City of Calgary Anti-Racism Program Strategic Plan

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The City of Calgary Anti-Racism Strategic Plan 2023–2027
Dismantling Systemic Racism,

Transforming Lives:
Aakipokkitsitsi’p Aisiistowamoatsisinni, Asawaao’ohtoo’p niipaitapiiysin:

Mii aakaitapissko Mohkinsstsis Miinattsiistowamoatsisinni akakihtsimaan kii akanistakohto’p (naatsippo nitsikopotto – naatsippo ihkitsikopotto)
(title of the document in the Blackfoot language)
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“ We have chosen the metaphor of the

constellations on the cover page (a cluster of
related things) as we believe that anti-racism
is an active process that has the potential
to positively impact Indigenous, Black, and
diverse Racialized individuals, communities,
and society. This metaphor also emphasizes
that we understand systemic racism to
be constituted by complex conceptual
formations and relations. While it is complex,
if we use an anti-colonial lens, we can see
the beauty of everyone being distinctly
authentic and a part of something greater
– dismantling systemic racism. The City’s
Anti-Racism Strategic Plan is co-created and
interdependent on us all playing our roles.”
– Dr. Linda Kongnetiman,

Managing Lead, City of Calgary Anti-Racism Program

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Table of Contents
Ancestral Land Acknowledgment ...................................................................................................... 01
A Message from Council .......................................................................................................................... 02
A Message from the Executive Leadership Team ......................................................................... 03
Call to Action ................................................................................................................................................ 04
Calgary’s Racial Diversity ........................................................................................................................ 09
Commitment, Mission, and Audience of Focus ............................................................................. 10
Guiding Principles ...................................................................................................................................... 11
Strategic Orientation ................................................................................................................................ 12
Different Ways of Doing and Relating ............................................................................................... 13
Towards a Racially-Just City ................................................................................................................... 17
Critical Milestones (The Journey) ........................................................................................................ 19
Taking Accountability for Racial Justice ........................................................................................... 20
Focus Area 1: Develop and Implement Anti-Racism Education and Training ................. 21
Focus Area 2: Promote and Integrate Disaggregated Race-based Data ............................ 23
Focus Area 3: Increase Representation of Indigenous, Black and Diverse
Racialized Peoples in Positions of Leadership ............................................................................... 25
Focus Area 4: Develop, Promote and Deliver Racially Equitable
Programs, Services, Policies and Systems ........................................................................................ 27
Focus Area 5: Create Anti-Racist Safe Spaces and Processes .................................................. 29
Pathway to Dismantling Systemic Racism ....................................................................................... 31
Glossary of Terms ....................................................................................................................................... 32

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Ancestral Land Acknowledgment

The Calgary area, where the Bow and Elbow rivers meet, is a place of confluence where the sharing of resources, ideas and
opportunities naturally come together. Indigenous peoples have their own names for this area that have been in use long
before Scottish settlers named this place Calgary. In the Blackfoot language, they call this place, Moh-kins-tsis (moh-GIN’-stis
(a soft ‘g’). The Îethka Nakoda Wîcastabi (ee-YETH’-kah nah-COH’-dah WHISK’-ah-tah-bay) First Nations refer to the Calgary
area as Wicispa Oyade (weh-CHIS’-spa oh-YAH’-day) and the people of the Tsuut’ina (Soot-tenna) nation call this area Guts-
ists-I (GOOT’-sis). The Métis call the Calgary area Otos-kwunee (oh-TUSS’ - kwanee).
We would like to take this opportunity to appreciate and acknowledge that we are gathered on the ancestral and traditional
territory of the Blackfoot Confederacy, made up of the Siksika (Seeg-see-kah), Piikani (Bee-gun-nee), Amskaapipiikani
(Om-Skaa-bee-bee-Gun-nee) and Kainai (G-ai-nah) First Nations; the Îethka Nakoda Wîcastabi (ee-YETH’-kah nah-COH’-dah
WHISK’-ah-tah-bay) First Nations, comprised of the Chiniki (Chin-ick-ee), Bearspaw, and Goodstoney First Nations; and the
Tsuut’ina First Nation. The city of Calgary is also homeland to the historic Northwest Métis and to Métis Nation of Alberta,
Region 3. We acknowledge all Indigenous people who have made Calgary their home.
Nose Hill Siksikaitsitapi Medicine Wheel

Calgary, Alberta
This First Nations monument is a peaceful
spot with vast views of the Calgary prairie.
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A Message from Council

The path towards becoming an anti-racist city is a difficult one, where
entrenched systems and processes must be challenged and replaced. That heavy
work has begun in Calgary and is supported by both Council and Administration.
We’ll need to identify and shift our biases.
There will be many uncomfortable conversations if we are committed to calling

out racism when it confronts us.
“While this work may seem difficult,

Calgarians have called for an inclusive
city and inaction is not an option.”
Calgary City Council

Fourth row:
Ward 13 Councillor: Dan McLean, Ward 9 Councillor: Gi-
an-Carlo Carra, Ward 14 Councillor: Peter Demong, Ward 4
Councillor: Sean Chu, Ward 11 Councillor: Kourtney Penner
Third row:
Ward 3 Councillor: Jasmine Mian, Ward 5 Councillor: Raj
Dhaliwal, Ward 10 Councillor: Andre Chabot, Ward 8 Coun-
cillor: Courtney Walcott
Second row:
Ward 1 Councillor: Sonya Sharp, Ward 2 Councillor: Jennifer
Wyness
Front row:
Ward 12 Councillor: Evan Spencer, Mayor: Jyoti Gondek,
Ward 7 Councillor: Terry Wong, Ward 6 Councillor: Richard
Pootmans
Calgary 2021-2025 City Council stands on the steps of Historic City
Hall after the swearing in ceremony on October 24, 2021.
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A Message from the Executive Leadership Team

The City of Calgary made a public commitment to start the journey to become an
anti-racist organization in June 2020. We continue to stand by our commitment
because we know that as a municipal government and providers of City
programs and services, we have a leading role in dismantling systemic racism. We
also recognize that commitment requires action to be meaningful.
Anti-racism is about taking proactive steps to ﬁght racial inequities and injustice.
As the Executive Leadership Team, we lead this work within our organization. We
have been working closely with the Anti-Racism Program team over the last two
years to receive training and understand lived experiences to help us apply an
anti-racism lens to everything we do.
We are also putting the funding and tools in place that support our employees in
helping us fulfill our commitment and make a difference across the organization.
As part of implementing this five-year Anti-Racism Strategic Plan, we will be
consistently assessing our structures, programs, services, and policies and
making the required changes as we learn together and move forward together.
We will leverage our influence to drive strategic change in our business units, in the communities where we work, and
through public policy. We have remarkable employees who are also committed to this necessary journey. We will continue
to be mindful of the needs and contributions of all Calgarians. Together, we are taking action to eradicate systemic racism
and racial discrimination. Thank you for joining us in our process to become an anti-racist City.
“Together, we are taking action to eradicate systemic racism and racial discrimination.”
Executive Leadership Team
City Manager’s Office City Manager’s Office

Heather Domzal David Duckworth
Chief of Staff City Manager
Corporate People, Law,

Planning & Planning Innovation & Legislative
Development Infrastructure Community Operational & Financial Collaboration Services &
Services Services Services Services Services Services Security
Stuart Dalgleish Michael Thompson Katie Black Doug Morgan Carla Male Chris Arthurs Jill Floen
General General Manager General Manager General Manager General Manager/ General Manager City Solicitor
Manager/ Chief Financial & General
Deputy City Officer/ Deputy Counsel
Manager City Manager
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Call to Action The City of Calgary Anti-Racism Strategic Plan 2023–2027
Following the death of George Floyd in May 2020, more ANTI-RACISM is recognizing the existence of racism
than 70,000 people signed an online petition circulated and taking active steps to name, challenge and
by the Canadian Cultural Mosaic Foundation, calling for a eliminate it at all levels (individual and structural) and
public consultation on systemic racism in Calgary. Council spheres of life.
responded in June 2020 with a Notice of Motion entitled
Calgary’s Commitment to Anti-Racism. In July 2020, a public
hearing was held in council chambers where people shared “Racism, and in particular systemic
their lived and living experiences of systemic racism and racism, costs our society dearly, socially,
racial discrimination. economically, and politically”
The three-day hearing was a profound moment detailing - Community member
racial inequities, harassment, bullying, tokenism, discomfort
at work, systems distrust, psychosocial racial trauma and Calgary’s population has become increasingly diverse
overall frustration. City Council acknowledged that systemic with approximately three per cent Indigenous and 41
racism exists in Calgary and directed Administration to per cent Black and diverse Racialized Peoples.
immediately engage in meaningful re-evaluation of The
City of Calgary’s internal practices, programs, services and From 2021 to 2022, over 2,700 people took part in
policies. community engagement, where they indicated that racism
and discrimination are widespread and perpetuated
SYSTEMIC RACISM structurally equips a racial group through various systems and policies. In The City’s
with the power to dominate others in social, political, 2021 Cultural Assessment and Anti-Racism Survey of
and economic areas over time and generations. This is 3,000 City employees, over 30 per cent of Racialized
often reflected in policies, programs, and practices that Peoples disagreed that all City employees have the same
favor one racial group over others. Due to colonization, growth opportunities. Similarly, in The City’s 2021 Street
systemic racism is deeply rooted in the fabric of our Harassment survey of 500 people, over 60 per cent of
society, thereby creating barriers that negatively impact Racialized Peoples indicated that they have experienced
the lives of Indigenous, Black, and diverse Racialized unwanted comments about their ethnicity, race, religion,
Peoples. and gender. We have heard that racial discrimination and
systemic racism are life and death issues for Indigenous,
Today, systemic racism is evident across various institutions Black, and diverse Racialized Peoples.
such as health care, education, criminal justice, and child
welfare. It is also apparent in municipal government. We “We have seen and are convinced that
are focused on and committed to proactively dismantling discrimination and racial injustice are a
systemic racism and the root causes of racial inequities and
racial injustices in municipal programs and services.
destructive force”
- City Leader
Dismantling Systemic Racism, Transforming Lives: The
City of Calgary Anti-Racism Strategic Plan 2023-2027 Dismantling Systemic Racism, Transforming Lives: The City
(Strategic Plan) has been developed in response to the of Calgary Anti-Racism Strategic Plan 2023-2027 reflects the
concerns of systemic racism, racial inequity, discrimination, voices of our community and employees who are hopeful
and oppression that harm Indigenous, Black and diverse for change and further want our commitment to spring
Racialized Calgarians including City of Calgary employees. forth actions.
This Strategic Plan sets the foundation for unmasking and
eradicating systemic racism that is deeply rooted in the “No more talking. It is time to act”
fabric of our society.
- City Leader
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Addressing systemic racism and making systemic changes are not the sole responsibility of Indigenous, Black and diverse
Racialized Peoples. Transformative change will only be achieved through authentic, collective and mutually-shared efforts.
This means that implementing this Strategic Plan requires dedication and anti-racism actions from everyone to achieve a
racially-just organization and city.
RACIAL JUSTICE addresses structural and systemic racism in programs, services, policies and systems to ensure
everyone is treated equitably including Indigenous, Black and diverse Racialized Peoples.
This is The City’s first Anti-Racism Strategic Plan. It serves as a blueprint to guide us in achieving a racially-just Calgary. A
Calgary that is considered a great place to make a living and a great place to make a life for everyone including Indigenous,
Black and diverse Racialized Peoples. It is a crucial step towards ensuring that Calgarians witness authentic follow-up
and follow-through of The City’s commitment to becoming an anti-racist organization. Dismantling Systemic Racism,
Transforming Lives: The City of Calgary Anti-Racism Strategic Plan 2023-2027 outlines five focus areas and nine strategic
actions in each focus area for addressing systemic racism.
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Impact on The City of Calgary Anti-Racism Strategic Plan 2023–2027
Employees
Safeil is an MBA graduate who worked
for The City of Calgary for over 20
years. He immigrated to Canada from
Indonesia 25 years ago. Within the
first 7 years of his employment, he
had become a lead, overseeing a team
of employees in his department.
Over the years, Safeil had applied

for numerous manager and director
positions, but he had never been
successful. Despite meeting and
exceeding the job requirements for
these positions, he was always told
that he did not fit into the corporate
leadership culture. This was frustrating
for Safeil, as he had tried everything to
improve his chances of being hired into
a manager’s role. He had taken courses
and attended training sessions, covered
for other managers when they were
away, and even sought coaching to help
him improve his leadership skills. But no
matter what he did, he never seemed
to get the recognition he deserved.
To make matters worse, Safeil also

experienced microaggressions in the
workplace. Safeil felt he needed to justify
himself whenever he made a decision
or shared his opinions. This made him
feel unsupported and undervalued,
and he began to believe that he was
stuck in the systemic racism that existed
within the organization. Safeil booked
a meeting with his director to share his
experiences at work over the years.
Safeil’s story highlights the need

for organizations to be proactive
in addressing issues of systemic
racism and discrimination and to
ensure that all employees have equal
opportunities to advance and succeed.
The name in this story have been changed to

protect the identity of the individual.
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The Racially-Just Calgary

We Envision:
Community Voices
“Being able to express yourself without fear

of criticism and being able to discuss your
experiences to help each other grow.”
“Indigenous, Black and diverse

Racialized Peoples’ experiences would
be considered valid and be heard.”
“Everyone can feel safe and have a sense

of belonging in all spaces of society,
especially without feeling pressure to
conform to the dominant group.”
“A racially-just community is one that recognizes

that all peoples no matter ethnic background,
skin color, culture, or otherwise have within them
the same living essence / source of life: The Heart.
In seeing the heart within all people, we no longer
get caught in surface differences and experience
the oneness of our shared kinship with not just
each other but with all living things. A community
that lives from this place of recognition is unified
by this common wisdom and all conflicts are
held within the sacred container of respect.”
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The Racially-Just The City of Calgary Anti-Racism Strategic Plan 2023–2027
Organization We Envision:
Employee Voices
“An organization where our employees as

a whole and leadership would more closely
mirror the demographics of our community.”
“An anti-racist organization has everyone

(not just those that are Racialized) engaged,
acting and speaking out as allies.”
“It would be like not needing to hide my cultural

identity and trying to come off as more “White”
or “Canadian” in terms of my cultural norms.”
“An anti-racist organization is where

conversations about race happen everyday
without fear and with bravery.”
“It’s also about “seeing colour” because you

have to see colour and culture to ensure
equity and equality. Not seeing colour is
what colonial structures were built on,
and that’s what needs to change.”
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Calgary’s Racial Diversity

With a population of 1.3 million people, the City of Calgary is the third largest municipality in Canada. Calgary is a growing
city with thousands of new people arriving annually from across Canada and overseas.
The most 3% Racialized

population
41%
of Calgarians are
known Indigenous Indigenous
languages are Peoples
Blackfoot, Cree, The top ten
and Nehiyawewin countries of birth of
recent immigrants are the
Philippines, India, Nigeria,
53%
of the population
China, Syria, Eritrea,
Pakistan, the United States
of America, Ethiopia, and
have European
origin South Korea
The top 10 non-
official languages
spoken at home are
Punjabi, Tagalog,
Mandarin, Cantonese,
Spanish, Arabic, Urdu,
Vietnamese, Korean,
and Russian
First and second-

generation
immigrants represent
Immigrant 6 /10 residents

population in Calgary
33%
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Commitment, Mission, and Audience of Focus

Commitment Mission
A racially-just To take actions to remove systemic racism in Calgary through education, engagement,
Calgary collaboration, and policy changes.
Audience of Focus
Internal: Employees, City Administrative Leadership, Council
External: Calgarians, Community Members, Community Organizations and Associations, Anti-Racism Action
Committee, Elders and Knowledge Keepers
Adopting an
anti-colonial
lens Advancing and
advocating for
racial equity and
racial justice
Applying The Guiding
intersectionality Principles
Amplifying
transformative
Centring lived and engagement
living experiences
Monitoring
and evaluation
AUDIENCE OF FOCUS are Individuals, groups and communities directly and indirectly impacted by systemic racism in
our city and The City of Calgary
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Guiding Principles
The Strategic Plan was developed and guided by the following principles. These principles need to be mirrored in the
implementation of the strategic actions.
Advancing and advocating for Centring lived and living Amplifying transformative
racial equity and racial justice experiences of Indigenous, Black engagement approaches by
to ensure structural and systemic and diverse Racialized Peoples to bringing community, employees,
changes are addressed, resulting in understand the trauma and impact and partners together to generate
equitable access to opportunities, of systemic racism and co-creating action-oriented solutions to
eliminating racial disparities, and racially equitable programs, address systemic racism.
ensuring a racially-just society. services, policies, practices and
procedures.
Applying intersectionality Adopting an anti-colonial lens Monitoring and evaluation for

to understand interconnected which captures the perspectives accountability, knowledge sharing,
identities and how the intersecting and experiences of Indigenous, trust and transparency.
forms of discrimination and Black, and diverse Racialized
oppression impact the lived and peoples, disrupts and dismantles
living experiences of Indigenous, long-embedded systemic racism.
Black and diverse Racialized
Peoples.
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Strategic Orientation
The development of this Strategic Plan included a review of initiatives (both City and externally-led) and some legislation
directed at addressing discrimination, oppression, human rights, and systemic racism. This review was completed to provide
strategic orientation and cultivate aligned impact where objectives overlap. This Strategic Plan recognizes City-led equity
initiatives as intersectionality is one of the key guiding principles to becoming a racially-just City.
City of Calgary Initiatives
• Council’s Strategic Direction 2023-2026 (Resilient Calgary) is guided by economic, social and climate resilience to
ensure a city where everyone participates in a strong, diverse economy, a city where people of all backgrounds belong,
and a city that recognizes the climate emergency.
• Social Wellbeing Policy outlines social well-being principles The City will follow when making decisions; developing
plans, policies and strategies; and delivering City services. That is, The City will strive to provide equitable services; advance
the active and shared process of Truth and Reconciliation in collaboration with the community; seek opportunities to
support and grow the culture in Calgary; and aim to stop problems before they start, using a prevention approach.
• Gender Equity, Diversity and Inclusion Strategy declares to employees and citizens that Council and Administration
are committed to building and strengthening an equitable, diverse, and inclusive organization. The City recognizes the
importance of gender equity and diversity in building an inclusive workplace and delivering effective services to Calgary’s
increasingly diverse population.
• The Truth and Reconciliation Commission are calls to action on which the City can act.
• Healthy Workplace Strategy recognizes that employees’ health, safety and well-being are central to the organization’s
success. Promoting and protecting employee’s health and safety is not only The City’s moral obligation, but it makes good
business sense.
Externally Led Initiatives and Legislation
• Enough for All Strategy emphasizes the need to reduce racism and discrimination and implement the calls to action of
the Truth and Reconciliation Commission.
• Municipal Government Act empowers The City to provide responsible and accountable local governance to create and
sustain safe and viable communities.
• Alberta’s Anti-Racism Action Plan is a roadmap for taking meaningful action to address racism.
• Alberta Bill of Rights recognizes rights and freedoms of Albertans and states that the law needs to operate in a way that
protects everyone without discrimination on any protected ground.
• Alberta Human Rights Act ensures that all Albertans are offered an equal opportunity to earn a living, find a place to live,
and enjoy services customarily available to the public without discrimination.
• Alberta Occupational Health and Safety Act establishes minimum standards for safe and healthy practices in Alberta
workplaces. Acts of discrimination, such as racism, constitute harassment and a workplace hazard.
• The Canadian Charter of Rights and Freedoms (Section 15 [2]) - any law, program or activity that is designed to mitigate
the conditions of disadvantaged individuals or groups including race or skin color, is not discriminatory.
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Different Ways of Doing and Relating

Dismantling Systemic Racism, Transforming Lives: The City of Calgary Anti-Racism Strategic Plan 2023- 2027 was developed
using a Human-Centred Design Approach1. This approach involved empathetic listening, building on a series of
engagements and collaborations, and centring the lived and living experiences of Indigenous, Black, and diverse Racialized
Calgarians, including City employees, to co-create possible solutions required for systemic anti-racism change.
Inspiration, ideation, prototyping, and implementation are processes of the Human-Centred Design Approach that
informed the development of this Strategic Plan.
Inspiration The City of Calgary’s commitment to addressing systemic racism was inspired by:
Acknowledgment that systemic racism is not only historic but persistent, complex,
and intractable
Global anti-racism awakening in 2020 and the realization that lived and living experiences
of systemic racism and racial discrimination need to be centred
Council’s – Calgary’s Commitment to Anti-Racism Notice of Motion
Leadership’s commitment to eliminating systemic racism
Ideation
The process of increasing awareness, knowledge, and understanding to embark on a
shared journey, involved:
Brainstorming
Scoping
Storming, norming, and forming
Engaging community and employees
Co-developing solutions to address systemic racism that undermines a racially-just Calgary
Developing the Strategic Framework through a reiterative process as a prototype and

Prototyping
“building block,” resulting in the Strategic Plan
Working with City business units to create customized anti-racism actions to implement
Implementation
the five focus area
1 Tim Brown & Jocelyn Wyatt, 2010
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Our commitment and actions to address systemic racism and foster change to become an anti-racist corporation have
been concentrated around three spheres of public life:
1
Systemic changes that impact Calgarians
Systemic changes that impact Calgarians entail creating of community-driven solutions to address racial
inequities and barriers to accessing City’s programs, services, and policies. The creation of these solutions will take
place through collaboration with the community and the Anti-Racism Action Committee. A Community Anti-
Racism Action Strategy was developed, and highlights the need for The City to steward, partner with, and amplify
positive anti-racist outcomes in the community. This happens by increasing:
Accessibility to City programs, services, and policies for all community members
Responsiveness of The City in adapting and developing programs, services, and policies that are fully accessible;
Representation of Indigenous, Black, and diverse Racialized peoples in the creation and delivery of City
programs, services, and policies
Accountability and participatory impact-focused governance
This work will be done in alliance with community partners, organizations, and The City of Calgary Anti-Racism
Program Team to address systemic barriers when accessing programs and services. All City services and programs
need to be an inclusive reflection of the diverse people who comprise Calgary.
2
Systemic changes that impact City of Calgary employees
Systemic changes that affect City of Calgary employees focus on addressing systemic racial inequities within
The City of Calgary’s programs, services, policies, and practices, negatively impacting Indigenous, Black, and
diverse Racialized employees. The high-level preliminary assessment indicated the presence of racism in The City,
including:
Fear of retaliation or complicity
Potential for bias in talent attraction, recruitment, hiring, and career progression
Perceived lack of leadership commitment to anti-racism
The need for anti-racism training and resources
Desire to have safe spaces for open conversations around race and racism
The Organizational Anti-Racism Action Strategy indicates that racial equity can be achieved by ensuring
accountability for racial equity and racial justice; providing anti-racism learning and development opportunities;
increasing racial representation in leadership; creating anti-racist safe work environments and promoting
disaggregated race-based data collection for evidence-based decision making.
3
Systemic changes that impact public safety, order, dignity, and peace for the community and employees
Public safety, order, dignity, and peace for the community and employees means addressing systemic racism and
racialization in public safety. This includes municipal enforcement and the delivery of racially safe City programs
and services.
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The Public Safety Anti-Racism Action Strategy shows the need to examine and revise policies, bylaws, and legislations that
regulate behaviors, statements, or decisions that cause or sustain racism and racialization and their link to the Charter
of Rights and Freedoms and the Alberta Human Rights Act. This also entails prioritizing prevention, protection against
profiling, accountability, standards for codes of behaviour, and education and training to create anti-racist environments.
The five focus areas in the Dismantling Systemic Racism, Transforming Lives: The City of Calgary Anti-Racism Strategic
Plan 2023-2027 were identified through the themes and levers that emerged from The City of Calgary Community
Anti-Racism Action Strategy, The City of Calgary Organizational Anti-Racism Action Strategy, and The City of Calgary
Public Safety Anti-Racism Action Strategy.
Systemic changes that impact:
City of
Calgary
employees
Public Safety,
Calgarians order, dignity,

and peace for
the community
& employees
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Impact on
Public Safety
Mauniva is a 16-year-old girl from a Racialized
community. She took the bus to school
every day and often, she experienced
racial harassment, microaggressions,
and stereotypical judgments from other
passengers because of her racial identity.
Mauniva’s parents were lawyers in their

country of origin, but they couldn’t find
such jobs in Canada. They had to struggle
to make ends meet for their family. Mauniva
felt like an outsider in Calgary, despite
being born here. She felt the weight of
racial inequities and discrimination that
she and her family faced in the education,
employment, and public transit systems.
Mauniva didn’t share her struggles with her

parents, not wanting to add to their heavy
burden. She tried to keep up a brave face and
continued her day-to-day life. One day, on
her bus ride to school, Mauniva witnessed a
fellow passenger being subjected to racist
comments and insults. She saw the fear and
sadness in the woman’s eyes and knew she
couldn’t stay silent anymore. Mauniva stood
up and spoke out against the harassment,
defending the woman and calling out the
perpetrators. However, no one else spoke up.
Mauniva felt so alone, and the constant

discrimination and hostility took a toll on
her. She knew that it would take a collective
effort to create lasting change. She felt
overwhelmed and hopeless about the
future, wondering if things would improve.
Mauniva’s story highlights the mental

and emotional effects of racism and the
critical need for collective action.

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Towards a Racially-Just City

The journey of becoming a racially-just City travels takes us through various maturation levels, as described in the Anti-
Racism Maturity Model below. In 2021, a high-level organization-wide racial equity assessment indicated that The City of
Calgary is at Level 2 of the Anti-Racism Maturity Model. The desire is to be at Level 5. As part of moving towards Level 5 of
the Anti-Racism Maturity Model, the corporation will continue to action anti-racism recommendations. Click here for the
maturity model.
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Impact on The City of Calgary Anti-Racism Strategic Plan 2023–2027
Community
Five-year-old Jerome had just started kindergarten and
was excited to make new friends and learn new things.
Jerome’s parents, both Black, were delighted to enroll
him in what they believed was a diverse and inclusive
school. However, their excitement quickly turned to
concern when Jerome came home one day, distraught
and confused about his skin color.
Jerome had been playing with a group of boys, one of

whom had made a racist comment about not wanting
“brown people” sitting next to him. Jerome’s innocence
and naivety made it difficult for him to understand why
his skin color was suddenly deemed problematic, and
he was deeply hurt by the experience.
When Jerome’s parents brought the incident to the

attention of the school’s administration, they were met
with a cookie-cutter “anti-racism” response that offered
no recourse for the offending child or their family. The
school’s teachers were also not trained to handle the
situation. Their attempts to solve the problem further
victimize Jerome and invalidate his experiences.
Jerome’s parents became increasingly frustrated with

the school’s lack of action and silence, as time passed.
They soon discovered another racially motivated
incident had occurred, and Jerome was once again
feeling hurt and unsupported. This time, his parents
decided that enough was enough and withdrew him
from the school.
Though it has been years since these incidents

occurred, the impact on Jerome’s self-esteem and well-
being still lingers. He sometimes speaks angrily about
the school and the children who hurt him. His parents
realized he needed professional psychological help
to heal from the racial trauma he experienced at the
school.
Jerome’s story highlights the negative impact of

inactions and lack of anti-racism education/racial
trauma competencies on the lives of Racialized
children and families.

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Critical Milestones (The Journey)

Weaving collective stories and experiences of the impact of systemic racism has demonstrated the need for The City
of Calgary to deepen its commitment to become an anti-racist organization. The process of becoming an anti-racist
organization has been a journey that involved call to action, learning, relearning, unlearning and engagement. Below are
some key events and achievements:
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Taking Accountability for Racial Justice

Implementing and evaluating anti-racism actions for accountability has been a major concern in racial justice conversations.
As part of its commitment to racial justice, The City will measure, evaluate and share the progress of the Strategic Plan with
all interested parties to ensure transparency, build trust and demonstrate accountability. It is important to note that shared
accountability among interested parties is vital for advancing racial equity and racial justice.
Individual accountability: Employees and community Department and business unit accountability:
members participate in anti-racism education, learning and City organizational units implement anti-racism strategic
development initiatives. actions.
Leadership accountability: City leadership champion and Collective accountability: City Administration, employees,
lead the advancement of racial justice including allocating community members, and other interested parties demonstrate
funding and resources across the organization. shared effort and take actions to advance racial justice.
Accountability will include yearly reporting, updates and communication on progress made to Council, community and
employees.
Headline measures have been identified to monitor the performance of the five focus areas. These performance measures
align with the City’s Results-Based AccountabilityTM framework for performance measurement. However, for racial justice
accountability, lived and living experiences of Indigenous, Black and diverse Racialized Peoples will be centred in data
collection, analysis, evaluation and reporting. The results of the performance measures will be segmented by the relevant
audiences.
The table below depicts the customization of Results-Based AccountabilityTM in the City’s journey to become an anti-racist
organization:
Results-Based AccountabilityTM Accountability for Racial Justice
How much did you do? How much did we do to address systemic racism?
How well did you do it? How well did we address systemic racism?
Is anyone better off? Are the lives of Indigenous, Black and diverse Peoples (community and staff )
better off through City’s programs, services, policies and systems?
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Focus Area 1
Develop and Implement Anti-Racism Education and Training
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Focus Area 1
Develop and Implement Anti-Racism Education and Training
Objectives
• To create common language and shared understanding of anti-racism vocabulary
• To increase awareness of systemic racism and its impact
• To create targeted learning resources, tools and awareness on Anti-Indigenous Racism, Anti-Black Racism, Anti-Asian
Racism, Hinduphobia, Antisemitism, Islamophobia, and other forms of racialization
Strategic Actions
Systemic changes that 1.1 Collaborate to create community anti-racism learning opportunities
impact community 1.2 Enhance participation in community learning opportunities
1.3 Increase shared understanding and common language regarding systemic racism
and racial discrimination
Systemic changes that 1.4 Develop and implement mandatory anti-racism curriculum
impact employees 1.5 Co-create customized anti-racism learning and development resources
1.6 Develop an accessible anti-racism resource hub
Systemic changes that 1.7 Develop and implement anti-hate learning and development curriculum
impact public safety, 1.8 Review and revise public safety training through an
dignity, order, and
anti-racism lens
peace for community
and employees 1.9 Develop community learning for public awareness on impacts of hate activities and
racist behaviours
Headline Measures % of participants who agree they have increased awareness of anti-racism, common
language, and knowledge
% of participants who agree they have increased understanding of anti-racism
% of participants who agree they have increased confidence in applying anti-racism
learnings and skills
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Focus Area 2
Promote and Integrate Disaggregated Race-based Data
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Focus Area 2
Promote and Integrate Disaggregated Race-based Data
Objectives
• To understand how systemic racism impacts Indigenous, Black and diverse Racialized Peoples
• To identity racial inequities in programs and service delivery
• To support evidence-based decision making and transformative anti-racism initiatives
Strategic Actions
Systemic changes that 2.1 Develop a disaggregated race-based data strategy

impact community 2.2 Collect and use disaggregated race-based data for City programs and services
2.3 Develop a data-sharing strategy with external partners
Systemic changes that 2.4 Develop a disaggregated race-based data framework/guideline

impact employees 2.5 Promote a practice of race-based data collection and sharing
2.6 Provide consultation on the process of utilizing race-based data in the organization
Systemic changes that 2.7 Collect disaggregated race-based data on hate activities in public spaces
impact public safety, 2.8 Incorporate disaggregated race-based data analysis in public safety service delivery
dignity, order, and
peace for community 2.9 Create disaggregated race-based data framework/guideline for public safety service
and employees delivery
Headline Measures % of participants who agree they have increased knowledge in utilizing race-based data
for evidence-based decision-making
% of participants who agree they have increased confidence in utilizing race-based data
for evidence-based decision-making
# of improvements made to City services as a result of implementing race-based data
for evidence-based decision making.
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Focus Area 3
Increase Representation of Indigenous, Black, and Diverse
Racialized Peoples in Positions of Leadership
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Focus Area 3
Increase Representation of Indigenous, Black, and Diverse
Racialized Peoples in Positions of Leadership
Objectives
• To create common language and shared understanding of anti-racism vocabulary
• To increase awareness of systemic racism and its impact
• To create targeted learning resources, tools and awareness on Anti-Indigenous Racism, Anti-Black Racism, Anti-Asian
Racism, Hinduphobia, Antisemitism, Islamophobia, and other forms of racialization
Strategic Actions
Systemic changes that 3.1 Enhance the visibility of the Anti-Racism Action Committee and other interested
impact community parties focusing on racial justice
3.2 Develop a community point of connection that showcases the leadership of
Indigenous, Black, and diverse Racialized Peoples
3.3 Establish and sustain reciprocal relationships with Indigenous,
Black, and diverse Racialized community leaders
Systemic changes that 3.4 Support and co-develop racially equitable talent management practices
impact employees 3.5 Increase leadership mentor opportunities for Indigenous,
Black, and diverse Racialized employees to advance in positions
3.6 Utilize disaggregated race-based data to inform hiring and promotion into positions
of leadership
Systemic changes that 3.7 Champion the recruitment and retention of Indigenous, Black, and diverse Racialized
impact public safety, Peoples in public safety senior management positions
dignity, order, and
3.8 Ensure Indigenous, Black, and diverse Racialized Peoples have leadership roles in the
peace for community
and employees Anti-hate Working Group
3.9 Use disaggregated race-based data to monitor and track racially diverse
representation in public safety senior leadership positions
Headline Measures % of Indigenous, Black, and diverse Racialized peoples represented in leadership
mentoring programs
% of Indigenous, Black and diverse Racialized peoples represented in leadership roles
# of outreach activities on platforms accessible by Indigenous, Black, and diverse
Racialized Peoples
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Focus Area 4
Develop, Promote and Deliver Racially Equitable Programs,
Services, Policies and Systems
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Focus Area 4
Develop, Promote and Deliver Racially Equitable Programs,
Services, Policies and Systems
Objectives
• To increase accessibility to services and programs for Indigenous, Black, and diverse Racialized Peoples
• To review and update policies, processes, and guidelines through an anti-racism lens
• To remove structural barriers caused by systemic racism
Strategic Actions
Systemic changes that 4.1 Co-develop and implement accountability frameworks for City services with
impact community interested parties
4.2 Co-create and pilot 311 anti-racism service requests
4.3 Increase awareness of City services and community opportunities through non-
traditional approaches and integrate more language translation
Systemic changes that 4.4 Conduct a City of Calgary racial equity assessment of programs, services, policies,
impact employees strategies, and processes
4.5 Develop an anti-racism policy review tool and process
4.6 Develop and integrate a racial equity impact assessment tool
Systemic changes that 4.7 Co-develop public safety service delivery that promotes public order, public peace,
impact public safety, and public dignity
dignity, order, and
4.8 Create practices and guidelines to support racially equitable and fair protection for
peace for community
and employees public safety enforcers, first responders, social service providers and members of the
public
4.9 Co-design policies, bylaws, and procedures that promote hate-free environments
Headline Measures % of business units that have completed the racial equity assessment
% of Indigenous, Black, and diverse Racialized Calgarians who agree that The City
delivers programs and services that remove barriers for participation (survey of
Calgarians)
# of policies, bylaws, processes, procedures, and guidelines reviewed and amended to
increase racially equitable and fair public safety service delivery
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Blanket circle in the Safe space on the

11th floor, Municipal building, Calgary.
Focus Area 5
Create Anti-Racist Safe Spaces and Processes
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Focus Area 5
Create Anti-Racist Safe Spaces and Processes
Objectives
• To create racism-free public spaces for Indigenous, Black, and diverse
Racialized Peoples
• To enhance Indigenous, Black, and diverse Racialized employees’ psychological, mental, emotional, and physical
health
• To create tools, processes, guidelines, and policies focused on public peace,
public dignity, and public order
Strategic Actions
Systemic changes that 5.1 Support community organizations that promote racism-free communities
impact community 5.2 Develop an anti-racist community investment accountability framework
5.3 Adopt a community organization network approach that promotes transformative
engagement
Systemic changes that 5.4 Create an anti-racism policy and statement

impact employees 5.5 Create anti-racism psychologically safe processes and spaces
5.6 Ensure racially-informed trauma and mental health resources
are available
Systemic changes that 5.7 Develop analytical procedures to create racially equitable public space designs
impact public safety, 5.8 Create practices and guidelines to enhance racially responsive officer-citizen
dignity, order, and
interactions
peace for community
and employees 5.9 Create an anti-hate response model to combat hate and provide support for victims
of hate
Headline Measures % of Indigenous, Black, and diverse Racialized Calgarians who feel safe in City facilities
and spaces
Mental health index disaggregated by race in the corporate employee survey
Inclusion index disaggregated by race in the corporate employee survey
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Pathway to Dismantling Systemic Racism

Dismantling Systemic Racism, Transforming Lives: The City of Calgary Anti-Racism Strategic Plan 2023-2027 is a critical
milestone in the City’s journey to becoming an anti-racist organization. This blueprint is Calgary’s compass in applying an
anti-colonial/anti-racism lens to remove racial injustices and systemic racism from our programs, services, and policies.
We are well on our way, and for the next five years, we will focus on achieving transformative changes through anti-racism
education; integration of disaggregated race-based data for decision-making; increased representation of Indigenous,
Black, and diverse Racialized Peoples in positions of leadership; delivering racially equitable programs, services, policies and
systems and creating anti-racist safe spaces and processes.
Throughout the implementation of the Strategic Plan, we will continue to centre the lived and living experiences of
Indigenous, Black, and diverse Racialized Peoples to fulfill the City’s commitment to advancing racial equity and racial
justice.
Now is the time for the City of Calgary to put into action the promise of dismantling systemic racism.
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Glossary of Terms
Anti-racism is recognizing the existence Indigenous, Black, and diverse Racial Equity is when racial identity does
of racism and taking active steps to Racialized Peoples are the individuals not predict one’s social, economic, and
name, challenge and eliminate it at all and groups that The City of Calgary political opportunities and outcomes. It
levels (individual and structural) and recognizes to be experiencing involves eliminating policies, practices,
spheres of life. systemic racism, racialization and and systems that enable racial disparities.
racial discrimination due to historical
Antisemitism is hostility and oppression and colonization. Racial Justice addresses structural
discrimination towards Jews as and systemic racism in programs,
a religious and racial group. Intersectionality is when different services, policies and systems to ensure
social identities, such as race, gender, everyone is treated equitably including
Anti-Asian Racism is racism against class, and religion, work together to Indigenous, Black and diverse Racialized
people of Asian descent characterized shape individual or group experiences of Peoples.
by negative stereotyping, racial discrimination and oppression.
discrimination, hate, and racial injustices. Racism is a social construct that
This is often based on assumptions about Islamophobia is prejudice, fear, and individuals belonging to a specific
their ethnicity and nationality. hatred of Muslims and the religion of race are inherently superior to other
Islam. It is motivated by institutional, races. This is often reflected in power
Anti-Black Racism is racism against ideological, political, and religious dominance, unequal privilege, and how
Black people and is deeply rooted in the hostility that transcends into structural people treat each other. This racially
history of enslavement and colonization. and cultural racism. inspired unequal treatment is sustained
by individual behaviours and attitudes as
Anti-Indigenous Racism is the lived Microaggressions are brief and well as systems of governance that work
and living experiences of Indigenous commonplace verbal or behavioural together to maintain the status quo.
Peoples in Canada manifested as indignities that communicate hostile,
racial discrimination, oppression, and derogatory or negative racial insults to a Recent Immigrant is a person
injustices. target group or person. who obtained a landed immigrant or
permanent resident status for
Disaggregated Race based Data is Public Safety is the maintenance up to five years of living in Canada.
data that is broken down into racial of public order focusing on ensuring
categories or distinct groups such as individual security, especially for persons Systemic Racism is a structured system
Arab, Indigenous, Black, South-East liable to be victims of racially motivated that equips a racial group with the
Asian, White, etc. This helps to better attacks or aggression in discriminatory power to dominate others in social,
understand how Indigenous, Black, situations. political, and economic areas over time
and diverse Racialized peoples are and generations. This is often reflected
experiencing the impacts of systemic Racialization is the process of in policies, programs, and practices that
racism and to inform delivery of racially constructing and putting into action, favor one racial group over others.
equitable programs and services. racial categorizations, stereotypes, and
over-generalization for the purpose Truth and Reconciliation is to share
Hate is intense dislike towards of continued subjugation, unequal and honor the history and authentic
individuals and groups, which leads to treatment, and social exclusion of experiences of the Indigenous
extreme aversion or hostility. “inferior groups”. community and to establish mutually
respectful relationships between
Hinduphobia is prejudice,
Indigenous and non-Indigenous people.
fear, hatred, destructive and derogatory
behaviours towards Hindus and
Hinduism.
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calgary.ca/anti-racism
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The City of Calgary Anti-Racism Strategic Plan 2023–2027

Dismantling Systemic Racism,

Aakipokkitsitsi’p Aisiistowamoatsisinni, Asawaao’ohtoo’p niipaitapiiysin:

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“ We have chosen the metaphor of the

– Dr. Linda Kongnetiman,

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Focus Area 5: Create Anti-Racist Safe Spaces and Processes .................................................. 29

Pathway to Dismantling Systemic Racism ....................................................................................... 31

Glossary of Terms ....................................................................................................................................... 32

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Ancestral Land Acknowledgment

Nose Hill Siksikaitsitapi Medicine Wheel

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The City of Calgary Anti-Racism Strategic Plan 2023–2027

A Message from Council

We’ll need to identify and shift our biases.

There will be many uncomfortable conversations if we are committed to calling

“While this work may seem difficult,

Calgary City Council

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A Message from the Executive Leadership Team

Executive Leadership Team

City Manager’s Office City Manager’s Office

Corporate People, Law,

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Call to Action The City of Calgary Anti-Racism Strategic Plan 2023–2027

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Impact on The City of Calgary Anti-Racism Strategic Plan 2023–2027

Over the years, Safeil had applied

To make matters worse, Safeil also

Safeil’s story highlights the need

The name in this story have been changed to

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The Racially-Just Calgary

“Being able to express yourself without fear

“Indigenous, Black and diverse

“Everyone can feel safe and have a sense

“A racially-just community is one that recognizes

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The Racially-Just The City of Calgary Anti-Racism Strategic Plan 2023–2027

“An organization where our employees as

“An anti-racist organization has everyone

“It would be like not needing to hide my cultural

“An anti-racist organization is where

“It’s also about “seeing colour” because you

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Calgary’s Racial Diversity

The most 3% Racialized

First and second-

Immigrant 6 /10 residents

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The City of Calgary Anti-Racism Strategic Plan 2023–2027

Commitment, Mission, and Audience of Focus

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Applying intersectionality Adopting an anti-colonial lens Monitoring and evaluation for

Leadership’s commitment to eliminating systemic racism

Storming, norming, and forming

Engaging community and employees

Co-developing solutions to address systemic racism that undermines a racially-just Calgary

Fear of retaliation or complicity

Perceived lack of leadership commitment to anti-racism

The need for anti-racism training and resources

Systemic changes that 2.1 Develop a disaggregated race-based data strategy

Systemic changes that 2.4 Develop a disaggregated race-based data framework/guideline

Systemic changes that 5.4 Create an anti-racism policy and statement