ParentChild+ Race Equity Staff Meeting-July 15, 2024 by Malkia Ofori-Agyekum

Group 3-Focus on Research and Training

malkia00 — 2024-06-17 13:07:06 UTC

What additional questions do you have for the RE committee?
Is there information you would like to include? Or something else you would like to know?
What support/resources do you need to further the RE work?
How does the work of the Race Equity committee connect to your work?
If it doesn't, how would you like it to connect to your work?

Group 4-2022-Present

malkia00 — 2024-06-17 13:07:29 UTC

What additional questions do you have for the RE committee?
Is there information you would like to include? Or something else you would like to know?
What support/resources do you need to further the RE work?
How does the work of the Race Equity committee connect to your work?
If it doesn't, how would you like it to connect to your work?

Group 5- Theory of Change

malkia00 — 2024-06-17 15:52:35 UTC

What additional questions do you have for the RE committee?
Is there information you would like to include? Or something else you would like to know?
What support/resources do you need to further the RE work?
How does the work of the Race Equity committee connect to your work?
If it doesn't, how would you like it to connect to your work?

First paragraph:

2024-07-15 20:26:01 UTC

the ParentChild+ staff engaged in internal conversations.

Rather than say "we hired a consultant" give evidence that staff was already engaged in these conversations.

2024-07-15 20:27:12 UTC

Acknowledge that this work got its impetus after the Geoge Floyd death and the black lives matter movement.

2024-07-15 20:28:34 UTC

Highlight what was happening in our country and how we respnded to it.

Inspired us to look at our own work.

How we as individuals and as an organization can promote equity, incorporate an equity lens into our work.

2024-07-15 20:30:43 UTC

What did we gain from working with a consultant for 6 months.

What strategies/ communications help to deal with cultural ruptures?

Theory of Change Development

2024-07-15 20:35:31 UTC

The document talks about collaboratively creating a theory of change - need clarity on exactly what that looks like - how will we work together to develop it?
How will people developing theory of change be selected? Is it all staff? What is expected of us/what role do we each play?
How is each department represented and part of creating the theory of change?
Training in ADKAR model
What are the steps to getting to a common understanding of equity?
How do we define organizational culture?
Identify race equity commitment for each person's team/role/responsibilities - develop accountability tool - use ongoing
Open communication among staff and departments based on each person/team race equity goals
How can we create a culture that honors each other’s expertise and strengths?
Specific department tools to hold people/projects accountable to being equitable.

2024-07-15 20:40:24 UTC

Last paragraph, seems to talk about internal relationships among staff.

Then talks about State Directors being outward facing with partner agencies.

Not meeting what standard of equity?

Everybody is at different places of this work.

"You're not meeting what standard.

Language is not strength based.

State directors have varying roles within each state. And that needs to be acknowledged. Statement does not recognize the limits or influence on state directors.

2024-07-15 20:41:11 UTC