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Understanding and combating Islamophobia: A Q and A with Thamina Jaferi

Author: Hilary Creamer Robinson

Posted on Jan 29, 2025

Category: UNB Fredericton , UNB Saint John

Photo of Thamina Jaferi

In recognition of the National Day of Remembrance of the Quebec City Mosque Attack and Action Against Islamophobia, lawyer and equity, diversity and inclusion (EDI) expert Thamina Jaferi recently hosted an informative and solutions-based workshop through the University of New Brunswick’s (UNB) Human Rights and Equity Office.

Aimed at deepening our understanding of Islamophobia and exploring actionable steps to combat it, Jaferi brings a wealth of knowledge and passion to this important topic.

In the Q&A below, we discuss her experience as an EDI leader, the significance of the day and the broader importance of education in combating Islamophobia.

Tell us about your background and what inspired you to become an EDI practitioner?

I am a lawyer by profession who started off with an interest and experience in labour law and workplace human rights and equity issues. From there, I knew I did not want to practise law and that I wanted to use my legal knowledge and expertise in a different way where I could help remove barriers in the workplace for people with all kinds of diverse identities and walks of life.

That really spoke to me because of the barriers I faced as a visibly Muslim woman who wears a hijab when I was getting my foot in the door of the legal profession.

Equity, diversity and inclusion seemed like a great opportunity for me to use my own lived experience coupled with my legal skills for a meaningful purpose where I could see more tangible results for people in the workplace through a variety of means, like by developing and implementing EDI strategic plans, convening EDI councils that give a voice to different stakeholders and promoting EDI initiatives that improve the workplace experience for diverse employees.

I felt that EDI gave me much quicker access to seeing proactive change in the workplace rather than being reactive, which is often the case in traditional legal practice waiting for lengthy legal processes to take their course before people can see changes in the workplace, if at all.

What are the key objectives of your workshop, An introduction to Islamophobia: Manifestations and Solutions, and why is it important for the UNB and wider communities to educate themselves on Islamophobia?

My workshop helps raise awareness about what exactly Islamophobia is, its prevalence and how it manifests in Canadian society, recognizing the very insidious and subtle nature of the problem. It highlights issues that universities and other organizations should be aware of and recommends actions that help address and combat Islamophobia. This is all in an effort to create safer work and learning environments for staff, faculty and students.

These learnings benefit both Muslims and other diverse communities, so that they may live harmoniously.

It’s important for us to be aware of the ways in which Islamophobia manifests so that we can take action to prevent fatal tragedies, acts of violence, discrimination, harassment and microaggressions, all which threaten the multicultural and pluralist character of Canada.

How can individuals and institutions effectively combat Islamophobia and support Muslim communities, both within and beyond a university setting?

There are several ways both individuals and institutions can support Muslim communities and combat Islamophobia.

Remove barriers: Ensure equitable practices are in place so that qualified Muslim academics and staff have the same opportunities as non-equity seeking groups, so that they too can apply for roles and grow their career within the organization or institution.

Celebrate contributions: Celebrate the diversity Muslims contribute to the organization's success. Highlight their contributions. In a university setting this could look like celebrating the historical and contemporary contributions of Muslims in varying academic fields or disciplines.

Amplify voices: Amplifying and integrating the voices of Muslim academics, professionals and students within the curriculum.

Know the law: Leaders and management should gain a sound understanding of their legal duty under the local human rights legislation to ensure they are taking appropriate action relating to allegations of discrimination and harassment towards Muslim employees and team members.

Listen and validate: Listen to and validate the lived experience and stories of Muslims who report experiences of Islamophobia within the workplace.

Respectful acknowledgement: Address events that impact Muslims in a balanced way that respects the human rights of all parties. Check in with and respond to Muslim employees and students to offer support and ensure their needs are being met.