Becket Chimney Corners YMCA 748 Hamilton Road Becket, MA 01223
Dear Becket Chimney Corners YMCA Leadership, In the last several weeks, members of the BCCYMCA community have gathered to engage in conversations surrounding anti-racist work at camp and nationwide. On July 9th, CEO Amy Gutschenritter released a statement regarding the organization's commitment to anti-racism. It outlines specific areas of programming that the camps can improve upon, including but not limited to: access to and representation within programs, history and traditions, training and education for all participants. Additionally, numerous alumni have been in direct communication with the administration or engaged in conversation in and outside the Facebook group “Organizing for an Anti-Racist BCCYMCA.” In our continued efforts towards an anti-racist organization, it is essential we take a deeper look at our practices, engage in community discourse, and center the voices of Black, Indigenous, and People of Color (BIPOC) community members. BCCYMCA’s community members of color are part of our community and have contributed to our successes in countless ways. Our programming plays a special role in introducing young people to the outdoors, but these experiences and opportunities are not always equally available and accessible to all. It is our responsibility as an organization to do everything in our power to make camp the inclusive, safe space it claims to be. The BCCYMCA has been an important experience in our lives, shaping our characters and teaching valuable skills. However, both historically and currently, people of color at camp often do feel unwelcome, unsafe, and silenced. Before going further, please take a moment to read the attached Notes from the First BIPOC Town Hall (Hosted by CCC alums Nyasha Franklin, Sydney Cameron, and Mamou Samaké, July 5, 2020). This forum was created as a safe space for alumni and current community of color to share their experiences and concerns, and to inform the decisions that need to be made for an equitable future for BCCYMCA. Participants in the BIPOC Virtual Town Hall have made it clear that several aspects of interpersonal relations need to be unpacked and understood for the camps and their community members to begin practicing anti-racism. To paraphrase some thoughts from two participants: everyone needs to understand that a veil will be lifted when we become aware that camp is not always a safe space for campers of color; in order to hold BCCYMCA community members accountable in a practice of radical love, we need to remove our rose-colored glasses to see the ways in which camp must change in the weeks, months, and years to come.
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BCCYMCA has taught us so much about advocacy, caring for others, and standing up for what is right. It has also led the way for the camping community in regards to diversity and inclusion; however, there is still much more to be done. The following letter poses a comprehensive survey of community feedback, suggestions, and questions for the administration that we hope will make the transformative experiences found at camp accessible and welcoming to all future participants. It aims to provide tangible steps to address anti-racist action in BCCYMCA programming, as well as expresses the alumni community’s desire for the administration’s transparency in working through these complex issues. We have broken up the letter into the three areas of focus that camp has already committed to: Access and Representation, History and Traditions, and Training and Education. Additionally, we have added an area of focus we believe is imperative to this work as well: Accountability and Transparency. Each of these areas are explained and outline specific actions towards the commitment to anti-racism across all BCCYMCA programming. As we work toward systemic change at BCCYMCA, it is imperative that this organization looks at itself, reflects, and embodies these lessons as an institution. The more of us who unite in support, the greater impact we can have in implementing positive, long-term change within the camp communities.
FOCUS AREA 1: ACCESS AND REPRESENTATION Discussions about anti-racism at camp must begin with the question: who has access to this organization, not only as a participant, but also as a staff, alumni council, or board member? BCCYMCA must evaluate what barriers to entry exist beyond financial roadblocks and examine the power structures and culture in place that prevent BIPOC retention, particularly into higher positions at Becket and Chimney Corners.
Commit to being an anti-racist employer with emphasis on education and empowerment
● Dedicate both time and monetary resources to supporting BIPOC staff and LITs through employment at camp. ● Create affinity groups for BlPOC campers, staff, and other community members. ○ During the summer, this work has historically been done by staff volunteers, however this needs to be supported by administration, seen at both Chimney and Becket, and across other areas of programming. ● Increase and actively support BIPOC staff, Administration and Board Members through relevant training, resources, and initiatives. ● Reframe the “non-stop work” culture for staff to one that encourages and creates space for rest and for inclusive body practices. ○ A potential resource in starting to engage in discussions about inclusive body practices: “Disability Visibility” by Alice Wong, 2020.
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● Become an organization that seeks to evaluate ways in which it perpetuates white supremacy culture at all levels. ○ All staff trainings should address the document, “Characteristics of White Supremacy Culture” from Dismantling Racism: A Workbook for Social Change Groups, by Kenneth Jones and Tema Okun, ChangeWork, 2001. Diversify the Board of Trustees
● Revise the board selection process so that it intentionally draws upon a diverse background in all aspects, including racial diversity, socioeconomic status, age, gender, etc. ● Eliminate the requirement for a monetary entry on the Board, as this is a socio economic barrier. ● Create a system of checks and balances to ensure that what the board decides as important initiatives are being effectively implemented on all levels, at both camps, using feedback from campers, staff, and alumni. The Alumni Council and Young Alumni Group may be important resources in this effort. ● Require Board members to participate in anti-racist trainings as a precursor to gaining their position.
Recruit and finance racially / socioeconomically diverse campers and support them through the BCCYMCA employment pipeline and at executive levels
● Commit to investigating different funding models for camper tuition and BOC programming fees (i.e. sliding scale pricing model, corporate sponsorship, community sponsorship, etc.) ● Recruit BIPOC campers by not only addressing tuition boundaries but also building relationships of trust and reaching out directly to communities of color. ● Evaluate Cumulative Camper Records (CCRs) in the context of prejudiced descriptions of campers at both Becket and Chimney. ● Support BIPOC campers through the BCCYMCA leadership pipeline. ● Commit to hiring an outside experienced and certified, full-time Diversity, Equity, and Inclusion (DEI) staff member to facilitate / guide all anti-racist trainings for staff (when camp has the financial means to do so).
Audit the Leader-in-Training programs in regards to how their structures and procedures are geared towards white campers
● Evaluate the ways in which LIT selection has relied heavily on CCRs in the context of prejudiced descriptions of campers, and create a more comprehensive plan for selecting LITs that does not rely heavily on CCRs. ● Make the LIT selection process transparent to the community. ● Analyze the intention and the implementation of these programs and their effectiveness in preparing LITs for staff. ● Use industry knowledge and connections to explore possible leadership models used at other residential camps and their potential to be implemented at Becket and Chimney. ● Given that the REACH Program has the unique opportunity to travel to South Dakota, partner with the Sioux YMCA, and build leadership skills, BCCYMCA should consider the opportunity
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to dive into the history of camping and its relationship to settler colonialism, deepen our relationship with the Sioux YMCA, and bring learning on this subject matter back to camp. See appendix for proposal.
Use external communication channels to accessibly announce updates regarding anti-racist work, accurately depict the demographics of camp, and be inclusive to all potential participants and families.
● Issue regular statements detailing specific actionable steps, including short-term and long-term goals, that BCCYMCA will take–and have taken–in order to continually commit itself to anti-racist work and diversity, equity, and inclusion. ● Use various social media platforms to uplift Black voices and empower conversations surrounding racism at camp, as well as to promote the work of our partner YMCAs. ● Translate the BCCYMCA website into other languages automatically. Additionally, all communications sent by mail or email should include embedded translations. ● Representation on advertising materials should mirror the actual breakdown of the camper demographic population. BIPOC campers are disproportionately overrepresented in both camps’ social media posts, brochures, and other advertising materials.
Design anti-racist programming framework for the Berkshire Outdoor Center
● Announce plans on how BOC will continue to host groups from diverse racial and socioeconomic backgrounds. ● Maintain relationships with partner schools–particularly schools from urban areas–even when schools are not able to attend BOC. ● Include anti-racism training as part of seasonal and ongoing program instructor training. ● Increase support for programs that work with the most diverse communities across New England and locally in the Berkshires. ● Prioritize hiring staff who more accurately reflect the population BOC serves ○ It is important for BOC student groups to see themselves reflected in the staff, and to see that there is a place for BIPOC in outdoor education. ○ Address how BOC will then create a professional environment that is safe for BIPOC staff when BOC has historically operated as a white space. ● Commit to maintaining outreach to the local Berkshire community, especially in regards to Becket Day Camp. BDC must also prioritize hiring BIPOC as counselors and camp leadership, and prioritize recruiting local BIPOC children to participate in summer camp. It is also imperative that BDC staff receive adequate anti-racist training to effectively serve the population of children at BDC.
FOCUS AREA 2: HISTORY AND TRADITIONS In addition to making a conscious effort to ensure camp is accessible, equitable, and diverse, we must consider and reevaluate the history and traditions that many members of the Becket, Chimney, and BOC communities hold dear. We must focus energy into actively
An Open Letter to BCCYMCA Leadership | Page 4 building a camp culture that is anti-racist in nature, even if this means significant adjustments to some of our current practices, programs, and artifacts. Additionally, when steps are taken, staff and administration must be transparent about adjustments and use them as an opportunity to facilitate conversations about why they were made.
Use programming to address the histories of the USA, BCCYMCA, the indigenous communities of Becket, and BIPOC communities
● Investigate shared histories of BCCYMCA in indigenous appropriation. ○ Hire Native consultants (educators and language specialists) to guide an investigation into BCCYMCA’s historical/continued cultural appropriation and active perpetuation of settler colonialism. ○ Consider reaching out to Nolumbeka Project, an archival organization whose mission is “to promote a deeper, broader and more accurate depiction of the history of the Native Americans/American Indians of New England before and during European contact and colonization.” Discuss building a partnership with this organization. ● Actively discuss the importance of racial considerations in cabin expectations (i.e. do not touch other people’s hair). ● Utilize Chapel, Woman of the Day, and cabin/afternoon activities as forums to lift up BIPOC perspectives and challenge white supremacy culture at both camps. ● Program / Activity specific adjustments: ○ Evaluate the barriers preventing campers from feeling comfortable at the waterfront, especially in regards to the swim test. Unconscious biases about swim ability disproportionately affect BIPOC campers; all campers require different needs for their bodies, and should have an active choice in participating in waterfront activities. ○ Create a codified PALS (People Advocating for Love and Service) afternoon activity curriculum for each unit at Chimney that identifies and explores anti-racism & intersectional feminism as core Chimney values–adjusted to respective age groups. Additionally, develop a PALS curriculum for each village at Camp Becket. Note: There is a group of alumni interested in developing this program. ○ Evaluate and rebrand Colonial Living, as this activity does not acknowledge the reality that American colonies existed as a result of forcefully taking land, autonomy, life, and power away from Indigenous people. Note: There is a group of alumni interested in developing this program.
Adjust physical and cultural artifacts to reflect a commitment to anti-racism
● Evaluate and subsequently adjust all graces, songs, programs, and cabin names for racist biases, history, and appropriation. Educate the community as to why these changes were made. ○ Engage in community conversations to brainstorm changes that reflect the camp culture we want to instill moving forward. Note: A group of alumni have already begun the process of investigating and developing alternatives. ● Hang the Black Lives Matter flag in the Chimney Dining Hall and Paul Dudley White at Becket, and only raise camp & unit flags at flag raising.
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● Sell Black hair products in both of the camp stores.
Reframe the purpose / goal of Travel and Service Programs
● Develop anti-racist/oppression workshops for trip leaders as part of staff training to ensure leaders are prepared to address racist behavior with campers/trip participants. ● Dedicate part of staff training to teaching methods that educate participants on ways to enter a new cultural space from a position of learning rather than serving. ● Evaluate the service and cultural exchange elements of every trip to ensure that they are not causing harm to any of the partner YMCA’s or local communities (see Focus Area 4: Accountability and Transparency for more details). ● Engage in conversations with host partners to ensure all parties are aware of the program’s goals of learning without perpetuating white saviorism. ● Require location specific historical awareness of the communities participants will be engaging with, as well a history of any policies of the United States that have affected those countries (i.e. the American War in Vietnam and its lasting effects).
FOCUS AREA 3: TRAINING AND EDUCATION At the heart of BCCYMCA’s work is training its staff to make transformative differences in the lives of each of our participants. Moving forward, anti-racist work must be central to staff training. In order to truly “change lives for good,” staff must be properly educated on ways to empower, support, and advocate for every child who spends their summer at Becket or Chimney or participates in BOC programming.
Equip summer camp staff with trainings / resources on anti-racist behavior management methods
● Expand diversity and inclusion training, with an emphasis on anti-racism, for all staff members and Leaders in Training. ● Create two days of diversity training during summer staff training. ○ Include small group breakouts that address “Characteristics of White Supremacy Culture” from Dismantling Racism: A Workbook for Social Change Groups, by Kenneth Jones and Tema Okun, ChangeWork, 2001. ○ Dedicate a second day of training to understanding diversity within the context of camp and how all staff members can actively challenge any white-supremacist culture that may exist. ● Rewrite portions of the staff manual to match commitment to anti-racism and develop a restorative justice approach towards addressing racially motivated or prejudiced actions for the entire community. ● Train counselors on the best way to deal with younger campers who might have biases, properly step in without overstepping boundaries, ways to educate, and address parents who display biases.
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● Train on using gender inclusive language at camp. Normalize introducing oneself with pronouns at both camps. ● Train unit/village directors on how to create cabin groups focused on equity and inclusion.
Transition counseling methods from being behavior-informed to being trauma-informed
● Evaluate behavior management practices in the context of white culture (quietness, obedience, etc.), and educate staff accordingly. ● Evaluate CCRs in the context of prejudiced descriptions of campers, and train staff on how to best lead CCR discussions with campers. ● Empower staff to be curious and understanding of campers’ identities that go beyond their surface level behavior. ● Expand relationships with mental health consultants to guide admin/staff in best practices of trauma-informed counseling. ● Provide resources on non-punitive forms of counseling and training for white staff on how to focus on campers who have caused racist harm rather than policing reactions, particularly those of Black campers. ○ A potential resource in starting to engage in restorative justice practices: Better Than Carrots or Sticks: Restorative Practices for Positive Classroom Management by Dominique Smith, Douglas Fisher, and Nancy Frey, 2015. Engage in ongoing community conversations and initiatives surrounding anti-racism in the BCCYMCA
● The ideas presented in this letter were gathered from community members in the “Organizing for an Anti-Racist BCCYMCA” Facebook group. These types of conversations should continue on an ongoing basis to ensure concrete strides in our anti-racist work. ● Starting topics and questions for the BCCYMCA community to address: ○ The outdoors have historically been seen as a majority white domain with BIPOC underrepresented. How have BCCYMCA programs encouraged/influenced these issues both consciously and unconsciously? ○ What are the precise histories of camp in regards to anti-racism and the Indigenous communities? ○ Are there traditions at camp that are harmful to BIPOC communities and/or insensitive to certain histories? How can we evaluate and alter them accordingly? ○ How has the relationship between white supremacy and masculinity perpetuated racism at Becket and white feminism at Chimney? ○ How can we enact restorative justice practices at the camps centered around anti-racism? ● Possible structures for these conversations: ○ Teach-ins and ongoing community education sessions by experienced/ knowledgeable community members. ○ Affinity groups for parents and younger campers to talk about anti-racism at camp. ○ Annual updates/meetings over Gibson Weekend for parents and campers.
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FOCUS AREA 4: ACCOUNTABILITY AND TRANSPARENCY As noted in the History and Traditions focus area, when anti-racist steps are taken, the BCCYMCA staff and administration must be transparent about the adjustments and use them as an opportunity to facilitate conversations. Additionally, transparency and accountability must be the red thread that connects all of this labor–both in the work the BCCYMCA currently does and the work it plans to do in the future.
Commit to financial, program missions, and Board/Council transparency
● Establish transparency in funding, feedback structures, and program goals at Becket and Chimney. ● Maintain financial transparency regarding the Travel and Service Programs as a whole and with their partnering associations. ● Appoint current BCCYMCA staff members to the Board of Trustees to ensure an accurate voice of current camp perspective. ● Establish an election process for seats on the Alumni Councils.
Continuously update the larger camp community on initiatives to achieve anti-racism and changes to the BCCYMCA administration
● Release plans of action on anti-racism work on a biannual basis. ● Discuss possibilities to include the larger community in hiring decisions, especially in regards to new DEI specialist roles. ● Thoughtfully and specifically respond to the actions and questions listed in this letter and its appendix by the end of August through a letter emailed to the BCCYMCA community.
Restructure the form in which feedback is given to ensure consistent protocols throughout the organization that promote growth and accountability
● Create anonymous forums for campers, LITs, and staff to bring concerns to the administration. ● Evaluate what barriers exist that discourage open dialogue on anti-racist and social justice discussions. ● Provide a structured protected protocol for community members to bring concerns to the BCCYMCA without fear of retribution. ● Commit to the BCCYMCA leadership to discuss and act on DEIB initiatives on a regular basis.
CONCLUSION The work done by the alumni, current camp community, and administration in the last few weeks is exciting. Through these discussions, we have had an opportunity to provide powerful messages of support for our BIPOC community backed by tangible actions. While our alumni network
An Open Letter to BCCYMCA Leadership | Page 8 has compiled an extensive outline for tackling the complex work of anti-racism, senior administration must take the lead in these efforts if they are to be brought to life. Following this global pandemic, the camp that campers and staff return to will be unlike what we have seen in the past. As cultural values within society shift toward heightened awareness of longstanding inequalities, camp must reflect this change by providing increased support for the health and safety of all our community members. With the announcement of the Sustainability Campaign, it is understood that camp is under financial stress due to the COVID-19 pandemic. Considering this, countless alums have invested hours of their time into this document, and wider conversations, at no cost. Additionally, we understand that hiring professionals with expertise in diversity, equity, and inclusion may not be immediately feasible. However, when looking towards upcoming action, it will be important for the administration to publicly commit to the changes it plans to prioritize when financially able to do so. This network of alumni expect to be kept informed on BCCYMCA’s vision for the future. We all deeply care about this organization and want to contribute in any way that we can. Furthermore, we appreciate the time and effort that will go into your response to this letter, and look forward to hearing from you by the end of August through a letter emailed to the BCCYMCA community. As was the theme of virtual Chapel this past June, "The first rule of Love is to Listen." It is now on us to listen, seek to understand, and act.
Signed, The BCCYMCA Community (See Page 11 for listed names)
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APPENDIX A - Reach Program Proposal BCCYMCA has made several important changes to the Reach program in recent years, including intentional pre-trip education surrounding the history of the Lakota and the Black Hills for both leaders and participants, coordination with Sioux YMCA and Camp Marrowbone staff to have effective and candid conversations with the groups about their role and privilege as volunteers, and changing the “REACH (Reaching Educating And Caring for Humanity) Program” to the “Reach Program” as the previous acronym could be interpreted as Reachers heading to South Dakota to educate humanity, which overgeneralizes and places ideas of white saviorism on the trip. In order for BCCYMCA to continue to work towards making the Reach program anti-racist, we suggest beginning the conversation with the following actions:
1. Engage BCCYMCA Reach Community: We would like to gather the larger Becket-Chimney Reach community to discuss how the program can best reflect the values of this document and share learning between the Becket and Chimney programs before, during, and after the program. We urge camp leadership and the community to define and evaluate the goals of the program to inform further program choices with acknowledgement of the history of imperialism, Christian missionaries, and Native American boarding schools. 2. Receive Feedback from Sioux YMCA Partners: We encourage continued conversations between BCCYMCA and the host partners to ensure the Reach program is not causing harm. If camp continues to only look within for feedback, we maintain the norm of ignoring the voices that need to be heard. We hope to see further conversations about power and cultural dynamics within an exchange structure and expand what partnership might look like. This includes broadening the very definition of exchange. Rather than simply viewing Reach as a camper exchange program we would like to open up the possibility of understanding the program as an exchange of resources such as money, goods, knowledge, and access to the alumni network. 3. Improve Programing: Camp should continue to revise the programming before, during, and after the trip to South Dakota. a. Create more thorough opportunities for Reachers to engage in anti-racist education (i.e. learning about white saviorism, settler colonialism, the history of camping and indigeneity, and the history of the Reach program) through revisiting the structure of the program and ensuring Reach leaders are appropriately trained and supported to facilitate these learning conversations and experiences. b. Ensure any labor on behalf of the people of the Cheyenne River Reservation to teach Reachers about the history, traditions, and cultures of the Lakota people are properly and transparently compensated. This includes financial transparency regarding the Reach program as a whole and with its partnering associations. c. Examine and assess the program’s itinerary including our appropriate place when/if participating in cultural Lakota events and visiting colonial landmarks such as Mount Rushmore.
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d. Create campwide anti-racist programming during both sessions that includes learning about the Reach program to allow the responsibility of anti-racism and Native American history education to be shared across the camp community, rather than relying soley on Reachers to provide this information. e. Generate conversations with Reachers and leaders upon their return from South Dakota to receive feedback about the program and ways it may be improved, asking for and considering the action steps that they suggest be implemented moving forward. 4. Evaluate application process: We would like to evaluate the application process for the Reach program and discuss its relationship with the Aides program. The application should include targeted questions—such as “Why Reach?”— to evaluate participants’ objectives and levels of awareness with regards to the program. Such responses would also help leaders tailor the education for each different group of Reachers, particularly in terms of anti-racism and effective allyship. 5. Provide concrete answers: Given the demands above, it would be helpful to have clear answers to the following questions to fuel future conversations. a. What are the goals of the Reach program and how does the programing and itinerary reflect these goals? b. What is the history of the Reach program? c. How is the Reach budget allocated and what percentage goes to our partners in compensation and exchange?
APPENDIX B: COMMUNITY SIGNATORIES This letter was available for signature from Friday July 25, 2020 at 12:00pm through Monday July 27, 2020 at 1:00pm. 663 BCCYMCA community members signed their name in support, some of whom left additional comments. Below are the names listed in alphabetical order by first name; at the end of this document are comments submitted with the letter.
Abby Hepner Cleo Juster Ingrid Appen Lydia Noto Remi Shore Abigail Hanlon Cole Steiger Irene Clifford Lydia Riess Rhianna Bell Adam Barcan Coleman Smith Isabel Caruso Lynn Bentaleb Rhonda L. Russian Adam Rintell Colie Haahr Isabel Dover Mackenzie McCree Richie Schultz Addie Ronis Colin Finn Isabel Greenberg Mackenzie Turner Risa Cove Afriti Bankwalla Colleen Osten Isabel Kapner Madeleine Campbell Robert Brower Aimee Coburn Corinne Frazer Isabel Koral Madeline Frazer Robert Winter Aine McMahon Corvus Lippert Isabel Macedo Madeline Kaplan Rohan Bose Aki Davis Craig “Junior” Argent Isabel Schoeman Madison DeRose Rory O’Donnell Alaina Chou Cyan Hunte Isabelle Andrews Madison J Couture Rory Redgrave Alana Bhatla Dan Barcan Jack DosSantos Maggie Myslik Rory Sargent Alaya Dana Miller Jacob H Krieger Maggie Orr Rosalia Caramazza
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Daniel Mairin Alex Thomas Grubbs-Donovan Jacob Jampel Mahaffey-Dowd Rosanna Giorlandino Alexa Stevens Daniel Mayer Jade Leong Mal Duffy Rose Schupack-Dias Alexandra Moore Danielle Corneille James Jampel Malachy Duffy Ross Kennedy Ruby Alice Blackwood Danny Cunningham James Parrott Mamou Samaké Rayner-Haselkorn Alicia Jacobson Daseta Gray James Roberts Mar Ehrlich Ruthie Colburn Alison Deininger Dave Hearne Jami Axelrod Marc D. Draisen Ryan Finn David Alpert & Alix Jason Quincy Cotton Jamie Bogert Margaret Nichols Ryan Schaeffer Aliya Huprikar David Wingate Jan Holland Margot Diamond Ryane Small Aliza Phillips Defne Levine Jan Levinson Marielle Mason Sadie Ghossein Allison Brown Deirdre Cottrell Jane Lehman Marly Bresler Safi Chalfin-Smith Allison DeLuca Diana Medellin Jason Altshuler Martha Friend Sage Paglia Jean Allison Huttick Donovan Driscoll Gerondeau-Duffy Mary Alice Jackson Sally Nason Salvatore M. Aly Dove Dori A. Walker Jenie Michael Mary Dunn Giorlandino Alyssa Reed Drew Bernstein Jenna Johnson Mary Hall Keyes Sam Cherington Alyssa Usab Drew Mintz Jennifer Mahaffey Mary Winters Sam Draisen Matthew Amanda Fasciano Dwight Baghdoyan Jenny Brigham Gutschenritter Sam Grunebaum Amber Banta Edie Valls-Croker Jerry brown Matthew Zackman Sam Hirschhorn Amelia Austin Eleanor Brennan Jess Burns Maura Magistrali Sam Michaels Amelia Kane Eleanor Lowe Jesse Principe Maura O’Toole Samantha Christian Amelia Magistrali Eli Binder Jessie Parrott Maureen Leonard Samantha Moran Amelia Marcantonio-Fields Eliana Kahn Jillian Perini Max Michael Samuel Focone Amy Crehore Elise Adamenko JIllian Veidenheimer Max Roth sandra marwill Anabelle Williams Eliza Austin Jocelyn Pinkerton Max Weinreich Santiago Leon Jodi Andrea Velez Eliza Barr Sugerman-Brozan Maya Sara Barcan Andrew Gilbert Eliza Bessone John Griswold Maya Alper Sara Dolan Andy Frank Eliza Bresler John Gunn Maya Anderson Sara Frieze Anna Cooper Eliza Kaufman Jonah Meltzer Maya Das O’Toole Sara Lebow Anna Doherty Eliza Klein Jonah Ryan Maya McDonagh Sarah Abram Anna Goldman Eliza LaRock Jonathan Roy Maya Phillips Sarah Baglio Anna Leinarts Eliza Madigan Jonathan Zackman Mckenzie Campbell Sarah Bassett
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Sarah Clabby Anna Smith Eliza Scharfstein Jordan O’Connor Megan Ilsley Schroeder Annabel Eliza Schiff Jorgia Bays Melissa Kim Sarah Groustra Annabel Abbott Howe Eliza Wieman Josh Kumin Meredith Clarke Sarah Hart Elizabeth “Betsy” Annalisa Fiore Day Josh Lodish Meryl Klein Sarah Hill Anne Colantuoni Elizabeth Newman Josh Sims Speyer Mia Bacon Sarah Holmes Annie Conolly Elizabeth Resnick Julia Austin Mia Smith Sarah Lent Annie Golovcsenko Elizabeth Shaul Julia Binder Micaela Gold Sarah McConchie Annie Gombosi Ella Fairchild Julia Campbell Micah L. Dornfeld Sarah Michaels Annika Goldman Ella Fleischer Julia Carroll Michael Miller Sarah Stephenson Anya Weinstein Ella Spitz Julia Deininger Michael Mooney Sarah Stern April D'Arcy Ellen Groustra Julia Dornbusch Mikaela Bollag-Miller Sarah Wieman Arden Bacon Elliot Stevenson Julia Fiore Mike Garland Sasha Rtishchev Arielle Weinstein Elsa Choi-Hausman Julia Focone Milena Passage Savi Tuber Arthur E Baraf Elyse Gordon Julia Frankel Mira principe Sawyer Hicks Augusta Friendsmith Elyse Yarmosky Julia Gatewood Miranda Paiz Scott Taylor Ava Hanadel Emersen Rabuse Julia Holzman Miska Lewis Scott Veidenheimer Ayden Mallory Emily Julia Murphy Mitch Fink Sean Haskell-mills Ayelet Morris Emily Axelrod Julia Rudy Molly Strange Serena Jampel Beatrice Hruska Emily Corwin Julia Schechter Monique Jean Shaina Jewett-Wolf Beatriz Herce-Hagiwara Emily Hadaway Julia Schwartz Morgan Gurr Shanna Charlette Bebe Currie Emily Hanlon Julia Skarimbas Morgan Rappe Shari Colburn Becca AbuRakia-Einhorn Emily Hart Julia Smith Morgan Sloan Sharin Clark-Deutsch Becca Cohen Emily Jones Julia Teller Myles Parker Shayla Goldberg Becca Fasciano Emily Maresca Juliana Koller Nancy Mantilla Shoshi Stern-Robbins Becca Rausch Emily Martin Justin Ihne Natalie Sievwright Simon Grossman Becca Seri Emily Mullen Kacy Sullivan Nathan Miller Simone Fortin Beck Mathews Emily schoeman Kai Heslop Nathan Winshall Skylar Small Becket Wadleigh Emily Visco Kaila Davis Nathaniel Snow Skylar VanSteemburg Belen Sanchez Mathews Emily Woodward Kaitlin McKenna Neil Binder Sofi White Ben armas Emma Corwin Kaitlyn Smethurst Nell Birch Sofia Phay Ben Daigle Emma Demerath Kate Silagi Nell Compton Sonali Nicola Ben Fasciano Emma DeRose Kate Winter Nell Solomon Sonya Jampel
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Ben Gunn Emma Dollar Katherine Hart Neshamah Stearns Sophia Gunn Sophia Ben Rapport Emma Gibson Katie Brigham Nicky Rhodes Korostoff-Larsson Katie Connorton Ben Rivitz Emma Harrington Fogarty Nicola Munson Sophia McGowan Ben Emma Wishnie-Edwards Haviland-Blunk Katie Draisen Nicole (Coco) Kantor Sophia Rintell Benny Mander Emma Park Katie Klein Nicole Fyvie Sophie Axelrod Beth Clarke, parent Emma Routhier Katie LeBuhn Niki Chimberg Sophie Jones Bettye Barcan Emma Welch Katie Murphy Niki Giokas Stav Williams Bonnie Steinberg Erica Bogert Katie Safter Nina Bernstein Stephanni Perini Bradley Bollag-Miller Erika Gotcher Katie Walter-Jeffery Nitin Bangalore Stephen Barcan Brenda Brackett Mercure Erika Vardaro Kayleigh Lutz Noa Vineberg Steve MacColl Brendan Krisel Erin DeLuca Kaylen Hunte Noah Burrick Steven Jason Brendan Mathews & Margaret Keller Erin Fitzgerald Keith Hendrickson Noah Shacknai Susan Zuroff Brian Austin Erin Fitzmaurice Kelsey Maxwell Noam Kahn Susanne Moore Briana O'Neill Erin Graney Kevin Gold Nomy Fox-Dichter Suze Kaufman Bridget Cameron Esli Rosenthal Kevin Hoctor Nora Mathews Sydney Cameron Bridgit Haggerty Estevan Velez Kirsten Ritchie Nyasha Franklin Sydney Goldman Brittany James Eva Finkelstein Korina Farwell Oliver Kirwan Sydney Lewis Levin Brittany Jones Eve Cantler Kristen Tsutsui Oliver Porter Tag Curwen Brock Veidenheimer Eve Takazawa Kyle H Jason Oliver Rosenthal Talia Horowitz Brooke Laird Evie Lochart Kyle Sauerbrunn Olivia Andrews Talia Weine Caitlin Cornacchia Ezler Jandrasi Kylie Newman Olivia Burrick Talya Lockman-Fine Caleb Gilbert Felice Heller Laura Smith Olivia Cipriani Taylor McClain Callie Magee Ferdia Fitzsimons Lauren Elsea Olivia Frazer Taylor Pomroy Cameron Brown Fiona bett Lauren Walker Olivia Giorlandino Taylor Wright Cameron Miller Fiona Mathews Laurie Ehrlich Olivia Howell Tessa Broholm Camila Olivia Pacheco-Fores Frances Gebhard Laurie Spindler Korostoff-Larsson Theo Kruse Theo Campbell Hart Francesca Mansky Leanna Ehrlich Olivia Lara-Gresty McAllister-Nevins Carl Hyler Frank Osten Lee Vaughan Olivia Tanzer Tom Dominic McNeil Carla Dolan Gabby Kislin Lena Young Orelmy Diaz Tim Fitzgerald Gabe Carmen Berkeley Halperin-Goldstein Leslie Thrope Oriana Ullman Timothy Knoess
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Carolina Buzzetti Gabrielle Fiore Levi Trestan Orla Erdman Tobias Lodish Caroline Cannata Gabrielle Smith Liam compton Oscar Benedek Toby Reynolds Caroline Conquergood George Knight Libby Gutschenritter Pam Watkins Uma Sooran Caroline David Gibson Howell Lila Miller Paree Bankwalla Vanessa Knight Caroline McLennan Gina Leoncavallo Lila Murphy Paris Benoit Varun Bose Caswell Ellis Grace Fogarty Lila Winfrey Paul Miller-Schmidt Viraf Bankwalla Catherine Mitkus Grace McGuigan Liliana Bierer Peter Brigham Vivi Colburn Cedar Conrad Gray Theodore Lilith Ben-Or Peter Garland Will Malcolm Celene Strachan Gwen Major-Williams Lillian Ellis Peter Groustra Will Steinfeld Charlie Hart Gwyn Reutenauer Lily Fender Peter Horton Willa Ferrer Charlie Hattabaugh Hal Triedman Lily Mcamis Pip Munro Willow Funkhouser Charlie Smith Halle Newman Lily Meier Piper Gordon Yael Day Charlotte Clarke Hana Brown Lily Schulman Quinn Berkman Zach Altshuler Hanna Heaton Charlotte Gebhard Wellenstein Linda Greenberg Rachael Griswold Zach D. Booz Charlotte Harkrader Hannah Davis Liv McAllister-Nevins Rachael Smith Zachary Kahn Charlotte Ruhe Hannah Goldstein Lizzy Pugh Rachel A. Stone Zain Bankwalla Chelsea Taylor Hannah Laffer Lorri Veidenheimer Rachel Karliner Zan Rice Rachel Lindenberg Chip Shore Hannah Safter Louis Roberts Esman Zoe Baghdoyan Chloe Barlow Harriet Morgan Louise Marwill Rachel Stoler Zoe Katinos Chloe Brenner Harry Kuperstein Lucas Ferrer Rachel Turk Zoë Kronberg Rachel Chloe Shanklin Hava Chishti Lucia Arico-Muendel Wishnie-Edwards Zoë LaRock Raphael Chris Alpert Helen Bonardi Lucía Pierson Kummer-Landau Zoe Travis Rebeca Chris Alpert Helen Roth Lucie Duffy Caswell-Shacham Zoë Vardaro Christina Kollisch Helena Dasilva Lucy Beers Shenk Rebecca Anderson Zuri Adelekan Christina Sauerbrunn Helena Mansky Lucy Brubaker Rebecca Gross Christopher Lucy Tamoney Henry Camacho McAllister-Nevins Rebecca Kalik
Claire Djang Henry Ratliff Lucy Walker Rebecca McCartney
Claire Pezza India Cordero Luke Alpert Rebecca Peel
Clara Miller India Miller Lulu Magee Rebecca Wishnie
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APPENDIX C: COMMUNITY COMMENTS (anonymous) A huge THANK YOU to the group that input into and compiled this letter. These are changes that have been needed at BCCYMCA since My first camper year in 2003, and even before that I’m sure. I’m eager to support this work in any way I can going forward. A necessary, long-needed step in the right direction! Here's to many years of increasingly vigorous action! After speaking with some alumni families from both camps, an apology by the camps has been suggested. This apology would be for causing unintentional trauma to BIPOC campers and families. Anti-racism and inclusivity are things I definitely needed as a camper and I’m so happy to see camp taking the steps to make it a safe place for all campers and staff! As a camp community, we need to do better. We are all part of this community and we need to show up for each other. We can no longer accept oppression that is harming our community. If we continue to wait for change, we will wait forever. Thank you for this work! As a camper since 2015. I wish BCCYMCA to be a camp free from racism and xenophobia. This is the perfect opportunity to mention that racism is not the only problem, but also xenophobia is. I want a hate-free environment Camp is a place for people to be accepted - always. When there are institutions or practices in place that prevent acceptance, are harmful, are hurtful, perpetuate bad societal expectations, etc, I truly believe it is actually exemplifying the camp ideals to reflect and change accordingly. To acknowledge our mistakes. To embrace them and learn from them. And to always strive to be better. That's what it means to be on a constant journey to better ourselves - really, it's to make sure that the opportunities for betterment are actually achievable for all. Thank you. Diversify and lead an Antiracist camp future . From my experience as a black woman at CCC, I do not have any recollection of racism happening to me personally. Although, it could be possible that I was unaware of some form of mistreatment because of the color of my skin. My main concern is the racism/micro aggressions i faced on my ICEP trip to China. Somewhat similar to America, in China, the existence of black people is seen as some type of form of entertainment. Obviously the staff members, that work(ed) at BCCYMCA, cannot demolish the blatant racism within a culture that is foreign to their own. However, there were countless moments where the volunteers my group worked with, In China, would say and do offensive/racist things to me and a few other black campers on my trip. As a result, I was clearly hurt and offended by what they would say. I would even speak up for myself and tell the Chinese volunteers what they did or said was hurtful. Instead of receiving any type of sympathy or support from my leaders (that witnessed everything), I was immediately told to be silent on the issue; which caused me to continuously feel dehumanized in those moments and hopeless when it came to change. The point of me leaving this lengthy comment is to show whomever reads this that there needs to be improvements when dealing with situations like these. In hindsight, I’m glad that Anti-Racism is being addressed at the BCCYMCA. My hope is before a trip or camp that there is training on how to be a useful support to campers of color and avoid any types of racial gaslighting within these situations. My second hope is that there is more representation within the community since CCC, from my recollection, is primarily white. Lastly I’d like to add that Im appreciative of my time spent at Chimney Corners Camp for girls. For four summers it felt like a safe space where I could openly express myself, to the best of my abilities. In comparison to my (almost) 18 years of being alive, Chimney is the only place where I experienced the least amount of racism in my lifetime. It felt safer than my own hometown and family. So I’d like to say thank you, ágape, and to keep fighting because Black Lives Matter. Great work!
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Great work. Let’s continue practicing what we preach, and preach a more equitable and just Chimney and world! I am a Diversity and Inclusion professional and would be happy to help in any way I can. I am a State Senator for a different region of MA and am happy to try to help connect BCCYMCA administration, alumni, and current families with any needed resources, if useful. I am in complete support of this letter and the positive intent behind it. I am proud to support this incredibly thoughtful document that lays out many important steps toward an anti-racist BCCYMCA. I am so happy to see the positive changes that are happening in this community!!! KEEP IT UP!! I appreciate the time and energy that people have put into drafting this very thoughtful letter. I have confidence in the camp leadership’s commitment to make BCC a more inclusive entity and in the work they already have underway, and I think the points and suggestions made in this letter will be very important and helpful for them in their planning. Thanks again to those who put this together. I fully and unwaveringly stand with the Chimney staff in their organizing and leadership in this moment and I call on all Becket community members to do the same I fully support this letter, which I think presents some excellent and much needed ideas for the BCCYMCA community. Thank you to all who have worked to put this together. I greatly appreciate the effort and inclusion of the indigenous peoples that are a part of camp. We don't get recognised anywhere else unless we're a mascot or costume. Having a way to give native education to non-natives is important, as it's not taught anywhere else. I have seen much discussion over the renaming of the cabins at both camps. As I said before, I think with respect to Iroquois Village, we should be in discussions with those of the Native American community before we change things. If there is a way to rename that is supportive and respectful of that community we should explore. Native Americans fought in all of our wars and besides the Navajo Code Talkers of WWII, there were the Choctaw Code Talkers of WWI we could highlight. I would also suggest we think outside the box for the other villages/units. There are many Civil Rights activists and events in our history that we can pull names from. Frontier village could focus on events and instead of names that evoke subjugation, use names that evoke important events, Battery Wagner for instance was a Civil War moment that made the 54th Mass Infantry famous. Tuskegee was a famous institute of higher learning for people of color AND was the birthplace of the Tuskegee airmen. We have other men and women we could highlight that would better reflect the diversity of our camp community. People that were part of the overall LGBTQ community as well as the larger Civil Rights movement. Get creative and look at some of the lessor known of these and use them as teachable moments for the cabin groups. I do caution that when exploring or researching, one should not relay on just wikipedia. I have a BA in history and am currently working on my MA in US history and have explored some of these themes in the past. I would be more than happy to assist in the research. I highly support this effort and agree with most of the suggestions and would like to be included in future efforts and conversations I really appreciate all of the work that is being done here. Thank you guys for putting this together and I look forward to seeing progress being made I unwaveringly support this work and the leadership of the chimney organizers. Y'all are fierce and awesome and I will do whatever I can to support you! I would also love to see camp be more inclusive to those on camperships, including providing items campers need but did not bring to camp without deducting from their camp camp store accounts. I would like to see BCCYMCA recruit youth from the Y programs where Travel/Service trips take place-
An Open Letter to BCCYMCA Leadership | Page 17 especially the youth on the Native American Reservations. I would like to more equitable distribution at camp I’m glad this initiative is being taken. Although, I have never been targeted because of my race at camp becket, I know that things still happen. I’ve always been proud to be a member of the BCCYMCA community and I’m even prouder to be a member of the anti racist BCCYMCA community. This is so important and makes me very hopeful for the next generation of campers who will have antiracism ingrained in them. Is there a way that we can bring these conversations off Facebook and through another medium like Slack? Given recent inaction by Zuckerberg to remove posts that support police violence, I wonder if this is a small step that we as a community can take to intentionally refute racist messaging and subsequent action. No pressure here, just an idea! It is so amazing that people care enough about camp to put so much work into this doc. I am so grateful for everyone who has contributed!!! Thank you <3 Let’s make this truly special place even more so Looking forward to seeing the positive changes that BCCYMCA enacts. It is time to seriously reflect upon and engage with the anti-black and racist elements entrenched in the BCCYMCA institution so that all community members feel safe, welcomed, and empowered. Also, I am endlessly proud of the Syncopaides for stepping forward and putting in the work to give this movement momentum <3 Love that we are engaging in this important work! Though, I hope we can continue to show love and respect to all community members, even those who are less educated on these issues. Using harsh/abrasive language and calling others names will get us nowhere. Love this idea! Our camps are a loving positive spaces which for me enhanced the person who I am today (as a camper and a staff member). I also recognize, as one of the only POC campers and staff members, that our community is also extremely inaccessible and that our administration struggles with how to prepare our staff and campers to deal with issues of diversity and difference. The discussion cannot happen at a table where a very few are made to bare the load of an entire community. Amici Potentially adding a training about dealing with parents/guardians/families when it comes to racist interactions? I feel like interacting with families of kids can be intimidating as it is, and obviously racist/sexist/classist etc. statements made by them would only exponentiate that. Really happy to see the BCCYMCA community come together and suggest ways to do better. I’m in full support! Thank you for organizing this and being the driving force behind pushing for this change. Camp will be better for it. Thank you for putting in serious effort and dedication to making the BCCYMCA a place of unconditional love and support for all. Thank you for putting together such a comprehensive petition. Although there are many action items and I don’t expect all of them to be implemented immediately, I think this is a wonderful path to start. I also feel that there is an opportunity to expand this beyond BIPOC, to ensure it addresses discrimination against women, the disabled, and LGBTQ folks. Thank you for taking the time to research, design, and advance these antiracist policies that are long overdue. I believe in the momentum of this work and will commit to any initiative that brings it closer to fruition. Thank you for the time and energy y’all have put into this letter! I am super excited to learn, listen, and help our
An Open Letter to BCCYMCA Leadership | Page 18 loved BCCYMCA community grow! Thank you for those of you who did the work to put this together. Really important to push the spaces that we love and have been harmed by to recognize this and do better. Thank you so much to all who contributed to the creation of this letter. I am so inspired and grateful to be a member of this community and I wholeheartedly stand behind the proposals here to make BCCYMCA an anti-racist organization. Thank you so much to the organizers, and to camp for committing to this ongoing work! Thank you to everyone contributing to/leading this work, such an affirmation of everything Chimney stands for/should be❤ Sending huge love and gratitude Thank you to everyone who has been involved in this work! Please let me know what else I can do to be helpful. Thanks to students and former staff for their good work in raising important issues and proposing action steps. The "Open Letter to BCCYMCA" (July 2020) reflects many loving voices committed to helping BCCYMCA 'do our best' in the generational work of anti-racism. It also calls to mind individuals and families who should be part of this effort but aren't, either because camp was inaccessible from the start or because they drifted from camp, having found there no true sense of connection and belonging. Their absence has been our community's loss. While I may have different views on specific recommendations and believe that other aspects of personal identity also should be included in the movement at camp, I stand with my BCCYMCA family--"Each For All, All For Each"--in supporting the necessary conversations and work ahead. Throughout, we should remember that "Peace Through Understanding" is a journey without end, and that understanding can lead to meaningful peace only when joined by outward signs of the inner change. That means action. This is hard work. It is transformative work. For the sake of each other and every future member of the BCCYMCA family, it must be our work. Together--only together, 'we can and we will.' Amici & Agape This letter is very comprehensive and well thought out, and the BCCYMCA is really fortunate to have alumni / supporters who care enough to want to make these changes, and make it a place where truly BIPOC staff and alumni are not just included but in leadership positions. Who care enough to make this place that is special to so many accessible to more people, and equitable and open. Thank you to all who contributed to this document. What’s the definition of success? While I do not agree with every single recommendation put forth in the letter, I believe strongly in the spirit and intent of the letter. I look forward to be part of the conversation about evaluating and updating policies and practices to work towards an anti-racist BCCYMCA. Would welcome the opportunity to support and help build the larger consensus and be involved in moving this forward
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