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Natalia, Johanna C., Jeanette T., Bryce, Angelina

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It's a challenge because you don't know where their computer is and where they are working - you don't know who can listen in. Some parents are concerned about what issues are being discussed. As students to 1. go somewhere where they feel safe to share 2. turn the camera on so they can see each others faces when they share 3. As they not be a part of the conversation if they don't feel comfortable sharing.

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Communicate to the parents before the discussion so they can discuss with their student beforehand and give approval if their child can participate.

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as we jump into the conversation so everyone can feel comfortable to contribute to the conversation

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Community partnerships with organizations that specialize in specific areas (i.e., former partnerships with licensed counselors to support with trauma, identity, etc.) - finding commonalities.

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dedicating the time to create trust

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Include cultural and racial diversity curriculum/programming/focus from day 1 with stakeholders and parents so everyone understands this is an integral aspect of our program/organization.

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To create a safe space to have these discussions, we have to be open and admit that we may stumble and be uncomfortable with the discussion - being okay with the fact that we will need to be vulnerable and are learning.

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How can we create pathways that include racial justice. Being open and transparent, creating opportunity.

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How do we evolve our PLs and frontline staff? For example, Town Hall we get an org update but it's just SCs and above - how can we create that opportunity for the SC to be involved. If opportunities are just given to the SCs and above, and they aren't cascading to the field staff, they may be missing out. More opportunities for field staff to be involved.

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PLs feel like their voice is not going to be heard and racial justice influenced lessons are "not allowed" - staff are apprehensive because they don't know what they can and cannot talk about. They feel muted. Explicitly give permission so they feel allowed and encouraged to share and lead.

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Support for site leadership when stakeholders and parents challenge or get upset at racial justice/sensitive lessons happening in program.

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Open Forum (like padlet) for PLs and site staff to ask questions and get responses - and share opportunities for staff to engage in this effort.

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Expand our professional/leadership development offerings that are more diverse (i.e., leadership books being recommended that are written by people of color).

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Internal assessment to audit our diversity and equity - and provide recommendations on how to improve and move forward intentionally.

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creating a space for more people to use their voice - continue and expand to ALL positions within the organization (including field staff)

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leveraging advocacy efforts - expanding beyond the budget but to address racial justice issues.

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create clarity on what the organization is committing to and what were allowed to say and share as a representative of Think Together. (i.e., if a PL wore a BLM mask or Trump mask - what's allowed and what's not).

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org-wide diversity & inclusion statement solidifying what our stance is