He would like to thank Vanessa, Kaiya and Brennyn for all their support. Thankfully her family cultivated a whimsical sense of humour that she has leveraged onto the stages of Stratford, Shaw, the Mirvishes, and many, many more over the past 30 years. Nick is a multifarious actor, musician, and book reader based out of Toronto. He is delighted to be joining Theatre Calgary.
Boundless love to John, Jen, Sean and all his friends. Alexa is a Calgary-based actor, dancer, singer, choreographer, and clown. Catch her on tour this spring in with Evergreen Theatre at an elementary school near you! All the love to my best pals, especially Paul and Kelly. Theatre St. She has a great passion for the process and product of art creation and has a genuine love for the theatre. She is so grateful to be working alongside this incredibly talented cast and crew.
Alexandra would like to thank Sandie and the NLM team and she hopes you enjoy the show as much as she does! She received a Dora nomination for her performance in Grey Gardens. Love to Oliver, my family, and everyone at TH. Sara hails from Sault Ste. Marie, Ontario, where she grew up competing and performing as a dancer. After graduating from Randolph College for the Performing Arts in she has been auditioning and working as a performer in theatre as well as film and television in Toronto. She is grateful for the opportunity to be a part of this vibrant and relevant piece of Canadian theatre and to be working alongside such a creative team!
She is overjoyed to be making her Theatre Calgary debut as Tiff and perform such a beautiful story alongside this brilliant cast! She would like to thank the incredible creative team, the TH gang, her family cmok , friends, and Alex for their unwavering love and support. She hopes you enjoy the show! Broadway: Moulin Rouge. Endless thanks to the cast and creative team, Lonny for letting me play, and Marc for being brave before he even knew he was. All the love I have to my Mom and Dad for all those car rides, the sibs, and finally, buhbuhbuhBenny and the Jets!
You all are my heart. Elsewhere: Mamma Mia! Mirvish Productions - Toronto and U. Ryan would like to thank his family and friends for the extensive support through the years and for feeding his obsession with giraffes. Enjoy the show! The Musical Stagedoor Manor. Jamie was born in Montreal and has been working as an actor since the age of 10 in film, television, the theatre and radio. Jamie would like to thank his family and his friends for all the love and support! Katie grew up watching Theatre Calgary shows and is thrilled to get to perform on the Max Bell stage.
Katie attends the Randolph College for the Performing Arts, and she would like to thank her family and friends for their overwhelming love and support.
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Brother to a pro hockey player, a recording artist, a business executive, and a mother of four, he truly is the underachiever of the family. I love you, Mom! He has been active in the theatre community, including productions in Calgary, Edmonton, Regina, and Los Angeles. Scott has been active in the theatre community, including productions in Calgary, Edmonton, Regina, and Los Angeles.
That he gets to be at this theatre doing this show with these people is unfathomable. Dreams really do come true! Upcoming: Locke and Key Netflix. Roel is excited and grateful for the chance to entertain with and be a part of this incredible production, cast and crew. Huge thanks to his mom and dad whose sacrifices and unconditional love helped him become the gentleman he is today, Mark for always believing in him, and his family, friends, and mentors for all their love and support.
Kent has been working in the Canadian entertainment industry for 30 years as an actor, director and writer. His acting credits include leading roles in theatres across the country as well as work in film and television.
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Upcoming projects include a musical adaptation of the award-winning film Maudie with music and lyrics by Sarah Slean. Emmy Award. Joshua has worked on s of productions in New York and around America as a music director, conductor, arranger, and electronic music designer, and he is so thrilled to be back at Theatre Calgary. Broadway: Be More Chill conductor sub. For Sam, and for Mom and Dad. He has also designed at many regional theatres across America and for numerous national tours.
He is a member of Associated Designers of Canada. Additional credits listed at ReidSoundDesign. Broadway Associate. Lia is delighted to be working at Theatre Calgary with such a talented cast and creative team. Based in Victoria, she has been the unofficial resident stage manager at the Belfry Theatre for thirteen seasons. In addition to stage management, since , Jen has been a part of Electric Company Theatre in Vancouver as their Company and Financial Manager since Love to her friends and family! In her design work, she believes in fostering a strong collaborative approach to create clear concepts and bold aesthetics.
Jacob hopes this show inspires people to be the most honest and beautiful versions of themselves. Thank you for coming to the theatre. Mary is renowned for producing Canadian stories for big and small screens and live theatre. Nathan and Danny most recently produced the world premiere of the musical Facing East , a new musical they are developing, in Vancouver.
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The intention of the Breakthrough Sessions was not to commission a report; the report is a byproduct of debriefing and the sheer number of experiences shared and intensity of the related trauma. He did not detail any efforts to replace those crucial functions in the years since she left and did not outline one policy initiative, diversity mechanism or anti-racism strategy instituted by him. Oversight and accountability measures to ensure a safe and equitable workplace including proper hiring and promotional practices were not mentioned by Bains. He did not provide any tangible evidence that this is the case.
Achievements were lauded alongside an acceptance that work is incomplete. The union report highlighted concerns raised by staff that leadership consistently deny any problems around systemic racism or other forms of discrimination within the organization. Staff describe a divide between management and leadership.
They said the organization was not perfect before, but sensed things were heading in the right direction. In , they fear things are moving backward. Bains said the committee, a watchdog of sorts, was wound up because the organization had grown. He said the fact his board is 60 percent racialized as evidence of this success; in Peel Region 62 percent of residents were visible minorities, according to the census.
Yes, projects do get started, you revise them, you review them. Rigorous systemic overhaul, and not friendly leaders, is recommended in the CUPE report. Tackling anti-Black racism and discrimination should not rely on the calibre of leadership, experts say. It should be written in ink. The provincial government did not waste time debating the need for clear, prescriptive policies when it dealt with the Peel District School Board earlier this year, after allegations of anti-Black racism and other forms of systemic discrimination were raised by stakeholders.
A review was swiftly called by the Ministry of Education. After its alarming findings, 27 directives were handed down, the head of the school board was fired and the Province installed a coordinator to take over governance of the troubled organization to ensure no more vague platitudes would be used where a firm set of equity rules and human rights policies were needed. Nsitem, tasked with her old job, has a dual portfolio. His focus is split between his role as director of diversity, equity and inclusion and a separate set of responsibilities as the service director for parent and child capacity building.
An anti-oppression portfolio once managed by a full-time employee is now one of two demanding roles to be balanced by the same person. A key to understanding and addressing issues of institutionalized discrimination is data. Peel CAS has plenty of data to offer on staff: 62 percent are racialized; 65 percent of middle management are too; of employees, just 18 went off sick in , six Black, five racialized and seven white.
The board, as previously mentioned, includes 60 percent of members who are visible minorities. Requests for demographic datasets were declined. Race-based breakdowns of referrals and cases were not provided, with the organization admitting its data collection is lacking. Nsitem explained Peel CAS is aiming for percent data collection on clients by sometime this month to analyze its community work. It is unclear how that will be achieved, as the organization currently only collects race-based data on 50 percent of completed assessments and 60 percent related to ongoing work with families.
Frontline workers are provincially mandated to assist in the protection of children, they have far-reaching powers and can make significant decisions. Child protection workers partner with figures of authority ranging from immigration officials and educators to police. The figures raise concern in a region where well-documented biases and institutional discrimination thrive.
Bains and Nsitem could not articulate what checks and balances are in place to prevent families from being mischaracterized due to systemic biases within Peel police or the PDSB. Potential issues around these rules — and how organizations should combat them — are laid out in provincial research.
Peel CAS did not reference One Vision One Voice in written or verbal answers to questions from The Pointer, raising concern about whether the agency is aware of best practices in the sector to minimize the potentially harmful impact of systemic, institutionalized stereotypes and other attitudes entrenched within referring organizations. A failure to root out referrals based on racial prejudice lands hardest on Black frontline staff, employees told The Pointer. Unable to decline work from a manager, they find themselves aligned with police or principals in a situation they may not think merits child-protection services.
Without open communication between managers and frontline workers — a professional environment where everyone feels they can speak their mind — staff can find themselves stuck. But we are aligned with the same processes that oppress them. The organization did not provide a copy to The Pointer and the number of people disciplined under the rules was also not shared.
Peel CAS has offered to have the union help find a company to do the work. The union report does not specify the need to re-interview staff, but does say an external reviewer should take a look at areas such as senior leadership, human resources, hiring and promotions, organizational policies and operating procedures. Staff are desperate to see the same and will wait to learn if the process helps with the issues they are experiencing — or if it is used by senior leadership to deflect and explain away any future complaints.
At a time when vital public information is needed by everyone, The Pointer has taken down our paywall on all stories relating to the pandemic and those of public interest to ensure every resident of Brampton and Mississauga has access to the facts. For those who are able, we encourage you to consider a subscription.
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