DSJ’s Welcome to 2021: Themes From Our Recent Webinars
The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.
By DSJ’s Digital Engagement Team
April 11, 2021
We on the leadership team of the digital engagement team of ASPA’s Section on Democracy and Social Justice have been contemplating about what is coming up for our section this year.
When reflecting on the 30+ engagements we held last year across webinars, newsletters and sponsored publications, we are filled with gratitude for the time, wisdom and insights shared by panelists and audience members on how to advance democracy, social justice and social equity. We encourage everyone to view all of these webinars, and while the wisdom shared therein is too voluminous to mention in this short article, the following imperatives and recommendations really stood out to us.
We must promote ANTI-racist agencies
Panelists pointed out how racism occurs at multiple levels—individual, group, institutional and systemic. As demonstrated in the first webinar in our section’s Dismantling White Supremacy series, many people are actively racist (promote injustices as desired outcomes). Many are non-racist (not actively or even consciously desiring racial injustices but doing nothing to disrupt racist systems while still benefitting from those systems).
Anti-racists, however, seek to understand the systemic nature of racism, and instead of being passive, they engage in constant effort to, in the words of Dr. Susan Gooden, name, blame and claim racism. If public agencies are to be ANTI-racist, all those involved in public service must understand the causes and effects of injustices, name those injustices and take active, diverse, inclusive and meaningful steps to promote equity and justice for all. This is a difficult but necessary process that must include acknowledging how racism has long been legally enshrined and is still evident in many policies and practices in public administration, including that many non-profits also experience these issues.
Want to help? Be a co-conspirator
In the second webinar of our section’s Dismantling White Supremacy series, panelists noted how achieving social equity and social justice requires co-conspirators (and as you check out the webinar above, be sure also to check out these anti-racism resources from Project READY on the webpages of the University of North Carolina at Chapel Hill). Across these resources, it’s evident that there’s nothing wrong with the term “ally.” However, its modern usage and lukewarm actions associated with allyship can leave a lot to be desired because allyship, unfortunately, can, at times, simply mean being passive or generally supportive of justice. A co-conspirator, however, is more active—they disrupt systems of injustice and inequity.
Promoting equity and justice is everyone’s responsibility
Regardless of the policy and administrative area, equity leaders are needed at all levels of organizations. Anti-racist leaders are needed in public service educational institutions and workplaces, and such workplaces must be diverse, inclusive and equitable. In fact, as showcased by Dr. Meghna Sabharwal in the second webinar in the 3rd annual Social Equity, Diversity and Inclusion series, inclusion matters in organizations because inclusion helps foster environments allowing people to reach their full potential, assists in problem solving, improves organizational performance and leads to sustainable workplaces and communities. Principles of equity and justice must be treated as ethical priorities and woven into the fabric of all public service agencies.
Even a single voice fighting for justice in an agency can make all the difference in the world. In fact, leaders are at all levels and in all aspects of public administration. We must boldly proclaim that dismantling systemic racism and white supremacy is a key goal of the academy and of the field. For one powerful example, be sure to see the life and work of Dr. David Satcher.
Data are critical
In the first webinar of the 3rd Annual Social, Equity, Diversity and inclusion series, Dr. RaJade M. Berry-James powerfully noted that research methods matter. In fact, any effort to foster equity and justice needs good data AND an equity mindset to know what to look for and how to manage data as well promoting the organizational dynamics needed to bravely use those data. Meaningful data plans center equity and justice as priorities and chart the extent of inequities. And as summarized by Dr. Susan Gooden in the 10th chapter of Public Administration Evolving, we need to understand more than just the extent of inequities—We need to understand why those inequities persist and how accountability for social equity is achieved.
Public affairs education must center equity and justice
Equity and justice will not be achieved in public affairs if the academy does not name, blame and claim racism and white supremacy. Equity and justice must be centered in public affairs curricula, and this process can be started in several ways, including through: 1) designing systems by which the experiences, identities and contributions of students, faculty and staff who are Black, Indigenous, Persons of Colors, women and LGBTQ+ are centered and valued; 2) weaving social equity and social justice throughout curricula; and 3) teaching both students and faculty how to analyze the causes and effects of inequities and injustices and propose actionable solutions. Of course, such change must be guided by those who understand in and work in diversity, equity and inclusion because such initiatives, when not undertaken carefully, can result in significant harm.
Your Thoughts
What themes do you notice across these webinars? We’d love to hear from you! Please write to us at: [email protected]
Author: Democracy Social Justice (DSJ)’s Digital Engagement Team
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DSJ’s Welcome to 2021: Themes From Our Recent Webinars
The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.
By DSJ’s Digital Engagement Team
April 11, 2021
We on the leadership team of the digital engagement team of ASPA’s Section on Democracy and Social Justice have been contemplating about what is coming up for our section this year.
When reflecting on the 30+ engagements we held last year across webinars, newsletters and sponsored publications, we are filled with gratitude for the time, wisdom and insights shared by panelists and audience members on how to advance democracy, social justice and social equity. We encourage everyone to view all of these webinars, and while the wisdom shared therein is too voluminous to mention in this short article, the following imperatives and recommendations really stood out to us.
We must promote ANTI-racist agencies
Panelists pointed out how racism occurs at multiple levels—individual, group, institutional and systemic. As demonstrated in the first webinar in our section’s Dismantling White Supremacy series, many people are actively racist (promote injustices as desired outcomes). Many are non-racist (not actively or even consciously desiring racial injustices but doing nothing to disrupt racist systems while still benefitting from those systems).
Anti-racists, however, seek to understand the systemic nature of racism, and instead of being passive, they engage in constant effort to, in the words of Dr. Susan Gooden, name, blame and claim racism. If public agencies are to be ANTI-racist, all those involved in public service must understand the causes and effects of injustices, name those injustices and take active, diverse, inclusive and meaningful steps to promote equity and justice for all. This is a difficult but necessary process that must include acknowledging how racism has long been legally enshrined and is still evident in many policies and practices in public administration, including that many non-profits also experience these issues.
Want to help? Be a co-conspirator
In the second webinar of our section’s Dismantling White Supremacy series, panelists noted how achieving social equity and social justice requires co-conspirators (and as you check out the webinar above, be sure also to check out these anti-racism resources from Project READY on the webpages of the University of North Carolina at Chapel Hill). Across these resources, it’s evident that there’s nothing wrong with the term “ally.” However, its modern usage and lukewarm actions associated with allyship can leave a lot to be desired because allyship, unfortunately, can, at times, simply mean being passive or generally supportive of justice. A co-conspirator, however, is more active—they disrupt systems of injustice and inequity.
Promoting equity and justice is everyone’s responsibility
Regardless of the policy and administrative area, equity leaders are needed at all levels of organizations. Anti-racist leaders are needed in public service educational institutions and workplaces, and such workplaces must be diverse, inclusive and equitable. In fact, as showcased by Dr. Meghna Sabharwal in the second webinar in the 3rd annual Social Equity, Diversity and Inclusion series, inclusion matters in organizations because inclusion helps foster environments allowing people to reach their full potential, assists in problem solving, improves organizational performance and leads to sustainable workplaces and communities. Principles of equity and justice must be treated as ethical priorities and woven into the fabric of all public service agencies.
Even a single voice fighting for justice in an agency can make all the difference in the world. In fact, leaders are at all levels and in all aspects of public administration. We must boldly proclaim that dismantling systemic racism and white supremacy is a key goal of the academy and of the field. For one powerful example, be sure to see the life and work of Dr. David Satcher.
Data are critical
In the first webinar of the 3rd Annual Social, Equity, Diversity and inclusion series, Dr. RaJade M. Berry-James powerfully noted that research methods matter. In fact, any effort to foster equity and justice needs good data AND an equity mindset to know what to look for and how to manage data as well promoting the organizational dynamics needed to bravely use those data. Meaningful data plans center equity and justice as priorities and chart the extent of inequities. And as summarized by Dr. Susan Gooden in the 10th chapter of Public Administration Evolving, we need to understand more than just the extent of inequities—We need to understand why those inequities persist and how accountability for social equity is achieved.
Public affairs education must center equity and justice
Equity and justice will not be achieved in public affairs if the academy does not name, blame and claim racism and white supremacy. Equity and justice must be centered in public affairs curricula, and this process can be started in several ways, including through: 1) designing systems by which the experiences, identities and contributions of students, faculty and staff who are Black, Indigenous, Persons of Colors, women and LGBTQ+ are centered and valued; 2) weaving social equity and social justice throughout curricula; and 3) teaching both students and faculty how to analyze the causes and effects of inequities and injustices and propose actionable solutions. Of course, such change must be guided by those who understand in and work in diversity, equity and inclusion because such initiatives, when not undertaken carefully, can result in significant harm.
Your Thoughts
What themes do you notice across these webinars? We’d love to hear from you! Please write to us at: [email protected]
Author: Democracy Social Justice (DSJ)’s Digital Engagement Team
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