Primer Ciclo de Deming

dures. Their work is based in an analysis of history of racism and power in this country. Key points about Anti-Racist Organizations:

• They help white people work together and challenge each other around issues of racism. They also help white people share power with people of color, take leadership from and be accountable to LGBT and straight people of color, feel comfortable with being uncomfort- able and understand that we are all learning all the time.

• They help people of color become more empowered through taking leadership; sharing in the power; transforming the organizational norms and culture; challenging white allies and other people of color; sharing in decisions about how the organization’s resources will be spent, the setting of priorities; what work gets done as well as how it gets done; and allow- ing people of color to make the same mistakes as white people.

• Their anti-racist analysis manifests itself in every part of their work. The organization pro- vides training and encourages discussions about racism, white privilege, power, multiple identities and accountability; sets clear standards for inclusion at all levels of the organiza- tion; reviews the mission, vision, policies, procedures, board agreements, etc. to ensure that the commitment to end racism is a consistent theme; helps people understand the links between the oppressions; and devotes time and resources to building relationships across race and other barriers.

Assessing your organization Trainer distributes:

Handouts: Four Stages of Organizational Development, Stages of Anti-Racist Organizational

Fears & Gains

Assessing Organizational Racism

Trainer talking points:

• This organizational assessment chart offers us a place to start tackling these really big

questions and dynamics.

• This sampling of questions is designed to help you examine and change the ways your orga-

nization replicates larger racist patterns. Trainer instructs:

• Participants should break into small groups.

• If multiple organizations are present, participants should group by organization. If the au-

dience is all from one organization, they should break into small groups and take different sections of the chart.

• Small groups should go through the chart, line by line, and figure out where their organiza-

tion stands.

• As you fill out the chart, note what characteristics your organization shares with each

stage, and write them down on the worksheet. Then use those notes to determine what your organization’s dominant stage is.

Report back to the group

Trainer asks each group to report back:

• What’s your organization’s dominant stage?

• What surprised you about filling out the chart?

• Did this change the way you think about your organization’s work? How?

Brainstorm next steps and assign tasks Trainer talking points:

• For some of us, this may feel really good and clarifying, just to know where we stand when

it comes to race in our organizations. For others of us, it may feel daunting–like there’s a lot to take on. And there is a lot to take on, but that doesn’t mean we can’t break it down and take it on piece by piece.

• So let’s come up with some action steps!

Trainer instructs:

• Return to your small groups, and write down one action step for each category on the chart.

One thing your organization can change.

• Be sure to write bigger structural changes, like who has the power to make decisions, as

well as smaller changes, like what kinds of decorations are on the wall. This is a range of work! Some things will be long-term challenges, and others are smaller changes you can make a little more easily.

Trainer gives groups 20 minutes to come up with tasks, then further instructs:

151 Standing Together  basic rights education fund 

Fears & Gains

Assessing Organizational Racism

what’s a reasonable time frame for getting this done?

• Assign a point person AND a time frame. Then set a meeting date to check in on everyone’s

progress and to start building a more in-depth organizational work plan. Trainer gives an additional 10 minutes to complete task assignments and timelines. Closing

Trainer talking points:

• Does everyone have their tasks assigned? Feeling ready to move forward? Good.

• This can feel like a lot of work, but you’ve got your first steps–which is much, much more

than many organizations take on. And there are a few things to remember as you move forward through anti-racist organizational development:

• It’s hard work. The fundamental evolution needed to become actively anti-racist is a long, slow, deep process. It takes time, and it takes effort.

• This is the work we’re always talking about. It’s the coalition work we always wish was happening, but don’t often have the time (or take the time) to tackle. It’s the an- swer to the question that so many predominantly white LGBT organizations ask: “Why aren’t more people of color involved?”

• It’s strategic work. This is how we counter the myth that communities of color are somehow “more homophobic” than white communities. It’s how we build deep, mean- ingful coalitions. And it’s how we win–not just for LGBT rights, but for racial justice and social justice.

• It’s doable work. Organizations that have made the commitment are living proof that it can be done. The changes they’ve made confirm that the hard work of transforma- tion is worth every minute. And on those worksheets, you’ve got a place to start. So start!

This workshop tool was adapted by Kenneth Jones and Tema Okun based on work done by the Exchange Project of the Peace Development Fund, Grassroots Leadership’s Barriers and Bridges program, and the original concept by Bailey Jackson and Rita Hardiman.

changework - 1705 Wallace Street, Durham, NC 27707, 919-490-4448 and adapted from Western States Center’s Dismantling Racism Resource Book (Pages 57-64). Dismantling Racism Project, Western States Center http://www.westernstatescenter.org/resources/drresourcebook.pdf

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