# data[].attributes.body
Not feeling prepared, scramble
Quality might be diminished
Barrier to creating meaningful partnership/relationships
Not good for morale and view of leadership

# data[].attributes.headline
Opportunities to revisit deadlines, tasks, reports

# data[].attributes.subject
Opportunities to revisit deadlines, tasks, reports

# data[].attributes.body
Things that cause folks to scramble for data. Not feeling prepared to do said task. Also undermines relationship building with other departments.

# data[].attributes.body
Want to focus our equity project on our team meetings but team meetings are predominantly white - how do we get input and perspective from diverse folks (roles, perspectives, racial orientation, etc.) - applies to broader impact office in terms of lack of diversity

# data[].attributes.headline
Tendency to get stuck in only one rigt way

# data[].attributes.subject
Tendency to get stuck in only one rigt way

# data[].attributes.body
Fortunately, can lean on colleagues who can push us to think differently and not one right way - Should out to Laura and Ken in particular

# data[].attributes.headline
Thinking of new ways to share information rather than sending long detailed emails, etc..

# data[].attributes.subject
Thinking of new ways to share information rather than sending long detailed emails, etc..

# data[].attributes.headline
Potential IO Structures to Check for Power Hoarding

# data[].attributes.subject
Potential IO Structures to Check for Power Hoarding

# data[].attributes.body
Each time a gain/improvement is made, there is simultaneous awareness about "what still could have been done" or what more could have been done. Are there structures IO could put in place to check for power hoarding?

# data[].attributes.body
Personal comfort with written word (ie: spreadsheets, agendas, documentation) conflicts with the antidote of valuing other forms of communicating information. How can we push ourselves further to think about alternate ways to interact/present/share/complete our work?

# data[].attributes.body
Antidote/shift maybe moving on a spectrum vs. moving from one end to the other.
The WSC in itself is not the issue

# data[].attributes.body
How do we take the antidotes and build them into systems and structures so we break away from white supremacy norms? Especially since so much of project management reflects the white supremacy characterictics.

# data[].attributes.headline
Incremental change vs. Transformational change

# data[].attributes.subject
Incremental change vs. Transformational change

# data[].attributes.body
Trying to be intentional about where we are in the spectrum - some emphasis on using data to drive decision making, even if it's non-relational.

# data[].attributes.headline
Often we are required to represent the voice of others and direct work and that is our job

# data[].attributes.subject
Often we are required to represent the voice of others and direct work and that is our job

# data[].attributes.body
How do we do this in a way that still honors the work and direction and vision of our leaders while not being paternalistic (e.g. avoiding the "because X said so")

# data[].attributes.headline
Potential for Vendor and/or New Employee Equity Onboarding Training

# data[].attributes.subject
Potential for Vendor and/or New Employee Equity Onboarding Training

# data[].attributes.body
There is a need to ground in our DPS equity journey and expectations with contractors/vendors and new employees.  How can we standardize the way that we engage and onboard these audiences so that there is continuity in our approach to all worok?

# data[].attributes.headline
Remind folks of the bias that exists within data science

# data[].attributes.subject
Remind folks of the bias that exists within data science

# data[].attributes.headline
Powerhoarding more likely when feeling vulnerable, threatened, overwhelmed

# data[].attributes.subject
Powerhoarding more likely when feeling vulnerable, threatened, overwhelmed

# data[].attributes.body
Seeing this now through DPS transitions

# data[].attributes.headline
Continue work to get student and family voice into analyses

# data[].attributes.subject
Continue work to get student and family voice into analyses

# data[].attributes.headline
Need to include parent and student voices more 

# data[].attributes.subject
Need to include parent and student voices more 

# data[].attributes.headline
Less evaluation and progress monitoring focus on assessments and numbers

# data[].attributes.subject
Less evaluation and progress monitoring focus on assessments and numbers

# data[].attributes.body
This year has been somewhat of a blessing in that we've had to rely on qualitative data more. Also, we've taken into account student voice and family voice more than in past years. Going forward, it would be nice to continue to value these methods and viewpoints in evaluations, progress monitoring, in general

# data[].attributes.body
Difficulty in moving things forward --- layers of hierarchy and approval process
Accountability structures create barriers to making decisions on the "ground/field" within their context.

# data[].attributes.body
As an organization, creating psychological safety for trying and learning forward

# data[].attributes.body
Create a bank of sentence stems that we can leverage in our meetings when we recognize characteristics of white supremacy appearing (possibly leverage some of the NVC resources).

Consider including specific references to the characteristics of white supremacy culture (ie, "In the interest of dismantling Right to Comfort, I'm going to go out on a limb here and say...").

# data[].attributes.headline
Need to create more safety and accountability buddies from one another to call out when we are perpetuating these characteristics 

# data[].attributes.subject
Need to create more safety and accountability buddies from one another to call out when we are perpetuating these characteristics 

# data[].attributes.body
Continue to assess what we can each do as individuals to bring the focus back to what we can do better, and what can be improved within our own teams/our control.

How can we change our own teams?
How should the district shift?
How can we influence the district shift?

# data[].attributes.body
We often make a rule but then behind the scenes accept that we will make exceptions for people who need it - often the people who will ask for it are more likely to be people who know how to work the systme (i.e. more likely to be white) and people who follow the rules (i.e. mor elikely BIPOC) follow the rules

# data[].attributes.body
Resources get redirected to the next fire before the last one was "stabilized" causing previous progress to backslide and a sense that sustaining progress is all but impossible.

# data[].attributes.headline
Understand the interdependent nature of need for comfort, sense of urgency, and other elements of white supremacy culture.

# data[].attributes.subject
Understand the interdependent nature of need for comfort, sense of urgency, and other elements of white supremacy culture.

# data[].attributes.body
Having leadership support to pushback to our clients when we identify parts of their process that will lead to inequitable outcomes. At minimum, leaders/consumers of our products can't claim ignorance of pro's and con's.