Background Increased opioid-related morbidity and mortality in racialized communities has highlighted the intersectional nature of the drug policy crisis. Given the racist evolution of the war on drugs and the harm reduction (HR) movement, the aim of this study is to explore racism within harm reduction services through the perspectives of our participants. Methods We conducted a qualitative descriptive study to explore the perspectives of racialized service users and providers on racism in the HR movement in the Greater Toronto and Hamilton Area (GTHA). Four racialized service users and four racialized service providers participated in semi-structured interviews that were audio-recorded, transcribed, and analysed thematically. Results Five themes related to racism in HR were generated: (1) whiteness of harm reduction as a barrier to accessing services, (2) diversifying HR workers as a step towards overcoming distrust, (3) drop-in spaces specific to Black, Indigenous, and people of colour are facilitators to accessing harm reduction, (4) lack of representation in HR-related promotional and educational campaigns, and (5) HR as a frontier for policing. Conclusions Our findings suggest that structural and institutional racism are prevalent in HR services within the GTHA, in the form of colour-blind policies and practices that fail to address the intersectional nature of the drug policy crisis. There is a need for local HR organizations to critically reflect and act on their practices and policies, working with communities to become more equitable, inclusive, and accessible spaces for all people who use drugs.
MedBulletin
As the coronavirus disease 2019 (COVID-19) pandemic continues to spread like wildfire across the world, our society has been brought to a shuddering halt. In a world now characterized by extreme uncertainty and invisible threats to personal safety, people tend to respond instinctively. These responses can be productive or destructive, but in all cases, are reflective of deeply held societal beliefs of security and care that are brought to bear during a pandemic. Literary works offer a unique lens to further interrogate these notions. In particular, Barbara Gowdy’s “Disneyland” demonstrates that individual actors are tied to their communities, and neither party can achieve security while the other remains vulnerable. Kafka’s “The Metamorphosis” forces its readers to realize that caring for each other must address social and familiar needs in addition to physical needs. Finally, Obasan and Beloved provide successful models of community-based care wherein communities come together to build the resilience necessary to face and overcome adversity, together. Each literary work explores themes that complicate the notions of security and care, but ultimately demonstrate the power of unity in building resilience and strength. We would do well to use these lessons to inform our emergency response as the pandemic continues and new challenges arise.
Background: Increased opioid-related morbidity and mortality in racialized communities has highlighted the intersectional nature of the drug policy crisis. Given the racist evolution of the war on drugs and the harm reduction (HR) movement, the aim of this study is to explore racism within harm reduction services through the perspectives of our participants. Methods: We conducted a qualitative descriptive study to explore the perspectives of racialized service users and providers on racism in the HR movement in the Greater Toronto and Hamilton Area (GTHA). Data were collected through semi-structured interviews that were audio-recorded, transcribed, and analyzed thematically. Results: Five themes related to racism in HR were generated: (1) whiteness of harm reduction as a barrier to accessing services, (2) diversifying HR workers as a step toward overcoming distrust, (3) drop-in spaces specific to Black, Indigenous, and people of colour are facilitators to accessing harm reduction, (4) lack of representation in HR-related promotional and educational campaigns, and (5) HR as a frontier for policing. Conclusions: Our findings suggest that structural and institutional racism are prevalent in HR services within the GTHA, in the form of colour-blind policies and practices that fail to address the intersectional nature of the drug policy crisis. There is a need for HR organizations to critically reflect and act on their practices and policies, working with communites to become more equitable, inclusive, and accessible spaces for all people who use drugs.
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