SUMMIT FOR ACTION PARTICIPANT GUIDELINES AND ANTI-HARASSMENT POLICY
Please read the Summit Guidelines and Anti- Harassment Policy. Your participation in Summit for Action signifies your agreement to abide by the Summit Guidelines and Anti-Harassment Policy.
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Summit for Action is committed to social and environmental justice and this commitment grounds and drives the work that we do.
The core values for our work and the spaces we create are:
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THINGS TO KNOW ABOUT SUMMIT FOR ACTION EVENTS
The space you will enter for Summit for Action is focused on centering and lifting the voices of people from marginalized identities. People may share life experiences that are very different from your own. You might feel a range of emotions when engaging in this space. Including discomfort, sadness or even anger. If these feelings are too much you may choose to disengage or leave the event. But please do not affect the experience of other attendees. Also please acknowledge that while you are experiencing these feelings and can leave the space, people from marginalized communities must live with the realities of oppressive systems within their lived experience each day.
We all must do better in order to shift the hierarchy of racial power with small meaningful and mindful steps at a time. One of those steps includes ceding the floor and centering voices of people of color in regards to race, racism, and racial injustices. We encourage white participants ask yourself these questions:
We all must do better in order to shift the hierarchy of racial power with small meaningful and mindful steps at a time. One of those steps includes ceding the floor and centering voices of people of color in regards to race, racism, and racial injustices. We encourage white participants ask yourself these questions:
- When can I recognize a platform is available for me, but should be used by someone else?
- When can I leverage my voice to remove a barrier that is a hindrance to that someone marginalized?
- When can I de-center myself and my narrative for allow space for an underrepresented narrative
SUMMIT GUIDELINES
WE ARE CREATING A BRAVE SPACE Brave Spaces honor and invite full engagement from folks who are vulnerable while also setting the expectation that there could be an oppressive moment that the facilitator and allies have a responsibility to address.
EXPERIENCE DISCOMFORT - Open and truthful conversations about race, gender, sexuality etc. can be uncomfortable at times. Try sitting with that discomfort and get curious about what that discomfort is trying to tell you. Do you need some support in understanding a certain topic? Are you defending your power or privilege? Are you feeling vulnerable in your marginalized identity?
LISTEN FOR UNDERSTANDING Sometimes the best action we can take is deeply and actively listening. Listening deeply to folks who choose to be vulnerable is sometimes the best way to show support and contribute to the conversation.
ASSUME NOTHING If you think you might be misunderstanding something, ask questions respectfully. Be open to learning and growing in these conversations. Also, let go of any assumptions you may hold to make room for the possibility that you do not know the full picture.
BE CURIOUS We make better decisions when we approach our problems and challenges with questions ("What if we ...?") and curiosity. Allow space for play, curiosity, and creativity.
WORK TO RECOGNIZE YOUR PRIVILEGES Use this space to recognize and investigate your privileges (for example: class, gender, sexual orientation, ability). Honor the different experiences we all bring to this space. We do not list race here because by virtue of the dialogue, we intend to investigate white privilege. This statement asks us to consider our other areas of privilege to create an intersectional lens, recognize the diversity among white people, and to be as inclusive as possible.
ACKNOWLEDGE AND COMBAT WHITE FRAGILITY Many White people in the United States have been protected from racial stress. Engaging in conversations about racism may trigger a range of defensive actions, feelings, and behaviors, such as anger, fear, and silence. Although white fragility is not racism, it may contribute to racism by dismissing white domination and racial conditioning. By developing racial stamina, white people can better address racism and strive to become anti-racist. You can read more about White Fragility in this paper: White Fragility and the Rules of Engagement BY DR. ROBIN DIANGELO How to engage in the necessary dialogue and self-reflection that can lead to structural change. https://www.uua.org/sites/live-new.uua.org/files/diangelo-white_fragility_and_the_rules_of_engagement.pdf
EXPECT NON-CLOSURE You may not find closure at the end of our time together and that is ok. Sit with it and continue to do your own self-work or reach out to others for additional support.
KNOW YOUR INTENT, OWN YOUR IMPACT You may perceive your intent as harmless; however, the impact of your words/ actions can be hurtful, damaging or triggering. Be open to hearing the impact of your words and/or actions.
NO ONE KNOWS EVERYTHING; TOGETHER WE KNOW A LOT This means we all get practice being humble, because we have something to learn from everyone in the room-even if we have a great deal of experience in an area. It also means we all have a responsibility to share what we know, as well as our questions, so that others may learn from us.
RECOGNIZE THE IMPACT OF YOUR LEARNING ON PEOPLE WITH MARGINALIZED IDENTITIES Recognize and honor that unbridled curiosity and inquiries can be burdensome to people of color and those with a variety of marginalized identities who, in addition to processing oppressive dynamics, also take on the "teacher" role, providing explanations and context for folks. People of color and folks with other marginalized identities have the right to not answer your questions.
SPEAK YOUR TRUTH/ENCOURAGE DIALOGUE Be willing to be vulnerable, honest, and open with your thoughts. Be aware of "silenced dialogue," where people may not speak up because they feel their experiences are undervalued, underappreciated, invalidated etc. Create space for others to speak.
WE CAN'T BE WORDSMITHS ALL OF THE TIME As much as we would like, we just cannot. Often, people feel hesitant to participate in a workshop or meeting for fear of "messing up" or stumbling over their words. Additionally, it can sometimes be difficult to explain an oppressive dynamic with words--it can be a visceral feeling that is hard to describe, or so complex that words do not do it justice. We want everyone to feel comfortable participating. We value what you have to say, even if it may not be as clear as you like.
EXPERIENCE DISCOMFORT - Open and truthful conversations about race, gender, sexuality etc. can be uncomfortable at times. Try sitting with that discomfort and get curious about what that discomfort is trying to tell you. Do you need some support in understanding a certain topic? Are you defending your power or privilege? Are you feeling vulnerable in your marginalized identity?
LISTEN FOR UNDERSTANDING Sometimes the best action we can take is deeply and actively listening. Listening deeply to folks who choose to be vulnerable is sometimes the best way to show support and contribute to the conversation.
ASSUME NOTHING If you think you might be misunderstanding something, ask questions respectfully. Be open to learning and growing in these conversations. Also, let go of any assumptions you may hold to make room for the possibility that you do not know the full picture.
BE CURIOUS We make better decisions when we approach our problems and challenges with questions ("What if we ...?") and curiosity. Allow space for play, curiosity, and creativity.
WORK TO RECOGNIZE YOUR PRIVILEGES Use this space to recognize and investigate your privileges (for example: class, gender, sexual orientation, ability). Honor the different experiences we all bring to this space. We do not list race here because by virtue of the dialogue, we intend to investigate white privilege. This statement asks us to consider our other areas of privilege to create an intersectional lens, recognize the diversity among white people, and to be as inclusive as possible.
ACKNOWLEDGE AND COMBAT WHITE FRAGILITY Many White people in the United States have been protected from racial stress. Engaging in conversations about racism may trigger a range of defensive actions, feelings, and behaviors, such as anger, fear, and silence. Although white fragility is not racism, it may contribute to racism by dismissing white domination and racial conditioning. By developing racial stamina, white people can better address racism and strive to become anti-racist. You can read more about White Fragility in this paper: White Fragility and the Rules of Engagement BY DR. ROBIN DIANGELO How to engage in the necessary dialogue and self-reflection that can lead to structural change. https://www.uua.org/sites/live-new.uua.org/files/diangelo-white_fragility_and_the_rules_of_engagement.pdf
EXPECT NON-CLOSURE You may not find closure at the end of our time together and that is ok. Sit with it and continue to do your own self-work or reach out to others for additional support.
KNOW YOUR INTENT, OWN YOUR IMPACT You may perceive your intent as harmless; however, the impact of your words/ actions can be hurtful, damaging or triggering. Be open to hearing the impact of your words and/or actions.
NO ONE KNOWS EVERYTHING; TOGETHER WE KNOW A LOT This means we all get practice being humble, because we have something to learn from everyone in the room-even if we have a great deal of experience in an area. It also means we all have a responsibility to share what we know, as well as our questions, so that others may learn from us.
RECOGNIZE THE IMPACT OF YOUR LEARNING ON PEOPLE WITH MARGINALIZED IDENTITIES Recognize and honor that unbridled curiosity and inquiries can be burdensome to people of color and those with a variety of marginalized identities who, in addition to processing oppressive dynamics, also take on the "teacher" role, providing explanations and context for folks. People of color and folks with other marginalized identities have the right to not answer your questions.
SPEAK YOUR TRUTH/ENCOURAGE DIALOGUE Be willing to be vulnerable, honest, and open with your thoughts. Be aware of "silenced dialogue," where people may not speak up because they feel their experiences are undervalued, underappreciated, invalidated etc. Create space for others to speak.
WE CAN'T BE WORDSMITHS ALL OF THE TIME As much as we would like, we just cannot. Often, people feel hesitant to participate in a workshop or meeting for fear of "messing up" or stumbling over their words. Additionally, it can sometimes be difficult to explain an oppressive dynamic with words--it can be a visceral feeling that is hard to describe, or so complex that words do not do it justice. We want everyone to feel comfortable participating. We value what you have to say, even if it may not be as clear as you like.
ANTI HARASSMENT POLICY
Summit for Action is dedicated to providing a harassment-free summit experience for everyone, regardless of gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, or religion. We do not tolerate harassment of summit participants in any form. [Sexual language and imagery are not appropriate for any summit venue, including talks.] Summit participants violating these rules may be sanctioned or expelled from the event [without a refund] at the discretion of the organizers.
Harassment includes, but is not limited to:
Harassment includes, but is not limited to:
- Verbal comments that reinforce social structures of domination [related to gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, religion.
- Sexual images in public spaces
- Deliberate intimidation, stalking, or following
- Harassing photography or recording
- Sustained disruption of talks or other events
- Inappropriate physical contact
- Unwelcome sexual attention
- Advocating for, or encouraging, any of the above behavior
- Participants asked to stop any harassing behavior are expected to comply immediately
- If a participant engages in harassing behavior, event organizers retain the right to take any actions to keep the event a welcoming environment for all participants. This includes warning the offender or expulsion from the summit [with no refund].
- Event organizers may take action to redress anything designed to, or with the clear impact of, disrupting the event or making the environment hostile for any participants.
- We expect participants to follow these rules at all event venues and event-related social activities. We think people should follow these rules outside event activities too!
GUIDELINES ADAPTED BY SUMMIT FOR ACTION FROM:
Citywild
Courageous Conversations About Race: A Field Guide for Achieving Equity in Schools by Glen Singleton and Curtis Linton
Diversity and Inclusion Handbook for Outdoor Educators by Monserrat Alvarez
Anti-Oppression Resource and Training Alliance www.aortacollective.org
AWARE-LA for more info visit: www.awarela.org
And many other incredible anti-oppression leaders and facilitators.
Citywild
Courageous Conversations About Race: A Field Guide for Achieving Equity in Schools by Glen Singleton and Curtis Linton
Diversity and Inclusion Handbook for Outdoor Educators by Monserrat Alvarez
Anti-Oppression Resource and Training Alliance www.aortacollective.org
AWARE-LA for more info visit: www.awarela.org
And many other incredible anti-oppression leaders and facilitators.