Connaught Public School Lack of “Equity and Diverse”
10.1 As we have all observed to this point, the DSBN and Warren Hoshizaki have been using their own brand of Organizational Whiteness recruiting practices for the past 17 years. So let’s take it a step farther. Let’s take a closer look at Connaught Public School to examine if it differs from the DSBN in terms of its Organizational Whiteness and White Staffing practices.
10.2 There are 51 teachers and support personnel working at Connaught Public School. Of the 51, there are 39 female employees and 12 male employees. This amounts to:
- 76.5% women, and
- 23.5% men.
10.3 And while viewing the workforce Census chart below, which is presented to provide a decent representation of the DSBN workforce overall.
10.4 It is clear that the DSBN and Warren Hoshizaki have kept up their attempts to favor women over men.
10.5 While female employment prospects at Connaught Public School have expanded by 5.5% relative to the population of the Niagara Area. The number of men employed at Connaught Public School has fallen by 2.5% in the same comparison.
10.6 And still females DSBN employees outnumbered male DSBN employees almost 3 to 1 in employment opportunities at Connaught Public School. Which is at par with DSBN and Warren Hoshizaki entire workforce percentage as determined earlier.
10.7 But hold on, now let’s talk about how many Connaught Public School teachers and support staff members are actual racialized employees.
10.9 It needs to be mention that Mr. Thomas was only filling in for Ms. L. Rosito, who was now returning to the classroom. So Mr. Thomas was actually slated to be removed at the end of January 2023. But fortunately for Mr. Thomas, Ms. F. Kearns is now currently taking some time off. So Mr. Thomas is allowed to stay at Connaught Public School and unwittingly continue to be the lone token racialized employee that the DSBN and Warren Hoshizaki want him to represent in the 0.4% DSBN rationalized workforce for a city that has a racialized population of 13% WAY BACK IN 2016.
10.8 Only Mr. Thomas, 1 of the 51 employees at Connaught Public School, can be classified as racialized. So, Mr. Thomas accurately represents under 2% of the entire Connaught Public School workforce.
10.10 It needs to be mention that Mr. Thomas was only filling in for Ms. L. Rosito, who was now returning to the classroom. So Mr. Thomas was actually slated to be removed at the end of January 2023. But fortunately for Mr. Thomas, Ms. F. Kearns is now currently taking some time off. So Mr. Thomas is allowed to stay at Connaught Public School and unwittingly continue to be the lone token racialized employee that the DSBN and Warren Hoshizaki want him to represent in the 0.4% DSBN rationalized workforce for a city that has a racialized population of 13% WAY BACK IN 2016.
10.11 Consider this about St. Catharines for a moment.
- a. St. Catharines has a 13% racialized population way back in 2016.
- b. The DSBN only has a 5% racialized workforce in St. Catharines later in 2020.
- c. This is 8% below the overall 13% racialized population in St. Catharines way back in 2016.
- d. Compared to Statistics Canada 2022 estimate of 15.3%, Connaught Public School is now 10.3% below the current racialized population in St. Catharines.
10.12 Now consider this about Connaught Public School for a moment.
- a. Connaught Public School has a 2% DSBN racialized workforce (Mr. Thomas).
- b. This is 3% below the (2020) overall DSBN racialized census workforce of 5% at St. Catharines.
- c. This is 11% below the overall 13% racialized population in St. Catharines way back in 2016.
- d. This is 13.3% lower compared to Statistics Canada 2022 estimate of 15.3% racialized population in St. Catharines.
10.13 The DSBN and Warren Hoshizaki did right by Connaught Public School as they only implementing an Organizational Whiteness racialized workforce of 2% in the entire school, compared to the dismal standard of a racialized workforce census of 4.1% for 8 racialized groups in 2020.
10.14 In addition, it appears that Mr. Thomas is only able to work at Connaught Public School when other teachers take a leave of absence. So Mr. Thomas must be considered to be Casual/Temporary DSBN employee. So it appears that Mr. Thomas might also be part of the exclusive and discriminated majority in 10% Casual/Temporary group.
10.15 What Mr. Thomas really needs to be and do to stay at Connaught Public School is:
- a. be female
- b. associate with CUPE 4156
- c. have a Physical Disabled
- d. be Christian
- e. be Caucasian
- f. living in Lincoln
- g. be heterosexual
- h. between the ages of 35-54
- i. have worked as a teacher for 11-20 years with the DSBN to increase his chances of getting a Permanent Full-Time job offer from the DSBN and Warren Hoshizaki.
10.16 And the DSBN and Warren Hoshizaki want to still claim that racism does not exist and that the DSBN is a fair and equal employer.
10.17 And interesting enough, 46% of all individuals on the covers of the DSBN census reports could be categorized as racialized individuals.
10.18 And 47% of all individuals on these same covers could be categorized as female.
10.19 Mr. Thomas actually had a greater probability of being on one of the covers, than having a miserable .4% probability of getting a job at the DSBN as a Black male and 4.1% as a racialized individual.
10.20 It is obvious that this 46% and 47% figures on the DSBN census report covers does not accurately represent the real percentage of racialized groups and male vs. females employees at the DSBN with Warren Hoshizaki as Director of Education.
10.21 It is clear that the 46% statistic on the DSBN census report covers is an obvious and deliberate misrepresentation of the circumstances surrounding the DSBN and Warren Hoshizaki.
10.22 The truth is that including Native Americans and the other 8 racialized groups. These 9 groups make up only a small 5.1% of the entire DSBN workforce.
10.23 And all the DSBN and Warren Hoshizaki can do is pretend and create these false impressions on their Equity Audit covers, trying to portray themselves as equal employers in terms of racial and sexual preferences when hiring individuals. But we all can see in the Turner Consulting Group’s numbers and recommendations that make it apparent and shows this mascaraed of Audit covers to be inaccurate and very misleading.