SMILE Canada’s Intersectionality Unpacked: Celebrating Black Artists and Communities

Event Overview

On February 27, 2025, SMILE Canada - Support Services held a community and educational event as part of Black History Month titled, Intersectionality Unpacked: Celebrating Black Artists and Communities. The purpose of this event was to highlight the intersectional experiences of those that are Black with a disability, whilst highlighting the importance of community. Through their keynote presentations, Omar Mahamed and Zakaria Abdulle described how intersecting identities compound systemic barriers within critical sectors like healthcare, education, employment, and housing. They shared narratives that push for the urgent need to create safe, inclusive spaces that center Black voices and drive actionable change. Kassidy Appiah-Kubi, a second-year Occupational Therapy student, further emphasized these themes, highlighting the need for culturally responsive care and representation in healthcare. Following these presentations, attendees engaged in dynamic group discussions to develop strategies for fostering more inclusive, accessible, and accountable practices. 

The following summary is intended to equip community members, service providers, and policy advocates with the essential knowledge and practical tools needed to support Black individuals with disabilities, while celebrating the contributions of Black artists and communities. Drawing on the insights from our keynote speakers and group discussions, this summary reveals how intersecting identities such as race, disability, and newcomer status, can compound oppression. It will highlight how systemic anti-Black racism and implicit biases shape everyday experiences and can serve as a resource to guide the development of actionable change within your practice and organization.

Keynote Speaker #1 Takeaways: Omar Mahamed

Intersectionality & Anti-Black Racism

• Intersectionality (coined by Kimberlé Crenshaw) explains how different social identities intersect to shape experiences i.e. race, gender, religion, disability, newcomer status.
• Compounded oppression occurs when someone belongs to multiple groups, affecting access to resources and opportunities.
• Systemic anti-Black racism is embedded in institutions like education, healthcare, employment, and policing, shaping both opportunities and perceptions of Black individuals.
• Implicit biases, media stereotypes, child welfare discrimination, and accent discrimination affect Black people’s treatment within various sectors and are further exacerbated with the added disability identity.
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Disability Rights & Discrimination

• Disabilities may be invisible (physical, sensory, cognitive, mental health), making recognition and accommodation difficult.
• People with disabilities face barriers in employment, healthcare, education, and public spaces (e.g., inaccessible buildings and transport).
• There is social stigma, infantilization, and insufficient recognition/support for individuals with disabilities.

Intersection of Anti-Black Racism & Disability

• Black individuals with disabilities face poorer health, lower education levels, and higher unemployment rates due to combined racism and ableism.
• They often receive inadequate healthcare and are dismissed in both medical and societal contexts.

Key Figures in Disability Justice & Advocacy

• Sarah Jama and Stacey Park Millbern are key community advocates for disability justice and racial equity

Advocating for Change & Inclusion

• Listen to Black voices: Center those with lived experiences in policy and advocacy.
• Create safe spaces for open dialogue about disability and anti-Black racism.
• Push for policy changes: Stronger disability rights, better accessibility in workplaces, public services, healthcare, and support for Black students.
• Challenge stigma: Educate to dismantle harmful stereotypes and address stigma within the Black community regarding disability.
• Ongoing commitment: Advocacy is a consistent, long-term effort, requiring tailored, community-specific approaches.

Keynote Speaker #2 Takeaways: Zakaria Abdulle

Systemic Oppression & Disability in Black Communities

• Black communities often distrust institutions, fearing racial bias and discrimination, which leads to hesitancy in seeking support or disclosing disabilities.
• Institutions frequently fail to recognize the humanity of Black individuals, leaving communities to find solutions on their own.
• To address such challenges, communities must create safe, well-resourced spaces for open discussions on racism and disability without judgment.

Barriers in Healthcare, Employment, & Housing  for Black Individuals with Disabilities

• Systemic racism in healthcare leads to delayed or misdiagnosed conditions, such as Autism, and exacerbates negative outcomes.
• Black families often face added emotional tolls due to insensitive treatment and missed opportunities for early intervention.
• Poor mental health and self-perception, especially when individuals internalize oppression due to lack of support.
• Black individuals with disabilities have difficulties in finding stable employment and housing, despite having education or resources.
• Racial discrimination and lack of accommodations limit access to jobs, education, and services.

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Cultural Stigma & Silence Around Disability in Black & Muslim Communities

• Disability stigma is deeply ingrained, especially in Black Muslim and Somali communities.
  
  • It remains a taboo subject within cultures, leading to silence and avoidance rather than open discussion and support.
• Conditions like autism and other developmental disabilities are often misunderstood or not openly discussed culturally, which limits awareness, early diagnosis, and access to appropriate resources.
• The lack of open conversations contributes to systemic barriers, making self-advocacy not just necessary but also overwhelming.

Breaking the Cycle & Creating Change

• Fostering community-led spaces to openly discuss disability, race, and systemic barriers.
• Destigmatizing disability through education, advocacy, and support networks.
• Encouraging institutional accountability - ensuring that systems change rather than placing the burden on underserved communities.
• Providing employment opportunities and digital skills training to bridge gaps for Black individuals with disabilities.
• Strengthening allyship - those without disabilities and non-Black individuals must actively support advocacy efforts.
• Consistent advocacy is necessary as change requires sustained effort, not just momentary discussions.

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Review of Past Action Plans
What key actions or strategies from last year’s action plan have been successfully implemented within your practice and/or workplace, and which areas still require development? For those who were not present at last year’s event, what anti-Black racism strategies are currently in place within your practice? If none, what barriers have prevented their implementation? 

• Successful Actions: Integration of Anti-Black Racism (ABR) education, leadership diversification, mentorship networks for Black families, and community engagement to align services with lived experiences.
• Barriers: Many action plans have been deprioritized or discontinued (i.e. Confronting ABR strategy). Physical, sensory, and institutional barriers, such as inaccessible spaces, contribute to exclusion. The stigma around disability and lack of early interventions further perpetuate these issues.

Trainings & Educational Resources

What training and/or educational resources have been implemented within your workplace for employees to improve their understanding of anti-Black racism and how to combat it? How effective has this training been?

• Cultural Awareness
  
  • Attending Black History Month events provided an opportunity to increase awareness and understanding of the challenges and contributions of Black communities. 
  • Participation in training designed to enhance knowledge of Black culture and history, including African and African diasporic experiences, equips service professionals with the tools to provide more culturally sensitive care. 
• Implementation of Phased ABR Training 
  
  • Body Language: Understanding non-verbal communication and its cultural significance. 
  • Assessment Structures: Learn how to assess and interact with individuals while avoiding biases and preconceived notions. 
  • Cultural sensitivity: Providing training on recognizing and respecting cultural norms and differences to foster more inclusive environments. 
• Tailored Training for Cultural Sensitivity
  
  • Tailor training to address the unique cultural nuances of different communities (such as Sudanese or Somali communities) to ensure relevant and effective training.

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Progress & Improvement
Reflecting on the progress made since the creation of the action plan, what is one key area for improvement that stands out to you? If you do not have an anti-black racism policy, what is one area of improvement that needs to be addressed promptly? 

• Strengthening Support Systems for Black Communities
  
  • Establishing mentorship programs and creating dedicated spaces where Black individuals can voice their concerns. 
    
    • These initiatives will help foster an inclusive environment to ensure each individual feels supported and heard. 
  • An area for improvement is in destigmatizing access to support systems. This can be achieved by encouraging open access to resources without shame or judgment. 

• By creating an environment where individuals feel comfortable seeking support, we can remove barriers to care and ensure Black individuals have the resources they need.

• Improve training programs, particularly those focused on cultural competence and anti-Black racism, to ensure they are effective in addressing the unique challenges Black individuals face. 
  
  • Move beyond having anti-Black racism policies on paper and ensuring these policies are actively implemented. 
    
    • Policies should not remain theoretical but need to be operationalized with clear strategies and tangible actions.

Tracking Effectivity
What feedback mechanisms have been implemented to track effectiveness in addressing anti-Black racism? What accountability frameworks are in place to ensure feedback informs service improvements and that goals are achieved?

• Feedback: Use anonymous feedback systems (surveys, forms, check-ins) to track progress and inform improvements.
• Accountability: Establish frameworks for regular progress reviews to ensure feedback translates into actionable changes.

Next Steps

What concrete steps can the organization take in the next year to make meaningful strides towards eradicating anti-Black racism that overlaps with intersecting identities?

• Partner with community organizations and experts specializing in anti-Black racism, disability justice, and intersectionality to stay informed on best practices. 
  
  • Learn from the successes of other organizations to refine and enhance internal strategies.
• Use feedback to inform policy and program changes, ensuring services are responsive to the communities they aim to support.

• Provide accessible resources such as counseling and peer support groups, particularly for individuals with intersecting identities. 
• Establish larger caregiver support networks to address delayed care and ensure equitable access to services. 
  
  • Improve accessibility in services and events by considering the specific needs of Black individuals with intersecting identities. 

• Ensure Black individuals are not relied upon as default sources of support but are meaningfully included in decision-making processes.
• Celebrate diversity by recognizing and honoring the contributions of employees from different backgrounds, furthering an inclusive workplace culture.