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Book study directly working toward being anti-racist.
Commitment to creating an anti-racist statement as an organization. Publicly and explicitly stating our organizations stance.

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After being radically candid by directly challenging an idea, I was supported by an apology that resulted in rebuilding of trust

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As the creator, seeking feedback on  presentations/sessions. This is an active step in uncovering and working against biases we may have by asking others to review and push our thinking before we present content to others.

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Being very intentional about working across teams and leveraging the strengths of others on projects.

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In the newsletter, the KCTR jackets are listed as Style A and Style B not Male and Female

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I know there have been times when I am distracted during meetings, or in a negative emotional space that has made it hard to engage in a productive way - and in those times,  I've felt supported by others and cared for, with people noticing and checking in. And I've tried to do the same for others.

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Countless times, I have seen parents of KCTR juggling multiple kids' school expectations and behavior challenges. At the same time, they are as engaged as they can be at that moment in the work - asking quality questions and sharing ideas that help propel the work forward.

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I've heard many staff members authentically name how they're feeling that day, what they need, and how they can show up for that meeting/collaboration

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Asking specific, direct questions such as how individuals did today when giving feedback about how we utilize project planning.

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There was a push from a team member to think more critically around our appeals process and ensuring that it's equitable which has led to a project of reviewing all trends of our appeals in order to create equitable precedent

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There has been an explicit attempt to elevate culturally responsive teaching and culturally competent coaching into each session throughout the day. In addition, racial caucus groups are a part of every MT PLC.

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Examining decisions and actions as a team

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Examining decisions and actions as a team

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In meetings I have heard people ask whether or not a decision, or action is moving us closer to being anti-racist.

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I've been in several meetings where we have paused the meeting ahead of the end time to recap what was said, who is responsible for next steps, and pausing for questions of understanding. I think this is helpful so that everyone is walking away from each mtg with the same gist

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I think this very exercise is a way to check for clarity and hopefully build a deep understanding of how we live out our agreements!

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Maybe doesn't fit here but...
I've been pushed to "say the thing" in meetings and heard others say uncomfortable pushes/thoughts during meetings more often lately.

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Asking for FB at the beginning of a Mtg.

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Asking for FB at the beginning of a Mtg.

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It's easy for feedback to get pushed to the end of a mtg/O3, but in the times it is prioritized to the beginning it allows for more space to be reflective and give honest feedback

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More questions being asked across the team seeking clarity 

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More questions being asked across the team seeking clarity 

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Managers/teammates have helped hold me accountable to giving feedback that in the past I may have skipped over or just pushed aside.

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Acknowledging technology challenges and working with candidates, Residents, and Graduates to support them 

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Acknowledging technology challenges and working with candidates, Residents, and Graduates to support them 

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I have seen us be responsive and supportive to the needs of our people during this time.

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Before sending an email or saying something out loud, I've been trying to pause and think through the impact that my words might have. Is there a bias within my words? Are they inclusive? Is there a more effective way in which I could communicate this?

I think this one goes along with not living into hustle / scarcity / time-pressure. When I'm just trying to "get things done" I loose my reflectiveness.

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Making this a regular part of our operating system.

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Our work around core values really tried to live into this. It's an older example, but feels relevant.

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I've had a team member immediately text to ask for a quick call to give high leverage and difficult feedback. I appreciated the relevant timing of this especially because it gave me opportunity to quickly own my mistake and take action in repair.

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I have been in multiple conversations where people felt safe to share their current reality.

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I have been in multiple conversations where people felt safe to share their current reality.