Congratulations to the 2024 BCGEU Scholarship Winners.

The BCGEU is pleased to support our 2024 scholarship recipients in their continuing education.

2024 BCGEU Scholarship Winners

Scholarship of $2000 for full-time students and $1000 for part-time students were awarded to members and their families across the province with a total of $90,000 awarded in the total.

Winners will be mailed a letter with instructions on how to claim their scholarship.

Members can also apply for scholarships from our National union, NUPGE. Find more details here.

UWU/MoveUP

Friday, March 8th is International Women's Day, and this year's theme is Inspire Inclusion.

Recognizing and celebrating the unique perspectives and contributions of women, two-spirit, trans, non-binary and gender non-conforming people plays a pivotal role in achieving true gender equality, demanding the dismantling of barriers, and the challenging of stereotypes.
 
It's essential that we acknowledge the diverse experiences and challenges faced by women and gender diverse people, especially those from marginalized communities. Fostering environments that champion inclusivity for all is a priority for our union.
 
In fact, the goals of "Inspire Inclusion" are at the very heart of the work of our union's Women and Gender Rights Committee. In October 2023 we held our first conference in Fort St. John: Intersectionality – What does it mean? Nearly 100 members and activists – including trans and gender diverse members -- explored the critical intersection of gender rights and the labour movement. 
 
Women and gender-diverse people, particularly those who belong to marginalized communities, have faced unique challenges within the labour movement. To explore those challenged, our conference took an intersectional approach, including workshops on Domestic Violence at Work, Intersectionality: From an Indigenous Lens, and Disability Rights and Justice at Work among others. 
 
In addition to the conference, our union has stood strong in support of trans and gender diverse rights. Dozens of members stood proudly in solidarity with local 2SLGBTQIA+ union members and community groups to confront anti-trans hate events and actions at a number of locations around the province.
 
Our Women and Gender Rights Committee also passed recommendations to our union's Provincial Executive to deliver domestic violence at work workshops to members, component executives and cross-component committees and recommended that all components designate male identified members to receive Be More than a Bystander training. 
 
After hearing from the staff at the WISH Drop In Centre to better understand the extreme stigma and challenges facing sex workers, the committee passed a recommendation to support the federal and provincial changes necessary to decriminalize sex work and make sex work safer for the women and gender-diverse people involved. 
 
While we are proud of this work and these are steps in the right direction, we have so much further to go. Our union must continue to ensure that every person's voice is heard, that their accomplishments are celebrated, and their rights are safeguarded, regardless of gender.
 
"Inspire Inclusion" serves as a reminder that achieving gender equality is not only about addressing visible inequalities but also about recognizing and addressing the subtler, ingrained biases that persist in our societies. As we celebrate this year's International Women's Day, let us recommit ourselves to creating a world where every person is empowered, included, and valued.
 
In the meantime, please check out the events and resources listed below, including the CLC's informative new website about gender justice. Together we can forge women's and gender equality, raise awareness about discrimination, take action to drive gender parity and #InspireInclusion.
 
Happy International Women's Day!

In solidarity,

Stephanie Smith, President

Download list of 2024 International Women's Day Events here

UWU/MoveUP

For immediate release:

Investor Engagement Yields Major Changes to Indigenous Rights at Canada’s Largest Bank
RBC makes changes following shareholder proposals from BCGEU and UBCIC

March, 2024

(xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish) and səlilwətaɬ (Tsleil Waututh) | Vancouver, B.C.) In response to two successive shareholder resolutions filed by the B.C. General Employees’ Union (BCGEU), with support from the Union of BC Indian Chiefs (UBCIC), the Royal Bank of Canada (TSX:RY) has launched a new component to its Environmental and Social Risk process, which asks questions about impacts on Indigenous lands and communities (I-ESR).

In addition, the bank has amended its human rights statement to invoke internationally recognized standards for Indigenous rights. Furthermore, RBC agreed to include a review of its new I-ESR policies in its racial equity audit to be completed in 2025.

“We are pleased to report that after over a year of negotiations, RBC has now charted a more meaningful course towards upholding Indigenous rights,” said Grand Chief Stewart Phillip, President of the Union of BC Indian Chiefs. “After last year’s AGM debacle and ignoring the voices of proper title holders like the Wet’suwet’en Hereditary chiefs, it is refreshing to see a change to RBC’s approach”.

A 2023 shareholder resolution, filed by BCGEU, a long-term RBC investor, with support from UBCIC, asked RBC to amend its human rights statement to invoke the free, prior and informed consent (FPIC) of Indigenous people as outlined in the United Nations Declaration on the Rights of Indigenous Peoples (the UN Declaration) and to inform itself as to whether its clients had obtained FPIC. This proposal earned strong shareholder support. A 2024 proposal asked the bank to conduct a review of the effectiveness of the bank’s policies and practices in respecting Indigenous Peoples’ rights in its existing and proposed general corporate and project financing. This second proposal was withdrawn in light of RBC’s commitments as described in this press release.

Following negotiations conducted between RBC and the investors:

• RBC amended its human rights statement to invoke the UN Declaration and the standard of FPIC;
• RBC introduced a new, enhanced component to its environmental and social risk process that asks RBC clients about the impact of their activities on Indigenous lands and communities, which can trigger enhanced due diligence. It applies to capital markets transactions above a relatively low threshold. 
• RBC agreed to undergo an independent third-party review of its policies related to Indigenous rights to be conducted by a qualified independent auditor as part of the bank’s Racial Equity Audit, which is to be completed by the end of 2025. The audit will specifically include a review of the company’s reliance on the Equator Principles for project finance activities.

“We are pleased to see RBC commit to enhanced risk management practices and to new reconciliation efforts in line with the Truth and Reconciliation Commission’s call to action #92,” said BCGEU Treasurer Paul Finch. “As a long-term investor, we understand that protecting and enhancing investment is not at odds with Indigenous rights. In fact, quite the opposite.” 

Issues of concern that remain for BCGEU and UBCIC include RBC’s continued reliance on the Equator Principles, as well as concerns with whether the new I-ESR policies adequately ascertain harms to Indigenous lands and culture.

“It is too soon to say if RBC’s new policies rise to the challenge, and we will monitor their progress closely,” said Finch.

“RBC is not off the hook by any means. Policies are one thing but what matters is action. We will closely monitor RBC’s progress. Respecting FPIC is not an optional standard that only applies when consent is granted. It must also include the right to say ‘no’ and have that respected,” added Grand Chief Stewart Phillip. 

RBC’s April 2023 annual meeting of shareholders was marred with accusations of racism and segregation of Wet'suwet'en and Black frontline communities who had traveled to the meeting to speak with management.

RBC is the third Canadian chartered bank to agree to terms and commitments related to a shareholder proposal on FPIC filed by BCGEU and UBCIC, following commitments from both TD Bank and the Bank of Montreal in 2023. 

BCGEU and UBCIC will attend the 2024 AGM to be held in Etobicoke to address shareholders directly about this engagement.

-30-

For media inquiries please contact:

Emma Pullman, Head of Shareholder Engagement, B.C. General Employees’ Union (BCGEU) [email protected] 

About BCGEU: The B.C. General Employees' Union represents over 85,000 workers in almost every community and economic sector in British Columbia. Under BCGEU's capital stewardship strategy, the union has submitted shareholder proposals at some of Canada's largest companies and has succeeded in achieving strong commitments on ESG issues.

About UBCIC: The Union of BC Indian Chiefs is a political advocacy organization that represents over 120 First Nations in British Columbia. The UBCIC works to uphold Indigenous sovereignty, promote self-determination, and advance Indigenous peoples' rights.

UWU/MoveUP

The Area 04 Cross Component Committee wishes you a very Happy and Prosperous 2024.

We appreciate that we all have busy lives, but we are asking for your input by filling out this survey https://form.123formbuilder.com/6595892/area-04-cross-component.

One of the purposes of the committee is to provide education and events for BCGEU members in our area.

We have a number of events planned for this year, including bowling, learn to fish and a summer carnival to name a few, so please keep an eye out for notices to sign up and participate.

The committee is also looking at hosting a couple of education days. In the past, these days have included courses on budgeting, pensions, and other personal interest courses. We also had an area set up for members to bring their bicycles for a tune-up and inspection.

This year, we want your help in deciding what courses to hold. We are conducting a survey https://form.123formbuilder.com/6595892/area-04-cross-component.to get your input. Please take the time to fill it out. All members who fill out the survey, will be eligible for a $50 LDB gift card which will be awarded by a random draw.

In solidarity,

Erica Cardarelli, Cross Component Committee Chair
Kevin Hagglund, Staff Representative 

Download FYI CCC Education Opportunities Survey.pdf

UWU/MoveUP

FOR IMMEDIATE RELEASE

January 8, 2024
 
BCGEU calls for Vacancy Control, not more unaffordable rent hikes 
 
(Burnaby, B.C.)

While some B.C. renters are bracing themselves for another 3.5-per-cent rent-hike in 2024, those looking for a new home will be paying much more to stay in their communities, says the B.C. General Employees' Union (BCGEU), calling again for vacancy control measures. 

According to the CMHC's January 2023 Rental Market Report, the asking price for vacant units in Vancouver, on average, exceed in-place rents by 43%, making housing even more expensive for those who are moving or have been displaced, and need a place to live. The BCGEU says this disturbing discrepancy is both a symptom of weak rental policy and an over-reliance on the private market, which has widened the divide between those who own and those who rent, making it harder and harder for working people to have stable housing.

"Vacancy Control would limit rent increases between tenants, which is a major cause of unfair evictions and displacement," says the BCGEU Vice-President Kari Michaels. "In many cases landlords make homes so unlivable that occupants have no choice but to leave, all so the landlord can convert the same $900-a-month suite into a $2,400-a-month one." 

Michaels adds that the results of these unchecked rent increases negatively impact everyone: "Whether you are the person unfairly displaced, or you're a prospective renter coming in behind them - possibly a student leaving home for the first time, a new Canadian moving to B.C., a growing family seeking more space, or a worker relocating to a neighborhood that's closer to a job - everyone loses because the number and diversity of affordable homes dwindles. A 3.5% increase on in-place rents is daunting enough for workers, especially in the face of our inflationary crisis, but for your typical workers and families, market-rate housing is often completely out-of-reach." 

Vacancy control would stop rents from rising as steeply as they have over the last decade by extending rent caps to the unit, not just existing tenants. "It's a common-sense protection that we need right now to stem the loss of affordable market rentals," says Michaels. "It's no different than how we need better protections against demovictions under the new transit-oriented development law to stop unfair displacement; both policies should be treated as emergency measures." 

The BCGEU is also adamant that workers and their neighbours need more support to build and sustain a truly equitable and affordable housing landscape, which is why it's advocating for a 4-pronged approach, combining a Land Value Capture Tax (LVCT) and expanded inclusionary zoning with robust public housing, in addition to Vacancy Control. LVCT would deter speculation, eventually cooling the housing market, and provide government with the funds it needs to build and manage quality, affordable public housing. Meanwhile, the proposed inclusionary zoning policy would require 50% of the units in all new developments get an affordable-housing designation, where rent is locked at 30% of the tenants' income. 

"Ultimately, we are striving for an environment where the corporate landlords and developers cannot own, flip and sell more people in B.C. out of their homes," says Michaels. "Our proposal unchains housing from the restrictive and volatile market we currently see, so that we can eventually decrease rents, increase the stock of quality affordable housing and ensure that people living and working here have quality homes, without having to sacrifice food, heat, internet, or winter boots for their kids just to keep a roof over their head." 

-30- 

For more information, please contact: 

Celia Shea, BCGEU Communications Officer – [email protected] 

The BCGEU represents over 85,000 workers from across the province, passionately fighting for a more affordable B.C. Together, they're pushing back against the cost-of-living crisis by winning better wages and breaking down barriers to important services for marginalized communities. In response to the escalating housing problem, BCGEU also launched the Affordable B.C. Campaign, where members and allies are uniting to advance safe, affordable housing for all workers and their neighbours. 

UWU/MoveUP

FOR IMMEDIATE RELEASE

Burnaby, BC, December 19, 2023 - In a landmark move, The Toronto-Dominion Bank (TSX: TD) unveiled the findings of its much-anticipated racial equity audit report which examines the bank's employment practices across its US and Canadian operations. A response to a shareholder proposal by the BC General Employees' Union (BCGEU), this audit is a significant step for North America's 6th largest bank and is the first audit of its kind in Canada.

"We commend TD for being the first bank in Canada to commit to and complete a racial equity audit," stated Emma Pullman, BCGEU's head of shareholder engagement. "However, to truly bolster investor confidence, TD must address the audit's significant limitations."

A racial equity audit critically analyzes a company's practices to identify and rectify disparities affecting Indigenous communities and people of colour. TD engaged Covington LLP and WeirFoulds LLP for this purpose, scrutinizing workplace policies, hiring, and retention. 

BCGEU has identified the following concerns with the audit that it believes could be addressed through enhanced disclosure, and in future audits: 

• Methodological Flaws: The audit's questions have limitations. Rather than asking about the effectiveness of TD's diversity policies and practices, the audit asks what mechanisms are in place to assess the effectiveness of TD's policies and practices.
• Insufficient Data: TD's audit fails to disclose disaggregated data, which could provide critical insights into how different racial and ethnic groups are specifically affected by TD's policies and practices. Disclosing this data may help TD develop more targeted and effective strategies to address systemic inequalities and ensure that initiatives truly benefit all employees and stakeholders in a meaningful way.
• Narrow Scope: The audit's focus on employment practices omits key areas like products, services, and lending practices. TD has indicated that it intends to apply learnings from its employment audit to customer experience. Without conducting an audit that covers business practices, TD may overlook systemic issues, and may miss key insights and opportunities.

"We understand that racial equity audits are intensive. As a long-term TD investor, our priority is to ensure this audit is instructive and isn't mere window dressing. We believe TD is in a position right now to make straightforward and meaningful additional disclosures that will provide investors with confidence in the audit. Furthermore, we believe TD should commit to a timeline for an audit of its business practices," Pullman asserted.

During TD's proposed merger with First Horizon Bank, criticisms emerged regarding its racial lending record. TD's audit into its employment practices would not be able to provide insights into the effectiveness of new policies and programs announced by the company, including changes to overdraft policies and new programs to increase home ownership among communities of colour. This underscores the need for an inclusive audit that covers business and lending practices.

Since TD made its commitment to conduct a racial equity audit in 2022, nearly all its competitors and peers have committed to comprehensive racial equity audits that include both employment and business practices. This includes National Bank of Canada, CIBC, Bank of Montreal, and Royal Bank of Canada. Both RBC and BMO made commitments in November of 2023 in response to investor engagement led by BCGEU and other investors. 

"TD Bank has paved the way with its racial equity audit. But, without a commitment to comprehensively audit its entire business, it risks falling to the back of the pack. We hope to see TD champion change and embrace a more thorough and transparent approach," concluded Pullman.

ABOUT BCGEU
The B.C. General Employees' Union represents over 85,000 workers in virtually every community and economic sector in the province. BCGEU's capital stewardship program leverages its power as a long-term shareholder to advance human rights, Indigenous rights, sustainability, and responsible governance at Canada's largest companies. Learn more about the union's work at https://investments.bcgeu.ca/

Read TD's employment equity audit

Read BCGEU's 2022 shareholder proposal at TD Bank

For media inquiries, please contact:

Emma Pullman
Head of Capital Stewardship and ESG
BC General Employees' Union (BCGEU)
[email protected]

UWU/MoveUP

BCGEU KAMLOOPS AREA OFFICE
INTERNAL POSTING
December 13, 2023

POSITION:          ADMINISTRATIVE ASSISTANT – Kamloops Area Office

GRADE:                LEVEL 5 - MoveUP AGREEMENT

WAGE RATE:      $34.67 - $37.30 per hour

An Administrative Assistant is required to provide administrative support to the staff representatives in the Kamloops Area Office, located in Kamloops, BC.  Term of assignment is 3 months or return of incumbent.

DUTIES & RESPONSIBILITIES:

The successful applicant will perform Level 5 duties as assigned.  Duties will include processing a variety of documents on a personal computer, including collective agreements, meeting notices, bargaining bulletins, grievance letters, leaves of absence and general correspondence; calculating calendar deadlines for grievances, notice to bargain letters, appeals and expedited arbitrations; balancing and maintaining a petty cash fund, making purchases and issuing cheques from the imprest account, reconciling monthly bank statements, calculating charge backs to components/locals; coordinating, preparing and distributing materials for strike/ratification votes and elections; assisting component/local executive in performing their duties such as stewards'/retirees' banquets; arranging for union observers to attend selection panels upon members' requests; maintaining a filing system such as grievances, appeals, local, component, cross-component, stewards/officer information; responding to telephone inquiries and receiving visitors such as members, staff representatives, senior labour and management personnel, Provincial Executive; scheduling appointments; making travel and hotel arrangements; other related duties as required.

QUALIFICATIONS & EXPERIENCE:

Applicants must have 2-4 years' administrative experience; high school graduation supplemented by administrative training; excellent Microsoft Word and Excel skills; keyboarding (40 - 50 wpm); database experience required; accounting/payroll experience a definite asset; an aptitude for organization and detail; good telephone manner and the ability to set priorities and work within time limits.

Hours of work are 32 per week, four days.

General aptitude tests will be administered to all applicants.  Keyboarding tests will be administered to regular/temporary employees who are not presently working in or have not previously worked in an administrative position.

The BCGEU supports employment equity. Indigenous workers, workers of colour, women, LGBTQ2SI+ workers, and workers with disabilities are encouraged to apply for positions with the BCGEU.

Apply in writing with resume to Jennifer Ferguson, Human Resources Administrator, Headquarters, by 5:00 pm, Tuesday, December 18, 2023.

Resumes will be accepted by e-mail to:  [email protected]

UWU/MoveUP

December 6th marks the 34th anniversary of the École Polytechnique Massacre, which occurred on December 6, 1989, in Montreal. The perpetrator, fueled by misogynistic beliefs, took the lives of 14 young women that day. Three decades later, the impact of this horrific act of violence continues to reverberate through the ongoing struggle against gender-based violence. 

The risk of harassment and violence tragically continues to be a daily reality for many workers, particularly affecting women who are Indigenous, black and people of colour, and gender-diverse people.

The importance of activism in challenging these systemic issues cannot be overstated. Advocacy, organizing, education, and policy changes are critical components of the ongoing struggle to create and cultivate safer, more equitable spaces for all workers.

The National Day of Remembrance and Action on Violence against Women is a fitting time to underscore the work of our union's active Women and Gender Rights Committee, lead by our president Stephanie Smith. The committee's primary role is to make recommendations to our union's Provincial Executive on the elimination of specifically identified systemic barriers, to ensure the full participation of women, trans, non-binary, and gender non-conforming members in our union.
 
This year, the committee hosted our first women and gender rights conference – Intersectionality – what does it mean? – in Fort St. John. Many activists and gender-diverse members came together to explore intersectionality as a framework for tackling overlapping forms of prejudice and discrimination, and to discuss critical issues such as domestic violence, disability rights and justice, and Indigenous reconciliation.
 
Over the past few years, committee members also participated in the federal government's roundtable on gender-based violence and sent letters to the provincial government calling for paid leave for survivors of domestic and sexual assault. This work has resulted in inclusions within our collective agreements for special leaves for employees experiencing domestic violence. 
 
In 2020, as a direct result of the labour movement's advocacy, the government announced up to five days paid leave for employees experiencing domestic and sexual violence and five days of additional unpaid leave to seek medical attention, counselling or other social or psychological services. 
 
In January 2023, Canada ratified the International Labour Convention 190 on Violence and Harassment in the World of Work which will come into effect early in the new year. It is the first-ever global treaty on ending violence and harassment in the workplace, and one the global labour movement fought hard to achieve. C190 is particularly notable for its focus on gender-based violence and recognition of vulnerable workers.
 
There is still much work to be done, but we will continue our collective efforts to end gender-based violence, to promote inclusivity, and to advocate for policies that prioritize safety and equity for all. 
 
Today we hope you consider attending one of the events in your area, commemorating the National Day of Remembrance and Action on Violence against Women. It's vital that we stand together in unison to demand an end to violence against women, girls, and gender-diverse people. We have compiled a comprehensive list of events throughout the province here. New events are emerging daily so be sure to check for others in your area before you make a plan. We also encourage you to share the social media shareable we have included below. 

On this National Day of Remembrance and Action, let's use this day as a catalyst for a renewed commitment to creating a world where every person, regardless of gender, can work and live free from the threat of violence and harassment.

If you or someone you know is experiencing violence or abuse, here are a few links to services and resources in BC:

VictimLink
1-800-563-0808 a multilingual information service available throughout BC and the Yukon 24/7.
Or Text VictimLink BC at 604-836-6381.
 
BC Housing - Transition Houses & Safe Homes List
List and contact information for all of the transition houses across the province.
 
Women Against Violence Against Women 24-Hour Crisis Line
604-255-6344 or toll-free 1-877-392-7583
 
Battered Women Support Services Crisis line
604-687-1867 or 1-855-687-1868 or text 604-652-1867 or email: [email protected].
 
Ending Violence BC
Non-residential anti-violence programs.

Never forget:

Genevieve Bergeron | Helene Colgan | Nathalie Croteau | Barbara Daigneault | Anne-Marie Edward | Maud Haviernick | Barbara Maria Klucznik | Maryse Laganiere | Maryse Leclair | Anne-Marie Lemay | Sonia Pelletier | Michele Richard | Annie St-Arneault | Annie Turcotte

SHAREABLE:



UWU/MoveUP

BCGEU Secretary-Treasurer Paul Finch Issues Statement on Transgender Day of Remembrance

This past year we've seen a disturbing rise in hate-driven attacks on the transgender community. The BCGEU's solidarity with transgender, gender-diverse workers, and all 2SLGBQTI+ community members is necessary and urgent-it's a lifeline, it's central to our values, and it's important to the wellbeing of our communities.

Every worker and person in B.C. deserves safety, respect and support. That's why, as union activists we fight for more humane workplaces - so that everyone can lead healthy, fulfilling lives on the job and outside of it. Our greatest strength is our collective power, which demands inclusivity. To exclude anyone from the progress that we strive for would fail the whole labour movement. Real unionism uplifts all workers to fight for their rights.

For trans workers, who have a lower life expectancy and are disproportionately the targets of assault, the fight for their rights is intimately tied to the fight for their lives. Our union is committed to helping build a world where trans people have a real chance to be themselves, lead fulfilling lives and grow old. We want to see more trans elders.

Since 1999, the trans community has come together on November 20, across borders and demographics, for Trans Day of Remembrance to memorialize and mourn loved ones who were ripped from their lives by transphobia. Sadly, every year, the list of names on the epitaph grows. Today and every day, BCGEU honours and remembers all victims killed in acts of transphobic violence or those taken as a result of them. Our union celebrates and supports survivors and commits to defending against attacks that disrupt and threaten trans and gender-diverse lives.

Canada's legal landscape is unfortunately becoming more hostile. Saskatchewan's government has now passed a bill that requires parental consent as a condition for kids to re-enforce their preferred names and pronouns at school, forcing some youth to come out to their guardians and relatives before they are ready. The Saskatchewan government's invocation of the Notwithstanding Clause – used to pass the bill – overrides parts of Canada's Charter of Rights and Freedoms and goes to disturbing lengths to discourage gender-diverse youth from self-identifying, which has been shown in the research to reduce depression, suicidal ideation and suicide attempts.

Outside of electoral politics, we've also seen a wave of misguided and inflammatory rallies organized across the country against B.C.'s SOGI (Sexual Orientation and Gender Identity) framework - a toolkit of resources that allow for age-appropriate and scaled conversations that encourage inclusion and understanding. Sometimes lessons as simple as talking about how colours don't have a gender or suggestions of books that might reflect the diversity of students and their families, SOGI does not force children to be anything other than who they are. It teaches acceptance, relieving kids of the pressure they may feel to conform to identities that don't feel right for them.

BCGEU's 2SLGBTQI+ Committee has been doing member outreach and joining forces with ally organizations to counter these protests, to ensure all children and youth feel supported, safe and heard at school and in their communities.

BCGEU also highlights the fact that these discriminatory trends in anti-trans legislation and sentiment will disproportionality hurt low-income, racialized and Indigenous members of the community, as well as seniors and trans people with disabilities. Real justice for the transgender community will only be won if it is intersectional and inclusive; accessible gender-affirming care includes and requires an anti-racist healthcare system and affordable housing for seniors and low-income communities. Trans elders must feel safe and included.

While we mourn and condemn hate on this somber day, we know it's not enough for unions to be against transphobia - we must actively build safe, supportive spaces where transgender workers can thrive. We must strive for a world where the community is not in a constant state of defense, spending more time justifying and vying for their existence than living. We stand in support of a future world where transgender and gender-diverse workers and communities can lay down their swords and instead be free to fully explore their interests, grow their relationships, and feel the full spectrum of emotion, without fear of the constant risk of attack.

UWU/MoveUP