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This doesn't allow for the nuance of context and doesn't allow our student outcomes strategy to be driven by teachers,

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A sense of urgency can lead us to make design decisions that are less inclusive, lack thoughtful decision-making, etc. When we have prioritized and planned realistically, plan for both process and product, etc., we have pushed against WSC/made anti-racist choices.

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99% of corps communications (if not all) are via email and slack. This prioritizes the written word over other forms of communication, which is a hallmark of white supremacy.

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A more expansive definition of student outcomes

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A more expansive definition of student outcomes

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Student outcomes is thought of beyond academic growth goals and encompassing other outcomes that are critical to students' personal goals.

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Knowledge Management vs. Worship of the Written Word

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Knowledge Management vs. Worship of the Written Word

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Knowledge management is an important part of our team's work - how do we balance ensuring that work is captured and able to be referenced year to year without living into worship of the written word?

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Incorporating voices of those not represented on our team

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Incorporating voices of those not represented on our team

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How can we be thoughtful about whose voices aren't reflected by the identities on our team?

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How could our program design include trust-building and community orientation? How could it center the value of lived experiences as well as the value of academic/data points? How could it bring light different tones and expressions?

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Progress only captured by measurable goals

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Progress only captured by measurable goals

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Things that are measured or directly seen in results (can be elevated or valued over things that cannot (i.e. quality of relationships, inclusive decision making, etc.)

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We've had UPs in the past who have engaged in racist behaviors that have had a negative impact on our CMs particularly BIPOC CMs. How can we call these behaviors out in a way that doesn't shy away from the behavior but also acknowledges the racist behavior?

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Having a very strict schedule and sticking to it no matter what. Another hallmark of white supremacy culture.

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Productive conflict can be very valuable. Naming problematic practices is necessary. When we don't welcome that, engage with it, and productively do something with that learning, then we create a toxic team culture.

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Hearing and prioritizing the voices of those who work "on the ground" with students and teachers is critical to ensuring our staff development is meeting their needs.

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This team has named a commitment to and value around learning and using "failures" or "mistakes" to improve. We have an opportunity to actualize this and move this commitment into action when it gets tough.

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It feels like an important part of anti-racist behaviors is continuing the learning process - how can we continue to revisit these conversations as a team and learn/grow together?

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Nature of compliance is steeped in WSC. Can build into urgency, have a lack of space for lived experiences. One way to be more antiracist is to be transparent about what is racist, etc. I.e. to get AmeriCorps $$$, you can't XYZ. We should also dig into our compliance work with the coaching and P&O team for a robust analysis of what we can control.

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I would say there is also something here about not meaningfully evaluating our contracts with partners and just rolling over each year

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I would say there is also something here about not meaningfully evaluating our contracts with partners and just rolling over each year

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Building contracts and RFP processes with POC vendors

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Building contracts and RFP processes with POC vendors

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for staff development or those aligned with our commitments and values

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we have seen our team leverage antiracist design principles in our induction design and execution

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we have seen our team leverage antiracist design principles in our induction design and execution

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Ongoing transparent conversations with partners to improve the partnership leveraging corps experience data w/identity based cuts

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Ongoing transparent conversations with partners to improve the partnership leveraging corps experience data w/identity based cuts

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Who do we spend money wtih? Who do we work with?