RAIN BRG General Membership Brainstorming by Happy Capy(bara)

DSHS discrepancy between policy and announcement

2024-09-19 22:28:00 UTC

Resources for small agencies

kaitycazares — 2024-09-19 22:32:45 UTC

Examples of policies and things agencies can share with staff to make sure all people feel welcome.

Training idea: Impact vs intent

2024-09-19 22:36:07 UTC

Leverage the data

2024-09-19 22:36:42 UTC

For example, use the data from the existing RAIN Trainings to see what it is that we need to focus on next

Cultural Humility

2024-09-19 22:37:18 UTC

Most trainings are still using a western european lens. Try using a multicultural lens

Full agency encouraged to have pronouns in email signature.

2024-09-19 22:40:48 UTC

Demonstrating the Platinum Rule - treating people the way THEY wish to be treated

2024-09-19 22:41:39 UTC

Cultural Humility: Add On??

2024-09-19 22:43:39 UTC

How to become the expert on the person YOU are speaking, in a genuinely curious, non-judgmental or invasive way (because not all "identity labels" fo lack of a better term mean the same things to everyone who uses them)

Building gap between policy and practice: how can we make agencies aware of our guidance?

2024-09-19 22:46:21 UTC

2024-09-19 22:46:47 UTC

Pronoun pins supplied by the agency

2024-09-19 22:47:32 UTC

We heard DES had the Transitioning in the Workplace' training as mandatory training. That would be a great practice for other agencies.

2024-09-19 22:47:43 UTC

More Groups like REDI in all agencies

2024-09-19 22:48:20 UTC

Keep bringing up LGBTQ+ issues in front of coworkers to prioritize how important they are.

Create systems that allow people users to show up and interact from where they are.

markmetzger — 2024-09-19 22:48:54 UTC

2024-09-19 22:48:57 UTC

Talked about the old safe places program and how it brought people comfort to see those stickers

change focus to ensure that represented individuals are able to be heard. placing cis white straight men in the leadership role of DEI group is not helping the represented individuals.

2024-09-19 22:49:28 UTC

2024-09-19 22:49:32 UTC

Keep training on pronoun use.

Building in non-productive time into position descriptions to allow people to engage in the local community organizations as a community member AND a state employee.

markmetzger — 2024-09-19 22:50:10 UTC

2024-09-19 22:51:06 UTC

LGBTQIA+ BRG for ESA/CSD

Infusing community and connection into our work vs infusing our work into the community and connection that already exists.

markmetzger — 2024-09-19 22:52:34 UTC

Proposal to make RAIN trainings mandatory for agencies

kaitycazares — 2024-09-19 22:54:53 UTC

Transgender Fluency training is mandatory for all DES employees.

kaitycazares — 2024-09-19 22:57:16 UTC

Build on work already being done instead of making the same mistakes over and over again

2024-09-19 22:59:36 UTC

Onboarding containing mandatory training LGBTQ things.

kaitycazares — 2024-09-19 23:28:47 UTC

Pronoun usage, content from the transitioning in the workplace toolkit, data on how trans people feel in their treatment by government agencies, poverty data for LGBTQ+ folks, and the LGBTQ+ experience in general.

Community of practice space

kaitycazares — 2024-09-19 23:31:18 UTC

My roundabout approach for queer community building at work was by starting a Community of Practice. It drew in the girls, gays, and theys, then we started our own informal meeting space. Hear about people's experience in the workplace. Finding commonalities. Leadership has heard about this space and wants to hear about outcomes. How can community be an outcome?

Battle between communities of practice and ERGs.

kaitycazares — 2024-09-19 23:34:46 UTC

Some agencies share that communities of practice need to have outcomes and can't be identity-based. Enterprise wide, clarify how we are defining communities of practices versus ERGs, and the value for both of these. We can delineate what these terms mean.

Make the connection between BRG participation and broader systemic change.

kaitycazares — 2024-09-19 23:36:26 UTC

Also belonging

See data about how often folks who are engaged in BRGs are promoted, how often they remain in their positions.

kaitycazares — 2024-09-19 23:37:32 UTC

Tell the story to see why we should prioritize time for employees to participate in communities of practice and BRGs.

Add BRG participation to HRMS so we can gather data to see if there are impacts on employee retention.

kaitycazares — 2024-09-19 23:39:47 UTC

2024-09-19 23:40:01 UTC

Mandatory training regarding LGBTQ+ experiences, pronouns and how to serve LGBTQ+ customers, including Onboarding.

Issue: lack of cultural humility of HR when it comes to complaints filed around discrimination and harassment that result from not understanding each other's identities.

kaitycazares — 2024-09-19 23:43:41 UTC

Template anti-harassment policy and training to back that up.

kaitycazares — 2024-09-19 23:43:54 UTC

2024-09-19 23:46:57 UTC

Resources on where to find LGBTQ+ related data

2024-09-19 23:48:35 UTC

The Poverty Workgroup, I haven't seen them report out on LGBTQ+ poverty improvements. And there is only one piece of data in their report related to LGBTQ+ poverty.

2024-09-19 23:49:45 UTC

Ask our LGBTQ customers how they could be better supported and take action.