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Run a campaign: This is a hybrid idea between campaigns and research/learning. Because there are people involved at all stages of understanding oppression it will be helpful for everyone to learn by doing.  We will prioritize all of the current campaign ideas then we will run a grassroots advocacy campaign using SMART goals. We will do something similar to: https://www.salsalabs.com/blog/advocacy-campaign-planning

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Cohort/hacking style learning. Every two weeks we research and then put into action one of the subjects on our research and learning list. There will be a week in between sessions were the larger group discusses what methods/experiments worked best and possibly decide on how these ideas might be used in campaigns. We have already prioritized the research and learning list prior to starting. This will be be done with a buddy to add in the connecting element. Everyone works on the same topic. Week One: During the large group meeting each pair will brainstorm the research method they will use. Week Two: After doing the research each pair will decide on how to put the research into action. Each pair can report back to the group what they did and how they used the new knowledge in their work and home life. If people get lost or if it seems like more time needs to be spent on one topic the topic can be extended.

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Placeholder

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Practice unplugging and disconnecting from the workplace. Closing, opening and clearings

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Stretching

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Felt experience

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Resource List

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Stress learnings

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Consent based processing of emotions

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Behavioral Guidelines

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Develop support system outside of work

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Going for walks together and not talking about work

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Volunteering together

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Establish boundaries... do needs assessment

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Potlucks and snack days

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Encourage sharing and celebration of culture and background

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Daily awareness email or app or maybe once a month newsletter

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Use an app to chat or share knowledge

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Self care and self soothing knowing the difference

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Good sleep

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Hydration

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Breathwork

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Words of affirmation

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How can we create anchors both at workplace and outside workplace? Greater impact.

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How can this be easy or natural or become a day-to-day part of the workplace culture? 

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Development of a quantitative assessment instrument developed by group process.

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Skillshare Develop technical procedures and describe how learning these skills have an impact on their career path. Level up career.

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What organizational culture and practices permit this behavior?

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A list of questions that are in forefront of mind when interacting/communicating i.e. how would I treat this person if they were the boss? What can this person add to this project/experience? See NVC

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Disseminating information internally and always asking this question- see ideas below re apps and other documentation training/structuring

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How can we become better at negotiating? Or recognize that we already are good at it?

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Messaging that women and non-bianary identifying humans are as capable as males. 

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Important to note that this cannot be only gender based but also recognizes all ways that oppression exist.

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Messaging that being aggressive is not going to get good results. “Stop allowing gender-based aggression to pass by unchallenged. Harassment is a form of violence and aggression.” https://everydayfeminism.com/2014/07/girls-taught-to-avoid-smart/

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Need to model for others above or below on oppression hierarchy best practices 

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Mentoring process but make this a two way process instead of one

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Empowered onboarding process (scaffolding and self teaching can be a part of this) to include protocol for HR, when to get IT help, microaggressions, company culture, opportunities for advancement, less focus on procedure and benefits

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Make a list of ways certain people are tokenized

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Leadership to recognize and acknowledge how company practices have worked to sustain systematic oppression 

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Campaign similar to the Trimet “see something, say something” campaign.

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Empowering those in “lesser positions” to look for opportunities, create a Linked-in, work on projects to bolster their career and cv

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Consistent casual check in meetings (not gossip) about any changes in the workplace or encounters with people that seem like red flags

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Support in meetings with mixed gender and race

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Support for each others projects

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Collective language or symbols/sigils. Recognize a common language that can be used to clearly communicate with group peers and others in company. 