1. a. If you are not a member of the department, introduce yourself.
b. “Thank you for this opportunity to share about the findings of the Transformation Team’s Antiracist Multicultural Organization Report. As you are aware, our agency is committed to focusing on racial equity because we know that the strongest determinant of student’s educational outcome is race and that our students of color are disproportionately experiencing the opportunity gap. Our report begins with a brief background about the Transformation Team and our agency’s ongoing commitment to racial equity. Then we’ll explore the findings of the Transformation Team’s Antiracist Multicultural Organization Report. The last part of the report focuses on ways you can stay involved and take action.”

2. WHAT IS THE TRANSFORMATION TEAM?
“How many of you have heard of the Transformation Team?”

3. TRANSFORMATION TEAM
A team of PSESD staff and community members working together to guide our agency through the processes of
Implementing our Racial Equity Policy
Achieving our goal of becoming an Antiracist Multicultural Organization
Because institutional racism is a structural problem in society, it requires a structural intervention. Building our PSESD Transformation Team is a structural intervention. The Transformation Team was formed in 2016 and is
A team of PSESD staff and community members working together to guide our agency through the processes of
Implementing our Racial Equity Policy
Achieving our goal of becoming an Antiracist Multicultural Organization
Crossroads, an external consulting organization working with the PSESD in our efforts to become an inclusive organization to lead in the region and meet our END, defines that “The Antiracist Multicultural Organization is an organization that has within its mission, goals, values, and operating system explicit policies and practices that prohibits anyone from being excluded or unjustly treated because of race or any other social identity or status. Members within the institution understand the way in which systems have been shaped by dominant culture to maintain oppression. More specifically, the organization outlines how power has been used both historically and currently by white dominant culture to maintain inequity and works intentionally to prepare members to dismantle and eliminate this practice. In an antiracist organization, members become accountable to communities of color to define success.”
The PSESD Transformation Team consists of 30 members who have joined the team through a selection process. Transformation Team members have been involved with a rigorous training process with Crossroads to build a shared analysis of systemic racism within our organization and develop a strategic plan to lead our agency toward long-term and permanent antiracist and anti-oppressive transformation. Transformation Team members represent departments and programs throughout our agency, are community partners, AND parent representatives. You have a copy of the Transformation Team roster for your reference. (TT Roster)

4. Transformation Team recruitment & selection
Ongoing Cultural Competency trainings
Equity & Inclusion Taskforce appointed by Superintendent
Workforce Equity Focus
Racial Equity Policy Adopted
2008
2009
2010-PRESENT
First Cultural Competency Training Begins
Introduction to Racial Equity Tool
Caucusing
Diversity Coaching
Racial Equity Policy Implementation Plan Developed
The PSESD’s intentional focus on racial equity began in 2008 with a charge from Superintendent Monte Bridges and the formation of the Equity and Inclusion Taskforce. This timeline highlights significant initiatives and ongoing practices we at the PSESD do to continue our transformation to becoming an antiracist multicultural organization. T

5. Over the past several months, our agency has been involved in several processes to evaluate where our agency is at in its continued efforts to transform to become an antiracist multicultural organization. The next few slides will discuss the purpose of our evaluation, how the data was gathered, what the findings were, and how these findings have informed actions and processes of our racial equity implementation plan.

6. PURPOSE
To generate data that would provide an understanding of where our organization is at in our transformation efforts to:
Implement our Racial Equity Policy
Achieve our goal to become an antiracist multicultural organization
Realize our END - Success For Each Child and Eliminate the Opportunity Gap By Leading With Racial Equity
The purpose of our evaluation processes has been to better understand your work experience and the work experience of your colleagues and:
To generate data that would provide an understanding of where our organization is at in our transformation efforts to:
Implement our Racial Equity Policy
Achieve our goal to become an antiracist multicultural organization
Realize our END - Success For Each Child and Eliminate the Opportunity Gap By Leading With Racial Equity

7. HOW
WAS DATA COLLECTED?
Here’s how our data was gathered…

8. Staff of Color Retreat MAY 2016 Attended by over 90 staff of color
Engaged in interactive & reflective activities in order to: - Build relationships & create
Community Identify barriers to becoming an
antiracist multicultural organization Recommend ideas for eliminating identified barriers
Staff of Color Retreat
MAY 2016

9. Human Resources Stay Survey
155 Staff Participated
Online Survey with open ended questions
Option to answer anonymously
Goal: to hear what employees think about working at PSESD and why they choose to stay Leverage & promote strengths Address concerns
Human Resources Stay Survey
MAY 2016

10. Men of Color Focus Groups
14 staff who identified as men of color
4 focus groups facilitated by external consultant Dr. Stephen Blanford
Goal: gain insights about experiences of men of color working at PSESD - Identify barriers and patterns contributing to racially disparate experiences - Inform recruitment, retention, and
promotion strategies
Men of Color
Focus Groups
OCTOBER 2016

11. ARMCO Focus Groups SEPT - NOV 2016
188 Staff Participated making up 48 different focus groups
Groups were facilitated based on racial affiliation to provide spaces for honest sharing
Focused on 4 key questions about how staff lead with racial equity and implement ARMCO practices in their own work.
ARMCO Focus Groups
SEPT - NOV 2016

12. ARMCO Online Survey SEPT - NOV 2016 96 staff participated
Participants were asked to rate PSESD’s progress toward becoming an antiracist multicultural organization
Rating system based on a continuum that identifies six stages of development to become an antiracist multicultural organization
ARMCO
Online Survey
SEPT - NOV 2016

13. DATA ANALYSIS
1) Consideration of the PSESD Racial Equity Policy Implementation Plan Strategic Directions 2) Manifestations of Internalized Racial Oppression and Internalized Racial Superiority 3) Overall Implications to implementing PSESD’s Racial Equity Policy, meeting our END, and realizing our goal to become an antiracist multicultural organization
A big THANK YOU to each of you who participated with any of these processes!! Members of the transformation team spent several days in December 2016 to consider each and every comment and recommendation you shared. Our analysis focused around these three dimensions:
1) Consideration of the PSESD Racial Equity Policy Implementation Plan Strategic Directions
2) Manifestations of Internalized Racial Oppression and Internalized Racial Superiority
3) Overall Implications to implementing PSESD’s Racial Equity Policy, meeting our END, and realizing our goal to become an antiracist multicultural organization

14. WHAT
DID WE LEARN?
And here is what we learned…

16. STRATEGIC DIRECTIONS
Assure the Cultural Proficiency of Each Staff Member
2) Workforce Equity - Eliminate Barriers in Hiring, Advancement, and
Retention of a Racially Diverse and Responsive Workforce
3) Provide Equity Leadership and High Impact Services with Educational Partners
4) Authentically Engage with Stakeholders on an Equity Agenda
5) Deeply Embed Equity Strategies into PSESD’s Organizational Culture and Hold Agency Leaders Accountable for Progress Toward Goals

18. STRATEGIC DIRECTION #6
6) Transformation Team Development and Sustainability

20. ADD CRITERIA FOR... SUSTAINABILITY RELATIONSHIPS ACTION ACCOUNTABILITY
ADAPTIVE & TRANSACTIONAL
EVALUATION
STUDENT & FAMILY CENTERED
Here are the additional criteria we added to each strategic direction.

22. You have a copy of the “Continuum on Becoming an Antiracist Multicultural Organization.” This is an organizing tool developed by Crossroads to support our understanding of stages of development that lead our agency to become an antiracist multicultural organization. Survey responses indicated that the PSESD is at the “Symbolic Change” stage of development. There was some evidence of development at other stages as well, but most responses focused around Stage 3. The responsibility of the Transformation Team is to design and support processes that lead our agency to structurally function at Stage 4 “Identity Change.” The Continuum will continue to be used to support our transformation efforts.

24. INTERNALIZATION OF RACISM
INTERNALIZED RACIST OPPRESSION
INTERNALIZED RACIST SUPERIORITY
A complex multi-generational socialization process that teaches People of Color to believe, accept and/or live out negative societal definitions of self. These behaviors support and help maintain the race construct.
A complex multi-generational socialization process that teaches White people to believe, accept and/or live out superior societal definitions of self. These behaviors define and normalize the race construct and its outcome-- white supremacy
These two socialization processes support and reinforce each other in a “dance” that helps maintain the race construct.
Internalized Racist Oppression (IRO) and Internalized Racist Superiority (IRS) are two socialization processes that support and reinforce each other in a “dance” that helps maintain the race construct. Transformation Team members found evidence of manifestations of IRO and IRS in all data sources. Within our agency, the process of Caucusing provides opportunity for us to examine how IRO and IRS manifests in our experiences at work while supporting our efforts to disrupt this “dance” as we transform our agency to become an antiracist multicultural organization.

26. RACE AND... GENDER ABILITY SEXUAL ORIENTATION LANGUAGE POVERTY
These are some of the aspects of identity that were identified in our evaluation processes that intersect with race…

27. EVALUATE AGENCY’S ONGOING COMMITMENT TO EQUITY GOALS
OUR RECOMMENDATIONS
LEARN TOGETHER
GROW TOGETHER
COME TOGETHER
EVALUATE AGENCY’S ONGOING COMMITMENT TO EQUITY GOALS
Based on your feedback that informed these findings, three (3) areas of recommendations emerged to guide the continued implementation of our Racial Equity Policy and Implementation Plan and transform our agency to become an Antiracist Multicultural Organization: Come Together, Learn Together, and Grow Together.

28. COME TOGETHER Build and strengthen our relationships
Build a commitment to ongoing caucusing within our agency
Foster a shared sense of urgency around our END and our goal to become an Antiracist Multicultural Organization
COME TOGETHER

29. Provide ongoing opportunities to learn about the history of racism and its manifestations in our society, organization, and individual lives.
Ensure all staff understand the phases of the ARMCO Continuum and implications for organizational & individual practice
Address PSESD’s transformation work as an adaptive challenge
LEARN TOGETHER
An adaptive challenge is a challenge for which there is not a known solution and “can only be addressed through changes in people’s priorities, beliefs, habits, and loyalties.” HERE’S THE CITATION, BUT DON’T READ THIS ALOUD (Whitty Services adapted from Ronald Heifetz.)

30. Realign cultural competence work to look at individual as well as systems level work
Improve leaders ability to deliver on agency equity goals
Eliminate the gap between espoused transformational values and how we conduct ourselves in practice
GROW TOGETHER

31. HOW YOU CAN BE INVOLVED & TAKE ACTION
In order to for our agency to realize its goal to implement our racial equity policy, meet our END, and achieve our goal to become an antiracist multicultural organization WE NEED YOUR HELP AND COMMITMENT. Here are some action steps for you to be involved…

32. ACTION CHECKLIST Participate in Caucusing
Continue Learning About the PSESD Racial Equity Tool
Join One of the Strategic Direction Action Teams
Provide Ongoing Feedback To Transformation Team
Visit the Transformation Team page on WeArePSESD

33. FEEDBACK FOR TRANSFORMATION TEAM
Thank you for this opportunity to share our Transformation Team report. Please take a moment to share your feedback (Distribute “Feedback for the Transformation Team” form.) Thank you for your continued commitment to serving children, families, and communities throughout our region!