Dismantling “ISMs”:Dismantling “ISMs”:Dismantling ISMs :Dismantling ISMs :Increasing Our Strength and Increasing Our Strength and

PPPowerPower

Rita KernRita KernMercedes GarciaMercedes Garcia--MohrMohrMercedes GarciaMercedes Garcia MohrMohr

Dieskau E. Reed IIIDieskau E. Reed III

OUTLINEOUTLINEOUTLINE OUTLINE Introduction (5 min.)Introduction (5 min.)

Overview of TrainingOverview of TrainingOverview of Training Overview of Training Goals of TrainingGoals of TrainingGround Rules Ground Rules AntiAnti--discrimination Policies (UPTE & UC)discrimination Policies (UPTE & UC)

“ISMS” Discussion (40 min.)“ISMS” Discussion (40 min.)Types of “ISMS”. Brainstorm session. Types of “ISMS”. Brainstorm session. Cultural awareness questionnaire. Personal experiences shared.Cultural awareness questionnaire. Personal experiences shared.3 Ways “isms” Affect Members3 Ways “isms” Affect MembersDemographics of UC employees/UPTE membersDemographics of UC employees/UPTE membersDemographics of UC employees/UPTE membersDemographics of UC employees/UPTE membersWhy we care? Brainstorm session.Why we care? Brainstorm session.

“ISMS” Definitions (15“ISMS” Definitions (15--20 min.)20 min.)Definitions of prejudice, oppression, power, “ism”, diversity.Definitions of prejudice, oppression, power, “ism”, diversity.

Historic Background: Unions & Diversity (5Historic Background: Unions & Diversity (5--10min.)10min.)History of Diversity & Labor MovementHistory of Diversity & Labor MovementRecent Changes/Progress? (CWA & AFLRecent Changes/Progress? (CWA & AFL--CIO efforts)CIO efforts)

UPTE Next Steps (15UPTE Next Steps (15--20 min.)20 min.)What do we want to do? Discussion.What do we want to do? Discussion.

Goals of TrainingGoals of TrainingGoals of TrainingGoals of TrainingTo better understand our relationship with oppression To better understand our relationship with oppression p ppp pp“isms” both as individuals and as a union“isms” both as individuals and as a union

To have an open forum to discuss the forms ofTo have an open forum to discuss the forms ofTo have an open forum to discuss the forms of To have an open forum to discuss the forms of oppression that UC employees have experienced or oppression that UC employees have experienced or observed in a confidential setting.observed in a confidential setting.

To decide as a union on next steps; how we can actively To decide as a union on next steps; how we can actively work to dismantle “isms” and celebrate our diversitywork to dismantle “isms” and celebrate our diversityyy

Ground RulesGround RulesGround RulesGround RulesListen respectfully when others are speaking, even if you don’t agree. One speaker at Listen respectfully when others are speaking, even if you don’t agree. One speaker at a time Be gentle with each other when disagreeinga time Be gentle with each other when disagreeinga time. Be gentle with each other when disagreeing.a time. Be gentle with each other when disagreeing.

Speak for yourself and your own experience. Use “I” statements. When we Speak for yourself and your own experience. Use “I” statements. When we generalize from our experience we risk shutting other people down.generalize from our experience we risk shutting other people down.

There is no such thing as a stupid question.There is no such thing as a stupid question.

Be patient with each other and keep others’ comfort in mind. Remember that we are Be patient with each other and keep others’ comfort in mind. Remember that we are all at different levels of this workall at different levels of this work

Confidentiality: what is said in this group does not go any further and will not be used Confidentiality: what is said in this group does not go any further and will not be used against anyone in the group.against anyone in the group.

Rita Kern & Darlene McGee-Reed, LCSW

Cultural SelfCultural Self--Awareness Awareness Q i iQ i iQuestionnaireQuestionnaire

With what ethnicity and/or cultures do you identify?With what ethnicity and/or cultures do you identify?What rituals customs or values helped to form your culture and your identity?What rituals customs or values helped to form your culture and your identity?What rituals, customs, or values helped to form your culture and your identity?What rituals, customs, or values helped to form your culture and your identity?Which aspects of your culture do you embrace or feel particularly proud of?Which aspects of your culture do you embrace or feel particularly proud of?With which aspects of your culture do you struggle?With which aspects of your culture do you struggle?What kinds of negative messages or experiences did you have as a child about What kinds of negative messages or experiences did you have as a child about people who were different?people who were different?people who were different?people who were different?What cultures are you inclined to perceive negatively because of your childhood What cultures are you inclined to perceive negatively because of your childhood teachings? What has contributed to these perceptions? teachings? What has contributed to these perceptions? In what ways have you fought against these negative messages? What worked? In what ways have you fought against these negative messages? What worked? Why?Why?Why?Why?I wear the style of clothes I do because…I wear the style of clothes I do because…In my family, the head of the house is expected to…In my family, the head of the house is expected to…List books written by AfricanList books written by African--Americans, AsianAmericans, Asian--Americans, Latinos/Latinas, Americans, Latinos/Latinas, Native AmericansNative AmericansNative Americans…Native Americans…Which television shows and movies depict People of Color and/or themes about Which television shows and movies depict People of Color and/or themes about their lives?their lives?List and describe achievements of people of color in your community.List and describe achievements of people of color in your community.

Rita Kern & Darlene McGee-Reed, LCSW

UPTE Member PolicyUPTE Member PolicyUPTE Member PolicyUPTE Member PolicyUPTE prohibits discrimination in any unionUPTE prohibits discrimination in any union--related activities related activities p yp y

on the basis of on the basis of racerace, , colorcolor, , national origin or ancestrynational origin or ancestry, , religionreligion, , creedcreed, , sexsex, , physical or mental disabilityphysical or mental disability, , medical conditionmedical condition, , marital statusmarital status, , ageage, , sexual sexual ggorientationorientation, , citizenshipcitizenship, or , or status as a covered status as a covered veteranveteran, and , and any other category protected by any other category protected by applicable federal, state or local lawsapplicable federal, state or local laws. . pp ,pp ,

All such discrimination is unlawful and all persons involved All such discrimination is unlawful and all persons involved in the operations of UPTE are prohibited from engagingin the operations of UPTE are prohibited from engagingin the operations of UPTE are prohibited from engaging in the operations of UPTE are prohibited from engaging in this type of conduct. UPTE is committed to providing in this type of conduct. UPTE is committed to providing equal employment opportunity and participatory equal employment opportunity and participatory environment where each member and employee isenvironment where each member and employee isenvironment where each member and employee is environment where each member and employee is treated with fairness, dignity, and respect.treated with fairness, dignity, and respect.

UPTE-CWA Harassment Policy

Ethics & Values for a Sound Ethics & Values for a Sound O i iO i iOrganizationOrganization

Respect:Respect:We treat all members and staff with respect and courtesy.We treat all members and staff with respect and courtesy.

Honesty:Honesty:We are truthful in how we represent our capabilities and ourselves.We are truthful in how we represent our capabilities and ourselves.

Integrity:Integrity:We make decisions and take action based only on the best interest of the members and the organization.We make decisions and take action based only on the best interest of the members and the organization.

Compassion:Compassion:We find solutions to workplace problems through the steward network that improve the lives of university workers.We find solutions to workplace problems through the steward network that improve the lives of university workers.

Fairness:Fairness:We provide a consistent standard of treatment of all members coordinated across the organization.We provide a consistent standard of treatment of all members coordinated across the organization.

Innovation:Innovation:We support innovation by our participation in educating all members, officers and staff.We support innovation by our participation in educating all members, officers and staff.

Stewardship:Stewardship:We seek to use all our resources effectively and efficiently.We seek to use all our resources effectively and efficiently.

Volunteerism:Volunteerism:We encourage our members to participate and strengthen our union by taking frequent small actions supporting our We encourage our members to participate and strengthen our union by taking frequent small actions supporting our goals.goals.

Community solidarity:Community solidarity:We develop relationships with individuals and organizations that mutually support the goals of our members.We develop relationships with individuals and organizations that mutually support the goals of our members.p p g y pp gp p g y pp g

DefinitionsDefinitionsDefinitionsDefinitions“ISM”“ISM”: form of oppression: form of oppression

Race:Race: usually defined by skin color with a variety of other genetic, behavioral, and moral usually defined by skin color with a variety of other genetic, behavioral, and moral characteristics associated to each racial group; a political constructcharacteristics associated to each racial group; a political construct

Ethnicity: Ethnicity: refers to a geographical place of origin of individual’s family and group identity, can refers to a geographical place of origin of individual’s family and group identity, can give a historical framework to understand an individual’s cultural contextgive a historical framework to understand an individual’s cultural context

People of Color:People of Color: term used to refer to all racial groups other than ‘white’ which is the dominant term used to refer to all racial groups other than ‘white’ which is the dominant structural group in the USA, includes Asianstructural group in the USA, includes Asian--Americans, AsianAmericans, Asian--Pacific Americans, AfricanPacific Americans, African--Americans, Latinos & Latinas, Native AmericansAmericans, Latinos & Latinas, Native Americans

Gender:Gender: an individual's selfan individual's self--conception as being male or femaleconception as being male or femalep gp g

Sex: Sex: biological classification of male or female based on reproductive organs and functionsbiological classification of male or female based on reproductive organs and functions

Gay:Gay: Males with a sexual orientation predominantly toward malesMales with a sexual orientation predominantly toward males

Lesbian:Lesbian: Females with a sexual orientation predominantly toward femalesFemales with a sexual orientation predominantly toward females

Bisexual:Bisexual: Sexual attraction to both males and femalesSexual attraction to both males and females

Transgender:Transgender: People who feel that the gender assigned to them based on their biological sex is a People who feel that the gender assigned to them based on their biological sex is a false or incomplete definition of themselvesfalse or incomplete definition of themselvesfalse or incomplete definition of themselves.false or incomplete definition of themselves.

What are some forms of What are some forms of i ?i ?oppression?oppression?

RacismRacismXenophobia Xenophobia Religious prejudice (ex. AntiReligious prejudice (ex. Anti--Semitism)Semitism)S iS iSexismSexismAbleism (includes mental disability)Ableism (includes mental disability)AgeismAgeismAgeismAgeismHomophobia/HeterosexismHomophobia/HeterosexismClassism (Economically disadvantaged)Classism (Economically disadvantaged)Educationally disadvantagedEducationally disadvantagedSizeSize--ism ism Discrimination based on marital statusDiscrimination based on marital statusDiscrimination based on marital statusDiscrimination based on marital status

Ways UPTE Members Experience Ways UPTE Members Experience O iO iOppressionOppression

As EmployeesAs Employees

As UPTE MembersAs UPTE Members

As Leaders representing other unionAs Leaders representing other unionAs Leaders representing other union As Leaders representing other union membersmembers

UC Senior Management Group UC Senior Management Group D hi P filD hi P filDemographic ProfileDemographic Profile

UC Professional & Support Staff UC Professional & Support Staff D hi P filD hi P filDemographic ProfileDemographic Profile

Why Should We As a Union Care?Why Should We As a Union Care?Why Should We As a Union Care?Why Should We As a Union Care?

As a union our job is to advocate for our As a union our job is to advocate for our jjmembers.members.

As a union we have greater strength when weAs a union we have greater strength when weAs a union we have greater strength when we As a union we have greater strength when we are united, not when we are divided by are united, not when we are divided by oppression.oppression.

Members affected by ‘isms’ are at greater risk Members affected by ‘isms’ are at greater risk and therefore may need union protection evenand therefore may need union protection evenand therefore may need union protection even and therefore may need union protection even more. more.

We need all the peopleWe need all the people--power we can get. power we can get. When members are excluded from working with When members are excluded from working with us due to “isms” we lose out (on perspectives, us due to “isms” we lose out (on perspectives,

The union wage benefit is even The union wage benefit is even f i i i df i i i dgreater for minorities and women greater for minorities and women

AssumptionsAssumptionsAssumptionsAssumptionsGrowing up in the USA, we have absorbed Growing up in the USA, we have absorbed g p ,g p ,considerable misinformationconsiderable misinformation, specifically , specifically negative information about people who are negative information about people who are different from ‘us’ and our families We havedifferent from ‘us’ and our families We havedifferent from us and our families. We have different from us and our families. We have been imprinted with negative beliefs, prejudices, been imprinted with negative beliefs, prejudices, stereotypes about groups of people we barely stereotypes about groups of people we barely yp g p p p yyp g p p p yknow. This began to happen when we were know. This began to happen when we were young, when we couldn’t distinguish between young, when we couldn’t distinguish between truth and stereotype before we could recognizetruth and stereotype before we could recognizetruth and stereotype, before we could recognize truth and stereotype, before we could recognize misinformation or object. Now that we are older, misinformation or object. Now that we are older, we have a responsibility to think for ourselveswe have a responsibility to think for ourselves

Dismantling Racism Workshop

Further AssumptionsFurther AssumptionsFurther Assumptions Further Assumptions It is very important to distinguish between guilt & responsibility.It is very important to distinguish between guilt & responsibility.

Dismantling racism, sexism, homophobia, etc and unlearning the Dismantling racism, sexism, homophobia, etc and unlearning the oppressive attitudes we have learned is a lifelong journey.oppressive attitudes we have learned is a lifelong journey.

Racism, sexism, heterosexism (homophobia), ageism, Racism, sexism, heterosexism (homophobia), ageism, ableismableism, , classism xenophobia religious prejudice and other forms of oppressionclassism xenophobia religious prejudice and other forms of oppressionclassism, xenophobia, religious prejudice and other forms of oppression classism, xenophobia, religious prejudice and other forms of oppression have damaged us all.have damaged us all.

Individuals and organizations can and do grow and change. But Individuals and organizations can and do grow and change. But significant change comes slowly and requires work.significant change comes slowly and requires work.

Racism, sexism, classism, all the isms are connected.Racism, sexism, classism, all the isms are connected.

If we want to dismantle racism, then we must be about building a If we want to dismantle racism, then we must be about building a movement for social and economic justice and changemovement for social and economic justice and changemovement for social and economic justice and change.movement for social and economic justice and change.

Individuals working together as an organized whole, in groups, Individuals working together as an organized whole, in groups, communities, and organizations make change happen.communities, and organizations make change happen.

DefinitionsDefinitionsDefinitionsDefinitionsPrejudicePrejudice: An attitude which is based on limited : An attitude which is based on limited jjinformation, often on stereotypes. Prejudice is information, often on stereotypes. Prejudice is usually, but not always, negative; positive and usually, but not always, negative; positive and negative prejudices alike are damaging because negative prejudices alike are damaging because g p j g gg p j g gthey deny the individuality of the person. No one they deny the individuality of the person. No one is free of prejudice.is free of prejudice.

PowerPower: Access to resources, the ability to : Access to resources, the ability to influence others, and access to decisioninfluence others, and access to decision--makers makers

h dh dto get what you want done.to get what you want done.

OppressionOppression: The systematic subjugation of a: The systematic subjugation of aOppressionOppression: The systematic subjugation of a : The systematic subjugation of a social group by another social group with access social group by another social group with access to local power.to local power. Dismantling Racism Workshop

Oppression = Power + Oppression = Power + PrejudicePrejudice

“ISM” = a system of advantage based on “ISM” = a system of advantage based on target identity (race, sex, etc)target identity (race, sex, etc)

“ISM” = a system of oppression based on “ISM” = a system of oppression based on target identity (race, sex, etc)target identity (race, sex, etc)

Dismantling Racism Workshop

Social OppressionSocial OppressionSocial OppressionSocial OppressionOppression is a systematic social phenomenon based on the Oppression is a systematic social phenomenon based on the

differences between social groupsdifferences between social groupsdifferences between social groups. differences between social groups. It exists when the following conditions are found in a given It exists when the following conditions are found in a given

society:society:

The dominant group has the power to define and shape The dominant group has the power to define and shape reality.reality.

There is psychological “colonization” of the target groupThere is psychological “colonization” of the target groupThere is psychological colonization of the target group.There is psychological colonization of the target group.

Discrimination, harassment, and other forms of different and Discrimination, harassment, and other forms of different and unequal treatment are systematic and institutionalized.unequal treatment are systematic and institutionalized.q yq y

Individual members of both the oppressor and target group Individual members of both the oppressor and target group are socialized to play their roles and see those roles as are socialized to play their roles and see those roles as normal and correctnormal and correctnormal and correct.normal and correct.

Target & Dominant GroupsTarget & Dominant GroupsTarget & Dominant GroupsTarget & Dominant GroupsDominant Group:Dominant Group: The group in society that has The group in society that has pp g p yg p ycontrol over all the major institutions that shape control over all the major institutions that shape societysocietyTargeted GroupTargeted Group: The group in society that has: The group in society that hasTargeted GroupTargeted Group: The group in society that has : The group in society that has no control over institutions and their choicesno control over institutions and their choicesPrivilege:Privilege: Advantages, rewards or benefits Advantages, rewards or benefits

i t th i th d i t l li t th i th d i t l lgiven to those in the dominant group solely given to those in the dominant group solely because of their membership in the dominant because of their membership in the dominant groupgroupInternalized Oppression:Internalized Oppression: The way those in the The way those in the target group internalize the images, stereotypes, target group internalize the images, stereotypes, prejudices and myths promoted about themprejudices and myths promoted about themprejudices, and myths promoted about themprejudices, and myths promoted about them

Expressions of OppressionExpressions of OppressionExpressions of OppressionExpressions of OppressionPersonal or IndividualPersonal or Individual –– attitudes, behaviors, attitudes, behaviors, , ,, ,socialization, interpersonal interactions, selfsocialization, interpersonal interactions, self--interestinterest

CulturalCultural ---- values, norms, language, standards values, norms, language, standards of beauty holidays society’s expectationsof beauty holidays society’s expectationsof beauty, holidays, society s expectations, of beauty, holidays, society s expectations, music, aesthetics, religious valuesmusic, aesthetics, religious values

InstitutionalInstitutional –– housing, employment, education, housing, employment, education, media, health care, politics, government, court media, health care, politics, government, court

ffsystem, nonsystem, non--profits, medicine, business, religion, profits, medicine, business, religion, familyfamily

Brief Historic ContextBrief Historic ContextBrief Historic ContextBrief Historic ContextEarly unions or guilds existed in the United Early unions or guilds existed in the United St t t ti ’ f di i 1776St t t ti ’ f di i 1776

y gy gStates even at our nation’s founding in 1776. States even at our nation’s founding in 1776.

Unions were originally divided by trade andUnions were originally divided by trade andUnions were originally divided by trade and Unions were originally divided by trade and craft. They were also divided by gender and craft. They were also divided by gender and ethnicity. ethnicity.

Individual unions became federations.Individual unions became federations.

Federations eventually became inclusive to Federations eventually became inclusive to women and People of Color. women and People of Color.

Women & LaborWomen & LaborWomen & LaborWomen & LaborWomen were originally seen as a cheap labor sourceWomen were originally seen as a cheap labor source

Women were seen as a threat by working menWomen were seen as a threat by working men

Women formed their own unions.Women formed their own unions.

Women made their own labor federation.Women made their own labor federation.

Eventually these womenEventually these women--only unions joined with larger union only unions joined with larger union federations.federations.

There have been many important women leaders in the Labor There have been many important women leaders in the Labor Movement.Movement.

Race Ethnicity & LaborRace Ethnicity & LaborRace, Ethnicity & LaborRace, Ethnicity & LaborAs early as 1835, AfricanAs early as 1835, African--American laborers were forming unions American laborers were forming unions and going on strikeand going on strikeand going on strike.and going on strike.White labor organizations refused to represent AfricanWhite labor organizations refused to represent African--Americans. Americans. AfricanAfrican--American workers formed their own organizations and American workers formed their own organizations and federations.federations.These racial divisions hurt the Labor movement. These racial divisions hurt the Labor movement. In 1909 the Federal Board of Arbitration ruled that there had to be In 1909 the Federal Board of Arbitration ruled that there had to be equal pay for equal work.equal pay for equal work.I th 1920 hit i b t i l d P l f C l dI th 1920 hit i b t i l d P l f C l dIn the 1920s white unions began to include People of Color and In the 1920s white unions began to include People of Color and AfricanAfrican--American unions fought for recognition.American unions fought for recognition.The Congress of Industrial Organizations (CIO) formed in 1935 and The Congress of Industrial Organizations (CIO) formed in 1935 and organized workers regardless of race or ethnic background. organized workers regardless of race or ethnic background. g g gg g gImmigrant workers suffer due to the dual oppression of racism and Immigrant workers suffer due to the dual oppression of racism and undocumented citizen status.undocumented citizen status.

AFLAFL CIO Di i P i i lCIO Di i P i i lAFLAFL--CIO Diversity PrinciplesCIO Diversity PrinciplesDiversity in convention delegationsDiversity in convention delegationsDiversity in convention delegationsDiversity in convention delegationsDiversity on AFLDiversity on AFL--CIO governing bodyCIO governing bodyDi it t t d l l l b b diDi it t t d l l l b b diDiversity on state and local labor bodiesDiversity on state and local labor bodiesLeadership developmentLeadership developmentAccountabilityAccountability

Mary K. O’Melveny, “Achieving Diversity within Unions”

CWA Diversity ProposalCWA Diversity ProposalCWA Diversity Proposal CWA Diversity Proposal

Add four atAdd four at--large diversity board memberslarge diversity board membersAdd four atAdd four at large diversity board members large diversity board members to the CWA Executive Board.to the CWA Executive Board. At least At least three should be persons of color and atthree should be persons of color and atthree should be persons of color and at three should be persons of color and at least two should be women.least two should be women. The four atThe four at--large diversity board seats shall representlarge diversity board seats shall representlarge diversity board seats shall represent large diversity board seats shall represent four geographic regions within CWA. four geographic regions within CWA.

CWA Proposals to Promote and CWA Proposals to Promote and A hi Di iA hi Di iAchieve DiversityAchieve Diversity

Proposals to Increase and Activate Workers of Proposals to Increase and Activate Workers of ppColorColor

Mentoring and leadership training programsMentoring and leadership training programsN t ki t itiN t ki t itiNetworking opportunitiesNetworking opportunitiesOverall union policiesOverall union policies“Affirmative action” efforts“Affirmative action” effortsAffirmative action effortsAffirmative action efforts

Proposals to Increase and Activate WomenProposals to Increase and Activate WomenCommitment to advancing women as leadersCommitment to advancing women as leadersSupporting internal structures to activate womenSupporting internal structures to activate womenDevelop and support policies that allow workDevelop and support policies that allow work--family family balancebalancebalancebalance

Mary K. O’Melveny, “Achieving Diversity within Unions”

Evaluating Your OrganizationEvaluating Your OrganizationEvaluating Your OrganizationEvaluating Your OrganizationWhat is the level of desire to be a social change organization? Who in the organization cares about it and what What is the level of desire to be a social change organization? Who in the organization cares about it and what power do they have?power do they have?Who makes the decision in the organization? On paper? In reality?Who makes the decision in the organization? On paper? In reality?Who develops the budget? Who understands the budget?Who develops the budget? Who understands the budget?Who gets paid (in other words, who staffs the organization)? How are these people chosen? How much are they Who gets paid (in other words, who staffs the organization)? How are these people chosen? How much are they paid? Who does the scut work for the organization? How does their race, gender, class, and pay differ from those paid? Who does the scut work for the organization? How does their race, gender, class, and pay differ from those in positions of power?in positions of power?Who is the organization accountable to? In paper? In reality?Who is the organization accountable to? In paper? In reality?g p p yg p p yWhat is the culture of the organization? What are the values, stated or unstated? Does everyone in the What is the culture of the organization? What are the values, stated or unstated? Does everyone in the organization see the organization’s culture the same way? Do people in leadership positions support analysis of organization see the organization’s culture the same way? Do people in leadership positions support analysis of power and oppression issues?power and oppression issues?Where is the organization physically located? How accessible is it physically to communities of color, to women, to Where is the organization physically located? How accessible is it physically to communities of color, to women, to gay/lesbian/bisexual/transgender people, to lowgay/lesbian/bisexual/transgender people, to low--income people, to lessincome people, to less--than college educated, to disabled people?than college educated, to disabled people?Who are the members (volunteers, etc)? What power do they have, if any? On paper, in reality? In other words, Who are the members (volunteers, etc)? What power do they have, if any? On paper, in reality? In other words, o a e e e be s ( o u ee s, e c) a po e do ey a e, a y O pape , ea y o e o ds,o a e e e be s ( o u ee s, e c) a po e do ey a e, a y O pape , ea y o e o ds,what power do they use to influence the organization?what power do they use to influence the organization?What is the cost to people of color for being in your organization (staff/board/volunteers)? To women? To lowWhat is the cost to people of color for being in your organization (staff/board/volunteers)? To women? To low--income people? To people with less than a college education? To disabled people?income people? To people with less than a college education? To disabled people?What is the level of awareness of white privilege and power among white people in your organization? Among What is the level of awareness of white privilege and power among white people in your organization? Among men, heterosexuals, middlemen, heterosexuals, middle--class and wealthy people, collegeclass and wealthy people, college--educated people, ableeducated people, able--bodied people?bodied people?What’s the reputation of the organization in the AfricanWhat’s the reputation of the organization in the African--American community? The Latino community? The AsianAmerican community? The Latino community? The AsianWhat s the reputation of the organization in the AfricanWhat s the reputation of the organization in the African American community? The Latino community? The Asian American community? The Latino community? The Asian community? The White community? In the gay community? In other communities? How do you know?community? The White community? In the gay community? In other communities? How do you know?Who are the organization’s programs for? How involved are these people in the organization’s planning and Who are the organization’s programs for? How involved are these people in the organization’s planning and decisiondecision--making?making?What kind of training is offered for people trying to deal with oppression issues?What kind of training is offered for people trying to deal with oppression issues?Do white people and people of color answer these questions the same? Do men and women? Gay and straight Do white people and people of color answer these questions the same? Do men and women? Gay and straight people? Lowpeople? Low--income and middle income/wealthy people? Collegeincome and middle income/wealthy people? College--educated and less than collegeeducated and less than college--educatededucatedpeople? Lowpeople? Low income and middle income/wealthy people? Collegeincome and middle income/wealthy people? College educated and less than collegeeducated and less than college educated educated people? Ablepeople? Able--bodies and disabled? How do you know?bodies and disabled? How do you know?

Dismantling Racism Workshop

Organizational Change ProcessOrganizational Change ProcessE i l CE i l CEssential ComponentsEssential Components

Commitment from senior leadershipCommitment from senior leadershipCommitment from senior leadershipCommitment from senior leadershipInclusion of all constituencies, all target Inclusion of all constituencies, all target groupsgroupsgroupsgroupsPublic dialogue involving all sectors of the Public dialogue involving all sectors of the communitycommunitycommunitycommunityA comprehensive, focused and wellA comprehensive, focused and well--publicized longpublicized long--term plan for changeterm plan for changepublicized longpublicized long term plan for changeterm plan for changeA leadership change groupA leadership change groupInstitutionalization of the change processInstitutionalization of the change processInstitutionalization of the change processInstitutionalization of the change process

NEXT STEPSNEXT STEPSNEXT STEPSNEXT STEPS

Dismantling racism training andDismantling racism training andDismantling racism training and Dismantling racism training and dismantling sexism training for the Board dismantling sexism training for the Board & Local Presidents& Local Presidents& Local Presidents& Local PresidentsWorkshops/Trainings at yearly Workshops/Trainings at yearly conferencesconferencesconferencesconferencesEvaluate UPTE, create accountability Evaluate UPTE, create accountability processprocessReRe--evaluate yearly to monitor progressevaluate yearly to monitor progress

ResourcesResourcesResourcesResourcesGetting Even: Why Women Don’t Get Paid Like Men and Getting Even: Why Women Don’t Get Paid Like Men and Wh t t D Ab t ItWh t t D Ab t It E l M hE l M hWhat to Do About It What to Do About It ---- Evelyn MurphyEvelyn MurphyWhite Like Me: Reflections on Race from a Privileged White Like Me: Reflections on Race from a Privileged Son Son –– Tim WiseTim WiseThe Heart of Whiteness: Confronting Race, Racism, and The Heart of Whiteness: Confronting Race, Racism, and White Privilege White Privilege –– Robert JensenRobert JensenWhite Awareness: Handbook for AntiWhite Awareness: Handbook for Anti--Racism Training Racism Training ––Judith H. KatzJudith H. KatzTeaching/Learning AntiTeaching/Learning Anti--Racism: A Developmental Racism: A Developmental Approach Approach –– Louise DermanLouise Derman--Sparks & Carol Brunson Sparks & Carol Brunson PhilliPhilliPhillipsPhillips“Achieving Diversity Within Unions” “Achieving Diversity Within Unions” –– Mary K. Mary K. O’Melveny, General Counsel, CWA, AFLO’Melveny, General Counsel, CWA, AFL--CIOCIOGrassroots Grassroots –– Amy Richards and Jennifer BaumgardnerAmy Richards and Jennifer BaumgardnerManifesta Manifesta –– Amy Richards and Jennifer BaumgardnerAmy Richards and Jennifer Baumgardner

THANKSTHANKSTHANKSTHANKSShiela Stittiams for her suggestionsShiela Stittiams for her suggestionsUPTE EB d f ki hi i iblUPTE EB d f ki hi i iblUPTE EBoard for making this opportunity possibleUPTE EBoard for making this opportunity possibleDr. Puette, Director of the Center for Labor Education and Dr. Puette, Director of the Center for Labor Education and Research, University of Hawai’I, O’ahuResearch, University of Hawai’I, O’ahuhttp://en wikipedia org/wiki/Knights of Laborhttp://en wikipedia org/wiki/Knights of Laborhttp://en.wikipedia.org/wiki/Knights_of_Laborhttp://en.wikipedia.org/wiki/Knights_of_Laborhttp://www.albany.edu/history/history316/http://www.albany.edu/history/history316/http://www.laborhttp://www.labor--studies.org/studies.org/http://en.wikipedia.org/wiki/Lawrence textile strikehttp://en.wikipedia.org/wiki/Lawrence textile strikep p g _ _p p g _ _http://www.archives.gov/publications/prologue/1997/summer/americhttp://www.archives.gov/publications/prologue/1997/summer/americanan--laborlabor--movement.htmlmovement.htmlhttp://www.reuther.wayne.edu/man/1intro.htmhttp://www.reuther.wayne.edu/man/1intro.htm“W i th W k l L b U i ” J li t H M ff d“W i th W k l L b U i ” J li t H M ff d“Women in the Workplace: Labor Unions”, Juliet H. Mofford, “Women in the Workplace: Labor Unions”, Juliet H. Mofford, Women’s History MagazineWomen’s History Magazine, 1996, 1996