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We believe we bring a personal and professional understanding and appreciation of the intersection of identities (including gender). As a team we are committed to being challenged and learn as part of this community. We have experience in navigating complex health care systems, including efforts to disrupt barriers to engagement. We have been attempting to engage in conversations and actions around dismantling racism within our program area. In addition, our team includes both macro and clinical team members that we believe will add to the richness of our contributions. We hope that we will bring a particular expertise/lens in working with young adults and transgender youth-TEAM CHLA

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The CCTC team has already been involved with Anti-Racism learning and work including Training with:

·       CROAR – Chicago Regional Organizing for Anti-Racism (Part of larger organization called Crossroads)

·       REACT - Dr. Marva Lewis joining some ARC / Complex Trauma Consultation Calls with U of C / JRI

·       Dr. Metzger -TF-CBT

·       Dr. Nathalie Edmond – Anti-Racism Revolution

·       Radical Heaing Framework – Helen Neville

·       NCTSN Anti-Racism Summit (2nd one)

·       About to start working with Consultant for Spanish speaking staff and team as a whole.

·       Our organization has worked diligently in attempting to revise our protocols and documentation including our intake forms, assessment document, symptom measures used to better reflect culture and to examine how race can impact the work that we do.

We have participated in our own group reflection:

·       Supervisors -Me and White Supremacy group

·       Team re: identity and formation of our own identity stories

We offer A diverse team-including trainees who have access to newer cutting-edge information within their training programs and help keep our clinical program current.

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The CCTC team feels that we have a lot to offer this community:

·       Our program strives to get therapeutic services to as many individuals as possible, and to assure we are doing this in a culturally competent way. We aim to go beyond caring for the individuals we serve by helping create change in the systems that our clients interact in and work towards equity for our clients to assure trauma-informed, anti-racist care is provided throughout our community.

·       Our team studied and embraced principles of the Sandra Blooms Sanctuary model.  We are collaborative in our approach and engage in effective democratic decision making.  We have worked hard to balance power differentials and work as a team.  We take time to attune to each other and our relationships as a team.  We are committed to open communication, growth, and change as we try to transform our program.

·       We have been committed to this work for some time and have been involved in ongoing and various forums to bring these concepts alive in our clinical work.

·       Our team utilizes supervision and consultation for all staff (not just trainees and fellows)

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What knowledge, experience, perspectives, and strengths is your team bringing to this community? Our team brings expertise in trauma and grief-informed care, a commitment to anti-racist practices, and a diversity of personal and professional experiences. We have a history of fostering open dialogue about racism and White Supremacy Culture and integrating anti-racist principles into clinical supervision. Individually, and as a collective, we have open learning postures and a desire for continued growth. Additionally, our team reflects the racial, ethnic, and cultural diversity of the populations we serve, including bilingual and bicultural clinicians as well as individuals with lived experiences that enhance our culturally responsive care.

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What can we all learn from you? Our team can offer valuable lessons from our ongoing efforts to embed anti-racist principles into trauma- and grief-informed care, sharing both the progress we’ve made and the obstacles we’ve faced. We hope to model thoughtful and reflective participation, as we authentically share these efforts. We bring practical insights into creating youth-centered approaches to ensure services are reflective of the communities we serve. We are also eager to share our more specific expertise in how to address the unique grief-related needs of diverse populations, including disenfranchised grief and ambiguous loss among youth of color.

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Strengths of our current approach to anti-racism work include: lots of motivation and investment from anti-racism team members and other staff; broad rates of participation at the center-level (estimated 75-80% attend at least one diversity-related event per year); previous attendance at NCTSN anti-racism summits; genuine buy-in from leadership to support and participate in anti-racism work; experience helping clients navigate racism in the child welfare system; integration across research, clinical, and admin/support areas of our center as well as training the next generation of researchers and clinicians; our reflective approach to anti-racism work; in-progress efforts to decolonize clinical supervision; and our view of anti-racism work as a continual journey.

We have a track record of longevity and long-term commitment to anti-racism work, which includes offering regular center-wide spaces for facilitated discussions and action in a variety of ways. This year we also incorporated monthly discussion questions from the NCTSN Anti-racism Principles. One additional piece that is both a strength and growth point for us relates to new incoming staff, particularly on the research side, who are eager to translate reflective discussion into anti-racist action.

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What knowledge, experience, perspectives, and strengths is your team bringing to this community?

·       Deep appreciation for the importance of integrating culture into care with the recognition that each individual embraces culture in a unique manner

·       Valuing lived experience and intentionally engaging team members who are members of the communities they serve

·       Experience in developing services that value and build upon individual’s customs, culture, and traditions

·       Experience in delivering culturally adapted services

·       Experience in providing training and public education [including decolonizing supervision]

·       Extensive work with culturally aware technical assistance providers

·       Recognizing the value of terminology and adapting language to demonstrate our commitment and belief structure [i.e. those we work alongside are “relatives” with shared experiences, not “clients” or “consumers” or “patients”

·       Experience in working with single tribal and multi-tribal communities

What can we all learn from you?

·       We are eager to share our experiences and engage in fruitful honest discussions with the hope that others will learn from our outlook and experiences as we learn from theirs.

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Our Team has been involved anti-racism and anti-oppression principles at all clinic levels, from hiring bicultural staff, training, policy and clinical practice. We aim for our staff to integrate principles not only at work but also personally. We currently have a structure of bi-weekly and monthly reflective spaces to continue to support our program development. We have been committed to using reflective supervision, creative arts-based supervision and consultation from leaders in the field (Dr. Ken Hardy, Dr. Iya Affo, Latinx Parenting). We have started from individual identity reflection and working as a team in order to create changes in our intakes, clinical work, groups, community building, and advocacy. We use concepts of radical healing, HEART model, decolonization, facilitate relationship to the land and ancestral wisdom.

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As a faculty, we have shared foundational values for transformational anti-racism change work versus DEI work. Many of us also have the shared experience of creating the Principles of an Anti-Racist, Trauma-Informed Organization. We have curiosity and commitment.

We also bring different experiences and perspectives, individually and in our work experience. These include…

…differences in our identities, ages, the locations we do and have lived and worked, the systems we’ve worked in and the roles we’ve held - including in mental health organizations, child welfare, schools, juvenile justice, hospitals, the legal system, public health; direct service, executive roles, teaching, supervising, consulting; working and living at intersections of race, ethnicity, indigeneity, immigration experience, gender, sexual orientation, IDD+, working with very young children.

…experience being a part of and planning / facilitating learning communities.

…experience in organizational change work (in our own organizations and/or supporting other organizations).

…trauma knowledge as applied to healing from organizational trauma - preparing people for dysregulation that happens when moving through anti-racist organizational change, disorganization and reorganization as a sign of development, and the recognition of the differences when healing while the trauma is ongoing.

…experience of and commitment to reinforcing cultural strategies when managing professionally and personally anxiety in uncertain and difficult times.

…connection to places with resources and the ability to sift through and offer resources others may not have access to.

…acknowledgement of other ways of knowing when evaluating progress.

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Icahn School of Medicine Psychiatry DEI Clinical Services Committee 

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Icahn School of Medicine Psychiatry DEI Clinical Services Committee 

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Our committee is comprised of professionals within various programs across our larger Mt. Sinai Health System offering expertise in treating patients across the life span, at different levels of care and within subspecialty clinics. We have been meeting together as a committee for over three years and have developed a sense of trust, cohesion and community amongst members. We feel comfortable taking relational risks with one another to grow in our own development as trauma informed and anti-racist clinicians. We as people also represent diversity in regard to our personal histories, cultural identities, training backgrounds, subspecialty interests and years of experience. We each hold leadership and administrative positions within our various programs that allows us to provide insight into how decisions are made, changes are enacted and barriers can be resolved. We are also all down to learn!

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What knowledge, experience, perspectives, and strengths are your team bringing to this community?

·         Successful implementation and sustainability of subcommittee work and anti-racism training series

o   Value of our subcommittee and training perspective

·         Value of our geographic perspective

o   Midwestern, urban environment

o   High poverty, highly segregated

·         Value of our nature as a service provider striving to look more like those we serve

o   We have various perspectives from the various jobs and experiences that we hold

·         Our desire to continually assess our work and activities to ensure continuous improvement

o   Ability to evaluate and change directions or recenter when/as needed

What can we all learn from you?

·         We have an awareness of how racism and systemic inequalities impact our communities, especially as it relates to homelessness, mental health, and trauma.

·         We have developed and applied a custom racial equity tool for policy review, scoring and revision.

·         We have successfully created and implemented trainings to assist in the awareness of anti-racism for our staff, board members and community partners.

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What knowledge, experience, perspectives, and strengths is your team bringing to this community? What can we all learn from you?

We think our team understands relational trauma and ways to help heal from trauma. It feels like TBRI is one way forward.  The first step being creating felt safety within our organization. It feels like this includes creating an environment that sets everyone up for success. To do this we need to learn more about who doesn’t feel set up for success, what are our barriers, biases, current restraints and contradictions, racist policies and practices, and so on. Once we are aware, we can move towards reparations, changes, and healing to create felt safety within our organization and then to those we serve.

Having a shared framework for relational trauma and relational healing is something we bring to the table. And a shared passion for TBRI.

We bring a powerful antidote to racism, hatred, and violence: TBRI.