Partnering with FoCMC

Want to join our team? Want to become a Community Sponsor? Have FoCMC attend and/or share your event? Host our Community Programs in your space? Need our consultation services? Etc.

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.

If it’s inaccessible to queer, transgender, gender non-conforming, IBPoC, sick, disabled, cash poor, incarcerated, and/or undocumented families, it’s neither radical nor revolutionary.
— Unknown
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Inclusive, Equitable, and Just!

We recognize that the history of the majority of people worldwide is one of colonialism, genocide, and exploitation. As such, all of our Community Programs are community-based, community-led, intentionally established to reach cash poor families in Black and Brown neighborhoods, and rooted in movements that build the community's power to transform the conditions of fragmentation, displacement, and loss of culture that result from this history.

We need to normalize conversations of race and racism in our libraries and our city departments and allow the space for people of color to talk about race.
— Sarah Lawton of #Libraries4BlackLives
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Prerequisites:

  • 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/QTGNC/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 for low-income individuals and families must exist.
  • Children must be welcome. If the space is adults-only, free quality childcare must be provided.
  • If the event is taking place during meal-times, free nutritious food must be provided.
  • 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.
There is a robust cadre of self-appointed Black community activists, organizers, and leaders who promote this dangerous ideology of loving our oppressors, forgiving people who hate us, and ignoring racial realities that define our experiences. This ironically anti-Black cohort are well-financed, connected, and influential because their disjointed ideology is palatable to white liberals and moderates who are emotionally fragile and socially irresponsible.
— Arielle Iniko Newton for RaceBaitR.com: "It is our duty to fight for our freedom; not to protect the police."
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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/QTGNC/IBPoC see themselves in leadership roles or in the people they directly interface with?
  • Does the organization address issues that impact *SD/QTGNC/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/QTGNC/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/QTGNC/IBPoC communities?
  • Are there *SD/QTGNC/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/QTGNC/IBPoC staff? Do **IBPoC staff members feel unsupported by white leaders and peers?
  • Are there people who are advocating for change? Are *SD/QTGNC/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?

Terms

*SD/QTGNC/IBPoC: Sick, Disabled / Queer, Transgender, Gender Non-Conforming / Indigenous, Black, People of Color

**IBPoC: Indigenous, Black, People of Color


FEES

We consult with organizations and/or individuals at $100 per hour. Sliding scale available for community-based and community-led organizations. Project rates are subject to negotiation.


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Not everything that is faced can be changed. But nothing can be changed until it is faced.
— James Baldwin