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Minority stress theory suggests enhanced HIV risk for those experiencing social marginalization, while an intersectionality framework posits that forms of marginalization may interact. The purpose of this paper is to understand how race/ethnicity- and gender-based discrimination may impact HIV risk among transgender or transsexual (trans) people.

The Trans PULSE project – a community-based research study in Ontario, Canada – used respondent-driven sampling to survey 433 trans participants, including 35 Aboriginal persons and 62 non-Aboriginal persons of colour. Descriptive and regression analyses were weighted to adjust for recruitment probabilities.

Most Aboriginal persons (65 per cent, 95 per cent CI: 37-90) and persons of colour (90 per cent, 95 per cent CI: 74-100) reported at least one experience of racism or ethnicity-based discrimination, and the vast majority had experienced transphobia (90 and 92 per cent, respectively). Among non-Aboriginal trans persons of colour, experiences of racism and transphobia interacted in increasing odds of engagement in high-risk sex. Increases in experience of one type of discrimination had strongest effects on HIV risk when coupled with high levels of the other.

Persons of colour were ethno-racially diverse; it is possible that different experiences of racism, with divergent effects, were collapsed. Odds ratios may overestimate actual risk ratios.

While some sub-groups of trans people of colour have been identified as highly vulnerable to HIV, few studies have explored the impact of discrimination. This paper explores the roles of two types of discrimination in engendering HIV-related risk, and suggests potential limits to resiliency in the face of high levels of discrimination targeting multiple facets of identity.

To provide a picture of the access and use of health services by Aboriginal British Columbians living in both reserve and off‐reserve communities.

This project represents a collaborative effort between the University of British Columbia and multiple Aboriginal community partners. Between June and November 2003, 267 face‐to‐face interviews were conducted with Aboriginal persons in seven rural community organizations across the province.

This paper reports on the results of a survey of 267 Aboriginal clients. It was found that a substantial number of survey respondents accessed health services provided by an Aboriginal person. Although most respondents felt that services were available, they also identified a number of concerns. These revolved around the need to travel for services, as well as a lack of access to more specialized services. A number of self‐reported barriers to service were also identified. These findings have several policy implications and will be useful to service planners.

Several questions for additional research were identified including the need to establish an inventory of service problem areas and investigating service and benefit policy and community awareness issues.

This paper provides policy makers with knowledge on the rural Aboriginal population, a population that has faced long standing problems in accessing appropriate health services.

The research examined the career progression factors of Aboriginal executives in Canada's federal public service to determine whether such factors as development opportunities, job assignments, education levels, mentoring, leadership experience, and networking increase the advancement of Aboriginal people to the executive category within the Canadian federal public service.

As Jennifer, Lucy, Jerri-Lynn, Lulu, Brenda Mary, and Khea storied and restoried their lives in the ways earlier noted, we were in the midst of, as earlier noted, gradually growing in our wakefulness of attending to new possible intergenerational narrative reverberations made visible in their storied lives, in their stories to live by. As they storied their lives Jennifer, Lucy, Jerri-Lynn, Lulu, Brenda Mary, and Khea not only taught us of ways in which the intergenerational narrative reverberation of colonizing Aboriginal people continues to reverberate in their lives, in their stories to live by, but they also showed us the new possible intergenerational narrative reverberations they are composing. These new possible intergenerational narrative reverberations are poised to counter and to restory the colonization and oppression of Aboriginal people. In this way, by tracing the counter stories to live by they are composing so as to shape new possible intergenerational narrative reverberations we see that their counterstories to live by carry much potential for shaping a future in which the spirits of Aboriginal teachers, children, youth, families, and communities in Canada are strong.

This chapter outlines the successful community engagement process used by the authors for the Kinship Online project in the context of Indigenous methodological, epistemological, and ethical considerations. It juxtaposes Indigenous and western ways of teaching and research, exploring in greater detail the differences between them. The following chapter builds on and extends Riley, Howard-Wagner, Mooney & Kutay (2013, in press) to delve deeply into the importance of embedding Aboriginal cultural knowledge in curriculum at the university level.

The chapter gives an account of an Office for Learning and Teaching (OLTC) grant to develop Indigenous Online Cultural Teaching and Sharing Resources (the Kinship Online Project). The project is built on an existing face-to-face interactive presentation based on Australian Aboriginal Kinship systems created by Lynette Riley, which is being re-developed as an online cultural education workshop.

A key consideration of the researchers has been Aboriginal community engagement in relation to the design and development of the project. The chapter delves deeply into the importance of embedding Aboriginal cultural knowledge into curriculum at the university level. In doing so, the chapter sets out an Aboriginal community engagement model compared with a western research model which the authors hope will be useful to other researchers who wish to engage in research with Aboriginal people and/or communities.

In this chapter, we explicate the evolution of Canadian corrections, the political, social and judicial realities that have shaped punishment and imprisonment over history. We reveal how such factors continue to leave their mark on the current Canadian federal criminal justice system and its structures of incarceration.

A comprehensive review of accessible literatures detailing the nation’s development of punishment and incarceration is presented. The history of imprisonment is traced up to the current year and the role of penal populism as theorized by Garland (2001) and, later, Pratt (2007) is presented to discern the motivations for the current punitive correctional rhetoric, as well as its impact on conditions of confinement and program implementation in penitentiaries.

Canada’s correctional history is largely shaped by how punishment is defined and how such definitions are influenced by members of society; including victims, perpetrators, politicians and media personalities. The realities of current conditions of confinement have been impacted by social and political pressures that encourage increasingly punitive policies oriented towards ‘tough on crime’ initiatives. Current corrections are characterized by overcrowding, concerns about rehabilitative programming and resource allocation and mental health care.

Recent legislative amendments have solidified a ‘tough on crime’ agenda in Canada, however the process underlying the movement towards the acceptance, even public demand, for such legislative changes remain in need of dissemination; particularly in light of the decades of decreasing crime rates in the country.

This paper aims to demonstrate the work being done to develop a trusted digital archive for social sciences data relating to the indigenous peoples of Australia. It explores the issues that arise through respectful engagement with both indigenous communities and research communities as well as the development of pragmatic and effective data management planning strategies for higher education researchers.

As a conceptual paper, the approach consists of a review of the current situation, a discussion of the work already undertaken by the project team, and an analysis of the challenges being faced and plans for ongoing development of the project.

There are major challenges in tackling a project with issues of such complexity but the project has great significance because its success could contribute enormously to the indigenous communities to which the research relates while building the capacity of researchers to design respectful and effective data management strategies.

This project is rapidly evolving and the strategies for managing it are dynamic as the layers of complexity are unfolded and the project team addresses issues arising from the materials and groups with which it is working.

The impact of this project has already reaped dividends for the communities involved. Indigenous communities whose intellectual property or knowledge has seeded the research are having material returned to them in digital formats that are useful to them and which provide accurate portrayals of their knowledge, communities and culture. Researchers using the service provided by ATSIDA are confident that their material is being curated and reused appropriately. The work done by the ATSIDA team in building protocols and guidelines around research data will influence public policy, particularly in the work of collecting agencies and in their application to situations other than indigenous.

ATSIDA fills a gap in informed research management. There is no other project like it anywhere in the world. This paper is valuable to anyone working in or considering higher education research in an indigenous area and is applicable to other research dealing with identifiable and vulnerable communities.

Over the past 16 years, a legislative and policy framework has evolved in Canada to address systemic discrimination in employment in the federal jurisdiction, and in organizations that sell goods or services to the federal government. Data collected pursuant to the Employment Equity Act, as well as published literature and government documents, are reviewed in order to provide a critical analysis of the federal policy framework as set out in 1987 and revised in 1996. This review is the basis for assessing both progress and lack of improvement in the employment status of racial minority, aboriginal, and disabled women and men, as well as white women, within the federal sector. Reasons for limited results are proposed, and issues posed by contemporary labour market trends are identified. It is argued that the results of employment equity policy are disappointing because the policy is not being implemented by employers and effectively enforced so that there are consequences for employers’ failures to comply. In other words, there is a persisting gap between employment equity policy and practice. This gap presents difficulties in evaluating the content of employment equity policy, since it is not possible to evaluate a policy that is not implemented.

Affirmative action in the USA, and employment equity in Canada, are policy frameworks that have developed through the use of legislation, regulation and decisions by courts and administrative tribunals, as mechanisms for addressing discrimination in employment. Managing diversity, in contrast, is a voluntary initiative by corporate decision makers, at the level of the firm, in response to the growth of diversity in the workforce and marketplace. Provides a framework for comparing and assessing the three approaches and choosing between them.

Historically, Canada has always been a diverse nation made up of a wide variety of different peoples. However, the nature, causes and manifestations of diversity have been changing, along with the attitudes towards the treatment of diversity within the country's social, economic and political structures. For example, the dominant organisational culture in business and government has traditionally been created by white, able‐bodied, Canadian‐ born males with shared values and behaviours (McDonald, 1991). Other groups, described as non‐dominant or minority, were often excluded from full participation in the economic, social and political life of such organisations. Increasingly, however, non‐ dominant groups such as women, people of colour and persons with disabilities have been entering the workforce, creating the phenomenon known as workforce diversity.