World Autism Awareness Day is an annual observance on April 2, designated in 2008 by the United Nations to acknowledge the lived experiences of individuals who have autism spectrum disorder (or autism), while advocating for their rights and bringing awareness to inequities.

Also known as World Autism Acceptance Day, the observance highlights the importance of accepting, supporting and including people with autism, so they can lead a full life and make meaningful contributions at work, at home and in the community.

At RRC Polytech, our Neurodiversity Employee Working Group plays a key role in fostering conversations about autism. They had the opportunity to collaborate with the Anti-Racism Action Committee on Immersive Stories during Inclusion Week, where they featured and interviewed Wilson Reid, a member of the Neurodiversity Working Group and an Instructor at RRC Polytech, who shared his personal journey of living with autism.

Today, Wilson is sharing his story again in a blog post where he discusses masking and stigma, which can be read below.

I have autism. Along with autism, I also live with bipolar 1 disorder, addictions, and Ankylosing Spondylitis. Today I’m focusing on autism. The remaining issues don’t have much overlap with autism.

For those that know me, this should come as a surprise, or at least I hope so. That’s because I perform something called masking. Simply put, masking is when I hide my struggles and try to appear like a neurotypical person. It doesn’t remove my issues, in fact it can make things worse. But, because of stigma and the pressure to “fit in”, I feel it’s necessary.  Today, I want to talk about masking and stigma.

Hang on Wilson, why are you being so public about having autism if you go to such lengths to hide it? Well, I’m not actually ashamed of autism, it is what it is.  By sharing this, I hope to raise awareness and understanding. The main reason I keep it private is to reduce stigma and avoid labels.

The way it works is very simple. If I tell someone I have autism on the first day we meet, that will frame every interaction moving forward. If we work together for a few months, and then explain I have autism, it switches to more of an explanation for certain things. The goal is to be seen as me, not as “the person with autism”.  As a huge bonus, if the other person had negative views like “Autism? So, make sure to just give them data entry work only right?” can be forcibly disproven. I’ve worked at RRC Polytech for long enough, so I’m not super concerned.

What type of stigmas am I even combating against? I could try and cite specifics, but I think it’s more useful to just think at a high level here. This person is a doctor. This person is xyz. Without saying anything else, you can probably start to make assumptions about this person, maybe even have an image in your mind. This is using labelling and stereotypes. Stigma is effectively the same thing. The main difference is that it’s negative-orientated and can lead to discrimination and prejudice.

An example, if I were to apply for a job in a factory where it’s loud, some people with autism might struggle with sensory overload and experience meltdowns. This might cause a hiring manager to automatically rule out applicants with autism, even though sensory sensitivities vary, and there are solutions like earplugs. If I didn’t disclose my autism and performed well on the job, it would challenge that assumption.

One of the challenges of that theoretical person with autism would be how to not give away that they are autistic, especially in something like an interview. I want to avoid saying how you could guess that someone is autistic, so I’m going to focus on just one thing, eye contact. In many social situations, like interviews, making eye contact is expected. For many people with autism, making eye contact feels uncomfortable, like staring into the sun.  It may sound simple, but it takes conscious effort. It’s not natural. And, over time, this masking can drain energy and cause stress.

There’s another thing about masking that you should be able to relate to. I can guarantee that you do this, even if you aren’t aware. We all adjust our behavior based on the situation. For example, we don’t swear in formal settings or act a certain way around children. For me, though, masking happens all the time. If you asked me to interact with someone without any mask, I’d likely remain silent, simply observing and evaluating the situation. This is a constant effort, and it’s exhausting.

I’ve really only touched the surface here, but I hope you’ve learnt a thing or two. Being open about autism is risky, and the effort to appear “normal” can be draining. Ultimately, all I can really ask you to do is know that not everyone is going to look you straight in the eye, that stigma is a real concern, and to understand someone with autism is usually trying their best to fit in.

February is Black History Month – but every day of the year is history in the making.

Black History Month traces its roots to 1925, when historian Carter G. Woodson and the Association for the Study of African American Life and History (ASALH) established the first Black History Week. Their goal was to highlight the achievements and contributions of Black individuals, challenging the widespread suppression of Black history in mainstream narratives. The second week of February was chosen to align with the birthdays of Abraham Lincoln and Frederick Douglass, both significant figures in Black history. Over time, this initiative grew into the month-long observance we now recognize and has expanded beyond the US to the world.

When discussing racism, the U.S. is often portrayed as the main perpetrator of anti-Black oppression due to its history of slavery and segregation. Canada, in contrast, is frequently distanced from the same history in oppression and discrimination, resulting in a narrative that overlooks Canada’s active complicity in the oppression of Black people. Even after slavery was abolished in 1834, Black Canadians continued to face systemic racism, segregation, and exclusion through White-focused policies and racist attitudes. Racial discrimination persisted well into the 20th century and beyond.

With that in mind, it’s also important to recognize that framing Black history solely through oppression is in itself racist. While historical context is integral to understanding the purpose of equity, diversity and inclusion strategies, a singular focus on racism reflects only a colonial perspective.

We often recognize inventors of everyday tools like the telephone, airplane, and lightbulb – but did you know that many Black innovators contributed to a lot of what we see in our everyday lives? In 1923, Garrett Morgan invented the three-light traffic signal. Chef George Crum created the potato chip in 1853, and Alexander Miles patented the automatic mechanism for elevator doors in 1887. Sister Rosetta Tharpe innovated blues, soul, R&B, and jazz to such a degree that with her 1945 release of “Strange Things Happening Every Day,” a new genre was born: rock and roll.

Elevating Black contributions demonstrates the deep influences of Black ingenuity has on the way we live and thrive today. Resilience is deeply ingrained in Black history – but so is brilliance.

Today, anti-Black racism continues to manifest in discriminatory policing, employment disparities, and underrepresentation in leadership roles. Racial profiling and over-policing of Black communities has led to significant disparities in the criminal justice system. These discriminatory attitudes and practices not only reflect historical injustices but also contribute to present-day systemic racism, underscoring the need for intentional efforts to dismantle these barriers.

Addressing this requires acknowledging Canada’s history and actively dismantling policies and practices that perpetuate inequity. Racism and discrimination are not static – they evolve with societal shifts and influence policy decisions. The legacies of colonialism and slavery and our understanding of history through different lenses continue to shape relationships and economic opportunities. This reality highlights the need for intentional policymaking that actively and deliberately acknowledge historical injustices to rectify them.

Highlighting the contributions of Black individuals is not just about representation – it’s about validating a history that has often been erased or diminished. Recognizing Black excellence in all fields challenges stereotypes and identifies systemic barriers that we can work towards dismantling.

Black History Month is an annual reminder of the importance of learning, reflection, and action, but it should not be the only time we engage with these conversations. Identifying, deconstructing and understanding anti-Black racism requires ongoing education, policy reform, and meaningful inclusion efforts.

Black history is history – and it’s happening now.

We share a collective responsibility to acknowledge it, celebrate it, and learn from it to build a more equitable future in which every contribution counts.

During Black History Month, RRC Polytech actively supported and participated in various events, including Anti-Black Racism as a Mental Health Concern by the Afro-Caribbean Mentorship Program (ACMP), Drum Cafe Winnipeg hosted by the Red River College Students’ Association, and Empowering Voices, Amplifying Black Narratives in Leadership, a collaboration between ACMP, RRC Polytech, the University of Manitoba, and the University of Winnipeg, where RRC Polytech alum Natalie Bell was honored with the Community Award for her invaluable contributions and dedication to the Afro-Caribbean/Black Canadian community in Winnipeg.

The Diversity team put together a compilation of resources and tools for the College community to learn more about Black history and to highlight stories of Black people. Employees have the opportunity to join in active engagement through the Anti-Racism Action Committee, which meets monthly to organize resources and events for the College community year-round related to anti-racism.

Anti-Racism: A Journey to Allyship is mandatory training for all staff, and if you haven’t had the chance to finish the modules, please access the course on LEARN.

Subscribe to the Diversity blog to keep up with future opportunities to engage and grow with us, and remember: when it comes to anti-racism, it’s not a grey area.

March 21 marks the International Day for the Elimination of Racial Discrimination, commemorating the tragic event in 1960 when police in Sharpeville, South Africa, opened fire on a peaceful demonstration against apartheid’s “pass laws,” killing 69 people.

This year’s theme recognizes the “60th anniversary of the International Convention on the Elimination of All Forms of Racial Discrimination (ICERD)”. Adopted by the United Nations General Assembly on December 21, 1965, ICERD was a groundbreaking step in the fight against racial discrimination, setting the stage for future human rights advancements, and fostering a global commitment to creating a world free from racial segregation and inequality.

The 60th anniversary of ICERD offers us an opportunity to reflect on the progress we’ve made in combating racial discrimination, segregation, and inequality. While we celebrate these achievements, it also serves as a reminder that much work remains. Racial discrimination continues to persist in many parts of the world, underscoring the ongoing challenges we must address. This day reaffirms our collective commitment to equality and human rights.

On this day, we encourage the College community to take action against racism in all its forms. Here are some ways you can contribute:

• Explore resources from the United Nations:
  • The Sharpeville Massacre – standing up against racism.
  • Fight racism | United Nations
  • Guidance: how can we fight racism? | OHCHR

• Educate yourself and others on the history of racial discrimination and how you can fight racism, discrimination, and xenophobia in Canada.

• Learn about racism and how to build anti-racist workplaces and communities. The Canadian Centre for Diversity and Inclusion (CCDI) offers a comprehensive Educational Guide: Racism and anti-Black racism (PDF).

• Explore RRC Polytech’s Anti-Racism Initiatives:
  • Anti-Racism at RRC Polytech
  • Anti-Racism Action Committee – Join the Committee
  • Anti-Racism Learning Toolkit – Library and Academic Services

Let’s unite in our commitment to building a world free of racial discrimination.

Neurodiversity Celebration Week, founded in 2018 by neurodivergent advocate Siena Castellon, will take place from March 17 to 23, 2025. Siena, who has autism, ADHD, dyslexia, and dyspraxia, started this global initiative to shift perceptions around learning differences. She noticed that discussions are often centered on the challenges faced by neurodivergent individuals.  The aim of the week-long celebration is to highlight the strengths, talents, and unique perspectives of those in the neurodivergent community.

Check out these resources to help celebrate the week:

• RRC Polytech’s Library and Academic Services Resource Guide on Neurodiversity
• Canadian Centre for Diversity and Inclusion (CCDI) Resources:
  • CCDI Webinar: Neurodiversity: An introduction
  • CCDI Webinar: Creating neuroinclusive and accessible workplaces
  • CCDI Webinar: Neurodiversity: Strategies for creating a neurodiverse organization
• LinkedIn Learning Paths (LinkedIn Learning login required):
  • Autism in the Workplace
  • Hiring and Supporting Neurodiversity in the Workplace
  • Understanding and Supporting ADHD in the workplace
• Other Resources:
  • Just say no (20:52)
  • Neurodiverse friendly Communication (0:59)
  • The Autism Advantage (3:34)
  • Thinking Differently About Autism (1:36:25)

Get Involved. You can also join an Employee Working Group or Community of Practice:

• Community of Practice: Accessibility Garden. Join your colleagues to share and discuss accessibility practices. To learn more, visit the Community of Practice: Accessibility Garden page  on Staff Forum.
• Neurodiversity Working Group. We’re looking for passionate employees to help make a real difference. To learn more and get involved, visit the Neurodiversity Working Group page  on Staff Forum.

March 8, 2025, marks International Women’s Day (IWD) – a global celebration of women’s achievements and a powerful call to action for gender equality. For over a century, IWD has united people worldwide to celebrate progress, raise awareness of ongoing challenges, and inspire collective action towards gender parity.

According to the World Economic Forum, it may take roughly five more generations to achieve full gender parity. This stark reality drives the IWD 2025 campaign theme: ‘Accelerate Action.’

Accelerate Action emphasizes the urgency of addressing systemic barriers, challenging biases, and fast-tracking progress towards gender equality. It’s a worldwide call to amplify strategies, allocate resources, and champion initiatives that create tangible, lasting impact for women everywhere.

Ready to make an impact? Explore these resources to celebrate the week and Accelerate Action:

• Learn more about IWD and its mission: International Women’s Day
• Discover Canada’s commitment to gender equality: Women and Gender Equality Canada

Dive into inspiring stories and milestones:

• Women of Impact in Canada: Explore profiles of courageous women in politics, science, the arts, and more.
• Women in Canadian History: A Timeline: Celebrate the achievements of Canadian women across various fields.
• Gender Equality Timeline: Gain insight into key milestones in Canada’s journey towards equality.

Get involved and expand your knowledge:

• Attend CCDI’s International Women’s Day – Panel (March 11): Join experts as they discuss our collective role in creating a world free from gender oppression and violence.
• Explore CCDI’s Educational Resources: Access valuable insights on women’s experiences in the workplace and learn how to support women’s advancement, while ensuring inclusivity in IWD celebrations and gender equity efforts.

Collectively, through learning, advocating, and taking action, we can accelerate progress and build a future where gender equality is a reality. Let’s make it happen — together.

In recognition of Inclusion Week, we’re excited to share five simple but impactful acts of inclusion that you can easily incorporate into your daily interactions. Each of these small, intentional actions is designed to foster a more inclusive environment. The goal is to inspire you to actively create a culture of difference where everyone feels empowered and appreciated.

Inclusion isn’t just about a single week – it’s a continuous effort. Here’s how you can start:

Monday: Pull in Underheard Voices

Inclusion starts by actively engaging those who haven’t had the chance to share their thoughts in discussions or those who might not always speak up. In class discussions, group projects, or casual conversations, ask: “Would you like to share your perspective on this?” or “How would you approach this idea?” Creating space for everyone to share their ideas ensures all voices are heard, considered, and valued.

By pulling in underheard voices into the conversation, we empower everyone to contribute. This small but powerful act fosters collaboration, builds trust, and creates a more inclusive environment where all ideas are respected, leading to richer discussions and more creative solutions.

Tuesday: Get Names Right

Today, let’s be intentional about getting names right! It’s a simple way to show respect and care for your classmates. Take the time to learn and pronounce their names correctly. Use their preferred names consistently. If you’re not sure, just ask politely! It’s totally okay to ask and practicing shows that you value them.

Getting someone’s name right is a small but significant way to show you see, value and respect them for who they are. This simple gesture can go a long way in making everyone feel included.

Wednesday: Acknowledge Contributions

Let’s shine a light on everyone’s efforts – no matter how big or small – and make them feel valued! Whether you’re in class, collaborating on a group project, chatting with friends, or sending emails, make sure you’re giving recognition for ideas and efforts where it’s due. Saying something like, “That’s a great point!” can make someone feel appreciated.

Acknowledging people’s contributions openly builds a culture of appreciation and positivity. Plus, it helps everyone feel like their ideas are valued.

Thursday: Share Resources and Normalize Challenges

Facing a new task, project, or subject can be overwhelming. One way to support each other is by sharing helpful resources, tools, advice, or quick tips that made things easier for you when you faced similar challenges. Offering help and sharing your experiences not only makes others feel supported, but also empowers them to ask for help, and fosters a sense of community.

Creating a culture of shared resources and normalized challenges fosters empathy, collaboration, and inclusion. It shows that it’s okay to struggle, and it’s okay to ask for help.

Friday: Circle Back and Create Space in Conversations

As Inclusion Week draws to a close, let’s ensure everyone has the opportunity to be heard. If someone is interrupted, make sure to circle back and give them space to finish their thoughts. A simple “I think [name] had a good point – let’s hear the rest of it” makes a big difference in keeping the conversation inclusive. It’s also okay to pass if they don’t have anything to add.

Circling back and creating space for everyone to speak shows respect and helps everyone feel that their contributions matter. This fosters better teamwork and collaboration.

And that’s a wrap for Inclusion Week!

Here’s a quick recap of the five acts of inclusion you can try:

• Monday: Pull in Underheard Voices
• Tuesday: Get Names Right
• Wednesday: Acknowledge Contributions
• Thursday: Share Resources and Normalize Challenges
• Friday: Circle Back and Create Space in Conversations

Remember, even small actions can have a huge impact!

While Inclusion Week provides an excellent opportunity to reflect on how we can be more inclusive, true change happens when we make inclusion a consistent, ongoing practice. Inclusion Week is just the beginning. Let’s commit to making inclusion a consistent, intentional practice—one day at a time, no matter the time of year.

These practical tips were shared by Robyn Penner Thiessen, a DEI consultant passionate about creating more inclusive workplaces and specializing in helping leaders develop the skills and strategies to lead inclusively. Learn more at robynpennerthiessen.com or by reaching out at robyn@robynpennerthiessen.com.

RRC Polytech is committed to creating a respectful community that is diverse, inclusive and equitable — a place where we can come together to better understand, embrace and uplift each other’s culture and experiences, and a place where all are welcomed for who we are, and for what we can build together.

Ramadan is a sacred month for Muslims around the world, marked by obligatory fasting and a spiritual cleanse.

To members of the faith, the ninth month on the Islamic lunar calendar is considered the holiest and healthy adults who are able, are required to fast from food and drink during the sunlit hours as a means of drawing closer to God and cultivating self-control, gratitude, and compassion for those less fortunate. Ramadan is a month of intense spiritual rejuvenation with a heightened focus on devotion and special prayers.

In 2025, the month-long fast of Ramadan begins around February 28 and ends around March 29. At the end of Ramadan, Muslims celebrate one of their major holidays called Eid ul-Fitr or the “Festival of the Breaking of the Fast.” In 2025 the holiday will be celebrated around March 29 or 30, and features prayer ceremony, food, games and presents for children as friends and family spend time together.

While the personal commitment to these sacred rituals may go unnoticed by some and spark curiosity in others, please be mindful that this observance may result in altered sleep patterns, changes in energy levels, increased anxiety around meeting deadlines, and requires a commitment to prayer timings.

Here are a few ways for non-Muslims to be supportive of students, staff and members of the College community who are fasting for Ramadan:

Be flexible, adaptable, and respectful.

Be conscientious of how much physical energy is required for an activity or outing you may propose, the time of day in which meetings or events may fall, and the settings in which you are doing them.

There are also various reasons Muslims may not be fasting, premised in the faith tradition or entirely personal, so you shouldn’t assume or ask someone if they’re observing. Please respect their privacy unless they choose to share and engage.

Be an ally in your department to those who are observing Ramadan and seek out more information to better understand and support your colleagues.

Click here to learn more about Ramadan

February 26 is Pink Shirt Day, a day to take a stand against bullying. 

Pink Shirt Day began in 2007 in Nova Scotia when a grade 9 boy was bullied for wearing a pink shirt. 

Two of his classmates organized a schoolwide protest, asking all students, teachers and staff to wear pink in solidarity and to demonstrate there is no place for bullying. 

Every Year, Pink Shirt Day is a reminder to create a more kind, inclusive world by raising awareness and funds for anti-bullying initiatives. 

Show your solidarity this Wednesday by wearing a pink shirt – you can purchase one from the Campus Store, designed by Oromocto First Nation student artist Brooke Gillam. 

Artist Statement: 

“I chose a sacred feather because it symbolizes and represents a high honour, wisdom, power, and freedom. The three hearts inside represent kindness, friendship, and love. When I tied the two together, it felt right because my heart told me it felt like it was meant to be.” – Artist Brooke Gillam, Oromocto First Nation 

Please note that both locations of the Campus Store are closed from Tuesday, February 25th – Friday, February 28th.

Respectful College – Online Training 

RRC Polytech has developed a course called Respectful College Training to support our commitment to a safe and inclusive working and learning environment where everyone is entitled to be free from bullying, harassment, discrimination, and sexual violence. 

The Respectful College Training course is available to all staff and students and takes about two hours to complete. Staff and students who complete the full training, including learning activities, will be eligible to print a Certificate of Completion.

Staff can login to HRIS to complete the training: HUB > HR Unlimited > My Portal > My Learning > Learning Library > More > Choose the Course to take > Click Enroll.

Students can access the training by logging in to LEARN.

RRC Polytech is embarking on a mission to recognize the truth about racism in our institution.

Because anti-racism is not a grey area – to make the reconciliatory change we want to see, we must confront the truth, past and present.

Regular features on our Diversity blog will explore various aspects of the College through the lens of anti-racism and through historical contexts.

As Manitoba’s leading provider of applied education and research, RRC Polytech graduates students into a wide range of industries, equipping them with advanced skills and values that emphasize teamwork and inclusiveness. We believe that the College’s identity should be shaped by the people who learn, teach, and work here. We want to empower students, faculty and staff to carry that identity with them in the workplace and greater community.

To ensure all people thrive at the College, we continuously identify and address racism in our systems and attitudes. Whatever the mechanism – policy change, for example – education always follows. Because a policy to advance anti-racism is nothing without a concerted effort to inform College community members why the change was made and how it will make our community more open to all.

This process of re-education is itself a response to the historical framework of post-secondary education – one that has created disparities of opportunity along the lines of race in institutions such as RRC Polytech for generations.  

True systemic change begins with education.

Communicating why practices in Equity, Diversity, Inclusion and Accessibility (EDIA) are important shifts the way we think about anti-racism. It’s more than just ‘not being racist.’

Safety and respect are critical to success in educational and professional settings. Many people navigate institutions that were not designed with their realities in mind, and as a result, they may face microaggressions, discrimination, or a lack of culturally responsive support systems. When we don’t actively consider these experiences, we risk maintaining an environment where some students and faculty don’t feel respected and struggle to thrive.

RRC Polytech must take an active role in not only addressing its internal systems, but communicating why practices in Equity, Diversity, Inclusion and Accessibility (EDIA) are important so we can shift the way we think about anti-racism. It’s more than just ‘not being racist.’

Many organizational structures that we see in Canada today were designed to benefit western European settlers, which created policies and cultural norms that excluded Indigenous, Black, and other racialized communities from equitable access to the same resources. Because of this, educational institutions have overlooked the histories, contributions, and knowledge systems of many cultures and peoples.

In our commitment to Truth and Reconciliation, we learn, discuss and reflect about the wrongdoings that have been perpetrated against Indigenous Peoples since the time of contact and the ongoing impacts – this is Truth. Recognizing those wrongdoings enables us to take action in ways that can better support Indigenous people, families, and communities – and this is Reconciliation.

The same approach is one RRC Polytech is committed to making towards anti-racism; knowing the truth is recognizing that racism is not a thing of the past and ‘not being racist’ is not enough to make the change we want to see. Taking action to reconcile is making goals using the information we have to better support our community and ensuring that everyone has equitable opportunities to succeed.

By prioritizing anti-racist learning, we can make RRC Polytech, in and of itself, demonstrative of the values we hold. The students who come through our doors can become agents of change in creating organizations that are reflective of the people for which they provide.

We have come a long way since our founding as the Industrial Vocational Education Centre in 1938 – we have introduced International Education, the Centre for Newcomer Integration, the School of Indigenous Education, Indigenous Strategy, Research and Business Development, and many more initiatives and policies in EDIA. We explain why we have these and what the benefits are for the people for whom they’re designed, but we don’t always explicitly articulate the historical context that creates the need for these specialized areas in the first place.

And the truth is, these contexts are deeply rooted in discrimination, racism, and colonialism. Future anti-racism features on the Diversity blog will delve into the histories that prompted the development of these areas, policies, and practices, and the impact that they’ve had in making safe and respectful learning and working environments for the people for whom they’re designed.

Visit the Anti-Racism section on our website and subscribe to the Diversity Blog for the latest updates on RRC Polytech’s exploration in anti-racism, and remember: it’s not a grey area.

With the success of our first social justice coffee house, we’re pleased to host another one during Inclusion Week 2025! All staff, faculty, and students are invited to be a part of this event. Whether you want to be a performer or simply attend, we welcome you to participate!

This year’s theme is food insecurity. Compassion and understanding are key to tackling this issue, helping us address the root causes and create real change. Want to learn more about food insecurity? Check out these resources:

• 15 Examples of Social Issues in Canada
• The Society Library
• What can be done to reduce food insecurity in Canada?
• Harvest Voices 2024

Event Details:

• Date: March 5, 2025
• Time: 10:30 a.m.– 11:30 a.m.
• Location: Roundhouse Auditorium (Second Floor), Manitou a bi Bii daziigae, Exchange District Campus

What to Expect: 

• You can share readings (poetry, fiction, or non-fiction), sing, engage in discussions, or take part in discussing food insecurity. Our goal is to create a safe space to express your thoughts, connect with others, and learn together.
• Collecting Donations: Bring donations of snacks, non-perishable food, gently used winter clothing, travel-sized hygiene items, or new socks. All donations will be shared with Community 204, an organization that support people experiencing housing insecurity in Winnipeg.

Why Attend?

• Express Yourself: This is a safe space to share your thoughts on important social justice issues.
• Connect with Peers: Meet others who are passionate about creating positive change.
• Learn and Grow: Gain new perspectives on social justice and food insecurity.

How to Participate:

• Perform or Present: If you’d like to perform or present, please fill out the form below to share what you’d like to contribute.
• Be an Audience Member: If you’re not performing, your presence and support will make a difference! Please fill out the form to let us know you’ll be attending. Afterward, you’ll receive a meeting invite to hold the space in your calendar.
• Registration Form via MS Forms.

Refreshments:
Enjoy complimentary coffee and light snacks throughout the event.