 Métis dance at Devil’s Lake, Dakota Territory, ca. 1870. Drawing by Corporal Louis Voelkerer, Company A, Thirty-first United States Infantry. Minnesota Historical Society (public domain) By Lisa Hebert and Kevin Simas Research showing the positive health benefits of dance are abundant (Atkins et al., 2019; Fong Yan et al., 2018; Ilić et al., 2024), but less is known about the impacts of culture-specific dance, such as the Red River Jig of the Métis People. Dr. Heather J.A. Foulds researches these impacts, including community, language, connection to the land and cultural identity to facilitate and influence health and wellbeing within the Métis community and beyond. Highlighting the importance of Métis-explicit research, Dr. Foulds shares, “Métis People are a specific Nation of Indigenous Peoples. Our history and colonial relationship, like our health and wellbeing, are unique from that of other Indigenous Nations in Canada. Supporting the health and wellbeing of Métis People requires distinctions-based approaches, considering the unique complexities of identity and history.” As a Métis woman herself, Dr. Foulds holds a sense of responsibility to her community, above and beyond her research or work, “I see my research as a way to serve and support my community. Doing research with Métis dancing, and the Red River Jig in particular, is a means of making the dance more accessible to the community and providing opportunities for Métis People to learn and practice the dance. Health research in this area is also a means of supporting the health and wellbeing of my community and Nation.” The Red River Jig is an intricate dance with rapid and skillful footwork, danced to fiddle music. The dance was influenced by the Plains First Nation dances and Scottish, Irish, Scandinavian and French-Canadian traditional dances. Fur traders from Scotland, Ireland and France introduced the fiddle to these communities and the music was passed on through generations taking on a unique style of its own (Hafez et al., 2021, Red River Jig – Turtle Mountain-Souris Plains Heritage Association, n.d.). “The Red River Jig is one of the central elements of Métis culture. This dance came to exist at the time the Métis Nation was born. The history of the Métis Nation and our culture are embedded within the dance” explained Dr. Foulds, “(It) has always been about bringing different people and cultures together, building relationships, and celebration. Studying this dance is an important way of sharing, promoting, and supporting Métis culture and Métis People, in an inclusive and celebratory way.” Dr. Foulds' has taken the time to evaluate the Métis Red River Jig and its impact on the health and spiritual wellbeing of Métis People. Through qualitative interviews investigating the cultural and spiritual impact of the dance, Dr. Foulds has identified four main themes categorizing the experiences of Métis Red River “Jiggers”. The 1st theme focuses on community bonding: she found that the Red River Jig is seen as its own source of community social support wherein participation creates and strengthens bonds and ties to the Métis community. The 2nd theme focuses on identity: learning and performing the dance builds a heightened sense of awareness and pride in their Métis ancestral roots, allowing Métis People to embrace and reclaim their culture and identity. The 3rd theme focuses on spiritual connectedness: the Red River Jig engages the mind, body, and spirit, wholistically connecting one to their whole self; this connectedness is viewed as an emotional, physical, mental, and cultural connectedness, wholistically fueled by the dance. The 4th theme focuses on cultural healing: the Red River Jig holds therapeutic value, providing a means of healing from present and historical trauma. With these identified themes, Dr. Foulds was able to highlight how cultural Métis traditions, such as the Red River Jig, are vital to restoring cultural identity, improving their sense of a Métis community, and facilitating the physical, mental, emotional, and spiritual health and wellbeing of the Métis people. The Red River Jig serves as a “conduit” to bring Métis people back to their roots: their Métis culture, community, history and identity. Dr. Foulds’ has also investigated the use of the Red River Jig as an exercise, in a dance class study with before-and-after health assessments. She found that it can be classified as an “intense” exercise, with intensity levels equivalent to fast running, biking, and aerobics with weights. While more quantitative data are being assessed, preliminary results show that Red River Jigging should be intense enough to improve the fitness levels of active individuals, and that it may improve mental health in a similar manner to that of typical aerobic exercise. Further, consistent practice was found to improve physical fitness, positively impacting cardiovascular health while decreasing the risk for cardiovascular disease, and specifically improving tandem stance performance (i.e., balance). Dr. Foulds’ research highlights the importance of Métis-specific experiences when it comes to the health and wellbeing of Métis People. Culture, identity, and community are an important trio of factors for Métis-specific health and wellbeing. The traditional Métis Red Rivier Jig holds important implications when it comes to promoting these factors. In addition, the dance holds valuable health and wellbeing implications, with its demonstrated potential for use as an exercise and promoting many health-related outcomes. Overall, the Red River Jig holds spiritual, historical, and cultural importance for Métis People, while educating, fostering connectedness, strengthening the community and helping Métis People build a stronger sense of cultural identity.  Métis sash with fiddle. Courtesy of Dr. Heather J.A. Foulds About Dr. Foulds, (Métis): An Associate Professor in the College of Kinesiology at the University of Saskatchewan, Dr. Foulds holds a PhD in Experimental Medicine from UBC, a M.Sc. in Human Kinetics and a B.Sc. in Biochemistry and Molecular Biology. She is the Chair of the Heart & Stroke/CIHR Indigenous Early Career Women’s Heart and Brain Health, and Co-Scientific Director of aen mamawii kiiayaahk (Healing Together) Métis Health and Wellness Research Network.
This blog is a part of a series exploring how physical activity builds resilience against stress-related brain changes and mental health disorders. References:
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Community Health and Wellbeing: The Impact of Trauma and Violence Informed Physical Activity (TVIPA)4/1/2025  By Clare Murray-Lawson & Kate Harris In Canada, only 49% of adults and 39% of children currently meet the physical activity (PA) levels recommended by ParticipACTION, despite the well-documented benefits for both mental and physical health (Roberts et al., 2017; Statistics Canada, 2021). When considering this statistic, you might wonder what influences an individual’s decision to not engage in PA. Perhaps a busy schedule, lack of motivation, or simply not enjoying exercise. However, we often overlook the systemic and personal barriers that prevent many people from engaging in PA. Dr. Francine Darroch, a professor at Carleton University, has spent the past decade researching these barriers. Through her work she has identified, characterized, and developed strategies to address them, leading to the creation of the Trauma and Violence Informed Physical Activity (TVIPA) program. Nearly two-thirds of adults in Canada have experienced—or will experience—a traumatic event in their lifetime, and an even greater number will face mental health challenges such as depression and anxiety (Statistics Canada, 2024). This presents a paradox: while PA is strongly linked to improved mental health, trauma can become a significant barrier to participation. To address this, Dr. Darroch and her team developed the TVIPA program, beginning with a focus on the unique obstacles preventing gender-identifying women from engaging in PA. These barriers range from socioeconomic status and domestic violence to access to equipment, racism, gender discrimination, and education. Their approach started with extensive community engagement, environmental scans, and geographic information system (GIS) mapping to identify “recreation deserts” where PA opportunities were most limited. The next focus was on knowledge exchange streamlined into a clear and concise training program. Through focus groups, community feedback, and insight from experts in the field, the TVIPA online training modules were designed. The purpose of these modules is to educate and support PA providers by covering the key concepts of TVIPA, the effects of trauma on the body and brain, the impacts of physical activity on the lives of those with lived experiences of trauma, and examples of TVIPA practices.  Following the development of these modules, community-based interventions were launched at four sites across Canada in order to examine the impact of TVIPA on the wellbeing of women experiencing inequity. One such community is located right here in Ottawa: The Banff-Ledbury Community. The young, racially and economically diverse group of residents that call Banff-Ledbury home experience several barriers that limit their access to recreation and PA. GIS mapping of the area has highlighted significant geographical, structural, and financial challenges that contribute to the community being classified as a “recreation desert”. Safety concerns such as insufficient street lighting and poorly maintained walking and biking paths, as well as the high cost of accessing nearby recreation spaces, result in residents having limited opportunities to engage in PA. For these reasons, the Banff-Ledbury community is an ideal setting to implement and evaluate TVIPA programming. Across the four locations, a total of 168 participants engaged in at least one 6-week intervention wherein trained TVIPA practitioners led a range of physical activities including yoga, strength training, non-contact boxing, walking, and dancing. To combat some of the common barriers to PA, each site offered women access to a safe space, equipment and gear, and free on-site childcare. Health outcomes were assessed at baseline, using daily check-ins, and at the end of the 6-week intervention using TVIPA-specific scales. Preliminary findings of this ongoing study provide support for the use of TVIPA in improving health and wellbeing. Approximately 93% of women stated they felt better following the programming, and over 90% reported that the TVIPA intervention improved their mental health, physical health, and overall quality of life. Comments from participants highlight the importance of group PA in building community connections and social support networks, both of which can lead to improved mental health outcomes.  Looking ahead, Dr. Darroch and her team plan to facilitate a knowledge and experience exchange between the four sites and are hoping to expand the study to explore the use of TVIPA programming in males and single fathers. Previous and ongoing work is also assessing the implementation of TVIPA in the LGBTQIA+ community (Simpson & Darroch, 2024). Ultimately, TVIPA is not just about exercise and movement – it involves healing, empowerment, and social connectedness. By fostering safe, accessible, and inclusive PA experiences, TVIPA helps build relationships and promote wellbeing.
This blog is a part of a series exploring how physical activity builds resilience against stress-related brain changes and mental health disorders. By Alfonso Abizaid
Stress is inevitable and a critical factor associated with chronic disorders that include cardiovascular disease, cancer, metabolic disorders, and psychiatric disorders(1). Of the latter, stressors play an important role on the etiology, progression and treatment prognosis(2, 3). Because of this, it is critical to determine the factors that make individuals more resilient against the effects of stressors. One such factor is physical activity, a clearly impactful and cost-effective behavioral change alternative that increases stress resilience, improves mental health treatments, and ultimately reduces the burden on the health care system(4). Yet, despite these obvious benefits, little is known about the biological mechanisms underlying the impact of physical activity on stress resilience, and how psychosocial factors can influence these processes. Finally, and despite reports indicating that Canadian children and emerging adults are not meeting recommended physical activity health guidelines(5), little is known on the consequences of sedentary behaviors on brain function in the short term and in the long term. This might be of special interest to those communities that face barriers to physical activity including children and emerging adults of equity-owed communities including low income, racialized, gender diverse, indigenous or people with special accessibility needs, all communities that are at a higher risk of stress-related mental health challenges. In this series of blogs we seek to present the latest evidence on the beneficial effects of physical activity on stress induced changes in brain function and mental health disorders with emphasis on building resilience. As part of these blogs we describe the potential long-term consequences of not meeting healthy physical activity recommendations in terms of brain function and vulnerability to stress, and the potential recommendations that could improve engagement in physical activity especially in at risk populations. Knowledge users (scientists, community-based organizations, policymakers, leaders and members of marginalized communities) are invited to participate and communicate some of the gaps that restrict access to physical activity and how programs that are effective in increasing physical activity may alter brain structure while improving mental health indicators. With this interaction we hope to identify research needs related to physical activity as an effective coping mechanism to attenuate the effects of stressors, and to determine interdisciplinary research teams to systematically explore how to improve mental health by improving accessibility to populations that lag behind. It is well established that sufficient physical activity has multiple benefits that promote the health and quality of life. Preclinical studies using animal models show that laboratory animals allowed to run on wheels, or placed in regimens where they must increase their activity show improved metabolic function, improved cognitive function, increased brain plasticity and resilience to stress(6). Human preclinical, clinical, and population-based studies demonstrate that increased physical activity can be an effective intervention to improve metabolic and cardiovascular health, prevent aging-related accidents and improve quality of life in the elderly, promote healthy development in children and emerging adults, and is associated with improved cognitive function, mental health markers, and responses to numerous medical interventions and treatments(7). Importantly, increased physical activity and exercise are thought to be a particularly good interventions to cope with stressors (8). The effectiveness of physical activity, however, is variable and the factors that can increase or decrease its effectiveness as an intervention to mitigate stress-related health challenges remain to be fully elucidated. At the physiological level, increased physical activity results in metabolic, endocrine, and microbiota changes that can enhance resilience(9). For instance, exercise can diminish circulating inflammatory factors and can influence the release of metabolic hormones that allow organisms to meet the energetic demands of stress more efficiently and with less wear and tear(4, 10). In the brain, increased physical activity promotes the release of neurotropic factors that can increase synaptic plasticity and neurogenesis, and that can also attenuate the negative effects of stress on these parameters (4, 10). Nevertheless, preclinical models of physical activity have focused on paradigms where laboratory animals are placed in enclosures with activity wheels, which are novel and reinforcing given the generally impoverished environments in which these animals live, suggesting that the beneficial effects are due to a more enriched and stimulating environment rather than the increase in physical activity itself(11). In humans, there is evidence linking chronic stress and impoverished environments with alterations in brain structure, and correlated with deficits in cognitive functions and higher indexes in mental health disorders(3). Similar alteraions have been observed in individuals that follow a sedentary lifestyle(12-14). Importantly, physical activity can also change brain structure in association with improvements in cognitive function(15). Nevertheless, and despite the evidence for direct and indirect benefits of physical activity, equity-owed communities encounter social and economic barriers that make them more reluctant to engage in physical activity opportunities. In fact, a recent report by participACTION, highlights disappointing scores of physical activity in the Canadian population with especially low levels of physical activity in children and emerging adults of equity-owed communities(5, 16). While the long-term effects of these low levels of activity cannot yet be established they do suggest that these young individuals may be less resilient to stressors and at a greater risk of developing mental health disorders. By understanding how physical activity increases resilience against stressors, especially at the level of brain structure and function, we may be able to determine biomarkers to predict resilience, especially after physical activity interventions. Furthermore, forward steps can be made in research to better determine the consequences of sedentary behaviors in equity-owed communities and promote physical activity engagement in to improve resilience and ultimately curb their incidence of mental health disorders in these groups(17). In the blogs from this special compilation we describe the work of a multidisciplinary group of scientists invited to present at Carleton University’s Neuroscience Colloquium series whose work is focus on this very important issue. We hope that as a knowledge user you find this compilation informative at the personal and professional level and invite you to leave your comments. Check out this series:
References
By Hymie Anisman This is a reprise and extension of a blog post previously written for the CHAIM centre with a somewhat greater focus on bullying within a university context (https://carleton.ca/chaimcentre/tag/bully/). Most of us spend about half of our waking hours at the workplace. For some people work is a positive experience and even acts as a buffer or coping method to deal with life stressors, whereas for others work is a drudge that must be endured. When the workplace becomes a stressor, especially when individuals experience high job demands, but with limited decision latitude (job strain), the occurrence of illnesses, such as heart disease and type 2 diabetes, increases appreciably. These outcomes are exacerbated further when job strain is accompanied by the perception of unfairness or injustice. A powerful stressor that can be encountered in the workplace is bullying. Although bullying is most frequently discussed in relation to adolescents and school environments, particularly as it has become especially pernicious through attacks coming through social media, it isn’t restricted to adolescent experiences, being much too common in the workplace. Workplace bullying can take any of multiple forms, and there is little doubt that intentional, prolonged harassment (or violence) coming from a coworker or from a group (mobbing) can lead to a variety of negative neurobiological changes, as well as a range of psychological and physical illnesses. Bullying can be manifested in the form of ostracism, belittling, sarcastic remarks, rudeness, name-calling, sexual harassment, scapegoating, threats, violence, overworking an employee, or by ignoring or marginalizing them. Even one of these stressful experiences, such as being ostracized by others, gives rise to brain changes that in several respects are reminiscent of those elicited by pain.  Not unexpectedly, being the victim of frequent bullying may be accompanied by disturbances of the stress hormone, cortisol, and its diurnal profile is reminiscent of that seen among individuals with PTSD or those going through other chronic stressor experiences. Predictably, bullying can tax coping resources and can have cumulative effects, and the distress created can metastasize so that victims may develop symptoms of depression and anxiety, sleep problems, and in some instances posttraumatic stress disorder (PTSD), with symptoms persisting for years. It is sometimes assumed that bullying is uncommon in the workplace, after all ‘we’re all adults here’ and lectures by some human resource groups portray bullying as occurring infrequently. In fact, within Canada 55% of those surveyed reported being the target of workplace bullying and half of bullied individuals experience mental health disturbances. Predictably, those who are bullied take more sick leave, and even witnesses to bullying report that their work performance suffers. What makes the problem worse is that of these individuals only 60% informed their employers (the remainder indicated that it was pointless to do so), and of that number, two-thirds reported the issue was not resolved. Indeed, only about one-third of employers took actions to limit bullying, and even when actions were taken, most had been ineffective.  It’s especially unfortunate when the bullying emanates from a boss (manager). There’s hardly anyone who hasn’t heard about the boss who is egotistical, demanding, criticizes others for no reason other than self-aggrandizement, who makes a habit or game of humiliating them publicly, and who is described as “not brooking fools lightly” (as if this were a positive attribute). In this group are ‘victim bullies’ who have little in the way of social skills and have themselves previously experienced being bullied or marginalized. This type of bully is relatively easy to spot as they typically exhibit high levels of anger and hostility, and have deficient social skills, problems with emotional regulation, and internalizing disorders, such as depression. In their frustration they take their problems out on staff, perceiving others to be working against them, and because of their own insecurities they react to imaginary threats. Then there are the ‘proactive bullies’, who tend to display abusive behaviors that are goal-oriented, enabling them to take credit for the work of others, and whose behavior ultimately benefits them with greater power, privileges, or rewards. This bully can’t bear not being the hero and so is not pleased when others succeed. If anyone challenges this type of bully-boss, they can count on a short tenure in the organization. When the features of the different types of bullies come together in a single individual, then the outcomes are still more ferocious. There are any number of factors that determine why bully bosses behave the way they do. Bullying might be a means to maintain power and control over others. Alternatively, as described more than six decades ago, experiences of frustration might breed anger and aggression which is misdirected at those not in a position to fight back. The frustration and ensuing ruthless behavior might develop because of excessive job demands (workload and role conflict) and job-related resources that were unavailable (ultimate decision authority, salary/promotion prospects), coupled with a self-perceived incompetence that can be covered over by aggressive behaviors.  Although it isn’t my intent to describe the multiple factors that could potentially create the bully, I can hardly resist making a couple of comments. There was a move toward explaining this pathology based on dysfunctions within particular brain regions, and there have even been suggestions that these individuals shouldn’t be blamed for their sickness! Regardless, it’s hard to feel sorry for a psychopathic boss who derives satisfaction from humiliating employees. Robert Hare, a major researcher in psychopathy had indicated that 1% of individuals could be categorized as being a psychopath, being present across the spectrum of white-collar professions. Psychopaths know and understand what they’re doing, but experience an “emotional deafness”, being unable to have any empathy for others. They focus on their own interests and perceive others simply as pawns or suckers that can be preyed upon, and when they encounter pushback, even if it’s imaginary, they claim that they’re the victim.  As psychopaths typically have above average intelligence, their ruthlessness and fixation on personal power increase the odds that they will advance in organizations (corporate, political, university). In their 2007 book ‘Snakes in Suits; When Psychopaths go to Work’, Babiak and Hare provided an extensive description of the corporate psychopath, the different strategies they endorse to get what they want (manipulation, bullying, anger, emotional outbursts, among other manipulative behaviors) and the extent to which they will go to reach the goals and needs on their agenda. It has been estimated by Boddy and his associates (2010) that although they might make up only 1% of the workforce, psychopaths account for more than 26% of workplace bullying. Given these numbers, one might wonder why bullies aren’t gotten rid of by their bosses? Boddy surmised that the corporate culture has enabled the destructive bullying behaviors by these individuals, as their corporations look to profits generated by psychopaths, and thus take little action to discourage malevolent behaviors. In essence, the psychopathic bully might be convenient to have around. Alternatively, because psychopathic bullies punch down and suck up, their bosses might not recognize them as being what they actually are. Bullying is obviously a serious problem for any organization, and it requires good leaders to manage such issues. This is especially important given the effects of bullying on workplace productivity, creativity, and loyalty, sick leaves being taken, absenteeism as well as disengagement from the organization. In this regard, ill effects are not only experienced by the victim of bullying, but also by witnesses to the bullying. This could stem from empathetic reactions, or perhaps from the guilt or despair created by not being able to intervene, or the fear of the same thing happening to them. It may be particularly relevant that witnesses to others being bullied increases their intention to leave the organization.  Workplace bullying occurs across various organizations, including within government, large corporations and small companies, and is present within universities. Numerous reports have pointed to students being bullied by professors, and it even occurs among professors, and administrators may likewise bully professors. Indeed, 25% of faculty have reported that they were bullied over a 12-month period, and 40% indicated that they were aware of such occurrences.
As in corporate and government institutions, the fault of bullying within universities may stem from ineffective management. When a leader does nothing in the face of others being persecuted, they’re essentially taking the side of the oppressor. Often, despite the bullying by low level managers, more senior administrators might simply ignore obvious problems, even when complaints have been made. Perhaps they’ll mouth patronizing and wrongheaded statements about there being two sides to every story. However, some senior managers rarely speak with the rank and file and so in actuality only hear the side that rises from their direct line of reporting. In some instances, the senior manager hopes the problem will dissipate on its own over time, or they may engage in a series of exercises that don’t fix the problem, but instead inflame an already bad situation. Unfortunately, fires don’t go out until all the fuel has been consumed. In times of crisis, such as financial constraints being necessary (downsizing, budget cuts), bullying behaviors may intensify, particularly if the bullying comes with financial savings. Under these conditions, senior administrators are apt to look the other way, and bullies may think that they can do what they please with impunity. Because of these behaviors, institutional norms may change, which potentially could form the basis of a bully culture. However, administrators are wrong if they think that they can spit in the face of their faculty, expecting them to pretend that its rain. Some faculty may leave the job, absenteeism may increase, performance may diminish, and commitment to the university and trust in it will falter. Challenging organizational times require the cooperation of all involved, and bullies have the effect of undermining engagement, creative problem-solving, or any calls to go beyond required duties or what’s in a job description. Moreover, these negative feelings and attitudes will persist long after the challenge has dissipated. Ultimately, dissatisfied professors will make for dissatisfied students, and the valued bums-on-seats will vanish. If nothing else, senior administrators need to be cognizant that the success of a university is built on trust that their behaviors are not only consistent with the needs of the university but for every one of the staff and faculty. For this, it is necessary that bullies not be incentivized, and that an environment be established that is supportive for faculty, staff, and students. Having all members of the university community work as a unit with a shared identity, having trusting interactions, and appreciative of the collective needs of one another, are needed for an institution to thrive, not just barely survive. |
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