2018 Program: Sectoral Change and Institutional Change
Power imbalances and their manifestation into “isms”, including racism, are at the root of health inequities, but the public health field hasn’t always meaningfully contributed to struggles for racial justice. We will discuss strategies to bring an explicit focus on racism and social justice into health equity work. We will begin by collaboratively deepening our understanding of how racism influences health and the importance of using organizing to advance our vision of a society that supports health for everyone. We will share examples of how using a public health frame with an explicit racial justice focus has contributed to power-building campaigns for worker and immigrant rights, as well as in the context of social conditions that shape health, such as mass incarceration.
Participants will then have an opportunity to think through how health framing and resources can contribute to racial justice organizing work in their own communities at multiple levels of influence spanning the spectrum of interpersonal to structural change work. This includes how organizers can partner with health professionals and vice versa to shift storytelling, research, and data analysis. This interactive workshop aims to bring together both organizers and people working in health and public health policy to strategize about building a collective movement for health equity that centers racial justice, power, and organizing.
How do we ensure that the perspectives of communities of color and other other most impacted communities are shaping and driving the philanthropic change agenda, especially around racial justice?
This interactive session will engage participants to lift up both examples and messages of activists claiming power to transform philanthropy in advancing racial justice. It will share local and national level lessons from Changing the Conversation: Philanthropic Funding and Community Organizing in Detroit, PRE's Guide to Grantmaking with a Racial Justice Lens, NCRP's Power Moves, and more, with focus on trends and questions of funders moving from racial equity to racial justice and building, wielding, sharing - and importantly - yielding power, and what that truly means in grantmaking.
The outside/inside emphasis will seek to honestly examine the relationships and roles of effective organizing from the community/grantseeker side to disrupt, reform or reclaim resource flow and decision-making; advocacy, organizing and training from intermediary roles to change frames and build skills; and organizing, bridge-building or leading from within institutions to transform policies and practices. How can we play our roles most with impact and accountability?
Racism and white supremacy culture thrives off two legs. It encourages us to be ahistorical - to forget the past, or relegate it to unimportance, save nostalgia. It additionally seeks to truncate our imagination, undermining our ability to vision a different world and align our actions to build the worlds that we vision.
Art activates our historical memory, inspiring us to more than what we currently see and experience. This makes art a justice front. Art is constantly at risk of attack and co-optation. The work of artists of color is consistently devalued, particularly for queer artists and artists working in culturally specific forms. This session features five practitioners ensuring that art is more than window dressing to the movement, and building intentional ways to subvert white supremacist capitalist models of art making. This panel will address:
The history of establishing art institutions as a reflection of the colonial project that sought to control imagination, particularly in regions critical to advancing the colonial project.
Neo-colonial implications of current art institutions and how they are funded via continued extraction and exploitation
Disrupting the notion of value in art, particularly when it comes to culturally specific art forms, and the creation of the folk arts genre as a means to silo culturally specific forms
Arts and culture as a realm of possibility in a moment where our movements urgently need possibility
Models for integrating arts as a justice practice
Your team is all about racial justice and racial equity. Ever wish you could do more to put them into practice in your day-to-day work? Ways to shift organizational culture, structure, program design, or governance? Then, this workshop is for you.
1. Collaborative Leadership for Racial Justice
We'll explore the importance of collaboration for guiding organizational change. We will introduce Facilitative Leadership for Social Change, a form of leadership that is about “inspiring and creating the conditions for self-empowerment so that people can work together to achieve a common goal.” We will also introduce our Collaborative Change Framework, which is a simple way to begin mapping out your change effort.
2. Mapping the Territory: Eight Dimensions of Organizational Life
For each dimension listed below, you will explore critical questions, typical topics, and high-value resources to help shape your thinking and action. You'll also be able to share your favorite resources with other participants.
· Big Picture Analysis (vision, root cause analysis, strategy, worldview and theory of change)
· Program Design and Putting Constituents at the Center*
· Program Evaluation
· Storytelling (communications, fundraising)
· Organizational Culture
· Human Resources
· Organizational Structure
Putting Constituents at the Center cuts across all of the dimensions.
3. Making the Case for Change.
We’ll introduce a four-step process for making a powerful case for change within your organization.
We’ll encourage you to commit to specific next steps to continue advancing racial justice and racial equity in and through your organization.
This workshop analyzes the systematic structure of ableism through a person of color living with a disability lens. Participants are given the opportunity to explore solutions on how to address these systematic structures. Our goal is to create a community of people who are interested in advocating for others who face discrimination as a differently abled person and ethnically/racially different. The session will begin with introductions of people who hold different identities and how they are treated in the greater society. For example, an undocumented disabled Latino girl, a black young adult living with mental illness, an Arab Muslim woman living with disability and a woman who uses a wheelchair.
Participants will come up with a list of ways in which society may see those in these marginalized communities. Following this brainstorming activity, participants will be broken up into smaller groups and be given different real-life scenarios of what a marginalized person may face holding a certain identity, like those listed above and how this individual is viewed/held back in the real world. This blurb, along with a copy of the ADA papers, will be used as a guide to come up with one or more solutions on how to address such a challenge. This workshop will finish off with the sharing of real-life results of these challenges and those involved, and what steps were taken to overcome the obstacles placed in the way. There will be time for Q&A at the end of workshop.
How do I get my local government to incorporate racial equity across all departments? Where should the initiative be housed? There is frequently resistance to new initiatives and sometimes racial equity work is treated like an extraneous “add on.” Shrinking budgets, increasing mandates, and broad service areas add to the challenge of doing racial equity work systemically.
When the County of Monterey’s public works division faced a state review for compliance with Title VI of the Civil Rights Act, they turned to the County’s Equal Opportunity Officer for assistance. Utilizing racial equity principles, an inside/outside approach, and existing County structure, the team took advantage of the “open window” to develop a Title VI Plan for all of Monterey County, revise nondiscrimination policies, and rename the Equal Opportunity Office to the Civil Rights Office. The new identity gave us reason to work collaboratively with the community and an opportunity to work with all 26 County departments on some basic racial equity principles. The community gained a plan that they can lean on when they do not think we are working to engage them equitably and that helped developed new relationships with County staff.
In this session, we will work with participants to develop a wish list related to racial equity in their community. Utilizing our experience in Monterey County and broad knowledge of County functions plus the expertise of those gathered, we will identify potential windows of opportunity to incorporate wish list items into existing programs, plans, and compliance structures.
Building Healthy Communities is deepening and expanding the opportunities for a healing informed governing for racial equity practice across and within Monterey County by coordinating an ecosystem of institutions including philanthropy, government, and resident organizing. Achieving lasting equitable outcomes require institutional and structural change, even before policy change. Because these institutions make up a larger ecosystem of interconnected structures, this strategy deepens capacity of all them beginning with shared concepts, language and frameworks. Together, this ecosystem is learning to synergize an equity strategy for the region by holding both power and relationships as core components to achieve success.
Members from each of institution of the ecosystem will share their challenges, lessons learned/missteps, and emerging opportunities in this work. This will be an opportunity to explore what is needed to deepen the trust and relationship with institutions that have varying levels of power and commitment/understanding to advancing a healing-informed governing for racial equity practice.
Witness an evolving story where narrative has the power to be inclusive or divisive in balancing the love for our community and the desire to dismantle systems of oppression.
Our fights against white supremacy seem to always be grounded in a fight over the control of wealth, who gets to produce it, and who gets to use it. Yet, by and large, our social justice movements typically accept the rules of our economic system as an unchangeable given, as if we expect capitalism to live forever. We critique it, but limit ourselves to “realistic” campaigns that can win concessions from capitalists or the agencies that regulate them. On occasion we develop movements that seek to build power yet replicate the same economic model that disempowers and creates poverty in the first place, changing some of the faces but leaving the system intact. But what would it look like if we actually built the economy of our dreams? How do we even start?
We offer up worker cooperatives (businesses owned and controlled by the people who work in them) as one place to start.
In this workshop we’ll explore the contrasting assumptions of ownership in cooperatives vs capitalism and their implications for social justice movements. We’ll take a deep dive into the powerful ecosystem in NYC that has successfully moved over $8 million in City funds towards worker co-op development over the past 4 years, producing over 100 worker co-ops. And after all of that, you’ll get a chance to put our work on the hot seat and pick, prod, and poke holes so that we can all learn and build a new economy together.
Leaders from Detroit and Los Angeles will discuss ways to address the nonprofit racial leadership gap. In 2017, the Building Movement Project released a report, Race to Lead: Confronting the Nonprofit Racial Leadership Gap, that challenged prevailing narratives for why there are so few leaders of color in the nonprofit sector. Rather than the conventional deficit model — that People of Color were unable or unwilling to take on top leadership — the results from over 4,000 nonprofit respondents showed People of Color and whites had similar qualifications and that People of Color were more likely to aspire to lead nonprofit organizations. Respondents also reported that structural barriers, from white boards to biased executive recruiters to funders, prevent People of Color from advancing to executive leadership jobs. During this session, we will present survey results including national data, data on the LGBTQ and California subsamples, and a new analysis of the data by race and gender. Two presenters from the Detroit area and Los Angeles, will briefly share their observations of the nonprofit racial leadership landscape and actions they are taking to change the narrative and to address the real barriers: racialized biases in the sector. In structured and highly interactive small groups, audience members will be learn from the presenters and their peers about practical ways of changing the narrative and taking concrete steps to address the nonprofit racial leadership gap. These will be captured and presented back to the full group.
Looking for new ways to engage under-resourced communities and expand capacity for authentic, balanced partnerships? Come learn about three tools used by a group of NGOs who launched an effort to “expand the circle” by engaging under-resourced communities in decision-making and advocacy. These pilot projects demonstrate how to empower underserved communities through non-traditional partnerships across the race and class lines. These recommended strategies can bridge the gaps and increase capacity between entities from all sectors (local and state government, environmental organizations, residents, and community-based organizations) to create long-lasting organizational and institutional change.
The pilot communities and tools highlighted include:
• Jefferson County, WV (rural): Expanding the conversation through cross-sector networks
• Anne Arundel County, MD (suburban): Connecting community needs to institutional resources
• Baltimore, MD (inner-city): Building culturally competent relationships
The session will include rotating small group dialogues that explore the community engagement tools used in each pilot and an interactive panel discussion about the recommendations for organization and institutional change. Participants will split into three groups, with each presenter spending about 15 minutes per group. They will share the tool used in their pilot project and facilitate a discussion about application in the participants’ local contexts. Participants will then reconvene as a full group and engage in an interactive, extended dialogue with the three panelists about the projects’ overarching recommendations for creating organizational and institutional change. Participants will leave the session with the knowledge and tools to empower them to enact organizational and institutional change in their localities.
Articles like "Is San Francisco Losing Its Soul?” or “San Francisco’s Alarming Tech Bro Boom: What Is the Price of Change?” and “San Francisco’s Diversity Numbers Look More and More Like a Tech Company’s” have become the norm for characterizing the city. As the refrain goes, the rising cost of living in San Francisco is forcing out the city’s teachers and artists, who are being replaced by engineers and wealthy businesspeople drawn by the tech boom. The “Outmigration of Blacks” has been both a silent and apparent social issue in San Francisco, and the Bay area overall. With San Francisco being one of the most expensive cities to live in on the globe, much of community has wondered how local city government prioritizes this specific issue.
With robust, high impact priorities, the San Francisco Human Rights Commission, has engineered efforts on Equitable Access, Cannabis Equity Post-Legalization, the San Francisco Fair Chance ordinance, Tech Equity and LGBT Initiatives that address social issues with an intersectional framework. Director Sheryl Davis and Policy Advisor Aria Sa’id discuss how government institutions can address social inequity, systemic racism, and reduce the harms for communities affected by the “War on Drugs”, mass incarceration, economic inequality, and overall criminalization of poverty.
In this interactive workshop, we invite participants to reflect on this key question: How do we create and sustain racial equity systems change work within metro areas? We use the model of a cross-sector political coalition as one strategy to advance racial equity within institutions. First, we explore how to build a case about how structural racism negatively impacts entire metro areas, including populations and spaces that are predominantly white and/or affluent. We share research from Chicago’s Cost of Segregation project that demonstrates the negative impact to all. Participants complete a short exercise about the Cost of Inequity for all. Next, we brainstorm together why metro-area context –such as political history and fiscal realities—matters for how to organize cross-sector political coalitions. Participants engage in a reflective exercise to sketch their metro context, identify institutional leaders, and make connections across sectors. Next, we explore the construct of targeted universalism, watch a three-minute film from the Haas Institute, and explain its value in messaging. Next, participants identify policy areas and related recommendations in order to spell out what an agenda of racial equity could look like in their metro area. Here, we share examples from our work in Chicago. Finally, we conclude with a planning exercise that encourages participants to spell out for themselves future learning and action. In our conclusion, we invite participants to make connections within their local work to a broader global movement to advance racial equity through cross-sector political coalition building within metro areas.
Many organizations profess a commitment to racial justice, but struggle to enact that commitment in concrete, practical ways. Internal conversations about race can be uncomfortable - even in social justice nonprofits that primarily work with clients of color. How can groups that are not yet “racial justice organizations” gain momentum to transform their internal practices, partnerships, and cultures to better support staff of color and people of color-led movements for justice? In this workshop, attorneys from the Community Development Project, a nonprofit legal services provider in New York City, will describe their struggles to shift CDP from a majority-white social justice nonprofit to a majority-people of color entity with racial justice at the core of its mission. We will discuss the core areas of our recent organizational transformation, share concrete strategies, and work with participants to develop action plans to begin to dismantle racial hierarchy within their own organizations. Moving beyond principle to everyday practice, we will acknowledge the sacrifice and struggle that such transformations require, sharing honestly what worked and what didn’t in a frank conversation about our triumphs and pitfalls.
Participants will be invited to reflect on their organization’s internal practices related to hiring and leadership; external practices, including substance of the work, clients and partners; and the culture that defines each organization. We’ll share practical tools and ideas to begin the process of transformation in each of these areas, arming participants with concrete strategies that are needed to advance a vision for racial justice day to day.
In 2016, the Bureau of Communicable Disease (BCD) at the NYC Health Department prioritized an initiative to provide opportunities for staff to address different levels of racism at work. This project was part of a larger Race to Justice Initiative-an agency-wide effort developed with the support of the Center for Social Inclusion and the Interaction Institute for Social Change.
The breakout session will describe each BCD committee with four participant activities (below) highlighting our experiences in promoting learning, engagement and action to promote antiracism systems and institutional change at our agency.
*Tea will served at the start of the session. Each tea bag will include a small picture and bio of BCD staff.
Equity in presenting epidemiological data
Activity: The dark spots on the map
Takeaway: Collect better demographic data and elevate structural causes in epidemiological presentations
Activity: What do we do with these racist monuments?
Takeaway: Internal review of all conference room names of notable public health figures to see if they are aligned with racial equity and social justice values
Activity: Stories from the BCD Microaggressions Report
Takeaway: Identify strategies to address microaggressions through policy change
Safer Space – Race Identity Caucuses/Fishbowl
Activity: White/Persons of Color caucus on the values and culture of public health science and government
Takeaway: Intentional discourse of white supremacy and the oppression of People of Color as fundamental constructs of racial identity development and racialized life outcomes
The non-profit sector faces a specific set of challenges in advancing racial equity in the workplace. Those challenges are rooted in a field that, historically, was founded upon the premise that philanthropy and “good will” of White people could help cure all societal ills. That founding fostered an environment where racist ideologies were normalized and allowed systemic inequities to become standardized. The arts sector, widely thought of as liberal, faces even more complex challenges as progressive thinking is often paired with regressive practices. Enter women of color into the non-profit workforce. As of late, women of color have been heralded for their ability to reactivate consciousness and change the field. And while they are often championed for their inventiveness, experience and multi-layered perspectives, they are also often driven into professional corners where their unique points of view can become occupational deficits. Cultivating a racially inclusive field with women of color in leadership positions is more than opening doors, it’s about fostering an environment of support where equitable practices don’t come in the form of diversity initiatives but concrete changes in systems. Until that day comes, women of color continually manage to find ways to support one another to foster broader leadership and ensure a field filled with diverse voices. Hear how women of color encourage wider access for more people and communities of color in the arts, and work to create equitable systems for all to prosper inside and outside of the field.