support of their actual families, putting them in a situation where they need their adopted family, the RCMP, to step up.

After you experience a microagression, a break of a few minutes is usually enough to reset your meter. Sometimes, it's overnight, sometimes a weekend, sometimes you need to take a short holiday. The amount of time away from the torture is proportional to the level of injury you've suffered and how full your "mental-wellbeing" cup might be. Unfortunately, there isn't always enough time to reset your meter, so sometimes it stays in the red-zone, which makes it difficult to function normally. Sometimes the damage requires sick leave for medical recovery. The term "off duty mad" isn't an urban legend, it's actually used in the RCMP to describe someone whose experience necessitates recuperation time for psychological injury. The spirit of#Bellletstalk should be a year round commitment.

The acronym BIPOC refers to people who are Black, Indigenous or people of color. When members of this community experience that final straw that breaks the camel's back, we're further victimized because we're already suffering from an overwhelming level of mental injury. This usually reveals itself through anti-social behaviour: yelling, cursing, non-compliance, self-medicating, drunkenness, etc. As police officers, we often see the end result, now described in police terms as "an individual in mental distress". The failure of many systems and social safety nets have had mortal consequences for members of the BIPOC community.

Police officers are often targeted as the prime example of systemic racism, whether or not the officers who respond to mental distress calls exercise unprofessional behavior. We're an easy target, put in a position where we're held accountable for all of society's failings. It doesn't matter which stripes we wear or on which side of the border we find ourselves. In North America, all police officers are tarnished by the racist behaviour of any police officers.

Policing can't afford to employ anyone who holds and, more importantly, exercises biased or bigoted views. Our communities are becoming impatient with anyone who can't adhere to basic human and RCMP values. Sensitivity training, anti-bias training and cultural awareness training can't be used as a blanket response instead of accountability and justice. We don't hire people who can't tell the truth for the same reason we shouldn't hire people who hold bigoted views – because they don't adhere to basic human and RCMP values.

Psychological trauma causes the same harm to Black people as it causes anyone else. We suffer depression, anxiety, post traumatic stress disorder, nervous breakdowns and panic attacks. We lose social well-being: friends, colleagues and family. We lose professional standing, which can lead to income loss. It has negative effects on our households and can result in divorce and domestic violence. Sometimes, it even leads to suicide. Once trauma becomes multi-generational, it has a butterfly effect, a small change can have far-reaching consequences.

Mental injuries harm the individual, the RCMP and Canadian society. No one who's suffering a mental or physical injury can function at their best, and the cost of their injuries is passed on to taxpayers through lost productivity, medical and recovery costs, investigations and legal settlements.

As police officers, we often find ourselves in life-threatening situations so we have to be certain that we can trust our colleagues for back up. As a Black individual, or a member of any marginalized group, microagressions make it hard for us to trust that our human lifeline will be there when we need it. It's no secret that some police officers have withheld backup to their colleagues on operational calls due to what can only be described as discrimination. I've seen it myself.

I've had colleagues exhibit racist and discriminatory behavior in front of me, I've also been the target of that behaviour. I wouldn't want my family or friends from marginalized communities to be left alone with these people as authority figures.

How should I interpret the validity of complaints about a colleague when I've seen that colleague exhibit discriminatory behaviour?

These are some of the internal dilemmas we face when the RCMP allows discriminatory behavior to persist. I need not remind anyone of the harm it can cause, as seen worldwide during the summer of 2020.

We should stop them by treating them as a basic breach of core human values. We need to identify microaggressions when they happen, confirm them and hold people accountable.

It's often said that the RCMP is a reflection of Canadian society. Everyone admits that some degree of bigotry or bias exists within our organization, but we insist the problem isn't wide spread. The problem may not be wide spread, but it's a matter of perception. How do we define wide spread? Is it one racist person per watch, per detachment, per district or per division? It's a subjective calculation.

Over the years, I've met, befriended and worked with some of the best that Canada has to offer, that's why I find it so disheartening when I encounter people who exhibit racist and discriminatory behaviour in our organization. To allow them to remain, and in some cases to flourish professionally, damages the RCMP's reputation and the credibility of all its good members.

As a Black individual, I think the "one bad apple" theory is akin to avoiding accountability and justice. Like stray bullets, it takes only one to inflict permanent damage.

As members of the law enforcement community, we're often among the first to denounce Canada's criminal justice system when it fails to meet the threshold for accountability or justice.

Let's consider acts of commission versus acts of omission. Both can be equally damaging. We all know what acts of commission are, but acts of omission are more covert. Some people confuse them with implicit or unintentional bias, but the two concepts are distinct from one another. It's unfair when a system allows the excuse of an unintentional breach due to this confusion. I'd like to provide a few examples that illustrate how an act of omission can be strategically deployed to inflict harm.

I've already referred to withholding backup and not supporting your colleagues, your RCMP family members, as an act of omission. What about when a team member invites the team for coffee, tea or lunch, but excludes one member of the team? That would be an act of omission, an intentional bias, discrimination.

If someone invites me to a barbecue and serves me hot dogs on paper plates, I'd be grateful and would feel the gesture was that of a friend. However, if everyone else was served T-bone steak on fine dinnerware, I would feel the opposite of gratitude.

This is a more covert example of an act of omission and there are countless other examples currently being practised. It's so much more than being called a racial slur, although I've had and seen my fair share of those, both inside and outside the RCMP. Again, like water torture. Being educated to identify, confirm and take action against microaggressions in all their forms is key. They make up one of the most covert forms of racism, discrimination and bullying.

What about the employees who reflect on the RCMP's supposed by-gone glory days, when the majority of its officers were good 'ole hard-working Saskatchewan farm boys?^{Footnote *} I and many others, can recognize dog-whistle coded language. Thank you for disparaging and excluding the contributions of many different Canadians in one short phrase. Damage accomplished! This same type of individual will then say the RCMP is only hiring females and people of colour. Again, dog-whistle statements that are meant to encourage and enflame anti-whatever feelings. This is an act of commission, considered minor, that's often looked over in today's environment. When we leave these behaviours unchecked, it emboldens the individuals who exhibit them to display more negative behaviours, which become entrenched and affect everyone in their sphere of influence.

When a situation deteriorates to the point where it has a negative legal impact on the RCMP, or when it calls our integrity, professionalism and credibility into question, the systemic response to these incidents and behaviours must examined. This is an example of how systemic, not systematic, discrimination and racism are allowed to persist and circulate in our workplace and society.

We cannot begin to heal as a nation until we have accountability and justice. As we've seen recently, the phenomenon of unprofessional workplace behaviour has negatively affected some of Canada's highest public offices. In this regard, we cannot continue pointing arrogantly to the United States as being inferior.

I have yet to see one professional opinion that would agree with this statement: "Individuals who exhibit bullying, bigoted, sexist and/or racist behavior, have a place in policing."

To correct the situation, we need robust systems that define, identify and hold people accountable when they exercise these behaviors. These systems should be deployed unapologetically and inflexibly, without fear or favour. In other words, there should be no discrimination based on an employee's professional status, contacts or associations. Why should a Constable or an Administrative Assistant be sanctioned harshly while a Superintendent or Executive receives only a minimal reprimand?

Third-party supervisors and managers must also be held accountable in a substantive way if they're found to have delayed, ignored, disrupted or manipulated the spirit of the RCMP's systems.

It's not fair to a supervisor or manager, nor is it fair to staff who report to them, to administer negative consequences impartially. To deny this is to deny that we are all human. Isn't this why the RCMP resists having its members work in their home communities? An impartial and robust system would order a person in authority to report to an independent third party or unit for an investigation and eventual decision. The individual's only other involvement should be if they are called upon as a witness to the allegations. This system of justice should not be influenced or compromised in any way by the chain of command.

Within the RCMP's present system for dealing with complaints, the responsibility on direct supervisors, all the way up to Commanding Officers, puts everyone in authority in an unenviable position. Should one risk a unit's operational effectiveness by giving an accused person too much credit just because they have professional or personal capital? Should their rank be considered? Are they "good members" or "bon gars? Again, these are coded dog-whistle terms. Does the RCMP want to risk losing a specialized member's experience? Do we look the other way or delay the process, for example by waiting for a key witnesses to retire, so a complaint becomes moot? Does a supervisor simply transfer or promote an individual away and close the allegation without justice or accountability? The possible acts of omission seem endless.

It's not always about the player, but it's always about the game – the systems and policies. The system we now have puts the RCMP's supervisors in a compromised position: if they take action, they take a professional risk. To avoid it, some will act in a way that allows for deficiencies, which paralyse the system.

We have to shed our "all or nothing" culture of accountability. The RCMP uses either slap on the wrist measures, such as minimal loss of pay and/or suspension, or, at the other end of the scale, they jump over many moderate options and go directly to termination by way of requested retirement or outright firing. By then, the organization's integrity, professionalism, credibility and reputation have been publically damaged.

To achieve justice and accountability, we need to consider a more nuanced range of sanctions: demotion, removing supervisor or managerial privileges, a moratorium on the ability to promote and freezing pay levels within the achieved rank. There should also be no possibility of someone continuing their bad behaviour by being re-hired as a public service employee or reservist after they've left as a regular member under negative circumstances.

These and others sanctions are examples of justice and accountability. Right now, the RCMP's system is too heavily weighted towards re-educating people about bias, cultural awareness and sensitivity training. These are basic core values that should be verified before someone is hired as a police officer

This leaves us with a system in which the fate of "Maintiens le droit" is left to individuals who may be unable, incapable or unwilling to do what's right. This is an act of omission, which can also be rooted in bias. True justice and accountability should be standard to the RCMP's internal human resources and to our external public complaints.

It would work because clear rules of comportment, accountability and basic human decency eventually sink in and take effect. It would work for the same reason we now see so few people driving impaired or without a seatbelt, or smoking in a grocery store or restaurant.

Reforming the RCMP's systems would help to transform our culture, making it into the kind of workplace for which we all strive.

Microaggressions may be unfamiliar to some, but they are a daily experience for members of marginalized groups. A microaggression as it relates to race can be defined as a verbal insult or indignity directed at a member of one racialized group by another. It is most often a member of a dominant group who commits the microaggression. Whether overt or subtle, microaggressions are often disguised as compliments. "Micro" doesn't mean the aggression is small, it refers to the person-to-person level on which the interaction takes place.

An example of an overt microaggression would be closely watching or following a person of colour in a store, airport etc., for potential theft or suspicious activity. An example of a subtle microaggression would be telling a Black person they are the most intelligent / funniest / prettiest / insert adjective here, Black person they know. Asking someone to speak on behalf of their entire race, for example, asking, "Why don't Black people do _____?" is also a microaggression.

Recognition and education are key. Each individual must decide whether or not this is an important issue and then take steps to educate themselves. For someone on the receiving end of microaggression, it can be an emotionally taxing assignment to have to carry both the burden of their impact and the responsibility for providing a solution. To learn more about microaggressions and working towards change, here are a couple of resources:

• Dr. Derald Wing Sue's book "Microaggressions in Everyday Life"
• The #CitylineReal on Race podcast "Microaggressions – The Do's and Don'ts"

For me, the most inspirational Black leader in Canadian history is the Honourable Lincoln Alexander who, amongst many accomplishments throughout his life, was a Canadian Military veteran, a lawyer, the first Black Member of Parliament (1968), the first Black federal Cabinet Minister and was the 24th Lieutenant Governor of Ontario.

Many quotations attributed to Lincoln Alexander are lessons to live by. The one that most resonates with me is, "It is not your duty to be average. It is your duty to set a higher example for others to follow". Throughout this hero's many years, he would accomplish so many things that would take the ordinary person several lifetimes to achieve.

Born to parents from the Caribbean (Jamaica and St. Vincent and the Grenadines), Lincoln Alexander showed the world and Canada what successes can take place in the face of adversity and racial prejudice, through perseverance, positivity and non-acceptance of the status quo.

To read about Lincoln Alexander warms my heart and continues to give me the courage to advocate for what I believe in, to speak my truth, be proud of my history, encourage those who are not as strong and to share my experiences with those who want to listen.

Lincoln Alexander is a great Black Canadian hero. I encourage you to learn more about his inspirational journey.

Dr. Martin Luther King Jr. is my favourite Black historical figure. He was the most visible and outspoken leader of the Civil Rights movement and his influence and impact were not self-serving or for financial gain, but were an opportunity to rise up and speak about deep-rooted injustice and inequality throughout the United States His message and reach were worldwide and, although he received a great deal of pressure to stop sharing his message and even received death threats, he continued to forge ahead because of what he believed in. His beliefs, passion and advocacy unfortunately led to his assassination, but his legacy and message continued to live on through peaceful protest and demonstration in the United States and around the world.

As anti-Black racism continues to exist, the peaceful demonstration I witnessed as a youth and today in Canada, the United States and in other places around the world, speaks our truth. It's part of the same struggle witnessed by Dr. King so many years ago. The youth carry Dr. King's torch as they continue to advocate against racial injustice and for fair treatment. His legacy continues to live on to this day.

My favourite Dr. King quotation is, "Injustice anywhere is a threat to justice everywhere."

My heroes growing up were, and still are, my parents.

The focus of their teaching centered on being a good and genuine person. Thanks to my parents and my upbringing, I always knew where I came from and what my mixed cultural background was. In teaching me about my roots and the harsh realities of the real world, my dad told me, "If you have one drop of Black blood, you're Black." That's how people see you and that's how people will treat you. My parents also taught me that Black is beautiful.

From a young age, I was observant and I saw that we are not all treated equally. I learned early on about racial injustice.

I was born and raised in Toronto. In the neighbourhood where we lived, I had the good fortune to be exposed to a variety of cultures that built on my cultural competence. My birthday parties were like a United Nations event. My dad always promised that we would move 'back home' to the Caribbean one day and when we did, it was a seamless transition for me.

Not only did my parents teach me who I was, they also taught me how to stand up for myself and others, and to be aware and self-aware. In the early 80's, I remember learning about Apartheid after my mom got very upset at my dad for unknowingly buying a canned product from the grocery store that was produced in South Africa. I couldn't fathom the height of racial injustice until I went to Cape Town, South Africa, sat on a 'Non-Whites Only' bench and reflected on how lucky I've been. People think that the injustices and inequalities in other countries don't exist here in Canada, but they are mistaken.

Yes, anti-Black racism is a thing, and yes, it exists in Canada. My parents taught me to be kind, understanding and patient – sometimes, the patient part is tough. They also taught me to be positive and strong, to speak my mind and not be afraid to make a tough decision. Even if it's not the 'popular vote', I prefer to err on the side of right. I will continue to support all my policing brothers and sisters through our journey as we make this country a better a more equitable place for all.

To further quote my Black inspirational leader, Lincoln Alexander: "Canada [is] the greatest country in the world, but it isn't perfect."

Let's all do our part to aim for perfection. Enjoy this Black History Month and never stop learning.

Malcolm X is one of my favourite historical figures because of who he was at a time when the African North American population needed a strong Black sense of identity to accompany Dr. King's non-violent approach. He was vilified by the American establishment and portrayed as a violent individual to be feared.

In reading many of his speeches and lectures, Malcolm X was an intellectual and a deep thinker, who became so influential throughout the USA that he became a threat. Imagine wanting to have your country put on trial by United Nations in the 1960s for its record on treating Black people? That kind of forward thinking led to his assassination.

Keep in mind that for many of us, Black history was not included in our education, nor was it depicted or included in our textbooks.

This is an easy question for me to answer. My parents, my mother Muriel Borden Smith and my late father Bobby Smith, were my heroes. They laid the early foundation for my personal growth. They encouraged my four siblings and me to achieve the best in whatever we would pursue and they led by example. My mother, along with Geraldine Parker, Lillian Strugnell and Iona States helped to create the first Parent Teacher Association at an inner-city school in Halifax and pushed the Halifax School Board to do better by her children. My father was a letter carrier for Canada Post for 36 years and he showed us how to put in a hard day's work, no matter the weather or the circumstances. He was involved in several boards and groups that served in various capacities: Cornwallis Street Church Men's Brotherhood, Equity Lodge, Halifax Community Credit Union, and the Halifax Umpires' Association.

My parents instilled in us a sense of obligation to give back to our community and to society, to be aware of the greater world around us and of Black contributions to that world. We grew up with Ebony and Sepia magazines in our household promoting a positive self-image. They surrounded us with people in our home who were working towards personal achievements in medicine, education or athletics. We were taught to never look down on anyone, but we were also taught to never feel we were less than someone else. Every day, we had the newspaper in our home and we were expected to read more than the sports page and comics and to become aware of what was happening in the world around us. I remember watching Dr. King's funeral on TV and Neil Armstrong's first steps on the moon and the nightly news every day. My love of history and events comes directly from my parents.

They also made sure each of us would know that life would not always be easy for us because we were Black and that at times, we would have to work twice as hard as our white counterparts just to be recognized for our work. With that mindset, I joined the RCMP and that's how I have approached my job for the last 22 years.

My parents instilled in us a strong sense of identity and respect for ourselves and for those around us. Respect breeds respect and encourages you to treat people the way you expect them to treat you in return. Correcting miseducated folks about what it means to be Black in Canada and the accomplishments of Black Canadians is a tool I have used to battle anti-Black racism. That ideal comes to me from my parents.