Combating-Racism Training Issue 3, Lecture 8《反种族歧视系列讲座》第三期 第八講

The Community Support, Multiculturalism and Anti-Racism Initiatives Capacity Training

"Anti-Racial Discrimination Lecture Series" Issue 3, Lecture 8 Transcript

Transcript Ren David

Golden Maple Leaf Seniors Maple Leaf

Support: Federal Government of Canada

Sponsor: Golden Maple Leaf Seniors Association

Host: Ren David

Co-host: Xie Ru

Speaker: Timur, Director of the Asian Anti-Racial Discrimination Alliance

Students: Part of the Maple Leaf Club Volunteers

Number of participants: 39

Technical support: Lily Su

Statistics: Ma Daying, Mo Tong，Hua

Part One: Lecture Outline Rear Projection

Personal thoughts:

Cause: It is the conflict of interests between the donor and the recipient. Of course this is based on the results. If viewed from the origin, both are likely to engage in discrimination first. But from a moral perspective, discrimination is, after all, a sign of evil. Therefore, those who implement first often have a non-well-intentioned mentality.

Not "ring" means "stupid"

Personal thoughts:

Defining discrimination as behavior resulting from prejudice removes the "good" element. The two categories of "bad" and "stupid" were selected.

Add two more concepts to prove each other:

1. Discrimination based on preference. That is biased discrimination. This would exclude good factors from being dominant. Therefore, it can be classified as soil.

2. Statistical discrimination, that is, following what others say, without thinking, and with unclear motives. So it can be classified as stupid.

How to distinguish between these two types of discrimination

How do we distinguish between these two views in Lianke. An example illustrates that if you enjoy a company's industrial sales list, then the education system, annual equipment, and amount of food, will Chu continue to look at the rest of the food?

In fact, we have to quickly discover that there are many factors that affect whether everyone in a company works differently. We can try to see how the work is unified, work is the uniform, and the method works.

What kind of salary distribution can make everyone feel at ease? There may be two attributes here, a low credibility that no one can tolerate, and a low credibility that everyone can ignore.

Beautiful location, changing departments and moving.

Personal thoughts:

Threshold: critical value. Refers to the lowest or highest value an effect can produce.

Statistical discrimination is the technical root of racial discrimination

Personal thoughts:

If statistical discrimination is stupid and irrational. The technical level should be rational and supported by data. So as the "root", is it talking about the conflict and contradiction between rationality and irrationality?

Is there legitimate discrimination?

Personal thoughts:

Selective ignoring is mentioned here. The more correct choice is ignored because of personal preference. Give the only apple to your lover or family. Can it be considered reasonable if it seems that it will not harm others? What if it is in Shangganling or in the desert?

Can victims of racial discrimination be circumvented?

Personal thoughts:

1. Overseas Chinese say bad things about China and Chinese people, and they cannot lose their own racial imprint (baggage). In the end it will only come back to bite you.

2. The differences between different races are huge. Due to differences in history, culture, habits, customs and other backgrounds, racial discrimination is bound to occur. It cannot be changed by oneself.

3. When encountering racial discrimination, you cannot and should not shirk or retreat. There needs to be measures.

Note: "Dodge, retreat" and "evade" are completely different.

At least, the former is passive and the latter is active.

The conclusion is that we must take measures to actively deal with racial discrimination

Personal thoughts:

1. Improve your abilities. From spiritual to material.

2. Be caring. The quality and character of tolerance and integration.

3. Avoid doing inappropriate actions at the wrong time and place. Seek common ground while reserving differences, do as Romans do, respect and understand each other. 4. Learn to use legal assistance.

2. Discussion:

1. The anti-racism we are talking about. It is based on the premise of human rights laws and Canada's promotion of equality, freedom, integration and multicultural environment.

Without the above premise and foundation, it is impossible to discuss it in a state of war, crisis, disaster, and without paying attention to the legal system and human rights. 2 groups are more powerful. It can provide more solutions and more channels for individuals. Provide perseverance and spiritual resources. Such as: Asian Anti-Racial Discrimination Alliance, Chinese non-governmental organizations and groups, etc.

3. Individuals must rely on the strength of the ethnic group and integrate into it. We must learn to safeguard the legitimate rights and interests of ourselves and our ethnic group.

4. When organizing and launching anti-racial discrimination activities, you should also pay attention to avoiding wrong time, place and method.

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The above is my compilation and editing based on the content I listened to in class. Just for your reference when studying.

By studying and understanding relevant knowledge, I know what legal rights I have and how to respond correctly. , helping us to be more calm and confident in our daily lives.

All students and every member and friend who care about related topics are welcome to discuss and communicate in the group.

David Ren August 9, 2023

《反种族歧视系列讲座》第三期第八讲 課堂筆錄

反种族歧视系列专题zoom讲座(第8讲)

支持:加拿大聯邦政府

承办:多伦多枫叶俱乐部

组织:谢茹会長

主持:任大伟

主讲:铁木尔亞裔反种族歧视同盟理事

学员:枫叶俱乐部義工、部分会员

参加人数:39人

技术支持:苏丽芳

数据统计:華、墨童

第一部分:讲課纲要背投

个人思考:

起因:是施者舆受者两者利益的衝突。當然這是從結果反推。如果從原點觀察兩者均有可能先發實施歧视。但歧视從道德層面講，畢竟是不善的表现。所以先實施者多具有非善意的心态。

非"环“即“蠢”

个人思考:

將歧視定義為偏見產生的行為,於是便去除了"好"的成份。而選定了"壞"与"蠢"兩個類別。

再加入兩個概念.做一個互相的印證:

1、基於偏好的歧视。也就是有偏见的歧視。這会排除善的因素為主。所以可歸入壤這一類。

2、統計性歧视，也就是人云亦云、不假思考、動機不明。所以可歸入蠢這一類。

怎么分辨这两类歧视

联客中我们如何区分这两种进视。率例说明，享出一个公司的工售表，然运性制教育、年器呼安量，菜不是剩下的就楚续视地?

其实我们得快发舍发现，响一个公司里大家工否差别的因非候多很多，我们可以试看列船一下，工作成统，工作是老营服，表法起力。

怎样的工资分布才新让所有人心平气和?这里可能有两个属值，离的调信，任何人都不能及受，低的那个成信，所有人都可目不计疑。

美位地，换部门开迁。

个人思考:

阈值: 臨界值。指一個效应能產生的最低或最高值。

统计性岐视(statistical discrimination)是种族歧视的技术层面的根源

个人思考:

如果統計性歧视带有愚蠢性及非理性。而技術層面应是一種理性的、有数據支撑的。那麼作為“根源”,是不是在講:理性與非理性的街突与矛盾呢?

有合情合理的岐视存在吗?

个人思考:

這裡提到了選擇性的忽略。因為个人喜好的選擇而忽略了更正確的選擇。将唯一的蘋果送給了自己的戀人或家人。看似不會傷害他人可视為合理?若在上甘嶺或荒漠中呢?

种族岐视的受害人可以规避吗?

个人思考:

1、海外華人說中国的不好、中国人的不好，丢不掉自己的種族印記(包袱)。最终只會反噬自己。

2、不同種族間的差異是很大的。因歷史、文化、習惯、风俗等背景殊同,種族歧视必然會產生的。以一己之力是无法改變的。

3、遇到種族歧视，是不能也不應推托、退避的。须要有措施。

注:"推託、退(迴)避"與"规避"是全然不同的。

起码，前者是被動後者是主动。

结论是我们必须要有措施、积极对待种族歧视

个人思考:

1、提高自己的能力。從精神上到物質上。

2、有爱心。包容、融合的素養与品格。

3、規避在錯誤的時間與地點做不宜的舉動。求同存異、入鄉隨俗、互相尊重理解。4 学会利用法律的援助。

二、讨论:

1、我們所談論的反種族歧視。是依照人權法律的前提,以加拿大提倡平等、自由、融合、多元文化的環境為基礎。

脫離了以上的前提基礎,在戰亂、危機、災害，不重视法制、人權的狀態下，是無法討論的。2族群的力量更强大。可为個人提供更多解决方案与更多的渠道。提供毅志力量舆精神资粮。如:亞裔反種族歧视同盟、華裔各民間組織、團體等。

3、個人要依靠族群的力量並融入。要學會维護自己和本族群的合法权益。

4、組織和發起反種族歧視的活動,也要注意規避錯誤的時間、地點和方式等。

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以上为本人根据课堂听讲内容思考后整理编辑。反供大家学习时参考。

通过学习和了解相关知识，知道了自己有哪些合法权力，懂得了如何正确应对。,帮助我们在日常生活中更加从容自信。

欢迎各位学员及每一位关心相关话题的会员朋友在群里开展讨论与交流。

David Ren 大伟 2023年8月9日