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DCJ Employees of Color

Issues of Institutional Racism within DCJ

Problem o The current environment ofDCJ

is perceived my many employees of color to be a racially hostile environment

o Issues of institutional racism have not been addressed and effect both the employees and community we serve

o Incidents of racial micro­aggressions occur regularly within DCJ

o Employees of color do not feel comfortable or safe in the work place

Specific Issues o Cultural Responsiveness

• Lack of adequate services to youth and families we serve

• Cuts to programs that work with highest risl< populations

• Lacl< of understanding of the . relational aspect of communities of color

• Lack of cultural responsiveness trainings, taught by people of color

: ~

Specific Issues Continued o Hiring, Firing and Promotions

• Lack of opportunity for people of color to advance

• Glass ceiling for people of color

• Application review process and "qualifications" are made through dominant culture lens, and not through an equity lens

• Differential treatment in discipline actions

• More involvement by Office of Diversity and Equity in hiring process

Specific Issues o Communication

• Not all employees are privy to the same information

• Appears to be an inner circle of · 1nanagers that hold all the information, tend to be white

• Definition of communication and appropriate manner of communication is based on white definition of communication o No cultural understanding for

the way in which people of color communicate • Relational

o People of color are asked to "flex their style" often to fit the white culture needs

As I wall(ed out the door tow:ard my freedom il lmew that

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if I did not leave all I

the anger, hatred and bitterness behind that I wo:uld still b~

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in PRlSffiN. ~ Nelson Mandela

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Why we didn't approach Scott and/or Christina First o They represent part of the

problem • Oversee supervisors that

have contributed to the problem

o They have made little effort to build relationship with people of color

o HR and Union knew about a "sickout," but no efforts made to dialogue with staff after

Specific Examples D Angry Black Woman

• Rosemary Owens

D Racially aggressive comments

• Sheila Propps-Martin

D Racially aggressive s ~e ~c: o,nd.s. note CJtlns.ane cou·r,ag·e·

• Tori Lopez

D Unfair Disciplinary Actions • John Ashford

Recommendations o Most important

• We are invested in having an equal voice and equal opportunity

o Formation of a workgroup to develop plan for healing, addressing institutional racism, and anti-oppressive practices • Specific designees from this

group to be assigned • Consultants should be vetted by

employees of color

o Advisory board, or entity that will review DCJ/JSD policy, practices, procedures and the cultural impact

o This meeting serves as the start • This is a marathon not a sprint

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Purpose: An opportunity for a coalition of employees of color to present, and for senior leaders to hear, their concerns and recommendations.

Desired outcomes: When we leave this meeting, we will have a better understanding of the coalition's concerns and recommendations and identified next steps.

Attendees:

D Ginger Martin 0 Daryl Dixon/ODE D John Ashford D Ralph Banks D Silvia Gomez

D Christina McMahan D Scott Taylor

D -s~"' ~""'y'!Labor Relations D Brian Lally/ AFSCME

D Malaina Guzman D Melvin Hawkins D Karl Johnson D Tori Lopez D Lynn Magnum D Kimberly Maney D Shelia Martin-Propps D Keith Murphy D Priscilla Paschal D Rosemary Owens D Leslie Taylor 0 Daryl Winchester

Facilitator: Kristin Lensen

3:00-3:20 Welcome and Introductions

3:20-3:50 Concerns and Recommendations

3:50-4:15 Senior Leaders Respond

Process

Purpose, desired outcomes, introductions and roles, meeting agreements, agenda review

Coalition presents

What did we hear?

What did it mean to us?

What questions do we have? l-------+----------------l----------------------1

4:15 4:35

4:35-5:00

Clarification, Response, and Shared Learning

Next Steps

Coalition clarifies and responds

What we learned

Next Steps

Meeting Eva I uation L------"-------------------'-------~------~-------J

D

D We acknowledge that we may have very different views and understandings of the issues presented today, and that our frames of reference have been affected by differences of race/ ethnicity, gender, class, organizational position, experience, etc.

0 Speak your own truth while being respectful of others. Listen generously to yourself and others

0 Assume good intentions 0 Requires risk for everyone