Promoting Racial Justice in Child Welfare: Strategies for Building Equity

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RACIAL JUSTICE IN
THE CHILD
WELFARE SYSTEM:
 
Leveraging CPM to build a race equity culture
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SESSION 2:
 
Changing our Behaviors to Change our Culture
 
Harm acknowledgement
 
Land acknowledgement is not enough
Our vision is anti-oppression, anti-racism, and active
dismantling
We are standing on legacies of oppression
Personal acknowledgement
Lateral & internalized oppression
 
Recap of Last Session
 
Creating shared language; defining terms & concepts
Homework / pre-work opportunities:
RACE: The Power of an Illusion
Reading WSC characteristics
Having conversations with my team
Attending/participating in a regional conversation
 
What’s 1 thing?
 
What’s one thing that really resonated with you, that you’ve
thought about since our last session?
 
OR:
 
What’s one thing that you were able to try on, implement, or
move forward since our last session?
 
Racism operates at 4 levels
 
Internalized (Personal)
Within
 individuals
Beliefs & biases, influenced by
culture
Internalized oppression /
superiority
Interpersonal
Between
 individuals
Personal prejudice &
intentional bias in action
 
Institutional
Within 
institutions & systems
Policies & practices that
maintain discrimination /
oppression
Structural
Among institutions & across
society
In human services,
collaboration across systems
can reinforce racism’s impact
 
Antidotes on every level
 
Internalized (Personal)
Decolonize your mind
Interrogate the dominant
narrative
Do your own internal work
Interpersonal
Listen & believe those affected
Build relationships across
differences
 
Institutional
Understand & speak up about race
equity
Engage those affected by decisions
in decision-making
Structural
Be accountable for your part in
dismantling racism
Publicly advocate for race equity
Cede power to POC
 
The 4 pillars of the work
 
White Supremacy Culture
Cognitive Bias
Trauma
Organizational Culture
 
White supremacy culture
characteristics
 
Perfectionism
Sense of urgency
Defensiveness
Quantity over quality
Worship of the written word
Only one right way
Paternalism
Either/or thinking
 
Power hoarding
Fear of open conflict
Individualism
I’m the only one
Progress is bigger, more
Objectivity
Right to comfort
 
White Supremacy Culture
Characteristics – Individualism
 
People often believe that problems & challenges are best handled alone
Individuals have little experience / comfort working in teams
Environment generally lacks mutual support
Leads to isolation
Accountability thought of as top-down, rarely from bottom-up (internally
and externally)
Competition is more highly valued than cooperation
Where cooperation IS valued, it is often under-resourced & under-
developed
 
White Supremacy Culture
Characteristics – Fear of Open Conflict
 
People in power avoid conflict & disagreement
When someone raises an uncomfortable issue, what’s interrogated is
the person, not the issue
Politeness is used to deny people’s authenticity
An employee angered by racist acts is expected to mute their
emotional reaction to remain polite, cordial, “professional”
Bringing up hard issues is equated with being impolite, rude,
“unprofessional”
 
White supremacy culture
characteristics
 
Perfectionism
Sense of urgency
Defensiveness
Quantity over quality
Worship of the written word
Only one right way
Paternalism
Either/or thinking
 
Power hoarding
Fear of open conflict
Individualism
I’m the only one
Progress is bigger, more
Objectivity
Right to comfort
 
BUILDING
CONNECTIONS
THROUGH
CONVERSATION
 
LET’S TALK!
 
White
Supremacy
Culture
antidotes
connect to
CPM
leadership
behaviors!
 
Antidotes on every level
 
Internalized (Personal)
Decolonize your mind
Interrogate the dominant
narrative
Do your own internal work
Interpersonal
Listen & believe those affected
Build relationships across
differences
 
Institutional
Understand & speak up about race
equity
Engage those affected by decisions
in decision-making
Structural
Be accountable for your part in
dismantling racism
Publicly advocate for race equity
Cede power to POC
 
What is Your County’s Equity Story?
 
How will you know where you are, if you do not know where you have
been?
How does your county’s story connect to the larger CA story?
Who are the griots for your equity story?
If you do nothing else, what legacy can you leave?
How can you know where to go, if you are not clear about where you
are?
 
Organizational Self-Assessment
 
You are already doing this work ...
Where are you already doing work in these areas related to
REI? What is the story?
Using the Self-Assessment Tool OR the 4 Levels of Racism
(-
isms
):
What areas are gaps for your organization?
 
Organizational Self-Assessment Tool
 
Commitment, Leadership & Governance
Racial Equity Policies & Implementation Practices
Organizational Climate, Culture & Communications
Service Equity
Consumer Voice & Influence
Workforce Composition & Quality
Community & Tribal Consultation & Collaboration
Resource Allocation & Contracting Practices
Data, Metrics & CQI
 
WRAP UP AND LOOKING AHEAD
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Addressing racial injustice in the child welfare system by leveraging cultural proficiency models to create a race equity culture. The session focuses on changing behaviors to transform the existing culture, acknowledging and dismantling legacies of oppression, and understanding the various levels at which racism operates. Antidotes at each level - internalized, interpersonal, institutional, and structural - are provided to promote racial equity and foster collaboration across systems.


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  1. RACIAL JUSTICE IN THE CHILD WELFARE SYSTEM: Leveraging CPM to build a race equity culture

  2. SESSION 2: Changing our Behaviors to Change our Culture

  3. Harm acknowledgement Land acknowledgement is not enough Our vision is anti-oppression, anti-racism, and active dismantling We are standing on legacies of oppression Personal acknowledgement Lateral & internalized oppression

  4. Recap of Last Session Creating shared language; defining terms & concepts Homework / pre-work opportunities: RACE: The Power of an Illusion Reading WSC characteristics Having conversations with my team Attending/participating in a regional conversation

  5. Whats 1 thing? What s one thing that really resonated with you, that you ve thought about since our last session? OR: What s one thing that you were able to try on, implement, or move forward since our last session?

  6. Racism operates at 4 levels Internalized (Personal) Within Within individuals Beliefs & biases, influenced by culture Internalized oppression / superiority Interpersonal Between Between individuals Personal prejudice & intentional bias in action Institutional Within institutions & systems institutions & systems Policies & practices that maintain discrimination / oppression Structural Among institutions & across Among institutions & across society society In human services, collaboration across systems can reinforce racism s impact

  7. Antidotes on every level Internalized (Personal) Decolonize your mind Interrogate the dominant narrative Do your own internal work Interpersonal Listen & believe those affected Build relationships across differences Institutional Understand & speak up about race equity Engage those affected by decisions in decision-making Structural Be accountable for your part in dismantling racism Publicly advocate for race equity Cede power to POC

  8. The 4 pillars of the work White Supremacy Culture Cognitive Bias Trauma Organizational Culture

  9. White supremacy culture characteristics Perfectionism Power hoarding Sense of urgency Fear of open conflict Defensiveness Individualism Quantity over quality I m the only one Worship of the written word Progress is bigger, more Only one right way Objectivity Paternalism Right to comfort Either/or thinking

  10. White Supremacy Culture Characteristics Individualism People often believe that problems & challenges are best handled alone Individuals have little experience / comfort working in teams Environment generally lacks mutual support Leads to isolation Accountability thought of as top-down, rarely from bottom-up (internally and externally) Competition is more highly valued than cooperation Where cooperation IS valued, it is often under-resourced & under- developed

  11. White Supremacy Culture Characteristics Fear of Open Conflict People in power avoid conflict & disagreement When someone raises an uncomfortable issue, what s interrogated is the person, not the issue Politeness is used to deny people s authenticity An employee angered by racist acts is expected to mute their emotional reaction to remain polite, cordial, professional Bringing up hard issues is equated with being impolite, rude, unprofessional

  12. White supremacy culture characteristics Perfectionism Power hoarding Sense of urgency Fear of open conflict Defensiveness Individualism Quantity over quality I m the only one Worship of the written word Progress is bigger, more Only one right way Objectivity Paternalism Right to comfort Either/or thinking

  13. BUILDING CONNECTIONS THROUGH CONVERSATION

  14. LETS TALK!

  15. CPM Element CPM Element Antidote Antidote CPM Leadership Behavior CPM Leadership Behavior Create a learning environment White Supremacy Culture antidotes connect to CPM leadership behaviors! Ensure that the organization is working toward shared goals and that people have a collective intention to learn from mistakes together. Engagement Show that you care Foster a culture of mutual support where people feel safe bringing problems to the group. Recognize staff strengths and successes Make sure that recognition is given to all those who participate in an effort, not just the leaders or the most public person. Model teaming Embed teamwork and collaboration in the organization s values, structures, policies, and ways of doing. Teaming Articulate that collaboration is a key skill you need in yourself and your team, and evaluate people based on their ability to work as part of a team and to accomplish shared goals.

  16. Antidotes on every level Internalized (Personal) Decolonize your mind Interrogate the dominant narrative Do your own internal work Interpersonal Listen & believe those affected Build relationships across differences Institutional Understand & speak up about race equity Engage those affected by decisions in decision-making Structural Be accountable for your part in dismantling racism Publicly advocate for race equity Cede power to POC

  17. What is Your Countys Equity Story? How will you know where you are, if you do not know where you have been? How does your county s story connect to the larger CA story? Who are the griots for your equity story? If you do nothing else, what legacy can you leave? How can you know where to go, if you are not clear about where you are?

  18. Organizational Self-Assessment You are already doing this work ... Where are you already doing work in these areas related to REI? What is the story? Using the Self-Assessment Tool OR the 4 Levels of Racism (-isms): What areas are gaps for your organization?

  19. Organizational Self-Assessment Tool Commitment, Leadership & Governance Racial Equity Policies & Implementation Practices Organizational Climate, Culture & Communications Service Equity Consumer Voice & Influence Workforce Composition & Quality Community & Tribal Consultation & Collaboration Resource Allocation & Contracting Practices Data, Metrics & CQI

  20. WRAP UP AND LOOKING AHEAD

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