The FSNE Challenge is an enhanced and more sector-specific form of an exercise created by Dr. Eddie Moore (founder of the Privilege Institute), Debbie Irving (author of Waking Up White), and Dr. Marguerite W. Penick-Parks (Chair of Educational Leadership and Policy at the University of Wisconsin Oshkosh). After FSNE formalized its commitment to racial equity in its sustainable food system work about 8 years ago (more on our journey in this article), a small design team saw the potential of using the Challenge to invite more widespread (networked!) conversation about the connection between race, racism and food systems and ultimately greater action for racial and food justice.
“America is an old house. We can never declare the work over. Wind, flood, drought, and human upheavals batter a structure that is already fighting whatever flaws were left unattended in the original foundation. When you live in an old house, you may not want to go into the basement after a storm to see what the rains have wrought. Choose not to look, however, at your own peril. The owner of an old house knows that whatever you are ignoring will never go away. Whatever is lurking will fester whether you choose to look or not. Ignorance is no protection from the consequences of inaction. Whatever you are wishing away will gnaw at you until you gather the courage to face what you would rather not see.”
– Isabel Wilkerson (from Caste)
We also saw the on-line version of the Challenge as a way of creating “network effects” around the justice work that many are already doing in our region and beyond through small world reach, rapid dissemination, adaptation, and creating new patterns of connection and flow. Participation in and the complexity of the Challenge continue to grow – in 2014 we had 200 participants, mainly from the six state region of “New England,” and last year we had some 8,000 people participate from all 50 states in the US, and some 20 different countries.
The point of the Racial Equity Challenge is not simply to spread but also deepen the commitment to racial equity and food justice. So we hope that participants return each year, and many do, and also continue the work in between. Because of this, we make sure that the Challenge continues to evolve in content and format, increasingly with a bias towards action. Four years ago, seeing how things were developing, we created the “ladder of engagement” below to think about how to continue to move people along a continuum from “not paying attention” to “actively organizing.”
How to find my soul a home
Where water is not thirsty
And bread loaf is not stone
I came up with one thing
And I don’t believe I’m wrong
Can make it out here alone.”
It has been inspiring to see many organizations and communities self-organize to take the Challenge in-house, convening colleagues, fellow congregants, neighbors, family members and classmates to reflect together on learning and making commitments to action. This has included groups such as Health Care Without Harm; the Wallace Center at Winrock International; Michigan State University’s Center for Regional Food Systems; Friedman School of Nutrition Science and Policy at Tufts University; Southside Community Land Trust (Providence, RI); Agricultural Sustainability Institute at University of California-Davis, Georgia Organics and many others who have convened around the Challenge.
Two years ago we responded to these organic efforts and some specific requests by creating a discussion guide for facilitators to design and steward conversations in their organizations/communities. In 2019, the Challenge also went deep in the home institution of Food Solutions New England, the University of New Hampshire (the Sustainability Institute serves as the network’s “backbone”). With the support of a Professorship that I shared with Karen Spiller (and which Karen continues to hold), we did considerable “in-reach” to staff, faculty and students, including a launch event and campus presentations, which resulted in more than 500 people participating in the Challenge from UNH. We also turned the Challenge into workshops that we offered at gatherings such as the White Privilege Conference. That work has continued to grow and flourish this year.
Over the last few years, we have heard how participation is moving people from learning to action:
to create a community racial equity summit
to bring racial equity centrally into organizational strategy
to shift values in an organization to put racial equity front and center
to shift one’s job so that they can focus more centrally on issues of racial disparities and injustice
to bolster people’s courage to have courageous conversations about race, racism and white supremacy
to shift hiring practices and leadership structures
to bring a racial equity focus to food policy work
We hope these ripples will continue to be amplified this year!
So what exactly is the Challenge?
It is a self-guided (individual and group) learning journey examining the history and impacts of racism, how it is connected to our food and related systems, examples of and tools for how to undo racism and build racial equity and food justice.
How does the Challenge work?
People sign up (YOU can register here) and then starting April 5th, they receive daily email prompts focused on a different theme along with links to related resources (readings, video, audio) that take about 10-15 minutes each day. In addition, there is a robust Resource List for people to look through and continue their learning. Those who register also have access to an online discussion forum for those who want to talk and think out loud about the daily prompts and other learning along the way.
“Historically, pandemics have forced humans to break with the past and imagine their world anew. This one is no different. It is a portal, a gateway between one world and the next. We can choose to walk through it, dragging the carcasses of our prejudice and hatred, our avarice, our data banks and dead ideas, our dead rivers and smoky skies behind us. Or we can walk through lightly, with little luggage, ready to imagine another world. And ready to fight for it.”
– Arundhati Roy
How is the Challenge evolving in 2021?
To meet the growing interest and demands of participants and the expressed desire for many to go deeper and further and to replicate and extend the Challenge in different ways, we have developed a variety of additional supports.
New this year we will host a facilitator debrief to hear and share about progress and challenges. This will happen on May 21, 2021 from 1:00 pm to 2:30 pm Eastern Time.
Another feature is a more robust Outreach Kit that has been pulled together by FSNE Communications Director, Lisa Fernandes. The Kit includes sample communications that can be used to recruit others to participate in the Challenge through email, social media (Twitter, Instagram and Facebook), as an outreach flyer.
This year like last, organizations (such as non-profits, agencies, schools, businesses and other groups) can register to be listed as “organizational participants”of the 21-Day Racial Equity Habit-Building Challenge. Each individual should still register with their own email address in order to receive the daily prompts during the Challenge, but organizations can now indicate to the world their support for the work of building equity and dismantling racism in our food system! Contact FSNE with any questions about this.
An addition this year is an optional #FSNEEquityChallengeregistration question about what indigenous traditional lands people reside upon (see below for a word cloud of answers as of a few days ago).
Also this year like last, we will host a Friday drop in discussion on Zoom for participants who would like to meet others, share what they are learning and doing and hear this from others.
A new addition this year is a crowd-sourced playlist of musical selections that move and motivate participants in their pursuit of justice and liberation. People are invited to email email@example.com with tunes to add to the list.
And as was the case for the past few years, we will have guest bloggersthroughout the Challenge, the numbers of which have steadily grown.
All of this is in line with how FSNE sees itself evolving as a network into its next decade, creating robust, accessible and supportive resources that might be shared and easily adapted through aligned, diverse and robust connections in the region and beyond.
Please join us, spread the word, the invitation, the conversation and the commitment to others. These are daunting times, that are laying bare the damaging and deadly patterns that have existed for some time. It is beyond time to lean in, get real, bond together, and weave the better world we know is possible!
“We are all tied to a lineage of love that has existed since time immemorial. Even if we haven’t had a direct experience of that love, we know that it exists and has made an indelible imprint on our souls. It’s remarkable to think that the entire span of human life exists within each one of us, going all the way back to the hands of the Creator. In our bodies we carry the blood of our ancestors and the seeds of the future generations. We are a living conduit to all life. When we contemplate the vastness of the interwoven network that we are tied to, our individual threads of life seem far less fragile. We are strengthened by who we come from and inspired by the those who will follow.”
Over the past several years we at IISC have had to opportunity to work with colleagues to go deep over a relatively short period of time (2-3 years) with a few organizations facilitating internal culture change for race equity and inclusion. The intensity of this work has offered up opportunity and a number of important lessons, perhaps first and foremost that it is critical to have in place an ecosystem of support and resources to do this work for everyone involved, facilitators included.
IISC President Kelly Bates wrote wisely in a blog post that the work for racial equity is about undoing as much as it is about doing. We do not simply build new culture or behavior on top of old, especially in situations that are characterized by oppression. Some things must be released, and this letting go does not come easy.
There is power and identity and comfort and resources of various kinds invested in the status quo, including in chronic busyness that does not make space for the work or for much of substance to happen. In some cases, there is a preference for existing discomfort that is familiar and that for some is better than uncertainty and instability (the devil you know). But this is exactly what this work calls for – stepping boldly, and together, into the unknown and unknowing and being open to changing who we think we are, how we relate to ourselves and one another.
This can get quite fraught, opening up hard feelings, mistrust, suspicion and trauma. The diagram above from DismantlingRacism.org highlights the “liminal” space in racial equity processes that groups enter when they move beyond the familiar, including “familiar dysfunction,” to unfamiliar dysfunction. This phase is described in the following way:
The stage of “not knowing,” [is] a place where many experience frustration and/or fear. Many if not most people want the process to offer clarity and quick fixes; when the process does not, both POC and white people give into the tendency to identify people and actions as “right” or “wrong.” Some people in the organization move into positions of high righteousness, believing that race equity is based in “one right way” of doing things; energy goes into identifying who or what is “right” and who or what is “wrong.” People can feel very unsettled because this righteous judgment can either lead to significant self-doubt and/or a desire for the organization to address personal ego needs. At the same time, in the middle of this “not knowing,” relationships may begin to subtly shift as some individuals within the organization work to negotiate conflict with heightened personal awareness and increased accountability to the mission. In addition, the organization as a whole begins to recognize ways in which racism is tending to reproduce itself and attempts are being made to address those.
SOURCE: “Racial Equity Stages” from DismantlingRacism.org
Here, while ideally we would hope to be able to lean on one another, it is the reality that other supports are going to be necessary, and beyond what external change facilitators and coaches are able to provide. On the way to achieving more relational trust with and commitment to one another, there are a variety of handrails that can be helpful.
For one of our engagements, my colleague Jen Willsea put together the diagram below to sketch out some of the systemic supports that can be useful for organizations going through race equity change work.
A few notes about what appears in the diagram:
Contemplative and embodiment practices can be done alone or in groups and include things like meditation, prayer, general somatics, and focusing. This Self-Care Wheel, which I learned about from my colleague and IISC Racial Equity and Training Practice Lead, Aba Taylor, has many great suggestions of practices that can contribute to well-being. Another good resource is the Tree of Contemplative Practices from the Center for Contemplative Mind in Society.
There are many rich places to find resources for learning. Consider Racial Equity Tools as a place to start. Also consider the Healing Justice podcast and community. The Perception Institute offers cutting edge research on the science of implicit bias, racial anxiety and stereotype and identity threat. In addition, the Food Solutions New England 21 Day Racial Equity Habit Building Challenge website has a lengthy resource list.
Mental health professionals may or may not have experience around race-based trauma, racial identify formation, internalized superiority and inferiority, etc. It is good to do your homework around this.
Human resource professionals can be key to providing support especially when they are trained in dealing with racism and white supremacy. A helpful resource on this front is this guide from RoadMap.
The board of directors of an organization is an important lever for change and support, provided it has an unwavering commitment to racial equity, ideally is collectively trained in the history/shared language/key concepts around race and racism, and has people who bring some relevant lived experience and expertise around healing, organizational change and political action.
There are more and more resources that address the reality of trauma and intergenerational transmission of suffering that results from racism and white supremacy. Consider books such as Trauma Stewardshipand My Grandmother’s Hands.
For more political and historical education, consider books such as Stamped from the Beginning, White Rage, Under the Affluence, An Indigenous People’s History of the United States, Waking Up White, The New Jim Crow, The Fire Next Time, White Fragility, Who We Be; and videos such as Race: The Power of Illusion, Cracking the Codes: The System of Racial Inequity.
For more on the what, why and how of racial affinity groupsand caucuses, check out the resources on this page.
Thanks to the guidance of Melinda Weekes-Laidlow and inspiration of Christine Ortiz, prototype teams are increasingly a feature of our work with organizations doing race equity and inclusion culture change work. What this looks like is that departmental and other cross-functional teams each create a small testable and scalable experiment at strategic “choice points” to address internalized and institutional racism and white supremacy. When well-facilitated and guided, these are powerful engines of learning and relational trust-building. We are are happy to share more about our experience with these teams, how they operate and what they produce.
Race equity design, planning and implementation teams are a feature of the work we do around culture change in organizations and networks. These teams are ideally diverse (with respect to race, ethnicity, gender, seniority/tenure, age, function … ), process-savvy and invested in the long-term success of this work. Again, we are happy to share more about these vital teams.
And we certainly welcome additions! What have you found to be helpful, if not crucial, to the work of race equity culture change?
Image by Clearly Ambiguous, “Solar System,” shared under provision of Creative Commons Attribution License 2.0.
Last week, I was invited to a convening held by the Social Impact Exchange to do some work with funders who are considering and/or investing in systems change (as opposed to say programmatic) strategies. The invitation was to kick the convening off by helping to “open minds and hearts to new ways of thinking and doing.”
At IISC, we have been playing with what it means to “think,” given what can tend to predominate in many maintstream settings is highly analytical, disembodied and heart-dismissing approaches. Our belief is that we need to (re)claim the fullness of our intelligence in order to create the more beautiful world we know is possible. As our friends at Management Assistance Group have written:
“Too often, we stay in generalized and practical knowing, rarely dipping into foundational knowing or artistic knowing in meaningful ways. By not intentionally drawing on these, our theories and action plans are often disconnected from our values and beliefs, and the bedrock experiences of our lives.
Moreover, privileging one way of knowing over others marginalizes and ignores other truths that people bring from other ways of knowing. This marginalization often lies at the core of conflicts, systemic barriers to change, and inequity.”
To support people in this direction of more holistic knowing, we are creating more space to explore our individual and collective interiors, sit in and with spaciousness and silence, explore reality and possibility in more embodied ways (movement!) as well as engage in deeply relational interactions that can be heart and soul expanding.
At one point during our opening, I offered a collection of systems-oriented quotes and sayings and invited people to do a self-organized group read of them (whoever felt so moved to speak, though only one quote to a person). People were asked to pay attention to what moved inside of them as they read and heard these quotes. This was done, in part, to help dislodge people from unexamined thought patters. I was explicit about this and introduced the exercise with these words from quantum physicist David Bohm:
“A great many people think they are thinking when they are merely rearranging their prejudices.”
When the group was over, and after a moment of silence, people were invited to share with a partner what they were most struck by and why. You are invited to do the same with the words below, to read in silence or aloud, to share any reactions and resonance and also to offer other systems-focused quotes/sayings that you have found to help open and expand some aspect of your thinking.
Image by Matthias Ripp, “Planetary System,” shared under provision of Creative Commons Attribution License 2.0.
“A system cannot fail those it was never intended to protect.”
– W.E.B. DuBois
“The problem with problem-solving is the idea that a solution is an endpoint.”
“We act as if simple cause and effect is at work. We push to find the one simple reason things have gone wrong. We look for the one action, or the one person, that created this mess. As soon as we find someone to blame, we act as if we’ve solved the problem.”
– Margaret J. Wheatley
“For every complex problem there is an answer that is clear, simple, and wrong.”
From the start, we and our partners at FSNE (including the backbone team at the University of New Hampshire Sustainability Institute, the FSNE Ambassadors, and members of the FSNE Process Team) knew that the main value of any kind of leadership development program would be in the people that came together and the relationships they built with one another. From there, we were interested in creating opportunities for those involved in the program to cultivate connections with other values-aligned change agents in the region. In addition, we looked at giving people an experience of different and diverse places in our region (rural, urban, coastal) and to see their work in a regional context. Lastly, we wanted to offer an opportunity for participants to hone their skills as collaborative/network leaders and equity champions.
Here is our working and ever-evolving definition of network leadership:
Network leadership operates from the understanding that connection and flow is fundamental to life and liveliness and that the nature and pattern of connection in a system underlie its state of health (including justice, shared prosperity and resilience). Network leadership strives to understand, shift and strengthen connectivity; facilitate alignment and resource flows; and create conditions for coordinated and emergent action in the direction of greater health and belonging at different systemic levels.