Inclusive Magazine - Junior Branch Brasil (English Version)

FIRST EDITION - 2021

Magazine on diversity and inclusion produced by Junior Branch Brazil

Organization and collaboration

Maria Isabel Siller

Larissa Otsuka

Victor Gajardoni

VIX

SJK

LDB

In 2019, JB Brazil saw the opportunity to offer a larger quantity of activities and projects about inclusivity. This demand didn’t show up only from the people in national leadership positions, but also from JBers, who constantly asked us how to approach certain themes in their local JBs. We saw the political and social scenario in our country and that practically forced us to think and build strategies aiming to minimize the impacts suffered by minorities, be it inside or outside of CISV. We started to think about ways to work such a wide reaching topic in the different spheres of our organization, and we proposed an activity for JB Brazil at the FOCA (a Brazilian event roughly translating to the National Training Forum) in 2019. This activity was part of a national project with the goal of starting a reflection and discussion about inclusivity and promoting empathy. We understood it was necessary to align the knowledge of the theme so that we could jump to action.

Maria Clara Barbosa

André Effgem

SSA

VIX

Camila Caldas SSA

Bárbara Betts

Ana Júlia Albuquerque

Luma Villas

RIO

BSB

SSA

Looking to consolidate our interest as Junior Branch to approach inclusion in CISV, the Inclusive magazine (the name translates roughly to a term of addition, to talk more about some topic, as well as the inclusivity meaning) has the goal of registering opinions and information on different subjects under this umbrella theme. We also want to guide discussions and prep work in regards to the educational content in our organization, always basing our words in facts.

Pitching this project, we saw the opportunity to develop more personally our JBers beyond the Local Representative, LIGA (National JB Team) and NJR positions. We made an open call to develop this team that would work conceptualizing and creating the magazine, from the selection of topics to be approached to the development of the graphic project. Keeping all that in mind, we built, as a collective, this material from August 2020 to May 2021 and we hope it can contribute to debates and actions regarding inclusivity for the following years of CISV Brazil.

NJRs and LIGA 2019-2020

Contents

7

Welcome to CISV... or not

8

Glossary

10 12 14 18 20 24

CISV Brazil, but which Brazil are we talking about?

There will be no peace while there’s still racism Racist expressions we should not be using anymore Wait, let us give you a bit of context Our perspective of CISV need to be updated What does the acronym LGBTQIA+ mean?

26

LGBTphobic expressions to think about and not use

28

Demistifying neutral language

30

How can we use neutral language?

33

What are we doing to include more LGBTQIA+ people in CISV?

40

What is ableism?

40

Ableist terms and expressions that should be avoided

42

How is acessibility present in CISV’s day-to-day life?

44

Peace is not the absence of conflict

7

Welcome to CISV...

Before we start introducing themes and discussions, it is important to acknowledge that CISV, as an organization, is not fully inclusive. If the idea that CISV exists inside a bubble doesn’t make sense to you at this point in the magazine, as we raise our points in a simple, objective and didactic way, it will soon start to become clearer.

Translator’s note: This is a Brazilian magazine, made by Brazilian JBers to address CISV Brazil’s inclusion (or lack thereof). Of course there will be overlaps in subjects (that’s part of the reason why we’re sharing it with everyone in the international sphere!), but it’s very important to keep in mind that everything we talk about cannot be divorced from the reality and history of our country.

Firstly, we need to understand that this bubble, structurally, cannot even start to exclude a group it never included to begin with. How are we all equal, given that we live in such distinct realities? Our organization has an inclusive but shallow rhetoric. We are often questioned for the lack of representation and for commonly silencing “controversial” issues within CISV and it is exactly for this reason that opening channels for reflection becomes the simplest way to build a more inclusive society.

This first step is essential so that we can, from now on, become more comfortable in getting to know these topics. We do not provide the correct answers here - if they exist at all - but we are asking more questions and exposing you to different perspectives.

or not.

9

Glossary IJBC (International Junior Branch Conference)

Camp/program

where JBers from all over the world get together to learn and discuss different topics related to the organization, its beliefs and how to progress according to our needs.

Educational CISV programmes, built like summer camps that work via “learn by doing” the four CISV educational pillars. Usually last from a week to 28 days, be they national or international, with different objectives for each age group.

Global Conference

Delegation

CISV international conference where members from chapters all over the globe can discuss and be trained in important topics regarding the accomplishment of educational programs and how to best manage the organization.

Youth group led by a trained adult (leader), with the purpose of participating (and representing their chapter) in a CISV Camp. Each camp has a specific age group for their respective delegations, which average at about 4 participants.

Governing Board CISV International board of directors who are responsible for strategic decisions about the organization and anything regarding planning.

International Office (IO) Office in Newcastle Upon Tyne, in England, where CISV International employees are responsible for managing the organization.

NA/PA National Association and Promotional Association are the two classifications of countries associated with CISV International. They’re composed of one or more chapters.

Chapter CISV head offices inside a given country (NA) that promote in-person and online activities for associates who want the CISV experience.

Youth Meeting Latest program created by and for CISV, with the goal of developing our educational goals even deeper through a specific theme. It is divided into the following age groups: 12-13, 14-15, 16-18, 19++ and it happens nationally and internationally, lasting either one or two weeks.

Junior Branch (JB) Literally meaning the junior branch of CISV, we develop activities and events throughout the year, happening regardless of camps. Its main demographic is volunteers between the ages of 11-25 and focuses on developing leadership skills, local initiatives and engagement in the youth of the CISVer community.

R-07 The official document defining the rules and guidelines of the organization, to guarantee the safety of volunteers in events and programs inside CISV.

11 Translator’s note: This is a Brazilian magazine, made by Brazilian JBers to address CISV Brazil’s inclusion (or lack thereof). Of course there will be overlaps in subjects (that’s part of the reason why we’re sharing it with everyone in the international sphere!), but it’s very important to keep in mind that everything we talk about cannot be divorced from the reality and history of our country.

CISV Brazil, but which Brazil are we talking about?

The concentration of chapters in the southwestern region of the country, in addition to the white privilege and class privilege, reflect a stereotyped and restricted version of Brazil. However, the issue is not being who we are (white and privileged), because at the end of the day we can’t change our origins, but what we do - or don’t do - with this privilege. This Brazil, ruled by the idea of the southwestern stereotypes - especially São Paulo and Rio de Janeiro - is what many people know about it (something doesn’t seem right).

MAO

SSA BSB The Manaus chapter was an idea that started with Paulinha (long time participant from CISV São Paulo) moving there. The conversation about the viability of it started in 2016 and since then a lot has happened! The first delegation sent by them was for a Youth Meeting in Salvador, Bahia, in July of 2017.

Since then, the chapter has organized dynamics and leadership trainings, sent other delegations to national and international camps, promoted family meetings, as well as many other things.

BHZ AQA LDB

CPQ SAO SJK RIO SAO SJK

VIX

Brazil is a gigantic country, filled with so much diversity within its regions. Even though we don’t have very “few” chapters, especially when considering other NAs in a similar situation, we don’t have enough chapters to effectively represent Brazil’s diversity. Many Brazilian cities have fertile ground for the establishment of chapters, but logistical and communicative issues don’t allow it.

Our privilege interferes directly with our reality and, therefore, with our perception of Brazil, just like other people’s realities impact their understanding.

Our privilege allows us to hear and learn about other Brazilian realities and, even then, sometimes we don’t choose to listen. CISV has the power to unite different people who share the same desire to make the world more just, peaceful and diverse. The first step to achieve this goal is to recognize the need to turn the organization more and more inclusive each day, opening up space so that more people can share their realities.

13

There will be no peace while there is still racism Text written in partnership with Ana Eliza Nascimento CISV Vitória

What if we said the CISVer space was not as welcoming and diverse as we thought? What if we realized that, today, this space could be sickening to black people, for example?

This text, as well as enlightening the reader, brings current concerns about inclusion in CISV when we talk about social and racial issues. In this case we need to understand that CISV isn’t intrinsically and completely diverse just for including the LGBTQIA+ community.

Sometimes based in shallow discourse, some discussions conclude that: “CISV may be bad (aka discriminatory and prejudiced) to some specific groups because the organization is nothing more than a mirror of society”.But when does blaming society make it not the obligation of the global citizen to be responsible for your attitudes and aim for significant change? Because, after all, society is built by us, right?

Ana Eliza, the author of the statement which this whole text is based on, participated in CISV for a few years and she relates what she lived through in the organization: “In all of the events and programs I was a part of, I could count in the fingers - of one hand - how many black people were there. It bothers me to be in a space in which black people are so few and far between, when Brazil is mostly (55,8%) composed of this population.”

How do we justify that? Why is CISV so overwhelmingly white? Ana finishes: “[...] it is impossible to talk about inclusion of blackness in the CISVer space without talking about social inclusion. It can be shocking to some, but there’s a strict lifestyle a family has to have to financially support an educational trip [...]. The lifestyle is white, since they’re the one’s with the most access to quality education and occupy the best paid jobs. In contrast, black people occupy 72,7% of the poverty in Brazil.

When a few black families can overcome the financial barrier and get to CISV, they are faced with an organization with the purpose of discussing human rights and diversity, but without a very deep approach. The black volunteer or child will find themselves surrounded by white people with beautiful, promising and potent speeches, but very low conscience of their white privilege.”

“It’s the lack of deep discussions about privilege [and race] that makes this space not as welcoming to diversity” Ana, in 2018, while staffing a camp, was present for an activity with racist undertones. “So scarce are these debates in the formation of the active global citizen that, in consequence, we get, the planning and execution of racist activities in camps, for example. The impunity of the responsible party for breaking R-07 in the camp was an example of why the CISVer space is sickening to black people. The end to this story meant that racism is a practice so intimate to the structure of the organization, that there was nothing to be done.

Normalizing racial prejudice is, above all, forgetting the main objective of CISV: education for peace. Because there will be no peace while there is still racism.

15

Translator’s note: Since our original edition had expressions in Portuguese, and each country has their own different, complex, and difficult relationship with racism, we decided to pick only a few expressions in English that we felt weren’t exclusive to one country.

Racist expressions we should not be using anymore “Master bedroom/bathroom”

The phrase “master bedroom” first appeared in the 1926 Sears catalog, according to the real estate blog Trelora.

It was a feature of a $4,398 Dutch colonial home, the most expensive in the catalog, referring to a large second floor bedroom with a private bathroom. While it’s unclear whether the term is rooted in American slavery on plantations, it evokes that history. An easy alternative would be to call it a “primary” bedroom, for example.

“Indian style” “Cakewalk”

“Blacklist/whitelist”

In tech, a blacklist refers to a directory of specific elements, such as email addresses, IP addresses or URLs, that are blocked. A whitelist, by contrast, is made up of elements that are allowed.

Though the origins of those terms don’t appear to be directly connected to race, some argue that they reinforce notions that black=bad and white=good.

Many websites now use “blocklist” and “allowlist” as alternatives.

It’s what we call an easy victory, or something that’s easily accomplished.

The cakewalk originated as a dance performed by enslaved Black people on plantations before the Civil War. It was intended to be a mockery of the way White people danced, though plantation owners often interpreted slaves’ movements as unskillful attempts to be like them.

“Uppity”

It’s an epithet used by White people in the Jim Crow era to describe Black people they believed weren’t showing them enough deference. It’s far more malevolent than a synonym for “arrogant,” though. Per PBS’ long-running “American Experience” series, many Black men and women were lynched by White mobs for seeming too “uppity.”

While the phrase sitting “Indian style” is often associated with stereotypical portrayals of Native Americans, some experts believe the phrase means “lotus position,” a cross-legged meditation pose with roots in India. It was first used in the early 1900s in the U.S. and means sitting cross-legged, but is rarely used in schools anymore, experts said. The phrase “crisscross apple sauce” is used in place of the phrase.

“Mumbo jumbo”

Mumbo jumbo was first used in the 1700s in West Africa by travel writer Francis Moore in his book “Travels In The Interior Districts of Africa,” who described Mumbo Jumbo as a masked dancer who was involved in certain religious ceremonies.

Though the origin of this word is uncertain, experts believe the word derives from the word “Maamajomboo” from the Mandinka people of West Africa.

Village Camp, 2040

Village Camp, 1952

Wait, let us give you a little bit of context Doris Allen, a north-american psychologist born in Maine, created CISV in a post-war scenario. The union of people from different countries, nations and cultures was the main goal of the experience she envisioned. We know that the positive impact of this intercultural contact is felt by CISVers all around the world, but is it currently the organization’s main focus?

Building global friendships today should be viewed with more plurality.

The scenario has changed. We don’t live in a post-war world anymore.

Today, CISV should be a tool to unite different tribes, not to repair a global conflict, but to make the world a better place for all people. By all people we don’t just mean different regions and countries, but also different classes, skin tones and orientations.

We should think that CISV can effectively mitigate prejudice, embrace minorities and build a better future… While still building global friendships. CISV’s essence shouldn’t disappear, but we should let it be adaptable to our different life experiences as CISVers.

The reality is that, today, the main factor that prevents us from achieving this promising goal is the fact that we’re closed off in a bubble, one with very little diversity in all aspects. We share, in the CISV environment, a wide range of values on diversity without considering the abyss between our privilege inside of this bubble and the rest of society. So now you’re probably wondering, why don’t we just pop this bubble?

21

Our perspective in CISV needs to be updated Once we believe that the future of CISV is directly related to its adaptability to our current scenery, bursting the bubble becomes an act of love towards the different ways of living, different realities and ways of thinking that in and of itself can only add to the discussions within the organization. Wanting to burst the bubble is a synonym of wanting to understand the pain of those who suffer through prejudice. It means understanding and owning up to our privileges so we can use them in our path towards bigger societal transformation and, above all, wanting to give everyone the opportunity to live through the CISVer experience.

23

GENDER IDENTITY

The fact that we have participants and volunteers who are a part of the LGBTQIA+ community doesn’t mean that the CISV space is welcoming to them. When we think about bursting the bubble, one of the first things we need to understand is the difference between sexuality, biological sex and gender. Sexuality is linked to the sexual/romantic attraction someone feels for others, not being related to their biological sex. When we talk about biological sex, we’re referring to the genital organs someone possesses. And when we talk about gender, we can mention two spheres: gender identity and gender expression - those relate to the roles and expectations society has about behaviors, thoughts and characteristics that accompany the sex atributed to someone.

woman

non-binary

How you think about yourself and define your gender, taking into account how much you align (or not) with your understanding of gender.

SEXUAL ORIENTATION

heterosexual

Here we have a little CISVer doll that shows more visually the differences between gender identity, gender expression, sexual orientation and biological sex. The arrows represent spectrums, and the names below them are just some examples of existent classifications, not all of them.

androgynous

bisexual

homosexual

asexual pansexual Your sexual/romantic orientation is defined by who you involuntarily are attracted to and/or who you choose to be in a romantic relationship with.

GENDER EXPRESSION feminine

man

BIOLOGICAL SEX

masculine female

How you present your gender with actions, clothing, behaviors based on society’s gender roles and norms.

intersex

male

Traits related to the biological sex you were born with and developed, including genitals, voice pitch, hormones, cromosomes, etc.

25

L = Lesbians

Women who feel affective/sexual attraction only for the same gender, that is, other women.

G = Gays

Men who feel affective/sexual attraction only for the same gender, that is, other men.

What does the acronym LGBTQIA+ mean?

B = Bisexuals

People who feel affective/sexual attraction to male and females.

T = Transgender

Being transgender is not related to sexual orientation, but refers to people who have a different gender identity from that assigned at birth. Unlike cisgender people, who match the gender identity assigned at birth.

Q = Queer

Literally, the word means “strange” and has been used to offend LGBTQIA+ people. However, the community appropriated the term and today it is a way to designate everyone who does not fit into heterocisnormativity, which is the compulsory imposition of heterosexuality and being cisgender.

I = Intersex

The intersex person is between female and male. Their biological combinations and bodily development - chromosomes, genitals, hormones, etc - do not fit the binary norm (male or female).

A = Asexual

Asexuals are not sexually attracted to other people, regardless of gender.

There are different levels of asexuality and it is common that these people do not see human affective and sexual relationships as a priority.

+ = other identities

The + is used to include groups of other sexual orientations and gender identity.

This includes pansexuals, for example, who are attracted to other people regardless of gender.

27

LGBTphobic expressions to think about and not use “Homossexualism” It can seem very simple, and many people fall into this mistake, but the correct form is ‘homosexuality’, not ‘homosexualism’. The suffix ‘ism’, used until the 90’s gives the connotation of illness or ailment. Because of this, it was largely criticized and stopped being used.

“It’s just a phase” Any variation of this phrase, even if wellintentioned, is really invalidating for any LGBT+ person - be it because the person doesn’t want to believe them, thinks they need more “experience” or are too young - since it has its root in someone else’s idea of you, instead of your own.

Respecting someone else sharing a part of themselves to you is key in supporting them.

“You can be gay, but you don’t have to let everyone know” “You can be a lesbian, but you don’t have to dress like a man” Anyone, independent of their sexuality, can dress however they please. Many women, lesbians or not, feel much more comfortable wearing clothes considered ‘masculine’, and there’s no issue with that.

“What a waste...”

When some people find out a person whom they find attractive is not attracted to their gender (or are in a relationship with someone of the same gender), it’s common for them to say things like ‘what a waste’. This is offensive because it puts heterosexuality in a superior space, reinforcing society’s norm.

“Can you folks not touch or kiss in front of my children? They wouldn’t understand.”

Honestly, children can understand that as a sign of affection as long as their parents teach them that there’s nothing “weird” about the scene. How about showing your children that independent of their sexuality, love can be beautiful in any way?

It’s okay to be gay and to let everyone know too (usually said when gay men act ‘affeminitely’)! This type of phrase ends up limiting people to behave and feel how they’d like to feel: free. Researcher Judith Butler calls it “gender performance”.

She explains that it’s not correct to marginalize people who don’t fit in the expectation of masculinity or femininity.

“You don’t even look gay” The problem with saying this, is in the fact that there’s no ‘right’ way to be gay, lesbian or any other gender or sexuality.

When someone ends up saying something of the sort, it only goes to show how deeply rooted in our society these stereotypes are.

“You really look like a real man/ woman, could’ve fooled me!”

No trans person is trying to fool anyone, and the idea that they are is harmful because it sets up their whole identity to be a lie or performance. We also need to consider why a trans man is not a ‘real man’ or a trans woman a ‘real woman’ (we suggest rereading a few pages back).

“I’m not a homophobe, I have gay friends!”

Having a gay friend doesn’t mean you’re not prejudiced in some level, since this is very different from seeing them, truly, without reproducing LGBTphobic behaviors and speeches.

“You know that gay/lesbian…?”

Someone’s sexuality should not be a reference to cite them in the third person.

No one uses heterosexuality as a trait to refer to someone as. In that case, homosexuality should also not be used as someone’s main trait to be referred as.

29

Translator’s note: It’s very important to keep in mind, again, that this is a Brazilian magazine. In this section we will be talking through the lens of our language and culture. In the next section we will be diving more into the English neutral language. Enjoy!

Demistifying neutral language When we talk about inclusion, we should always take language into account, especially oral and written language. Many times, even without noticing, we can end up excluding some people just for the way we talk and write, which can make them feel uncomfortable and invisible.

One of the most well known issues with language in Brazil is linguistic sexism. Since, in Portuguese, our words are gendered, and the masculine is used to make generalizations, many times people who identify with other genders are ignored and erased from history and its events. This can make it so that they’re forgotten, and even without intending, make it so that sexism is even more accentuated in society.

Even though linguistic sexism is a very relevant and important question, another issue we find is the binary issue in Portuguese. In our native language, many adjectives, nouns and pronouns are subject to having their masculine and feminine versions and, therefore, represent these two genders. Because of that, not everyone feels included in this pattern, like, for example, is the case of non-binary* people. They are often erased from society, many times starting with the non-inclusive language. This has been more and more discussed in society, mainly in the LGBTQIA+ movement.

Because of that, implementing a neutral and inclusive language that goes beyond the gender binary, including and respecting people who have often been excluded from society, has become an important topic inside the topic of inclusion. The same way alterations in society (such as the increase in non-binary visibility) are putting in the forefront changes in language, we also expect these changes to bring about even more significant and positive alterations in the way we relate to others when we talk about different gender identities. * Non-binary is an umbrella term that encompasses gender identities that don’t fit in the binary gender ideas of society (a.k.a. men or women).

31 Translator’s note: The original piece in our magazine explores neutral language in our native tongue - Portuguese. If you know it, or are trying to learn it, we suggest giving it a read. Otherwise, this text is adapted for English, which follows different rules altogether.

Whithout neutral language:

How can we use neutral language?

The main question when we talk about neutral language is neutral pronouns in speech and writing. Since nonbinary people don’t fit in the male or female gender binary, they often do not feel represented by the “he” or “she” pronouns that follow them around. In the English grammar, the plural pronoun “they” does not have a gender associated with it.

just because of the way someone chooses to present themselves, it’s important to always ask someone which pronouns they prefer to be used when talking to/ about them. The more we ask, the more that practice is normalized - and it’s very important to normalize it in the most diverse contexts and places if we want to include everyone.

Because of that, many non-binary people and LGBTQIA+ activists have been reclaiming this plural pronoun with the intent of using it as a third option, a neutral pronoun as an alternative to the binary options we already have.

Even though English is not a completely gendered language like Portuguese, it’s not immune to everyday sexism in the way we speak/write. For example, it’s very common for people to assume a certain profession is exclusive to a certain gender. Often when a nurse is not a woman, people make sure to remark how they’re a male nurse - as if the neutral “nurse” profession was gendered. It’s important to keep that in mind and not fall into those pitfalls.

Since not every non-binary individual uses neutral pronouns, nor can you assume someone is of a specific gender

Some people, through the guise of “defending the English language” or “defending ‘good’ grammar’”, will say

With neutral language:

The boys and girls at secondary school took a test.

The students at secondary school took a test.

The female doctor, male nurse, male secretary or any other assumed gendered profession.

The doctor, the nurse, the secretary.

I saw her walking right past the lake.

I saw them walking right past the lake.

That man in table 5 ordered a coffee.

That person in table 5 ordered a coffee.

Chris’ mom will pick him up from school.

Chris’ parent will pick them up from school.

since they and them were originally third person plural pronouns, that they shouldn’t be used to refer to one person.

In truth, we have been using they/them to refer to someone whose gender we are unsure of for longer than they imagine (Emily Dickinson herself using it in 1881) - people are just resistant to respecting different gender identities.

GOALS

What are we doing to include more LGBTQIA+ people in CISV? All of these texts were written based on Paula’s (Former Brazilian NJR and actual IJB Team member) statement and answers, more specifically on the “LGBTQIA+ Working Group” project from CISV International.

The working group was created internationally with the purpose of working out ways of including LGBT people inside CISV. It aims to achieve its goal through different ways: through reformulating long existing politics inside the organization, thinking in many different inclusivity methods in training, and working with the CISV educational content.

PAULA’S NOTE! “Many of the answers I’m giving are my personal vision about things, so it’s not necessarily the working group’s official vision. So just keep in mind that I’m bringing much of what’s my personal baggage and my understanding of the work on CISV and the organization itself.”

[Watch video A clicking here]

THE MEMBERS

The working group tries to be as diverse as it can be inside the organization.

Even though the majority of the people in it are european, all the geographic regions in CISV are represented (America, Europe-Middle East-Africa and Asia-Pacific). The group also has representatives from different CISV spheres, with participants in the Governing Board, the International Office, country representatives and JB representatives. This last group is represented by Paula, and it’s her job to make the connection between JB and the working group.

ou think What do y pter/ your Cha ISV NA and C nal can Internatio ome do to bec sive more inclu TQ+ GB with the L y? communit

2018’S PANEL: “ADDRESSING GENDER DIVERSITY IN CISV”

35

“Addressing gender diversity in CISV” was a panel organized by canadian CISVer Blair and realized at the 2018’s Global Conference. Paula says she ended up joining this panel almost accidentally and participating along with 5 other people, in front of many others. She relates that it was a very incredible experience for her personally, as well as for CISV as a whole, as it set in motion many different debates.

The panel was the first space in which the LBGTQIA+ community was so openly spoken about inside CISV. Because of that, as well as because it was so public and mentioned so many sensitive topics, there was great visibility for this community inside the organization.

ACTIONS

Some of the actions realized by the working group since its recent creation: 1- The elaboration of an extensive and detailed report about CISV’s actual situation:

- Detailing of the current antidiscrimination politics of the organization;

- Antidiscrimination content that CISV already has;

- The working group’s suggestions about these topics.

2- Forwarding of a report to the Governing Board:

As many debates were put on display that had never been approached beforehand, and that many people hadn’t thought about before, it may have even been shocking, in a way. The audience was very diverse and numerous, and the results were positive - a success. After the panel was over, many people started talking about the discussion and appeared interested in bringing concrete change to CISV.

Therefore, after the panel, this debate in relation to the LGBTQIA+ community and gender diversity came to the forefront and began to be discussed more explicitly in the organization at an international level. This brought the LGBTQIA+ working group to creation, also by Blair.

- Panel about the working group realized at the IJBC 2019;

- Sharing the working group’s work in different conferences.

Besides that, the recent creation of the working group was also due to the fact that the world is currently much more open in relation to gender identity and sexuality. Globally, society has gone through many different changes in the last few years and nowadays we have much more visibility and openness regarding these topics, which is reflected in CISV and allows that working groups such as these get created.

- Articulation with the international about what they understand and think of

the suggestions up until now.

3- Incentivizing of debates in various levels:

- Interaction of the working group’s work with other spheres inside CISV to

spark debates inside the whole organization;

4- Participation in the European meeting to talk more about this:

- AArticulation with other CISV spheres so that the work is organic.

37 PAULA’S NOTE! [Watch video B clicking here]

PROBLEMS FOUND 1. Issues regarding the programs The programs are still not equipped to include people of every gender, and that must be planned with much care so that they’re always safe and also always taken care of in the health department, for example. For that to happen, it is necessary to take into account the fact that CISV is present in various countries, which have laws, local customs, understandings and perceptions that are varied and different when it comes to the LGBTQIA+ community.

Therefore, as much as it is the wish of the organization to be able to send participants to the most varied countries, it’s necessary to take care and think about the cultural aspect of each of these places. To take people of the LGBTQIA+ community to programs in specific places, you must think carefully about many factors. This is due to issues that involve the safety of our participants, since CISV doesn’t always have 100% control of everything that happens in its programs.

2. Issues regarding the lack of anti discriminatory politics The CISV documents are very vague and don’t present detailed instructions on how participants must act in case of discrimination - not just against the LGBTQIA+ community, but also against any other minority. In that case, it is not clear how they can take more concrete actions that will get efficient results.

3. Issues regarding CISV rules The rules of CISV, mainly R-07, are generally written in a “what to do and what not to do” format, so they don’t consider that the problem of the organization isn’t related to that, but to the fact that people arrive at camps and events with very different values, due to the nature of CISV being intercultural and present in many different countries.

These rules documents should not focus on what you can and cannot do, but on deeper and more educational questions, like the practice of the CISV values.

Every person that is a part of the organization needs to understand the principles of diversity and inclusion that CISV values and that are threaded through its educational content and, therefore, it is necessary to find an effective way to work that and make sure every single participant understands these values.

Besides that, the punitive question in the rules regarding discrimination is also very vague, and doesn’t approach specific forms of discrimination.

4. Issues regarding interculturality [Watch vdeo C clicking here]

PAULA’S NOTE! “I believe that JB will be an incredible platform to achieve our goal. To me, the Junior Branch is the sphere that works with educational content in the most professional manner that I’ve ever seen inside CISV.”

FOLLOWING CHALLENGES According to Paula, there is much to learn with works that are being developed by other organizations. It is also necessary to articulate with different spheres and tools already existent in CISV, like our training, educational content and Junior Branch.

The working group frequently meets with the international training and educational content committees and these interactions have been very interesting. Much of the work in inclusivity isn’t only about changing the rules, but also about transforming the education promoted by CISV. Not long ago, it was discovered by the group that there was a previous working group that approached the theme of LGBTQIA+ inclusion (approximately in 2018), but that unfortunately, after a lot of work, it ended up being forwarded and didn’t bring forward any real structural change in the organization. This brought upon a lot of reflection for the actual working group, since it’s not something they want to happen again.

They’re still trying to get into contact with the people of the past working group, to try and understand what happened and to put these experiences on the radar so that the work can bring real concrete change in CISV this time.

The next step is to think about the CISV politics, not only punitive ones, but also articulation of values and how to work with the different spheres of the organization.

[Watch vdeo D clicking here]

FINAL CONSIDERATIONS [Watch vdeo E clicking here]

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What is ableism?

Ableism is the social prejudice and discrimination faced by people who have any type of disability. Ableism is rooted in society and derives from the social idea that a “normal” body does not have any disabilities or deficiencies. In our society, PWD (People With Disabilities) are seen as exceptions and the disabilities are viewed as traits that need to be fixed or corrected. A big accomplishment of the PWD community in Brazil was the proclamation of the Affirmative Action Law, (Lei de Cotas) in 1991, which guarantees a minimum percentage of PWD employees in companies, and the Brazilian Law of Inclusion (LBI) in 2015, which reinforces accessibility as a fundamental right.

Ableist terms and expressions that should be avoided: Tone deaf; Blind spot; Cripple or crippled; Lame; Imbecile; Stupid; Insane; Crazy; Dumb; Hysterical;

“Using the name of a diagnosis or of a physical trait in a pejorative manner reinforces the portrayal of people with disabilities as incapable, imperfect or without value.”

Source: Revista Trip

Using “bipolar” or “OCD” as adjectives Doing so not only downplays the struggles faced by those who struggle with their mental health, but also stigmatizes mental health disorders in our society.

Saying someone “suffers” from a disability People often use the term “suffering” to describe disabilities because they understand disabilities as painful conditions that need “fixing”. However, it is known that disabled people can live fulfilling lives just like anyone else.

“Falling on deaf ears” This expression not only perpetuates stereotypes but also misrepresents the reality of the situation it describes. Being deaf is an involuntary state, whereas hearing people who let requests “fall on deaf ears” are making a conscious choice to ignore them.

Saying someone is “wheelchair bound” or “confined to a wheelchair” This expression implies that using wheelchairs is imprisoning, when, in reality, many wheelchair users say using their wheelchair brings them freedom.

Saying someone is “differently abled” This term is viewed by the disabled community as an euphemism for disabilities, and it contributes to the ableist belief that disabilities are inherently negative.

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How is acessibility present in CISV’s day-to-day life?

Did you know that there is a national law in Brazil that guarantees accessibility in buildings, real estate and urban equipment? The Law of Accessibility (Lei da Acessibilidade in portuguese) (10.098/2000) was officialized by Decree n° 5296 in 2004 and establishes norms and criteria while keeping in mind the concept of “universal design” (a term used to designate projects that create products or environments which can be used by all people, without restrictions). The law uses the technical references established by ABNT (Brazilian Association of Technical Norms) in their norm ABNT NBR 9050, updated in 2020.

The main objective of implementing these norms is related to the importance of autonomous, independent and safe use of environments, buildings, real estate and urban equipment by everyone.

Building an inclusive environment in CISV means guaranteeing that all people have accessibility in camps, trainings, minicamps etc. For that to be possible, we need to look more carefully to the physical spaces that host these events: our campsites. With that in mind, we listed below a couple of things that should be taken into consideration when choosing a location: - Ramps or elevators that allow access to all facilities; - Enough space for wheelchairs to be able to circulate and rotate; - Restrooms and bedrooms suited for people who use wheelchairs; - Eating spaces with tables and counters adapted to people who use wheelchairs; - Tactile floors to indicate routes; - Braille maps to indicate routes; - Routes without obstacles to help those who are visually impared and use walking sticks.

It is always worth it to look for more accessible locations and encourage our partner campsites to adapt their spaces, making them more accessible.

The norm cited above addresses multiple situations for different types of constructions and more flexible criteria (which are not less effective) for older buildings. Inclusion should be thought of before it is requested, which will allow us to slowly welcome more people into our organization.

45

Peace is not the absence of conflict According to the Cambridge dictionary, peace means: 1. Freedom from war and violence, especially when people live and work together happily without disagreements; 2. The state of not being interrupted or annoyed by worry, problems, noise, or unwanted actions.

Although this is the definition we see in the dictionary, on a daily basis, even though we are not experiencing legitimate conflicts in Brazil, we do not live in peace. Many situations we see on TV news and social media show us that in reality, one chooses who will live in peace and who won´t.

Daily examples of this reality are stamped on the names of Marielle, João Pedro, Ágatha, Miguel, João Alberto and many others.

If we look at the statistical data, it is a fact that the number of deaths per violent conflict in Brazil is much higher in places of vulnerability within our society.

So we keep asking ourselves…. Peace for whom?

We were able to identify the social bubble that we live inside CISV, and we end up questioning ourselves daily about our privilege in not experiencing this other Brazil that we just mentioned. But…. will we be at peace too?

Peace is not simply the absence of conflict, but knowing how to deal with its articulation to the point of reaching a common element between two or more parts.

As much as we are not feeling in our skin what people in situations of vulnerability do, we feel hurt inside. We can not leave things as they are, it is not fair. As individuals we always seek to act as a group, mobilizing people close to look at each other and proceed as if they were the ones going through these situations. This look of empathy is important, which is also a fundamental element for peace.

We participate in a non-governmental organization whose mission is to educate and inspire actions for a more just and peaceful world. CISV was founded on the belief that peace is possible through building friendship and mutual understanding. The young participants develop all their potential as future leaders and active citizens to make a difference in their communities and in the world.

Having the privilege of being part of the Cisvian community brings a lot of learning and a lot of responsibility. Here many people have the opportunity to be in a place they feel at home and can be themselves, without feeling ashamed or afraid. Learn to dialogue with other people respectfully and take into account differences.

Working with diversity and inclusion, the central theme of this magazine, made us build together the reality we want to live in. It made us question how we can act to transform Brazil into a more inclusive country.

We asked ourselves: how can we contribute to a change in the daily life of people in our country and in our organization?

Research fonts: The Origin of the Master Bedroom

https://www.trelora.com/blog/master-bedroom-origin/

“Blacklists” and “whitelists”: a salutary warning concerning the prevalence of racist language in discussions of predatory publishing https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6148600/

Ballroom, Boogie, Shimmy Sham, Shake: A Social and Popular Dance Reader

https://www.google.com/books/edition/Ballroom_Boogie_Shimmy_Sham_Shake/ zCSDBjRqC5EC?hl=en&gbpv=1&dq=cakewalk+slavery&pg=PA56&printsec=frontcover

Lynching in America

https://www.pbs.org/wgbh/americanexperience/features/emmett-lynching-america/

Everyday words and phrases that have racist connotations

https://edition.cnn.com/2020/07/06/us/racism-words-phrases-slavery-trnd/index.html

Here are some commonly used terms that actually have racist origins

https://abcnews.go.com/Politics/commonly-terms-racist-origins/story?id=71840410

12 Common Words and Phrases You May Not Realise Are Ableist

https://www.popsugar.com.au/fitness/common-phrases-that-are-ableist-48080654/

The harmful ableist language you unknowingly use

https://www.bbc.com/worklife/article/20210330-the-harmful-ableist-language-youunknowingly-use

Why You Need to Stop Using These Words and Phrases

https://hbr.org/2020/12/why-you-need-to-stop-using-these-words-and-phrases

JB Brazil would like to thank the team who worked on developing, executing and translating this project, for the incredible collaboration in starting off this discussion around diversity and inclusivity in a deeper and more thoughtful manner in our organization.

Thank you for the wonderful work you guys made!

NJRs and LIGA 19’-20’