Hi Everyone, I am looking forward to this first webinar.

Anita Stevanazzi-Hill, she/her/hers, Concord Recreation Afterschool Program, MA

Jeanine, she/her/hers City of Moreno Valley, CA

His!! Angelica Portillo here with Dallas Afterschool!

Good afternoon everyone. My name is Ms. Simpson (she, her, hers), For The Children Inc. Florida

Emily Lampe, She/her/hers, Oregon State University Extension Services, 4-H Youth Development. Salem, OR

Donna Martinez, she/her/hers Think Together

Karen Butler, she/her/hers, Boys & Girls Club/Milwaukee Public Schools, Milwaukee, WI

Amy Kroyer (She/Her) Woodstock Community School District 200, Woodstock Illinois

Josezetta Swann PGCPS BEFORE/AFTER SCHOOL

good afternoon

Umesh, He/Him, VT Afterschool

Loi Taylor, she/her/hers, United Way of San Antonio & Bexar County

Marni Morales (she/her), Francis Howell School District Vacation Station, MO

Ken Anthony, Ed.D., Director of Professional Development and Research - CT After School Network

Pedro Bustamante (He,Him,His)YMCA of the North ,St.Paul MN

Good afternoon.

Melanie Claxton, she/her/hers, Pittsburgh Public Schools, PA

Hi! Nikki Roe Cropp with Camp Fire National Headquarters.

Ebony Grace, she/her/hers, NJSACC: Statewide Afterschool Network, NJ

Monique Jarvis/she, her, hers/LEAP NYC (Learning through an Expanded Arts Program/Communications and Corporate Partnerships

Elizabeth from Hampton School Age Programs

Gena Woodke (she/her)

Ebony Burnett YMCA of Greensboro/North Carolina

City of Renton

Jameelah - The Opportunity Project

for those just joining us, Please type in chat: Name, pronoun, organization, state

Lizz Duran, MSU Extension, Macomb County Youth Program Coordinator, Hola!

Tulsa/she/her/hers

Shelly Casto/she her/Highland Youth Garden, Ohio

Kristi Chambers, she/her/hers, Lincoln Public Schools, Nebraska

Maurice Stewart

Hello! Nicole Miller, she/her, Vermont Afterschool, Vermont

Tyler Kearns (he/him/his) Clayton School District: Kid Zone, Clayton MO

Aaron Enz (he/him/his)

Cleveland, she/her/hers

Jill Rabideau - She/Her/Hers McAuliffe Charter School Framingham, MA

Ben DiMaria, Wayne Metro, Michigan

Jaime Garcia, she/her/hers, YMCA of Austin, Texas

Lindsey, South Carolina - Anne Springs Close Greenway

Caitlin Brown (she/her/hers), ACT for Alexandria; Alexandria, VA

Jason Spector/he/him/Policy Studies Associates/DC

Lea Rolfes, she/her, Girls on the Run

Hello! Pam Steurer (she/her/hers) from Delaware City Schools, Ohio

YMCA of Northern Utah

Kelly Johnston, Solana Beach School District

Colleen Bradburn, she/her/hers, Promise South Salt Lake, Salt Lake City, UT

Haley, She/Her Program Manager at Camp Fire Central Oregon (Bend, Oregon)

Jason Hampton School Age Program

Rachel Ford, she/her, Nashville After Zone Alliance (NAZA), Nashville TN

Dylan Hartwick, He/his/him, Extra Curricular Coordinator, Mastery Charter Schools Shoemaker Campus, Philadelphia, PA

Rose Adong

Mary Riggs (she/her/hers) Andy Roddick Foundation, Austin, Texas

Cincinnati, Ohio Progran Director

Samelia Jones CCRI NC

Bonnie Owens, they/she/he, Promise South Salt Lake, UT

Brad Lademann, Missouri Afterschool Network

Westside CLC Site program Manger

Michelle Coy, Park City School District, After school program manager

Anna Almerico, Director, Idaho Out-of-School Network

Lee Schaefer, NJSACC, NJ’s Statewide Afterschool Network

Dante Drummer, Prime Time Palm Beach County.

Megan with Colorado Afterschool Partnership

Dontae Ryan (he, him, his), The Ryan Institute (Academic Tutoring, Test Prep, & Character Development), based in Baltimore, MD

Matrex Kilgore, He/Him, Creative Action, Austin, Texas

Bertram Young, Boys & Girls Clubs of Central Al, Birmingham AL

Kwamara Thompson, Read to Lead/Classroom, Inc (Nationwide org)

Cara Sargent (she, her) Central Vermont SU Afterschool Program

Shawna Viola CT After School Network

Jennifer Balala, Youth Development Programs Mgr at Coalition For A Better Acre. Lowell, MA

Melissa Trumpey, Events and Programs Director at The Children's Museum of Indianapolis.

Garima Bhatt Handley, Higher Achievement Baltimore

Do we get this PPT after?

Kwamara - yes, we will be sending a follow up email afterwards that will have the recording

Thx @Megan

LaTasha Golden, National After-school Specialist, City Year.

Derek Flake, Prince George's County Maryland Department of Social Services

will we be able to access these slides after the meeting

If you have any questions for Jimena, you can type in the chat or send her a direct message. Thank you!

Jameelah - we will be sending a follow up email, which will have a recording of the webinar today

thank you

So no PowerPoint? I understand the recording will be coming.

Maurice - the recording is also video. So you will see the presentation you are seeing now, which includes the slides.

Will we receive the PowerPoint though?

Thank you! Would it be possible to include the handouts (survey ex. etc.) with the email?

Maurice - I will ask Jimena afterwards. Thank you!

but at times its playful, because they place us in this role to say they did it, but they are not serious about doing the work

Love being intentional to include people who are resistant

Kelly - the handouts were sent yesterday. If you didn’t receive, I would check your spam folder. If you don’t see it, please email info@naaweb.org and we can send your way!

Great thanks Megan!

Thanks Megan. I do have a question of the framing around "equity" -- the conversation was framed around police brutality, and directly tied to elevated racial unrest throughout the country and as I type this is centering how to engage (or not to) engage people of color in the conversation-- so I wanted to ask about the framing of "equity" in absence of "racial equity". I am noting an opportunity to be clear around prioritizing this as a "racial equity" conversation, and not just an "equity" conversation.

How do you gain the commitment from leadership? is it a meeting and they verbally say they agree? what are your suggestions?

teaching tolerance is a great resource @pedro

Thank you @ Jameelah

time and money are an indicator of commitment

Also Human Resources: Is this part of someone’s job? Do we have people dedicated to the work in their job description?

Make the initiative part of the leadership team's performance measures. And ask that they set equity as a goal for the organization, so it stays up front and high level.

In our city, we focused on getting buy in from one key, high leverage stakeholder first because we knew that she would influence others

Fortunate for our team, the leadership launched it.

Showing the return on the investment is a way to get some leaders on board.

engage in data driven learning and discuss desired macro outcomes

Yes we first got leadership to agree it was something important, but then it was a little harder to "get the ball rolling" I would say we had a lot of yellow lights so slow going progress

Leadership should feel responsible for fulfilling the vision and mission always. And should commit to agreement.

I think the key in what you said is that a third party/external person, can also help with this! it sounds and is taken differently from someone who looks like them and is not a part of the team than it is from me! lol

Thank you all this is great advice!

https://hbr.org/2020/12/how-to-hold-your-company-accountable-to-its-promise-of-racial-justice?utm_source=Sailthru&utm_medium=email&utm_campaign=The%20Cut%20-%20January%207%2C%202020&utm_term=Subscription%20List%20-%20The%20Cut%20%281%20Year%29

Engaging the board has been effective for us obtaining buy in and meaningful movement as well as ensuring we center and elevate racial equity

@monique - how were you able to engage the board? our organization is new and small and I have not been able to engage with the board!

I can't hear you anymore Jimena!!!

Karen, I’m sorry you can’t hear Jimena. Everything looks great on our end. I would maybe leave the meeting and come back in

Hi Jameelah! I can appreciate that leg of the journey! It was definitely a process. In short, our entry point in the DEI conversation was backed by leadership and launched with an internal DEI talent group. It then became a "power in numbers" initiative" that grew in influence the outcome of which was securing time with the board who then created their own DEI committee! Would love to connect to share more! mjarvis@leapnyc.org

that was 5 minutes!!

@Cynthia & @Benjamin here is the tool I referenced: https://mmt.org/sites/default/files/inline-files/Meyer-DEI-Spectrum-Tool-2017.pdf

I know so quick!!

wow it felt like sonic the hedgehog 5 minutes lol haha

lol@Jameelah!

lol

hahaha!

Thanks Monique!

Thank you for addressing that! I will say that if we can't say "racial equity" then we should interrogate our use of framing conversations around police brutality.

Do you have an example of group rules for committee work on DEI?

Is it possible for you to reshape the resources that were sent previously? I think I missed those.

And other race-centered issues.

are we able to come off mute or should we type questions in the chat?

Diversity can be tokenizing and inclusion implies a power dynamic that is fundamentally inequitable. Do you have recommendations about other framing besides diversity and inclusion?

info@naaweb.org

Is there a great tool or resource to help us figure out where we need to do some discovery? I don't know what I don't know and I'm afraid I'll miss an opportunity to make some change/create a policy/etc.

What is the best first step internally once you have the team on board with doing the work?

it says I have been muted

I really appreciated your earlier point about creating a common language. The meanings of "equity" and "inclusion" have really evolved in our district and afterschool program landscape over the years.

by the host

okay now I am able to come off mute, thank you

sorry about that Garima - I wasn’t fast enough :)

that's okay! it worked now

yes!!!!!

I am feeling good about this.My break out buddies Jill and Sharanda were awesome! it felt like we already knew each other and are from 3 different states and shared some of the same views.

I'm thinking and feeling that we should definitely continue our efforts.

Head - I have a lot of work to do Heart - focused/discouraged I feel that my organization wont take it seriously as many of them feel they have arrived and that they are "woke" lol ..Feet - creating a survey

Thinking: Our work has just begun at my organization Feeling: Ready for the challenge Acting upon: more inclusion

Head - Trying to think about ways to move from identifying problems to coming up with solutionsHeart - Overwhelmed, but excited about what the next few years will look likeFeet - Continuing to talk + listen to students and coworkers from different backgrounds

Appreciate action steps and any guides & guidelines. Our challenge is to codify our efforts, make them part of the ongoing policy and practice. With staff turnover, we need to ensure that we aren't re-learning the same things over and over.

Would love to connect with my group offline....

How can we connect with our group?

I can very kuch relate with this...

*much

Maurice - email info@naaweb.org and we can help you out once the webinar closes

everybody got something to say but nothing to DO! SMH

I think we need to formalize what we already do and build on that, starting with Discovery to make sure that we as the leaders are connecting with staff and have common language. I feel like we have been assuming for a while now.

Maurice - Would love to connect! My email is melissat@childrensmuseum.org.

'What is it called" water/lilly/root ? do you have a link to this resource...it sounds great!

Ideas around practices for limiting biases in work culture, management, hiring and recruitment, and actively engaging in conversations around bias with our youth that relate to our DEI work.

Have a private meeting with manager and get them to commit to what they will and will not be willing to change. That way, you can begin to compromise.

same here, Maurice! Im at gbhatthandley@higherachievement.org

That happens with us too Jameelah! Or that folks want to do something but what they want to do is that surface-level, 4F diversity stuff rather than the hard work that leads to positive outcomes

exactly @Bonnie

thanks

Thank you, Jimena and everyone!

when is the next one!! this was great!

2 Weeks?

we need more than 45 minutes for sure!

Thank you! We had great discussion. Have the best day everyone!!! :)

Head - I am going to make this happen Heart - open (thank you for making this a comfortable space) Feet - Added to board agenda!

THANKS!

I think we've done a lot of discovery and have a strong level of commitment in people, time, money, and resources to move the needle in this work