Achieving Racial Equity: Calling the Social Work Profession to Action

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DC 20002-4241 ACHIEVING RACIAL EQUITY: 202.336.8393 CALLING THE SOCIAL WORK PROFESSION TO ACTION

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ACHIEVING RACIAL EQUITY: CALLING THE SOCIAL WORK PROFESSION TO ACTION

Achieving Racial Equity: Calling the Social Work Profession to Action was sponsored by the NASW Foundation’s Social Work Policy Institute (SWPI). We would like to thank Casey Family Programs (www.casey.org) for their providing partial financial support for the think tank. We would also like to thank members of the Anti-Racist Alliance (http://antiracistalliance.com/) and staff and organizers with The People’s Institute for Survival and Beyond (www.pisab.org) for their important contributions to the think tank and to this report.

The NASW Foundation and its Social Work Policy Institute especially thank the planning group – Mary Pender Greene, Sandra Bernabei, Meizhu Lui, Joyce James, Bayard Love – for their active involvement, working with Joan Levy Zlotnik, to bring this think tank to reality.

T A B L E O F CONTENTS

About the Symposium ...... 1

Overview ...... 1

Choosing the Participants ...... 2

Symposium Structure ...... 2

Laying the Ground Work ...... 3 FOR MORE INFORMATION CONTACT The Basics of Color-Blind Racism ...... 3

Joan Levy Zlotnik, PhD, ACSW Undoing Racism ...... 5 Director, Social Work Policy Institute Identifying Anti-Racist Community Organizing Principles for Achieving Rac 750 First Street NE, Suite 700 What Can We Learn from Current Targeted Efforts...... 8 Washington, DC 20002 Texas Health & Human Services ...... 8 202.336.8393 [email protected] Casey Family Programs ...... 8

SocialWorkPolicy.org Region of Seattle ...... 9

Boston Public Health Commission ...... 1

Associated Black Charities ...... 1

Developmental Stages of Achieving Racial Equity: Lessons from Social Recommended Citation – Social Work Policy Institute (2014). Work-Connected Initiatives ...... 1

Achieving Racial Equity: Calling the Social Work Profession to Evaluating Racial Equity Guidelines ...... 1 Action. Washington, DC: National Association of Social Behavioral Health Disparities Initiative – National Association of Dean ...... 13 Workers. Anti-Racism at Smith College School for Social Work...... 14 Additional copies of the report can be downloaded from the Developing an Action Agenda ...... 16 Social Work Policy Institute’s website, SocialWorkPolicy.org. Recommendations ...... 17

Conclusion...... 19

References ...... 20

Appendix ...... 21

ACHIEVING RACIAL EQUITY: CALLING THE SOCIAL WORK PROFESSION TO ACTION

T A B L E O F CONTENTS

About the Symposium ...... 1

Overview ...... 1

Choosing the Participants ...... 2

Symposium Structure ...... 2

Laying the Ground Work ...... 3 FOR MORE INFORMATION CONTACT The Basics of Color-Blind Racism ...... 3

Joan Levy Zlotnik, PhD, ACSW Undoing Racism ...... 5 Director, Social Work Policy Institute Identifying Anti-Racist Community Organizing Principles for Achieving Racial Equity: 750 First Street NE, Suite 700 What Can We Learn from Current Targeted Efforts...... 8 Washington, DC 20002 Texas Health & Human Services ...... 8 202.336.8393 [email protected] Casey Family Programs ...... 8

SocialWorkPolicy.org Region of Seattle ...... 9

Boston Public Health Commission ...... 10

Associated Black Charities ...... 11

Developmental Stages of Achieving Racial Equity: Lessons from Social Recommended Citation – Social Work Policy Institute (2014). Work-Connected Initiatives ...... 13

Achieving Racial Equity: Calling the Social Work Profession to Evaluating Racial Equity Guidelines ...... 13 Action. Washington, DC: National Association of Social Behavioral Health Disparities Initiative – National Association of Deans & Directors ...... 13 Workers. Anti-Racism at Smith College School for Social Work...... 14 Additional copies of the report can be downloaded from the Developing an Action Agenda ...... 16 Social Work Policy Institute’s website, SocialWorkPolicy.org. Recommendations ...... 17

Conclusion...... 19

References ...... 20

Appendix ...... 21

DEFINING RACIAL EQUITY participants share NASW’s commitment towards racial equity and have OVERVIEW to “...strive to end discrimination, developed practical knowledge about The symposium conveners ascribe to the poverty and other forms of social what does and does not work. Racial Equity definition used by the Center injustice” (NASW, 2008). Presentations were designed to for Assessment and Policy Development: catalyze conversations among all “Racial equity is the condition that would be “If our society can successfully tackle its treatment of people who are “different” by participants in order to draw out the achieved if one’s racial identity no longer DEFINING INSTITUTIONAL collective wisdom of the group. virtue of the social category of race, it will have changed the manner in which it views, predicted, in a statistical sense, how one OR STRUCTURAL RACISM fares. When we use the term, we are The symposium speakers included As cited in Institutional Racism & understands, and responds to ‘differentness’ in other forms” thinking about racial equity as one part of Eduardo Bonilla-Silva (Duke University); the Social Work Profession: A Call racial justice, and thus we also include work Ron Chisom, Kimberly Richards and to Action (NASW, 2007): (National Association of Social Workers [NASW], 2007). to address root causes of inequities not just Diana Dunn (The People’s Institute for their manifestation. This includes “Institutional or Structural Racism is the Survival and Beyond); Joyce James elimination of policies, practices, attitudes social, economic, educational, and political (Race Equity Consultant); Ralph Bayard and cultural messages that reinforce forces or policies that operate to foster (Casey Family Programs); Diane to implement specific strategies to November 17 and 18, 2013 at s of 2013, there is not a single differential outcomes by race or fail to discriminatory outcomes or give preferences Bell-McKoy (Associated Black change their own practices and the NASW’s national office in Washington, Aprofession in the United States eliminate them.” to members of one group over others, Charities); Erline Achille (Boston Public institutions in which they work. DC. The think tank received partial (U.S.) that requires its professionals to derives its genesis from the origins of Health Commission); Mary Flowers funding support from Casey Family demonstrate an understanding of Center for Assessment and Policy Development race as a concept (Barker, 2003; Soto, (City and Region of Seattle); Joseph Thus, there is a need to build on Programs and was planned by an structural racism, nor has a single www.racialequitytools.org/glossary# 2004). Race as a biological fact has been Barndt (Founder, Crossroads Ministry); ‘cultural competence’ frameworks interdisciplinary group including SWPI profession or association established racial-equity invalidated by biologists and geneticists, Ruby Gourdine (Howard University); NASW, 2001; 2007) to develop a director Joan Levy Zlotnik and New an official base of competencies to but race as a social construct is very real. Joshua Miller (Smith College) and Laura practical and actionable ‘racial equity’ York City NASW chapter leaders address race and racism. Physical traits still have meaning as Lein (University of Michigan) (See framework. Cultural competence is a Sandra Bernabei and Mary Pender > CHOOSING THE markers of social race identity. It is this Speaker Biographies – Appendix 3). Still, in every institution we touch, useful and necessary practice Greene, along with anti-racist PARTICIPANTS social race identity that confers placement framework; however, it is insufficient to community organizers/race equity data show that white people have Symposium organizers sought to in the social hierarchy of society, and The following section summarizes the achieve racial equity. It is not just how experts Joyce James, social worker from considerably better outcomes, even convene leading national race equity thereby access to or denial of privileges, presentations and discussions of the we relate and interact and understand Texas, Bayard Love of Boston and when we control for a host of other experts; key social work stakeholders power, and wealth (Smedley & one-and-one-half-day symposium. It is people in our individual interactions, Meizhu Lui of Hawaii. factors. Recent killings of young men from all facets of the social work Smedley, 2005).” followed by identification of key themes we also need to understand how our like Trayvon Martin, the lack of legal profession — including practitioners, and an agenda for action. The systems and services are structured. The Achieving Racial Equity symposium repercussions, and the ensuing national policy makers, organizers, appendix provides links to a number of brought renewed attention to the conflict underscores the urgency of administrators, researchers and > SYMPOSIUM STRUCTURE resources that served as background In addition to being culturally strategies outlined in NASW’s deepening our efforts to address academicians; along with funders, and The symposium was comprised of a for the symposium along with resources competent, it is essential for NASW to Institutional Racism & the Social Work institutionalized racism. While the U.S. community organizers who are series of presentations, facilitated identified at the symposium that can be 1) officially define racism as a systemic Profession: A Call to Action (2007) and has made some gains with respect to committed to undoing racism and exercises, discussions, and small helpful in guiding the implementation of phenomenon, 2) set actionable built on NASW’s leadership in representation and race relations, the achieving racial equity. (For the List of workgroups. (See Appendix 1 for the action steps. competencies to guide professional development of standards and country is hungry for an effective way Participants see Appendix 2). The think the Symposium Agenda). All were development, and 3) develop best indicators for achievement of cultural to achieve racial equity. tank provided an opportunity to learn focused on: practices for planning, executing and competence in social work practice from each other and to consider how > understanding the roots and current measuring the reduction and eventual (NASW 2001; NASW, 2006). As with Given NASW’s primary mission “to we can most effectively fulfill our manifestations of institutional and elimination of racial inequity. NASW’s 2007 document, symposium enhance human well-being and to help responsibility to address structural structural racism and organizers believe that by being meet the basic human needs of all racism by changing our own behavior, > identifying principles, practices, and With these goals in mind, the NASW rigorous and tenacious in our work for people, with particular attention to the sharing power, and helping change the analysis that are effective for under the auspices of its Social Work racial equity, we will drastically needs and empowerment of people functioning of institutions and undoing them. Policy Institute (SWPI), convened a think improve outcomes for all populations. who are vulnerable, oppressed, and organizations. Organizers designed the tank symposium, Achieving Racial living in poverty,” (NASW, 2008), group to be interdisciplinary, Symposium organizers selected Equity: Calling the Social Work social workers should be leading efforts intergenerational, and multi-racial. presenters and panelists whose Profession to Action that was held on Many of the participants are current networks and organizations have leaders and members of NASW; all demonstrated significant progress

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> The first frame is “Abstract > The third is “Cultural Racism,” which The participants agreed that color- LAYING THE GROUNDWORK Liberalism,” which uses ideas explains racial inequity by blaming blind ideology exists largely as Dr. associated with political liberalism the culture of certain racial groups, Bonilla-Silva has described it and that (e.g. equal opportunity) and and allowing whites to dodge social work educators should ensure responsible for creating and all but replaced Jim Crow racism. economic liberalism (e.g. responsibility for systemic realities that all professionals in the field be popularizing the field of anti-racist Bonilla-Silva labels this new ideology individualism) in an abstract way to that create inequity. Since biological equipped to identify it, and interrupt it community organizing as currently color-blind racism. explain and ultimately justify racial superiority has been disproved ad in themselves, in their institutions, and taught and utilized in social work inequity. By framing race-related nauseam, the cultural frame provides in others. In addition, they should be education programs and related > That this ideology (color-blind racism) issues in the language of liberalism, a palatable and seemingly able to correct it in a disarming way organizations across the United States. supports the new racial order (called whites can appear ‘reasonable’ and sophisticated explanation of inequity. with accurate facts about the present the “new racism”) that also emerged even ‘moral,’ while opposing almost For example, “People in our (white) day manifestations of racism. in the 1960s and 1970s. all practical approaches to deal with community really value education, ABOUT THE PEOPLE’S de facto racial inequity. For which I think accounts for why our For example, in response to INSTITUTE FOR SURVIVAL “Minimization of Racism,” and the > That there are core elements of the example, “I am all for equal schools do so well.” Two presentations laid the groundwork AND BEYOND suggestion that, “I have no doubt that ideology – frames, style, and opportunity, that is why I am against for the deliberations at the symposium. there is discrimination, but there are Founded in the early 1980s in partnership story-lines - that can be identified affirmative action” or “Parents should > The fourth is “Minimization of plenty of jobs out there for people who with Civil Rights champions Anne Braden, and interrupted. have a right to send their kids where Racism,” which suggests The first was provided by Eduardo are willing to work,” social workers C.T. Vivan, Jim Dunn, and others, The they want to for school, which is why discrimination is no longer a central Bonilla-Silva of Duke University who set should be prepared to create an People’s Institute analysis is rooted in and This new racial order in the post-civil I am against any action that could factor affecting life chances for the stage by helping the participants opportunity for learning about the has been refined through lessons of decades rights era (what Bonilla-Silva calls reasonably reduce continued people of color. Minimization allows understand the ideology “Color-blind structural nature of racism, and be able of anti-racist community organizing. After “new racism”) includes racial practices Racism” - how we have been socialized segregation of schools.” whites to seem like they understand to cite several examples that show that over 40 years of organization and training, that tend to be subtle, institutional, and to believe we are in a post racial era, and acknowledge the existence, or jobs are more available for The People’s Institute is still considered one avoid direct racial references. For and how that belief actually helps > The second frame is at least the former existence of hard-working whites than they are for of the most relevant and practical anti-racism example, to maintain “racial order” maintain and further entrench existing “Naturalization,” which allows discrimination, while dismissing any equally hard working Blacks. Two training programs in the country. The 2002 in fancy stores nowadays, blacks and racial inequity. Eduardo is an whites to justify racial inequities by attempts to eliminate current day studies that further explore the myth of Aspen Institute Survey “Training for Racial other people of color may be internationally acclaimed sociologist suggesting they are natural inequity. For example, “I have no this frame are the 2003 National Equity and Inclusion,” an in-depth review and monitored, asked “May I help you” and leading scholar on the study of occurrences. For example, whites doubt that there is discrimination, but Bureau of Economic Research study, comparison of 10 top-ranked anti-racism several times, or even accused of structural racism and racial ideology. can ignore the history of legal and there are plenty of jobs out there for “Are Emily and Greg more employable programs from across the United States, stealing things or using fraudulent credit cultural practices, and explain people who are willing to work.” than Lakisha and Jamal?” (Bertrand & identified The People’s Institute for exemplary cards. While current manifestations of The second presentation was by Ron neighborhood segregation (which Mullainathan, 2003) and the 2003 practice in transforming individuals, group racism seem to be ‘non-racial,’ they are Chisom, Diana Dunn and Kimberly leads to disparate resourcing of Think tank participants used case study by Devah Pager, “The Mark of a dynamics and social structures just as effective as Jim Crow practices Richards of The People’s Institute for schools, public works, home values, examples of color-blind ideology in Criminal Record” (Pager, 2003) (www.aspeninstitute.org/sites/default/ for maintaining racial inequity in every Survival and Beyond (PISAB). It and private investment in order to identify which logic frame files/content/docs/rcc/training.pdf). aspect of life. provided a taste of PISAB’s Undoing communities of color), by claiming applied and discussed how commonly For a full description of color-blind Racism/Community Organizing® According to Bonilla-Silva, by that it is natural for people to want to such situations occur in our daily lives. ideology, see Bonilla-Silva’s Racism workshop, helping to ensure that the understanding the “frames” - core be around people that look and feel Participants found that the elements of Without Racists: Color-blind Racism symposium participants developed a > THE BASICS OF arguments or themes - of the ideology, like them. For example, “I think it’s the ideology are prolific in their own and Racial Inequality in Contemporary common understanding of racism by COLOR-BLIND RACISM we can easily see how colorblind natural for people to feel more thinking, their conversations and America (2013, 4th Ed.) or White examining the relationship between An Outline of the Dominant Racial ideology manifests in our own thinking, comfortable around people that look interactions with others, and in their Supremacy and Racism in the Post-Civil racism and poverty and power; the role the words and writings of others, and like them, which is why I don’t have institutions and policies. Rights Era (2001). that social work and other professions Ideology of the Post-Civil Rights Era the collective actions of our programs a problem with the fact that 80% of play in power relationships; Dr. Eduardo Bonilla-Silva presented and institutions. Together, these frames children in underfunded urban establishing a common definition of three main claims in his presentation on create a flexible and virtually school districts in the U.S. are racism; and, identifying the codification color-blind ideology. impenetrable wall that allows current Black and Latino.” and legalization of race and whiteness. racial inequity to go on uncontested. The People’s Institute is a collective of > That a new, more sophisticated, anti-racist, multicultural community seemingly non-racial ideology organizers and educators that is largely emerged in the late 1970s and has

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The diagram is an analysis that helps understanding how it works together > Focus on diagnosis – not solution UNDOING RACISM make several key points. First, with the criminal justice system and > Require disclosure of information institutions have historically and every other system. about one’s personal life for systematically (albeit not always entirely service access. that all systems - including the current others, communities, and the world. intentionally) pulled decision-making Fourth, and most importantly, the PISAB > Dominant culture forces their values social service system - help keep people Many of us who purport to be change power away from the communities they suggests that social workers shift from on people who do not share them poor and maintain racial inequity. By agents have actually been so deeply seek to ‘empower’ or ‘serve’. As a result, using a ‘needs analysis’ or ( e.g., requirements for foster parents understanding how service providers socialized about what is normal, what the power to influence health, economic ‘victim-analysis’ to a ‘power analysis.’ or kinship care providers to have and institutions contribute to inequity, is valuable, and what is possible and and social resources lies almost entirely In the words of Ron Chisom, “People certain size bedrooms available). we can begin to see new openings for not possible, that we stop ourselves outside of the hands of poor communities. are not poor because they lack our > Cultural competency and diversity effective action and organizing. from pursuing transformational change The PISAB suggests that this is true of all programs or services. People are poor focuses on people of color – we do before we even confront any formal institutions, including the institutions because they lack power.” What not study diversity of white cultures. NASW CEO, ANGELO resistance. In addition to ‘internal’ or represented by the participants. follows, logically, is that our racial equity > Receive funding in the name of McCLAIN, ON THE ‘implicit’ socialization stopping work must work to restore power to communities without involving them IMPORTANCE OF potential change agents/organizers Second, the exercise underscores the communities that have been historically > UNDERSTANDING in the needs assessment, planning, COMMUNITY from pursuing change, organizational way that people, organizations, and and systematically disempowered. WHY PEOPLE ARE POOR decision-making and implementation ORGANIZING: constraints reinforce ‘business as usual’ institutions work as systems, which processes. AND THE IMPORTANCE through policies, procedures, cultural challenges prevalent thinking that can To understand where social workers “We must return community organizing to OF POWER norms, funding sources, promotions and isolate certain pieces of systems, while and social institutions fit into this > Setting hours, locations, and its prominence in social work, not only to Although the usual Undoing Racism/ demotions, etc. leaving other pieces off the table of arrangement of power the trainers procedures that are convenient fulfill our commitment to social justice but Community Organizing® workshop is analysis. For example, advocacy efforts introduced the concept of gatekeeping. for employees and not convenient to clinical practice as well.” two days, the three People’s Institute The second piece explored how to may focus on improving the academic The concept suggests that social for clients leaders, in a little more than three analyze power and how to begin to performance of Black men, while failing workers are among many who serve as > Being disrespectful or setting a low answer the question, Why Are People bar for service quality, based on a hours, took the participants through a The PISAB believes that an effective, to take into account that these same gatekeepers. Whether they intend it or are Poor? To help frame this view that clients are ‘lucky’ to be high-level overview of several key broad-based movement for social students are disproportionately not, social workers typically serve as conversation, the trainers developed a receiving any services at all, concepts – focusing on why people are transformation must be rooted in the disciplined; or looking at particular agents of social control, holding power ‘Foot of Oppression,’ (Image 1) based on especially if they are offered for poor, understanding power and white following Anti-Racist Community schools’ performance, while failing to over people in poor communities rather interactive feedback from participants. privilege, defining racism, and Organizing Principles: look at the larger educational system, than always engaging with the free or at a reduced cost. graphically depicting the cross-systems > Undoing Racism which includes the processes and communities to restore decision-making nature of power-imbalance and > Learning from History organizations through which statewide power or to work in ways that establish systemic racism that are at the root of and city-wide educational resources are mutual accountability. Although social WORDS MATTER > Sharing Culture economic and racial inequity. allocated, and the institutions and and human service workers may intend > Developing Leadership Achieving racial equity requires that we processes through which teachers and to be accountable to the people they > Maintaining Accountability consider expressions that we might use The PISAB stresses the importance of administrators are trained. serve, they are - in reality - accountable > Networking every day that can be considered examples using anti-racist community organizing to the institutions that pay them, > Analyzing Power of color-blind racial micro-aggressions. strategies to undo racism and sees their Third, the exercise forces participants to credential them, evaluate them, and Examples include: work as building on generations of > Gatekeeping consider the need for a cross-systems ultimately decide whether to promote or > Issuing a white paper work for equity in the U.S. and abroad. > Undoing Internalized view. For example, the criminal justice fire them. In this sense, gatekeepers > White collar Their approach includes proactively Racial Oppression system is intricately interwoven with the often find themselves trapped and > White line bringing culture and humanity back into > Identifying and Analyzing education system—with increasing conflicted. It is through proactively > Being at the bottom of the totem pole systems and institutional culture, Manifestations of Racism police presence in schools, criminal organizing with the communities that > Washington Redskins analyzing and addressing the current (PISAB, n.d.) records being a primary factor that can they serve that they can become > Indian giver arrangements of power and prevent entrance to college, and the ‘liberated’ and begin the process of > In a black hole accountability, understanding history as This symposium presentation prison industry predicting demand for restoring power to poor communities. > Blacklist it relates to our current reality, and began with an exercise and prison beds based on school test > Blackball analyzing internalized racial discussion on socialization: the scores. It has become impossible to Some examples of ways gatekeepers oppression to enable people to work ways that all human beings are Image 1: Diagram of ‘The Power Analysis.’ spur transformation in the education hold power over the people they serve together more effectively. Together, necessarily encouraged or conditioned This is a content trademark of The People’s system without incorporating a deep are as follows: these elements help identify the ways to hold certain beliefs about themselves, Institute for Survival and Beyond.

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The diagram is an analysis that helps understanding how it works together > Focus on diagnosis – not solution UNDOING RACISM make several key points. First, with the criminal justice system and > Require disclosure of information institutions have historically and every other system. about one’s personal life for systematically (albeit not always entirely service access. that all systems - including the current others, communities, and the world. intentionally) pulled decision-making Fourth, and most importantly, the PISAB > Dominant culture forces their values social service system - help keep people Many of us who purport to be change power away from the communities they suggests that social workers shift from on people who do not share them poor and maintain racial inequity. By agents have actually been so deeply seek to ‘empower’ or ‘serve’. As a result, using a ‘needs analysis’ or ( e.g., requirements for foster parents understanding how service providers socialized about what is normal, what the power to influence health, economic ‘victim-analysis’ to a ‘power analysis.’ or kinship care providers to have and institutions contribute to inequity, is valuable, and what is possible and and social resources lies almost entirely In the words of Ron Chisom, “People certain size bedrooms available). we can begin to see new openings for not possible, that we stop ourselves outside of the hands of poor communities. are not poor because they lack our > Cultural competency and diversity effective action and organizing. from pursuing transformational change The PISAB suggests that this is true of all programs or services. People are poor focuses on people of color – we do before we even confront any formal institutions, including the institutions because they lack power.” What not study diversity of white cultures. NASW CEO, ANGELO resistance. In addition to ‘internal’ or represented by the participants. follows, logically, is that our racial equity > Receive funding in the name of McCLAIN, ON THE ‘implicit’ socialization stopping work must work to restore power to communities without involving them IMPORTANCE OF potential change agents/organizers Second, the exercise underscores the communities that have been historically > UNDERSTANDING in the needs assessment, planning, COMMUNITY from pursuing change, organizational way that people, organizations, and and systematically disempowered. WHY PEOPLE ARE POOR decision-making and implementation ORGANIZING: constraints reinforce ‘business as usual’ institutions work as systems, which processes. AND THE IMPORTANCE through policies, procedures, cultural challenges prevalent thinking that can To understand where social workers “We must return community organizing to OF POWER norms, funding sources, promotions and isolate certain pieces of systems, while and social institutions fit into this > Setting hours, locations, and its prominence in social work, not only to Although the usual Undoing Racism/ demotions, etc. leaving other pieces off the table of arrangement of power the trainers procedures that are convenient fulfill our commitment to social justice but Community Organizing® workshop is analysis. For example, advocacy efforts introduced the concept of gatekeeping. for employees and not convenient to clinical practice as well.” two days, the three People’s Institute The second piece explored how to may focus on improving the academic The concept suggests that social for clients leaders, in a little more than three analyze power and how to begin to performance of Black men, while failing workers are among many who serve as > Being disrespectful or setting a low answer the qu estion, Why Are People bar for service quality, based on a hours, took the participants through a The PISAB believes that an effective, to take into account that these same gatekeepers. Whether they intend it or are Poor? To help frame this view that clients are ‘lucky’ to be high-level overview of several key broad-based movement for social students are disproportionately not, social workers typically serve as conversation, the trainers developed a receiving any services at all, concepts – focusing on why people are transformation must be rooted in the disciplined; or looking at particular agents of social control, holding power ‘Foot of Oppression,’ (Image 1) based on especially if they are offered for poor, understanding power and white following Anti-Racist Community schools’ performance, while failing to over people in poor communities rather interactive feedback from participants. privilege, defining racism, and Organizing Principles: look at the larger educational system, than always engaging with the free or at a reduced cost. graphically depicting the cross-systems > Undoing Racism which includes the processes and communities to restore decision-making nature of power-imbalance and > Learning from History organizations through which statewide power or to work in ways that establish systemic racism that are at the root of and city-wide educational resources are mutual accountability. Although social WORDS MATTER > Sharing Culture economic and racial inequity. allocated, and the institutions and and human service workers may intend > Developing Leadership Achieving racial equity requires that we processes through which teachers and to be accountable to the people they > Maintaining Accountability consider expressions that we might use The PISAB stresses the importance of administrators are trained. serve, they are - in reality - accountable > Networking every day that can be considered examples using anti-racist community organizing to the institutions that pay them, > Analyzing Power of color-blind racial micro-aggressions. strategies to undo racism and sees their Third, the exercise forces participants to credential them, evaluate them, and Examples include: work as building on generations of > Gatekeeping consider the need for a cross-systems ultimately decide whether to promote or > Issuing a white paper work for equity in the U.S. and abroad. > Undoing Internalized view. For example, the criminal justice fire them. In this sense, gatekeepers > White collar Their approach includes proactively Racial Oppression system is intricately interwoven with the often find themselves trapped and > White line bringing culture and humanity back into > Identifying and Analyzing education system—with increasing conflicted. It is through proactively > Being at the bottom of the totem pole systems and institutional culture, Manifestations of Racism police presence in schools, criminal organizing with the communities that > Washington Redskins analyzing and addressing the current (PISAB, n.d.) records being a primary factor that can they serve that they can become > Indian giver arrangements of power and prevent entrance to college, and the ‘liberated’ and begin the process of > In a black hole accountability, understanding history as This symposium presentation prison industry predicting demand for restoring power to poor communities. > Blacklist it relates to our current reality, and began with an exercise and prison beds based on school test > Blackball analyzing internalized racial discussion on socialization: the scores. It has become impossible to Some examples of ways gatekeepers oppression to enable people to work ways that all human beings are Image 1: Diagram of ‘The Power Analysis.’ spur transformation in the education hold power over the people they serve together more effectively. Together, necessarily encouraged or conditioned This is a content trademark of The People’s system without incorporating a deep are as follows: these elements help identify the ways to hold certain beliefs about themselves, Institute for Survival and Beyond.

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Finally the trainers addressed internalized see as innocent opposition. But there are racial oppression - inferiority and some objective truths here. Racism is a virus IDENTIFYING ANTI-RACIST COMMUNITY superiority - which is the way that racial that is growing clever at avoiding detection. groups have internalized and act out Race consciousness is real. Racial ORGANIZING PRINCIPLES FOR the belief that they are superior or assumptions and prejudices are real. inferior based on their place in the And racism is real. But these realities can ACHIEVING RACIAL EQUITY racial hierarchy. operate without articulation and beneath awareness. For those reasons, some can see The symbolic “Foot of Oppression” racism where it is absent, and others can 1. Leadership Development; pioneer in helping improve equity (Image 1) that was created demonstrated > WHAT CAN WE LEARN willfully ignore any possibility that it could 2. Development of a Culturally in our protective services programs how the health, economic and social ever be present.” FROM CURRENT Competent Workforce; and we want to put that same focus resources that can promote well-being TARGETED EFFORTS 3. Community Engagement; on all our HHS agencies.” exist external to poor communities. Blow ends his column with the following – There are key principles that are found 4. Cross Systems Collaborations; There are often limited services and “But nerves are raw, antennas are up and to be common across effective Additional information on Ms. James Next, the PISAB offered a definition of 5. Training Defined by Anti-Racist structures in many poor communities; race has become a lightning rod in the strategies that have been undertaken to efforts can also be found in an NASW racism as Race Prejudice PLUS Power. Principles; and it was not unusual as highways Obama era. This is not Obama’s doing, work toward achieving racial equity. To 6. An Understanding of the History of Lunchtime Series — All Things are developed, to have an interstate but the simple result of his being.” tease out elements that have proven to Not Equal: Institutional Racial They noted that ‘race prejudice’ is Institutional Racism and the Impact highway cutting off one community work in many disciplines and across Disproportionality & Disparity Across actually redundant since the concept of on Poor Communities and from another, making it harder to www.nytimes.com/2013/11/16/opinion/ different areas of the country, a panel Systems (www.socialworkers.org/ce/ ‘race’ has prejudice built into it but Communities of Color. access resources and services. blow-disrespect-race-and-obama.html? of leaders presented on their work to online/Resources/201334101136589 stressed that to effectively solve any ref=charlesmblow&_r=O achieve racial equity, with a focus on _FINAL_All%20Things%20Are%20Not problem, we must agree on an accurate During her time at Child Protective Thus, if we are to undo racism and what guiding principles have proven to %20Equal_PPT.pdf) and Building a definition of what the problem is. Services, the State of Texas actually achieve racial equity, it will take white be essential to their work. Culturally Responsive Workforce: began to see a reduction in the people working together with people of The Texas Model for Undoing As noted above, race as a biological disproportionality between white color and giving power to people of The panel was chaired by Joyce James, Disproportionality & Disparities in Child fact has been disproved by geneticists children and children of color, as well color to break down barriers, to ensure a race equity consultant from Texas Welfare, a webinar from the National and biologists; however as a social as a reduction of child welfare removals equitable opportunities and to promote who, in addition to moderating the Child Welfare Workforce Institute. construct it is alive and difficult to for children of all races. All of this was economic well-being and strong and panel, provided information about her address at every level of our nation’s done without reducing the safety of healthy communities. highly regarded work serving as the Casey Family Programs. institutions. In the United States we children who were able to remain with Assistant Commissioner of Texas Child Ralph Bayard of Casey Family have historically classified groups of their families and communities (Texas DISRESPECT, RACE & Protective Services and the Associate Programs provided information on people based on a specious Department of Family and Protective OBAMA Deputy Executive Commissioner, Center Casey’s long-standing leadership on classification called ‘race’ - with whites Services, 2010; 2011). Charles Blow, New York Times, for Elimination of Disproportionality addressing racial inequities with having state-sanctioned access to November 16, 2013 and Disparities and the State Office of regards to children. Bayard stressed power and privilege; and all others The work that had been done in child Minority Health at the Texas Health & the importance of: arranged in a hierarchy below white. In his opinion piece, Blow states — welfare was then expanded to all of Human Service Commission. While Black has always been at the “To what extent does this President’s race Health and Human Services through 1. Using data to start the conversation bottom of the racial hierarchy, other animate those loyal to him and those the creation of the Center for the Texas Health and Human Services ‘races’ have been able to move up and opposed? Is race a primary motivator or a Elimination of Disproportionality and about addressing inequities. Under Ms. James’ leadership, Texas down the continuum as was beneficial subordinate, more elusive one, tainting Disparities. Then-Commissioner Tom Seeing data that shows racial created “The Texas Model for the to whites (for examples, Irish people motivations but not driving them? To some Suehs spoke directly to the desire to inequity in their own institutional Elimination of Disparities and became classified as white, when it degree, the answers lie with the questioners. translate the child-welfare outcomes to outcomes helps many leaders Disproportionality” with a major target was more politically advantageous to There are different perceptions of racial the entire agency: engage in this work. Racial equity being the disproportionate number of the white collective). realities. What some see as slights, others work, Casey finds, is often African American and Native American “At the heart of all our programs perceived as being unrelated children in the foster care system. The and services, we’re about people. or only loosely to the core Texas Model is a set of principles that And we want to make sure that mission of human services have led to proven outcomes when every person is treated with respect organizations. When applied rigorously and consistently and dignity. Joyce has been a leaders see that their across an organization:

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PLACES TO WATCH: be receptive to a commitment to capacity to support healthy www.seattle.gov/rsji PROMISING PRACTICES understand and address racism in the communities for healthy people. TO ADDRESS RACIAL mid-1990s. The PISAB did not merely > To do this work requires the BPHC to DISPROPORTIONALITY come to Seattle to train, they organized figure out ways to address racial IN CHILD WELFARE with the community, engaging with justice in order to achieve health www.casey.org/resources/ students and parents, prisoners and equity. As an institution of 1100+ publications/PlacesToWatch.htm (2006) social workers over years of staff, spread across multiple sites – organizing. They were in people’s there is a need to prepare all staff to The Casey-CSSP Alliance for Racial Equity homes, organizations, churches and work effectively for racial justice. in Child Welfare documents strategies, businesses and helped the community activities, and trends emerging in ten understand what networking and Specific strategies that the BPHC has jurisdictions that are committed to reducing humanistic organizing felt like. undertaken include: racial disproportionality and disparity in their child welfare systems. Despite Ms. Flowers emphasized the importance 1. Create urgency. organizations are contributing to differences there are several common of leadership of people of color and of > Senior leadership and management the problem, it provides a themes, which suggest a trajectory for how white people in positions with bias in policy decisions and training going through an organizational child welfare agencies are choosing to have to buy into this process and compelling case for action. institutional authority who understood opportunities on the topic of race are change process to become an address the issue of racial equity. The also spend a significant amount of both their roles as gatekeepers and the numerous and varied. institution that promotes health equity Casey-CSSP Alliance for Racial Equity in time building the urgency and 2. Taking a macro view to analyze dynamics of internalized racial and racial justice principles and Child Welfare is a partnership of Casey making the case. the problems. oppression as being critical to meeting She cautioned that while great strides practices. More than two decades ago Family Programs, Annie E. Casey, Casey At the individual case level, the the challenge to include the community have been made in the development of racial health inequities were observed Family Services, Marguerite Casey 2. Have all levels participate – solutions and scope of the problem as partners in the effort. She stated that institutional tools to address racial bias, in the rate of infant mortality, which can Foundation, Jim Casey Youth Opportunities leadership, mid-level, staff, and might be less clear, and individual this was key because it resulted in understanding and practicing the be viewed as a primary indicator of Initiative, and the Center for the Study of community. child welfare workers might have thousands of people in communities principles of anti-racist community well-being of a society. Since then the Social Policy. > Mayor Menino has been a key less influence on creating change, and in institutions (including education, organizing are a critical companion BPHC found that racial health inequities supporter. one case at a time. religion, social services, government, piece. Without principles that guide the were also true across all kinds of > Executive Director, administrative juvenile justice etc.) being introduced to work to constantly examine how diseases, and social and environmental Information on several additional Casey staff, — everyone has had to Casey, through its strategic partnerships the analysis of power and a common internalized racial oppression is in factors. When rates of foreclosure were resources can be found in Appendix 4. embrace this. with states across the nation, has had definition of racism. Over time, this play, how accountable leadership from mapped with the rate of asthma and high impact influence by combining work altered institutional linguistics communities most impacted is other chronic illness, emergency room > Creation of the Center for Health efforts that: and resulted in a network that was developed and how power works in visits, heart disease rates, etc. - all Equity and Racial Justice with the Region of Seattle > use data to better understand based in communities. our gatekeeping roles, we run the risk impact the same particular communities aim to infuse this work in everything Mary Flowers, is an anti-racist children who are in out of home of bureaucracies interpreting and - the communities of color. Any health we practice. community organizer who works in care; By the year 2000, local politicians saw defining the pace and progress of inequities based on race are rooted in the City of Seattle’s Human Services > undertake strategies to address and felt the power of a multi-racial, racial equity work. The ultimate social, economic and environmental 3. Professional development for Department, and was introduced to The racial disproportionality and multi-generational base and quickly question is how are the communities injustices. Addressing persistent racial BPHC staff. People’s Institute Undoing Racism® understood the importance of at least most impacted defining and health inequities requires an > The People’s Institute Training - all disparities in service delivery; training as an employee of the City of talking about racism if they hoped to be experiencing racial equity progress? understanding of the history of racism staff were mandated to attend > build communities of hope to reduce Seattle in 1995. Ms. Flowers based her elected. By 2005, the city of Seattle, in the U.S. and how it operates today. workshop. the number of children in out of presentation in the PISAB organizing King County, the largest school district More information on the efforts in These are both required in order to > Developed a BPHC 2-day core home care; principles, focusing on racism, history, in the region, and many other agencies Seattle can be found at develop strategies aimed at closing the workshop with mandatory > help youth in the child welfare accountability, dynamics of internalized and institutions had adopted iterations www.seattle.gov/rsji. gaps in health outcomes. attendance on health equity and system establish their own identity oppression, networking, and of a commitment to addressing racism racial justice in order to: and understand their racial, ethnic gatekeeping. or social injustice. Today the linguistics : and cultural background through use Boston Public Health Commission Two elements of the BPHC approach » Increase staff understanding in many institutions in the region reflects Erline Achille, provided an overview of > The Commission needs to examine of “Knowing Who You Are;” and Ms. Flowers highlighted the long history on the relationship of cultural competence, social justice, the Boston Public Health Commission’s itself and how it works in order to > work with Tribal communities and of activism that made it possible for the racism, social conditions racial equity or equality. Institutions (BPHC) racial equity work, beginning develop innovative racially explicit with Native American populations. Seattle city and county governments to and health outcomes. have developed tools to address racial with setting the context for it. BPHC is practices that will build BPHC

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transactional, through direct services. It “colorblind” society and that by is intended to provide a roadmap for continuing to raise the role of race Anti-Racist Community Organizing Principles for Combating Institutional Racism and Achieving Racial Equity eliminating racialized disparities and as a causal factor in wealth and TO INVEST IN UNDOING RACISM AND HEALING – THE FOLLOWING SHOULD HAPPEN addressing structural barriers to health disparities, we are economic growth, with a focus on continuing to perpetuate racial strengthening the economic futures of divisions while ignoring very real children. This initiative addresses: progress. Progress has occurred Higher Education (College Readiness, and our agenda to increase our Access, and Completion); Workforce collective wealth is not about and Career Advancement; Business individual racial attitudes. It is not and Economic Development; an indictment of white citizens. In Homeownership and Foreclosure Maryland and all of America, as Prevention; Financial Literacy and much progress as has been made, Wealth-Building; and Health. In the past has left legacies of limiting » Support staff to promote health order to work toward the goals of access to opportunities inside of equity and racial justice in all this initiative, ABC recognizes that it our systems and institutions. These level of work. must partner with others and build legacies create racialized disparities » Create a culture of ongoing capacities. ABC is engaged with and unless we point them out with learning and professional growth the Aspen Institute’s Roundtable factual data, they are all but about health racial justice and on Community Change invisible to everyone – except for health equity. (www.aspeninstitute.org/policy-work/ those who directly feel their impact. » Develop common language and community-change). The Roundtable And their impact erodes your definitions that have become applies its theory of change approach children’s future and increases the officially sanctioned. to its multi-faceted work focused on economic burdens they will carry” achieving racial equity. (www.abc-md.org/wp-content/ 4. Be racially explicit. uploads/2014/01/ABC-More-in- Bell-McKoy, in the document that the-Middle-Initiative-Framework-II. 5. Practice inclusive community outlines the More in the Middle 0913.pdf), engagement. Initiative, An Economic Equity Approach to Transformative Change, For more information about Associated For more information, visit the Center’s directly addresses racial equity by Black Charities and its racial equity website at www.bphc.org/chesj/ challenging the public about why they work, including its role as a convener, pages/home.aspx. should care about the economic funder and advocate, visit security of others – www.abc-md.org/.

Associated Black Charities “The simple answer is our collective Diane Bell-McKoy of Associated Black economic future is dependent upon The following figure depicts the Charities (ABC) highlighted her our ability to move as many people anti-racist organizing principles that organization’s work, noting that in as possible to tax base contributors, were highlighted and discussed during making decisions about the projects rather than tax base takers. In so the presentations described above. funded by ABC, a race equity lens is doing, we also change the outcome They can be categorized as related used. ABC’s high profile More in the for thousands of children in the to data, analysis and outcomes, Middle Initiative is intended to be both region. But unfortunately, the anti-racist training and education, transformative – in terms of advocacy, argument usually advanced is and engagement. education and influencing policy – and that we now live in a virtually

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1. Data: Innovative Initiative: Eliminating Behavioral Health 2.1.7 Apply knowledge of human behavior DEVELOPMENTAL STAGES OF 2. Finance: Creative and Flexible Disparities for Racial and Ethnic Minority and the social environment. 3. Engagement: Parent and Community Populations: Workforce Development to 2.1.8 Engage in policy practice to address ACHIEVING RACIAL EQUITY 4. Kinship Services: Effective and Mobilize Social Work as a Resource the social determinants of health, Appropriate Use (www.naddssw.org/pages/wp-content advance social, economic, 5. Youth: Informed Practice /uploads/2010/10/Behavioral-Health- psychological and environmental Disparities-Literature-Review_Final.pdf), The continuum served as a starting Details on the BACW Racial Equity 6. Education: Collaboration and well-being and deliver effective the NADD project developed a point for panelists to engage about Strategy Areas are in the box below. Partnerships culturally-grounded social work resource guide, Advanced Social Work how anti-racist development has Gourdine provided an important example 7. Health: Thriving Children, Youth, and services to prevent, reduce and Practice Behaviors to Address evolved in their organizations. Most of how social work faculty engages in Families eventually eliminate behavioral Behavioral Health Disparities panelists found that their organizations strategic research partnerships with 8. Legal Services: Culturally Informed and health disparities. www.naddssw.org/pages/wp-content/ spanned multiple levels of Barndt’s agencies and foundations to achieve Competent 2.1.9 Respond to contexts that shape uploads/2013/10/Behavioral-Health- framework, and some objected to the improved outcomes for children and 9. Leadership: Culturally Competent practice. Disparities-e-pub.pdf. The guide is on notion of a linear path of anti-racist families and to move the needle on the 10. Program: Policies, Practice, Review, 2.1.10 Engage, assess, intervene and the Council on Social Work Education > LESSONS FROM SOCIAL transformation. Still, all agreed that race equity agenda. and Analysis evaluate with individuals, families, (CSWE)’s website as one of several WORK-CONNECTED social workers must assess the depth of groups, organizations and guides to identify advanced practice their interventions, because institutional communities. INITIATIVES National Association of Deans behaviors in areas and methods of change-work that is truly transformational RACIAL EQUITY STRATEGY The final panel of the symposium & Directors (NADD) Behavioral social work practice (www.cswe.org/ is absolutely necessary, and too often AREAS (RESA) focused on initiatives occurring in social Health Disparities Initiative Accreditation/EPASImplementation. Anti-Racism at Smith College institutions are unable to move beyond Black Administrators in Child Welfare work education programs or research Laura Lein, Dean of the University of aspx.guides). The expected advanced School for Social Work transactional-level change. www.blackadministrators.org/pdf/ in which social work educators were Michigan School of Social Work, practice behaviors to address behavioral About 20 years ago, the Smith College RESA.pdf involved. Its intent was to further our presented information about the health disparities are listed below. School for Social Work began an understanding of the many efforts Evaluating Racial Equity Guidelines The BACW Racial Equity Strategy Areas multi-year Behavioral Health Disparities Anti-Racism Initiative that includes a underway in academia to address Curriculum Infusion Project that the specific set of actions, committees and Howard University School of Social (RESA) includes ten strategy areas that racial inequities and health disparities. National Association of Deans and ADVANCED SOCIAL WORK strategies to become an anti-racist Work Professor and NASW Social when in place are intended to ensure that Directors of Schools of Social Work PRACTICE BEHAVIORS TO institution (http://smith.edu/ssw/about_ Work Pioneer© Ruby Gourdine provided best practices are developed and The panel was chaired by Joseph (NADD) has undertaken, with support ADDRESS BEHAVIORAL antiracism.php). Associate Dean Joshua an overview of the work she is involved implemented through a racial equity lens Barndt a PISAB trainer and founder of from the Office of Minority Health HEALTH DISPARITIES Miller provided an overview of this with to evaluate the implementation of and embrace a conceptual framework for Crossroads Ministry, whose contribution (OMH) at the Department of Health and www.cswe.org/Accreditation/EPAS multi-faceted effort targeting student the Black Administrators in Child Welfare understanding and achieving anti-racist to race equity work includes a Human Services. The goal was to Implementation.aspx.guides recruitment, faculty engagement and (BACW)’s guidelines on achieving policies and practices in child welfare. They “Continuum on Becoming an Anti-Racist address critical factors for improving service address curriculum and resource gaps curricula change. Through strategic racial equity in two jurisdictions. 2.1.1 Identify as a professional social Multi-Cultural Institution” (see Appendix outcomes for children and families of color in social work education in regard to recruitment, changes in financial aid Gourdine and Howard University worker and conduct oneself with 5). Barndt has conceptualized that and reduce treatment disparities and behavioral health disparities. packages and adjusting the admissions’ colleague Jacqueline Smith received cultural humility. institutions, like schools of social work, overrepresentation. In the BACW document, process over the course of time the funding support from the W.K. Kellogg 2.1.2 Apply social work ethical principles can move from monocultural, to for each strategy area there are specific The products from this project are number of students of color has Foundation to work in two states where to guide professional practice multicultural, to anti-racist, to anti-racist standards outlined that state and local based on research conducted by increased from five percent to 25%. the agencies have received training on approaches to address behavioral multicultural, and suggests that it is governments can implement to create a NADD and from the proceedings of the To help orient these students they are the BACW racial equality standards. health disparities and health fundamental for institutions to rigorously racially-equitable service system along with 2012 Behavioral Health Disparities invited to campus two days early The BACW standards augment the equities. and realistically assess ‘where they are suggested action steps for practice and Curriculum Infusion Project National during Smith’s summer on campus established standards required by the 2.1.3. Apply critical thinking to inform and at’ with respect to racial equity, ‘where policy inclusion. The highlights in each Panel Meeting on Advanced Practice MSW program’s courses. The initiative Council on Accreditation (COA) which communicate professional they’ve been,’ and ‘where they are strategy area provide the user with Behaviors. Dr. Lein was a member of also includes an anti-racism is the accrediting body for child welfare judgments. going.’ If not, Barndt forewarns, information on supporting research and the NADD Behavioral Health symposium, advanced courses in agencies (www.howard.edu/newsroom/ 2.1.4 Engage diversity and difference in change efforts can get stuck at a promising practices and the RESA’s are Disparities Curriculum Infusion Initiative racism, faculty training, faculty and releases/2013/20130603Howard practice. ‘transactional’ level and fail to ever be designed to be compatible with standards Executive Committee, which guided the doctoral student recruitment, and SchoolofSocialWorkReceivesKellogg 2.1.5 Advance human rights and social truly ‘transformational’ (See such as those established by the Council on project. In addition to an extensive student-run groups. Engagement FoundationGranttoStudyRacialDisparities and economic justice. “Institutional Racism: Levels of an Accreditation or the Child Welfare League of literature review, A Behavioral Health of alumni has been a critical inChildWelfareSystems.html). 2.1.6 Engage in research-informed practice Institution” in Appendix 6). America. The ten racial equity strategy Disparities Curriculum Infusion part of the planning and and practice-informed research. areas are:

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DEVELOPING AN ACTION AGENDA

Following the presentations and panels, > How can we best use the color-blind > How does having a racial equity the participants divided into small ideology four logic frames, story analysis change our practice so that working groups to collect the wisdom of lines and testimonies to advance we deliver improved outcomes for the think tank participants and to create racial equity work? people of color? deliverables that might guide the social work profession in actions that can be > How can we use our understanding > How does it change how we setup taken to further work toward achieving of why people are poor and our our organizations and build leaders racial equity. The small groups’ tasks understanding of the relationship of color? were to summarize significant findings/ between racism and poverty to recommendations from the symposium; advance racial equity work? > How do we remain focused on the implementation of this initiative. For two SMITH COLLEGE SCHOOL promote culturally responsive practice, provide feedback based on the group’s importance of empowering decades there has been an Anti-Racism FOR SOCIAL WORK research and scholarship, and other perspective; and suggest what changes > What roles can social work and communities through community need to be made by the profession and Task Force which takes action to ANTI-RACISM anti-racism activities. (Revised: November, other professions play in power organizing and community by other stakeholders to advance this implement anti-racism initiatives at the COMMITMENT STATEMENT 2011). http://smith.edu/ssw/docs/Anti- relationship and in understanding the accountability? work. The seven groups addressed the school and within the college overall. RacismProgressReport2011.pdf importance of organizing community In addition, since 1995 there is an Racism is a system of privilege, inequality, topics covered during the symposium: stakeholders and cross-system > How does it change how we Anti-Racism Consultation Committee and oppression based on perceived partners to address structural racism develop policy and procedures? that exists to be available to members categorical differences, value assigned to > What plans are needed to expand and to deliver improved outcomes? of the school’s community around issues those differences, and a system of oppression and deepen leadership of color in > How does it support our use of data? of race, ethnicity, culture and social that rewards and punishes people based on the profession and in the > What is the definition of racism and justice and it also takes responsibility the assigned differences. It is manifested communities? the understanding of the codification for developing a progress report every politically, socially, economically, culturally, > How does racial equity build on and interpersonally and intrapersonally, and and legalization of race and differ from cultural competence? two years. In addition, adjunct and > What are the anti-racist community grounded in the unique history of racism in whiteness that that can help us move residential faculty at the Smith College organizing principles to guide racial the United States. forward to undoing racism? The information that is included in the social work program take an on-line equity work? course, “Pedagogy and Diversity.” recommendation section below is a Smith College School for Social Work is Each group was also asked to use these synthesis of the output from across the > What is the assessment of our stages committed to addressing the pernicious and leading questions to guide their work: small groups and the follow-up large Miller discussed the challenge of of anti-racist development along the maintaining enthusiasm and freshness enduring multilayered effects of racism. group discussion. Anti-racism initiatives promote respect for, continuum of becoming multiracial for this initiative so that it can continue antiracist institutions? to have impact. An additional challenge and interest in multiple world views, values is that while the School for Social Work and cultures. The Smith College School for has adopted this commitment, it has not Social Work develops and teaches knowledge, been embraced across the whole skills and values that enhance the ability to college, nor by the whole community in mutually affirm each other’s equal place in which Smith is located. the world. In addition, self-reflection and deepening conversations about race shape the school’s anti-racism commitment and

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> ENSURE AVAILABILITY > Recognizing that racism is the glue > ENGAGE NASW AS RECOMMENDATIONS that holds classism/poverty together OF PROFESSIONAL and is maintained through structures A LEADER IN UNDOING » Social workers function as understand tenure and promotion DEVELOPMENT FOR and systems of racial inequity. RACISM gatekeepers – requires decisions, and to advocate for > Identifying and interrupting > Strategically embrace and compliance, perpetuates needs, change. SOCIAL WORKERS color-blind racial ideology. operationalize anti-racist community » Individual caseworkers are not > Train social workers to think about TO ACQUIRE THE > Working to understand that it is organizing tools throughout the expected to come up with and analyze power. FOLLOWING CORE essential to develop authentic social work profession. solutions. > Create a support system for those COMPETENCIES TO relationships to create and maintain > Update and advance – Institutional > Social workers operate within who teach the classes on diversity human boundaries – with individuals Racism and Social Work: A Call to institutions, and these institutions and cultural competence – who are COMBAT INSTITUTIONAL and communities and across systems. Action – with practical tools for need to incorporate anti-racism mostly people of color. RACISM > Understanding that racism has practitioners at all levels. actions and principles within: > Connect CSWE’s Educational Policy > Understanding that people are poor negative impact on all races. > Involve NASW chapters to become » Social work education and the & Accreditation Standards (EPAS) to because they lack power (resources, > Fighting injustice due to - leaders in anti-racist organizing work institutions in which social work political changes underway targeted decision-making, law, land, etc.), not > BE EXPLICIT ABOUT » Lack of access to resources and in their communities. education programs operate. to achieving racial equity, on the because they lack programs. RACE AND RACISM opportunities. > Expand continuing education » Human service, educational, ground, in schools of social work > Understanding how social programs » Disinvestment. offerings related to undoing racism AND THE SOCIAL WORK health care, criminal justice, and in communities. maintain poverty and institutional » Intertwining of racism and poverty and achieving racial equity. PROFESSION child welfare and other structures that limit access to wealth. which have both structural and > Consider revising the NASW > Social workers should apply a racial organizations and systems > Asserting that the social work > BUILD OPPORTUNITIES systemic dynamics. Code of Ethics and licensing equity lens to everything. where social workers work. profession focuses on well-being and TO DEVELOP, ENGAGE » Continued existence of racism, requirements to specifically > Traditional social work organizations » Professional associations. social justice — even when no longer poor. address structural racism. – NADD, NASW, and CSWE – need > Social workers need to tell the truth. AND STRENGTHEN » Consider anti-racism to be how » Manipulation of poor whites using > Address undoing racism at NASW to listen to organizations led by LEADERSHIP OF COLOR social workers “do” social justice racism – for example, poor whites July 2014 conference – plenary people of color (e.g., National > Support opportunities for leaders of – it’s not outside the work we do – > IMPACT SOCIAL WORK vote on race. and workshop sessions. Association of Black Social Workers) color by sharing power. it should not be a separate EDUCATION > Pursue sources of funding, including > Social workers should embrace > Develop and deepen authentic subject, but rather a lens. > Ensure availability and access to from interested and invested anti-racist community organizing at relationships with communities to » Use the Code of Ethics to speak core anti-racism/anti-racist foundations, to support specific all levels – from policy development build a base of support to identify to anti-racism. curriculum content in social work initiatives that are targeted toward to direct practice. and support new leaders. education programs. achieving racial equity and un-doing > Social workers should use data to > Involve communities in research – > Operationalize, more fully, how the institutional racism. show the ways racial inequity is at every step – from planning, curriculum can provide tools to prevalent in our own organizations assessment, analysis and address institutional racism, not to and institutions. dissemination. Participatory action just discuss race and poverty in terms > Social workers should understand, models are ideal. of history and advocacy and in study, analyze, and address the > Use multiple strategies, including understanding the social ways that ‘color-blind racism’ has resources and incentives, to develop environment. become the dominant ideology in and promote leaders from groups > Train social workers to identify and our work, conversations, and usually underrepresented, and interrupt color-blind ideology institutions. sometimes shut out of leadership > Ensure students know that helping is > Social workers need to reclaim and opportunities. not enough – students need to assert their roles as agents of understand that they have power that change. can hurt. > Social workers need to understand > Train social workers to use data as how our actions are part of the “Foot an organizing tool – for example, to of Oppression:”

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CONCLUSION REFERENCES

development of recommendations and 2014) — there is not a level playing Bertrand, M. & Mullainathan, S. (2003). “Are Emily and Greg Pager, D. (2003). The mark of a criminal record. American an action agenda, NASW and its field of access to opportunities. More Employable than Lakisha and Jamal? A Field Experiment on Journal of Sociology, 108(5), 937-975. Retrieved from partners must now meet the challenge Labor Market Discrimination.” NBER Working Paper No. 9873. www.princeton.edu/~pager/pager_ajs.pdf. to continually work toward the It is clear that the social work profession Retrieved from www.nber.org/papers/w9873. implementation of these — whether clinicians, community PISAB. (n.d.) Undoing Racism: Our Principles. Retrieved from Clark, E., Weismiller, T., Whitaker, T., Waller, G., Zlotnik, J. & www.pisab.org/our-principles#undoing-racism. recommendations. organizers, managers, supervisors, Corbett, B. (2006). 2005 Social Work Congress – Final Report. CEOs, policy makers or educators – Retrieved from www.socialworkers.org/congress/CongressFinal Samuels, C. (2014). “Pre-K suspension data prompt focus on It is essential that each of the targets — must all work to undo the impact of Report.pdf. intervention. Education Week. Retrieved from www.edweek.org/ building leadership, enhancing social racism and work toward truly achieving ew/articles/2014/04/02/27ocrprek.h33.html. work education, infusing core racial equity. The work of undoing Consortium of Social Science Associations (COSSA). 2012. competencies into practice, using a racism and achieving racial equity Enhancing Diversity in Science: Working Together to Develop Texas Department of Family and Protective Services. (2010.) The In 2005, 400 social work thought racial equity lens in all social work cannot be relegated to actions by Common Data, Measures, and Standards, A Workshop Summary Preliminary Results of Statewide Reform Efforts in Texas. Retrieved leaders came together for a Social actions – be seen as vital. NASW must people of color; whites are essential in Report. Washington, DC: COSSA. from www.dfps.state.tx.us/documents/about/pdf/2010-03-25_ Work Congress and agreed to twelve also embrace and own this agenda. this effort. At times this will mean Disproportionality.doc. imperatives to guide the profession over To accomplish these goals, it will be sharing power and leadership in NASW. (2007). Institutional Racism & the Social Work Profession: the next decade. Two of those twelve important to create networks and deeper ways, and taking proactive A Call to Action. Retrieved from www.socialworkers.org/diversity/ Texas Department of Family and Protective Services. (2011). imperatives addressed racism. strengthen relationships across steps to undo oppression and racism. institutionalracism.pdf. Disproportionality in Child Protective Services—Updated Results of > Address the effect of racism, other institutions, to gather and use data, to The use of community organizing Statewide Reform Efforts. Retrieved from www.dfps.state.tx.us/ forms of oppression, social injustice, measure progress and to create principles and skills are essential, and NASW. (2008). NASW Code of Ethics. Retrieved from documents/Child_Protection/pdf/2011—08-01_ and other human rights violations strategies to sustain changes. as McClain noted, “must be returned to www.socialworkers.org/pubs/code/code.asp. Disproportionality.pdf. through social work education its prominence in social work, not only NASW. (2001). NASW Standards for Cultural Competence in Vedantam, S. (2014). Minority Aspirants to Federal Bench are and practice. to fulfill our commitment to social justice Our society and its institutions do not Social Work Practice. Retrieved from www.socialworkers.org/ Hindered by Underrating. Aired February 26, 2014, National but to clinical practice as well.” > Continuously acknowledge, operate in a color-blind manner. Despite practice/standards/NASWCulturalStandards.pdf. Public Radio. Retrieved from www.npr.org/2014/02/26/ recognize, confront, and address many advances for African Americans, 283066703/minority-aspirants-to-federal-bench-are-hindered-by- pervasive racism within social work Latinos, Native Americans, Asians, and As a professional association and as NASW. (2007). NASW Indicators for the Achievement of the underrating. practice at the individual, agency, other oppressed populations over the agents of change we need to change Standards for Cultural Competence in Social Work Practice. and institutional levels (Clark et al., past 50 years, we continue to hear new the trajectory of outcomes for many in Retrieved from www.socialworkers.org/practice/standards/ 2006, p.4) studies that confirm structural racism. our society. We need to put anti-racism NASWCulturalStandardsIndicators2006.pdf. Whether it be in the ratings of federal up front, and use a racial equity lens, As we move toward the end of that judicial nominees (Vedantam, 2014), or not just in child welfare or criminal decade, we are aware that these two in the funding of researchers by the justice, but throughout the institutions in imperatives have yet to be fully National Institutes of Health (NIH) which we work. Social work focuses on actualized. The Achieving Racial Equity (Consortium of Social Sciences individual, family and community think tank symposium was one step to Association, 2012), or in the higher rates well-being and on social justice. move these imperatives forward. The of expulsion of African American children Achieving racial equity is important think tank was also an effort for NASW from public preschool programs (Samuels, for all that we do. to meet the challenge that it issued to itself in 2007 when it developed Institutional Racism & the Social Work Profession: A Call to Action (2007). The NASW Chief Executive Officer (CEO) Angelo McClain asserted “that addressing racial Call to Action needs to move from a equity and undoing racism should be centerpieces of how social workers do social justice; useful resource posted on NASW’s website to an issue that is front and center it’s not outside the work we do – it should not be a separate subject, but rather a lens; in all that NASW does. By taking the step to engage social work stakeholders and it should be at the center of NASW’s work.” and race equity experts in the

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CONCLUSION REFERENCES development of recommendations and 2014) — there is not a level playing Bertrand, M. & Mullainathan, S. (2003). “Are Emily and Greg Pager, D. (2003). The mark of a criminal record. American an action agenda, NASW and its field of access to opportunities. More Employable than Lakisha and Jamal? A Field Experiment on Journal of Sociology, 108(5), 937-975. Retrieved from partners must now meet the challenge Labor Market Discrimination.” NBER Working Paper No. 9873. www.princeton.edu/~pager/pager_ajs.pdf. to continually work toward the It is clear that the social work profession Retrieved from www.nber.org/papers/w9873. implementation of these — whether clinicians, community PISAB. (n.d.) Undoing Racism: Our Principles. Retrieved from Clark, E., Weismiller, T., Whitaker, T., Waller, G., Zlotnik, J. & www.pisab.org/our-principles#undoing-racism. recommendations. organizers, managers, supervisors, Corbett, B. (2006). 2005 Social Work Congress – Final Report. CEOs, policy makers or educators – Retrieved from www.socialworkers.org/congress/CongressFinal Samuels, C. (2014). “Pre-K suspension data prompt focus on It is essential that each of the targets — must all work to undo the impact of Report.pdf. intervention. Education Week. Retrieved from www.edweek.org/ building leadership, enhancing social racism and work toward truly achieving ew/articles/2014/04/02/27ocrprek.h33.html. work education, infusing core racial equity. The work of undoing Consortium of Social Science Associations (COSSA). 2012. competencies into practice, using a racism and achieving racial equity Enhancing Diversity in Science: Working Together to Develop Texas Department of Family and Protective Services. (2010.) The In 2005, 400 social work thought racial equity lens in all social work cannot be relegated to actions by Common Data, Measures, and Standards, A Workshop Summary Preliminary Results of Statewide Reform Efforts in Texas. Retrieved leaders came together for a Social actions – be seen as vital. NASW must people of color; whites are essential in Report. Washington, DC: COSSA. from www.dfps.state.tx.us/documents/about/pdf/2010-03-25_ Work Congress and agreed to twelve also embrace and own this agenda. this effort. At times this will mean Disproportionality.doc. imperatives to guide the profession over To accomplish these goals, it will be sharing power and leadership in NASW. (2007). Institutional Racism & the Social Work Profession: the next decade. Two of those twelve important to create networks and deeper ways, and taking proactive A Call to Action. Retrieved from www.socialworkers.org/diversity/ Texas Department of Family and Protective Services. (2011). imperatives addressed racism. strengthen relationships across steps to undo oppression and racism. institutionalracism.pdf. Disproportionality in Child Protective Services—Updated Results of > Address the effect of racism, other institutions, to gather and use data, to The use of community organizing Statewide Reform Efforts. Retrieved from www.dfps.state.tx.us/ forms of oppression, social injustice, measure progress and to create principles and skills are essential, and NASW. (2008). NASW Code of Ethics. Retrieved from documents/Child_Protection/pdf/2011—08-01_ and other human rights violations strategies to sustain changes. as McClain noted, “must be returned to www.socialworkers.org/pubs/code/code.asp. Disproportionality.pdf. through social work education its prominence in social work, not only NASW. (2001). NASW Standards for Cultural Competence in Vedantam, S. (2014). Minority Aspirants to Federal Bench are and practice. to fulfill our commitment to social justice Our society and its institutions do not Social Work Practice. Retrieved from www.socialworkers.org/ Hindered by Underrating. Aired February 26, 2014, National but to clinical practice as well.” > Continuously acknowledge, operate in a color-blind manner. Despite practice/standards/NASWCulturalStandards.pdf. Public Radio. Retrieved from www.npr.org/2014/02/26/ recognize, confront, and address many advances for African Americans, 283066703/minority-aspirants-to-federal-bench-are-hindered-by- pervasive racism within social work Latinos, Native Americans, Asians, and As a professional association and as NASW. (2007). NASW Indicators for the Achievement of the underrating. practice at the individual, agency, other oppressed populations over the agents of change we need to change Standards for Cultural Competence in Social Work Practice. and institutional levels (Clark et al., past 50 years, we continue to hear new the trajectory of outcomes for many in Retrieved from www.socialworkers.org/practice/standards/ 2006, p.4) studies that confirm structural racism. our society. We need to put anti-racism NASWCulturalStandardsIndicators2006.pdf. Whether it be in the ratings of federal up front, and use a racial equity lens, As we move toward the end of that judicial nominees (Vedantam, 2014), or not just in child welfare or criminal decade, we are aware that these two in the funding of researchers by the justice, but throughout the institutions in imperatives have yet to be fully National Institutes of Health (NIH) which we work. Social work focuses on actualized. The Achieving Racial Equity (Consortium of Social Sciences individual, family and community think tank symposium was one step to Association, 2012), or in the higher rates well-being and on social justice. move these imperatives forward. The of expulsion of African American children Achieving racial equity is important think tank was also an effort for NASW from public preschool programs (Samuels, for all that we do. to meet the challenge that it issued to itself in 2007 when it developed Institutional Racism & the Social Work Profession: A Call to Action (2007). The NASW Chief Executive Officer (CEO) Angelo McClain asserted “that addressing racial Call to Action needs to move from a equity and undoing racism should be centerpieces of how social workers do social justice; useful resource posted on NASW’s website to an issue that is front and center it’s not outside the work we do – it should not be a separate subject, but rather a lens; in all that NASW does. By taking the step to engage social work stakeholders and it should be at the center of NASW’s work.” and race equity experts in the

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1 > AGENDA

MONDAY, NOVEMBER 18, 2013 5:45 RECEPTION BREAK 12:30 REGISTRATION/CHECK-IN 6:15 DINNER & CROSS SYSTEM WORKING GROUPS 1:00 WELCOME – GOALS FOR THE SYMPOSIUM, WHY NASW, WHY SOCIAL WORK, WHY NOW 8:00 ADJOURN Jeane Anastas, President, NASW & Professor, New York University APPENDIX Angelo McClain, NASW CEO TUESDAY, NOVEMBER 19, 2013 8:30 REGISTRATION/CONTINENTAL BREAKFAST BACKGROUND/HOW WE GOT HERE Mary Pender Greene & Sandra Bernabei – 8:45 WELCOME/OVERVIEW AND REVIEW OF THE NASW New York City 1 > SYMPOSIUM AGENDA GOALS FOR THE DAY SETTING THE STAGE – INSTITUTIONAL RACISM: A CALL TO ACTION 9:00 REFLECTING ON DAY 1 SYMPOSIUM PARTICIPANTS 2 > Bob Schachter, Executive Director, NASW New Facilitated by Mary Pender Greene & Meizhu Lui York City, Call to Action Task Force Member 9:30 IDENTIFYING ANTIRACIST COMMUNITY 3 > SYMPOSIUM SPEAKER BIOS 1:30 PARTICIPANT INTRODUCTIONS ORGANIZING PRINCIPLES FOR ACHIEVING Facilitated by The People’s Institute for Survival RACIAL EQUITY CASEY FAMILY PROGRAMS RESOURCES 4 > and Beyond WHAT CAN WE LEARN FROM CURRENT TARGETED EFFORTS? 2:15 SETTING THE STAGE TO UNDERSTAND 5 > INSTITUTIONAL RACISM HAND-OUT (BARNDT) » Joyce James (Racial Equity Consultant), HOW WE HAVE BEEN SOCIALIZED THAT Moderator WOULD LEAD PEOPLE TO BELIEVE WE ARE » Ralph Bayard, Casey Family Programs IN A POST RACIAL ERA 6 > CONTINUUM ON BECOMING AND ANTI-RACIST » Diane Bell-McKoy, Associated Black Charities FOUR LOGIC FRAMES & COLOR BLINDNESS of Maryland MULTI-CULTURAL INSTITUTION (BARNDT) IN THE POST-CIVIL RIGHTS ERA » Erline Achille, Boston Department of Public Eduardo Bonilla-Silva (Duke University) Health (Center for Health Equity) » Mary Flowers, Region of Seattle 7 > NASW RESOURCES 3:15 BEGIN A BROAD COLLECTIVE PROCESS SETTING THE STAGE TO UNDERSTANDING 10:45 BREAK 8 > BOOKS OF INTEREST OUR WAY INTO THIS ARRANGEMENT SO THAT WE CAN FIND OUR WAY OUT 11:00 DEVELOPMENTAL STAGES OF ACHIEVING RACIAL EQUITY DEVELOPING A COMMON UNDERSTANDING 9 > SELECTED ORGANIZATIONS AND RESOURCES » Joe Barndt, (Crossroads Ministry), Moderator OF RACISM » Laura Lein (University of Michigan) - National Diana Dunn, Ron Chisom, Kimberley Richards Association of Deans & Directors of Schools of (The People’s Institute for Survival and Beyond) Social Work (NADD) Behavioral Health » Understanding the relationship between racism Disparities Curriculum Initiative and poverty » Ruby Gourdine (Howard University) – » The role that Social Work and other professions Evaluating Racial Equity Guidelines play in power relationships » Joshua Miller (Smith College School for » Establishing a common definition of racism Social Work) - Anti-Racism Framework » The codification and legalization of race and whiteness

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1 > AGENDA

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Joe Benton Sheila Craig 2 > PARTICIPANT LIST President, National Association of Black Interim Associate Deputy Executive Social Workers Commissioner, Texas Health and Human Erline Achille Washington, DC Servies Commission Coalition Coordinator, Center For Health Austin, TX Equity and Social Justice Sandra Bernabei Boston, MA President Elect, New York City Chapter, Diana Dunn National Association of Social Workers The People’s Institute For Survival and James P. “Ike” Adams New York, NY Beyond Dean, College of Social Work, University New Orleans, LA of Kentucky Erika Bernabei Lexington, KY Senior Associate, Promise Neighborhoods Mary Flowers Institute, Policy Link Sr. Grants & Contracts Specialist, City Martha Adams Sullivan New York, NY of Seattle President, New York City Chapter, Seattle, WA National Association of Social Workers David Billings New York, NY Core Organizer and Trainer, The People’s 12:15 LUNCH 3:00 FACILITATED DISCUSSION Ruby Gourdine Institute for Survival and Beyond Professor, School of Social Work, Joan Levy Zlotnik, Director, NASW Social Work Asadullah (Asad) Al-Khidr Macomb, Mississippi Howard University 1:15 SMALL WORKING GROUPS TO COLLECT THE Policy Institute Administrator, Envisionsucess Washington, DC WISDOM OF THE THINK TANK AND TO » Small groups report out to the whole symposium Philadelphia, PA Courtney Boen CREATE DELIVERABLES THAT MIGHT GUIDE » Report out the most interesting and Inspirational PhD Candidate, University of North Larke Huang Jeane Anastas Carolina-Chapel Hill THE SOCIAL WORK PROFESSION AND ideas that happened at the table and NEXT STEPS Senior Advisor, Behavioral Health Equity, President, National Association of Arlington, VA Substance Abuse and Mental Health IDENTIFY ACTIONS TO FURTHER WORK » Develop an Action Agenda and Identify Social Workers Administration TOWARD ACHIEVING RACIAL EQUITY Key Actors Professor, Silver School of Social Work, Eduardo Bonilla-Silva Rockville, MD › What are the future actions and by whom? New York University Professor, Center for Latin American, and Small groups will summarize significant findings/ › What are the specific steps that the social New York, NY Caribbean Studies, Duke University Vivian Jackson recommendations from symposium on the group’s Durham, NC work profession can take internally Assistant Professor, Senior Policy Associate, topic; suggest what changes we need to make to Roy Aranda National Center for Cultural Competence, › What are the specific steps that the social Juliet Bui the profession, what do we need to add, what do Psychologist, Long Island Psychological Georgetown University Public Health Analyst, Office of Behavioral we need to eliminate? Produce a written statement work profession can take as leader in racial Woodside, NY Washington, DC equity work? Health Equity, Substance Abuse and to be shared with NASW and other key Mental Health Administration Joseph Barndt Joyce James stakeholders as part of a race equity framework Core Organizer and Trainer, The People’s Rockville, MD 4:15 CLOSING – SOCIAL WORK AND ITS FUTURE Racial Equity Consultant, Joyce James and competencies; Identification of Next steps to Institute for Survival and Beyond Consulting AS AN INSTRUMENT OF RACIAL EQUITY Teri Cardwell further the advancement of this work and targets Watsonville, CA Round Rock, TX for the recommendations. Angelo McClain, CEO, NASW NASW National Board Member & Chair, Social Services Programs, St. Vincent Ralph Bayard Carrie Jefferson Smith Hospital 4:30 ADJOURN Senior Director, Casey Family Programs Director and Associate Professor, School 2:45 BREAK Indianapolis, IN Seattle, WA of Social Work, Syracuse University Syracuse, NY Kathleen Belanger Elisa Chinn-Gary Professor, School of Social Work, Stephen Family Court Administrator-26th Judicial District, North Carolina Adminstrative Cheryl LaRoche F. Austin University Lecturer, University of Maryland, College Park Office of the Courts Nacogdoches, TX Kensington, MD Charlotte, NC Diane Bell-McKoy Laura Lein President and Chief Executive Officer, Ron Chisom Co-Founder and Executive Director, The Dean and Professor, School of Social Associated Black Charities of Maryland Work, University of Michigan Baltimore, MD People’s Institute For Survival and Beyond New Orleans, LA Ann Arbor, MI

Tricia Bent-Goodley Bayard Love Professor, Howard University School of Darla Spence Coffey President and Chief Executive Officer, Boston Consulting Social Work Durham, NC Washington, DC Council on Social Work Education Alexandria, VA

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Mary Pender Greene NASW STAFF 3 > SPEAKER BIOGRAPHIES Ralph Bayard is senior Director for Systems Improvement/Strategic Past President, New York City Chapter, Robert Arnold Consultation at Casey Family Programs. Dr. Bayard leads and National Association of Social Workers Director, National Association of coordinates the organization’s national work efforts on addressing New York, NY Social Workers Foundation Erline Achille, Erline graduated from the University of and reducing disproportionality and disparities for children of color Wasington, DC Massachusetts with a Bachelor’s Degree in Social Theory, and in the child welfare system. Raul Quinones Rosado Political Economy. Erline joined the REACH Coalition in 2003 as a Anti-racism educator-organizer, and liberation Angelo McClain community outreach worker and rose to be Coalition Coordinator Ralph serves as the Casey Family Programs lead representative to psychologist, The People’s Institute For Chief Executive Officer, National of the community-based coalition in 2005. Erline’s passion for the Alliance for Racial Equity in Child Welfare, an alliance of all of Survival and Beyond Association of Social Workers social justice and human rights has guided her work with the Caguas, PR Washington, DC the Casey Foundations including Annie E. Casey/Casey Family community to address racial and ethnic health inequities. Services, Marguerite Casey, Jim Casey Youth Opportunities Initiative, Kimberley Richards Kelsey Nepote and the Center for the Study of Social Policy. He currently serves on Joseph Barndt has been a parish pastor and an antiracism trainer Organizer and Trainer, The People’s Sr. Governance Associate, National the CSSP Institutional Analysis/Race Equity Design Team, and is a Institute For Survival and Beyond Association of Social Workers and organizer for 30 years, much of the latter work being done member of the Race Matters Consortium, a national think tank New Orleans, LA Washington, DC with Crossroads Ministry in Chicago, which he directed for 18 focusing on disproportionality and disparities from both a research years. Among his other writings are Liberating the White Ghetto and practice perspective. Meizhu Lui Robert Schachter Danielle Spears (1972), Beyond Brokenness (1980), Dismantling Racism (1991), Executive Director, New York City Chapter, Director Emeritus, Insight Center for Executive Assistant, National Association Understanding and Dismantling Racism: The Twenty-First Century Ralph cochaired the Casey Family Programs national Community Economic Development National Association of Social Workers of Social Workers Challenge to White America (2007), Becoming an Anti-Racist Breakthrough Series Collaborative on Disproportionality, and Papaaloa, HI New York, NY Washington, DC Church: Journeying toward Wholeness (2011). He now lives in currently serves as a member of the California Disproportionality California and is available for speaking engagements and interviews. Heidi McIntosh Michael Scott Rita Webb Project faculty. Senior Policy Advisor, Administration for Chief Equity Officer, Founder, Determinants Senior Practice Associate, National Sandra Bernabei, LCSW, NYC metro area community organizer, Children and Families, Department of of Well-Being: Health & Wealth, Equity Association of Social Workers Ralph received his doctorate from the University of Washington in private practitioner. She is a social work psychotherapist doing the Health and Human Services Matters, Inc. Washington, DC Educational Leadership and Policy Studies. He also received his Washington, DC Columbia, MD work of liberation from the tyranny of depression, anxiety and Masters’ and Bachelors’ degrees in Communications, also at the Tracy Whitaker addictions. She is President Elect of the National Association of University of Washington. Ruth McRoy Jacqueline Smith Director, Center for Workforce Studies & Social Workers-New York City Chapter, board member for The Associate Professor, School of Social Work, Donahue & DiFelice Endowed Professor, Social Work Practice, National Center for the Study of White American Culture, Vice Chair of Diane Bell-McKoy serves as the President & Chief Executive Officer. Graduate School of Social Work, Howard University Association of Social Workers WESPAC Foundation and a member of The People’s Institute for Her professional career is as rich, expansive and diverse as the Boston College Washington, DC Washington, DC Survival and Beyond, NYC leadership team. people who have served under her leadership, benefitted from her Boston, MA Linda Spears years in human service or been inspired by her words of wisdom, Melvin Wilson Sandy is a founding member of the Antiracist Alliance, an antiracist Joshua Miller Vice President, Policy and Public Affairs, her professional and personal journeys, and dedication to making Manager, Human Rights & Social Justice, organizing collective of New York City area human service Professor and Associate Dean, School for Child Welfare League of America National Association of Social Workers a difference. practitioners. ARA is building a movement to undo structural racism Social Work, Smith College Washington, DC Washington, DC Northampton, MA in our lifetime and to bring an analysis of structural racism as Diane has spearheaded ABC’s mission since 2007. Prior to accepting Gretchen Susi Gail Woods Waller outlined by The People’s Institute for Survival and Beyond to social her current position, Diane completed an eighteen month term as a Oronde Miller Co-Director, The Aspen Institute Roundtable Deputy Director, Membership, Marketing, work education and practice. The Alliance has trained over 8,000 Senior Fellow at the Annie E. Casey Foundation. “The Annie E. Casey Senior Associate, Center for the Study of on Community Change and Communications, National social workers and educators over the past 10 years. Foundation is a private charitable organization, dedicated to New York, NY Social Policy Association of Social Workers helping build better futures for disadvantaged children in the United Washington, DC Washington, DC She has over 25 years’ experience in the field of addictions and States. And just prior to the Casey experience, she lead Baltimore’s Todd Vanidestine has served as directors of Barnard College/Columbia University, Empowerment Zone corporation, deemed as one of the most Kerron Norman PhD Student, School of Social Work, Joan Levy Zlotnik Alcohol & Substance Abuse Prevention Program, the Council on University of Maryland, Baltimore successful nonprofits across the country at that time. Ms. McKoy is Vice President, Community Based Director, Social Work Policy Institute, Alcoholism and other Drug Dependence in Rockland County- New Programs, ANDRUS Baltimore, MD currently leading a team of nineteen staff members who are National Association of Social Workers York, and the Chemical Dependency Training Institute for Addiction Yonkers, NY Foundation dedicated and diligently focused on closing the health and wealth Specialist. She received the 2012 Social Worker of the Year Award Pat White Washington, DC gaps for people of color in the state of Maryland. Through strategic Jon Olson Program Director, The New York for NASW Westchester Division. In January 2008 she received a alliances and a signature mission platform entitled “More in the Project Specialist, Center for Elimination of Community Trust recognition award at the 10th anniversary of the Rockland County Middle,” Diane and her team are tirelessly working to expand Disporportionality and Disparities, Texas New York, NY PLANNING COMMITTEE Drug Court for her work as the founder of a grassroots community the assets of the low income, working poor and the fragile Health and Human Servies Commission Sandra Bernabei effort that established the drug court. In May 2008 she was the middle class. Doing so is no small feat. It requires building Mia Williams Austin, TX Joyce James recipient of the NASW NYC Social Work Image Award. relationships, advocacy, education, crucial changes in Disproportionality and Disparities Specialist, Bayard Love public policy, organizing and financial investment, and Peggy O’Neill Center for Elimination of Disporportionality Meizhu Lui Ms. McKoy has demonstrated that she has the Assistant Professor, Anti Racism Taskforce, and Disparities, Texas Health and Human Mary Pender Greene School for Social Work, Smith College Servies Commission Joan Levy Zlotnik leadership arsenal of tools to get the work done. Northampton, MA Houston, TX 2 5 > ACHIEVING RACIAL EQUITY: CALLING THE SOCIAL WORK PROFESSION TO ACTION SWPI-RPT-29014.Racial-Report_Layout 1 5/29/14 1:13 PM Page 26

Mary Pender Greene NASW STAFF 3 > SPEAKER BIOGRAPHIES Ralph Bayard is senior Director for Systems Improvement/Strategic Past President, New York City Chapter, Robert Arnold Consultation at Casey Family Programs. Dr. Bayard leads and National Association of Social Workers Director, National Association of coordinates the organization’s national work efforts on addressing New York, NY Social Workers Foundation Erline Achille, Erline graduated from the University of and reducing disproportionality and disparities for children of color Wasington, DC Massachusetts with a Bachelor’s Degree in Social Theory, and in the child welfare system. Raul Quinones Rosado Political Economy. Erline joined the REACH Coalition in 2003 as a Anti-racism educator-organizer, and liberation Angelo McClain community outreach worker and rose to be Coalition Coordinator Ralph serves as the Casey Family Programs lead representative to psychologist, The People’s Institute For Chief Executive Officer, National of the community-based coalition in 2005. Erline’s passion for the Alliance for Racial Equity in Child Welfare, an alliance of all of Survival and Beyond Association of Social Workers social justice and human rights has guided her work with the Caguas, PR Washington, DC the Casey Foundations including Annie E. Casey/Casey Family community to address racial and ethnic health inequities. Services, Marguerite Casey, Jim Casey Youth Opportunities Initiative, Kimberley Richards Kelsey Nepote and the Center for the Study of Social Policy. He currently serves on Joseph Barndt has been a parish pastor and an antiracism trainer Organizer and Trainer, The People’s Sr. Governance Associate, National the CSSP Institutional Analysis/Race Equity Design Team, and is a Institute For Survival and Beyond Association of Social Workers and organizer for 30 years, much of the latter work being done member of the Race Matters Consortium, a national think tank New Orleans, LA Washington, DC with Crossroads Ministry in Chicago, which he directed for 18 focusing on disproportionality and disparities from both a research years. Among his other writings are Liberating the White Ghetto and practice perspective. Meizhu Lui Robert Schachter Danielle Spears (1972), Beyond Brokenness (1980), Dismantling Racism (1991), Executive Director, New York City Chapter, Director Emeritus, Insight Center for Executive Assistant, National Association Understanding and Dismantling Racism: The Twenty-First Century Ralph cochaired the Casey Family Programs national Community Economic Development National Association of Social Workers of Social Workers Challenge to White America (2007), Becoming an Anti-Racist Breakthrough Series Collaborative on Disproportionality, and Papaaloa, HI New York, NY Washington, DC Church: Journeying toward Wholeness (2011). He now lives in currently serves as a member of the California Disproportionality California and is available for speaking engagements and interviews. Heidi McIntosh Michael Scott Rita Webb Project faculty. Senior Policy Advisor, Administration for Chief Equity Officer, Founder, Determinants Senior Practice Associate, National Sandra Bernabei, LCSW, NYC metro area community organizer, Children and Families, Department of of Well-Being: Health & Wealth, Equity Association of Social Workers Ralph received his doctorate from the University of Washington in private practitioner. She is a social work psychotherapist doing the Health and Human Services Matters, Inc. Washington, DC Educational Leadership and Policy Studies. He also received his Washington, DC Columbia, MD work of liberation from the tyranny of depression, anxiety and Masters’ and Bachelors’ degrees in Communications, also at the Tracy Whitaker addictions. She is President Elect of the National Association of University of Washington. Ruth McRoy Jacqueline Smith Director, Center for Workforce Studies & Social Workers-New York City Chapter, board member for The Associate Professor, School of Social Work, Donahue & DiFelice Endowed Professor, Social Work Practice, National Center for the Study of White American Culture, Vice Chair of Diane Bell-McKoy serves as the President & Chief Executive Officer. Graduate School of Social Work, Howard University Association of Social Workers WESPAC Foundation and a member of The People’s Institute for Her professional career is as rich, expansive and diverse as the Boston College Washington, DC Washington, DC Survival and Beyond, NYC leadership team. people who have served under her leadership, benefitted from her Boston, MA Linda Spears years in human service or been inspired by her words of wisdom, Melvin Wilson Sandy is a founding member of the Antiracist Alliance, an antiracist Joshua Miller Vice President, Policy and Public Affairs, her professional and personal journeys, and dedication to making Manager, Human Rights & Social Justice, organizing collective of New York City area human service Professor and Associate Dean, School for Child Welfare League of America National Association of Social Workers a difference. practitioners. ARA is building a movement to undo structural racism Social Work, Smith College Washington, DC Washington, DC Northampton, MA in our lifetime and to bring an analysis of structural racism as Diane has spearheaded ABC’s mission since 2007. Prior to accepting Gretchen Susi Gail Woods Waller outlined by The People’s Institute for Survival and Beyond to social her current position, Diane completed an eighteen month term as a Oronde Miller Co-Director, The Aspen Institute Roundtable Deputy Director, Membership, Marketing, work education and practice. The Alliance has trained over 8,000 Senior Fellow at the Annie E. Casey Foundation. “The Annie E. Casey Senior Associate, Center for the Study of on Community Change and Communications, National social workers and educators over the past 10 years. Foundation is a private charitable organization, dedicated to New York, NY Social Policy Association of Social Workers helping build better futures for disadvantaged children in the United Washington, DC Washington, DC She has over 25 years’ experience in the field of addictions and States. And just prior to the Casey experience, she lead Baltimore’s Todd Vanidestine has served as directors of Barnard College/Columbia University, Empowerment Zone corporation, deemed as one of the most Kerron Norman PhD Student, School of Social Work, Joan Levy Zlotnik Alcohol & Substance Abuse Prevention Program, the Council on University of Maryland, Baltimore successful nonprofits across the country at that time. Ms. McKoy is Vice President, Community Based Director, Social Work Policy Institute, Alcoholism and other Drug Dependence in Rockland County- New Programs, ANDRUS Baltimore, MD currently leading a team of nineteen staff members who are National Association of Social Workers York, and the Chemical Dependency Training Institute for Addiction Yonkers, NY Foundation dedicated and diligently focused on closing the health and wealth Specialist. She received the 2012 Social Worker of the Year Award Pat White Washington, DC gaps for people of color in the state of Maryland. Through strategic Jon Olson Program Director, The New York for NASW Westchester Division. In January 2008 she received a alliances and a signature mission platform entitled “More in the Project Specialist, Center for Elimination of Community Trust recognition award at the 10th anniversary of the Rockland County Middle,” Diane and her team are tirelessly working to expand Disporportionality and Disparities, Texas New York, NY PLANNING COMMITTEE Drug Court for her work as the founder of a grassroots community the assets of the low income, working poor and the fragile Health and Human Servies Commission Sandra Bernabei effort that established the drug court. In May 2008 she was the middle class. Doing so is no small feat. It requires building Mia Williams Austin, TX Joyce James recipient of the NASW NYC Social Work Image Award. relationships, advocacy, education, crucial changes in Disproportionality and Disparities Specialist, Bayard Love public policy, organizing and financial investment, and Peggy O’Neill Center for Elimination of Disporportionality Meizhu Lui Ms. McKoy has demonstrated that she has the Assistant Professor, Anti Racism Taskforce, and Disparities, Texas Health and Human Mary Pender Greene School for Social Work, Smith College Servies Commission Joan Levy Zlotnik leadership arsenal of tools to get the work done. Northampton, MA Houston, TX > ACHIEVING RACIAL EQUITY: CALLING THE SOCIAL WORK PROFESSION TO ACTION 2 6 SWPI-RPT-29014.Racial-Report_Layout 1 5/29/14 1:13 PM Page 27

Eduardo Bonilla-Silva is Professor and Chair of the Sociology Ron has served as an organizer, advisor, lecturer and consultant to years in both private and government agencies. She currently department at Duke University. Professor Bonilla-Silva gained a wide variety of community, legal, and church groups. He has led administers contracts for the City of Seattle’s Human Services visibility in the social sciences with his 1997 American Sociological numerous workshops around the country on Undoing Racism®, Department and has been active in racial equity efforts within the Review article, “Rethinking Racism: Toward a Structural community organizing, and leadership and strategy development. department for nearly twenty years. Interpretation,” where he challenged social analysts to analyze His networking and community organizing extends throughout the racial matters from a structural perspective rather than from the United States and South Africa. His many prestigious awards Ruby M. Gourdine has worked has a clinician, administrator, sterile prejudice perspective. His most recent appearance can be include: the Bannerman Fellowship, the Petra Foundation Award, consultant and researcher in the areas of juvenile justice, foster found the on the PBS election special, Race 2012. the Pax Christi Bread & Roses, and the Tenant Resource Center care and adoption( child welfare), medical social work, school Achievement Award. In 2006, Ron was selected as a senior fellow social work, and most recently in social work history. Her His research has appeared in journals such as Sociological Inquiry, and inducted into Ashoka's Global Academy. publications include refereed journal articles and book chapters on Racial and Ethnic Studies, Race and Society, Discourse and topics such as child welfare, teenage pregnancy, transracial Society, American Sociological Review, Journal of Latin American Diana Dunn is a core trainer and organizer with The People’s adoption, females and violence, school social work, and disability Studies, Contemporary Sociology, Critical Sociology, Research in Institute for Survival and Beyond. She has worked with the Institute content in social work curricula. These are areas in which she has Politics and Society, The Annals of the American Academy of since its inception in 1980 as one of its founding members. She both practice and academic experience. Since her tenure at Political and Social Science, and Political Power and Social Theory was married to co-founder Dr. Jim Dunn, and worked with Jim for Howard she has been principal investigator or co-principal Her educational and professional experiences have provided her among others. To date he has published five books, namely, White many years to see his dream of a training institute become a investigator on research grants examining school social work in with numerous opportunities to demonstrate her leadership traits. Supremacy and Racism in the Post-Civil Rights Era (co-winner of the reality. For many years, she helped build the infrastructure of The collaboration with the school of education, welfare reform focusing She attended the University of Maryland at the College Park and 2002 Oliver Cox Award given by the American Sociological People’s Institute. She now devotes her work to her first love, the on teen mothers/child well-being; disproportionality in the child Baltimore County campuses where she earned both a Bachelor and Association), Racism Without Racists: Color-Blind Racism and the organizing, training, working with people nationally and welfare system among children of color (focusing on African Masters degree in Social Work. Her career has allowed her to Persistence of Racial Inequality in the United States (2004 Choice internationally and doing curriculum development. American children); older youth in child welfare; domestic and create one of the first family development programs in the substance Award) (this book appeared in 2006 in second expanded and family violence. In her efforts to further understand youth she has abuse field. She served in Washington, DC government as Deputy revised edition and, again, in 2009 with a long chapter examining Active in peace movements, the white women’s movement and recently embarked on research of hip hop/rap music and youth of the Child Welfare Division where she led the restructuring of the the Obama phenomenon), White Out: The Continuing Significance community organizing since the late 1960s, Diana taught clinical perceptions of the affect this music has on their lives. While child welfare system, and she was part of a four person research of Racism (with Ashley Doane), in 2008 White Logic, White microbiology and immunology at Wright University School of Director of Field Education she secured several grants to enhance team in partnership with the Rockefeller Foundation working on Methods: Racism and Social Science (with Tukufu Zuberi and also Medicine. Diana served as Director of Help Us Make A Nation, the quality of the field curriculum. one the country’s first data driven anti-poverty initiatives under the co-winner of the 2009 Oliver Cox Award), and in 2011 State Inc. (HUMAN), one of the founding organizations of The People’ Mayor Marion Barry. Later under the leadership of former Mayor of White Supremacy: Racism, Governance, and the United States Institute, and is one of the founders of European Dissent, a local A former social worker of the year as designated by Metro Chapter Kurt Schmoke, she served in several roles ending her tenure with (with Moon Kie Jung and João H. Costa Vargas). group that is seeking ways to break out of “gatekeeper roles” in of NASW (2000), she has assumed leadership in the area of City Government as the Deputy Chief of Staff. this country’s institutionalized culture of racism. She is also one of children and disabilities as she has been a member and former Eduardo has received many awards, most notably, the 2007 the founding members and board president of the Greater New chair (10 years) (as mayoral appointee) a commission on Infants People in other organizations throughout the state of Maryland and Lewis Coser Award given by the Theory Section of the American Orleans Fair Housing Action Center, and for a period, served as its and Toddlers with disabilities (District of Columbia). This commission across the country have observed Diane’s tireless deeds. They Sociological Association for Theoretical-Agenda Setting and, in interim Executive Director. is required by federal law and is responsible for oversight to the value her cutting edge insight and her knack for addressing issues 2011, the Cox-Johnson-Frazier Award given by the American program that over sees services that are provided to children and that many others are hesitant to discuss. Her advice is often sought, Sociological Association “to an individual or individuals for their Diana now spends much of her time working with the health care their families. She has served on the Advisory Committee for Child and she stretches herself to help as many as she can. She is work in the intellectual traditions of the work of these three African institutions, providers, intern and resident programs, nurses and and Family Services as well as other community based organizations. currently a Board member for Downtown Partnership, East American scholars.” He is very active on the lecture circuit and can nursing programs, hospitals, clinic, medical schools and community She served as a mayoral appointee to the commission on early Baltimore Development, Inc. and Central Maryland Transportation be contacted through [email protected]. groups, working to eliminate racial and ethnic disparities in health childhood education (District of Columbia). She was honored by the Alliance. She is also the Chair of the Racial Diversity Collaborative and health care. She is helping to bring grassroots innovative National Association of Social Workers as a social work pioneer in and Empower Baltimore Management Corporation, as well as a Ronald Chisom is co-founder of The People’s Institute for Survival community organizing projects together with health care providers 2010. Her community services also include participating on her Trustee for the Baltimore Community Foundation and the Secretary and Beyond and a senior fellow of Ashoka’s Global Academy, a to understand and develop strategies to address health and health churches public relations commission which has sponsored numerous for the Board of the Association of Baltimore Area Grant Makers. program for men and women seeking solutions for the world's most care disparities in the United States. Diana is the mother of Demian community based forums which she took primary responsibility In the past she served as a school board commissioner for urgent social problems. He has organized workers and poor Robinson and Myisha Dunn, and grandmother of Moniqua and (i.e. impact of poverty, the Brown versus Board Education, and the Baltimore City, as President for the Job Opportunities Task Force people throughout the South for over thirty-five years. In the 1990s, Mason Strum. She lives in New Orleans. voting rights act). These activities support her commitment to social and a board member for GEDCO. She has also received he co-founded and was associate director of the Treme Community justice and the Black Perspective. Leadership/Management certifications from a number of Improvement Association, which won several significant Louisiana Mary Flowers has organized for nearly twenty years with community organizations, including Harvard’s Kennedy School of victories in New Orleans. His legal suit, Ronald Chisom v. Charles groups, social service agencies and government entities to address Ruby completed her doctorate degree at Howard University Government. Diane even finds time to lecture across the country E. Roemer, Governor of Louisiana et al., challenged the Louisiana racism through her work with The People’s Institute for Survival and School of Social Work with specialization in Health Care and on strategies that will engage communities as partners in Supreme Court to achieve equal representation for the Beyond. She is part of a collective that founded the Village of Child Welfare, her Masters of Social Work degree at Atlanta neighborhood/economic development for low income/low skill predominately Black city of New Orleans. Hope and People’s Institute Northwest. She has worked closely University School of Social Work is in macro social work workers and building community to produce specific outcomes. with the Black Prisoners Caucus for many years and chairs the practice (policy, planning, and community organization). Prison Committee of the Executive Committee of the Seattle/King Her Bachelors of Arts Degree was earned from County NAACP. She has worked in social services for over 25 Howard University in the areas of sociology and

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Joyce frequently presents keynotes and workshops at state and number of teams that offer disaster mental health and crisis She is an international consultant and serves on national boards national conferences and other events. Additionally, she has intervention responses after tragedies and disasters although he including the Development Leadership Network, Crossroads co-authored and published several articles, including a book that is often partners with local NGO’s when responding to a disaster. In Ministries, a Southern Grassroots Leadership Development Design currently in press. She has received numerous awards for her 2008 Dr. Miller was appointed as an Honorary Professor at Team, and the newly-developed Institute of the Black World in leadership, advocacy, and willingness to speak out on issues Beijing Normal University where he co-teaches a course on Atlanta, Georgia. impacting the most vulnerable populations. psychosocial capacity building in response to disasters. He is currently working on the second edition of his antiracism book. Kimberley’s home is Mississippi but she was raised in Farrell, Laura Lein is dean of the University of Michigan School of Social Pennsylvania. Dr. Richards is an organizer in her Mississippi Work. Formerly professor of social work and anthropology at the Prior to teaching, Dr. Miller worked for 20 years as a community community and is the Co-director of Southwest Gardens Economic University of Texas at Austin (UT), she was a respected researcher organizer, family therapist, group worker, researcher and as the Development Corporation founded by her mother and Farell and teacher from 1985 to 2008. She has served as principal director of public and private nonprofit child and family welfare residents. The organization operates a home for men in recovery investigator on multiple grants on poverty, family and women's agencies. and a facility for women who are seeking permanent housing. issues, and impoverished populations in Texas. Mary Pender Greene is a woman of color, psychotherapist, Robert Schachter is the Executive Director of the New York City Laura directed the Women’s Studies Program at the University of career/executive coach, professional speaker and organizational Chapter of the National Association of Social Workers. NASW is psychology. Dr. Gourdine earned a certificate in adoption and Texas at Austin for two terms, from 1987 to 1991, where she consultant with 20 plus years of experience. the largest professional association of social workers with 143,000 foster care specialization (with emphasis on special needs coordinated interdisciplinary curriculum, fund development, and members nationally and 9,000 members in the NYC chapter. adoption) from the University of Michigan. new programs. She was also director of the Wellesley College She provides leadership and management training to nonprofit Center for Research on Women from 1981 to 1985 and director of organizations with a special focus on addressing structural and Bob has been with NASW since 1982 when he assumed the Joyce James, LMSW-AP, Racial Equity Consultant, began her an interdisciplinary project on work, family interaction, and child organizational racism and has a private practice specializing in position of Director of Public Affairs. He became the executive professional career 33 years ago as a Child Protective Services development at the Center for the Study of Public Policy in adult relationships, career and executive coaching and leadership director in 1990. Among his recent accomplishments at (CPS) caseworker. Joyce has served as the Texas Child Welfare Cambridge, Massachusetts, from 1973 to 1977. development. NASW are: Director from 2004–2009 providing leadership and direction for » Expanding the association’s focus on social work workforce the state administered system’s 254 counties and approximately She has served on boards of many organizations, including the Her passion and commitment is to the advancement of women and issues, with a focus on the future of social work licensing, 9,000 staff. Joyce’s leadership and testimony during the 79th United Way of Texas Child Care Working Group and the National people of color in leadership roles. Her background also includes equitable compensation, and essential working conditions. legislative session was instrumental in the creation and Academy of Sciences Research Council Committee on Child executive and management responsibility for America’s largest » Lobbying for the creation of a $1 million New York State implementation of Senate Bill 6, resulting in unprecedented and Development Research and Public Policy. voluntary mental health and social services agency—The Jewish Social Worker Loan Forgiveness Program in 2005. Funding historic legislation requiring CPS to address racial Board of Family and Children’s Services—a non-sectarian mental was recently extended to 2016. disproportionality and disparities. Laura graduated from Harvard with a doctorate in social health and social service organization. She held many leader-ship » Facilitating the creation of task forces for Latino and Asian anthropology. Her work has concentrated on the interface between roles including, Assistant Executive Director, Chief of Social Work Joyce served as the Deputy Commissioner for the Texas Department social workers and social workers of African Descent, and families in poverty and the institutions that serve them. She is Services, Director of Group Treatment and Director of the agency’s involving the members of the profession and broader human of Family & Protective Services (DFPS) working on the day-to-day author of nine books on welfare, health care, children, and Confronting Organizational Racism Initiative. The Jewish Board of operations of the agency’s Child and Adult Protective Services services community to gain a deeper insight into racism and families, including Poor Families in America’s Health Care Crisis Family and Children’s Services serves 70,000 families of diverse what can be done to address it. Programs and the Residential and Child Care Licensing Programs. (Cambridge University Press, 2006), coauthored with Ronald racial and ethnic backgrounds each year in 160 programs with a Joyce provided leadership for the Center for Learning & Angel and Jane Henric. staff of 3,400. Organizational Effectiveness serving approximately 11,000 Bob co-founded the Latino Social Work Task Force, whose mission DFPS employees. is to increase the number of Latino, bi-lingual and bi-cultural social Joshua Miller is the Associate Dean for the School for Social Work. She is a Founding Member of The Anti-Racist Alliance and received workers. Now in its 10th year, the task force has raised over His areas of interest are anti-racism work and psychosocial anti-racism training from The People’s Institute for Survival and $300,000 in scholarships for Latino students. He also serves on Joyce was the Associate Deputy Executive Commissioner for the capacity building in response to disasters. He has co-taught the Beyond. She is a former President of NASW-NYC. Center for Elimination of Disproportionality and Disparities and the the board of directors of the Human Services Council, and chairs school’s foundation social policy course, the required anti-racism its Racial Equity workgroup. He received his MSW in 1980 from Texas State Office of Minority Health at the Texas Health and course and developed a course on psychosocial capacity building Kimberley Richards is an organizer and trainer with The People’s Human Services Commission (HHSC) from September 2010 to the Hunter College School of Social Work, concentrating in in response to disasters. Institute for Survival and Beyond. She holds a Masters’ in Education community organizing and case work. He subsequently continued September 2013. The Center was created by HHSC Executive Administration from Westminster College and a doctorate in Policy, Commissioner Tom Suehs out of recognition of Joyce’s strong and at Hunter to receive a certificate in administration in 1985 and Joshua has authored Psychosocial Capacity Building in Response to Planning & Evaluation from the University of Pittsburgh. Her his doctorate in 1992. effective leadership and a desire to expand the Texas Model for Disasters, co-authored Racism in the United States: Implications for graduate and post-graduate work centered on internalizing an Addressing Disproportionality and Disparities, created under her the Helping Professions with Ann Marie Garran, and co-edited anti-racist analysis within the fields of community-based organizing, leadership, to all HHS agencies, and programs. School Violence and Children in Crisis. He has published numerous program planning, development and evaluation. Her focus is how articles and regularly presents at conferences and at community and where internalized racial oppression and superiority impacts Joyce served six years as a Commissioner on the Supreme Court of organizations about anti-racism and responses to disasters. He has communities of color and efforts towards social justice and equity. Texas Permanent Judicial Commission for Children, Youth and Families, responded to and served as a consultant for many disasters, including an appointment made by the Chief Justice of Texas. She also 9/11, Hurricane Katrina, the Aurora shootings, the Asian Tsunami, served on the Juvenile Justice Advisory Committee and served as a the Haitian earthquake, armed conflict in Northern Uganda and member of the Children’s Justice Act Task Force for over 15 years. the Sichuan province earthquake in China. He volunteers for a

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5 > INSTITUTIONAL RACISM HAND-OUT (BARNDT)

4 > CASEY FAMILY PROGRAMS Knowing Who You Are www.casey.org/resources/initiatives/KnowingWhoYouAre/ www.casey.org A journey to help youth in care develop their racial and ethnic identity, Knowing Who You Are is a three-part curriculum for social Publications about Racial and Ethnic Differences workers and other adults and professionals in the child welfare www.casey.org/resources/publications/directory/subject/ system. Created with the direct collaboration of alumni of foster racial-differences.htm care, youth still in care, birth parents, and resource families, the curriculum helps child welfare professionals explore race and Places to Watch ethnicity, preparing them to support the healthy development of Published in 2006, this report from the Casey-CSSP Alliance their constituent’s racial and ethnic identity. Part I is a video and for Racial Equity in Child Welfare highlights the work of ten study guide, Part II is a free, on-line course that develops a jurisdictions that are committed to reducing racial vocabulary for discussing race and ethnicity as a tool for identify disproportionality and disparity in their child welfare systems. development and for addressing racism and discrimination. Part III, developed for staff, youth in care, alumni, birth parents, and Racial Disproportionality, Race Disparity, and Other resource families all participate in these two-day events. In a Race-Related Findings in Published Works Derived highly interactive training, participants hone skills they’ve from the National Survey of Child and Adolescent learned as they identify ways to integrate them into their daily Well-Being child welfare practice. This paper was published in January 2008 by the Casey-CSSP Alliance for Racial Equity in Child Welfare. It draws on studies of data gathered during the National Survey of Child and Adolescent Well-Being (NSCAW) to examine child welfare in the context of race and ethnicity.

Unsuccessful In-Home Child Welfare Service Plans Following a Maltreatment Investigation: Racial and Ethnic Differences (2007) Many child welfare professionals are familiar with racial disproportionality, the overrepresentation of children of color in the child welfare system. Based on recent NSCAW data, this study examines disproportionality in children remaining in the home following a maltreatment investigation-an understudied but high-risk population.

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5 > INSTITUTIONAL RACISM HAND-OUT (BARNDT)

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6 > CONTINUUM ON BECOMING AN 7 > NATIONAL ASSOCIATION OF 4.02 Discrimination Social workers should not practice, condone, facilitate, or ANTI-RACIST INSTITUTION SOCIAL WORKERS RESOURCES collaborate with any form of discrimination on the basis of race, ethnicity, national origin, color, sex, sexual orientation, gender Institutional Racism and the Social Work Profession: identity or expression, age, marital status, political belief, A Call to Action religion, immigration status, or mental or physical disability. www.socialworkers.org/diversity/institutionalracism.pdf Developed in 2007, the document provide definitions of 6.04 Social and Political Action institutional/structural racism, clarifies how it is relevant to the (d) Social workers should act to prevent and eliminate domination social work profession, and details how it is manifested in the of, exploitation of, and discrimination against any person, social systems within which social workers engage. Most group, or class on the basis of race, ethnicity, national origin, importantly, it offers a vision for how the social work profession color, sex, sexual orientation, gender identity or expression, can address structural racism, in terms of both limiting its negative age, marital status, political belief, religion, immigration status, influence and creating conditions for effectuating realistic, or mental or physical disability. achievable positive outcomes. NASW Standards on Cultural Competence in Social NASW Code of Ethics (approved in 1996 and revised in 2008) Work Practice www.socialworkers.org/pubs/code/code.asp www.socialworkers.org/practice/standards/NASWCultural The 2008 revisions to the NASW Code of Ethics address Standards.pdf issues related to steps social workers can take toward achieving racial equity. NASW Indicators for the Achievement of the Standards for Cultural Competence in Social Work Practice 1.05 Cultural Competence and Social Diversity www.socialworkers.org/practice/standards/NASWCultural (c) Social workers should obtain education about and seek to StandardsIndicators2006.pdf understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color, sex, sexual The Indicators for the Achievement of the NASW Standards for orientation, gender identity or expression, age, marital status, Cultural Competence in the Social Work Profession are designed political belief, religion, immigration status, and mental or as an extension of the Standards to provide additional guidance physical disability. on the implementation and realization of culturally competent practice. 2.01 Respect (a) Social workers should treat colleagues with respect and should NASW New York City Chapter – Anti-Racist Social represent accurately and fairly the qualifications, views, and Work Practice Resources obligations of colleagues. www.naswnyc.org/displaycommon.cfm?an=1& subarticlenbr=305 (b) Social workers should avoid unwarranted negative criticism of colleagues in communications with clients or with other professionals. Unwarranted negative criticism may include demeaning comments that refer to colleagues’ level of competence or to individuals’ attributes such as race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability.

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9 > SELECTED ORGANIZATIONS SAMHSA Office of Behavioral Health Equity – Center for American Progress – www.samhsa.gov/obhe/index.aspx www.americanprogress.org/issues/race/report/2013/10/24/77 AND RESOURCES SAMHSA’s Office of Behavioral Health Equity (OBHE) was 546/the-state-of-women-of-color-in-the-united-states-2/ established in accordance with Section 10334 of the Patient State of Women of Color in the United States: Too Many Barriers AntiRacistAlliance – www.antiracistalliance.com Protection and Affordable Care Act (ACA) of 2010. Section Remain for This Growing and Increasingly Important Population, The ANTIRACIST ALLIANCE is a movement for racial equity. It is an 10334(b) of ACA required six agencies within the U.S. Farah Ahmad and Sarah Iverson, October 2013. organizing collective of human service practitioners and educators Department of Health and Human Services (HHS) to establish whose vision is to bring a clear and deliberate anti-racist structural offices of minority health. Launched in 2012, OBHE coordinates Center for the Study of Social Policy – power analysis to social service education and practice. SAMHSA efforts to reduce behavioral health (mental health and http://cssp.trilogyinteractive.com/pdfs/positive_outcomes_ substance abuse) disparities for diverse racial and ethnic and fresno_co_institutional_analysis.pdf Collaborative for Enhancing Diversity in Science lesbian, gay, bisexual and transgender (LGBT) populations. Positive Outcomes for All: Using an Institutional Analysis to Identify (CEDS) – www.cossa.org/diversity/diversity.html OBHE’s efforts are geared to promote health equity for all racial and Address African American Children’s Low Reunification Rates Formed in 2008, the CEDS is a collaboration led by the and ethnic and LGBT populations, and support populations and Long Term Stays in Fresno County’s Foster Care System (2010). Consortium Of Social Science Associations (COSSA) and includes vulnerable to behavioral health disparities. OBHE is organized 8 > BOOKS OF INTEREST the National Association of Social Workers (NASW), the American around five key strategies: data, communication, policy, quality Center for Assessment and Policy Development Racial Psychological Association (APA), the American Sociological practice and workforce development and customer Equity Tools – www.racialequitytools.org/about Racism without Racists: Color-Blind Racism and the Persistence of Association (ASA), the American Education Research Association service/technical assistance. This website is designed to support individuals and groups working Racial Inequality in America, Fourth edition. Eduardo Bonilla-Silva. (AERA), the Society for Research on Child Development (SRCD), the to achieve racial equity. This site offers tools, research, tips, curricula Lanham: Rowman & Littlefield Publishers, Inc., 2014. Association of American Medical Colleges (AAMC) and the National Center for Cultural Competence – Center for and ideas for people who want to increase their own understanding www.amazon.com/Racism-without-Racists-Color-Blind-Persistence/ American Association for the Advancement of Science (AAAS) Child Development, Georgetown University – and to help those working toward justice at every level – in dp/1442220554. Center for Careers in Science and Technology. Since its formation, http://nccc.georgetown.edu/index.html systems, organizations, communities and the culture at large. CEDS has sponsored 2 national workshops supported by NIH, The mission of the NCCC is to increase the capacity of health care Racism in the United States: Implications for the Helping NSF and several foundations and has also sponsored two and mental health care programs to design, implement, and Professions, Josh Miller and Ann Marie Garran (2007) Congressional meetings. CEDS meets regularly with NIH and evaluate culturally and linguistically competent service delivery www.amazon.com/Racism-United-States-Implications-Professions/ NSF and has fostered attention to diversity in science through systems to address growing diversity, persistent disparities, and to dp/0495004758. COSSA members. promote health and mental health equity.

Racism and Racial Identity: Reflections on Urban Practice in Mary Pender Greene’s Anti-Racist Resources – Mental Health and Social Services (2006). Lisa V. Blitz & Mary http://marypendergreene.com/wp/anti-racist-resources/ Pender Greene (Editors). www.amazon.com/dp/0789031094/ Provides links to books, trainings and other resources. ref=cm_sw_su_dp. National Association of Deans & Directors of Schools The Color of Wealth: The Story Behind the U.S. Racial Wealth of Social Work – www.naddssw.org/about/task-forces/health- Divide. (2006). Meizhu Lui, Barbara Robles, Betsy Leondar-Wright disparities-task-force and Rose Brewer. Available from www.amazon.com/Color- A key product of the NADD Health Disparities Task Force results Wealth-Behind-Racial-Divide/dp/1595580042/ref=sr_1_1?s=boo from a project supported by the HHS Office of Minority Health, ks&ie=UTF8&qid=1394392549&sr=1-1&keywords=Meizhu+Lui. Advanced Social Work Practice Behaviors to Address Behavioral Health Disparities (www.naddssw.org/pages/wp-ontent/uploads/ Towards Collective Liberation – Anti Racist Organizing, Feminist 2013/10/Behavioral-Health-Disparities-e-pub.pdf). Praxis and Movement Building Strategy, Chris Crass, available from www.PMPress.org. The People’s Institute for Survival and Beyond – www.pisab.org The People’s Institute for Survival and Beyond focuses on understanding what racism is, where it comes from, how it functions, why it persists and how it can be undone. Its workshops utilize a systemic approach that emphasizes learning from history, developing leadership, maintaining accountability to communities, creating networks, undoing internalized racial oppression and understanding the role of organizational gate keeping as a mechanism for perpetuating racism. 3 5 > ACHIEVING RACIAL EQUITY: CALLING THE SOCIAL WORK PROFESSION TO ACTION SWPI-RPT-29014.Racial-Report_Layout 1 5/29/14 1:13 PM Page 36

Racism and Racial Identity: Reflections on Urban Practice in Mary Pender Greene’s Anti-Racist Resources – Mental Health and Social Services (2006). Lisa V. Blitz & Mary http://marypendergreene.com/wp/anti-racist-resources/ Pender Greene (Editors). www.amazon.com/dp/0789031094/ Provides links to books, trainings and other resources. ref=cm_sw_su_dp. National Association of Deans & Directors of Schools The Color of Wealth: The Story Behind the U.S. Racial Wealth of Social Work – www.naddssw.org/about/task-forces/health- Divide. (2006). Meizhu Lui, Barbara Robles, Betsy Leondar-Wright disparities-task-force and Rose Brewer. Available from www.amazon.com/Color- A key product of the NADD Health Disparities Task Force results Wealth-Behind-Racial-Divide/dp/1595580042/ref=sr_1_1?s=boo from a project supported by the HHS Office of Minority Health, ks&ie=UTF8&qid=1394392549&sr=1-1&keywords=Meizhu+Lui. Advanced Social Work Practice Behaviors to Address Behavioral Health Disparities (www.naddssw.org/pages/wp-ontent/uploads/ Towards Collective Liberation – Anti Racist Organizing, Feminist 2013/10/Behavioral-Health-Disparities-e-pub.pdf). Praxis and Movement Building Strategy, Chris Crass, available from www.PMPress.org. The People’s Institute for Survival and Beyond – www.pisab.org The People’s Institute for Survival and Beyond focuses on understanding what racism is, where it comes from, how it functions, why it persists and how it can be undone. Its workshops utilize a systemic approach that emphasizes learning from history, developing leadership, maintaining accountability to communities, creating networks, undoing internalized racial oppression and understanding the role of organizational gate keeping as a mechanism for perpetuating racism. > ACHIEVING RACIAL EQUITY: CALLING THE SOCIAL WORK PROFESSION TO ACTION 3 6 SWPI-RPT-29014.Racial-Report_Layout 1 5/29/14 1:12 PM Page 1

ABOUT THE SOCIAL WORK POLICY INSTITUTE

The Social Work Policy Institute was established in 2009 and is a division of the NASW Foundation. Its mission is: > To strengthen social work’s voice in public policy deliberations. > To inform policy-makers through the collection and dissemination of information on social work effectiveness. > To create a forum to examine current and future issues in health care and social service delivery.

Social Work Policy Institute > NASW Foundation Director: Joan Levy Zlotnik, PhD, ACSW 750 First Street NE, Suite 700 > Washington, DC 20002-4241 ACHIEVING RACIAL EQUITY: SocialWorkPolicy.org > [email protected] > 202.336.8393 CALLING THE SOCIAL WORK PROFESSION

750 FIRST STREET NE, SUITE 700 WASHINGTON, DC 20001-4241 SOCIALWORKPOLICY.ORG

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