We'd love to make something happen!
We are a community-building collective of mulitracial + multiethnic families (IBPoC, transracial adoptive families, transracial adoptees, caregivers, grandparents, etc.) for whom race, culture, and ethnicity are central to child-rearing and identity. As a grassroots community education and empowerment initiative, we are committed to reimagining how Monterey County can create meaningful change. The prerequisites and questions to be answered below function as one way to address this and a way to establish an open line of communication with organizations, agencies, businesses, groups, families, and individuals who are committed to bringing about this change.
Inclusive, Equitable, and Just!
Our programming is rooted in movements that build the community's power to transform the fragmentation, displacement, and loss of culture that result from histories of exploitation, genocide, and colonialism. We commune and create in ways that amplify the narratives of communities of color, cultivate solidarity in Monterey County, and center self-exploration and cultural expression.
- Given the history and origin of American policing and the brutality enacted, specifically upon the Black community by said institution, we will not participate in anything where the police are present. Strong communities make police obsolete.
- Disclosure of who we will be setting up next to and around, so we can reach out and build community with them prior to the event.
- Disclosure of who will also be involved and attending, so we can decide if our organization is being used as a “poster child” to raise funds for and enhance the image of the organization.
- Disclosure of who is organizing and if there are *SD/QTGNCNB/IBPoC (specifically, Black women and femmes) in leadership positions within your organization. Disclosure of their names, positions, and how long they have been with said organization and at said position.
- If your organization charges fees for services, a scholarship fund starting at zero with no income verification must exist. Paperwork "proving" need is demoralizing, invasive, and paternalistic, and is yet another method used to surveil and police. Prioritizing the dignity of individuals and families takes precedence.
- Children must be welcome. If the space is adults-only, free quality childcare must be provided. Preferably by *SD/QTGNCNB/IBPoC who must be paid for their labor.
- If the event is taking place during meal-times, free nutritious food must be provided and dietary intolerances, sensitivities, and restrictions must be taken into consideration.
- Disability must be incorporated into your organization's values and action statements. Disabled people must be on your organizing committee and/or board, and accessibility must be a priority.
- Supporting multiply marginalized folx must also be incorporated into your organization's values and action statements. Addressing intersecting social identities and related systems of oppression must be a priority.
- A recruitment program specifically designed to increase the number of racialized and other marginalized folx in positions of power within your organization must exist and be made a priority.
- A mentorship program specifically designed to develop and advance racialized and other marginalized folx within your organizationto positions of power must exist and be made a priority.
Redistribute Power & Resources
Impact Over Intent
Advocate for Change
Questions to be answered:
- Does the community served or most impacted by the organization’s work have little or no power over the direction of the organization and how it uses its resources?
- Is the organization seen in communities of color as a "white" organization?
- Does the organization hold a paternalistic and deficit-oriented frame and attitude? Are **IBPoC served by white professionals? Do *SD/QTGNCNB/IBPoC see themselves in leadership roles or in the people they directly interface with?
- Does the organization address issues that impact *SD/QTGNCNB/IBPoC without understanding how intersecting oppressions contribute to these issues?
- White-led organizations have greater access to funding and other resources than organizations led by **IBPoC, what steps is the organization taking to address and redress this?
- Do *SD/QTGNCNB/IBPoC feel used as “poster children” to raise funds for and enhance the image of the organization?
- Does the culture of the organization support being able to talk about power, privilege, and oppression?
- When race is discussed, are special efforts made not to offend the white leaders?
- Do **IBPoC staff members feel comfortable challenging white leadership? Are those who do, met with defensiveness or labeled as "aggressive / oppositional"?
- Is there greater respect for the opinions of white people?
- Are the interactions, behavior, and decisions of the organization dominated by white cultural norms?
- Are white leaders self-reflective and transparent about what it means to be white leaders of organizations based in **IBPoC communities?
- Are white leaders proactive about understanding and addressing racism?
- Does the concept of being “qualified” for leadership and other jobs in the organization include competency related to oppression and connections to *SD/QTGNCNB/IBPoC communities?
- Are there *SD/QTGNCNB/IBPoC on staff? How many are Black?
- Are **IBPoC staff members concentrated in front line and support jobs, with less positional power and autonomy?
- Do microaggressions occur daily? Do they go unchecked?
- Are efforts made to create a welcoming and supportive environment for *SD/QTGNCNB/IBPoC staff? Do **IBPoC staff members feel unsupported by white leaders and peers?
- Are there people who are advocating for change? Are *SD/QTGNCNB/IBPoC often carrying the weight of that work?
- Is "diversity / equity / inclusion / cultural competence / justice" work relegated to staff members who lack positional power in the organization?
- Is "diversity / equity / inclusion / cultural competence / justice" work driven by requirements from funders and/or accreditation entities, rather than an actual understanding and commitment?
*SD/QTGNCNB/IBPoC: Sick, Disabled / Queer, Transgender, Gender Non-Conforming, Non-Binary / Indigenous, Black, People of Color
**IBPoC: Indigenous, Black, People of Color
We consult with organizations and/or individuals at $100 per hour, this includes predominantly-white institutions who would like to host our Community Programs in their space. Project rates are subject to negotiation.
Indict & Abolish
Are We A Match?
Thank you to 10 Ways to Practice Institutional Racism at your Non-profit Organization by Korbett Mosesly; Is There a Place For the Black Radical in the Nonprofit World? by Gioncarlo Valentine; 8 Ways People of Color are Tokenized in Nonprofits by Helen Kim Ho; Organizing for Liberation Ain’t Free When Capitalism Rules Everything Around Me by Ashleigh Shackelford; Five Ways to Redistribute Social Capital in Activist Spaces by Lisa Hofmann-Kuroda; Black People Are Demanding Police Abolition - We Could Be Demanding Much More by Radical Faggot; Neither Radical nor Revolutionary: The Preservation of Privilege in Social Justice Activism by Laura LeMoon; Childcare Groups Are Playing Key Role in Pushing Change by Sarah Lazare; Black Women Being: Subverting Demoralizing Practices A Reflection On The Safety Pin Box Initiative by Nikki Hoskins; We'll Never Create A Freer Future By Role-Playing The Past by Jess Krug; Why Diversity Programs Fail by Frank Dobbin and Alexandra Kalev; Your Equity Committee Ain't Shit by Hakima Tafunzi Payne; Reparations Will Never Be Given — It’s Time We Protect The Everyday People Who Take Them by Hari Ziyad; and Seeing and Naming Racism in Nonprofit and Public Organizations by Laurin Mayeno which helped shape the ways in which FoCMC partners locally and nationally.