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Need for racial justice training & education  

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Need for racial justice training & education  

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Provide staff with resources that are brief and easy to understand

Increase trust among staff with ongoing team building exercises

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Calls for concrete action / Democracy & open communication 

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Calls for concrete action / Democracy & open communication 

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Review and improve our reporting policies to ensure there are effective avenues for individuals to report without fear of repercussion, and receive emotional safety support in the process

Consider a response team consisting of members of RJC to support on-site when a racial incident occurs and dialogue is needed

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Different roles of all staff, white staff, and staff of color in WAA’s RJ work 

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Different roles of all staff, white staff, and staff of color in WAA’s RJ work 

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Educate staff on how these different roles look when holding each other accountable

Provide resources for learning that staff can use independently, in team meetings, or with supervisors/supervisees

Anti-bias trainings that discuss our role(s) in addressing

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Need to address the role of race in the different relationships at W.A.A. 

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Need to address the role of race in the different relationships at W.A.A. 

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Clarify expectations for all of WAA as a community (our values and codes of conduct)

Provide supervisors with clearer understanding of their role in upholding these expectations and training

Clarify expectations for clients within WAA’s programs vs. staff

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Reaching target audience
Identifying/speaking to topics that promotes engagement and learning

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partnering with outside organizations for fundraising/awareness events
advocacy for funding/creation of alternatives to police/defunding police

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find new ways to reach people other than email i.e. texting or other ideas

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check in besides the RJ committee meetings

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Explore more accountability for upper management

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RJC Reports/Call-In's at All Staff Meetings

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RJC Reports/Call-In's at All Staff Meetings

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- Get people to participate w/o needing to put them on the spot to engage.
-Updating all staff re: RJC happenings
- Diagnosing microaggressive/racist/ablest/etc moments in real-time
- Making sure folks know that this is an option! (List of committees; you should join 1 a year)
- make sure its not awkward when folks reach out.

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Non superficial forms of team building that is inclusive of all individuals.
Small group and large group team building exercises

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Response team/plan for when racial incidents occur

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Response team/plan for when racial incidents occur

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ensure multiple RJC members at each site are available to support after racial incidents occur, for anyone who needs it

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Creation of multiple ways to get feedback/input from clients (i.e. police discussion focus groups)--pay clients for their time/input

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Integrate the Union as a support for staff of color who are members

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Integrate the Union as a support for staff of color who are members

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needs more input/thoughts

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Volunteer opportunity at a Women Against Abuse shelter or something of the like

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I think it would be great if we did research on what this could look like as a flat rate for BIPOC staff that is paid in addition to compensation. Havent googled it or anything, so there may be better language for framing.

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we need them to not be optional. required training on topics we are training management on.

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What they look like, how they sound, how they are understood by BIPOC, the harm/undue mental stress that it creates

Unnecessary stress and worry; would be a nice thing to call to peoples attention in real time. More linguisting awareness of how this is rooted in the american language.

Would like to chat about microaggressions between poc folks, and its impact on poc folks

Would like to chat about microaggressions between blk folx in leadership and their employees

Microagressions inter/intra-racially when white folx arent in the room

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Training for all staff on critical race theory and intersectionality

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Training for all staff on critical race theory and intersectionality

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Training for leadership on harm reduction (I am thinking about a need to have a theory and/or ethical basis underpinning work with clients and see harm reduction aligning with racial justice and see "selling" this concept to leadership as a first step.... maybe

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Training for leadership on harm reduction (I am thinking about a need to have a theory and/or ethical basis underpinning work with clients and see harm reduction aligning with racial justice and see "selling" this concept to leadership as a first step.... maybe

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I think we need to have active enrollment for the committee. There are a lot of folks who have become inactive (which is okay) however knowing who is active supports understanding and structuring meetings, trainings, work/project capacity, etc.

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Training for BH staff on the racist history(present) of social work. Needing extra awareness of the harm we can do in our roles

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Training for BH staff on the racist history(present) of social work. Needing extra awareness of the harm we can do in our roles

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Thinking about trainings that are content specific based on where you work.

Would like to have a historical presentation of how racism effects (Social work, DHS, Treatment, Diagnosis, Meds) Legal Center, Education (work in schools)

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Continue teeny teambuilding exercises at the beginning of each RJ meeting, having someone new volunteer to lead it each time maybe  

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Continue teeny teambuilding exercises at the beginning of each RJ meeting, having someone new volunteer to lead it each time maybe  

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Digging in to and have conversations around difficult topics related to race, white supremacy, etc.

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Framing conversations and trainings with whtie supremacy as the active challenge.

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Sharing how simple things folks accept, perpetuate oppression and white supremacy.

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Much like we did with WAA policies (if they are different) review the particular union policies we are a part of with an equity lens and provide feedback and recommendations for shifting/changing/negotating

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How understanding trauma (especially generational trauma as in the case of American racism) can increase empathy/awareness/sensitivity

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Discussion groups that are either educational or community building

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I believe this happen quarterly, so perhaps having a parking lot for things we want to report back on. Should we have a communication person/position?

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Outside of racial equity and racial justice because gaps in leadership skills exaserbate in iequity issues.

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How does this show up?
When is it present?
What does it look like?

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The human factor and being in community, staff and clients talking about the impact and mental health

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How to Heal From Racial Issues, Specifically regarding Mental Health

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How to Heal From Racial Issues, Specifically regarding Mental Health

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Want this to be staff and client facing