I AM GOING TO GO AHEAD AND GET OUR RECORDING STARTED SO WE
HAVE THAT STARTED.
I AM THRILLED TO WELCOME TO TODAY'S SESSION EKATRINA
SOTOMAYOR, WHO COMES TO US FROM THE MULTNOMAH COUNTY LIBRARY
IN OREGON.
SHE SERVES AS THE ACCESS SERVICES ASSISTANT AND HAS BEEN AN
ACTIVE PARTICIPANT IN THE LIBRARY'S EDI WORK, AND AMY
HONISETT COMES TO US AS THE LEARNING AND DEVELOPMENT
SPECIALIST AT THE MULTNOMAH COUNTY LIBRARY.
WE ARE SO THRILLED TO HAVE BOTH OF YOU HERE TODAY.
WELCOME.
AND I WOULD ALSO LIKE TO START THE SESSION WITH AN
ACKNOWLEDGMENT OF INDIGENOUS LAND.
THIS IS ANOTHER THING THAT I LEARNED AT THE SYMPOSIUM, THE
RECENT DENVER PUBLIC LIBRARY SYMPOSIUM, AND WE WOULD LOVE TO
HAVE EKATRINA DO OUR ACKNOWLEDGMENT TODAY BEFORE WE BEGIN.
THANK YOU, EKATRINA.
>> THANK YOU, JENNIFER.
WELCOME, EVERYONE.
[SPEAKING IN ANOTHER LANGUAGE]
MY NAME IS EKATRINA SOTOMAYOR, I AM AN ESKIMO WOMAN FROM
SOUTHWEST ALASKA, AND I AM VERY HAPPY TO BE HERE TODAY.
I AM VERY HAPPY TO BE ABLE TO OFFER THIS LAND
ACKNOWLEDGMENT.
WE WANT TO ACKNOWLEDGE THAT MULTNOMAH COUNTY OPERATES ON THE
ANCESTRAL HOMELANDS OF THE MULTNOMAH, MOLALLA, CATHLAMET,
CHINOOK, CLACKAMAS, THE TUALATIN, AND MANY OTHER INDIGENOUS
NATIONS.
THESE NATIONS HAVE BECOME THE CON FEDERATED TRIBES OF THE
GRAND RONDE, THE TRIBES OF THE SELECT INDIANS, AS WELL AS
THE CHINOOK NATION AND [INAUDIBLE] OF WASHINGTON STATE.
LAND ACKNOWLEDGMENTS RECOGNIZE AND HONOR THE ENDURING
RELATIONSHIP THAT INDIGENOUS PEOPLE HAVE WITH THEIR
ANCESTRAL HOMELAND.
THE EFFECTS OF SETTLER COMMUNITYIZATION ARE STILL FELT
TODAY, AND LAND ACKNOWLEDGMENTS ARE A STEP DOWN THE PATH
TOWARDS REPAIR, RECONCILIATION, AND [INAUDIBLE] SO, WE
BELIEVE THAT BEFORE DEVELOPING TOOLS FOR STAFF TO USE
INDEPENDENTLY TO LEARN ABOUT TOPICS RELATED TO EQUITY,
DIVERSITY AND INCLUSION, STAFF OR ANY LEARNERS NEED SOME
FOUNDATIONAL KNOWLEDGE.
THAT FOUNDATIONAL KNOWLEDGE HELPS TO ESTABLISH A NEED FOR
LEARNING AND GROWTH IN THIS AREA, AS WELL AS AVOIDING THE
IMPRESSION THAT THE ORGANIZATION IS ONLY WILLING TO MAKE
LIKE A TOKEN EFFORT.
BEFORE THE RACIAL EQUITY WORKBOOKS WERE DEVELOPED, MULTNOMAH
COUNTY LIBRARY INVESTED SIGNIFICANT EFFORT INTO SUPPORTING
EQUITY, DIVERSITY AND INCLUSION EFFORTS AND CONTINUES TO.
ONE POWERFUL THING THAT WE DO IS TO ACKNOWLEDGE IN OUR
ORIENTATION TRAININGS FOR NEW HIRES, THE LEGACY THAT
LIBRARIES HAVE, PUBLIC LIBRARIES HAVE, ESPECIALLY IN THE
UNITED STATES AS BEING RACIST INSTITUTIONS WHO HAVE
HISTORICALLY JUST SERVED WHITE PATRONS.
WE REALLY WANT TO LET, ESPECIALLY BIPOC STAFF KNOW THAT WE
DO ASPIRE TO BE INCLUSIVE AND ANTI-RACIST, AND I THINK THAT
WHAT THIS DOES IS HELP ESTABLISH THE EXPECTATION FOR ALL
STAFF THAT WE NEED TO WORK FROM A PLACE THAT PRIORITIZES
EQUITY AND INCLUSION.
ANOTHER THING WE HAVE DONE TO LAY THE FOUNDATION FOR THIS
WORK ARE OUR LONG-TERM EFFORTS AROUND OUR STAFFING MODEL.
WE REALLY WANT OUR STAFF TO REFLECT THE POPULATION THAT WE
SERVE, AND ONE THING THAT WE ALSO DO IS STRESS THE
IMPORTANCE OF TRAUMA INFORMED SERVICES AND PROVIDING
TRAININGS AROUND TRAUMA INFORMED CARE.
ADDITIONALLY, WE PRETTY RECENTLY HIRED AN EQUITY AND
INCLUSION MANAGER.
SHE PROVIDED TRAININGS AROUND EDI, AND SHE GUIDES OUR
EQUITY, DIVERSITY AND INCLUSION POLICIES AND ORGANIZATION.
I THINK ONE OTHER THING THAT HAS BEEN POWERFUL TO ME,
PERSONALLY, IS OUR RESPONSES AS AN ORGANIZATION TO HATE
CRIMES THAT HAVE HAPPENED IN OUR COMMUNITY.
I AM THINKING SPECIFICALLY OF AN INCIDENT THAT HAPPENED ON
OUR MAX LIGHTRAIL TRANSIT SYSTEM A FEW YEARS AGO WHEN SOME
YOUNG MUSLIM WOMAN WERE ATTACKED BY A PERSON WHO IS MENTALLY
UNWELL.
THAT DID NOT END WELL FOR THE PEOPLE THAT INTERVENED ON
THEIR BEHALF, BUT THE LIBRARY WAS QUICK TO PUBLISH ON THE
FRONT PAGE OF OUR WEBSITE, AND AN ALL-STAFF EMAIL, A MESSAGE
DENOUNCING THOSE ACTIONS THAT THE HATE CRIME, AND
SPECIFICALLY, STATING THAT OUR LIBRARY IS A PLACE WHERE
EVERYONE IS WELCOME.
OUR MARKETING DEPARTMENT MADE SOME [INAUDIBLE] IN MULTIPLE
LANGUAGES THAT SAY THAT EVERYONE IS WELCOME HERE, SO FOR ME,
AS A PERSON OF COLOR, THAT WAS VERY POWERFUL THAT WE COULD
BE THAT NIMBLY TO MAKE SURE THAT, IN OUR CURRENT CLIMATE,
WHERE MANY PEOPLE OF COLOR DO NOT FEEL SAFE, IN PUBLIC
SPACES, THAT WE ARE INTENTIONALLY STATING THAT WE ARE A
PLACE WHERE EVERYONE IS WELCOME.
WE ARE A PUBLIC LIBRARY, AND THAT MEANS EVERYBODY.
I GUESS THAT I AM SUPPOSED TO SAY THAT GIVEN THE EXPECTATION
FOR EQUITY, DIVERSITY AND INCLUSION, IT WAS APPROPRIATE FOR
US TO DEVELOP ADDITIONAL TOOLS TO HELP PEOPLE DIG DEEPER
INTO WHAT THAT WILL LOOK LIKE IN OUR SERVICES.
>> LIKE EKATRINA WAS SAYING, AT MULTNOMAH COUNTY LIBRARY,
OUR PRIORITIES REALLY GUIDE US, SO OUR
PRE-PANDEMIC PRIORITIES HELPED US TO FOCUS OUR WORK AS WE
WERE DEVELOPING OUR WORKBOOKS, AND AS COVID-19 AFFECTED THE
COMMUNITY AND THE WAY THAT WE COULD DO OUR WORK, THE
LIBRARY'S PRIORITIES WERE CHANGED TO REFLECT OUR NEW NEEDS,
NEW NEEDS OF THE COMMUNITY, AND TO EXPLICITLY STATE OUR
COMPLIMENT TO CENTERING THOSE WHO WERE MOST IMPACTED AND ARE
MOST IMPACTED BY THE PANDEMIC.
AS EKATRINA MENTIONED, AS WELL, WE KNOW THAT STAFFING IS AN
IMPORTANT PART OF WELCOMING THE COMMUNITY INTO THE LIBRARY.
IT IS GREAT TO GO INTO A LIBRARY AND SEE SOMEBODY WHO LOOKS
LIKE YOU.
AS YOU CAN SEE FROM THESE CHARTS, MULTNOMAH COUNTY LIBRARY
STAFF DEMOGRAPHICS ARE REALLY VERY SIMILAR TO THE POPULATION
OF THE COUNTY THAT WE SERVE.
MULTNOMAH COUNTY LIBRARY HIRES STAFF WITH CULTURAL SKILLS TO
WORK WITH SPECIFIC COMMUNITIES, INCLUDING STAFF WITH
LANGUAGE AND CULTURAL KNOWLEDGE TO SERVE VIETNAMESE,
CANTONESE CHINESE, RUSSIAN, SPANISH, AND AFRICAN-AMERICAN
COMMUNITY MEMBERS.
>> THE STAFFING MODEL IS A POWERFUL TOOL.
WE DO WANT TO RECOGNIZE THAT THIS GRAPH IS NOT SUPER
SCIENTIFIC.
THE DATA COMES TO US FROM OUR H.R. STATISTICS, THROUGH OUR
EQUITY AND INCLUSION MANAGER, AND WE WANT TO RECOGNIZE THAT
IT'S IMPORTANT FOR YOU TO KNOW AND CONSIDER WHEN DEVELOPING
PROGRAMS AND SERVICES THAT NOT EVERYONE FITS NEATLY INTO
JUST ONE OF THESE CATEGORIES.
THERE ARE THINGS THAT THE H.R. DOESN'T TRACK.
WE DON'T ASK PEOPLE'S IMMIGRANT STATUS OR SEXUAL
ORIENTATION, ALTHOUGH THOSE MIGHT BE POWERFUL IDENTIFIERS
THAT WOULD BE IMPORTANT IN FORMING SERVICES TO THE
COMMUNITIES.
THE MULTNOMAH COUNTY HAS A SIGNIFICANT IMMIGRANT POPULATION,
SO WE'VE BEEN REALLY LUCKY TO HAVE THE STAFF THAT WE DO, AND
THAT'S SKILLS AND ABILITIES.
THEY HAVE BEEN ABLE TO DO SOME GREAT LISTENING TO THE
COMMUNITIES TO CREATE AMAZING PROGRAMS, BUILDING
RELATIONSHIPS, AND I GUESS, FOR AN EXAMPLE, THE LUNAR NEW
YEAR, THE LUNAR NEW YEAR CELEBRATIONS ACROSS OUR SYSTEM, ARE
[INAUDIBLE] PROGRAMS THAT HAPPEN EVERY YEAR, BLACK, SENSORY
STORY-TIME AND OTHER CULTURALLY-SPECIFIC PROGRAMS, I THINK,
HAVE REALLY HELPED US TO EXPAND OUR PATRON BASE AND HAVE
BUILT TRUST WITH OUR PATRONS THAT WOULD NOT HAVE BEEN
OTHERWISE POSSIBLE.
>> THIS IS JENNIFER.
CAN I HOP IN WITH A QUICK QUESTION RELATED TO DEMOGRAPHICS?
SOMEONE IS ASKING HOW THE INFORMATION ON STAFF'S RACIAL
DEMOGRAPHICS IS COLLECTED.
>> THIS IS AMY.
WE KNEW THIS QUESTION WAS GOING TO COME UP, AND WE DON'T
KNOW.
WE CANNOT FIGURE IT OUT.
[LAUGHTER]
YEAH.
THE H.R. HAS SOME INFORMATION, BUT WE ARE NOT SURE WHERE
THAT'S COMING FROM.
SO GREAT QUESTION.
AND I AM SORRY THAT WE DON'T HAVE A BETTER ANSWER FOR YOU.
SO I THINK THAT EKATRINA IS ABOUT TO TALK ABOUT THIS, BUT
ACTUALLY, EKATRINA, I WILL LET YOU GO AHEAD AND DISCUSS
THAT.
>> ARE YOU REFERRING TO HOW THIS IS KIND OF AN ASPIRATIONAL
GRAPH, AS WELL?
>> EXACTLY.
>> YEAH, AND I GUESS FOR ME, WE HOPE THAT THIS WILL BE, THAT
OUR STAFF WILL REFLECT OUR POPULATION, THAT IS NOT ALWAYS
THE CASE, AND THE EXAMPLE THAT I WANT TO BRING TO PEOPLE'S
ATTENTION IS THAT WE DON'T HAVE A NATIVE AMERICAN OR ALASKAN
KSA DESPITE THE FACT THAT THE PORTLAND METRO AREA DOES HAVE
ABOUT THE NINTH LARGEST URBAN NATIVE POPULATION IN THE
COUNTRY.
THAT'S SOMETHING THAT H.R. AND THE LIBRARY LEADERSHIP ARE
AWARE OF, AND WE HEAR THEY MAY ADDRESS IN THE NEAR FUTURE.
DO YOU HAVE ANYTHING THAT YOU WANTED TO ADD, AMY?
>> I WOULD JUST ADD THAT AGAIN, WHILE WE ARE NOT SURE WHERE
THE LIBRARY STAFF DEMOGRAPHICS ARE COMING FROM, MULTNOMAH
COUNTY LIBRARY IS COMMITTED TO HIRING IN A WAY AGAIN THAT
REFLECTS THE POPULATION OF OUR COMMUNITY.
SO THESE CHARTS MAY NOT BE EXACT REPRESENTATIONS OF LIBRARY
STAFF.
THIS IS WHERE WE ARE LOOKING TO GO.
>> OKAY.
BEFORE WE CONTINUE, WE DID WANT TO MAKE SURE THAT PEOPLE
UNDERSTAND THAT DIVERSITY IS NOT THE SAME AS INCLUSION.
HIRING SOMEONE FROM A DIVERSE BACKGROUND IS GREAT, BUT IF
YOU HIRE THEM AND EXPECT THEM TO SUBLIMATE THEIR CORE
IDENTITY IN ORDER TO THRIVE IN YOUR ORGANIZATION, THAT MIGHT
MAKE YOUR LIBRARY MORE DIVERSE ON PAPER, BUT IT WILL NOT
MAKE IT MORE INCLUSIVE.
INLUCIDITY MAKES SURE THAT NOT ONLY STAFF FEELS
WELCOME, BUT THEIR PERSPECTIVES ARE WELCOMED AND HEARD, AND
IT ALSO MEANS THAT OTHER LIBRARY STAFF FROM OTHER GROUPS
HAVE AN UNDERSTANDING OF THE CHALLENGES THAT ARE FACED BY
PEOPLE OF COLOR AND OTHER MARGINALIZED POPULATIONS.
SO HIRING A DIVERSE WORKFORCE, SPEAKING OUT AND HIRING
PEOPLE FROM DIVERSE BACKGROUNDS IS NOT USEFUL IF YOUR
LIBRARY IS NOT READY TO SUPPORT THAT STAFF THROUGH
TRAININGS, THROUGH ONGOING PROFESSIONAL DEVELOPMENT
OPPORTUNITY, MENTORSHIP OPPORTUNITIES, AND A COMMITMENT TO
REAL INCLUSION AND SHARING IN THE DECISION-MAKING PROCESS.
IT'S NOT DOING BIPOC PEOPLE, BIPOC STAFF ANY GOOD TO HIRE
THEM IN ENTRY LEVEL POSITIONS AND KEEP THEM THERE.
IN FACT, IF YOU HAVE A DIVERSE WORKPLACE THAT IS NOT
ACTIVELY INCLUSIVE, IT CAN BE REALLY DAMAGING.
IT CAN LEAD TO FEELINGS OF TOKENISM.
IT CAN BE TRULY DEMORALIZING, AND WILL PROBABLY END IN YOUR
EMPLOYEES CHECKING OUT OF THEIR WORK OR ULTIMATELY LEAVING
THE ORGANIZATION.
AND AS AMY SAID, WE REALLY TRY TO WORK TO MAKE OUR LIBRARY A
WELCOMING ENVIRONMENT FOR BOTH COMMUNITY MEMBERS AND STAFF.
AND THAT NEEDS TO BE AN ONGOING EFFORT, INCLUDING TRAINING
INITIATIVES THAT WE'RE GOING TO TALK ABOUT IN A BIT.
I HAVE AND A FEW THINGS THAT I WANTED TO MENTION THAT MIGHT
BE TOOLS FOR PEOPLE ON THEIR JOURNEY TO CREATE AN INCLUSIVE
OR EQUITABLE ENVIRONMENT IN ADVANCE OF MAYBE CREATING SOME
LEARNING MATERIALS LIKE WE ARE GOING TO SHARE WITH YOU HERE
IN A MINUTE.
ONE SIMPLE THING THAT YOU CAN DO, WHICH JENNIFER MENTIONED
IS THE IDEA THAT IS AT THE CORE BEHIND THE STACKING, WHICH
IS MAKING SURE THAT YOU ARE MAKING SPACE FOR PEOPLE IN ALL
OF THE MEETINGS AND THE DISCUSSIONS AND THE PRESENTATIONS
THAT YOU HAVE.
SO THAT YOU ARE NOT JUST LETTING THE PEOPLE WHO ARE THE MOST
VOCAL TAKE UP ALL THE SPACE.
IF YOU DON'T MAKE SPACE FOR THE PEOPLE'S VOICES, THAT IS
EFFECTIVELY SILENCING THEM.
AND IT CAN BE A REAL LOSS TO YOUR ORGANIZATION IF YOU ARE
NOT HEARING EVERYBODY'S IDEAS.
SO IF YOU ARE A FACILITATOR, PLEASE ALLOW CONTRIBUTIONS FROM
EVERYBODY PARTICIPANT, USE PROGRESSIVE STACKING WHEN YOU
CAN, AND REMIND PEOPLE IN MEETINGS TO BE MINDSFUL OF THE
AMOUNT OF SPACE OR TIME THEY ARE TAKING UP.
IF YOU TAKE SPACE, MAKE SPACE.
ONE THING THAT AMY AND OTHER FOLKS IN OUR LEARNING AND
ORGANIZATIONAL VERY MANY DEPARTMENT HAVE DONE IS HELPED EACH
LOCATION COME UP WITH A COMMUNICATION AGREEMENT SO THAT WE
ALL KNOW HOW WE WANT TO RECEIVE THE FEEDBACK OR BE
INTERRUPTED, HOW WE WANT TO ASK FOR HELP OR TO RECEIVE HELP
THAT'S UNSOLICITED.
ANOTHER THING, AS FAR AS THE COMMUNICATION PLAN GOES, IS
MAKING A POINT OF GIVING PEOPLE CREDIT FOR THEIR IDEAS AND
THEIR WORK, ESPECIALLY BIPOC, LBGTQ, AND OTHER MARGINALIZED
COMMUNITIES.
STEP UP AND TRY TO AMPLIFY THEIR VOICES.
INTERRUPT OTHERS WHEN THEY ATTEMPT TO TAKE CREDIT FOR
ANOTHER'S WORK.
I KNOW THE LIBRARY PROFESSION CAN BE PREDOMINANTLY FEMALE.
I THINK MANY OF US HAVE EXPERIENCED THIS WHERE WE
MENTIONED AN IDEA, AND IT IS GLOSSED OVER.
SOMEBODY ELSE, MAYBE FROM A DOMINANT CULTURAL ROLE SAYS THE
SAME THING AND EVERYBODY GOES OH, WELL, THAT'S A GREAT
IDEA.
WE CAN STOP AND AMPLIFY PEOPLE'S VOICES WHEN THOSE IDEAS ARE
IGNORED, AND WE CAN ALSO INTERRUPT AND SAY, THANKS, TED, FOR
AMPLIFYING TO ME THIS IDEA.
WE APPRECIATE THAT.
SO THAT'S A SMALL THING THAT ALL ORGANIZATIONS CAN DO TO
HELP BUILD A MORE INCLUSIVE CULTURE.
SOMETHING THAT'S BIGGER, THAT WE ARE TRYING TO DO IS
INTEGRATE PEOPLE FROM ALL OF OUR JOB CLASSIFICATIONS AND ALL
BACKGROUNDS INTO OUR HIRING AND RECRUITMENT PROCESS.
I THINK THAT'S KIND OF STALLED NOW THAT COVID-19 HAS
HAPPENED, BUT THE IDEA IS THAT PEOPLE FROM ALL THESE
BACKGROUNDS CAN AND SHOULD HAVE A VOICE IN THE HIRING AND
RECRUITMENT PROCESS.
THEY CAN HELP TO INFORM THE JOB DESCRIPTIONS AND FORMULATE
INTERVIEW QUESTIONS AND SIT ON INTERVIEW PANELS, AND THESE
PEOPLE ARE STAKEHOLDERS, AND THEY ARE THE ONES WHO ARE LIKE,
WE WILL HAVE TO WORK DIRECTLY OR INDIRECTLY WITH THE NEW
HIRES, AND PROBABLY MORE IMPORTANTLY, THEY ARE THE PEOPLE
THAT WILL SUFFER MOST IF YOU CHOOSE THE WRONG PERSON,
ESPECIALLY FOR MANAGEMENT POSITIONS.
THEY WILL FEEL THE CONSEQUENCES OF MISMANAGEMENT AND
MICRO-AGGRESSION IN RACIST OR TONE DEAF DECISIONS AND
POLICIES, THAT CAN BE HARMFUL TO YOUR WORK GROUP.
RELATED TO THAT, I WOULD SAY THAT IT'S IMPORTANT FOR FOLKS
TO, IN YOUR ORGANIZATION, FOR THERE TO BE A MECHANISM FOR
STAFF TO SAFELY PROVIDE HONEST, CONSTRUCTIVE FEEDBACK ON
SUPERVISORY JOB PERFORMANCE WITHOUT FEAR OF RETALIATION.
OUR EQUITY AND INCLUSION MANAGER WAS ON-BOARDED A FEW YEAR
AGO, AND THAT IS SOMETHING THAT SHE COMMUNICATED TO STAFF,
LIKE HEY, IF YOU HAVE -- IF YOU SEE SOMETHING AND DON'T KNOW
HOW TO DEAL WITH IT, YOU CAN CONTACT ME.
I KNOW THAT'S SOMETHING THAT I HAVE DONE IN THE PAST IN OUR
OWN WORK GROUP WHEN THERE WAS A QUESTIONABLE DECISION.
WE WERE TOLD THAT WE SHOULDN'T SPEAK ANYTHING BUT ENGLISH,
AND, IN OUR WORKROOM, AND WE HAVE A DIVERSE WORK GROUP.
PEOPLE SPEAK FIVE OR SEVEN LANGUAGES HERE.
I WAS VERY UNCOMFORTABLE WITH THAT, EVEN THOUGH I ONLY
REALLY SPEAK ENGLISH, AND I WAS ABLE TO REACH OUT TO THE
EQUITY AND INCLUSION MANAGER TO MAKE HER AWARE OF THE
SITUATION, IN ADDITION TO CONTACTING MY SUPERVISOR PRIVATELY
AND SAYING, HEY, IF I WAS IN THIS POSITION, IF ANOTHER WOMAN
WAS WITH ME ON THE STAFF, AND WE WERE TOLD THAT WE WERE NOT
ALLOWED TO SPEAK OUR LANGUAGE, THAT WOULD BE VERY HURTFUL
AND HARMFUL, AND I URGED HER TO RECONSIDER THAT DECISION.
SO HAVING THAT PATH FOR FEEDBACK, WAS REALLY POWERFUL AND IN
KEEPING OUR WORKPLACE A SAFE PLACE.
I KNOW THAT WE'VE BEEN ON THIS SLIDE FOR A WHILE.
I WANT TO MENTION A FEW OTHER FACTORS THAT COULD HELP THE
ORGANIZATION IN BUILDING AN INCLUSIVE CULTURE.
FINDING OTHER WAYS TO SHARE DECISION-MAKING, IN PROGRAMMING
AND WORK ASSIGNMENTS AND IN ADDITION TO HIRING A
RECRUITMENT.
WE HAVE, ASSESS AMY SAID, CREATED DIFFERENTIAL FOR CULTURAL
AND LANGUAGE COMPETENCIES THAT ACKNOWLEDGES AND VALUES THE
SPECIALIZED KNOWLEDGE AND THE EMOTIONAL LABOR THAT'S
REQUIRED WHEN SERVING SPECIFIC POPULATIONS.
ANOTHER POWERFUL TOOL IS EXIT INTERVIEWS, ASKING PEOPLE WHY
ARE YOU LEAVING?
WHAT CAN WE DO BETTER?
WHAT ARE THREE THINGS YOU LOVE AND THREE THINGS YOU HATE.
WHAT WOULD YOU CHANGE, THAT KIND OF THING.
AND THEN LASTLY, I WOULD SAY ONE THING THAT OUR ORGANIZATION
CONTINUES TO WORK ON IS RECOGNIZING IF A STAFF MEMBER IS
HIRED TO SERVE A SPECIFIC COMMUNITY, THAT WE NEED TO GIVE
THEM THE TIME TO BUILD A RELATIONSHIP AND THE TRUST WITH
THOSE COMMUNITIES.
AND THAT IT WILL LIKELY NOT LOOK LIKE THE WAY THAT IT HAS
LOOKED WHEN WE SERVE PREDOMINANTLY WHITE COMMUNITIES.
THERE MIGHT BE BOTH EXPECTED AND UNEXPECTED BARRIERS TO
SERVICE S FOR EXAMPLE, WE MIGHT EXPECT THAT A CERTAIN
POPULATION DOES NOT HAVE ACCESS TO THE INTERNET OR
TECHNOLOGY, BUT WE MIGHT NOT APPRECIATE THAT THE GROUP HAS A
HISTORICAL DISTRUST OF GOVERNMENT AND MAY NOT BE OPEN TO
BUILDING A RELATIONSHIP WITH US INITIALLY.
SIMILARLY, UNDERSERVED GROUPS MAY NOT KNOW WHAT -- HOW YOU
CAN BEST SERVE THEM.
THE WAY THAT I THINK ABOUT IT IS LIKE EVERY -- THIS JUST
HAPPENED LAST WEEK, MY AUNT ASKED ME WHAT I WANTED FOR
CHRISTMAS.
AND IT IS SEPTEMBER.
I DON'T KNOW.
I DON'T KNOW WHAT I WANT FOR CHRISTMAS.
I HAVEN'T EVEN THOUGHT ABOUT IT.
AND I THINK THAT HAPPENS WITH POPULATIONS WHO ARE UNFAMILIAR
WITH WHAT LIBRARIES ARE CAPABLE OF, AND THAT WORK TAKES
TIME.
IT TAKES TIME FOR US TO LISTEN, AND IT TAKES TIME FOR US TO
LET THEM KNOW WHAT IS POSSIBLE.
ALL THAT TO SAY IF YOU HIRE THESE STAFF TO SERVE A SPECIFIC
COMMUNITY, BE SURE TO GIVE THESE EMPLOYEES THE TIME THAT
THEY NEED TO MEET THEIR COMMUNITIES WHERE THEY ARE AT, IN
THE WAYS THAT WORK FOR THAT GROUP.
KNOW LIKE ANY RELATIONSHIP, SERVICES TO COMMUNITIES TAKE
RELATIONSHIP BUILDING AND IT TAKES TIME.
SO STAFF NEEDS TO BUILD TRUST WITH THAT COMMUNITY, AND
MANAGEMENT NEEDS TO TRUST THE STAFF TO DO THE WORK.
>> THOSE ARE SUCH GREAT POINTS.
AND ANOTHER THING THAT WE HAVE THOUGHT OF, AS A WAY TO
SUPPORT INCLUSIVITY AND WORK TOWARDS EQUITY IS TO PROVIDE
SPACES FOR STAFF TO BE TOGETHER.
EKATRINA MENTIONED THIS WORK TAKES TIME, AND RELATIONSHIP
BUILDING, AND SUPPORTING STAFF AND SPENDING TIME TO BE
TOGETHER AND TO DISCUSS THE WORK AND TO EXPERT EACH OTHER IS
REALLY IMPORTANT, AS WELL.
SO WE ARE LUCKY IN THAT MULTNOMAH COUNTY, OUR UMBRELLA
ORGANIZATION, SPONSORS EMPLOYEE RESOURCE GROUPS, WHICH ARE
EMPLOYEE-RUN GROUPS THAT PROMOTE DIVERSITY VALUES, AND THE
EFFORTS OF THE COUNTY AS WELL AS PROMOTING PERSONAL AND
PROFESSIONAL GROWTH FOR COUNTY EMPLOYEES WITH SHARED, LIVED
EXPERIENCES.
AND THOSE GROUPS CAN PROVIDE, OR IMPROVE RETENTION, BY
PROVIDING A STRONGER SENSE OF COMMUNITY WITHIN THE COUNTY,
AND THERE ARE WAYS FOR EMPLOYEES TO NETWORK AND LEARN ABOUT
EACH OTHER'S WORK.
PRE-PANDEMIC, THE LIBRARY, ITSELF, HAD SOME SPACES AND SOME
GROUPS FOR EMPLOYEES TO GET TOGETHER AND DISCUSS SHARED
EXPERIENCES, AS WELL, AND I HAVE GOT TO SAY I DON'T KNOW IF
THAT'S HAPPENING NOW THAT WE ARE -- OUR WORK LOOKS SO MUCH
DIFFERENT.
MULTNOMAH COUNTY LIBRARY HAS ALSO PUT TOGETHER A TEAM TO
GUIDE EQUITY AND INCLUSION WORK.
WE DEMONSTRATE OUR WORK TO DIVERSITY AND INCLUSION IN OTHER
WAYS, AS WELL.
SO A LOT OF TIMES WORK GROUPS GET TOGETHER TO DISCUSS EQUITY
AND INCLUSION ISSUES IN GUIDE AND HAD INTENTIONAL WAYS.
STAFF HAS FORMED TO SUPPORT EACH OTHER, AND STAFF ALSO HAVE
WORKED WITH THE LEARNING TEAM TO DEVELOP A WORKSHOP ON
WHITE, ALLYSHIP.
THAT WAS SOMETHING THAT STAFF WERE REALLY INTERESTED IN.
>> I AM GOING TO MENTION HERE, EVEN THOUGH I THINK WE
TOUCHED ON IT, TOUCH ON IT LATER BUT ONE OF THE RESULTS OF
THE EDI WORK THAT WE'VE BEEN DOING IN OUR LIBRARY SYSTEM
RECENTLY HAS BEEN THE CREATION OF AN INFORMAL GROUP OF
INDIGENOUS LIBRARY STAFF.
WE INITIALLY BECAME AWARE OF EACH OTHER AFTER MULTNOMAH
COUNTY CHOSE TOMMY ORANGE'S [INAUDIBLE] DARE NOVEL AS A
COMMUNITY READING PROJECT, WHICH WE CALL, "EVERYBODY
READS."
FOR THOSE WHO DON'T KNOW, TOMMY ORANGE AND ARAPAHO AND
CHEYENNE AUTHOR -- HIS FIRST NORMAL IS ABOUT URBAN, NATIVE
AMERICAN CHARACTERS WHO ULTIMATELY ATTEND A POW-WOW IN
OAKLAND.
SO PROGRAMMING STAFF PUT A CALL OUT FOR PEOPLE TO SELF
IDENTIFY AS INDIGENOUS IF THEY WANTED TO HELP WORK ON
EVERYBODY READS, COMMUNITY READING PROJECT, AND SEVERAL  INDIGENOUS STAFF WORKED ON DEVELOPING PROGRAMS
AND WRITING WEBSITE CONTENT AND OUTREACH SERVICES AROUND
THIS PROGRAM.
SO THAT HAS BEEN POWERFUL.
ONE THING THAT WE LEARNED IS THAT WE HAVE ALL BEEN,
INDIVIDUALLY AND COLLECTIVELY, ADVOCATING FOR A NATIVE KSA,
THAT'S ABILITIES THAT SPECIFICALLY SERVES INDIGENOUS
COMMUNITIES IN OUR COUNTY.
SO THAT HAS BEEN EMPOWERING.
THE OTHER THING THAT HAS BEEN GREAT ABOUT US BECOMING AWARE
OF EACH OTHER IS THAT WE FORMED, LIKE A GROUP THAT CAN MORE
EASILY SHARE INFORMATION AND RESOURCES WITH EACH OTHER.
DURING COVID, THAT HAS MEANT MORE EASILY SHARING RESOURCES
AROUND LIKE FREE TESTING SERVICES FOR INDIGENOUS PEOPLE AND
OTHER MUTUAL AID EFFORTS.
FOR INDIGENOUS FOLKS, WE ARE DISPROPORTIONATELY IMPACTED BY
THE COVID EPIDEMIC AS ARE OTHER PEOPLE OF COLOR.
IT HAS BEEN EMPOWERING TO CONNECT WITH EACH OTHER AND TO
TALK A BIT ABOUT HOW WE MIGHT PROCEED WITH SERVICES GOING
FORWARD.
I GUESS THAT THE OTHER THING THAT I WANTED TO MENTION, AND
THIS IS JUST SOMETHING THAT I WROTE.
I WILL SAY REALLY QUICK, IS THAT ULTIMATELY, WE ALL, ALL
STAFF SERVE ALL OUR COMMUNITIES.
OUR ORGANIZATIONS ARE ONLY AS INCLUSIVE AND AS EQUITABLE AS
OUR LEAST INCLUSIVE AND EQUITABLE STAFF MEMBERS.
MANY OF US HAVE BECOME KEENLY AWARE OF RACE ISSUES IN RECENT
MONTHS, AND WE UNDERSTAND THAT IT'S NOT ENOUGH TO JUST NOT
BE RACIST, THAT WE MUST DO THE WORK TO BE ACTIVELY
ANTI-RACIST.
WE DON'T -- A LOT OF PEOPLE DON'T KNOW HOW TO DO THAT, SO I
THINK THAT THAT IS ONE WAY WHERE OUR TRAINING CAN COME IN.
>> TRAINING IS ANOTHER WAY TO SUPPORT INCLUSIVITY AND STAFF
LEARNING.
SO MULTNOMAH COUNTY LIBRARY OFFERS AN EQUITY AND INCLUSION
SERIES, WHICH INCLUDES A FOUNDATIONAL COURSE ABOUT THE
HISTORY OF RACISM IN OREGON, AS WELL AS SYSTEMIC, EXCLUSION
IN LIBRARIES.
AND THAT FOUNDATIONAL COURSE IS, FOR THE CLASS IS ONLY
MANDATORY SESSION THAT WE OFFER.
IT'S PART OF OUR NEW EMPLOYEE ORIENTATION.
INCLUDING EQUITY AND INCLUSION INFORMATION DURING
ON-BOARDING, HELPS DEMONSTRATE THAT THE LIBRARY TAKES THE
VALUES SERIOUSLY, AND THEN THE SERIES CONTINUES WITH CLASSES
ABOUT RECOGNIZING AND MITIGATING IMPLICIT BIAS, CROSS
CULTURAL COMMUNICATION, AND INTERRUPTING MICRO-AGGRESSIONS,
AS WELL AS THE ALLYSHIP WORKSHOP I MENTIONED A MOMENT AGO.
AND WE ARE CURRENTLY WORKING TO PUT THESE SESSIONS ON-LINE,
BUT IN-SYNCNOUS SESSIONS USING THE PLATFORM WE USE, WHICH IS
GOOGLE MEET.
IN ADDITION TO THESE FACE-TO-FACE CLASSES WE HAVE DEVELOPED
A TOOL KIT THAT STAFF CAN USE ON THEIR OWN OR WITH
CO-WORKERS OR IN STAFF TEAMS TO LEARN ABOUT ISSUES RELATED
TO EQUITY AND INCLUSION.
THE WORKBOOKS HAVE BEEN WELL USED, BUT WHEN THE PANDEMIC
CAME AND MANY STAFF HAD MORE TIME TO SPEND ON LEARNING,
USAGE INCREASED PRETTY DRAMATICALLY.
SO AS WE MENTIONED, IN THE BEGINNING OF THIS WEBINAR, IT'S
IMPORTANT TO MAKE SURE THAT STAFF ARE READY FOR SELF-PACED
LEARNING AND THE ORGANIZATION IS READY FOR SELF-PACED
LEARNING.
SO INDICATORS SUCH AS HIGH ATTENDANCE IN OUR TRAINING -- A
LOT OF INTEREST IN OUR CLASSES, INTEREST IN DISCUSSING
EQUITY, DIVERSITY AND INCLUSION TOPICS IN STAFF GROUPS AND
DURING STAFF MEETINGS, AS WELL AS A GRASSROOTS EFFORT OF
STAFF TO SUPPORT EACH OTHER AND THE DESIRE FOR MANAGEMENT TO
SUPPORT THOSE EFFORTS HAS DEMONSTRATED TO US THAT STAFF
COULD BE READY TO EXTEND THEIR LEARNING OUTSIDE OF THE
CLASSROOM SETTING.
BUT WE THINK, REALLY, WITHOUT THAT FOUNDATIONAL TRAINING AND
THE ORGANIZATIONAL SUPPORT FOR GROWTH IN THIS AREA, THAT
PROVIDING THE MATERIAL FOR STAFF TO USE INDEPENDENTLY MIGHT
NOT HAVE BEEN WELL RECEIVED, AND IT REALLY MAY HAVE SEEMED
LIKE A TOKEN EFFORT, AND IT MAY HAVE CAUSED RESENTMENT OR
MISUNDERSTANDING OF OUR GOALS.
SO WE ARE REALLY ANXIOUS NOT TO SAY HEY, YOU WANT EDI
TRAINING, HERE'S SOME STUFF TO GO OVER ON OUR OWN.
INSTEAD WE THOUGHT IT WAS IMPORTANT THAT FOUNDATION WAS
THERE, AND THAT THE WORKBOOKS, THE SELF-PACED LEARNING WAS
PART OF AN INTEGRATED WHOLE.
BESIDES LACK OF THAT FOUNDATION THERE MAY BE OTHER BARRIERS
TO SELF-PACED LEARNING THAT CONSIDER, YOU KNOW, BEFORE YOU
 -- TRY A PROGRAM LIKE THERE.
WHILE THE BENEFITS OF SELF-BASED LEARNING HOW THE LEARNER TO
GO AT THEIR OWN PACE, SEEK OUT YOU IN INFORMATION AND FOLLOW
THEIR CURIOSITY WHILE PASSINGS OVER INFORMATION THAT THEY
ALREADY HAVE.
IT'S REALLY ESSENTIAL FOR MANAGERS TO MAKE TIME FOR STAFF TO
DO SELF-PACED LEARNING.
IF THE MANAGER ISN'T INTENTIONAL ABOUT CARVING OUT THAT
TIME, THE BURDEN IS PASSED ONTO THE STAFF MEMBER WHO MAY OR
MAY NOT HAVE A WAY TO PRIORITIZE THEIR OWN WORK.
FURTHER COMPLICATING MANNERS CAN BE A CHALLENGE TO FIND IS A
COMPUTER FOR A STAFF MEMBER TO USE FOR SELF-PACED LEARNING.
SO IN OUR CASE, AT MULTNOMAH COUNTY LIBRARY MOST PUBLIC
PACING STAFF MEMBERS DON'T HAVE DEDICATED COMPUTERS OR WORK
STATIONS TO THEMSELVES.
YOU CAN KIND OF SEE IN THIS IMAGE ON THE SLIDE.
SO IN ORDER TO MAKE SELF GUIDED LEARNING EASIER, THE EQUITY
AND INCLUSION MANAGER, CAME UP WITH AN IDEA FOR EACH
BRANCH.
THE WORKSHEETS COULD BE IN A BOX OR FOLDER SO STAFF COULD
GRAB THEM AS THEY HAD TIME.
BUT UPON FURTHER CONSIDERATION WE REALIZED EACH FINDING A
SPACE TO STORE BOXES LIKE THAT IN OUR LOCATIONS COULD BE
REALLY TRICKY.
SO WE DECIDED INSTEAD TO CREATE WORKBOOKS THAT STAFF MEMBERS
COULD PRINT ON DEMAND.
THAT MITIGATED THE ISSUE OF FINDING COMPUTER SPACE SINCE THE
ONLY TIME THAT'S REALLY ESSENTIAL ON THE COMPUTER THEN IS TO
ACCESS THEM AND PRINT THEM OUT.
ONCE THE WORKBOOK WAS PRINTED, THE NEED FOR A COMPUTER WOULD
BE SECONDARY.
MOST OF THE CONTENT IN THE WORKBOOK CAN BE COMPLETED WITHIN
THE WORKBOOK LIKE OFF-LINE, ALTHOUGH WE DO INCLUDE SOME
VIDEO CONTENT, AS WELL.
NOW, WHEN WE ARE SO MUCH LESS IN OUR BUILDINGS AND GETTING
MORE USED TO WORKING REMOTELY, ON-LINE WORKBOOKS ARE A GREAT
SOLUTION FOR MANY STAFF.
THE WORKBOOKS CAN BE ACCESSED WHILE TELE-WORKING OR BY USING
CHROME BOOKS INSIDE THE LIBRARY LOCATION WHEN THERE ARE NOT
PATRONS THERE.
RATHER THAN AT COMPUTER STATIONS THAT MIGHT BE REALLY TOO
CLOSE TOGETHER FOR SOCIAL DISTANCING.
SO THE EQUITY WORKBOOKS ARE ONE APPROACH THAT MULTNOMAH
COUNTY LIBRARY HAS DEVELOPED TO CREATE TRAINING INITIATIVES
THAT GROW AND EVOLVE WITH STAFF NEEDS.
IN ORDER TO DEVELOP THE WORKBOOKS, SONIA CAME UP WITH THE
IDEA AND COLLABORATED WITH ME AND THE LEARNING AND
DEVELOPMENT MANAGER, TRACEY.
WE KICKED THINGS OFF WITH A BRAINSTORMING SESSION DURING
WHICH WE COMPILED RESOURCES WE KNEW ABOUT, AND WE ALSO BEGAN
THINKING ABOUT THEMES.
WHAT DO STAFF NEED TO KNOW?
WHAT DOES STAFF WANT TO KNOW?
WHAT WOULD BE A LOGICAL PROGRESSION OF LEARNING SO THE
WORKBOOKS HELPFUL SCAFFOLD
 LEARNING, LEARNING TO ALLOW STAFF TO [INAUDIBLE].
WE DID NOT WANT TO ALLOW BOOKS THAT IS GOOD FOR SOME STAFF
AND NOT OTHER STAFF AND LEAVE PEOPLE OUT.
IT'S IMPORTANT TO REMEMBER, TOO, THAT NOT ALL RESOURCES ARE
AVAILABLE ABOUT EQUITY, DIVERSITY AND INCLUSION ARE
ACCURATE.
NOT ALL ARE GOING TO BE RELEVANT TO YOUR NEEDS, SO IT IS
IMPORTANT TO THINK ABOUT WHAT DOES YOUR STAFF NEED TO KNOW
OR WANT TO KNOW.
WHEN YOU ARE LOOKING FOR RESOURCES, IT'S IMPORTANT TO BE
SURE TO EVALUATE THEM, JUST LIKE YOU WOULD ADVISE A PATRON
TO DO.
SO JUST LIKE ANY OTHER INFORMATION SERVICE YOU WILL WANT TO
LOOK INTO WHO THE AUTHOR IS.
WHAT'S THE PURPOSE IN PROVIDING THIS INFORMATION.
AND WHAT WORK HAVE THEY DONE.
>> SORRY, THAT'S ME.
SO ALL THE WORKBOOKS AND ESPECIALLY  INN OUR NATIVE AMERICAN TOOL KIT, WE HAVE
PODCASTS, RADIO PROGRAMS, TO ALLOW LEARNERS TO ACCESS THE
TYPES OF MATERIALS THAT REFLECT THEIR LEARNING STYLE AND
PREFERENCES AND WHICH MAY BE MOST APPEALING AND IMPACTFUL.
I THINK DIFFERENT KINDS OF RESOURCES, REINFORCE THE
LEARNING, AND IT REALLY ALLOWS US TO EXPLORE TOPICS IN WAYS
THAT THEY FIND MOST ENGAGING.
I WILL SAY, ALSO, THAT I THINK THAT HAVING MATERIALS THAT
ARE NOT JUST INFORMATIONAL, THAT DON'T JUST APPLY, APPEAL TO
PEOPLE'S SENSE OF LOGIC, ARE POWERFUL.
I THINK THAT IT'S IMPORTANT TO INCLUDE THOSE TYPES OF
MATERIALS, MATERIALS THAT APPEAL NOT JUST TO PEOPLE'S SENSE
OF LOGIC BUT THEIR SENSE OF JUSTICE.
A POWERFUL, PROFOUNDLY POWERFUL EXAMPLE FROM RECENT HISTORY
IS HOW OUR NATION HAS WITNESSED THE VIDEO RECORDING AROUND
GEORGE FLOYD'S DEMISE ON MARCH -- SORRY, ON MAY 25.
I FEEL LIKE US WITNESSING HIM CALLING TO HIS MOTHER, AND
SAYING THAT HE CAN'T BREATHE WAS SO POWERFUL, AND I THINK
THAT IT REALLY HELPS WHITE AMERICANS ESPECIALLY FEEL THE
INJUSTICE, AND WITH THE CATALYZING MOMENT, IN A WAY THAT
JUST THE FACTS, JUST THE KNOWLEDGE OF HUNDREDS OF YEARS OF
RACISM HAVE NOT.
I AM NOT SAYING BE PURPOSEFULLY MANIPULATIVE OR MISLEADING.
THAT'S NOT MY MESSAGE AT ALL.
BUT I AM SAYING THAT I THINK THAT IT'S IMPORTANT TO PRESENT
INFORMATION IN A WAY THAT THEY CAN HEAR THE MESSAGE WE ARE
TRYING TO CONVEY, WITH THEIR HEARTS.
NOT JUST WITH THEIR HEADS.
AND AS AMY SAID, CITE YOUR SOURCES.
SOME PEOPLE ARE VISUAL LEARNERS.
I APOLOGIZE FOR NOT HAVING THIS IMAGE, BUT I THINK THAT A
LOT OF PEOPLE HAVE DONE EDI WORK ARE -- HAVE THE IMAGE OF
THREE DIFFERENT PEOPLE OF DIFFERENT HEIGHTS, TRYING TO WATCH
A BASEBALL GAME ACROSS THE FENCE, AND IT'S USED A LOT IN EDI
WORK SAYING EQUITY LOOKS LIKE LETTING EVERYBODY SEE OVER THE
FENCE, AND I THINK THAT HAS HELPED A LOT OF PEOPLE
UNDERSTAND THE SYSTEMIC INEQUITIES.
I THINK THAT MORE RECENTLY, PEOPLE HAVE SAID THAT HEY, THE
PROBLEM IS NOT THAT SOMEBODY HAS A PHYSICAL DIFFERENCE THAT
THEY ARE SHORT.
SHORTER THAN SOMEBODY ELSE.
THE PROBLEM IS THE FENCE.
THE PROBLEM IS SYSTEMIC RACISM.
SO I THINK THAT HAVING THAT VISUAL AND HAVING THE ADDENDUM
TO THAT VISUAL CAN WALK PEOPLE THROUGH WHAT IT MEANS TO BE
EQUITABLE AND WHAT THE CHALLENGES ARE IN DISMANTLING THE
SYSTEMIC RACISM.
WHEN COVID STARTED, I STARTED GOING THROUGH THE EQUITY TOOL
KIT WORKBOOKS AND APPRECIATED A VIRUS OF RESOURCES EMBEDDED
IN THE ELECTRONIC VERSIONS.
IT ALLOWED ME TO APPROACH THE SUBJECT MATTER IN NEW WAYS.
IT ALLOWED ME TO EXPLORE RELATED MATERIALS ON MY OWN.
FOR EXAMPLE, THERE IS A TED TALK INCLUDED IN ONE OF THE
EARLIER WORKBOOKS, LED ME TO DISCOVER THE [INAUDIBLE] TED
TALKS, I UNDERSTAND NO US AND PLAIN SIGHT, WHICH WE ARE
PLANNING ON INCLUDING IN THE NATIVE WORKBOOK AS A
CONVERSATION STARTER AROUND MODERN NATIVE IDENTITY AND
COMING TO TERMS WITH THE WAY THAT INDIGENOUS PEOPLE ARE
REPRESENTED OR MORE COMMONLY MISSION REPRESENTED IN MEDIA
AND DISCUSSIONS AROUND AMERICAN HISTORY.
SO AGAIN, HAVING A VARIETY OF MATERIALS AVAILABLE IS
POWERFUL, WAS POWERFUL TO ME AS A WAY TO DISCOVER ADDITIONAL
MATERIALS AND DIG DEEPER ON-LINE.
SO THE FIFTH WORKBOOK, FOCUSED ON NATIVE AMERICAN AND
ALASKAN NATIVE PEOPLE WAS PRIORITIZED BECAUSE THESE ARE
COMMUNITIES THAT THE LIBRARY HASN'T REALLY FOCUSED ON, THE
MULTNOMAH COUNTY LIBRARY HASN'T FOCUSED ON.
AND WHILE MULTNOMAH COUNTY LIBRARY HASN'T FORMALLY
ACKNOWLEDGED THE WORK THAT NATIVE STAFF DO BY ADDING THAT
NATIVE K S A OR ACKNOWLEDGE KILLS AND ABILITIES DESIGNATION,
THAT EKATRINA MENTIONED, THE EQUITY AND INCLUSION MANAGER
RECOGNIZED MANY STAFF MEMBERS NEEDED INFORMATION AND
TRAINING IN ORDER TO BETTER RECOGNIZE THE WORK THAT NATIVE
STAFF ARE DOING AND HELP TO STOP OR MITIGATE AND
BETTER SERVE OUR PAY FRONTS AND COMMUNITIES.
ANOTHER CATALYZING EVENT WAS THE COUNTY SELECTION OF TOMMY
ORANGE'S BOOK FOR OUR COUNTY-WIDE READING INITIATIVE.
SO IN ORDER TO HELP GET -- TO CREATE RELEVANT PROGRAMMING
FOR NATIVE AND INDIGENOUS COMMUNITIES IN MULTNOMAH COUNTY,
OUR READER SERVICES LIBRARY AND PROGRAMMING GROUP ASKED THE
STAFF WHO WOULD LIKE TO SELF IDENTIFY AS NATIVE TO HELP TO
INFORM THAT PROGRAMMING.
AND WHEN WE WERE LOOKING FOR STAFF WHO COULD CONTRIBUTE TO
THE FIFTH WORKBOOK, WE WERE ABLE TO REACH OUT TO THE LIST.
IT'S REALLY, REALLY IMPORTANT TO THINK ABOUT IF YOU ARE
CREATING RESOURCES LIKE THIS IN YOUR OWN LIBRARY, TO THINK
ABOUT WHO YOU CAN COLLABORATE WITH, WE ARE REALLY LUCKY TO
WORK WITH THE SUBJECT MATTER EXPERTS, SONJA, THE EQUITY AND
INCLUSION MANAGER FOR THE WORKBOOKS, BUT EVEN WITH HER
KNOWLEDGE OF RESOURCES TO SUPPORT EDI LEARNING, WORKING
TOGETHER, EXPANDED OUR HORIZON AND ALLOWED US TO INCLUDE
ADDITIONAL RESOURCES IN THE WORKBOOKS.
AS WE MOVE FORWARD, WE REALIZE THAT WE NEED TO INCLUDE OTHER
STAFF MEMBERS AND OTHER PERSPECTIVES AS WE DEVELOP NEW
WORKBOOKS, AND WHILE SONJA HAS BROAD EQUITY AND INCLUSION
EXPERIENCE AND DEEP EXPERIENCE, IF WE ARE GOING TO CREATE
WORKBOOKS FOCUSED ON CULTURES, WE NEED PEOPLE WITH LIVED
EXPERIENCES TO NOT ONLY INFORM THE CONTENT, BUT
ALSO THE WAY THAT THE CONTENT IS ORGANIZED AND PRIORITIZED.
>> THANKS, AMY.
I WANTED TO TALK A BIT ABOUT THE PROCESS THAT WE
COLLABORATED WITH TO CREATE THE NATIVE WORKBOOK.
IT HAS BEEN A COLLABORATIVE PROJECT, AND OUR PROCESS WAS
THAT WE, AFTER THE TEAM WAS FORMED WE STARTED BY DISCUSSING
THE SCOPE AND GOAL OF THE WORK, AND TALKING ABOUT OUR
INTENDED AUDIENCE, AND WHAT CONTENT WE WANTED TO INCLUDE.
WE SHARED OUR LEARNING STYLES WITH EACH OTHER, AND WE AGREED
ON AN APPROACH.
AND THE APPROACH WE DECIDED ON WAS FOR EVERYBODY TO
BRAINSTORM WHAT WE WOULD LIKE TO INCLUDE, AND TO ALSO
RESEARCH AND DIG DEEPER INTO ISSUES THAT WE ARE CURIOUS OR
THOUGHT MIGHT BE RELEVANT TO THE PROJECT, AND WE WANTED TO
SHARE OUR RESEARCH WITH EACH OTHER AND VIEW IT FROM THERE,
TO CREATE AN OUTLINE, AND TO EDIT, EDIT, AND WHICH IS WHERE
WE ARE NOW, AND AFTERWARDS, TO SHARE THE DRAFT WITH TRUSTED
MEMBERS OF OUR COMMUNITIES, WE KNOW THAT THERE ARE ONLY SIX
INDIGENOUS STAFF, ACTUALLY, I GUESS MAYBE FIVE NOW, IN THE
MULTNOMAH COUNTY LIBRARY SYSTEM, AND WE DO NOT -- WE DO NOT
SPEAK FOR ALL NATIVE PEOPLE.
WE WANT TO MAKE SURE THAT WE ARE CATCHING ANY BLIND SPOTS,
AND WE WANT TO MAKE SURE THAT WE ARE BEING RESPECTFUL AND
APPROPRIATE IN OUR REPRESENTATION, SO OUR PLAN IS TO SHARE
THAT OUT WITH PEOPLE FROM DIFFERENT NATIVE COMMUNITIES AND
ORGANIZATIONS AND INDIVIDUALS IN THE PORTLAND METRO AREA
BEFORE WE SHARE THAT OUT WITH STAFF.
AND THAT'S A GREAT -- THAT'S THE MAIN REASON IT'S NOT
AVAILABLE TO SHARE WITH YOU TODAY.
ONE THING THAT I WANTED TO SAY IS THAT IT HAS BEEN IMPORTANT
IN THIS PROCESS TO BE GENEROUS WITH EACH OTHER, AND WE AGREE
TO BE GENEROUS WITH THE AMOUNT OF TIME THAT IT WOULD TAKE TO
COMPLETE THIS NATIVE TOOL KIT.
THIS PART TURNED OUT TO BE REALLY VALUABLE.
IT GAVE US THE SPACE TO DIG DEEP, TO EXPLORE, AND TO TAKE
TIME TO INTEGRATE AND HAVE INFORMATION AND RESOURCES, AND
PROBABLY MORE IMPORTANTLY, IT GAVE US NATIVE STAFF THE SPACE
TO STEP AWAY FROM THE PROJECT WHEN WE NEEDED TO TAKE A
BREAK, WHEN THE WORK BECAME OVERWHELMING.
THERE IS A LOT OF EMOTIONAL HEAVY LIFTING DONE IN CURATING
THE RESOURCES, AND DEFINING THE OUTLINE AND NARRATIVE FOR
THIS NATIVE EQUITY TOOL KIT, AND THAT EMOTIONAL LABOR, WE
FOUND, CAN BE DRAINING, AND AT TIMES, OVERWHELMING.
ALLOWING TIME TO STEP AWAY GIVES US PERMISSION TO TAKE CARE
OF OUR EMOTIONAL HEALTH, WHICH IS SO IMPORTANT.
SO WE CAN COME BACK TO THE WORK AND STILL HAVE A VOICE IN
SHAPING THE PROJECT, AND WHEN WE ARE READY TO RETURN TO IT.
I THINK THAT ALLOWING FOR A FLEXIBLE TIME LINE ALSO REALLY
SPEAKS TO HOW COMPLEX THE WORK IS.
AND I THINK AS MANY BIPOC AND OTHER MINORITIES KNOW, IT IS
VERY INTIMIDATING TO BE PUT IN THE POSITION WHERE YOU ARE
FELT LIKE YOU ARE SUPPOSED TO REPRESENT YOUR GROUP.
A LOT OF BIPOC PEOPLE MAY NOT VOLUNTEER TO DO THIS KIND OF
WORK.
SPECIFICALLY, BECAUSE THEY DON'T WANT TO BE PUT IN THAT
POSITION.
THEY DON'T WANT TO BE PERCEIVED AS REPRESENTING THEIR
GROUP.
OR THEY MAY FEEL INADEQUATE OR NOT SUFFICIENTLY QUALIFIED TO
DO THAT WORK.
DEFINITELY THAT IS A CONSIDERATION THAT I HAD BEFORE
STEPPING UP.
I STILL QUESTION MY OWN SUBJECT MATTER EXPERTISE.
I THINK THAT'S TRUE FOR OTHER INDIGENOUS STAFF, AND I THINK
ESPECIALLY GIMP THE FACT THAT THERE ARE OVER 560 DIFFERENT
FEDERALLY RECOGNIZED TRIBES JUST IN THE UNITED STATES, SO
IT'S DAUNTING TO ORGANIZE THAT INFORMATION AND TO KNOW THAT
YOU ARE GOING TO REPRESENT YOUR CULTURE TO PEERS.
IT'S A LONG PROCESS.
THERE IS A LOT OF EMOTIONAL PROCESSING.
IT TAKES TIME TO FIGURE OUT HOW TO ORGANIZE THESE COMPLEX
CONCEPTS INTO KIND OF DIGESTIBLE UNITS WITH ADDITIONAL
RESOURCES SO PEOPLE CAN GET AN IDEA OF THE DEPTH AND  BREADTH OF THE NATIVE AMERICAN EXPERIENCE.
IT HAS BEEN A HUGE CHALLENGE.
I APPRECIATE THE COLLABORATIVE NATURE AND THE FLEXIBLE TIME
LINE.
>> AND EKATRINA AND AMY BEFORE YOU MOVE TO THE WORKBOOKS,
THERE WAS A QUESTION ABOUT HOW YOU ARE COMPENSATING FOLKS
WHO ARE CONTRIBUTING TO THE PROJECT USING LIVED
EXPERIENCES.
>> SURE.
SO IN MY CASE, I AM PAID OUT OF MY CLASSIFICATION AS A
LIBRARY ASSISTANT INSTEAD OF AN ACCESS SERVICES ASSISTANT,
AND IN ADDITION, I AM GIVEN A SMALL DIFFERENTIAL, EVEN
THOUGH THERE IS NOT A NATIVE KSA, THERE ARE LANGUAGE KSAs,
AND I AM GIVEN THE SAME DIFFERENTIAL, GIVEN TO SOMEONE WITH
A LANGUAGE OR CULTURAL COMPETENCY.
IT'S SMALL BUT I FEEL THAT IT IS, IT'S MEANINGFUL TO
ACKNOWLEDGE THAT.
>> EXCELLENT, AND ONE QUESTION, RELATED TO THAT, LANGUAGE
ABILITY, SOMEONE ASKED IF SPEAKING, IF SPEAKING IN ANOTHER
LANGUAGE, OTHER THAN ENGLISH, IS NOT A JOB REQUIREMENT, BUT
A NICE TO HAVE SKILL.
CAN YOU ASK APPLICANTS IN THE INTERVIEW WHAT LANGUAGES THEY
SPEAK?
>> I AM NOT AN H.R. PERSON, BUT I WOULD IMAGINE THAT COULD
BE SOMETHING THAT IS INFORMATION THAT THEY COULD SOLICIT,
AND I WOULD HOPE THEY WOULD BE COMPENSATED FOR THAT
ADDITIONAL SKILL.
>> EXCELLENT.
GOOD POINT.
I HAVE A NOTE -- OH, SORRY, JUST THE LAST SLIDE, I GUESS
THAT I WANTED TO SAY THAT IT'S BEEN AN HONOR AND A CHALLENGE
TO DO THIS WORK.
I REALLY HOPE THAT IT WILL BE, PROVIDE USEFUL INFORMATION
FOR MY CO-WORKERS, AND I HOPE THAT IT WILL ALSO BE A CALL TO
ACTION FOR THEM.
GROWING UP, I ALWAYS HEARD, AND MAYBE SOME OF YOU HEARD,
TOO, LIFE IS NOT FAIR.
WE NEED -- MY MOM TOLD ME THAT A LOT, AND IT'S DEFINITELY
TRUE.
LIFE IS NOT FAIR.
BUT I THINK THAT WE NEED TO REMIND OURSELVES THAT WE ARE THE
ONES THAT CREATE JUSTICE WITH OUR CHOICE, THAT EQUITY AND
INCLUSION DON'T JUST HAPPEN.
IT'S SOMETHING THAT WE NEED TO DO.
OUR SMALL CHOICES HAVE BIG IMPACTS.
THE WAY THAT WE CHOOSE TO SERVE OUR COMMUNITY HAS A BIG
IMPACT.
WE DON'T KNOW WHAT LIBRARIES ARE GOING TO LOOK LIKE AFTER
COVID.
I THINK THAT PROVIDING THESE LEARNING RESOURCES, SETTING THE
FOUNDATION FOR EQUITY AND INCLUSION IN OUR ORGANIZATION,
DOING THIS TRAINING, SETS US UP TO BE MORE SUCCESSFUL AND
MORE COMPASSIONATE IN OUR WORK, AND GIVES US A TOOL TO CHECK
OUR OWN BIASES WHEN WE ARE WORKING WITH OUR PATRONS WHO ARE
NOT PART OF THE INGROUP.
SO I HOPE THAT OUR -- THIS WORK IS A CALL TO ACTION, THAT
HELPS TO US REFLECT ON HOW WE CAN BETTER SERVE OUR PATRONS
AND MORE EQUITABLE WAYS.
I GUESS THIS IS MY SLIDE, TOO.
THIS IS A WORKBOOK THAT WE HAVE NOT SHARED OUT YET AS I
MENTIONED.
JUST TO GIVE YOU A BROAD OUTLINE OF WHAT WE ARE PLANNING ON
INCLUDING, WE ARE OPENING WITH CONVERSATION STARTERS, SOME
RESOURCES FOR REFLECTION, AND THIS IS KIND OF CAME OUT OF A
DISCUSSION THAT WE HAD WHEN WE WERE WONDERING ABOUT THE
SCOPE OF THE WORKBOOK.
ONE, ONE OF OUR COLLABORATORS ASKED, WHEN I SAID WELL, WHERE
SHOULD WE START, WHAT SHOULD WE ASSUME PEOPLE KNOW?
AND SHE SAID WE NEED TO ASSUME THAT THE LEVEL OF KNOWLEDGE
AROUND WHAT PEOPLE KNOW ABOUT INDIGENOUS PEOPLE
IN AMERICA IS LOW.
SO WE PROVIDED SOME RESOURCES FOR REFLECTION.
INCLUDING THE TED TALK, INDIGENOUS IN PLAIN SIGHT.
AND AN AMAZING PHOTO JOURNALIST.
HER WEBSITE AND PROJECT, PROJECT SITE 67, SHE'S A MEMBER OF
THE DESCRIBES OF WASHINGTON STATE, AND HER GOAL IS TO
PHOTOGRAPHICALLY DOCUMENT ALL 567 DIFFERENT FEDERALLY
RECOGNIZED TRIBES IN THE UNITED STATES.
SO IT'S A VERY BEAUTIFUL AND POWERFUL PROJECT FOR PEOPLE TO
CHALLENGE WHO THEY THINK NATIVE AMERICANS ARE, AND WE ARE
INCLUDING A CULTURE CARD FROM SAM-HSA, WHICH IS THE
SUBSTANCE ABUSE AND MENTAL HEALTH SERVICE IS ADMINISTRATION,
I WANT TO SAY, NOD THAT'S A GREAT, IF YOU CAN ONLY
-- IF YOU HAVE SOMEONE THAT DOES NOT REALLY WANT TO DIG DEEP
IT IS A GREAT OVERVIEW TO CHALLENGE PEOPLE'S PERCEPTIONS OF
WHO NATIVE AMERICANS ARE.
SO WE WANT TO START A CONVERSATION WITH RESOURCES FOR
REFLECTION TO LET PEOPLE KNOW AND GIVE PEOPLE AN IDEA OF WHO
INDIGENOUS PEOPLE ARE AND WHO THEY ARE NOT.
AND ONE THING THAT WE WANT TO ALSO DO, AND THIS HAS BEEN A
CHALLENGE, IS TO PROVIDE A HISTORICAL BACKGROUND FOR NATIVE
AMERICAN EXPERIENCE IN AMERICAN HISTORY, AND SOME OF THE
LEGACIES BEHIND THAT.
THIS, AGAIN IS, ONE OF THE PLACES THAT IS -- WE RUN INTO,
RAN INTO COMPLEXITIES AND HOW DO WE EXPLAIN THE
OVERREPRESENTATION OF INDIGENOUS CHILDREN IN THE FOSTER CARE
SYSTEM.
AND KIND OF UNRAVELING WELL, IT HAS TO DO WITH SO MANY
DIFFERENT THINGS.
THAT RELATES TO SORT OF GIVING PEOPLE AN OVERVIEW OF
CONTEMPORARY NATIVE AMERICAN ISSUES, INCLUDING SELF
DETERMINATION, SOVEREIGNTY, AND ENVIRONMENTAL CONCERNS, AND
THE MEDICATION AROUND NOD BLOOD QUANTUM AND
OTHER THINGS, AND SOURCES AND RESOURCES FOR FURTHER
EXPLORATION.
THE EVALUATING OF MATERIALS THAT YOU WANT TO
RETAIN FOR YOUR COLLECTION, ONE THAT WE LOVE IS THE AMERICAN
INDIANS IN CHILDREN'S LITERATURE WEBSITE, AICL, CURATED BY
DR. REESE, AND I THINK MORE RECENTLY, DR. MENDOZA HAS JOINED
HER IN THAT EFFORT.
SO THAT IS KIND OF WHERE WE ARE GOING WITH THAT.
I REALIZE WE ARE RUNNING SHORT ON TIME SO I WANT TO MOVE TO
THE NEXT SLIDE BECAUSE I AM TALKING A LOT.
SOME OF THE BENEFITS OF THE EQUITY WORK HAS BEEN TO EMPOWER
STAFF TO RECOGNIZE EACH OTHER TO MAKE US VISIBLE TO EACH
OTHER.
THERE IS 500 STAFF AND 19 BRANCHES, AND MANY DEPARTMENTS IN
OUR LIBRARY SYSTEM.
SO IT'S BEEN GREAT TO CONNECT WITH EACH OTHER
AND STAFF WHO DON'T NEED PERMISSION TO BUILD MUTUAL AID.
AND IT HAS THE INSULATING EFFECT, SO WE DON'T FEEL THAT WE
ARE STICKING OUR NECK OUT IF WE NEED TO ADVOCATE FOR
CHANGE.
IT GIVES US PERMISSION TO USE OUR VOICES AND IT ALSO HAS
BEEN GREAT TO BE ABLE TO PROVIDE RESOURCES TO OUR COLLEAGUES
TO SELF EDUCATE, AND WE CAN CURATE THE RESOURCES SO THAT WE
DON'T HAVE TO BE PUT ON THE SPOT TO DO THE EMOTIONAL LABOR
OF EXPLAINING OUR CULTURES AND OUR EXPERIENCES.
THAT'S BEEN GREAT.
IT IS DIFFICULT SOMETIMES TO PROVIDE A CONTEXT FOR PEOPLE
WHO DON'T THINK ABOUT INDIGENOUS PEOPLE MUCH, TO PROVIDE A
CONTEXT FOR THINKING ABOUT US AS PEOPLE THAT EXIST IN THE
PRESENT, AND NOT PEOPLE THAT ARE STUCK OR SET IN THE 17 OR
1800s.
IT'S ALSO A GREAT WIN FOR NATIVE YOUTH.
WE ARE PILING A NATIVE STORY HOUR DURING COVID, AND IT HAS
BEEN PROFOUNDLY MOVING TO SEE THE JOY AND PRIDE ON THE
FACES OF YOUNG CHILDREN DURING THESE PROGRAMS.
IT HAS REALLY BROUGHT HOME TO ME WHAT I ALREADY KNEW, BUT
DIDN'T EXPERIENCE MUCH IN MY OWN CHILDHOOD, WHICH IS THAT
THE REPRESENTATION MATTERS.
>> EKATRINA, THANK YOU FOR THAT.
I KNOW WE ARE RUNNING OUT OF TIME, AND I WANT TO SAY THAT I
AM SORRY THAT WE DID NOT GET TO THOSE QUESTIONS IN THE
CHAT.
I WANT TO BRING YOU TO OUR CONTACT INFORMATION, WHILE I TALK
ABOUT THE TAKE-AWAYS THAT WE HAVE OBTAINED FROM WORKING ON
THESE WORKBOOKS TOGETHER, I KNOW YOU WILL GET IN TOUCH WITH
US.
 ONE OF THE QUESTIONS WAS, WILL WE HAVE WORKBOOKS FOR
EVENTUALLY FIVE.
WE HAVE HAD ISSUES WITH WORKBOOK FOUR.
THIS IS ONE OF MY TAKEAWAYS.
YOU MAY BE SHARING THESE OUTSIDE OF YOUR ORGANIZATION.
SO WE ARE NOT SURE IF ALL OF THE INFORMATION IS COPYRIGHT
COMPLIANT, I AM WORKING ON THAT, AND IF YOU GET IN TOUCH
WITH ME I CAN SHARE THAT WHEN EVERYTHING IS ATTRIBUTED THE
WAY IT SHOULD BE.
I ALSO WANT TO MENTION THAT OUR IMPORTANT TAKEAWAYS ARE,
AGAIN, TO SET THE FOUNDATION FOR LEARNING AND MAKE SURE THAT
YOUR STAFF HAS THE INFORMATION THAT THEY NEED BEFORE WE
START WITH SELF-PACED LEARNING.
BE SURE TO PROPOSAL THE RESOURCES ONCE YOU GET THEM.
IT'S A LOT OF WORK IF PEOPLE DON'T KNOW ABOUT IT.
I THINK THAT THE MOST IMPORTANT THING REALLY IS TO REMEMBER
TO COLLABORATE, ENGAGING STAFF AND OUTSIDE STAKEHOLDERS, AS
WELL.
THE MORE PERSPECTIVES, THE BETTER.
RECOGNIZE THAT EMOTIONAL LABOR THAT EKATRINA IS INVOLVED IN
THE EQUITY WORK.
IT WILL TAKE SOME TIME, AND YOU SHOULD ASK, AS WELL, WHAT
CAN I LEARN ON MY OWN?
WHAT DO I NEED TO BE TOLD OR NEED HELP WITH?
STAFF ARE GOING TO NEED TIME TO PURSUE LEARNING, AND
DEVELOPING THE RESOURCES, REALLY DOES TAKE TIME.
THIS IS NOT A QUICK EFFORT.
AND FINALLY, I WOULD JUST SUGGEST YOU INCLUDE A MECHANISM
FOR FEEDBACK WHEN YOU PROVIDE TOOLS LIKE THIS.
WHAT WE LEARNED FROM STAFF WHO WORK THE WORKBOOKS HAS BEEN
INCREDIBLY VALUABLE.
WE RAN UP TO THE TOP OF THE VERY END.
JENNIFER, SHALL I HAND IT OVER TO YOU?
>> YEAH.
THAT IS FANTASTIC.
I JUST WANTED TO THANK BOTH OF YOU, AND YOUR TEAMS FOR ALL
THIS OUTSTANDING WORK.
I JUST WANT TO ADDRESS THE FOLKS THAT MENTIONED THAT THEY
ARE IN SMALLER ORGANIZATIONS, PERHAPS, JUST A DIRECTOR THAT
NEEDS TO LEAD THIS WORK.
I KNOW THAT YOU ALL MENTIONED THAT YOU ARE WORKING WITH
OTHERS, WITHIN THE COUNTY ORGANIZATION.
IF YOU HAVE OPTIONS FOR CONNECTING WITH FOLKS OUTSIDE THE
LIBRARY IN YOUR COMMUNITY, IT'S AN EXCELLENT WAY TO SHARE
SUPPORT WITH EACH OTHER AS YOU MOVE THROUGH THIS WORK OR
FIND SOME ALLIES IN OTHER ORGANIZATIONS WHO MAY BE ARE
LOOKING TO DO THIS WORK WITH THEIR TEAMS, AS WELL.
DON'T ASSUME YOU NEED TO DO IT ALL ON YOUR OWN SO I WANTED
TO MENTION THAT, THAT WE SEE YOU AND WE HEAR YOU AND WE KNOW
WHAT IT'S LIKE IN A SMALL AND RURAL COMMUNITY, OFTEN RURAL
COMMUNITY.
THERE WERE A FEW OTHER QUESTIONS.
WE WILL SEE, MAYBE I CAN CIRCLE BACK WITH AMY AND EKATRINA
IF THEY HAVE ANSWERS.
SOME OF THEM WERE BIG QUESTIONS.
I REALLY APPRECIATE THE INTERACTION IN THE CHAT.
I KNOW THAT THIS CAN BE A DIFFICULT TOPIC, AND I REALLY
APPRECIATE PEOPLE PUTTING THEMSELVES OUT THERE FOR THIS
CONVERSATION, AS WELL.
I WILL FOLLOW UP WITH EVERYONE WHO ATTENDED TODAY, ONCE THE
RECORDING IS POSTED TO LET YOU KNOW.
I WILL ALSO SEND YOU A CERTIFICATE FOR ATTENDING THE
SESSION.
YOU CAN SEND COLLEAGUES TO THE RECORDING AND LEARN TOGETHER
FURTHER THERE.
A REMINDER, THE WORKBOOKS, 1-3 ARE AVAILABLE ON THE EVENT
PAGE FOR YOU TO TAKE A LOOK AT AND INSPIRE YOUR OWN
SELF-PACED LEARNING OPTIONS FOR STAFF, AND WE WILL UPDATE
THE PAGE WITH ADDITIONAL LINKS TO THE WORKBOOKS THAT THEY
ARE STILL WORKING ON, SO KNOW THAT WILL COME LATER.
THANK YOU VERY MUCH, AGAIN, BOTH OF YOU.
I REALLY APPRECIATE THE HEART AND THE HEAD LEARNING AND THE
EMOTIONAL LEARNING THAT GOES INTO THIS, AND I KNOW THAT YOU
HAVE PUT A LOT OF ENERGY INTO BRINGING YOUR STORY TO OUR
WEBJUNCTION WEBINAR, SO THANK YOU VERY MUCH.
I AM GOING TO GO AHEAD AND STOP THE RECORDING.
EVERYONE, HAVE A GREAT REST OF YOUR WEEK AND DAY.
THANK