steering committee fall 2006 october 12-15
Welcome, Welcome, Welcome!!!!
introductions of everyone present-brian, elisabeth, kat, lyn, tsuki, carolina, braeden, jesse, paul, nick, helia, alice, beth, laura
covenant-will be a living document that we check and update regularly throughout our meetings and the year
~follow uu principles
~take care of yourself so that you can be present and stay at the table
~be aware of power dynamics
~step up and step back
~don’t assume identities. ask!
~challenge the idea, not the persyn
~use i statements
~explain acronyms
~take the work but not ourselves seriously
~learn and be respectful of our different learning styles
~literacy moment
~include regular process checks throughout meetings, use covenant to keep ourselves in check around group commitments
~no offensive/oppressive jokes (ex. racial or helen keller or dead baby)
~use anti-racist and anti-oppressive lens all the time
~be realistic and honest about commitments and work we can each do
~it’s ok to ask for help
~be respectful of space we’re using/ clean up!
~be aware of how loud howard house is,
~call me out lovingly
~don’t be afraid to call out dynamics in the room, make meetings a safe space to call each other out, use caucuses, process checks, etc.
~go over covenant at beginning of every meeting day, and as needed/ asked for by anyone for any reason at any time
~any individual concern becomes a group concern, be quiet at night so folks can sleep
things that need to be added to agenda
-basic info about steering committee responsibilities
-community building activities: peak and a puke, 2 truths and a lie, scar stories
-general assembly staff selection persyn
-working action manager selection
-gender/other caucusing
-talk about liasonship w/ groups w/in and outside of uua
-long range planning for other meetings, how to do long range planning
questions and answers about steering committee
things steering committee does/ will do this year
-plan a kick ass youth council
-select the working action manager
-support and help selection of General Assembly staff
-select at-larges for Youth Council
-input for pre-packets
-in the consultation process, be the voice of YRUU
-stay in touch with Youth Council members
-be in touch with non UU groups
-deeply bonded
-remain active in consultation process and support AR/AO stuff related to consultation
-make connection between leaders and new youth council members
-review bylaws, POCAC and POCC inclusion
-supporting DRUUMM, youth of color setting up regional DRUUMM chapters
-support POCAC in making changes
-include AR/AO in at-large steering committee job description
-model youth empowerment and positive youth/adult relations at general assembly
-continue relationships with the board of trustees and UUA administration
things steering committee used to do
roles at meetings
-facilitator
-scribe
-job jots
-time keeper
-bike rack
-phone a thon
can be whatever we want , we can ask questions about how work is going in all districts/ regions/ constituent groups, and tell everyone information about things that steering committee is doing, continental events, and remind everyone of commitments made at youth council.
goal setting and visioning:
by the end of the year…
~planned youth council 2007
~select a working action manager
~deeply bonded
~remain as active as possible with consultation
~anti-racism/anti-oppression work related to consultation
~plan a kick ass youth council
~make sure there’s a connection between leaders and new youth council members
~review the bylaws
~supporting Diverse Revolutionary Unitarian Universalist Multicultural Ministry, supporting youth of color, regional Diverse Revolutionary Unitarian Universalist Multicultural Ministry chapters
~put People of Color Advisory Council and People of Color Caucus in bylaws
~support People of Color Advisory Council in instituting changes People of Color Advisory Council wants
~change at large positions to include anti-racism/anti-oppression in job description
~support youth of color! resources
~support white youth doing anti-racism work, relationship with are
~outreach o districts/ congregations
~follow through on newsletter
~help support congregations on responsive resolution
~youth council buddies, supporting new youth council members
~be visible within association
~demonstrate youth empowerment and good youth/adult relationship at general assembly in youth council
~liaison with groups outside Unitarian universalist organizations
~remember the “R” in YRUU (it stands for Religious)
visioning broken down by meetings throughout the year
January meeting
-plan youth council
-build/strengthen relationships with board and administration
-youth council buddy system
-deeply bonded/ continue to build and strengthen relationships and trust
-incorporate spirituality
-remain active in consultation and support/encourage anti-racism as priority in process
-support Diverse Revolutionary Unitarian Universalist Multicultural Ministry, support youth of color,
March meeting
-plan youth council
-build/strengthen relationships between bard and administration
-incorporate spirituality
-deeply bonded/ continue to build and strengthen relationships and trust
-remain active in consultation and support/encourage anti-racism as priority in process
GA
-finalize planning youth council
-build/strengthen relationships between bard and administration
-incorporate spirituality
-deeply bonded/ continue to build and strengthen relationships and trust
-remain active in consultation and support/encourage anti-racism as priority in process
Youth Council
-build/strengthen relationships between bard and administration
-incorporate spirituality
-deeply bonded/ continue to build and strengthen relationships and trust
-remain active in consultation and support/encourage anti-racism as priority in process
anti-racism training with kat and Jason
agenda for training
intro, check in
reading, lighting of chalice
goals for training
gallery walk/definitions
anti-oppression aerobics
iceburg model: 3 levels of oppression
reading
racial id groups
reading/song/chalice lighting
quick check-in
power analysis
break
feelings
making it personal and sharing
goals for training:
-understand anti-racism as a spiritual justice movement
-deeper understanding and articulation of how racism manifests in Young Religious Unitarian Universalists and Steering Committee.
-know where folks can go from here for more information
-spend time outside of our comfort zones and GROW
-analysis building
-learn about others
-DIVE
-support young religious unitarian universalists
-APPLY
-demonstrate commitment to anti-racism as leaders
-break it down
-yay groundwork
definition gallery:
folks walked around the room in pairs/ small groups and read each definition, with time for reflection and comments, which were added to each sheet of butcher paper with the definition on it. I am including the definitions that were on the wall (from the Groundwork Collective definitions) as well as the written commentary from the group.
race: an arbitrary socio/biological classification created by Europeans during the time of worldwide colonial expansion, to assign human worth and social status, using themselves as the model of humanity, for the purpose of legitimizing white power and white skin privilege.
-important that it says created by Europeans for white folks benefit, for colonialism and imperialism
-agree!!!
-let’s stop using this term!
-let’s begin to embrace our shared humanity at a deeper spiritual place
-social construct
-it is totally irrelevant to the inherent worth and dignity of every person!
-systematic
-political tool
-changes over time. totally arbitrary
-noone should have the power to “assign human worth”. who gave them that power?
-“using themselves as the model of humanity”-root of internalized oppression and superiority?
-breaking down what race was and wasn’t- acknowledging that socio-biological traits were not always true (stereotypes). noone can fit in that determined mold
-talking about real and specious nature of race. so important!
prejudice: a positive or negative attitude toward a person or group. formed without just grounds or sufficient knowledge-will not be likely to change in spite of new evidence or contrary argument. prejudice is an attitude.
-personally limiting to the person who is prejudging
-is a positive prejudice something good?
-no because it elevates the status of one group, thereby lowering the status of other groups
-we all do it!
-let’s learn how to act without judgement and intentionally own our perceptions.
-let’s learn how to have empathy! embrace and love others(compassion) including folks who may be potentially harmful to us individually and as a society
-everyone is prejudiced: based on socialization
-definition makes prejudice different than an opinion
-what about actions and behavior?
-actions based on prejudice are usually called discrimination
-does prejudice last forever?
-not likely to change, but can
-recently I’ve heard a lot of negative prejudiced jokes-I feel people try to hide their prejudices through jokes, but it doesn’t work very well.
-instinctual: prejudice is shared by everyone (white folks and people of color)
-racism comes when there is power attached
-insufficent knowledge and fear of that of which we have insufficient knowledge of (not only stats tho, but also another beings experience on this earth)
-like the part about mindset, it adds an important piece to the prejudgement
power: the individual or collective ability to be or act in ways that fulfill our potential. The purpose of power is to be used for giving life, but it can be misused to control, dominate, hurt, and oppress others- to destroy life.
-power is strongest when a collective can share an identity-their “struggle” is given meaning
-individual power = privilege in day to day interactions
-used for good and evil
-sometimes hard to tell the difference
-taking over, greed, money
-how is collective power related to individual power?
-power in numbers & institutional = collective
-what does “our potential” mean?
-maybe we might begin to think, learn, and know how to harness our own individual and communal power toward co-creating a better world that’s based on human wellness, not $ based systems
-or access to the $ systems (level playing field)
-not a choice. doesn’t speak to power white folx receive because of systemic racism
-what is meant by “giving life”?
-“power corrupts, absolute power corrupts absolutely
-kinda confusing
privilege: unearned advantage, power, or normative status given to a person because of a certain identity
-when will it end? is it truly something humans can get rid of? what about discussing humanness?
-Peggy McIntosh “white privilege: unpacking the privilege knapsack”
-white privilege
hetero “ ”
male “ ”
class “ ”
-it’s shameful, hurtful, destructive, oppressive, and very human!
-myth of the American dream
-unconsciousness
-not fair
-privilege you are born with
-creates a mold for what’s “normal” or “better”. normalizes whiteness.
-lots of guilt
-not necessarily a privilege to do something, but also a privilege not to do something
-privilege that is being supported needs to stop
-hurtful
institutions: are systems created to maintain the dominant societal “order”. examples include schools, prisons, religious groups, corporations, governments, etc.
-fear of chaos, disorder!
-are self governed schools institutions?
-often unseen by participants
-what’s your role/responsibility-relationship to an institution?
-how can you use your role to breakdown, etc. an institution
-invisible elite
-more privilege = more institutional benefits
-institutions maybe are not systems, but a part of systems. they keep systems in place as the physical manifestation of larger system. ie. school is a part of the education system.
-it’s time for our society to embrace human-based wellness, not monetary systems! how about common wealth? then maybe a shift will occur!
white: the term white, referring to white people, was created by Virginia slave owners and colonial rulers in the 17th century. It replaced terms like “Christian” and “Englishman” to distinguish European colonists from Africans and Indigenous peoples. European colonial powers established white as a legal concept after Bacon’s Rebellion in 1676 during which indentured servants of European and African descent had united against the colonial elite. The legal distinction of white separated the servant class on the basis of skin color and continental origin.
-why not Anglo or European-American? or persons of European descent?
-why isn’t the word “white” capitalized
-I think it’s important for white people to own the term “white”. It was created to give them privilege, and being a white person I receive white privilege and not “European privilege”.
-YES!!
-where did this definition come form?
-why did Virginia slave owners create this term? was it for their own benefit?
-white = *puke*
-can we have more info about Bacon’s Rebellion? What other effects did it have in the United States of America?
-ditto
person of color: a racial identity that can include people of latino/a, African, Native American, Indian/ First Nations, Indigenous, Middle Eastern, Arab, Asian, and/ or Pacific Islander descent, and can include transracially adopted, biracial, and multiracial people. This identity will not also serve as a label and this term’s purpose is to create solidarity of folks and families who have historically been oppressed, displaced, enslaved, disprivileged, etc. because of skincolor and continental origin through the destructive forces of white supremacy.
-reclamation
-political solidarity to fight white supremacy
-isn’t white a color? let’s embrace the biological basis of our shared journeys, how about the melanin
-real positive term of solidarity,. not white folx to comment on/ change/ judge. it is our (as white folx) job to support whatever definition of people of color is created by people of color
All these definitions together make up RACISM which is
Race Prejudice combined with Institutional Power to privilege White people at the expense of People of Color.
Anti Oppression aerobics are:
reach to the sky for inspiration
reach to the ground for the grassroots
blow in the winds of change
stomp out oppression
*repeat and do motions and act silly and have fun!
Iceberg activity:
picture of iceberg: above the surface is personal racism, beneath the surface is institutional racism, and covering the entire ocean floor is cultural racism.
personal racism: slurs, white folks talking a lot, undermining people of color at youth council, assuming.
institutional racism: schools-the way they’re set up, entire educational system, funding for anti-racism and people of color support, Unitarian Universalist association/ young religious Unitarian universalists lack of accountability, event structure and cost, Unitarian Universalist association board, youth office relationship with steering committee.
cultural racism: cultural misappropriation, ability of privileged folks to take from others and change culture, news, language, meeting structures, songs, worships, infects the water of the whole ocean, white middle class activism, continental structure, hierarchy.
power 1: power to oppress, control, and destroy people of color
-most overt
-genocide
-prison system
-euro-centric history
-apartheid (segregation Sundays)
-residential schools
-slavery
-immigrant worker abuse
-lack of healthcare, education, housing
-images of beauty standards
-character portrayal
-military
in yruu
-overextension of people of color leadership
-white created structures in Unitarian Universalist association and young religious Unitarian universalists
-not enough say for people of color
-People of Color Advisory Council and People of Color Caucus created by white folks
-tokenization
-lack of accountability-long range plan for when we don’t need People of Color Advisory Council and People of Color Caucus
-cultural misappropriation
-hate crimes
power 2: power to provide power, privilege, and benefits to white people
-social justice work disconnected between congregations and communities
-when people of color advisory council was created there was no reduction of regular “white” steering committee spots- the white power was maintained
-power structures are geared towards educated white people: ie. consensus and plenary
- by not having anti-racism institutionalized in congregations, youth of color are less likely to reach leadership positions. white youth are maintained as normative leaders
-traditional application/ skills needed to work in the youth office. being known benefits you in the process
-travel costs benefit white youth
-club mentality in congregations, encourages more white people, no access for youth of color
power 3: power to shape identity. the internalization of superiority or oppression.
-no accountability to people of color in anti-racism/ anti-oppression mission
-young religious unitarian universalists racist internalization
-power dynamics
- young religious unitarian universalists disconnect
-support without knowing
- People of Color Advisory Council and People of Color Caucus created to make white people feel better about themselves
-oppressive structures
-left brain, linear thinking as norm
-what people internalize about youth council: youth council representatives are white
-language, money, and time
-it’s easy to name things instead of doing anything to change them
-internalized religious superiority
-things don’t change because people don’t want to give up power and privilege
-fear
-history
|
Power 1 |
Power 2 |
Power 3 |
Personal |
-Tokenization |
-Cultural theft |
-Power dynamics hold structures in place |
Institutional |
-Over extension of people of color leadership |
-People of Color Advisory Council created, and no white power is lost |
-No accountability to people of color and anti-racism/anti-oppression analysis. |
cultural |
-Not enough say for people of color |
-traditional application for youth office jobs |
-language |
how does racism manifest itself in Young Religious Unitarian Universalists and on Steering Committee?
-need to increase support for white allies and allyship
- People of Color Advisory Council and People of Color Caucus wouldn’t exist if
Young Religious Unitarian Universalists was truly anti-racist and multicultural
-make anti-racist transformation institutionalized into Young Religious Unitarian Universalists culture at all events
-need positive adults of color role models
-“ally”-needs to be an identity someone can give you-don’t claim to be an ally, strive to be!
-resources for queer youth of color lacking
-separation of youth of color and white youth
cultural misappropriation:
-start with education, on local, district/regional, and continental levels. find out why it’s not being addressed
-create resources
-educate people on how religion played/ plays into colonialism and what cultural appropriation is.
- resolution on cultural appropriation
-small, simple resource to YCRs to pass onto districts/regions
-we should actually go to events, and have conversations, ask questions, lead workshops
-talk to DRE, better if work was done within the church instead of telling churches what to do.
-SC link up with local chapters of LREDA
-lead something to get Culturally Appropriated stuff out of GA, specifically exhibit hall
-write up a worship about cultural misappropriation
-going to congregations and districts/regions at youth council
-push Bill to support this, ask him to increase awareness, write him a letter
-us as well as Aboriginal folks to be readers for the book by LFD
-each of us make a greater effort to be active in district/regions and congregations
find cultural misappropriation resolution: talk to elandria, jova, ian, nan, becca
People of Color Advisory Council and People of Color Caucus created by white people to serve white people, with no white power lost, purpose is to make community multi-cultural:
-bylaws (People of Color Advisory Council and People of Color Caucus not in them)
-look at steering committee and Young Religious Unitarian Universalists power structure
-BYLAWS!!!
(there will be a time later, specifically to make time to work on this in racial caucuses and to ome back together to share and talk about how to support each other)
Power Dynamics:
-scheduled process observations
-different ways to do business, not so rectangular
-go arounds
-white people call out racist dynamics, don’t leave that responsibility to people of color
-apply when we plan youth council
-resource on what power dynamics are, and how to deal with them (1 page)
-include how to do process evaluations in resource
-distribute it to YCRs
power in center of the circle
-racism: privilege white people: oppresses people of color
-heterosexism: privilege hetero people: oppresses queer folks
-classism: privilege middle and upper class folks: oppresses working class/ poor people
-sexism: privilege male identified/ perceived/bodied: oppresses womyn and trans folks
-ableism: privilege able bodied people: oppresses people with disabilities/ differently able
-ageism: privilege middle age folks: oppresses youth, young people and elders
(this exercise is done in a circle diagram)
evaluation:* equals another persyn who agreed
positive |
delta |
-good job monitoring energy, met need for energy breaks |
-*****more time to strategize |
closing note: think about how to do anti-racism and anti-oppression work in day to day life, when we don’t have hours to do anti-racism organizing how can we still drop it into conversations, to start larger conversation.
Bill Sinkford “LRY was the time of sex, drugs, and rock n roll. but not in my time, I didn’t know anything about that when I was president.”
Liberal Religious Youth
process check by paul: Friday night 7ish
age dynamics
folx sleeping and side conversations during ar training
when we got out of hand raising, adults and white people took over conversation
pass out notecards, everyone can write dynamics observed anonymously
things on notecards:
-need more breaks!
-listening good
-people of color cut off
-repetition of ideas
-people of color not listened to/heard, even with hands raised
-white male youth dominating space
-facilitation workshop will be good
-several times folks stopped facilitating
-everyone thoughtful and brought creative ideas to table
-need hand raising
-white males be conscious of everyones ideas and respect them
-speaking out of turn and interrupting
-positive and proactive discussion
-make sure everyone speaks
-stop interrupting! especially white folks and adults
-cross talk between adults
-adults should step back
things we can do to help with power dynamics:
-clarify when we switch facilitators and stick to it
Youth Program Director report
-supervises staff
-manages budgets
-advocate for youth programming in association
-supports our whole lives grade 17-9 and 10-12
-deals with uus in scouting programs
-resource development
-advise resource development office on youth geared resources
-working with 4 districts and several key stakeholders, as well as uua staff groups in consultation process
-consults with congregations around safety
-point person for youth groups and districts around questions and concerns that come up
-jesse is a mandated reporter
Budget 101
UUA Budget $22 million
Youth Office $300,000
consultation $80,000
UUA gets its money from:
-annual program fund (from congregations)
-endowment (200 millionish) we use interest for operating budget
-friends of the uua
-Veatch program
-Capital campaign
-Large donors
-Beacon press
look at your budget sheets for other information on the youth office budget
kat’s report and laura’s report
consultation/ beth’s report:
long process of gathering information to assess what is and is not working in youth programming and ministry across the denomination
things to talk about:
-congregational convos
second stage within congregations, with youth and adults. a lot of positive feedback from congregations that have done it. beth will standardize the manual that was created specifically for congregational conversations beyond consultation process as general resource. your congregation can and should still have one!
-yruu involvement in district gatherings
happening in all district over this year. anywhere from a day to a weekend. how can we get involvement from yruu in those conversations? congregational youth? talk to ycm’s on phone a thon, find out whether they’re involved/connected, and how we can better support them!
-yruu stakeholder-youth council follow up
follow up on working group at youth council (anti-racism/anti-oppression/social justice, youth-adult relations, outreach, spirituality, and governance.) steering committee needs to look over these and further develop them and continue to tweek this for imput into the consultation
-summit
July 16-20 in boston. bring together all the information and ideas from survey, congregational conversations, district gatherings, stakeholders etc. to come up with a plan for implementing an action plan. yc resolution to have more that 50% youth at summit. the taskforce decided to have a 50/50 ratio despite the wishes/resolution of YRUU.
-anti-racism and anti-oppression
identity development, questions based on race, and a question of priority of anti racism in congregations. congregational conversations did not talk a lot about racism and anti-racism. anti-racism will be a topic of discussion at district gatherings. not enough support from the association. beth and jesse talking with youth office, young adult office, congregational services, and identity based ministries about how to collaborate to advocate for and support anti-racism in consultation process. data will bring things that we all know into the light for folks who are resistant to a-r and oblivious to issues of folks of color and racism in churches. lets look at accountability statement of Star King.
-communication with jova and ian
WE NEED TO TALK TO THEM!!!
-and…
break into race caucusing for 1 hour within Consultation report
report back from people of color:
questions:
how were the at large youth selected and who selected them?
by the youth on the consultation, came up with recommendations. not intentionally all youth of color
how are the other youth going to be selected (congregational and district)?
not determined yet
what about young adults/historical knowledge?
why are they counted as youth positions?
we NEED to be in communication with Jova and Ian?
requests:
-there should be as many POCAC reps as DRUUMM YaYA reps (2 more POCAC)
-specific youth of color at larges to be selected by DRUUMM and POCAC!
-1 advisor specified for person of color
-1 minister to be specified for person of color
these requests will be brought by Jesse and Beth to the conversation with Bill and Megan. how can pocac and steering committee advocate for ourselves rather than be advocated for?
Age Caucusing
Youth report back from age caucusing:
Adults respond:
Review Youth Council Resolutions
What is a resolution? Proposal of Youth Council – the governing and decision making body of YRUU. Resolutions can come from anywhere (YC members, youth from congregations/districts).
à Read through “A Ratio on Empowerment”
Conversation about communication with Jova and Ian (YRUU reps on the Task Force):
à Read through “Creating Right Relations With the Adults in Allies for Racial Equity and Encouraging Them To Be More Accountable to Youth Within ARE”
Elisabeth shares her experience on ARE SC and their response to the letter from Youth Council. SC will talk about it before the November conference. Beth shares that there is a 45 minute slot for “intergenerational community building” at the beginning of the conference – would welcome YRUU SC member’s input.
White YRUU SC members will continue talking about this in caucusing tonight, along with the ARE YaYA Caucus resolution.
à Can leave the “Canadian At-Large” resolution aside, because it’s taken care of.
à Read through “Let Bylaws Be Bylaws”
A lot of things were changed on this resolution at Youth Council. Got pushed back and year and will be revisited next year. SC has to make sure there’s time in Youth Council 2007 agenda to elect a task force to review the bylaws.
à Read through “Let’s Be Inclusive, Eh?”
Check-in with Canadian at-large during phone-a-thon about how this is going.
à Read through “Smorgasbord for a Just Society”
Changes C*SAC job description. Changes to YSJT. Changes to communication within and support for social justice structure. Chris is on top of this and it’s being incorporated into YSJT planning.
à Read through “YRUU Encouraging the UU Ministers’ Association to Participate in the Consultation on Youth Ministry”
Kat has been working on this and communicating with the UUMA (specifically per Mother).
Nick will talk about this with Rob Eller-Isaacs (UUMA President).
Beth will write letter for congregational youth to give to ministers.
Ask people during phone-a-thon about reaching out to their nearest UUMA chapter.
Nick and possibly Kat create a letter from SC to the UUMA.
Task Force will be meeting with the UUMA. Will keep SC updated.
à Read through “YRUU Proposal from the UU-United Nations Office”
Suggest to districts/regions to create position of Youth Envoy to the UU-UNO. Reid has reached out to district leaders (youth and adult) about – Youth Envoys, Spring Seminar, etc. Someone should contact Reid about this to check in about the resolution. Tsuki will send Reid’s recent letter/update to the SC listserv. Carolina will review and summarize Reid’s update to the SC before the phone-a-thon.
Process Question: Will we review the recommendations for the Summit? NO.
à “It’s Time We Do Something About Cultural Misappropriation”
This is the original version without the amendments from Youth Council. Beth will make those updates.
How will SC follow through on this? go to district/congregations (discussion we had yesterday), workshop at GA, Braeden/Elisabeth/Mary/Denise will make a worship resource dealing with cultural misappropriation
Let’s write a piece about it for Synapse! Should we ask Becca to write a letter since she’s the point person? Should SC members write it (Brian and Nick are willing)? Let’s contact the sponsors (Ian, Sarah, India, Nan) first to ask them who they think should write it.
Laura lets folks know that there’s usually a “Steering Committee Speaks” piece in each Synapse, written by one member of SC each time. Could include something about cultural misappropriation in it.
Paul does a process check.
Lots of things happening today. Age caucusing helped. Lots of white folks speaking more and first.
remaining agenda items:
-select someone to work on ga staff selection
-race caucusing
-facilitation
-wam
-liasonships/communication/outreach
-talk about report backs from race caucusing
-check out/ process evaluation
-youth council evaluation
Brian will work with the GA huupers and Kat to pick staff for general assembly. YEA!!!
WAM selection process
-application
-ask people to fill position
-could do a phone interview rather than written application
-designate smaller group
helia, paul, and alice as working group to decide who to ask, interview
one week to find folks to interview, one week to decide (final decision by October 31)
POCAC strategizing session
1. we need to focus on supporting our own people of color community in anti-racism and the white folks need to support white folx in their anti-racism work
2. give us funding and support us by letting us control our own budget
3. we need space and time that is intentional for POCAC planning only
4.we know that white folx need to be accountable to their white communities or else they will never (ever ever ever ever ever) be able to be in intimate and spiritual relationships with people of color.
Report back from white caucus strategizing:
Strategizing Session (on report backs from racial caucusing)
discussion/ connections:
-#3 connects to structure of meetings and white folks pre-meetings
-#4 a lot connects, specifically regions for white folks to support DRUUMM chapters
-make time to make structured work separate from caucusing!!!!
-a lot of consistency
-conference calls
-white folks have support strategy by next meeting
-important for white youth to have support from ARE adults
-let’s look back at these connections at the next meeting