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PROMPTNOTES/TAKEAWAYS FROM DISCUSSION
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1. Do you feel MPC has made meaningful progress on its antiracism and equity vision? What is the vision? how do we measure this? Where is the list of CROAR recommendations? How are we tracking them? What is the process for ensuring consistent baseline CROAR training? Skyler's absence seems to be impacting the ability to advance goals that were mapped out. Is Foresight being contracted for mainly equity work and is this duplicative of previous work with CROAR? Both internal and external dimentions are included in ARAO work - both office management/staff/culture and external program work
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2. What do you think are the most significant barriers to progress? (e.g. capacity, accountability mechanisms or lack thereof, staff learning and development, prioritization, etc.)What power does the ARAO committee have to implement recommendations in the organization? Only Chloe listed equity committee as a main work item in individual priorities on her personal annual goals.
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3. What is most needed to accelerate progress?
Now restructuring equity committee based on items in the 5 year CROAR workplan. 80% of staff were on the equity committee and there were 3 working groups. The reason it was a separate committee was for it to be something that people could opt into and that they would not feel was requirerd for advancement/promotions.
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What does success look like? How do we know when we have gotten to the desired level that we are maintaining?
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CROAR has as continuum of 1-6. Staff rate us as 2.5/3.
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When will staff feel like we are making progress?
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