Category: Community

TPCH released Striving Toward Racial Justice: A Call-to-Action for Pima County Community-Based Organizations, in partnership with the University of Arizona Southwest Institute for Research on Women in November 2021.  As we begin 2022, we are calling on community organizations and our housing partners to deepen our shared resolve to advancing racial equity.  This email series provides a summary of key concepts and strategies discussed in the Call to Action and i packed with useful resources and tools to help community organizations as they strive toward racial justice.  In this issue, we introduce the sixth of 7 key actions defined in the Call to Action: Building Racial Justice and Minimizing Harm.  This issue focuses on committing to accountability through regular data collection and ongoing evaluation.  This issue keeps us focused on achieving results that match our intentions of advancing racial justice.  Don’t miss our next issue in which we introduce Action 7 – Embracing the Journey and Continuing the Work.  Can’t wait?  Click here to download the full Call to Action now.  Action 6: Commit to Accountability To successfully implement a strategic plan within a designated time frame, a racial equity lens must be applied at every step of the decision-making process, stakeholders and funders must remain engaged, and input from all stakeholders must be weighed equitably. Collecting data on outcomes is necessary to maintain focus and highlight any roadblocks. Data collection will also highlight when strategies need to be revised. There are various ways to collect data on outcomes, including surveys, focus groups, interviews, observations, and number tracking. Pay specific attention to cultural aspects that could impact the data. For instance, whether or not the interviewer or moderator is of the same racial background as the clients may depend on the issue and the community that is being addressed. Both qualitative and quantitative data are equally important in producing a clear and concise understanding about the impact of the plan. Make sure that you craft messages to target specific audiences. See the Talking about Race Toolkit available from the Center for Social Inclusion as an example of how to craft targeted messages.

Watch “Achieving Equity with Results-Based Accountability” with Clear Impact, Center for Social Inclusion, and Government Alliance on Race Equity.

Recommended Strategies

Evaluate progress on a regular schedule.

If targets are no longer relevant, re-set targeted outcomes.

Share your progress and your challenges both internally and with external stakeholders.

Monitor the ongoing work of the group and ensure:

The team is meeting regularly and that the work does not become stagnant.

The staff who are working on the project are racially and linguistically diverse.

You are actively engaging the community.

Each action item is given the same attention and investment.

Additional resources are provided, as needed during implementation.

The team charged has the full support of leadership.

Progress and barriers are being documented.

Resources for Building Racial Justice Accountability

Building a Culture of Accountability
Piper Anderson

Calling In: A Quick Guide on When and How
Sian Ferguson, Everyday Feminism

CHAAD: Chicago Hospitality Accountable Actions Database
Raeghn Draper and Leah Ball

Data-Driven Decision Making for Not-for-Profit Organizations
Amy West, The CPA Journal

Developing and Staying Accountable to Racial Equity Goals
Robert K. Ross and Amy Chung

How Can the Effects or Impacts of our Strategies be Measured? 
Racial Equity Tools

Racial Equity: Getting to Results
Erika Bernabei, Racial Equity Alliance

We Need to Make Proactive Accountability Regular Praxis in Organizing and Beyond
The Black Youth Project

Why Am I Always Being Researched? A Guidebook for Community Organizations, Researchers, and Funders to Help Get from Insufficient Understanding to More Authentic Truth
Chicago Beyond

Authors

It is with the upmost admiration, respect and appreciation that we thank the authors for their critical contribution to this call-to action. In addition to their daily tireless commitment and relentless dedication to achieving racial justice in our community, they lent their expertise and passion to the hopeful notion that local organizations are willing to better serve their clients and better support their staff. Each of you makes our community a more just place.  

Claudia Powell
Casey Chimneystar Limón-Condit
Marisol Flores-Aguirre
Anna Harper-Guerrero
Mildred Manuel
Andrés Portela III
Claudio Rodriguez

DOWNLOAD THE FULL CALL TO ACTION

WATCH THE VIDEO INTRODUCTION TO THE CALL TO ACTION

TPCH released Striving Toward Racial Justice: A Call-to-Action for Pima County Community-Based Organizations, in partnership with the University of Arizona Southwest Institute for Research on Women in November 2021.  As we begin 2022, we are calling on community organizations and our housing partners to deepen our shared resolve to advancing racial equity.  This email series provides a summary of key concepts and strategies discussed in the Call to Action and i packed with useful resources and tools to help community organizations as they strive toward racial justice.  In this issue, we introduce the fifth of 7 key actions defined in the Call to Action: Building Racial Justice and Minimizing Harm.  This issue focuses on taking concrete steps that yield maximum benefit toward the organization’s goals related to advancing racial justice.  Don’t miss our next issue in which we introduce Action 6 – Committing to Accountability.  Can’t wait?  Click here to download the full Call to Action now.

Action 5: Building Racial Justice and Minimizing Harm

After spending time reviewing, documenting and processing the various aspects of the organization that are not rooted in equity, it is time to make organizational changes. Through analyzing the organizational culture in-depth and by working with outside professionals, the necessary next steps will ideally be evident. Addressing a few areas at a time will probably yield the best results, as change can be difficult and shifts in approach may be needed throughout the process.

Watch “From Awareness to Action: Tools to Implement Anti-Racist Strategies at Your Agency” with Marc Dones, Future Laboratories.

Recommended Strategies Consider ways the organization requires staff members to serve as “cultural brokers” (translation services, resources to specific communities). Offer staff who serve in this role a pay differential. Acknowledge the burden placed on people of color who are often the only staff with a particular identity or language competency. Revise policies that are not rooted in racial justice. Enforce revised policies. Promote an organizational culture that actively provides services to communities in-need, independent of politics or power dynamics; the burden of the bureaucracy should fall on the organization, not on the clients. Remove the transactional relationship between clients and organizations. Provide programming that is rooted in an understanding of historical, generational, and current trauma. Implement an organizational diversity strategy that prioritizes representation of the client population at all levels of staff and leadership. Provide mandatory, ongoing racial justice training. Develop a transparent promotion plan rooted in racial justice. Revise hiring policies, procedures and practices. Delegate decision making to individuals with direct expertise. Infuse resources into the communities the organization serves. Implement a safe and accessible racial bias reporting system within the organization. Mandate differential investment policies to create equitable outcomes for various populations. Acknowledge that all organizations in this county are built on stolen tribal lands and make meaningful contributions to tribal communities. Contribute to and work with both local tribal communities and any indigenous staff affinity teams to develop and determine a path for meaningful contribution

Resources for Building Racial Justice and Minimizing Harm Beyond Land Acknowledgment: A Guide Native Governance Center Building an Anti-Racist Workplace Time’s Up Foundation Emergent Strategy: Organizing for Social Justice Tiago Forte, Forte Labs Ethics and Nonprofits Deborah L. Rhode & Amanda K. Packel, Stanford Social Innovation Review How Do We Solve Structural Racism? A 5×5 Review Eva Jewell et al, Yellowhead Institute Metathemes: Designing for Equitable Social Change Design Impact Popular Education Highlander Research and Education Center Power and Social Change Grassroots Policy Project Racial Equity Action Plans: A How-To Manual Ryan Curren, Julie Nelson, Dwayne S. Marsh, Simran Noor, and Nora Liu, Government Alliance on Race & Equity

Authors

It is with the upmost admiration, respect and appreciation that we thank the authors for their critical contribution to this call-to action. In addition to their daily tireless commitment and relentless dedication to achieving racial justice in our community, they lent their expertise and passion to the hopeful notion that local organizations are willing to better serve their clients and better support their staff. Each of you makes our community a more just place.    Claudia Powell Casey Chimneystar Limón-Condit Marisol Flores-Aguirre Anna Harper-Guerrero Mildred Manuel Andrés Portela III Claudio Rodriguez

DOWNLOAD THE FULL CALL TO ACTION

WATCH THE VIDEO INTRODUCTION TO THE CALL TO ACTION

Are you a job seeker looking for a rewarding career and the opportunity to help your neighbors?

We’re here to help!

TPCH is partnering with Pima County One-Stop, Arizona @ Work, and the City of Tucson Housing and Community Development Department to host a Social Services Job Fair on Tuesday, March 8, 2022.

The job fair is scheduled from 1pm-4pm at the Emily Nottingham Conference Center/Sentinel Building at 320 N. Commerce Park Loop in Tucson. The event will take place indoors and outdoors to accommodate social distancing.

Masks are required and will be available on-site.

Event Details

Date: March 8, 2022

Time: 1pm-4pm

Location: City of Tucson Community Resource Campus (320 N. Commerce Park Loop, Tucson, AZ 85745)

Sun Tran fares are free through June 30, 2022, more info here.

The closest bus stops are St. Mary’s and I-10 and Congress and I-10.

Click here to download the event flyer as a PDF and share with your networks.

Participating Employers

The following employers will be on-site accepting applications. Many will be conducting interviews at the event so come ready to interview for your next career opportunity!

Employer	Available Positions
DK Advocates	Job Coach Outreach Specialist
Emerge! Center Against Domestic Abuse	Hotline Specialist Clinical Case Coordinator Overnight Crisis Specialist Lay Legal Supervisor Crisis Clinician Housing Stabilization Program Supervisor Case Coordinator – Court Support Case Coordinator – Housing Stabilization Program Emergency Services Program Manager Special Events & In-Kind Coordinator Director of Finance Human Resources Coordinator
Goodwill of Southern Arizona	Store Associate Drivers E-Commerce Associate Material Handler Donation Center Specialist Management Positions
Community Bridges, Inc.	Counselor Behavioral Health Technician Emergency Medical Technician Nurse Medical Assistant
City of Tucson Fire Department	Multiple Positions
City of Tucson Housing & Community Development Department	Multiple Positions
City of Tucson Parks & Recreation Department	Multiple Positions
City of Tucson Public Safety Communications Department	Multiple Positions
Pima Vocational High School	Youth Specialist
Gospel Rescue Mission	Donation Center Specialist Internet Technology Positions Safety & Security Manager Line Cook Guest Services Recovery Advocate Shelter Advocate
Veterans Upward Bound	VA Work Study & Student Opportunities
Primavera Foundation	Resource Specialist Maintenance Technician Contract Specialist Residential Team Lead Leasing Manager Several Other Positions
Old Pueblo Community Services	Case Manager I Case Manager II Lead Case Manager Peer Recovery Support Specialist Navigator Finance Manager EHR Billing Specialist IT Support I IT Support II Quality Manager EHR Trainer
Interfaith Community Services	Resource Specialist Intake Specialist
Our Family Services	Case Manager (Homeless Youth Services) Intake Case Manager Youth Care Worker
Arizona Serve	AmeriCorps Positions Available!
Salvation Army of Tucson	Weekend Intake Staff Case Manager Receptionist Program Aide
PimaCare at Home	Multiple Positions
United Way of Tucson	Multiple Positions
Tucson Police Department	Communications Specialists Records Specialists Officers, and more.
Southern Arizona Aids Foundation	Case Manager Maintenance Technician Housing Navigator Administrative Assistant Health Education Specialist, and more.

TPCH released Striving Toward Racial Justice: A Call-to-Action for Pima County Community-Based Organizations, in partnership with the University of Arizona Southwest Institute for Research on Women in November 2021.  As we begin 2022, we are calling on community organizations and our housing partners to deepen our shared resolve to advancing racial equity.  This email series provides a summary of key concepts and strategies discussed in the Call to Action and i packed with useful resources and tools to help community organizations as they strive toward racial justice.  In this issue, we introduce the fourth of 7 key actions defined in the Call to Action: Determining Desired Outcomes.  This issue focuses on making the change we want to see within our organizations and our community explicit and measurable.  Don’t miss our next issue in which we introduce Action 5 – Building Racial Justice and Minimizing Harm.  Can’t wait?  Click here to download the full Call to Action now.

Action 4: Determine Desired Outcomes

After a comprehensive review of the organizational landscape, it is time to set priorities for policy and program changes and develop a timeline. Plans will work best if you lay out clear, measurable and attainable goals with specific indicators assigned to each goal in order to measure success. Developing desired outcomes for the organization and for clients will help build a roadmap of the direction to head toward. Outcomes should be mutually agreed upon by leadership, staff and clients. Consider budgetary and staff needs. Prioritizing this work means that those charged with leading tasks should be properly compensated; work should not be in addition to regular job duties. Also important is to anticipate potential unintended consequences of your work and aim to mitigate these challenges if possible. One unintended consequence may be pushback from different segments of the community who may not understand the need for prioritizing racial equity. It is critical to continuously articulate the importance of advancing racial equity in order to dismantle deeply-held beliefs and structures that perpetuate systems of advantage/disadvantage.

Check out this video from the National Alliance to End Homelessness introducing the equity-based decision making framework.

Recommended Strategies Develop short- and long-term targets specific to areas for improvement. Potential areas for improvement: Board, leadership, staff, and client representation. Identify the positive outcomes that revised policies might have on staff members. Consider measuring community reinvestment. Research the potential impact of compensating staff who have assumed additional labor to improve services to clients. Develop data-driven objectives. Analyze by race and ethnicity, and other intersecting identities with high impact/influence. Determine populations who might not be adequately represented in the data. Develop objectives for populations not represented in the data. Develop outcome goals. Practically, there should be no differences in client outcomes based on race or ethnicity. Strategize outcomes that are important to the stakeholders and outcomes that are important to funders; may differ from one another. Evaluate the impact of investing in appropriate document translation. Involve all stakeholders in the development of outcomes. Develop a process that allows an equal voice in the process. Maintain transparency about your goals related to racial justice for the organization and for clients.

Resources for Individual Racial Justice WorkCentering Racial Equity in Measurement and Evaluation: Emerging Lessons and Guidance from Human Service Nonprofits Leiha Edmonds, Clair Minson, and Ananya Hariharan, Urban Institute Commitment to Becoming an Anti-Racist Organization: Our Journey, Learning and Call to Action Community Resource Exchange Racial Equity Action Plan Examples Racial Equity Tools Developing an Anti-Racism Strategy  Chartered Institute of Personnel and Development Equitable Performance Metrics Any Organization Can Measure Now Jasmine N. Hall Ratliff, Equity in the Center Ideas for Improving Diversity, Equity, and Inclusion for Nonprofits Endowment & Foundation National Practice Group It’s Time to Rethink ROI Metrics in Racial Justice Sapna Sopori, Community-Centric Fundraising Racial Equity Outcome Toolkit: A Six-Step Process for Your Organization LaTrenda Leonard Sherrill, Pursuant Community Consulting Service 4 Things to Consider When Measuring Your Organization’s Diversity, Equity, and Inclusion Initiatives YW Boston, Massachusetts Nonprofit Network

Authors

It is with the upmost admiration, respect and appreciation that we thank the authors for their critical contribution to this call-to action. In addition to their daily tireless commitment and relentless dedication to achieving racial justice in our community, they lent their expertise and passion to the hopeful notion that local organizations are willing to better serve their clients and better support their staff. Each of you makes our community a more just place.    Claudia Powell Casey Chimneystar Limón-Condit Marisol Flores-Aguirre Anna Harper-Guerrero Mildred Manuel Andrés Portela III Claudio Rodriguez

DOWNLOAD THE FULL CALL TO ACTION

WATCH THE VIDEO INTRODUCTION TO THE CALL TO ACTION

February 18, 2022 Update: This training is at capacity. Registration has been closed and a wait list has formed. If you wish to be placed on the wait list, please email tpch@tucsonaz.gov. Join TPCH for Critical Time Intervention: An Evidence-Based Training Series for Staff Supporting People Experiencing Homelessness: April 6, April 13, and April 20, 2022 TPCH and the City of Tucson Housing and Community Development Department are pleased to offer free Critical Time Intervention training for TPCH member agencies and recipients of City of Tucson grant funds. Training Overview Our three-part Basic CTI training will be held from 9am-12pm on April 6, 13, and 20.  All participants who successfully complete the three-part Basic CTI training will receive a certificate of training endorsed by the Center for the Advancement of Critical Time Intervention, Hunter College/Silberman School of Social Work.   Within 1-2 months following the Basic CTI series, a fourth session will be held for supervisors and managers who completed the Basic CTI training and would like to learn additional skills for training project staff in CTI practices and managing fidelity to the evidence-based model.  We strongly encourage supervisors and managers to attend the series and take advantage of the fourth session in order to meaningfully incorporate CTI into agency programs.  Space is limited – the training is limited to 90 attendees.  All attendees are asked to attend all 3 sessions.  Registration is now closed and the training is at maximum capacity. If cancellations are received, individuals will be added to the training from the wait list in the order of request. Please email tpch@tucsonaz.gov if you would like to be added to the wait list? Can’t Attend or Didn’t Register in Time? Don’t worry – even if you can’t attend the live sessions, the training will be recorded and posted on the TPCH Online Training Center by the end of April.   About Critical Time Intervention Critical Time Intervention (CTI) is a time-limited evidence-based practice that mobilizes support for vulnerable individuals during periods of transition. The CTI model facilitates housing stability, community integration, and continuity of care, and has been successful in supporting the return to housing for people with serious mental illness, people experiencing homelessness, veterans, and many other groups.  CTI is especially well-suited as a case management model in support of housing problem-solving with individuals and families. Key characteristics of the model include: CTI is time-limited; its explicit aim is to provide intensive, targeted support during a critical period and then withdraw. It is compatible with efforts to intervene with people in crisis, especially during periods of housing instability. CTI is not intended to become a primary source of ongoing support for vulnerable people. CTI workers aim to engage clients, locate effective services and supports in the community, and effectively link them together to promote long-term stability. CTI is highly focused: CTI workers do not try to address all needs that vulnerable individuals and families may have. Rather, CTI focuses only on the key areas that place the client at risk of future housing instability.  Meet Our Trainer – Carolyn Hanesworth, LCSW, PhD Dr. Hanesworth is a Critical Time Intervention Trainer, Researcher, and Consultant.  In addition to her work with CACTI, Dr. Hanesworth is an Assistant Professor of Social Work at Mercy College in Dobbs Ferry, NY. She has worked as a service provider, leader, and consultant for organizations serving homeless children and families in Texas and New York City for the past 25 years.  Recently, she served as the Project Director for the CTI for Rapid Rehousing Pilot Study in Connecticut, where she assisted in adapting and implementing CTI for Rapid Rehousing recipients.

TPCH Quarterly Membership Meeting Thursday, February 10

3pm-5pm (Zoom) 

Join us for the first quarterly General Council meeting of the TPCH membership on Thursday, February 10.  This meeting will be held virtually and pre-registration is required.

Click here to register for the February 10 General Council Meeting.

After registering, you will receive an automated email with details to access the meeting.

Summary Meeting Agenda

Community Celebrations
Facilitated by Daniela Figueroa, CoC Board Chairperson

Quarterly Update on TPCH Activities and Financials
Presented by Karen Fogas, CoC Lead Agency (City of Tucson)

TPCH Committee and Coalition Updates
Presented by Committee and Coalition Leaders

Update on Progress Toward TPCH Strategic Plan
Presented by Jason Thorpe, CoC Lead Agency (City of Tucson)

Small Group Input Session
Defining the Characteristics and Training Needs of a Skilled Homeless Response Work Force

Download February 10 Meeting Materials

TPCH General Council Meeting Agenda (February 10, 2022)

TPCH Voting Member Roster as of February 1, 2022

TPCH General Council Meeting Minutes – Draft (November 18, 2021)

Striving Toward Racial Justice
Issue #5- Individual Racial Justice Work

TPCH released Striving Toward Racial Justice: A Call-to-Action for Pima County Community-Based Organizations, in partnership with the University of Arizona Southwest Institute for Research on Women in November 2021.  As we begin 2022, we are calling on community organizations and our housing partners to deepen our shared resolve to advancing racial equity.  This email series provides a summary of key concepts and strategies discussed in the Call to Action and i packed with useful resources and tools to help community organizations as they strive toward racial justice.

In this issue, we introduce the third of 7 key actions defined in the Call to Action: Individual Racial Justice Work.  This issue provides strategies and tools to address internalized bias and how it affects our interpersonal relationships.

Don’t miss our next issue in which we introduce Action 4 – Determining Desired Outcomes.  Can’t wait?  Click here to download the full Call to Action now. 

 

Action 3: Individual Racial Justice Work

Addressing Internalized Bias and Interpersonal Relationships

Everyone holds biases and stereotypes which impact how we view other people, and the ways we work with our colleagues and our clients. Biases cannot be adjusted unless they are acknowledged. Organizational leadership should expect that individuals engage in the necessary internal and interpersonal work to address the biases they may have. Providing space, time and incentives for people to address their internal biases encourages members of an organization to shift their behaviors.

Check out this video from the New York Times to better understand implicit bias.

 

Recommended Strategies

Examine the ways that your personal identities inform your perspectives.

Consider the ways your implicit biases may impact how you manage others, receive feedback and/or service clients.

Acknowledge the ways that White supremacy may have provided advantages in your life if you are a White identified person.

Acknowledge the ways that you may have caused harm to other people as a result of racial bias, nationalism, or language discrimination.

Strive to continuously understand and disrupt your personal stereotypes.

Check your privileges in meetings and in other community spaces.

Develop an awareness of whose voices are forefronted/respected and whose are not.

Challenge the ways that you have been taught to interact with clients.

Disrupt the aspects of standard approaches that do not affirm underrepresented cultures.

Ask and be willing to wrestle with critical questions.

Consider the implications of relinquishing power.

 

Resources for Individual Racial Justice Work

From Cancel Culture to Collective Accountability: The Transformative Power of Nonviolent Communication
Brian Stout, Building Belonging

Implicit Bias Insights as Preconditions to Structural Change 
john powell and Rachel Godsil, Poverty and Race Research Action Council

Intercultural Communication
Milton J. Bennett, Intercultural Development Research Institute

Managing Unconscious Bias: Strategies to Address Bias and Build More Diverse, Inclusive Organizations
Paradigm

Project Implicit
Tony Greenwald, Mahzarin Banaji, and Brian Nosek, Harvard University

Running From Race in our Minds
Phillip Atiba Goff and L. Song Richardson, HuffPost

The Four Parts of Accountability: How to Give a Genuine Apology 
Mia Mingus, Leaving Evidence

The New Science of Racial Bias Series
Greater Good Magazine, Science-Based Insights for a Meaningful Life, UC Berkeley

White Privilege: Unpacking the Invisible Knapsack
Peggy McIntosh

Authors

It is with the upmost admiration, respect and appreciation that we thank the authors for their critical contribution to this call-to action. In addition to their daily tireless commitment and relentless dedication to achieving racial justice in our community, they lent their expertise and passion to the hopeful notion that local organizations are willing to better serve their clients and better support their staff. Each of you makes our community a more just place.

Claudia Powell
Casey Chimneystar Limón-Condit
Marisol Flores-Aguirre
Anna Harper-Guerrero
Mildred Manuel
Andrés Portela III
Claudio Rodriguez

DOWNLOAD THE FULL CALL TO ACTION

WATCH THE VIDEO INTRODUCTION TO THE CALL TO ACTION

 

Striving Toward Racial Justice
Issue #4- Turning Inward

TPCH released Striving Toward Racial Justice: A Call-to-Action for Pima County Community-Based Organizations, in partnership with the University of Arizona Southwest Institute for Research on Women in November 2021.  As we begin 2022, we are calling on community organizations and our housing partners to deepen our shared resolve to advancing racial equity.  This email series provides a summary of key concepts and strategies discussed in the Call to Action and i packed with useful resources and tools to help community organizations as they strive toward racial justice.

In this issue, we introduce the second of 7 key actions defined in the Call to Action: Collective Racial Justice Work within our Organizations.  This issue turns inward as we examine the roots of interpersonal and structural racism, and their stronghold within our organizations.

Don’t miss our next issue in which we introduce Action 3 – Individual Racial Justice Work.  Can’t wait?  Click here to download the full Call to Action now. 

 

Action 2: Collective Racial Justice Work within the Organization

Combating Structural Bias and Systemic Racism in Organizations

Striving toward racial justice includes both interpersonal and structural efforts. These efforts can happen simultaneously, but one without the other will have less impact. There are many ways that White dominant culture has rooted itself in nonprofit organizations, and a thorough review of policies and practices using a racial justice lens is likely to uncover structural racism and/or areas of injustice.

 

Recommended Strategies
Organizational Policies

Revise Mission and Vision Statements to incorporate a racial justice lens.

Review all policy/procedural manuals with a racial justice lens.

Be truthful about the actual practices related to organizational policies and procedures.

Consider policies that impact staff and those that impact clients.

Challenge how policies may ignore specific cultures, identities, and communities.

Acknowledge how White supremacy may be entrenched in the organization.

Recruitment and Hiring

Evaluate hiring and firing policies and practices for racial bias.

Reconsider education requirements.

Consider who sits on organization hiring teams.

Review interviewing protocol and attempts to mitigate bias.

Make hiring processes transparent for all stakeholders.

Determine who decides what expertise is necessary for roles.

Organizational Leadership and Decision Making

Identify which staff members have been given opportunities for promotion and professional growth.

Examine how staff are promoted.

Explore how and why people are considered for desirable opportunities.

Ensure the racial/ethnic composition of boards, leadership and staff is representative of the people you serve.

Ensure there are enough staff who speak the languages of your clients.

Consider how the organization invests resources in the communities it serves.

Review your organizational chart.

Review the flow and direction of decision making.

Empower field experts to make decisions in their areas.

Examine the relationship between financial stakeholders and decision making to mitigate bias between budgets and needs of clients.

Reconsider alignment with funders and partners whose values are rooted in White supremacy.

Other Considerations

Survey clients and staff to identify areas of improvement.

Strategize about how to mitigate public backlash and protect stakeholders.

Examine the organization’s Human Resources department.

Question how problem-solvers may be problem-causers.

Strategize about how to protect people and avoid backlash.

Analyze client data based on race and ethnicity.

Involve clients and community members in the entire process and compensate them for their time and expertise.

 

Resources for Organizational Racial Justice Work

Asset-Based Community Development (ABCD): Core Principles
Ivis Garcia, Asset-Based Community Development Institute

How to Build Language Justice
Antena

Including Indigenous Perspectives in Your Organization
Kira Page, COCo

It’s Time for a New Approach to Racial Equity
Earl Fitzhugh, JP Julien, Nick Noel, and Shelley Steward, McKinsey & Company

L4G Competencies for High Quality Feedback Loops
Listen4Good

Race Equity and Inclusion Action Guide
Annie E. Casey Foundation

Racial Equity Core Teams: The Engines of Institutional Change
Terry Keleher, Government Alliance on Race & Equity

Racial Equity Network Toolkit
National Alliance to End Homelessness

Thinking Through Your Hiring Process
nene myriam konate, COCo

3 Ways to Decolonize Your Nonprofit as Told by a Black Queer Feminist Organizer
Neesha Powell

 

Authors

It is with the upmost admiration, respect and appreciation that we thank the authors for their critical contribution to this call-to action. In addition to their daily tireless commitment and relentless dedication to achieving racial justice in our community, they lent their expertise and passion to the hopeful notion that local organizations are willing to better serve their clients and better support their staff. Each of you makes our community a more just place.
Claudia Powell
Casey Chimneystar Limón-Condit
Marisol Flores-Aguirre
Anna Harper-Guerrero
Mildred Manuel
Andrés Portela III
Claudio Rodriguez

 

DOWNLOAD THE FULL CALL TO ACTION

WATCH THE VIDEO INTRODUCTION TO THE CALL TO ACTION

Due to the rising cases of COVID-19 currently experienced in Pima County, the Tucson Pima Collaboration to End Homelessness has canceled the 2022 Unsheltered Point in Time Count, Everyone Counts 2022!

Each year, local communities are required to conduct a count of persons experiencing homelessness within their region.  The TPCH Continuum of Care Board conducted an emergency meeting on January 21, 2022 and voted to cancel the 2022 unsheltered Point in Time Count, commonly referred to as the “street count”.  The “street count” planned for the morning of Wednesday, January 26 will not occur and TPCH encourages all volunteers and others to avoid unnecessary contact and practice enhanced safety precautions during the current COVID-19 surge.

Will TPCH be penalized for not completing the Point in Time count in 2022? 

The decision to cancel the unsheltered Point in Time count was made after consultation with local health authorities and the U.S. Department of Housing and Urban Development (HUD).  In consideration of the current surge of COVID-19 infections in Pima County, HUD has indicated willingness to coordinate with TPCH to complete Point in Time requirements using alternative data sets and without conducting a census or street count.  This approach, once fully approved by HUD, will be implemented in accordance with HUD Point in Time requirements ensuring that TPCH is not penalized for the decision not to conduct a census or “street count” in 2022.

A Note of Thanks to our Point in Time Count Volunteers!

Despite the ongoing health concern, more than 300 local community members volunteered to participate in this year’s Point in Time Count.  We salute these extraordinary and committed community partners and wish to thank you for your dedication to supporting our unhoused neighbors.  Although we won’t hold a count this year, we encourage you to stay connected to TPCH and join us next year.  In the meantime, please consider volunteering with one of the many amazing organizations serving individuals and families experiencing homelessness in our community.