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Lets create some shared norms about how we communicate and collaborate together as board members...... add your ideas. Well co-approve of it together ...

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Lets create some shared norms about how we communicate and collaborate together as board members...... add your ideas. Well co-approve of it together ...

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to support art educators in their work and be a resource.

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thorough orientation for new board members (on structure, communication, responsibilities, etc.)

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Creating and providing a space for people to authentically express themselves and their needs--working on listening to listen and not listening to respond or add my own experiences to someone sharing about themselves.

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This was my first meeting and I would rate the communication very low. No introductions, no identification of what roles each person is active with (easy to add that info to the Zoom heading for each person logged in) and no real greeting, everyone just dove right into the meeting.

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This was my first board meeting and other than the few people I've worked with on the committee I am co-chair of (maybe, I think there needs to be a vote or a formal application?) I knew no one in the meeting. There were no introductions, I have no idea who is whom in regard to roles and leadership. If you are looking to recruit members to become more active, you should think about being more welcoming in meetings to everyone that logs in. Not everyone who experiences no welcome will feel welcome.

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Understand everyone is bringing their own experiences to the table- assume positive intent.

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Not sure

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I am not sure I understand the initiatives enough to answer this.

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I am normally a doer- I try to make a list and get it done. In a safe environment I will often share my perspectives and I tend to assume positive intent.

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I like being connected to other art educators.

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For out time to be used effectively.

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I would like to see some established norms that everyone agrees to and understands.  I We could also use a defined process for onboarding new board members (orientation of sorts to include norms, responsibilities, where things are located in the drive) would be a good idea.

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Historically I thought the board meetings and communication were pretty smooth and agreeable.  Seems like there have been some bumps in the road recently and people being a little less than sensitive to others.  I also think there are some assumptions about everyone on the board being fully supportive of using a substantial amount of our meeting time to focus on EDI.

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I think we need to start with the assumption of positive intent. It seems there has been a bit of blaming and shaming lately.

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I am not clear about exactly what the EDI goals entail.

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I would love to have the board take some time and visit schools- I really appreciated NAEA coming out and working with us- Would love to do something like that again!

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Thank you for your hard work on this and your implementation of change Dani

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I don’t think we give the newer board members the opportunity to share fresh ideas- I would like to hear from them more

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I think reassessing how I communicate and share but also listening to others perspectives is key

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Varied teaching experience and teaching different populations of students in different settings outside the classroom

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I believe it is great to have a network of art teachers working together- to learn about opportunities to grow as a teacher myself and to help others

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Understanding and feeling like things aren’t always divided or that you might accidentally offend or cause a problem by questioning

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When people give their time and energy to volunteer and work on the board- there should be some compensation I.e. free membership - National conference covered etc. it’s really hard to volunteer and feel like it’s never good enough or people aren’t happy with results. We don’t celebrate the things we accomplish

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Action steps - follow through - start and restart or tabling things over and over again is not going to create the change we all are looking for

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I think change is hard and thinking about changing things is difficult- some of the challenges we face have to be happening in other places too and we aren’t really attempting to branch out and ask for help from others

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Sometimes I think our group can have fixed or stuck thinking and we all could be better at seeing things from a different perspective

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Having an active ED&I committee is a great start and a board that wants to see this committee play an active role

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I think we try to hear as many opinions and views as possible

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Creating common norms and practices

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Maybe we need to target districts with incentives to provide memberships to their teachers. We also need to highlight the value of membership and involvement. No matter how many people I tell to join it just isn't worth it to them because they would rather just pay the non-member rate for something when they want to attend it or get the membership just for the offering if they decide they are interested/available. Teachers just don't feel their time or money is well invested in being part of NAEA/MAEA, but if the membership were paid for them by their district they may then take advantage of things we offer. We also talked about covering the cost of membership of those who serve on the board/chair a committee as a perk. That may attract people who otherwise do not feel they should have to pay to volunteer their valuable time.

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We used to have more dedicated time at the end of meetings for board members to share personal updates. We don't seem to have time for that anymore, but it made you feel more connected by knowing what others had going on or what things they thought we'd be interested in.

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Not everyone is "present" even when they are logged on. The meetings become a chore rather than a purposeful experience.

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We used to have a really solid E-Committee. Too much fell to one person in the last few years and that has strained things. It would be helpful to know who is responsible for what among the E-Committee and know that when you contact that person things will get done as they should. Otherwise you ask more people than needed and nobody knows who should respond or do the task at hand. It is confusing.

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We haven't had clear direction on this. We need someone to take the lead, which will hopefully happen now. There needs to be less discussion and more directives around what we should be doing. I expect this to come from the EDI Committee.

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Those who attend the meetings are the ones who hear about those not attending/fulfilling their commitment. It is like scolding the class rather than the individual. It is frustrating to hear this or see it in emails when you are doing the things you should be. It feels like board morale is low and this does not help. That feeling needs to change if we want to attract new people and get them to stay. It also seems like all the work there is to do is overwhelming for someone new.

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How to navigate these conversations with others outside of the board who we invite to support our efforts in temporary volunteer or paid roles.

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To feel connected to other art educators and that I can support other educators.

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More people to share the work.

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Filling the vacancies.

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We get off focus. I like to see our agenda tackled before we go on tangents or deep discussions. If something is a topic that will need a deep discussion it may need appropriately allocated meeting time. Delegate the time to what is most important. Do all of the reports need to be talked about or can we just read them to have time for the deeper work.

It is often the same people who always speak. Others are quiet. Why? Do they feel they have nothing to add or are they intimidated by the louder voices?

Meetings in the last year have gotten more tense. We don't have enough people and everyone is overtaxed. It makes it harder to want to keep lifting that load because it often feels like others are not lifting enough of theirs. We talk around the struggles but we don't seem to have solutions.

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I think that there is an effort to listen to others' thoughts and opinions, although the overall feeling is tense and uncomfortable.

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Need a refresher on our goals.

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Shared files for collaboration via Google are helpful for distance collaboration. Zoom meets as well. Looping in stakeholders on key conversations via emails when needed.

But we need to do more on this especially in meetings by making a more conscious effort that every voice is heard.

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I would like for Board members to be committed and take their roles seriously. They signed a contract to serve.

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I would like for Board members to be committed and take their roles seriously. They signed a contract to serve.

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I agree with the orientation for new members. Explain and outline the goals and purpose of meetings, the format of meetings, who everyone is. Maybe introduce new members to the group and have members introduce themselves.

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I'm not sure.

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Fear. People are afraid they may say the wrong thing. Also I can be defensive when I think someone assumes I am not aware of DEI values because I am older

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EDI training, website, shared folders

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All we need to do is look at artists in history and current - to see the wide diversity of expression through the arts. If we can represent those artists in our teaching and not just the dead white straight guys we'll be doing something.

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We need a better way to onboard people. We introduce them and then they are just sort of on the board with no real guidance. Some don't attend - maybe because of this.

However, it is challenging to have the bandwidth to have a buddy system for new members because everyone is stretched thin in some way either through what we already contribute to MAEA or outside of that.

Simple things could be a handwritten welcome note with some MAEA swag sent to the person's house just to make a tangible acknowledgement of their joining. A bigger welcome announcement in socials or email blasts may be nice, too.

It is a challenge to attract anyone let alone diverse leadership right now so I think we tend to go with whoever we get because we so need people.

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This time should also be used for many more presentations and allowing of Board members to share out. Not presentations about how everyone isn't doing EDI enough or a certain way. I am also very interested in getting to know people and their work and I haven;t been able to at all

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This time should also be used for many more presentations and allowing of Board members to share out. Not presentations about how everyone isn't doing EDI enough or a certain way. I am also very interested in getting to know people and their work and I haven;t been able to at all

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I am not sure.

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the vast connections and deep work in EDI

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the vast connections and deep work in EDI

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Board meetings stray from agenda - a lot of time is misused on non-agenda items. Not all voices speak

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Decide on 2-3 attainable goals for the year, then work towards them.

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changing the board structure so folks want to attend and feel excited

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changing the board structure so folks want to attend and feel excited

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Much more passionate discussion of issues and what is best for students and much more productive use of Board time beyond the click off of the minutes. 

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Much more passionate discussion of issues and what is best for students and much more productive use of Board time beyond the click off of the minutes. 

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Build membership and increase their involvement

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Perhaps an initial orientation for new board members. A chance for new members to meet, get caught up on past meetings and projects, navigate Google Drive (which can be a lot), reiterate board member responsibilities, etc.

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Lack of defined, shared goals each year

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the board meetings - change in format. shorter

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the board meetings - change in format. shorter

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Speaking for myself, I need more focused and to the point meetings - getting right to the agendas - cutting back on non-essential topics that slow progress.

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We try to understand why we have a predominately white board, we start our meetings with land aknowledgements, we often include pronouns in written form.

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So challenges I think are that - I’m not sure everyone assumes best intent from others

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I can't even remember the EDI goals with everything a bit unsettled in the board. A refresher via email would be helpful.

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the board meetings are long and could be emails most of the time and don't need to be live with folks on zoom. If folks are showing up then the time should be used with the knowledge in the space

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the board meetings are long and could be emails most of the time and don't need to be live with folks on zoom. If folks are showing up then the time should be used with the knowledge in the space

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Equity, diversity, and inclusion are three values that are closely linked.  MAEA embraces these and endeavors to be supportive of ALL individuals.

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Equity, diversity, and inclusion are three values that are closely linked.  MAEA embraces these and endeavors to be supportive of ALL individuals.

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At times, it seems to take on a feeling of assumptions of others not doing the right thing, or not being or acting the "way" a member or members think they should. It's an example of reverse bias and we seem stuck in this pattern

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At times, it seems to take on a feeling of assumptions of others not doing the right thing, or not being or acting the "way" a member or members think they should. It's an example of reverse bias and we seem stuck in this pattern

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We refer to the NAEA guidelines and language.

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can you share more? give specific examples.

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can you share more? give specific examples.

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Ex. Expecting that everyone include their pronouns after their name. This may not be something everyone is comfortable with for whatever reason and that can be a discussion rather than a demand. Or it could just be a tech issue... It almost feels a little scary to share a level of diverse thinking related to EDI work.

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We have a sliding scale for the cost most activities.  But we need to reach out more to build membership. Personal one on one connections help.

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Sometimes in board meetings I think things can get really strained & emotional:passionate when people have different view points or ideas. It makes speaking up for even clarity) with your own thoughts/feel - seem like you might get backlash or snapped at- it’s uncomfortable :(

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I feel that this is lacking.

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Our conference use of this theme was successful, it showed at multiple levels at the WAM conference. Our Delegates voted on behalf of the Board and members for much more EDI focus

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Our conference use of this theme was successful, it showed at multiple levels at the WAM conference. Our Delegates voted on behalf of the Board and members for much more EDI focus

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would need to see the goals again to answer this

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would need to see the goals again to answer this

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We're having difficult conversations rather than avoiding issues, and we look for ways to increase equity in our policies and language.

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Providing information and experiences in a variety of formats: online exhibitions, in-person meetings, virtual meetings, closed-captioning, audio and video options.

Giving people/groups the tools, training and support to do the work that is expected of them. Be generous with the time it might take to learn how to do something and feel comfortable with the task.

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Private schools have been involved in directed DEI work for several years. All private schools have a Director of Diversity, Equity, and Inclusion.

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Still needs work. We need our own statement on this to include in our communications with those who present, facilitate, participate in MAEA offerings, etc.

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Everyone is working hard but with several key foundation positions unfilled bridges are breaking down and communication is probably the worst I've seen yet.

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Everyone is working hard but with several key foundation positions unfilled bridges are breaking down and communication is probably the worst I've seen yet.

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Outreach to include people with diverse experiences, examine why there may not be diversity, being gentle with each other and not shaming.

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Anti-Racism Initiatives
Accessibility
Regular Feedback and Surveys
Community Engagement
Transparency

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that is a really good question.... I don't feel we create a sense of belonging

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that is a really good question.... I don't feel we create a sense of belonging

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Over the past few years I have not seen a lot of effort being made to reach out to potential members or following up with people. There's quite a lot of disengagement on the Board

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Over the past few years I have not seen a lot of effort being made to reach out to potential members or following up with people. There's quite a lot of disengagement on the Board

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providing sliding scale rates for anyone, not just members for PD and conference

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Acknowledging, respecting, and including all people and differences while addressing and eliminating inequities.

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To ensure that private school educators have a voice and are represented and recognized. To ensure that planning is sensitive to private school calendars which vary greatly from public school.

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* We revisit what EDI means for each of us and as a group to self-correct if we need to.
* We start PD offerings with group norm expectations around safe spaces for conversation and sharing.

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NAEA state liaisons are helping to connect national and state work.

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Not alot. This area neees to be much more visible in all we do. 

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Not alot. This area neees to be much more visible in all we do. 

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bathrooms for all at the last conference

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I feel we have much work to do. I observe a lot of assumptions are made about each other and folks aren't always respectful. There is a lot of chat use of "EDI" as a noun, verb or goal but the structure is still top down and not horizontal. It creates a sense of not taking responsibility on the part of some folks as well as the mindset of "oh well, so and so will do it"

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I feel we have much work to do. I observe a lot of assumptions are made about each other and folks aren't always respectful. There is a lot of chat use of "EDI" as a noun, verb or goal but the structure is still top down and not horizontal. It creates a sense of not taking responsibility on the part of some folks as well as the mindset of "oh well, so and so will do it"