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Sent me into deep thought about how I lead.

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Sent me into deep thought about how I lead.

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I really like the idea that Vickie shared last week of using a process check every time we meet. We should be monitoring and holding ourselves accountable for the WSC norms.

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I really like the idea that Vickie shared last week of using a process check every time we meet. We should be monitoring and holding ourselves accountable for the WSC norms.

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I learned so much from my colleagues during our discussion.  I was truly grateful that those colleagues spoke their truth and created a space others to do the same.

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It was by by far the best most difficult and most important conversation I have ever been a part of in LLA Thank you eveyone who stayed and shared and listened

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It was by by far the best most difficult and most important conversation I have ever been a part of in LLA Thank you eveyone who stayed and shared and listened

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Would like our district leaders to lead by example and learn with us.   We don't usually get to practice it before we have to go to our sites to put it into action.

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Would like our district leaders to lead by example and learn with us.   We don't usually get to practice it before we have to go to our sites to put it into action.

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Keep the same
community of practice group at every meeting

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Painful to hear about the unfair situations our female POC leaders have experienced

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Painful to hear about the unfair situations our female POC leaders have experienced

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There's a difference between just talking about the work and previewing the work, versus doing the work. Thursday in the meeting was a missed opportunity to do the work.

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I didn't get to stay for the extra discussion.  I don't know what was discussed.

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I didn't get to stay for the extra discussion.  I don't know what was discussed.

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As I listened to the shared experience of female administrators of color I was left thinking and reflecting on how I have contriuted to this system and what else I can do to push back andand activited deconstruct that system and support other admin facing thiese walls.

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That the conversations came up both from an emotional & intellectual stand point, even if they were tough conversations. It is time to address WSC and dismantle it whenever & wherever we see it! It WAY past time for me....I am happy for one that these conversations surface and the ways in which we move as a district are addressed & changed to be more inclusive. We cannot do better if we continue to do the same!

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We cannot shy away from these necessary conversations and we have to call out those who are unwilling to engage in these learning experiences.

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Give staff opportunities to acknowledge the elephant(s) in the room...so we can all name the discomfort and work through it and lean into it to do the work.

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Give staff opportunities to acknowledge the elephant(s) in the room...so we can all name the discomfort and work through it and lean into it to do the work.

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I appreciate authenticity. It's useful and motivating - even if I don't agree with it.

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We have to lead this work across the district, so we need to make mistakes and work together to address it.

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We have to lead this work across the district, so we need to make mistakes and work together to address it.

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We should really be talking about how WSC shows up for us and how we perpetuate the norms in our district. If we are really about dismantling it, we first have to name it and be free to discuss it with each other.

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have clear distinction for each time - growth/learning - continue to work around what does White Supremacy Culture look like and shows in education and our district

have specific time to discuss compliance work as leaders (HR, M&O announcements, etc.)

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What are the preliminary plans for 2021-2022?  Will more balance be considered (ABAR vs. Academic) for professional learning opportunities?

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What are the preliminary plans for 2021-2022?  Will more balance be considered (ABAR vs. Academic) for professional learning opportunities?

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I appreciate the conversations, and hearing what other folx are doing at their sites. I think that there still needs to be a lot more training for leaders as well because I don't think many of us are fully prepared to lead staff in this work. 

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I appreciate the conversations, and hearing what other folx are doing at their sites. I think that there still needs to be a lot more training for leaders as well because I don't think many of us are fully prepared to lead staff in this work. 

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Confronting Racism with your coworkers. We know that diversity programs have historically FAILED, but there are proven ways to improve hiring programs, interrupt bias at the team level. Some coworkers are color blind.

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There is one in March and one in July.

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What's getting in the way of your school reform and closing the opportunity gap? White supremacy culture! Find out how you can grow antiracist teaching at my next 2 day virtual training. Saturdays, March 13th and 20th. Register: https://forms.gle/JGEaCZFEog7gEC8y8

I have now offered my foundational workshop 13 times, to over 3000 educators, 2000 just this past summer. Everyone can't make it to San Francisco or contract me to come to them. So I have created a virtual worksop. Sign up to connect with like minded anti-racist educators who want to work to dismantle White Supremacy Culture in all our schools.

Description

Black people are being murdered by the police (STILL), the corona virus is disproportionately affecting brown people, and even more inequities were exposed through "distance learning.". The masses of people are starting to wake up the reality that what oppressed people have know all along. The system is racist and it is broken. It will take us working together to start thinking about how to fix it.

This is not your mom's mandatory online diversity training. Miss me with the boring powerpoints and superficial conversations. White fragiles and self-righteous folks of color are not allowed, but brave and vulnerable educators are mos def encouraged to apply. We all have work to do, me too.

I bet you are tired of talking all around the issue of racism but not going deeper than inclusion and cultural competence. We need tools to dismantle White Supremacy Culture in our classrooms, schools, and districts. In this online workshop, participants will build their racial literacy skills and prepare to bring similar work to their contexts.

We will use virtual discussions (in racial affinity, and across difference) as well as strategic planning to build antiracist schools. As a Middle School Principal, I will also share reflections, lessons learned, and possible pitfalls when leading this work in schools.

In this time of crisis, we need to blow up the whole educational system. It is time to redesign for antiracism.

Outcomes of the Workshop

1. Build community with other folks taking up this deeper work

2. Become more familiar with frameworks to explore/address WSC

3. Discover how WSC impacts learning Distance Learning

4. Share best practices for promoting antiracism

5. Plan a multi-year approach to racial equity school transformation

Target Audience

Teachers, Educators, and Leaders

Highly effective for groups and teams from an organization

People who are tired of superficial conversations about race

Folks who are looking for strength in numbers

Platform: Zoom conferencing

Dates: Saturday, March 13th and 20th. 2021

Time: 9am-1:30pm Pacific Time on both days

Cost: $200 US (20% discounts for groups of 5)

Register here: https://forms.gle/JGEaCZFEog7gEC8y8

Highlights from Past Participants

Testimonials from Past Participants

[youtube https://www.youtube.com/watch?v=Rnjtbt4IXYQ&w=560&h=315]￼

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Foundational Virtual Workshop - Dismantling White Supremacy Culture in Schools | Culturally Responsive Leadership

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What's getting in the way of your school reform and closing the opportunity gap? White supremacy culture! Find out how you can grow antiracist teaching at my next 2 day virtual training. Saturdays, March 13th and 20th. Register: https://forms.gle/JGEaCZFEog7gEC8y8 I have now offered my foundational workshop 13 times, to over 3000 educators, 2000 just this past summer.

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I would like to learn a little more about what happened.

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It was a reflection that we need to do more learning around WSC and White fragility as individuals and collective group

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LLA? Thursday Principal meeting?

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How are we working to clearly identify, analyze, and shift systems of oppression and white supremacy?

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I believe the statement that triggered the reaction that led to the later discussion was missed.

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I would like to identify the way we reinforce white supremacy culture with the current systems we have in place and begin analyzing how we can change the identified systems.

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Provide practice opportunities in writing and aloud (optional) to give everyone time to process the details, impact of their comments, actions that have unintended consequences on others. Practice actually having difficult conversations.

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The statements triggered a visceral reaction by many in attendance. This is what caused others to come into the discussion and move it along before it became too heated.

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I'm not sure if the statement was directly addressed at any point or whether the person who made it was able to stay and hear the conversation. I feel it needs to be directly addressed with the whole group. We need to discuss why it was painful to hear

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Let's look at existing district policies, CBA's, handbooks etc. that reinforce WSC as well.

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I'm sensing judgement here.  How are we to work together as a cohesive leadership unit when those with differing views are making statements such as , "people need to be called out"?  This goes back to the problem of continuing to divide people.  Didn't segregation end in the 60's?