# data[].attributes.headline
The board line items coaching monies for all new/incoming or existing Black executive directors

# data[].attributes.subject
The board line items coaching monies for all new/incoming or existing Black executive directors

# data[].attributes.headline
The board has an open discussion about what shifting to a pro-Black org means for them, and can look like

# data[].attributes.subject
The board has an open discussion about what shifting to a pro-Black org means for them, and can look like

# data[].attributes.headline
coaching for managers and senior leaders on creating and sustaining pro-Black Culture

# data[].attributes.subject
coaching for managers and senior leaders on creating and sustaining pro-Black Culture

# data[].attributes.body
We should build a youth advisory board

# data[].attributes.body
Nothing about Black communities without Black communities. Data should be collected, analyzed, and reported in partnership.

# data[].attributes.headline
The board minutes are accurate, cleaned up, and financial info doesnt leave any new/incoming Black executive director to clean up a fiscal mess.

# data[].attributes.subject
The board minutes are accurate, cleaned up, and financial info doesnt leave any new/incoming Black executive director to clean up a fiscal mess.

# data[].attributes.headline
where do the questions the data are "answering" come from? how is that coming from a pro-Black analysis

# data[].attributes.subject
where do the questions the data are "answering" come from? how is that coming from a pro-Black analysis

# data[].attributes.body
Support for managers in assessing the feedback they give to Black staff - is it based in bias or supportive of their advancement?

# data[].attributes.body
Create and facilitate healing-centered spaces, such as Restorative Circles

# data[].attributes.headline
Annual anti-racism training for all Board members.

# data[].attributes.subject
Annual anti-racism training for all Board members.

# data[].attributes.body
We have an honest and open conversation about whether we are committed to work towards a pro-black culture.

# data[].attributes.headline
Board members REQUIRED to have anti-racism/anti-Blackness training (currently optional).

# data[].attributes.subject
Board members REQUIRED to have anti-racism/anti-Blackness training (currently optional).

# data[].attributes.headline
Develop a clear definition of what is means to build a Black centered campaign that is unanimously understood across all departments.

# data[].attributes.subject
Develop a clear definition of what is means to build a Black centered campaign that is unanimously understood across all departments.

# data[].attributes.headline
support black staff through career development coaching and support them in their professional aspirations

# data[].attributes.subject
support black staff through career development coaching and support them in their professional aspirations

# data[].attributes.headline
Training on white supremacy culture and how it impacts things like perfectionism and urgency, with specific strategies to combat this.

# data[].attributes.subject
Training on white supremacy culture and how it impacts things like perfectionism and urgency, with specific strategies to combat this.

# data[].attributes.headline
Commitment to supporting their teams' participation in anti-racist, pro-black learning spaces

# data[].attributes.subject
Commitment to supporting their teams' participation in anti-racist, pro-black learning spaces

# data[].attributes.headline
Rethinking our "performance tools" and systems like supervision. These systems are often implicitly around controling behavior or punitive action towards staff.

# data[].attributes.subject
Rethinking our "performance tools" and systems like supervision. These systems are often implicitly around controling behavior or punitive action towards staff.

# data[].attributes.body
Uplifting Black perspectives & voices when we're responsible for collecting community input/feedback - and ensuring the recipients of that feedback take appropriate & timely action on it

# data[].attributes.headline
Learn from Black community leaders on ways of leading and ways of working that can be adopted in the organization

# data[].attributes.subject
Learn from Black community leaders on ways of leading and ways of working that can be adopted in the organization

# data[].attributes.headline
Develop a care plan for our partners and facilitators that work with us ... how are we attending to the healing?

# data[].attributes.subject
Develop a care plan for our partners and facilitators that work with us ... how are we attending to the healing?

# data[].attributes.headline
plan for staff learning and development around how anti-Black racism manifest on the varying levels and plan for how people are supported to practice and integrate racial equity in their work

# data[].attributes.subject
plan for staff learning and development around how anti-Black racism manifest on the varying levels and plan for how people are supported to practice and integrate racial equity in their work

# data[].attributes.body
Nurture a real engagement with the concepts we have discussed today. Connect these with the 'core' functions of leadership and management.

# data[].attributes.headline
integration of racial equity indicators as part of annual staff surveys to assess if the organization is living up to anti-racism goals.

# data[].attributes.subject
integration of racial equity indicators as part of annual staff surveys to assess if the organization is living up to anti-racism goals.

# data[].attributes.headline
Likewise with the person who added this for Boards of Directors; Senior Leaders & Managers have an open discussion about what shifting to a pro-Black org means for them, and can look like, and then takes action to implement changes to create a pro-Black culture

# data[].attributes.subject
Likewise with the person who added this for Boards of Directors; Senior Leaders & Managers have an open discussion about what shifting to a pro-Black org means for them, and can look like, and then takes action to implement changes to create a pro-Black culture

# data[].attributes.headline
Introduce black professionals to members of their network, share and encourage professional networking

# data[].attributes.subject
Introduce black professionals to members of their network, share and encourage professional networking

# data[].attributes.body
Disaggregate data for root causes and look at trends.

# data[].attributes.headline
protective procedures/practices for racial equity trainings for Black staff (i.e. not asking Black staff to share their experiences with anti-Blackness in multi-racial spaces, or at all if they choose not to) // suggesting and promoting boundaries for Black staff in DEI initiatives

# data[].attributes.subject
protective procedures/practices for racial equity trainings for Black staff (i.e. not asking Black staff to share their experiences with anti-Blackness in multi-racial spaces, or at all if they choose not to) // suggesting and promoting boundaries for Black staff in DEI initiatives

# data[].attributes.headline
Approaching research from the roots, up. Building with/from/for communities vs top down approaches that erase lived realities or perspectives of Black communities

# data[].attributes.subject
Approaching research from the roots, up. Building with/from/for communities vs top down approaches that erase lived realities or perspectives of Black communities

# data[].attributes.headline
Formally put into our hiring guidelines something like the Rooney Rule re: sufficient diverse candidates in hiring pools or won't move any forward. 

# data[].attributes.subject
Formally put into our hiring guidelines something like the Rooney Rule re: sufficient diverse candidates in hiring pools or won't move any forward. 

# data[].attributes.headline
Race identity caucuses to provide support and places for folks to build internal resources to engage as a mix raced staff

# data[].attributes.subject
Race identity caucuses to provide support and places for folks to build internal resources to engage as a mix raced staff

# data[].attributes.headline
Black accountability (outside the org) and paid for their labor. 

# data[].attributes.subject
Black accountability (outside the org) and paid for their labor. 

# data[].attributes.headline
Create space for racial affinity groups in orgs that are resourced/bugeted by the organization

# data[].attributes.subject
Create space for racial affinity groups in orgs that are resourced/bugeted by the organization

# data[].attributes.headline
Talk with the team about the language nuances: white supremacy vs. anti-blackness.

# data[].attributes.subject
Talk with the team about the language nuances: white supremacy vs. anti-blackness.

# data[].attributes.body
Black youth are adequately compensated for their time and contribution to the work of the org, and are given adequate and ample support and institutional space to lead the creation/design/direction of the work

# data[].attributes.headline
engage in co-creation process of identifying organizational values, priorities, and norms

# data[].attributes.subject
engage in co-creation process of identifying organizational values, priorities, and norms

# data[].attributes.headline
practice differentiated learning in the process of decolonization as an org

# data[].attributes.subject
practice differentiated learning in the process of decolonization as an org

# data[].attributes.body
Offering spaces for BIPOC staff to rest, heal, and be well.

# data[].attributes.headline
make space to value and celebrate people's non-work selves

# data[].attributes.subject
make space to value and celebrate people's non-work selves

# data[].attributes.headline
Anti-black racism work as a part of staff evaluations/performance reviews.

# data[].attributes.subject
Anti-black racism work as a part of staff evaluations/performance reviews.

# data[].attributes.body
We examine and interrogate our processes that are rooted in white supremacy and decide what we are/are not willing to change -- and own the implications of what we decide we want to keep even if it constrains us from becoming a pro-Black culture.

# data[].attributes.headline
Raising the expectation(s) of IPOC/White staff to speak up and speak on race rather than placing that responsibility on Black staff

# data[].attributes.subject
Raising the expectation(s) of IPOC/White staff to speak up and speak on race rather than placing that responsibility on Black staff

# data[].attributes.headline
Map our plan to grow to next level (per the anti-racist continuum) and write out relevant goals for the staff, board, and partners

# data[].attributes.subject
Map our plan to grow to next level (per the anti-racist continuum) and write out relevant goals for the staff, board, and partners

# data[].attributes.body
Move from "scientific" (i.e., universal averages, blind, a-cultural) data to metrics that see Black communities, measure harm, and Black liberation.

# data[].attributes.headline
Assess impact of learning environment on practice

# data[].attributes.subject
Assess impact of learning environment on practice

# data[].attributes.body
Reexamining org culture and what is valued in staff - valuing competencies because they advance the mission vs. default white dominant definition of professionalism

# data[].attributes.body
Reviewing policies related to dress/hair for racial bias to ensure black folks don't have to assimilate their appearance to advance at work

# data[].attributes.headline
Provide anti-racist training for Boards that incorporates how racial equity shows up in governance.

# data[].attributes.subject
Provide anti-racist training for Boards that incorporates how racial equity shows up in governance.

# data[].attributes.headline
Giving rest days/rejuvenation days for staff after long/extensive periods of work.

# data[].attributes.subject
Giving rest days/rejuvenation days for staff after long/extensive periods of work.

# data[].attributes.headline
Committing to all Senior Leaders having leadership over something outside their program area, to combat the "lived experience" pigeon hole dynamic

# data[].attributes.subject
Committing to all Senior Leaders having leadership over something outside their program area, to combat the "lived experience" pigeon hole dynamic

# data[].attributes.body
Provide opportunities for celebration of black culture

# data[].attributes.headline
Give Black staff access to paid coaching and mentorship to advance their careers

# data[].attributes.subject
Give Black staff access to paid coaching and mentorship to advance their careers

# data[].attributes.headline
disaggregate data to encompass the nuances within the African diaspora (immigration, class, location, etc)

# data[].attributes.subject
disaggregate data to encompass the nuances within the African diaspora (immigration, class, location, etc)

# data[].attributes.headline
Add new Black Board Directors - and ensure that all Directors get orientation and support-- as well as take on areas of the org- they are interested in 

# data[].attributes.subject
Add new Black Board Directors - and ensure that all Directors get orientation and support-- as well as take on areas of the org- they are interested in 

# data[].attributes.body
Staff are given designated time - and their workload decreased - to support time for individual and group learning on white supremacy and anti-Blackness and interrogate their own biases.

# data[].attributes.body
We dig deeper into what it means to lift up the experiences of people with lived experience and only do it if we can do it in an authentic way.

# data[].attributes.headline
When data indicate there are barriers/challenges for Black employees or students (in a higher edu context). they should be addressed by leadership in partnership with Black communities as addressed above. People evaluating data should be trained to looks for such disparities and to report them to people with power to address them. 

# data[].attributes.subject
When data indicate there are barriers/challenges for Black employees or students (in a higher edu context). they should be addressed by leadership in partnership with Black communities as addressed above. People evaluating data should be trained to looks for such disparities and to report them to people with power to address them. 

# data[].attributes.headline
White people do their work outside of the organizations! 

# data[].attributes.subject
White people do their work outside of the organizations! 

# data[].attributes.headline
cultivate deep listening and empathy as an org norm

# data[].attributes.subject
cultivate deep listening and empathy as an org norm

# data[].attributes.body
Making sure Black staff have Juneteenth off!

# data[].attributes.headline
all white board learn about culture of whiteness. open conversations about racial identity, the story of racism in USA, globally, colonization and how non profit industrial complex perpetuates white savior and elevates white supremacy

# data[].attributes.subject
all white board learn about culture of whiteness. open conversations about racial identity, the story of racism in USA, globally, colonization and how non profit industrial complex perpetuates white savior and elevates white supremacy

# data[].attributes.headline
All team reflections on how white supremacy shows up in our organization and co-creation of practices to address it.

# data[].attributes.subject
All team reflections on how white supremacy shows up in our organization and co-creation of practices to address it.

# data[].attributes.headline
Provide team building for leaders in how they work together from an anti-racist lens that decenters whiteness.

# data[].attributes.subject
Provide team building for leaders in how they work together from an anti-racist lens that decenters whiteness.

# data[].attributes.body
White staff take on risks and emotional burden proactively so Black staff don't need to

# data[].attributes.headline
Provide bereavement days or sick leave to be used for healing from daily traumas

# data[].attributes.subject
Provide bereavement days or sick leave to be used for healing from daily traumas

# data[].attributes.body
Don't expect Black people to do all the work of making a pro-Black Culture.

# data[].attributes.headline
research and publish the past 10 years of more of hiring, retention practices aggregated by race. help people be in reality about patterns

# data[].attributes.subject
research and publish the past 10 years of more of hiring, retention practices aggregated by race. help people be in reality about patterns

# data[].attributes.headline
Be transparent with the community about our journey, successess, failures and needs.

# data[].attributes.subject
Be transparent with the community about our journey, successess, failures and needs.

# data[].attributes.body
regularly reflect on how white supremacy characteristics show up in our workplace

https://www.whitesupremacyculture.info/characteristics.html

# data[].attributes.attachment_link.readable_text
The original piece and therefore this website builds on the work of many people, including (but not limited to) Andrea Ayvazian, Bree Carlson, Beverly Daniel Tatum, Eli Dueker, Nancy Emond, Kenneth Jones, Jonn Lunsford, Joan Olsson, David Rogers, James Williams, Sally Yee, as well as the work of Grassroots Leadership, Equity Institute Inc, the People's Institute for Survival and Beyond, the Challenging White Supremacy workshop, the Lillie Allen Institute, the Western States Center, and the contributions of hundreds of participants in the DR process. As noted elsewhere, any wisdom you find here is credit to all those who informed and influenced

Sharon Martinas, who at the time was facilitating the Challenging White Supremacy Workshop, suggested I add the antidotes. The characteristics marked with an asterisk* indicate those that Daniel Buford, who at the time was a lead trainer with the People's Institute for Survival and Beyond, ​asked I credit to him when the original article was written.

​the original article and this website. Any fault or shortcoming is mine.

The original article offered this Partial Bibliography:
Notes from People's Institute for Survival and Beyond Workshop, Oakland, CA, spring 1999. Notes from Challenging White Supremacy Workshop, San Francisco, CA, spring 1999. Beverly Daniel Tatum, Why Are All the Black Kids Sitting Together in the Cafeteria? NY: HarperCollins, 1997. Derrick Jensen, A Language Older Than Words. NY: Context Books, 2000. Paul Kivel, Uprooting Racism. PA: New Society Publishers, 1996. Anne Wilson Schaef, Living in Process. NY: Ballantine, 1998. For complete bibliography, see complete workbook for dRwork's Dismantling Racism process (2016).

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Sometime in the late 1990s, I arrived home after a particularly frustrating consultation with an organization I was working with at the time. In a flurry of exasperation, I sat down at my computer...

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audit job descriptions and evaluations for white supremacist values/norms/expectations

# data[].attributes.subject
audit job descriptions and evaluations for white supremacist values/norms/expectations