STEPS IN CREATING AN INSTITUTIONAL ANTIRACISM TEAM
Step 1 - Pre-Endorsement, Exploratory Step
This step prepares leaders to identify structural racism in their institution. Crossroads organizers
work with an ad hoc group to explore the need for antiracism work and whether Crossroads can
help. This step typically includes:
• Introductory training for ad hoc committee and other interested leaders (if needed)
• Analyzing & Understanding Systemic Racism workshop to equip those exploring this work
with a deeper understanding of racism.
• Presentation by Crossroads outlining the Team training model as a possible approach.
• Ad hoc committee requests authorization from leadership for formal exploration of
antiracism work.
• Leaders agree and appoint a Planning and Design Task Force (PDTF).
Step 2 – Planning and Design Task Force (PDTF)
The PDTF will develop a proposal for creating an antiracism team for presentation to institutional
leadership. Once approved, the Task Force recruits and selects a team. To accomplish this, the
PDTF has five specific tasks to carry out with the assistance of Crossroads facilitators:
1. Develop a Project Description that includes a statement of purpose and objectives, historical
background regarding the institution’s involvement in this issue, a timeline for the training
process, a plan for selecting the team, and a budget and funding plan.
2. Present the project description to institutional leadership with a request for approval to
create the antiracism team.
3. Secure institutional funding for the entire team training process.
4. Recruit and select the antiracism team in accordance with the process developed in the
Project Description.
5. Support the Team and the institution while the team is being trained; provide publicity about
the project, affirmation by institutional membership, and commissioning of the team.
It is vital to that the team building and organizing process has full agreement of institutional leadership. This
agreement is solicited in a gradual way, in an effort to ensure that the leadership understands the need for the team as
well as the time-intensive process that will bring the team into being.
Step 3 – Training the Team
A. Team Analysis – generally takes between four to six months, and begins with a one-day team
orientation. Next is the main training within the context of a four-day retreat. During this
time the team develops an identity, an analysis of systemic racism, and builds team member
relationships. This is followed by several months of team research and data collecting.
B. Team Skills Building and Strategy Development – generally takes three - four months, and
includes five to six days of training (usually divided into two training retreats). The purpose
of this is to deepen internal team life, develop goals and strategies, and acquire organizing
skills.
This step concludes with an Action Plan being presented to institutional leadership for approval,
and the initiation of the team’s organizing work. (Crossroads remains as coach and consultant
for the first six months of team’s work.
Step 4 – Post-Team Formation and Training Consultation
This final step includes a one-day gathering six to twelve months after completion of the Team Skills
Building and Strategy Development process. The purpose of this is tracking progress, completing
and affirming proposed strategies. At this time, the relationship between the institution and
Crossroads is redefined and reoriented into one of partnership and collaboration in the greater
antiracism movement.
Following this consultation the team moves forward with implementation of their objectives, goals
and strategies for institutional transformation. The team is encouraged to participate each year in
Crossroads Advanced Organizer Training to deepen their antiracist analysis, deepen their skills, and
participate in the larger Crossroads network. They are also encouraged to take advantage of
advanced one- and two-day workshops created specifically for antiracism teams.
Support from Institutional Leaders
The work of antiracist transformation must be the work of the entire institution with the Team seen
as leaders, not merely a special interest group. Therefor, institutional leaders will be asked to make
the following decisions in support of the work throughout the process of creating a Team:
1. Authorize and appoint a Planning and Design Task Force.
2. Approve and endorse the Proposal from the Planning and Design Task Force and authorize
them to recruit members for the antiracism team.
3. Approve the Action Plan presented by the Team and authorize them to put it into action.
4. Ensure ongoing funding for the work of the Team.
Crossroads Antiracism Organizing & Training
P.O. Box 309, Matteson IL 60443-0309
Phone: 708.503.0804 ~ Fax: 708.283.9491 ~ Email: [email protected]
Website: www.crossroadsantiracism.org