Anti-Racism & Allyship Pocket Guide 2025
Written
Olivia Mensah
by
Illustrated by Kaci MacCallum
TAWÂW – WELCOME
Tawâw (ᑕᐚᐤ) – a Plains Cree word meaning “There is room” or “Come in, you are welcome.” It reflects the values of hospitality, inclusion, and respect – the foundation of antiracism work.
Ninanâskomon (ᓂᓇᓈᐢᑯᒧᐣ) - Thank you for picking up this Anti-Racism & Allyship Pocket Guide. Whether you seek to deepen your understanding, navigate difficult conversations, or take action, this guide is here to support you. Workplace racism has lasting effects on individuals and organizations, but meaningful change happens when we choose to listen, learn, and act.
Inside, you’ll find practical strategies to recognize and address harmful behaviors, support colleagues facing discrimination, and foster a culture of equity, respect, and allyship. Your commitment to this work is critical. Together, we can build environments where everyone feels seen, heard, and valued.
Let’s begin.
Thank you to the SMA EDI Committee, Dr. Nnamdi Ndubuka, and Dr. Tracy Danylyshen-Laycock for their foundational work and thoughtful review of this Anti-Racism & Allyship Pocket Guide.
Disclaimer: This guide is a supplementary tool and should be used alongside comprehensive training on anti-racism, microaggressions, allyship, and upstander practices offered by the SMA and other professional organizations. It does not replace indepth learning, professional advice, or organizational policies on equity, diversity, and inclusion.
INTRODUCTION:
Racism in the workplace takes many forms – microaggressions, racial mobbing, and gaslighting − contributing to hostile environments that undermine equity, diversity, inclusion, and well-being. Addressing these issues requires both individual and collective action.
Anti-racism work aligns with the CMA Code of Ethics and Professionalism and the CPSS Code of Conduct to uphold ethical conduct, cultural competence, and patientcentered care. It advances these expectations by promoting awareness, accountability, and actions that contribute to safer, more equitable work and care environments.
This Anti-Racism & Allyship Pocket Guide provides tools to recognize and respond to harmful behaviors, advocate for yourself and others, and foster a culture of respect and accountability. By actively challenging bias and disrupting systemic racism, we can create a more just and inclusive workplace for all.
Your reality is valid. Don’t let racism silence you. Speak up, set boundaries, and lean on your community for support.
Ways to connect and take action:
SMA Equity, Diversity & Inclusion Website
SMA Physician Health Program (PHP)
Regina: 306-359-2750
Saskatoon: 306-657-4585
SMA EDI Report or Complaint Submission Form
Physicians for the Future: Anti-Racism Training for Physicians (CMEP 01E)
9 Use Inclusive Language – Ask patients about preferred names, pronouns, and cultural preferences. 9 Check Implicit Bias – Reflect before making assumptions based on race, gender, or socioeconomic status.
Ensure Equitable Care – Advocate if a patient’s concerns are ignored due to bias.
Mentor & Sponsor – Help underrepresented physicians with guidance & career opportunities.
Amplify Voices – Ensure diverse perspectives are heard in meetings & leadership. 9 Address Microaggressions – Speak up when bias affects your colleagues.
9 Support EDI Initiatives – Join diversity committees & attend learning sessions.
Advocate for Change – Push for fair hiring, promotions & reporting policies.
Advance Health Equity – Ensure diverse representation in research & clinical trials. 9 Stay Informed – Read about racism in medicine & health disparities. 9 Stay Engaged – Participate in events and initiatives that promote EDI.
Microaggression Guide
Microaggressions are subtle, often unintentional, comments or behaviors that communicate bias, stereotypes, or discrimination toward marginalized groups. They can be verbal, nonverbal, or environmental and typically reflect underlying societal prejudices.
TYPES OF MICROAGGRESSIONS:
1. Micro-assaults – Explicit, intentional derogatory remarks or behaviors, such as racial slurs or avoiding certain groups.
2. Micro-insults – Subtle, often unintentional comments that demean someone’s identity (e.g., “You’re so articulate” to a person of color).
3. Micro-invalidations – Comments that dismiss or negate the experiences of marginalized groups (e.g., “I don’t see color”).
EFFECTS OF MICROAGGRESSIONS:
• Cause emotional distress and feelings of exclusion.
• Reinforce systemic inequalities in workplaces, education, and healthcare.
• Lead to chronic stress, impacting mental and physical well-being.
QUICK RESPONSES:
1. Recognize Microaggressions
• Subtle verbal, behavioral, or environmental slights.
• Often unintentional but reinforce biases.
• Common in workplaces, education, and healthcare.
2. Respond in the Moment
• Pause & Assess – Is it appropriate/safe to address now?
• Seek Clarity – “Could you clarify what you meant by that?”
• Use “I” Statements – “I felt uncomfortable when I heard that.”
• Encourage Reflection – “Did you mean for that to come across as dismissive?”
• Offer an Alternative – “A better way to say that might be…”
3. Address as an Upstander
• Support the Targeted Person – “I noticed that, are you okay?”
• Call It Out with Care – “That comment could be interpreted as…”
• Redirect the Conversation – “Let’s take a step back and reconsider that statement.”
4. Prevent Microaggressions
• Educate Yourself & Others – Learn about unconscious bias.
• Practice Active Listening – Validate different experiences.
• Foster Inclusive Spaces – Speak up when witnessing bias.
• Encourage Feedback – Create open discussions for growth.
Racial Mobbing Guide
Racial mobbing occurs when a group of colleagues or supervisors systematically target, isolate, or harass an individual due to their race. It often includes bullying, exclusion, gaslighting, and sabotage that harm the victim’s well-being and career.
SIGNS OF RACIAL MOBBING
• Exclusion & Isolation – Being left out of meetings, decisions, or social events.
• Undermining Work – Unfair criticism, excessive scrutiny, or withholding key information.
• Spreading Misinformation – False accusations, gossip, or damaging rumors.
• Gaslighting & Discrediting – Dismissing concerns as “paranoia” or labeling the victim as “difficult.”
• Career Sabotage – Blocking promotions, unfair performance evaluations, or excessive workloads.
Turn to page 19 for key EDI terminology. A quick review will help ensure shared language and understanding.
STRATEGIES TO ADDRESS RACIAL MOBBING
1. Document Everything
• Keep a record of incidents, including dates, times, people involved, and exact words/actions.
• Save emails, messages, or written proof of discrimination or exclusion.
• Identify patterns of behavior to strengthen your case.
2. Set Boundaries & Respond Strategically
• Call out mobbing behaviors in real-time: “I noticed I wasn’t included in this decision – can you clarify why?”
• Stay professional & composed – avoid reacting emotionally in ways that could be used against you.
• Use strategic questioning to challenge unfair treatment: “Can you provide examples of why my work is being criticized?”
3. Seek Support & Build Allies
• Identify workplace allies who recognize the issue and can support you.
• Seek mentorship from someone with influence who can advocate for you.
• Talk to HR or a trusted leader – but be aware of power dynamics before reporting.
4. File a Formal Complaint (If Safe & Necessary)
• Know your workplace policies on harassment and discrimination.
• Consult legal or SMA representatives for guidance before filing a complaint.
• Present a strong case with documented evidence and specific examples.
5. Prioritize Your Well-being & Plan Your Next Steps
• Seek therapy, counseling, or professional support if mobbing affects your mental health.
• Explore options (e.g., job transfer, external legal action, or finding a new position).
• Remember: Your worth is not defined by a toxic work environment.
Racial mobbing is a form of systemic abuse. Protect yourself with documentation, strategic responses, and support systems. You deserve a safe and respectful workplace.
THE MEDICINE WHEEL & ANTI-RACISM
The Medicine Wheel is a sacred Indigenous symbol representing balance, and the interconnectedness of the whole and its parts. With four quadrants symbolizing mental, physical, emotional, and spiritual, it emphasizes living in harmony and respecting all beings.
For anti-racism work, the Medicine Wheel serves as a guide to restoring balance in medicine by addressing systemic inequities, supporting marginalized colleagues, and promoting inclusion. Its key lessons include:
1. Balance: Just as the Medicine Wheel promotes well-being in all areas of life, anti-racism seeks to balance power and equity in healthcare.
2. Interconnectedness: Racism affects not just individuals but the entire system, and addressing it benefits all.
3. Respect and Responsibility: The Wheel emphasizes empathy, accountability, and allyship.
4. Lifelong Learning: Change is continuous, like the Wheel’s cycle, and requires ongoing growth and reflection.
By following these teachings, we sustain a healthcare system rooted in equity, respect, and collective well-being.
Racial Gaslighting Guide
Racial gaslighting occurs when someone’s lived experiences with racism are dismissed, questioned, or invalidated – causing harm and self-doubt and undermining efforts to address systemic racism.
RECOGNIZING RACIAL GASLIGHTING:
Common Phrases & Tactics:
• “Are you sure that happened?” Dismissing the experience
• “You’re overreacting.” Minimizing emotional response
• “I don’t see color.” Denying racial realities
• “That’s not racism, they didn’t mean it that way.” Excusing the behavior
• “You’re being divisive.” Silencing conversations on racism
• “Racism doesn’t exist. Focus on other matters.” Denying racism
STRATEGIES TO ADDRESS RACIAL GASLIGHTING:
Call It Out & Educate When Possible
• Challenge dismissive language: “Saying ‘I’m overreacting’ dismisses real concerns.”
• Use facts & historical context: Gaslighting thrives on misinformation − counter with data.
• Encourage reflection: “Why do you think my experience makes you uncomfortable?”
Trust Your Lived Experience
• Name what’s happening: “This is a form of racial gaslighting.”
• Remind yourself: Your experience is real, even if others dismiss it.
• Keep a record of incidents if necessary.
Set Boundaries & Redirect the Conversation
• Refocus on the issue: “Let’s not deflect − let’s address the impact of what was said.”
• Push back against dismissal: “Dismissing my experience doesn’t change the fact that it happened.”
• Don’t engage in self-doubt: You don’t need to over-explain or seek validation.
Seek Support & Community
• Talk to allies & mentors who understand systemic racism.
• Build a support network to validate your experiences.
• Report when necessary (if in a workplace or institutional setting).
Take Care of Your Mental & Emotional Well-being
• Recognize the emotional toll of repeated gaslighting.
• Step away if needed − you don’t have to prove your experience to everyone.
• Engage in self-care and prioritize healing.
Be an ALLY to the victim
• Recognize that you have an internal defensive response to racism.
• Call it out! “This is a form of racial gaslighting.”
• Affirm the victim’s feeling: “I saw what happened.”
• Report when necessary if in a workplace/institutional setting.
• Uplift the voices of racialized groups.
Ally & Upstander Guide
Allyship is an active, consistent, and ongoing practice of unlearning, re-evaluating, and using privilege to operate in solidarity with equity deserving groups.
KEY PRINCIPLES OF ALLYSHIP:
• A continuous effort to earn the status of an Ally through actions, not just words.
• Recognizing that impact matters more than intent − if harm is caused, take responsibility and change your behavior.
• Embracing discomfort, courage, and humility in advocating for others.
I AM AN ALLY WHEN I:
9 Listen − and listen again.
9 Speak up against discrimination, instead of waiting for others to.
9 Educate myself and others on exclusion and discrimination.
9 Share power and uplift marginalized voices.
9 Unlearn biases and examine my assumptions.
9 Acknowledge my privilege and use it to advocate for others.
9 Commit to ongoing learning and growth.
HOW TO PRACTICE ALLYSHIP – A.L.L.Y.
A lways Centre the Impacted
Prioritize the needs of affected communities. Ask how you can support them effectively.
L isten & Learn
Seek out the voices and experiences of those facing oppression. Reflect, unlearn biases, and change behavior.
L everage Your Privilege
Use your privilege to amplify marginalized voices. Intervene in discrimination – support the target and disrupt the situation.
Y ield the Floor
Speak less, listen more. Recognize when to step back and create space for diverse voices.
BYSTANDER VS. UPSTANDER
Bystander – Someone who is present but does not act.
Upstander – Someone who:
• Recognizes injustice and acts.
• Speaks up to educate and promote inclusive behavior.
• Prevents harm by raising awareness and interrupting discrimination.
5 D’S TO ADDRESS RACISM IN REAL TIME
(Adapted from Dr. Kimberly Manning’s 5 D’s bystander intervention strategies.)
D
isplay Discomfort: Express nonverbal discomfort to show you noticed something wrong or inappropriate.
Example: Furrow your brow. Frown. Shake your head. Do anything, EXCEPT pretend like nothing happened.
Best for: In the moment when something does not feel right.
D
irect: Address the situation head-on.
Example: “That comment was inappropriate and harmful.”
Best for: When you feel safe and comfortable speaking up immediately.
D
istract: Shift the conversation or change the subject to deescalate the moment.
Example: “Let’s get back to the main point of the discussion.”
Best for: Situations where a direct approach may not be safe or effective.
D elegate: Involve someone with more authority or influence to address the issue.
Example: Talking to an ally, a supervisor, or HR to intervene. Best for: When you need support or escalation to create change.
D
elay: Address the issue later when the moment feels right.
Example: “I’d like to check in about something you said earlier − can we talk?”
Best for: When immediate confrontation may not be effective or safe.
True allyship is a lifelong commitment – it’s not about being a hero, but about standing in solidarity with racialized and equity deserving groups.
CLOSING MESSAGE
Ninanâskomon (ᓂᓇᓈᐢᑯᒧᐣ) − Thank you for taking the time to engage with this Anti-Racism & Allyship Pocket Guide. Meaningful change begins with awareness, action, and allyship. By committing to this work, you are helping to build a more equitable, respectful, and inclusive workplace.
In the spirit of Wîcihitowin (ᐄᐧᒋᐦᐃᑐᐏᐣ) – “helping one another” – let us continue to support, uplift, and stand together against racism. Change is a shared responsibility, and every step forward counts.
Ninanâskomon for your commitment.
EDI Terminology
Allyship: An active, consistent, and ongoing practice of unlearning, re-evaluating, and using privilege to operate in solidarity with equity deserving groups.
Anti-Black Racism: A specific form of racism, rooted in the history and experience of enslavement, that is targeted against Black people. These are the policies and practices rooted in Canadian institutions, such as education, healthcare, and justice, which mirror and reinforce beliefs, attitudes, prejudice, stereotyping, and/or discrimination towards people of African, Black, and Caribbean descent.
Anti-Indigenous racism: The ongoing race-based discrimination, negative stereotyping, and injustice experienced by Indigenous peoples within Canada. It includes ideas and practices that establish, maintain, and perpetuate power imbalances, systemic barriers, and inequitable outcomes that stem from the legacy of colonial policies and practices in Canada.
Anti-racism: A process, an approach, and a systematic method of analysis and a proactive course of action. The approach recognizes the existence of racism, including systemic racism, and actively seeks to identify, prevent, reduce, and remove the racially inequitable outcomes and power imbalances between groups and the structures that sustain these inequities.
Bias
Explicit (conscious) - a person is very clear about their feelings and attitudes, and related behaviors are conducted with intent. This type of bias is processed neurologically at a conscious level as declarative, semantic memory, and in words. Conscious bias in its extreme is characterized by overt negative behavior that can be expressed through physical and verbal harassment or through more subtle means such as exclusion.
Implicit (unconscious) - operates outside of a person’s awareness and can be in direct contradiction to a person’s espoused beliefs and values. What is so dangerous about
implicit bias is that it automatically seeps into a person’s affect or behavior and is outside of the full awareness of that person.
BIPOC: An acronym standing for “Black, Indigenous or person/ people of colour.” This term is used to describe any person who is not white (although racism affects different groups differently).
Bystander: Someone who is present but does not act.
Cisgender: Describes someone whose internal sense of gender corresponds with the sex the person was identified as having at birth.
Disability: A complex phenomenon reflecting an interaction between features of a person’s body and mind and features of the society in which they live.
Discrimination: The act of treating someone differently based on some aspect of their identity.
2SLGBTQIA+: An acronym for two-spirit, lesbian, gay, bisexual, transgender, queer, intersex and asexual, while the “+” stands for other ways individuals express their gender and sexuality outside heteronormativity and the gender binary.
Equity: The absence of barriers, biases and obstacles that impede equal access and opportunity to succeed in society.
Equity-deserving groups: Equity-deserving groups are communities that experience significant collective barriers in participating in society. This could include attitudinal, historic, social and environmental barriers based on age, ethnicity, disability, economic status, gender, nationality, race, sexual orientation and transgender status, and so on. Equity-deserving groups are those that identify barriers to equal access, opportunities and resources due to disadvantage and discrimination and actively seek social justice and reparation.
Gender identity: How an individual perceives and calls themselves that reflects their innermost and authentic gender, which may or may not correspond to sex assigned at birth. Gender-diverse people identify with a gender outside the male/female binary.
Indigenous people: “Indigenous peoples” is a collective name for the original peoples of North America and their descendants. The
Canadian Constitution recognizes 3 groups of Indigenous peoples: First Nations, Inuit and Métis.
Institutional betrayal: This term refers to wrongdoings perpetrated by an institution upon individual’s dependent on that institution, including failure to prevent or respond supportively to wrongdoings by individuals (for example, sexual assault) committed within the context of the institution.
Medicine Wheel: The Medicine Wheel is a sacred Indigenous symbol representing balance, and the interconnectedness of the whole and its parts. With four quadrants symbolizing mental, physical, emotional, and spiritual, it emphasizes living in harmony and respecting all beings.
Microaggression: Subtle, often unintentional, comments or behaviors that communicate bias, stereotypes, or discrimination toward marginalized groups. They can be verbal, nonverbal, or environmental and typically reflect underlying societal prejudices. It is also referred to as casual and everyday racism.
Power: Power can be defined as the degree of control over material, human, intellectual and financial resources exercised by different sections of society.
Privilege: A right or advantage that only some people have access or availability to because of their social group membership.
Prejudice: A preconceived belief/thought about a group/individual based on stereotypes.
Race: A concept used to describe a group of people who share physical characteristics, such as skin color and facial features. They may also share similar social or cultural identities and ancestral backgrounds.
Racial gaslighting: Occurs when someone’s lived experiences with racism are dismissed, questioned, or invalidated – causing harm and self-doubt and undermining efforts to address systemic racism.
Racial mobbing: Occurs when a group of colleagues or supervisors systematically target, isolate, or harass an individual due to their race. It often includes bullying, exclusion, gaslighting, and sabotage that harm the victim’s well-being and career.
Racism: An individual, cultural, institutional, and systemic ways by which differential consequences are created for different racial groups, even if not overtly intentional. Racism is often grounded in a presumed superiority of the white race over groups historically or currently defined as non-white. Racism can also be defined as ‘prejudice plus power.’ The combination of prejudice and power enables the mechanisms by which racism leads to different consequences for different groups. (College of Physicians and Surgeons of Ontario, 2023).
Race vs. Ethnicity
Race - a social construct that categorizes people by skin color.
Ethnicity - a category of people who identify with each other, usually based on presumed similarities such as a common language, ancestry, history, society, culture, nation, or social treatment within their residing area.
Sexism: Prejudice or discrimination based on sex or gender, especially against women and girls.
Systemic racism: Policies or practices that are part of the social or administrative structures of an organization, and which create or perpetuate a position of relative disadvantage for racialized people. These appear neutral on the surface but, nevertheless, have an exclusionary impact on racialized persons.
Unconscious bias: Refers to social stereotypes about certain groups of people. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing. This is also known as implicit bias: the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.
Upstander: Someone who:
• Recognizes injustice and acts.
• Speaks up to educate and promote inclusive behavior.
• Prevents harm by raising awareness and interrupting discrimination.
Visible Minority: Persons, other than Aboriginal peoples, who are non-Caucasian in race or Non-white in colour.
“Miyomâcihowin”
(ᒥᔪᒫᒋᐦᐅᐃᐧᐣ) – A Plains
Cree word meaning “Living in a good way” or “Living with kindness and respect toward others.”
“Ubuntu”
– A Zulu and Xhosa word meaning “Humanity for all.”
Let’s live in a good way and have humanity for all.
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