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Date: July 16, 2015

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Date: July 16, 2015

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  1. Our Collective Power A Persimmon Paper on the YWCA USA Mission to Eliminate Racism Date: July 16, 2015

  2. What is a Persimmon Paper? A Persimmon Paper is a YWCA USA adaptation of what is more commonly referred to as an organizational “White Paper.” The Persimmon Paper on the YWCA USA Mission to Eliminate Racismis the first in a series of Persimmon Papers designed to foster sharper mission clarity and insight for the YWCA collective

  3. What is a Persimmon Paper? • Persimmon Papers will: • Generate passionate and practical discussions of our mission and its impact • Foster and institutionalize mission impact mindfulness • Serve as a primary internal resources on specified areas of our mission • Be a primary source and subject of training and development materials • Be used to onboard new staff and board members • Be a primary source for the development of external communications materials • Be packaged, branded and electronically distributed to associations • Be housed on the YWCA USA intranet

  4. Table of Contents • Introduction • Our Mission to Eliminate Racism • Race (Still) Matters • Assets & Liabilities • Needs & Opportunities • Shared Language • Conclusion

  5. Our Mission to Eliminate Racism The YWCA is a social justiceorganization and movement with over 150 years of experience providing direct service to, collaborating with, and advocating on behalf of the most vulnerable people in our society including low wage workers, the unemployed, women and girls, people of color, English language learners, immigrants, abuse survivors, as well as members and veterans of the military.

  6. Our Mission to Eliminate Racism We have a deep and abiding commitment to work on issues of economic, gender, and racial justice; particularly in the places where these systems of oppression overlap each other. Despite our long history as an anti-racist multiracial women’s social justice organization, it is important that each generation of the movement assess our progress in mission fulfillment and explore new ways to enhance our capacity to efficiently and effectively increase our mission impact.

  7. Our Mission to Eliminate Racism

  8. Our Mission to Eliminate Racism • Our current mission commitment to eliminate racism is the direct result of our historical struggle to become an anti-racist and inclusive organization, at all levels of leadership and service. Our story is one of women becoming fully persuaded that it is an impossible task to empower all women without also addressing institutional and structural racism.

  9. Race (Still) Matters Despite persistent social, political, and environmental inequities, in 2015 there are those who question the relevance of focusing on issues of race and racism.   Our organizational history as well as current data will not let us forget that race still matters. Race still matters, because racism is only one component of the complex system of oppression that includes sexism, classism, ableism, ageism, and heterosexism and each one supports and reinforces the other. Race still matters, because the rules and standards of our society are not (race) neutral.

  10. Race (Still) Matters The Data

  11. Race (Still) Matters The Data

  12. Race (Still) Matters In the Persimmon Paper, we use place data concerning women of color at the center of our exploration, using it as a window to explore the impact of race in our modern society. Women of color are overly represented in low wage jobs and industries that provide little to no benefits or professional development opportunities.

  13. Race (Still) Matters The Data

  14. Race (Still) Matters The Data

  15. Race (Still) Matters The Data

  16. Race (Still) Matters The Data Review • Women of color will comprise the majority of all women in the future. However, current research tells us that women of color are: • overly represented in low-wage sectors with few benefits or opportunities for professional growth • continue to earn less money than both their White female counterparts and men of color • need twice as much education to get the same job as White men or White women • due to historical wealth inequities, their communities bear the brunt of negative impacts during economic downturns and are the last to feel any relief during economic recovery.

  17. Race (Still) Matters The Data Despite any and all “signs of racial progress” just this scant review of the economic picture for women of color confirms that race, indeed still matters. So: • What happens to the United States if we do not reverse these trends by 2050, when women of color are the numerical majority? • How will this impact our relationships, communities, and economies?

  18. Race (Still) Matters The Data: What it Means • Women of Color should be in the center of any conversation about the American economy! • it is in our best interest to close racial gaps so we can begin to create a society and workforce that will sustain U.S. competitiveness on the global stage • YWCA USA is uniquely qualified to position itself as a leader in this area

  19. Assets & Liabilities

  20. Assets & Liabilities • Working Across Lines or Categories of Difference • Solidarity vs. Tokenism • Expanding Membership Base • Broader Participation vs. Shared Core Identity • Historical Amnesia vs. Historical Shame • Continuum of Response • Comprehensive vs. Capacity • Community Specific Programs and Services • Local Responsiveness vs. National Brand

  21. Needs Four things we need to enhance our mission impact in the area of racial justice: • Explicitly identify our (new) core shared identity • Re-engage young people (18-29) in the movement at all levels • Build partnerships with credible organizations and institutions around racial justice issues • Develop a national strategy for racial justice work

  22. Needs

  23. Needs We suggest that the most appropriate concept to articulate our present and future shared core identity is Social Justice. • The YWCA USA has a vision of the world where all groups of people can live (and be perceived) as fully human on all levels. • The YWCA USA has developed and strives to maintain an anti-oppression orientation to our work • YWCA USA is dedicated to the process and goal of addressing both the symptoms and root causes of institutional and structural “isms.”

  24. Opportunities • Mission Impact Framework • Signature Platforms • Racial Justice & Civil Rights • Empowerment & Economic Advancement of Women & Girls • Health & Safety of Women & Girls • Signature Outcomes • 1 for each Platform • Multi-year focus • Collective Impact

  25. Opportunities Mission Impact Framework • Signature Events and Campaigns • Stand Against Racism • Model Programs   • Race Against Racism (for example) • Mission Impact Groups • Racial Justice & Civil Rights • Commitments • Leadership • Young Women & Girls • Global

  26. Shared Language Far too often, conversations about “race” become frustratingly circular and unproductive because those involved in the conversation do not share a language of “race.” For example, it is extremely difficult to address racism when one person believes that racism is primarily an issue about individual feelings, choices and experiences whereas another person understands racism to be primarily about institutional and structural aspects of our society that have a disproportionately negative impact on people of color.

  27. Shared Language The collection of terms and definitions in this glossary is our shared language of race and racial justice across our movement. It is only by fully committing to this shared language that we will be able to effectively and efficiently harness our collective thinking and move toward meaningful action and measurable impact.

  28. Shared Language • Power • Privilege • Multi-issue Literacy • Spectrum of Violence • Race • Racism • Racial Profiling • Equity vs. Equality • Racism vs. personal bias or prejudice • Inclusive Organization • Social Justice

  29. Appendices A. Photo Index B. Figure Index C. Sources & Resources D. Theory of Change Handout • Reflections on YWCA Organizational Development • Mission Impact Staff List

  30. Uses • Internal Document • Staff Training • Board Development • Communications & IT Staff • Create internal and external Talking Points • Create external documents to share with stakeholders • Create common website and social media verbiage

  31. Persimmon Paper: FAQ’s Q: Where can I find the Persimmon Paper ? A: YWCA Intranet Page; Online and Professional Print (Bleed) Versions Q: Can I order more hardcopies of the paper and/or Executive Summary? A: Yes, Contact Press Express: print@pressexpressinc.com; (202) 429-5550; www.pressexpressinc.com.

  32. Persimmon Paper: FAQ’s Q: Can I share the paper with friends, colleagues, or stakeholders outside of the YWCA ? A: Persimmon Papers are intended for internal audiences only. Do not share the paper with anyone who is not a current staff, volunteer, or board member of a YWCA. Over the next year various departments, such as Communications and Development, will explore the paper and develop documents and/or talking points designed specifically for sharing with external audiences.

  33. Persimmon Paper: FAQ’s Q: What is the cost to order hard copies? A: Persimmon Paper; $17.85 each, plus tax and shipping -64 pgs, color, double-sided, bleed -Cover on 100lb gloss paper -Insides printed on 28lb color paper -Saddle stitch 2. Executive Summary; $2.50 each, plus tax and shipping -8 pgs color, double-sided, bleed -28lb color paper, saddle stitch 3. 1 of each, $20.90 before tax plus shipping Q: Where can I submit suggested edits, revisions or other feedback? A: missionimpact@ywca.org

  34. Persimmon Paper Q & A

  35. Our Collective Power A Persimmon paper on The YWCA USA Mission to Eliminate Racism • Thank you for participating!!! • Donte Hilliard, Director of Mission Impact YWCA USA • dhilliard@ywca.org