Agenda · more inclusive, we end up tokenizing entire communities. Having a few different kinds of people in the crowd doesn’t equal inclusion. • Your inclusive hiring should

Moderator: Joseph Taylor, Education and Training Manager, NPCC

Panelists:

Cecilia Gentili, Director of Policy at Gay Men's Health Crisis (GMHC)

Cardozie Jones, Diversity and Inclusion Consultant /Arts Advocate (2017 Selection Committeemember)

Jessica Greer Morris, Co-Founder and Executive Director at Girl Be Heard

Agenda 10:00 AM – 10:05 AM Welcome

10:05 AM – 10:20 AM Moderator and Panelist Remarks

10:20 AM – 11:20 AM Panel Discussion and Useful Tools & Resources

11:20 AM – 11:25 AM Peer Sharing

11:25 AM – 11:55 AM Q & A

11:55 AM – 12:00 PM Closing Remarks

Table of Contents

Organizational Profiles of Panelists…………………………………………………………...…….... 2-5

Tips & Strategies from Workshop Panelists………………………………………………….……....... 6

Nonprofit Excellence Awards: List of Past Winners ………………………………..………...……......7

Resources:o GMHC Cis Trans Ally Training….……………….………………………......……………….8-16 o GMHC Agency-Wide Trans Ally Training...…………………..……………………………17-28 o GMHC SurveyMonkey………....…………………..………………………………………...29-31 o Girl Be Heard Board Members Dismantling Racism Presentation…………..………….32-46o Girl Be Heard 2017-2019 Strategic Plan…...……………………………………………..47-49

Western States Center - Dismantling Racism: A Resource Book.................................50-51

Notes Page……………………………….…….................................................................................52

Pathways to Excellence 1

ORGANIZATIONAL PROFILE

Gay Men’s Health Crisis (GMHC) 2017 Gold Prize Winner for Overall Management

Excellence

Who We Are: Gay Men’s Health Crisis (GMHC) is the nation’s leading provider of HIV

prevention, services, and advocacy. GMHC serves more than 12,000 people living with and

affected by HIV and AIDS annually in New York City.

Our Mission: GMHC fights to end the AIDS epidemic and uplift the lives of all affected.

Our Story: A cornerstone of New York City’s human services community since 1982, GMHC

works to address the key drivers of the HIV epidemic, which today include poverty, racial and

gender inequality, stigma, and discrimination. We recognize that New Yorkers face many

intersecting barriers to health and happiness, so we provide a wide range of services to promote

whole-person wellness.

GMHC’s programs include HIV prevention and testing; health insurance and benefits navigation;

legal services; supportive housing; mental health counseling and substance use care; hunger

relief; and workforce development. GMHC also advocates tirelessly for the rights of LGBT people

and people living with HIV.

While advances in treatment and prevention have brought the end of the epidemic within reach,

we cannot afford to lose momentum. People living with HIV are among the most vulnerable

communities in New York City; they consistently experience disproportionate rates of poverty,

homelessness, unemployment, and early death. The HIV epidemic also increasingly affects

people who are already in need, particularly people of color, young gay and bisexual men, and

transgender women, and in our work we prioritize reaching those who are most affected.

We are constantly growing and evolving to meet the needs of our clients and the community at

large. Most recently, GMHC was recognized as a Gold Prize winner of the 2017 Nonprofit

Excellence Awards, created by the Nonprofit Coordinating Committee of New York to recognize

outstanding management practices. To have received this prestigious recognition as we

commemorated our 35th year was not only humbling, but also an affirmation that we’re doing

things right—and making the proper strategic, data-driven decisions required to end the AIDS

epidemic.

Some Important Statistics About Our Work:

Every year, GMHC:

serves more than 12,000 people living with or affected by HIV

provides more than 120,000 nutritious meals to clients living with HIV

provides more than 2,100 hours of mental health counseling

successfully links nearly 90% of people newly diagnosed with HIV to medical care within

one day

provides workforce development and vocational education to more than 1,000 people


connects people living with HIV with over $4.4 million in public benefits

provides more than 4,300 HIV tests at our David Geffen Center for HIV Prevention and

Health Education

provides free legal services to more than 1,000 people

Who we serve:

70% of GMHC’s clients are people of color

72% of GMHC’s clients identify as gay, lesbian, bisexual, or transgender

25% of GMHC’s clients are women

More than 45% of new GMHC clients are HIV negative

Examples of Excellence Identified by the 2017 Selection Committee:

Organization focuses on results by regularly tracking, measuring, evaluating and reporting on

defined goals.

o Department-specific dashboards inform an agency-wide dashboard that summarizes

performance and outcomes using carefully selected metrics.

Organization actively solicits qualitative and quantitative data directly from constituents

(including clients and staff) and uses feedback to refine programming and administrative

functions.

Organization uses its Triad management paradigm to track program implementation and

outcome data, target staff development, and inform continuous quality improvement projects.

Organization learns from data and disseminates through impactful advocacy efforts and

presentations.


Cardozie Jones Diversity and Inclusion Consultant /Arts Advocate

Cardozie Jones has spent more than a decade working in and supporting schools and nonprofit organizations in New York City and across the country. Having started his career as a classroom teacher, Mr. Jones has had an opportunity to view a complex system from a myriad of vantage points. Despite having witnessed a great deal of innovation and compassion on the part of educators and organizational leaders, he understands that many institutions lack the experience and expertise to create holistic and quantifiable change.

Since 2013, Mr. Jones has worked primarily as a Diversity, Equity, and Inclusion consultant. He facilitates workshops, coaches leadership teams, and supports organizations in systemic analyses through an equity lens. While much of Mr. Jones’ work is devoted toward the creation and strengthening of anti-racist practice and policy, his passions intersect with LGBTQ justice as well. He has served as Manager of Youth Programming for Live Out Loud, a nonprofit organization committed to connecting LGBTQ youth to positive queer role models, and he is currently Co-Artistic Director of The Youth Pride Chorus, an arts-based organization that uses music as a vehicle to galvanize queer and ally youth around self-acceptance and social change. Cardozie believes that true transformation comes from experiential processes where all stakeholders are partners in a commitment toward equity and justice.


ORGANIZATIONAL PROFILE

Girl Be Heard

2017 Finalist

Girl Be Heard develops, amplifies, and celebrates the voices of young

women through socially conscious theatre-making.

Girl Be Heard (GBH) was founded in 2008 under the name Project Girl Performance

Collective. Director Ashley Marinaccio, Co-Founder and Founding Artistic Director of Girl Be

Heard, was asked to write a play for the Estrogenius Theatre Festival, and gave birth to the first

Girl Be Heard workshop by teaching the cast of twelve young women from diverse racial and

socioeconomic backgrounds to write their own show and tell their own stories. The result was

transformative. This collective soon formalized a girl-empowerment workshop and curriculum to

deliver a unique mentoring experience. Since its inception, the theatre company has grown from

twelve to nearly 200 members, and has gone on to tour the country and raise the visibility of

issues affecting girls. The collective is based in New York City and serves thousands of youth via

school performances, workshops, and nonprofit partnerships in the five boroughs and Tri-State

area.

Through theatre and writing exercises, girls think critically about social justice, challenge

stereotypes, foster friendships, and build tools for bringing about positive change. Girl Be Heard

creates safe spaces for girls (ages 12-21) to tell their stories about rising above adversity—

including bullying, discrimination, domestic violence, gun violence, self-harm, sex trafficking, and

other struggles girls and young women face. GBH runs after-school and weekend theatre

education programs in NYC, empowering girls to become, brave, confident leaders in their

communities by building self-esteem and growing each girl’s individual creative talents. GBH

workshops culminate in the creation of cutting-edge, cause-related theatre that is inspired,

written, and performed by the girls themselves.

Curriculum develops writing, speaking, critical thinking and analytic skills as participants are

encouraged to think about issues close to them and place them in a broader context. This

approach makes learning more accessible and leads to better self-esteem and stronger

performance in school.

Examples of Excellence Identified by the 2017 Selection Committee:

Undoing Racism training and Dismantling Racism meetings plus workbook.

Convened a Teaching Artist of Color Caucus to revamp program curriculum.

Firm stance on racial equity with intentional language and does not operate from a 'color blind'

perspective.

Track participants in moving through their leadership matrix to give them leadership opportunities.

Staff meet weekly to discuss how they are doing in moving the dial on diversity and racism.

o Active steps taken from meetings to monitor moving organization to antiracist.

Youth invited to board meetings.

Programs promote interaction of youth from various backgrounds and Board encouraged to

attend.


Moving Beyond Policy: Practice In Action.

Tips from the Workshop Panelists

Gay Men’s Health Crisis (GMHC)

• Don’t aim for equality—achieve it. While we all want to look inclusive, sometimes the hiring process can feel more like checking a series of boxes. When we hire people just to make our workplace look more inclusive, we end up tokenizing entire communities. Having a few different kinds of people in the crowd doesn’t equal inclusion.

• Your inclusive hiring should innovate and elevate the dream. Having a seat at the table doesn’t mean that someone’s just sitting there. Ask yourself: Is this employee part of the conversation and the movement I want to create in my organization? If the answer is yes, you’re doing something right. If the answer is no, you should rethink your workplace’s approach to inclusion.

Cardozie Jones, Diversity and Inclusion Consultant /Arts Advocate (2017 Awards Selection Committee member)

• The training is not the destination. An organization's ability to create and sustain change--that is, create more equitable outcomes for historically marginalized stakeholders—requires a continuous cycle of reflection and action. Because this work is an inherent push against a firmly held status quo, we have not been socially “wired” to sustain it. Trainings without follow up are like laying the foundation for a building you never intend to build. Use trainings as an opportunity to learn and re-imagine. Learn the ways in which institutional oppression permeate our organizations, fields, and relationships. Feel deeply whatever revelations, discomfort, or hope this brings but then forge ahead. Continue training, but begin strategic planning and gathering the resources necessary to disrupt and dismantle systems of inequity both internally and externally.

• Diversity without equity and inclusion is PR not revolutionary. Many organizations have an outward facing value of diversity and if you walk around the offices of these organizations, you may even see evidence that a diversity of identity is present in the space.

Many, organizations, however, aren’t asking the kind of next level questions that transform diversity into institutional change. Questions like: Whose voice is heard most or given most weight? Whose opinion is

given most legitimacy? How are we codifying experience? Who is called

professional/unprofessional? Who is seen as having conviction and resolve and who is seen as emotional and inflexible? Organizations that are truly committed to this work must look at the ways in which power operates and is distributed at all levels.

Girl Be Heard

• If you are white, don't depend on POC to educate you. Do the work. Actions speak louder than words. Take the training with Race Forward or the People's Institute. Read the Bryan Stevenson. See 13th.

• Remember that undoing racism is a life-long journey. Take on a long-term commitment to go through the workbook.


New York Community Trust Nonprofit Excellence Awards

35 Winning Organizations 2007 - 2017

America Needs You, 2015 Winner

BRC, 2015 Winner

Brooklyn Community Services, 2017 Winner

BronxWorks, 2013 Winner

Center for Urban Community Services, 2007 Winner

City Harvest, 2011 Winner

Children’s Aid, 2017 Winner

Community Health Action of Staten Island, 2008 Winner

CSH, 2013 Winner

Families United for Racial and Economic Equality, 2007 Winner

GMHC, 2017 Winner

God’s Love We Deliver, 2010 Winner

Good Shepherd Services, 2007 Winner

Graham Windham, 2014 Winner

Groundwork, Inc., 2009 Winner

Harlem Academy, 2011 Winner

Harlem RBI, 2009 and 2012 Winner

Ifetayo Cultural Arts, 2008 Winner

Institute for Family Health, 2008 Winner

Jewish Board of Family and Children’s Services, 2016 Winner

Leake & Watts, 2014 Winner

Neighbors Link, 2016 Winner

Neighborhood Economic Development Advocacy Project, 2009 Winner

New York Cares, 2009 Winner

New York Common Pantry, 2015 Winner

New York Lawyers for the Public Interest, 2010 Winner

Open Door Family Medical Centers, 2012 Winner

Per Scholas, 2016 Winner

Red Hook Initiative, 2012 Winner

Row New York, 2014 Winner

Sadie Nash Leadership Project, 2010 Winner

Sanctuary for Families, 2011 Winner

The Children’s Village, 2013 Winner

Vera Institute of Justice, 2009 Winner

WITNESS, 2007 WinnerPathways to Excellence 7

By: Cecilia Gentili

Cisgender people identify with (or are on the

same side of) the gender assigned to them at

birth.

transgender is a term often used to describe

an individual whose gender identity does not

necessarily match the sex assigned to them

at birth.


Social and legal transition: Change of name, pronoun selection, cosmetic modifications to appearance, dress, changes to an individual’s vocal tone, etc. For many people, this will also entail legal changes to their name and gender marker on identification documents like driver’s licenses and passports.

• Medical transition: The introduction of hormones (testosterone for trans men, estrogen and testosterone blockers for trans women) into the body. For some people, it will also involve surgical procedures that align the physical body with one’s gender identification. These may include “top” surgery, “bottom” surgery, and, for trans women, facial feminization.

Someone who advocates for

and supports members of a

community other than their

own; reaching across

differences to achieve

mutual goals.


Call people by their preferred name,

pronouns, and label. Always. Even if you're

angry with them, even if they're total jerks,

even if they're using gender-neutral pronouns

that "sound weird" or "are hard to

remember." Yes, even when they're not

around to hear. It's a respect thing.

If you've met the person after transition:

don't ask to see pictures from "before," or

ask about their previous name, or otherwise

quiz them on topics that are likely

offensive/painful.


Don't try to compliment people by telling

them that they look like a "real [gender]," or

that you "never would have known."

Don't make comments about the person's

gender presentation that you wouldn't make

to someone who was assigned that same

gender at birth. Critiquing a trans woman's

makeup in detail, or offering a trans man

suggestions on how to walk "like a guy," is as

rude as it would be if you were talking to a

cis person.


Do not inform any third party that your

sibling/parent/partner/whomever is trans

without the trans person's express

permission, gotten in advance.

Don't describe past situations by saying

"When [person] was a [gender]. . ."


Don't ever describe someone as a member of

the wrong gender, even in a way that's

superficially nice. "But you're so handsome as

a man!" is unacceptable, as is "You were a

lovely little girl."

Words that you shouldn't ever use: "tranny,"

"shemale," "he-she," "shim." Seriously. Even if

your other trans friend told you it was okay.

Just don't say it


Don't make comments that fetishize trans

people. "I love trans guys — they're so hot!" is

pretty belittling; so is "People like you are so

exotic." These kinds of statements reduce

trans people to sex objects, as though we

exist just to be that "exotic" kink or turn-on.

Don't ever ever inquire about the state of

someone's genitals, about whether they're

having surgery, or about how they have sex.

Ruuuuude.


Don't make assumptions about someone's

sexual orientation. Some trans men are gay

or bi, or asexual; likewise with some trans

women. Genderqueer folks have sexual

attractions that come in all stripes.

If someone's gender is ambiguous, resist

asking "What are you?" flat-out; though some

people don't mind or even relish it, for many

it's simply intrusive. Instead, try to pick up

on the person's identification through

context. If you really don't know, and really

need to talk about the person in a gendered

way, ask "What pronouns do you prefer?" or

"How should I refer to you, gender-wise?"


This training was a compilation of

information we can easily find at:

http://transwhat.org/allyship/

http://www.glaad.org/transgender/allies

http://www.bustle.com/articles/76762-11-

ways-to-be-a-trans-ally-according-to-

transgender-people-themselves


http://transwhat.org/allyship/

http://www.glaad.org/transgender/allies

http://www.bustle.com/articles/76762-11-ways-to-be-a-trans-ally-according-to-transgender-people-themselves

Trans Ally Training

Transgender Training Series, #2

• Feedback from Summer 2015 Trans 101 Training wasthat staff wanted:

• More information on terminology

• Smaller class size

• More time questions

Background on this training


• Use “I” perspective

• Talk about your experience (vs someone else’s)

• This is a learning space; be open to new ideas, feelfree ask questions, or make a mistake

• Trainers will share new information, promotediscussion, foster self awareness and groupownership.

• As such, trainers are not authorities on “all things Trans.”

• Anything else to add?

Ground Rules for this training

• High prevalence and risk for HIV in transgendercommunities, extremely high for women of color - 50%seroprevalence in NYC

• People of transgender experience report high rates ofdiscrimination in social service settings

• Long shunned and stigmatized, there is very littlefactual discourse about the communities’ shape,needs, and contributions to the world.

• Historically, what is shared about people oftransgender experience is misinformed and intended toactivate fear.

• GMHC wants to serve more people of transgenderexperience

Why a Transgender focused training?


Exercise 1

• Sex: the classification of organisms as male, female or intersex, based on anatomical or biological characteristics

• Gender (norms): what the culture associates with maleness or femaleness

• Gender Identity: One’s self concept of their gender “Answers the question, am I a man, a woman, or something else entirely?” – K. Bornstein

• Gender Expression: The way you express your gender identity

• Gender Role: A set of societal norms dictating the types of behaviors generally considered acceptable, appropriate, or desirable for people based on their actual or perceived sex

Terminology Basics


• Romantic Attraction: Who you like to do romantic things with; cuddling, kissing, spending time with, etc.

• Sexual Attraction: Who you like to have sex with

• Sexual Behavior: Who you have sex with and how

• Sexual Orientation: The pattern of romantic and sexual relationships/attractions you have with others

• Trans Amorous: Identity used to claim and celebrate having an attraction to a person of trans-experience

Terminology Basics Continued

TGNC Diversity


• Transgender – umbrella term, collection of communities, identities and experiences

• Intersex - a person who is generally not distinctly male or female within a medical model

• Cisgender Man/Male & Cisgender Woman/Female –person who is not transgender, gender assigned at birth matches their primary sex anatomy

• TGNC – Transgender, Gender Non-Conforming

Terminology Continued

• Woman of Transgender Experience

• Trans Woman

• Man of Transgender Experience

• Trans Man

• Gender Non-Conforming (GNC)

• Gender Queer (GQ)

• Man

• Woman

• Two Spirit

• …..

• Sometimes also:• Cross Dresser

• Drag Queen, Drag King

Some Identities within the “Transgender” umbrella


• Transgendered

• “A Transgender”

• Transvestite

• Tranny

• She-Male

• He-She

• “A pre-op” or “Post-op”

• “A sex change”

• MTF & FTM becoming less common

• Hermaphrodite

• Lady Boy

Terminology To Avoid

• Misgendering:• Related terminology: Passing, Passing Privilege, Stealth,

Getting Read, Clocked or Spooked

• Transition, Pre Transition, In Transition/ Transitioning, Post Transition

• Related terminology: Social Transition, Medical Transition, Legal Transition

• Living Full Time or Part Time

• Gender Dysphoria • Related terminology: Gender Identity Disorder (GID), World

Professional Association for Transgender Health (WPATH), “Getting Letters.” Gate Keeping

• Transphobia & Transmisogyny

Other Transgender Terminology


• Break up into pairs

• One person shares, the other listens, then switch

• Respond to the following questions:• What was the first message or instruction you remember

receiving based on your sex assigned at birth?

• What did you think or feel?

Exercise #2

• We constantly receive messages about gender rolesand how we should behave based on our sex assignedat birth

• These messages usually feel more like rules and often,there are consequences, subtle to extreme for notfollowing rules –i.e. invisibility, violence, discrimination

• People of transgender experience, in general,experience that their gender identity does not matchthe “rules” assigned to them at birth

• Most Trans people are caught in a “Catch 22” - eitherpay an emotional price for following social rules (loss ofself) or pay a social price for not following them

Take Away


• What forms of discrimination do TGNC people oftenencounter?

Question #3

• What coping strategies might a TGNC identified persondevelop to manage related stressors?

Question #3


• What thoughts and feelings might a TGNC person feel when coming to GMHC for the first time?

Question # 5

How To Be An Ally


• Assume that identity = behavior

• Assume identity is static over time

• Ask questions simply out of curiosity, such as:• Genital status, surgeries, hormone status• Birth name• Kind of sex the person has

• Disclose a person’s trans status or anatomy

• Assume gender identity is the root of all problem orautomatically what the client is seeking help with

• Assume someone is “confused” or “wishy-washy” if theyhave a non-linear social transition

• Say “I never would have known”

• Say “I have a ______( cousin, aunt) like you.”

• Get defensive and repeatedly apologize if you make amistake

Don’t

• Ask open ended questions

• If you are unsure of someone’s gender pronouns say, “Iuse ____ pronouns, what pronouns to do use?”

• Standardize intake forms, asking about chosen name,legal name and pronouns for everyone

• Refer to a client based on their gender expression(clothes, name, hair, etc.) not their assigned sex

• Use their chosen name

• Mirror the language a client uses to describe theiridentity

• Reflects strengths

• Apologize if you make a mistake and move on

Do


• Assist clients with fundamental needs:• Housing

• Gender Affirming Health Care

• Client who are getting gender affirming care have better HIV related status measures

• Gender Confirming Identification

• Access to peers and mentors

• Employment

• “Where-ever they are at”

• Participate in making the environment gender affirming. • Politely correct colleagues/staff/clients who mis-gender a

client

• Follow the agencies guidelines for violations of code of conduct

Do

Questions?


• Reports:• http://www.thetaskforce.org/static_html/downloads/reports/rep

orts/ntds_full.pdf

• http://www.thetaskforce.org/static_html/downloads/reports/reports/ntds_report_on_health.pdf

• http://www.nyclu.org/files/publications/2013_GENDA_report_update.pdf

• Legal:• http://srlp.org/resources/

• Health & Community:• http://callen-lorde.org/graphics/2012/03/NYC-Metro-TGNC-

Resources_Updated-9_12_2013.pdf

• https://forge-forward.org/wp-content/docs/Lets-Talk-Therapist-Guide.pdf

Resources


http://www.thetaskforce.org/static_html/downloads/reports/reports/ntds_full.pdf

http://www.thetaskforce.org/static_html/downloads/reports/reports/ntds_report_on_health.pdf

http://www.nyclu.org/files/publications/2013_GENDA_report_update.pdf

http://srlp.org/resources/

http://callen-lorde.org/graphics/2012/03/NYC-Metro-TGNC-Resources_Updated-9_12_2013.pdf

https://forge-forward.org/wp-content/docs/Lets-Talk-Therapist-Guide.pdf

We want to be able to better provide accurate data for HR reporting to our funders and governmentagencies. In order to do this, we need your help. Completing these questions is voluntary, but wehope that you will choose to fill them out. Your answers will not be used against you in any way.

Voluntary Self-Identification Questions

1. Please choose one of the options below

Yes, I have a disability

No, I do not have a disability

I do not wish to answer

2. Are you a veteran?

Yes

No

3. Is your gender identity different from the sex you were assigned at birth?

Yes

No

4. Gender identity can conceptually be more nuanced and fluid than simply female or male. What bestdescribes your gender identity?

Female

Male

Other (please specify)

5. Are you/do you identify as transgender?

Yes

No


1Pathways to Excellence 29

Yes No

At home

With colleagues

With your manager

At work generally

6. Are you open about your gender identity?


7. What is your sexual orientation?

Bisexual

Gay man

Gay woman/lesbian

Heterosexual/straight

Prefer not to say



Yes No

At home

With colleagues

With your manager

At work generally

8. Are you open about your sexual orientation?



9. What is your race/ethnicity? Please choose the one option below that best describes the race/ethnicitycategory with which you primarily identify.

Hispanic or Latino: A person of Cuban, Mexican, Chicano, Puerto Rican, South or Central American, or other Spanish culture ororigin, regardless of race.

White: A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.

Black or African-American: A person having origins in any of the black racial groups of Africa.

Asian: A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including,for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

Native Hawaiian or Other Pacific Islander: A person having origins in any of the original peoples of Hawaii, Guam, Samoa, orother Pacific Islands.

American Indian or Alaska Native: A person having origins in any of the original peoples of North and South America (includingCentral America), and who maintains tribal affiliation or community attachment.

Two or More Races/Ethnicities: A person who primarily identifies with two or more of the above race/ethnicity categories.



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•w

orkb

ook

deve

lope

d by

the

Wes

tern

Sta

tes

Cen

ter a

s su

pple

men

t to

anti-

raci

sm tr

aini

ng

•ha

s be

en s

hare

d w

ith s

taff

and

boar

d m

embe

rs a

s re

com

men

ded

read

ing

•cu

rrent

ly b

eing

inco

rpor

ated

into

wee

kly

staf

f mee

tings

for “

anti-

raci

sm m

etam

orph

osis

” (Tu

esda

ys a

t 1pm

)


BR

EA

DT

H &

IN

CL

USI

VIT

Y O

F

AN

TI-

RA

CIS

T I

NIT

IAT

IVE

SAn

impo

rtant

asp

ect t

o no

te a

bout

this

goa

l (an

d its

lang

uage

) is

that

th

e sp

ecifi

city

of n

amin

g “r

acis

m” a

nd “a

nti-r

acis

t” is

mea

nt to

be

inte

ntio

nally

pro

duct

ive

rath

er th

an li

miti

ng o

r exc

lusi

onar

y. Di

sman

tling

Ra

cism

: A R

esou

rce

Book

mak

es th

is c

lear

from

the

begi

nnin

g, s

tatin

g:

“Sk

illf

ul r

acia

l ju

stic

e w

ork

als

o cr

eate

s a

bas

is fo

r u

nd

erst

and

ing

sys

tem

ic in

equ

alit

y an

d o

pp

ress

ion

bas

ed o

n

oth

er id

enti

ties

su

ch a

s cl

assi

sm, s

exis

m, h

eter

osex

ism

, an

d

able

ism

. Th

is a

pp

roac

h is

ess

enti

al fo

r b

uil

din

g b

rid

ges

bet

wee

n

thos

e w

ho

are

mar

gin

aliz

ed. N

oth

ing

less

is r

equ

ired

if w

e w

ant a

b

road

, str

ong,

an

d c

ohes

ive

mov

emen

t for

pro

gre

ssiv

e so

cial

ch

ange

.”

Girl

Be

Hea

rd w

as b

uilt

on a

pas

sion

for f

emin

ism

and

gen

der e

quity

. An

anti-

raci

st in

itiat

ive

incl

udes

and

stre

ngth

ens,

rath

er th

an d

etra

cts

from

, th

is m

issi

on b

y cr

itiqu

ing

oppr

essi

ve s

truct

ures

that

wor

k to

geth

er to

pe

rpet

uate

the

viol

ent d

isem

pow

erm

ent o

f peo

ple

of v

ario

us id

entit

ies.


SHO

RT

CO

MIN

GS

OF

“M

UL

TIC

UL

TU

RA

LIS

M”

Exc

erp

ted

from

The

Con

text

of D

ism

antl

ing

Rac

ism

Wor

k*

Div

ersi

ty v

s. R

acia

l Jus

tice

The

diffe

renc

e be

twee

n di

vers

ity tr

aini

ng a

nd th

e ra

cial

just

ice

appr

oach

em

bedd

ed in

W

este

rn S

tate

s C

ente

r's D

ism

antli

ng R

acis

m P

roje

ct b

egin

s w

ith th

e de

finiti

on o

f ra

cism

. Div

ersi

ty tr

aini

ng s

ees

raci

sm p

rimar

ily a

s th

e re

sult

of in

divi

dual

act

ion:

pe

rson

al p

reju

dice

or s

tere

otyp

ing,

and

inte

ntio

nal a

cts

of d

iscr

imin

atio

n by

in

divi

dual

s. A

raci

al ju

stic

e de

finiti

on in

clud

es th

ese

belie

fs a

nd a

cts,

but

con

side

rs

indi

vidu

al a

cts

of p

reju

dice

onl

y on

e di

men

sion

of r

acis

m. M

ore

impo

rtant

ly, ra

cism

is

defin

ed a

s a

set o

f soc

ieta

l, cu

ltura

l, an

d in

stitu

tiona

l bel

iefs

and

pra

ctic

es—

rega

rdle

ss o

f int

entio

n—th

at s

ubor

dina

te a

nd o

ppre

ss o

ne ra

ce fo

r the

ben

efit o

f an

othe

r.

“Alt

hou

gh

div

ersi

ty tr

ain

ing

may

mak

e go

od b

usi

nes

s se

nse

, th

e m

odel

fall

s te

rrib

ly s

hor

t of t

he

com

pre

hen

sive

rac

ial

just

ice

app

roac

h r

equ

ired

for

pro

gre

ssiv

e so

cial

ch

ange

.”

*Dism

antli

ng R

acism

: A R

esou

rce

Book

, pg

6


TH

RE

E E

XP

RE

SSIO

NS

OF

RA

CIS

ME

xcer

pte

d fr

om D

evel

opin

g a

Shar

ed L

angu

age

and

Ana

lysi

s*

*Dism

antli

ng R

acism

: A R

esou

rce

Book

, pg

38

Pers

onal

: The

way

in w

hich

we

perp

etua

te ra

cism

on

an in

divi

dual

ba

sis.

Cul

tura

l: Th

e no

rms,

val

ues,

or

stan

dard

s as

sum

ed b

y th

e do

min

ant

soci

ety

whi

ch p

erpe

tuat

e ra

cism

.

Inst

itutio

nal:

The

way

in w

hich

in

stitu

tions

– H

ousi

ng, G

over

nmen

t, Ed

ucat

ion,

Med

ia, B

usin

ess,

Hea

lth

Car

e, C

rimin

al J

ustic

e, R

elig

ion

– pe

rpet

uate

raci

sm.


STA

TE

S O

F O

RG

AN

IZA

TIO

NA

L

DE

VE

LO

PM

EN

TE

xcer

pte

d fr

om A

nti-

Rac

ist O

rgan

izat

iona

l Dev

elop

men

t*

“Bec

ause

raci

sm is

refle

cted

in e

very

inst

itutio

n an

d or

gani

zatio

n in

the

U.S

., it

is a

lso

pres

ent i

n pr

ogre

ssiv

e, s

ocia

l cha

nge

grou

ps. …

But

org

aniza

tions

, lik

e in

divi

dual

s ev

olve

, cha

nge

and

grow

. Gro

ups

can

trans

form

them

selv

es in

to a

nti-r

acis

t gro

ups.

[The

wor

kboo

k pr

esen

ts] f

our s

tate

s of

org

aniza

tiona

l dev

elop

men

t. M

ost

orga

niza

tions

hav

e ch

arac

teris

tics

from

eac

h of

the

stat

es. N

o or

gani

zatio

n fit

s an

y st

ages

pre

cise

ly, a

lthou

gh y

ou w

ill fin

d th

at o

ne s

tage

may

be

dom

inan

t. …

Any

trans

ition

requ

ires

mov

ing

thro

ugh

the

elem

ents

of o

ne s

tage

to th

e ne

xt.”

The

All W

hite

Clu

bTh

e Affi

rmat

ive

Actio

n or

“To

ken”

Org

aniz

atio

nTh

e M

ulti-

Cul

tura

l Org

aniz

atio

nTh

e An

ti-R

acis

t Org

aniz

atio

n

*Dism

antli

ng R

acism

: A R

esou

rce

Book

, pg

57


STA

TE

S O

F O

RG

AN

IZA

TIO

NA

L

DE

VE

LO

PM

EN

T -

CH

AR

AC

TE

RIS

TIC

SIn

ord

er to

mov

e be

yond

“div

ersi

ty,”

or e

ven

“mul

ticul

tura

lism

,” an

d to

war

ds ra

cial

ly

just

ant

i-rac

ist w

ork,

an

orga

niza

tion

(GBH

) mus

t act

ivel

y st

rive

for c

hang

e on

mor

e th

an ju

st a

cos

met

ic o

r sup

erfic

ial l

evel

. The

follo

win

g sl

ides

dep

ict t

he S

tate

s of

O

rgan

izatio

n De

velo

pmen

t (SO

D) C

hart,

whi

ch is

div

ided

up

into

var

ious

cat

egor

ies,

all

of w

hich

pla

y a

role

in a

n or

gani

zatio

n’s

rela

tions

hip

to ra

cial

just

ice

(and

, as

such

, all

of w

hich

mus

t und

ergo

cha

nge

in o

rder

to o

pera

te a

s an

ti-ra

cist

). Th

e ca

tego

ries

are:

Dec

isio

n M

akin

gBu

dget

Mon

ey F

rom

…

Acco

unta

ble

To…

Pow

er a

nd P

ay

Loca

tion

Mem

bers

Cul

ture

Prog

ram

s


S.O

.D. C

HA

RA

CT

ER

IST

ICS

CH

AR

T


S.O

.D. C

HA

RA

CT

ER

IST

ICS

CH

AR

T


S.O

.D. C

HA

RA

CT

ER

IST

ICS

CH

AR

T


ASS

ESS

ING

OR

GA

NIZ

AT

ION

AL

RA

CIS

ME

xcer

pte

d fr

om A

nti-

Rac

ist O

rgan

izat

iona

l Dev

elop

men

t*

Key

Que

stio

ns to

Ask

W

ho m

akes

dec

isio

ns in

you

r org

aniza

tion?

W

ho h

as c

ontro

l and

influ

ence

ove

r fina

ncia

l res

ourc

es?

Wha

t kin

d of

edu

catio

n ab

out r

acis

m a

nd o

ppre

ssio

n is

pr

ovid

ed th

roug

h th

e or

gani

zatio

n?

Wha

t is

the

cultu

re o

f you

r org

aniza

tion?

H

ow d

oes

your

org

aniza

tion

wor

k in

allia

nce

with

peo

ple

of

colo

r org

aniza

tions

?

*Dism

antli

ng R

acism

: A R

esou

rce

Book

, pg

65


A N

OT

E F

RO

M O

UR

BO

AR

D C

HA

IR

Rac

ial E

quity

“R

acia

l equ

ity is

the

cond

ition

that

wou

ld b

e ac

hiev

ed if

one

's ra

cial

iden

tity

no

long

er p

redi

cted

, in

a st

atis

tical

sen

se, h

ow o

ne fa

res.

Whe

n w

e us

e th

e te

rm, w

e ar

e th

inki

ng a

bout

raci

al e

quity

as

one

part

of ra

cial

just

ice,

and

thus

we

also

in

clud

e w

ork

to a

ddre

ss ro

ot c

ause

s of

ineq

uitie

s no

t jus

t the

ir m

anife

stat

ion.

Th

is in

clud

es e

limin

atio

n of

pol

icie

s, p

ract

ices

, atti

tude

s an

d cu

ltura

l mes

sage

s th

at re

info

rce

diffe

rent

ial o

utco

mes

by

race

or f

ail t

o el

imin

ate

them

.”—

Cen

ter f

or A

sses

smen

t and

Pol

icy

Deve

lopm

ent

Rac

ial J

ustic

e

“Rac

ial j

ustic

e [is

defi

ned]

as

the

proa

ctiv

e re

info

rcem

ent o

f pol

icie

s, p

ract

ices

, at

titud

es a

nd a

ctio

ns th

at p

rodu

ce e

quita

ble

pow

er, a

cces

s, o

ppor

tuni

ties,

tre

atm

ent,

impa

cts

and

outc

omes

for a

ll.”

—C

atal

ytic

Cha

nge:

Les

sons

Lea

rned

from

the

Raci

al J

ustic

e G

rant

mak

ing

Asse

ssm

ent

Repo

rt, P

hila

nthr

opic

Initi

ativ

e fo

r Rac

ial E

quity

and

App

lied

Rese

arch

Cen

ter,

2009

.

On

Usi

ng

Lan

gu

age

Wit

h C

lari

ty A

nd

In

ten

tion


NE

XT

ST

EP

S

An

ti-R

acis

t Wor

k a

s St

rate

gic

In

itia

tive

fo

r 20

17-2

019

As a

rticu

late

d in

this

Dism

antli

ng R

acism

wor

kboo

k, tr

ansi

tioni

ng in

to

mor

e ju

st a

nd a

nti-r

acis

t sta

tes

of o

rgan

izatio

nal d

evel

opm

ent i

s a

purs

uit t

hat w

ill re

quire

ext

ensi

ve ti

me,

effo

rt, a

nd c

omm

itmen

t. Th

is

wor

k, w

hich

so

man

y m

embe

rs o

f the

Girl

Be

Hea

rd c

omm

unity

co

nsid

er im

pera

tive

to th

e su

cces

s an

d su

stai

nabi

lity

of G

BH a

nd it

s m

issi

on, w

ill aff

ect a

ll as

pect

s of

the

orga

niza

tion.

We

hope

this

brie

f ove

rvie

w p

rovi

des

a be

tter u

nder

stan

ding

of t

he

Dism

antli

ng R

acis

m P

roje

ct, a

nd a

mor

e cl

ear p

ictu

re o

f wha

t a

com

mitm

ent t

o pu

rsui

ng th

is g

oal m

ight

look

like

for G

irl B

e H

eard

.



Mission Girl Be Heard develops, amplifies and celebrates the voices of

young women through socially conscious theatre-making.

Core Value Honoring the voices of those we serve.

Theory of Change GBH creates safe spaces for young women (ages 12-21) to mobilize, share their stories, and create cutting-edge, politically--relevant theatre about social justice issues affecting them and youth around the world. Our unique listening model and ensemble-based programs provide an empowering community for youth to come together, and develop as writers,

performers, feminists, and activists. GBH performances also inspire audiences to take action and create a world where girls are valued as leaders and change makers.

Strategic Planning -- How Did We Get to This Point? Background/Her-Story Girl Be Heard has gone from a scrappy, hungry, young start up to a job-creating, impactful nonprofit, inspired by social justice ideals, and renowned for work in low-income communities, locally and globally. When Co-Founders, Ashley Marinaccio and Jessica Greer Morris, first began working together in 2009 at the Estrogenius Festival, Girl Be Heard was called Project Girl Performance Collective. Bake sales were the revenue stream, street theatre was the norm, and it was a struggle to cover the cost of workshops/rehearsal space and fees to enter festivals such as The Fringe. Proskauer law firm was secured as Girl Be Heard’s pro bono counsel (and remains to this day). 501c3 nonprofit status was attained in 2011, but due to the recession, and limited bandwidth, the Co-Founders did not go on payroll until July 1, 2013, the same year that the organization was rebranded under the leadership of Board Member Mark Fina who worked extensively with company members, staff and the Board. While working other jobs, the Co-Founders continued to meet with theatre company members every Sunday, direct and produce new shows, and grow the theatre company (which has over 200 members today). Dena Adriance also joined the team in 2013 as Founding Director of Education and pioneered efforts to take the Girl Be Heard program “out of Ashley and Jessica’s head” and into a formal curriculum that has taken off in 12 Title 1 schools, two community-based settings in New York City, and in Trinidad and Tobago. While the organization has engaged in some strategic planning over the years (with Growth for Good consultants and graduate students at NYU Wagner School), the Executive Director has been raising funds for four years to work with strategic planning consultant, Marta Siberio.

During the last 18 months, GBH has experienced significant growth and change. Many of the goals in the 2013-2015 plan have been achieved, others have appropriately been put on hold or eliminated1, and some new initiatives have emerged.

1 Delayed items (which we still intend to pursue) are a Girls’ Advisory Board/Leadership Council and an Artistic Steering Committee (to be folded into a larger “honorary board”). Eliminated items were a GBH Summit, GBH for Women and a GBH Book, which have all been deemed to be outside our core focus.


In 2013-2015, GBH achieved the following goals from our 2013-2015 plan:

Education 1. Expanded after school programming from 2 schools in the 2013-2014 school year to 12

schools in the 2015-2016 school year.2. Produced mid-year and end-of year Girl Power (Sunday Workshops) shows of consistent

quality with high return rates each year.3. Created new workshops and educational materials for new works.4. Developed a mentoring program.5. Enhanced program evaluation capacity via the design and refinement of a monitoring and

evaluation system.

Performance 1. Pursued new performance opportunities for Touring Company. GBH has had over 50

performance opportunities each of the past 2 years.2. Developed new work. (one local and one global show per year). We have developed a

mainstage show each year and have developed multiple global shows (for the US Missionin Geneva, Bermuda, Sarajevo, Trinidad, etc.).

3. Marketed existing portfolio and increased demand for GBH.4. Developed staff.5. Engaged our audiences as measured via audience surveys.

Global Advocacy 1. Cultivated strategic partnerships to expand touring and cross-cultural exchange

opportunities, and created a strategic plan to fully leverage current relationships.2. Take GBH to four countries. We exceeded this goal, having been to six countries: Taiwan,

Denmark, the United Kingdom, Bermuda, Bosnia & Herzegovina, Switzerland in 2013-2015.

3. Secured dedicated funding for GBH global advocacy work via a 3-year grant from the OakFoundation.

3-Year Strategy and GoalsOur fast and significant growth has presented us with new challenges. Informed by our experiences, GBH is committed to implementing a more methodical approach to its programming, organizational development and fundraising. Our 2017-2019 Strategic Plan will continue our dedication to ensuring that GBH continues to make a meaningful difference in the lives of young women and girls; strengthens our work with girl participants; provides further opportunities for girls to develop and share their voices; and brings global issues affecting girls center stage by empowering young women to tell their stories.

Our current core programming consists of the following: After-School Programming


Sunday Girl Empowerment Workshops Performances Cross-cultural Exchanges

While we will continue to implement our core programming, in addition, over the next three years, GBH will target these new priorities and goals:

Goal #1: Transform GBH into a cohesive, connected and racially just community. GBH will consciously work to pursue racial justice2 through the implementation of fair practices in the organization and elimination of implicit biases in its programming. GBH will become a more integrated community and all its stakeholders will have a clear understanding of their contributions and work together well.

Goal #2: Deepen our work. GBH will work to deepen its programs, offering more skills and opportunities to the young women it serves.

Goal #3: Expand GBH programs to address the needs of youth (12-21), in partnership with social justice minded service providers. GBH will expand its work to enhance offerings to current participants and also serve selected new communities and young women with targeted needs, such as girls in foster care and detention.

Goal #4: Demonstrate the impact of GBH programs. The organization will work to strengthen its program models, and demonstrate how they positively impact the lives of girls.

Goal #5: Increase organizational sustainability. GBH will take significant steps to become a financially sustainable organization. This includes diversifying its funding sources by adding large government grants; expanding its individual donor base to include grassroots fundraising, cultivating mid-level donors; creating a sustained giving program; and, adding new earned income revenue streams. GBH will also build organizational capacity to support these efforts and pay competitive wages to retain current staff talent and attract new individuals with needed skills to the GBH team.

2 Racial Justice [is defined] as the proactive reinforcement of policies, practices, attitudes and actions that produce

equitable power, access, opportunities, treatment, impacts and outcomes for all. Catalytic Change: Lessons Learned from the Racial Justice Grantmaking Assessment Report, Philanthropic Initiative for Racial Equity and Applied Research Center, 2009.


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Documents

Agenda · more inclusive, we end up tokenizing entire communities. Having a few different kinds of people in the crowd doesn’t equal inclusion. • Your inclusive hiring should