2020 Program Topic:
Tuesday November 10
Is your organization committed to working towards racial equity, but struggling to create a tangible work plan or to identify your next steps? This workshop will introduce a collaboratively-created racial equity assessment tool that helps organizations and coalitions create workable next steps for internal and external practices and policies, wherever they are in their racial equity learning and journey. You’ll get hands-on practice, a chance to work collaboratively with other racial equity leaders, and tools to take home with you that outline a clear path forward for you and your organization.
This racial equity assessment tool was created communally by the Puget Sound Cohort on Equity, Infrastructure, and the Environment to answer the question of how multiracial coalitions hold each other and themselves accountable in a way that advances racial equity, and what that can that look like in practice. The toolkit is designed to assist white-led or majority-white organizations in self-identifying their current level of racial equity accountability and provides concrete next steps for organizations to follow, wherever they are in their racial equity practice.
In this workshop we will walk through the assessment tool’s four levels of accountability: individual, organizational, with community, and in building solidarity with other organizations. Participants will reflect on their own organizations and discuss next steps, resources, and continued learning tailored to each aspect and level of racial equity practice.
Wednesday November 11
Discover and co-develop key practices that will unleash workplace innovations in addressing racial inequities. Specifically, we'll share some human resource innovations as a vehicle for reparative justice; i.e., redistributing resources to redress historical, systemic harm.
We'll share tools in development, present innovations by other organizations, and collectively discuss human resources management models and framework that not only transform a single organization but support movement building.
Thursday November 12
Solidarity requires constant practice that must happen in community.
This breakout session explores the internal mechanisms that lead to either performative or transformative acts of solidarity. Under the Trump administration, communities have been relentlessly and explicitly targeted based on race, nationality, faith, gender, and sexual orientation. A scarcity mindset underlies these attacks, and social justice organizations have shifted the narrative by using a solidarity strategy that reveals the true abundance of power that exists when we work together.
This doesn’t happen overnight. It requires a shared vision of liberation and an understanding that centering the most impacted may require a revaluation of how we organize and operate. By working through the decision-making process that happens when engaging in acts of solidarity, participants will gain insight into how to tackle shifting their organizational culture. Examples from active campaigns in the racial justice, immigrant rights, and MASA movement space will take this dialogue from theory into practice.
Participants will walk away with a toolkit that offers concrete ways to analyze their organizations current solidarity practices, ways to course correct and engage in “movement maintenance”, and ideas to sustain and promote the leadership of younger or junior level staff.
Organizations are being called, more than ever, to respond to the elevated tensions and increased awareness of structural racism. In this session, we will discuss the role of an organizational learning agenda to build capacity and strengthen partnerships to have greater success in implementing your organization’s equity strategy. Often the reality hits that implementing an equity strategy means real change not just for the organization and leadership, but how people interact with each other day-to-day, moment-by-moment. We will share our approach to using an organizational learning agenda to foster a strong culture around continuous improvement as a process to build bridges across differences and still be able to name the root causes of inequities. An organizational learning agenda can provide the opportunity to create a more comprehensive learning and evaluation system to measure, maintain, and strengthen organizational diversity, equity, and inclusive strategy effectiveness. We will share our approach to using an organizational learning agenda to foster a strong culture around continuous improvement as a process to authentically address the root causes of inequities while building bridges across difference and accelerating progress. In this interactive session, we invite you to apply the process to your work.