Shaping an Anti-Racist Institutional Identity

1. Shaping an Anti-Racist Institutional Identity Unity Church Unitarian 732 Holly Avenue St. Paul, Minnesota November 7, 2009

2.   Presenters Carol Bauer, Chair, Board of Trustees Pauline Eichten, founding member, Anti-Racism Leadership Team (ARLT), past board member Allen Giles, member, Anti-Racism Leadership Team (ARLT)

3. Presentation Topics An Introduction to Unity Church Unitarian Organizing For Change Organizing to Unwind Historical Patterns of Unjust Racial Relationships Q/A

4. What is Unitarian Universalism? A caring, open-minded religion that encourages you to seek your own spiritual path. Our faith draws on many religious sources, welcoming people with different beliefs. United by shared values, not by creed or dogma. Our congregations are places where people gather to nurture their spirits and put their faith into action by helping to make our communities�and the world�a better place.

5. Seven Principles of Unitarian Universalist Association (UUA) We affirm and promote: The inherent worth and dignity of every person Justice, equity and compassion in human relations Acceptance of one another and encouragement to spiritual growth in our congregations A free and responsible search for truth and meaning The right of conscience and the use of the democratic process within our congregations and in society at large The goal of world community with peace, liberty, and justice for all Respect for the interdependent web of all existence of which we are a part

6. About Unity Church Unitarian Liberal religious community Founded 1872 in St. Paul Current inner city location since 1905 900+ members Average age 53, average membership 13 years Predominantly Caucasian, middle class, college educated Long history of social outreach

7. History of UUACommitment to Anti-racism 1997: General Assembly Resolution urging congregations to develop an ongoing process for the comprehensive institutionalism of anti-racism 2000: General Assembly Resolution on economic justice, poverty and racism--reaffirming the need to understand racism and to work toward our transformation to an anti-racist, multicultural institution

8. Governance of Unity Church Unitarian Policy Governance Model (Carver) Allows a congregation to live fully and faithfully into its values and mission Board gathers information every five years from stakeholders to articulate values and mission Information crafted into �ends� statements that embody those values and answer: What difference are we here to make and for whom in the next five years? Work of the church aligns to achieve those ends

9. Unity Church UnitarianEnds Statement #1 WITHIN: The people of Unity Church Unitarian have a deeply meaningful, transforming religious experience which includes: A rich and diverse worship life that challenges nurtures and inspires Compassionate pastoral care in times of joy, sorrow and transition Spiritual and theological deepening Lifelong opportunities for growth, learning, engagement and racial healing

10. Unity Church UnitarianEnds Statement #2 AMONG: Unity Church Unitarian is a radically hospitable, spiritually vital and supportive community where: People of all ages feel welcome and connected across identities, including race, class, gender, sexual orientation, ability, politics and education Shared ministry is actively encouraged and the circles of power, opportunity and access are intentionally widened

11. Unity Church UnitarianEnds Statement #3 BEYOND: Unity Church Unitarian is a visible leader and partner, making a positive impact on our neighborhood and the world through A commitment to anti-racism and racial healing in covenant with people and communities of color Advocating in the public arena for liberal religious values in response to prejudice, injustice and oppression Proclaiming the transforming power of faith Working with congregations and institutions around shared values Acting and investing in environmentally responsible and sustainable ways

12. Policy GovernanceHow It Works Board holds vision and values of the stakeholders through ends statements Ministerial and operational leaders developing plans and budgets that support achievement of the ends Board monitors activity to ensure to ensure alignment with the ends Board works in partnership with Anti-Racism Leadership Team to solidify institutional commitment to becoming an anti-racist institution

13. The Importance of Leadership Becoming an antiracist institution requires shared commitment Stakeholders Board Staff (ministers and operations) Process owner is Anti-Racism Leadership Team Audits Educates Champions engagement Monitors progress

14. Organizing for Change

15. 1999-2000 Congregation in search for new ministers looking for wider engagement with social justice issues Called new co-ministers, Rob & Janne Eller-Isaacs Had a commitment to anti-racism Believed in empowering lay leaders

16. 2001-2002 Increased awareness of anti-racism efforts by the UUA Pilgrimage to Transylvanian partner church Why not neighbors across the street? Sunday service - Twin Cities the most segregated metro area in the U.S. Some members prompted to act

17. Looked at available resources UUA, Boston Crossroads, Chicago Minnesota Collaborative Anti-Racism Initiative (MCARI), Minneapolis All using similar approach; chose to work with local group, MCARI Recruited group of 8 to attend 1-day �Introduction to Dismantling Racism� workshop included a board member, long-time members, opinion-shapers

18. Organized follow-up meetings, invited others, including co-ministers Task force formed Created statement of need history of social outreach, but not an underlying institutional commitment to dismantle racism Anti-Racism framed as a spiritual issue We are all diminished by racism and the racial rules we've been socialized into. It is an issue for white people We need to live out the values and principles we espouse

19. Asked for commitment to dismantling racism in institution, within church community Presented to Board in August 2002; received approval to proceed Identified next steps: Recruit team to lead the initiative Develop a plan for team training Secure funding Grassroots effort Initiated and driven by members Supported by ministers

20. 2003 Anti-Racism Leadership Team commissioned in January Presented at a Sunday service Eleven members, seven white, four nonwhite Two members resign in first year, determine it�s not a good fit Developed guiding documents Team Covenant Vision and Mission statement

21. Team Covenant 1. The subject of racism is difficult and emotion-filled. We seek to create a safe and "liberated" space, where team members can be open, honest, and vulnerable without fear. 2. We will each make an effort to own our individual feelings, using "I" statements when expressing them. We will help each other to deal with conflict, continually working to build community. 3. Each of us has something to teach, each of us has something to learn. Everyone is somewhere on a path of learning about racism and working to dismantle it. Each person should be respected for his or her place and pace on this path. 4. We will work collectively to continue developing a shared analysis of racism and how it manifests itself within Unity and in the larger community. We will strive to be as knowledgeable as possible about the subject of racism.

22. 5. We will give full participation in meetings and make our best effort to complete tasks we have promised to do. 6. Although our team may have a number of designated leadership roles, we all share the leadership in meetings. We are each responsible for team process and for assuring that our own needs are respected in the process. 7. Because we all play a variety of roles in the church, we will be conscious of, and clear about, when we are speaking in our role of team member. When called upon to speak for the team, we will share what the team has decided, using materials the team has written. 8. Our focus will be on the collective activity and accomplishments of the team as it works to lead the church in becoming an actively anti-racist community. 9. This covenant will guide us as we engage with members of the larger community in the process of dismantling racism.

23. Team Vision Unity Church Unitarian is an anti-racist community that is actively engaged in dismantling racism both internally and in the wider community in a manner that is accountable to communities of color.

24. 2004-2005 First major piece of work, conduct an institutional audit research history of the church since its founding put it in the context of events in the nation, the region, at Unity Church, specifically as they affected communities of color Reviewed board minutes, sermons, other archival material Visited UUA archives, MN History Center, church archives. Conducted focus group sessions with long-time members

25. Completed audit May 2005 A key teaching tool Identified founders as primarily Old Stock Yankees from New England, who wanted a church for like-minded folks, a �family of families� Engaged in charitable activities, but did not want their ministers to be too outspoken or too activist Presented findings to congregation Offered several forums to share key findings, engage in discussion Published 53-page audit document, and posted to website

26. Presented audit to Board and Executive Team, Aug. 2005 Board passed resolution; not as strong as some team members wanted. �The Board of Trustees of Unity Church, recognizing that anti-racism is implicit in the current Ends Statements, directs the Executive Team to integrate an anti-racist perspective into its work and include those efforts in its regular reporting. Further, the Board believes that it is important to explicitly state Unity Church's commitment to being an anti-racist institution and will work toward that goal.� New Ends Statements adopted in 2008 Updated every 5 years, congregation-wide process

27. Meanwhile � Original team had 10 days of training over the first year with MCARI Starting in 2002, recruited key stakeholders and staff to attend the 1-day Intro workshop Until recently, these 1-day workshops were offered twice a year, free or at a low cost Over the years, more than 160 people have attended either 1-day or 2-1/2 day trainings To date, about 70 people have participated in the three 2-1/2 day training events sponsored by Unity.

28. 2004-ongoing Started practice of annual report to the Board and Executive Team initially team activities and plans came to include assessment of institutional progress on journey presented at annual congregational meeting, available on website �Infiltrated� the board Pauline joined board, served 2004-2007 Former team member serving term 2008-2011

29. Organized various educational events For example, three sessions around the PBS series, "Race, The Power of an Illusion" Ongoing use of newsletter and display board to educate and engage congregation Keep the work visible Relational organizing (2007) had one-to-one conversations with 30+ congregation members � build relationships, identify potential allies. Hosted dinner/guided conversation (2008) about 60 people participate, eager for real conversations about race.

30. 2008 Board initiates process to develop new Ends Statements. Team provides input to the Board�s planning group Also recruits allies to participate in the various workshops to make sure anti-racism comes up. New Ends Statements are adopted by congregation include explicit commitment to racial healing and racial justice. Team proposes being "chartered" by the Board.

31. Team Charter Advise the Board of Trustees in creating policies about institutional practices to further the church in living out its commitment to anti-racism and racial healing in covenant with people and communities of color. Work with the Executive Team to support the implementation of these practices and related programming. Promote/organize opportunities for congregants to understand the systemic nature of racism and to engage in transformational racial healing. Shape and maintain shared responsibility for creating an institutional environment that supports anti-racist accountability. Assess and report annually to the Board of Trustees, the Executive Team, and the congregation on the progress being made in the journey toward becoming an actively anti-racist institution in covenant with communities of color. Regularly scan for best practices with regard to transforming our institution to one that is actively anti-racist.

32. Challenges 2006, AR Team/Board joint session to discuss how we can work together It does not go well; misunderstanding about the role of the Board Team and Board create a liaison group, meeting quarterly, to build greater understanding of each group's work and stronger relationships. Re-evaluating how to manage this, now that the team is chartered. However, commitment to AR now an expectation of new Board members

33. Team challenges Team has struggled with team turnover original model proposed 9 team members serving 3-year terms. Every year, 3 members rotate off, 3 new members join Takes time to understand role, requires significant commitment, willingness to raise hard questions Can lose stability, focus on purpose However, have had a couple of long-term members Members take the work seriously Allen was part of original team, back for a second term

34. Important to tend to health of team, members Team covenant Readings and rituals to remind us a spiritual issue Have fun sometimes Need to keep a clear focus on the purpose of the team organize internal institutional change institutionalize anti-racism

35. UnwindingHistorical Patterns of Unjust Racial Relationships

36. The Antiracism Leadership Team presented the Institutional Audit of Unity Church-Unitarian to the Board in August 2005. The Audit revealed that the church mirrored the times, mirrored the patterns of racial relations that were occurring on a national, regional and local level. After the legal mandates for segregation ended, Unity Church like other �white� churches continued the historical pattern of racial relationships.

37. The Audit identified why we needed to change, why we needed to combat racism. The Audit presented a challenge: Unity Church had to figure out a way to �unwind� the historical pattern of racial relationships and self-perpetuating institutional racism. The Antiracism Leadership Team used the Audit document to aid in increasing awareness and organizing change.

38. A legacy of the 70s was that the word "racism" was very loaded. People became defensive, wanted to debate its existence, or hostile. Unity Church has about 900+ members. The prospect of organizing around antiracism when the use of the word itself introduced hostile debate seemed daunting.

39. Antiracism is not negative but is about positive identity and positive action to root out racism. Racism or antiracism no longer an invitation to hostile debate; instead usually a question is prompted: What are we doing??

40. Organizing tools: Audit document, MCARI, Education Activities; One-on-one interviews Frequent references to antiracism from pulpit, intentional effort to reference people of color as Spiritual leaders and Sources of wisdom

41. The Antiracism Leadership Team is charged with the responsibility of producing Annual Reports about progress on the road to becoming an intentionally antiracist institution. Recognizing that a roadway to an antiracist institution is one that intentionally and affirmatively sees racial and cultural differences as assets, we evaluate activities and programs that occurred during the Church Year using themes as seen through our evolving antiracism lens.

42. The five themes in our evolving antiracism lens: Acknowledgement of white privilege as a reality in our world. Support for the �whole self� at Unity Church. The term �whole self� refers to the idea that we are all wounded or imperfect. People of color recognized as spiritual leaders and sources of wisdom. Direct references to anti-racism work, and anti-racist action. Unity�s involvement in the community outside of its walls.

43. The 2008-2009 church year is the first year that Unity Church has had an opportunity to �Live-in� or �Live-up� to the antiracism identity that we would like to claim.

44. Some of the highlights of the Team�s just completed the 2008-2009 Annual Report are: Many activities listed in the church newsletter about racial justice programs and programming at Unity Church; Examples of members involved in racial justice activities beyond the walls of Unity Church, and often engaged in activities with African-American churches; Literature written by persons of color frequently cited in programs and activities: Many examples of Persons of Color recognized as spiritual leaders and sources of wisdom;

45. Annual report highlights continued: In October 2008 Unity had sermons given by ministers of color in successive weeks. Unity Church recruited and offered a ministerial internship to an African American seminary student in two successive years. Unity Church hired one of the interns to a leadership role upon his graduation from seminary.

46. While we do not know what an antiracist church institution looks like, and We recognize that unwinding racism will take several decades, Yet we are encouraged that Unity Church has committed itself to unwinding the historical patterns of unjust racial relationships.

48. Resources Minnesota Collaborative Anti-Racism Initiative (MCARI), anti-racism organizing and training Carmen Valenzuela, Carmen@mcari.org James Addington, 651-334-7794, James@mcari.org Unity Church-Unitarian, 732 Holly Avenue, St. Paul www.unityunitarian.org Unitarian Universalist Association http://www.uua.org/leaders/leaderslibrary/araomc/index.shtml Crossroads, anti-racism organizing and training http://crossroadsantiracism.org/