Designing Antiracist Organizational Practices
All trainings in this section are 2:00-4:30 pm Pacific.
Visibilizing Dominant Culture in Your Organizational Practices
In this session, organizational teams will explore the impact of dominant culture ideals (based on the work of Tema Okun) such as perfectionism, sense of urgency, and individualism in organizational practices. These beliefs pervade most of our organizations through our practices. We will define fourteen organizational practices steeped in white supremacy beliefs and reflect on areas of strength and opportunity for the organization/team. Participants will then identify transformative practices, as alternative ways of getting work done while preserving relationships, rigor and effectiveness. Finally, the group will choose one practice exercise to explore greater power sharing, transparency, or collectivism.
Giving and Receiving
Inviting, intuiting and receiving feedback is a critical muscle that an organization must develop in the journey towards Antiracism. Everyday racism persists because leaders are able to silence feedback that is constantly being sent by those with less positional power. Some ways they do this include minimizing the feedback itself (that complaint is unreasonable), making the feedback about an individual versus a systemic issue (if that person was on top of their work this wouldn’t be an issue), or becoming confused by the message (I don’t even understand what they were saying. It must not be important.). In this session we will review feedback your leadership team collected in session one, dig into generating examples and specifics of areas of opportunity, and designing transformative practices to test in the coming weeks.
Becoming an Antiracist Leadership Team
Most organizational leaders are selected, promoted and valued for their ability to hold a long-range vision, turn strategic priorities into concrete next steps, manage and grow staff, and hold functional expertise in critical areas such as human resources, finance, operations, or program design. As your team engages in a process to center racial equity in organizational culture, this new North Star must be incorporated into the job descriptions of leadership team members. Studies show that while anyone can attend a training or read a book on antiracism, about 50% of current leaders will not be able to internalize antiracist values in ways that will allow them to lead from this perspective. When leadership team members are divided - some holding dominant culture ideals with others struggling to pivot towards antiracist practices - an inertia will overcome the system. In this session, leadership team members will:
→ Define strategic priorities for 2021 that incorporate a racial justice lens.
→ Clarify the role of leadership team members in leading this change.
→ Learn a process to vet the ability of leadership team members to incorporate antiracist practices in their leadership style in 2021.
→ Practice navigating competing priorities using Antiracist Structured Thinking Protocols.
Equity Coaching Session:
Developing an Antiracist Implementation Plan
This is a bonus session! Work with a BTCC consultant in an optional coaching session for just your team. In this facilitated 90-minute session, your coach will work with your team to
sharpen your 2021 strategic priorities.
Twice weekly sessions will be offered along these themes:
• New Year Envisioning w/ Altars
• Acu Yoga Body Practices
• Somatic Practices
• Mindfulness & Meditation
• Storytelling in Your Body
• Renewal, Rejuvenation, Resiliency
Dates to be announced.