WEBVTT 00:04:09.000 --> 00:04:16.000 Talk 2. .......... 00:04:16.000 --> 00:04:46.000 . Test test test test test 00:13:27.000 --> 00:13:41.000 mil tear. 00:13:41.000 --> 00:14:11.000 Military. 00:15:34.000 --> 00:15:37.000 Good afternoon, folks, it is right at the 2: 00:15:37.000 --> 00:15:40.000 30 mark. What I wanted to do really quickly is go over 00:15:40.000 --> 00:15:43.000 what is being displayed on your screen 00:15:43.000 --> 00:15:46.000 right at the moment. Just more cues for us. There's 00:15:46.000 --> 00:15:49.000 the logo of the APRIL 2020 00:15:49.000 --> 00:15:54.000 conference Virtual Conference. 00:15:54.000 --> 00:15:57.000 It has a computer screen with a keyboard 00:15:57.000 --> 00:16:00.000 with APRIL 2020 on it. The written portion is a menu 00:16:00.000 --> 00:16:05.000 bar, where you're going to find if you move your mouse anywhere within 00:16:05.000 --> 00:16:08.000 the program, it's going to pop up a menu bar, I believe it 00:16:08.000 --> 00:16:11.000 to be at the bottom of the screen 00:16:11.000 --> 00:16:14.000 or the side generally, 00:16:14.000 --> 00:16:17.000 but use the chat feature to speak with other participants and not to 00:16:17.000 --> 00:16:21.000 ask questions, use the Q&A for that. So we can 00:16:21.000 --> 00:16:26.000 make sure the important questions don't get missed. 00:16:26.000 --> 00:16:30.000 Also, there's closed captioning and CART. Captions available 00:16:30.000 --> 00:16:33.000 in all sessions on the menu bar. There's 00:16:33.000 --> 00:16:36.000 a closed caption tab at the far right. Click on that if 00:16:36.000 --> 00:16:39.000 you need the closed captioning. For AS 00:16:39.000 --> 00:16:42.000 L sign language, you just lost my whole sign 00:16:42.000 --> 00:16:46.000 . Anyway, there was more stuff, but I don't see it now. That's not important 00:16:46.000 --> 00:16:50.000 . What we will do is get started with the 00:16:50.000 --> 00:16:53.000 Disability Racism and 00:16:53.000 --> 00:16:56.000 Respectability workshop. I'm thrilled to have that up there. 00:16:56.000 --> 00:16:59.000 Oh, back to my Q&A really quick. If you have a 00:16:59.000 --> 00:17:04.000 question, we're going to 00:17:04.000 --> 00:17:08.000 have a Q&A box you can put those questions in. I know that the participants are 00:17:08.000 --> 00:17:11.000 looking forward to hearing your questions and comments. 00:17:11.000 --> 00:17:13.000 The way to unmuting yourself, if you want to 00:17:13.000 --> 00:17:13.000 participants are looking forward to hearing your questions and comments. The way to unmuting yourself, if you 00:17:13.000 --> 00:17:16.000 If you have a question, we're going to have a Q&A box you can put those questions in. I know that the and Respectability workshop. I'm thrilled to have that up there. Oh, back to my Q&A really quick. 00:17:16.000 --> 00:17:19.000 want to add to the conversation by phone or microphone, you can raise your hand or press 00:17:19.000 --> 00:17:23.000 the star 9 on your phone. So having said all of that, 00:17:23.000 --> 00:17:26.000 let's get started and I will 00:17:26.000 --> 00:17:29.000 remind all of our participants if at all possible, 00:17:29.000 --> 00:17:33.000 if you could turn your cameras off when you're not speak 00:17:33.000 --> 00:17:36.000 ing so the emphasis will be on our ASL 00:17:36.000 --> 00:17:39.000 interpreters so folks will be drawn to them. 00:17:39.000 --> 00:17:42.000 I'm thrilled, I've been looking forward 00:17:42.000 --> 00:17:45.000 to this presentation since I saw it put in. 00:17:45.000 --> 00:17:49.000 This is a Disability, 00:17:49.000 --> 00:17:52.000 Racism and Respectability. A time 00:17:52.000 --> 00:17:55.000 less subject for us. Our presenters are going to be 00:17:55.000 --> 00:17:58.000 Ken Mitchell, Linda Pogue, Dustin 00:17:58.000 --> 00:18:02.000 Gibson. I've known all of them 00:18:02.000 --> 00:18:05.000 for a while, probably longer than any of wants to admit 00:18:05.000 --> 00:18:08.000 they have known me. 00:18:08.000 --> 00:18:11.000 I will allow them to each take a moment 00:18:11.000 --> 00:18:14.000 to introduce themselves as they speak. So having said all 00:18:14.000 --> 00:18:18.000 of that, I would like to turn the floor over 00:18:18.000 --> 00:18:21.000 to Ken Mitchell. Ken, please take it away. 00:18:21.000 --> 00:18:24.000 >> Good afternoon, everybody. It's always great to have 00:18:24.000 --> 00:18:27.000 the webinar right after lunch because I know everybody 00:18:27.000 --> 00:18:30.000 's wide awake. Anyway, my name is Ken Mitchell, 00:18:30.000 --> 00:18:35.000 I'm from Atlanta, Georgia, I work at Disability 00:18:35.000 --> 00:18:38.000 Link Center for Independent Living here. And one of the 00:18:38.000 --> 00:18:41.000 things we 00:18:41.000 --> 00:18:44.000 , ourselves, have a conversation based on some of the 00:18:44.000 --> 00:18:48.000 things that have been happening today, disability, 00:18:48.000 --> 00:18:51.000 racism and have respectability 00:18:51.000 --> 00:18:56.000 with that. So one of the things we're going to try to do today is 00:18:56.000 --> 00:18:59.000 support the different people on how they 00:18:59.000 --> 00:19:04.000 can start that conversation. And some of 00:19:04.000 --> 00:19:08.000 the guidelines, perhaps, you might want to use. A little history 00:19:08.000 --> 00:19:11.000 of myself, I was born the same year 00:19:11.000 --> 00:19:14.000 as 00:19:14.000 --> 00:19:17.000 the decision of the Board of 00:19:17.000 --> 00:19:21.000 Education Brown versus Board of Education. 00:19:21.000 --> 00:19:24.000 That makes me holder than maybe most of 00:19:24.000 --> 00:19:28.000 you guys. Grew up in central Georgia in the early '60s 00:19:28.000 --> 00:19:31.000 with a segregated school in Georgia. 00:19:31.000 --> 00:19:35.000 Mostly made up of, well, all made 00:19:35.000 --> 00:19:38.000 up of Blacks, not mostly. And then, transferred to 00:19:38.000 --> 00:19:43.000 the northeast where I lived in the city which was segregate 00:19:43.000 --> 00:19:46.000 d mostly with Black students and maybe a few white. And 00:19:46.000 --> 00:19:49.000 then, my high school years was, again, 00:19:49.000 --> 00:19:54.000 at a segregated school in the far northeast, which was 00:19:54.000 --> 00:19:57.000 reversed and out of a graduating class of 3 00:19:57.000 --> 00:20:00.000 31, there was myself and another student 00:20:00.000 --> 00:20:05.000 . So that particular point 00:20:05.000 --> 00:20:08.000 of separatism has been 00:20:08.000 --> 00:20:11.000 throughout my life in different forms. Today, we're going 00:20:11.000 --> 00:20:14.000 to have a conversation or how to work through a conversation. We're going 00:20:14.000 --> 00:20:18.000 to talk a little bit about some of the pitfalls, maybe 00:20:18.000 --> 00:20:21.000 some of the things that might happen. 00:20:21.000 --> 00:20:24.000 We're going to try to go 00:20:24.000 --> 00:20:28.000 through a few rules that we would like to discuss with you guys before we 00:20:28.000 --> 00:20:31.000 start. I want 00:20:31.000 --> 00:20:34.000 to understand that we first must understand that there may be some, 00:20:34.000 --> 00:20:37.000 the best way I can say it, hurt feelings, 00:20:37.000 --> 00:20:40.000 some irritation because we 00:20:40.000 --> 00:20:46.000 know without a little bit of irritation, there can't be any change. 00:20:46.000 --> 00:20:49.000 So first of all, we're going to start off with definitions of 00:20:49.000 --> 00:20:52.000 terms we like to use. I'm going to start off with 00:20:52.000 --> 00:20:57.000 introducing 00:20:57.000 --> 00:21:00.000 Jamelle Shepard. >> 00:21:00.000 --> 00:21:03.000 To get that correct, my name is Jam 00:21:03.000 --> 00:21:06.000 ila Shepard and 00:21:06.000 --> 00:21:10.000 . And like Ken said, 00:21:10.000 --> 00:21:13.000 having just some terms 00:21:13.000 --> 00:21:16.000 defined preconversation, 00:21:16.000 --> 00:21:20.000 especially given this is a difficult conversation. It is, I believe, 00:21:20.000 --> 00:21:23.000 best practice. So some definitions of 00:21:23.000 --> 00:21:26.000 some words that we might use today would be 00:21:26.000 --> 00:21:30.000 first word being intersectionality. That would be 00:21:30.000 --> 00:21:33.000 the complex cumulative way in which the effects 00:21:33.000 --> 00:21:36.000 of multiple forms of discrimination combine 00:21:36.000 --> 00:21:39.000 or overlap. We might 00:21:39.000 --> 00:21:42.000 use racism. And when we say racism in this 00:21:42.000 --> 00:21:45.000 conversation, we are talking about the systemic oppression of a racial 00:21:45.000 --> 00:21:49.000 group to the social, economic and political 00:21:49.000 --> 00:21:52.000 advantage of another. We might 00:21:52.000 --> 00:21:55.000 say privilege, which would be a special rights or 00:21:55.000 --> 00:21:58.000 advantage granted only to a particular group. 00:21:58.000 --> 00:22:02.000 We might use the word derail, which would be 00:22:02.000 --> 00:22:06.000 to obstruct the progress 00:22:06.000 --> 00:22:09.000 of -- or upset the stability of. And of course, we might use 00:22:09.000 --> 00:22:12.000 the word ablism, which we use to 00:22:12.000 --> 00:22:16.000 describe the prejudice or discrimination 00:22:16.000 --> 00:22:19.000 against people with disabilities. We 00:22:19.000 --> 00:22:23.000 may also use compliance 00:22:23.000 --> 00:22:27.000 culture. If we do get into a bit of a conversation about 00:22:27.000 --> 00:22:30.000 the fact that ability anywhere from 30 to 50 00:22:30.000 --> 00:22:33.000 % of instances of use of 00:22:33.000 --> 00:22:36.000 force instances that involve the police and 00:22:36.000 --> 00:22:41.000 the disability community do 00:22:41.000 --> 00:22:44.000 involve people with disabilities. That's some of the words you might h 00:22:44.000 --> 00:22:48.000 hear us use during this portion of our conversation. 00:22:48.000 --> 00:22:51.000 >> Pith falls. 00:22:51.000 --> 00:22:55.000 Pitfalls. >> And some 00:22:55.000 --> 00:22:58.000 deterrents 00:22:58.000 --> 00:23:01.000 . Things like blame shifting, so if the group of people that is discuss 00:23:01.000 --> 00:23:05.000 ing their issues, someone might become offended and 00:23:05.000 --> 00:23:08.000 decide to shift blame. So in an example of blame shift 00:23:08.000 --> 00:23:11.000 ing could be well, what about Black on 00:23:11.000 --> 00:23:14.000 Black crime? That's one we've been coming across. Derailing, again 00:23:14.000 --> 00:23:17.000 , we've used that word. We know 00:23:17.000 --> 00:23:20.000 what that means. So literally, someone throw 00:23:20.000 --> 00:23:23.000 ing something into the conversation with the purpose of throw 00:23:23.000 --> 00:23:26.000 ing the conversation off track. 00:23:26.000 --> 00:23:31.000 Overreacting, could be one that's another 00:23:31.000 --> 00:23:36.000 way of derailing a conversation. 00:23:36.000 --> 00:23:39.000 Things such as guilt tripping, am I supposed to 00:23:39.000 --> 00:23:42.000 feel guilty about this because I'm able-bodied 00:23:42.000 --> 00:23:45.000 ? That would be an example of guilt tripping and those are 00:23:45.000 --> 00:23:49.000 all pitfalls we might want to avoid in order to 00:23:49.000 --> 00:23:52.000 facilitate a fruitful 00:23:52.000 --> 00:23:55.000 conversation in which we come to a 00:23:55.000 --> 00:23:59.000 reasonable conclusion in this particular case. >> Thank you. 00:23:59.000 --> 00:24:02.000 >> This is Ken, again. So one of 00:24:02.000 --> 00:24:05.000 the things that I had noticed when I was 00:24:05.000 --> 00:24:14.000 bringing up this particular conversation was going from 00:24:14.000 --> 00:24:17.000 my lived experiences was when I was a kid in 1960, 00:24:17.000 --> 00:24:20.000 I saw my aunt coming through a door at the 00:24:20.000 --> 00:24:24.000 courthouse in 00:24:24.000 --> 00:24:27.000 Georgia and back then, you could leave little kids in the 00:24:27.000 --> 00:24:30.000 car and it would be OK, I guess. But anyway, I had to be about 00:24:30.000 --> 00:24:36.000 5. And 00:24:36.000 --> 00:24:39.000 there was a sign on the door that said colored 00:24:39.000 --> 00:24:42.000 entrance and pointed off to the right. And 00:24:42.000 --> 00:24:45.000 that stuck in my mind because as I went to 00:24:45.000 --> 00:24:49.000 vote, early vote this year, I saw a sign that 00:24:49.000 --> 00:24:52.000 said handicap entrance and pointed to the right 00:24:52.000 --> 00:24:55.000 . So it had some correlation between disabilities 00:24:55.000 --> 00:25:04.000 and maybe some prejudices 00:25:04.000 --> 00:25:08.000 or bigotry in the past or racism in the 00:25:08.000 --> 00:25:11.000 past. I thought of someone we could 00:25:11.000 --> 00:25:14.000 correlate maybe the principles of independent living with some of the 00:25:14.000 --> 00:25:17.000 conversations you might be having at your 00:25:17.000 --> 00:25:20.000 Centers for Independent Living 00:25:20.000 --> 00:25:23.000 or SILs you might be able to use in your 00:25:23.000 --> 00:25:27.000 conversation. And that I went to one of 00:25:27.000 --> 00:25:30.000 my trusted peer coordinators, Linda Pogue. And 00:25:30.000 --> 00:25:33.000 so, let me introduce Linda Pogue with some discussion 00:25:33.000 --> 00:25:36.000 s that she might use. 00:25:36.000 --> 00:25:39.000 Linda? >> Good afternoon, everybody. My name is 00:25:39.000 --> 00:25:44.000 Linda Pogue. And I am the disability 00:25:44.000 --> 00:25:47.000 rights and peer supports training advocate 00:25:47.000 --> 00:25:51.000 at Disability Link, the Center 00:25:51.000 --> 00:25:54.000 for Independent Living that serves Metro 00:25:54.000 --> 00:25:58.000 Atlanta. That's half the population in Georgia, in fact. 00:25:58.000 --> 00:26:01.000 Ken asked me to add some emphasis on things he's been 00:26:01.000 --> 00:26:04.000 thinking about. And I appreciate being 00:26:04.000 --> 00:26:07.000 included in this conversation. 00:26:07.000 --> 00:26:14.000 So the correlation that I see is 00:26:14.000 --> 00:26:17.000 that one of the ways of having a good conversation is to be a good listener 00:26:17.000 --> 00:26:21.000 . And when we talk about peer support, 00:26:21.000 --> 00:26:24.000 which actually I do quite a bit of my day. But we 00:26:24.000 --> 00:26:27.000 all of us think about it when we're in the independent 00:26:27.000 --> 00:26:34.000 living movement. When we think about peer support, I'm thinking 00:26:34.000 --> 00:26:37.000 that what are the best things we need to remember? There's a couple 00:26:37.000 --> 00:26:40.000 of things that I always emphasize in 00:26:40.000 --> 00:26:43.000 the trainings that I facilitate and other people have helped me 00:26:43.000 --> 00:26:48.000 understand why these are important. 00:26:48.000 --> 00:26:52.000 One is, we don't ever tell peers what to do, that's 00:26:52.000 --> 00:26:55.000 not peer support. That's a peer telling what to do 00:26:55.000 --> 00:26:59.000 . We don't tell our peers what to do. And 00:26:59.000 --> 00:27:03.000 two, we listen, we really, really listen. NFLT, 00:27:03.000 --> 00:27:06.000 In fact, it's emphasized in the training that listening is the most important 00:27:06.000 --> 00:27:09.000 thing that we can do as peer supporters. 00:27:09.000 --> 00:27:12.000 How else are we going to be able to learn or understand 00:27:12.000 --> 00:27:20.000 ? 00:27:20.000 --> 00:27:23.000 The other thing I wanted to say, include 00:27:23.000 --> 00:27:26.000 part of our definition of in 00:27:26.000 --> 00:27:29.000 dependent living. This definition, Ken Mitchell is particular 00:27:29.000 --> 00:27:33.000 ly fond of this. But this aspect of the definition says. 00:27:33.000 --> 00:27:36.000 Since we are the best experts on our needs 00:27:36.000 --> 00:27:39.000 , we need to show the solutions we want need to be 00:27:39.000 --> 00:27:42.000 in charge of our lives and think and speak for ourselves just like everybody 00:27:42.000 --> 00:27:45.000 else. 00:27:45.000 --> 00:27:48.000 So those aspects of 00:27:48.000 --> 00:27:52.000 independent living and peer support being about listening, I think, can 00:27:52.000 --> 00:27:57.000 be helpful in this conversation. 00:27:57.000 --> 00:28:03.000 Thank you, Ken. >> Again, 00:28:03.000 --> 00:28:06.000 in having a conversation for, 00:28:06.000 --> 00:28:09.000 if your centers for independent living are going to have 00:28:09.000 --> 00:28:13.000 a conversation. Another thing I felt was important was 00:28:13.000 --> 00:28:16.000 how this based on some kind of history, some kind 00:28:16.000 --> 00:28:19.000 of reference point for that. And when I first came up with 00:28:19.000 --> 00:28:23.000 this discussion, 00:28:23.000 --> 00:28:26.000 I listened to a gentleman, a little 00:28:26.000 --> 00:28:29.000 bit younger than myself who was 00:28:29.000 --> 00:28:32.000 had a good perspective of a conversation 00:28:32.000 --> 00:28:35.000 . And so, I asked him, also, if he would be part 00:28:35.000 --> 00:28:38.000 of this particular panel. And his name 00:28:38.000 --> 00:28:42.000 is Dustin Gibson. So Dustin 00:28:42.000 --> 00:28:46.000 ? 00:28:46.000 --> 00:28:49.000 >> Cool. Thank you. This is Dustin. And I feel like I 00:28:49.000 --> 00:28:53.000 might be more than a little bit younger, Ken. 00:28:53.000 --> 00:28:58.000 But my name is Dustin. I have a 00:28:58.000 --> 00:29:01.000 black sweater on, a red St. Louis cap. 00:29:01.000 --> 00:29:04.000 I'm a light skinned Black person with a beard. Therest 00:29:04.000 --> 00:29:07.000 's a brick wall behind 00:29:07.000 --> 00:29:10.000 me. And I wanted to give a little bit of background as to why this conversation 00:29:10.000 --> 00:29:13.000 might be important. I know as of recent with the 00:29:13.000 --> 00:29:18.000 uprisings this past summer and police killings 00:29:18.000 --> 00:29:21.000 of Black people, namely the ones that have been 00:29:21.000 --> 00:29:25.000 publicized and recorded on video is 00:29:25.000 --> 00:29:28.000 racism, again, is a part of our public discourse. 00:29:28.000 --> 00:29:31.000 It always has been. But what is often left out of 00:29:31.000 --> 00:29:38.000 that is how disability and race have been 00:29:38.000 --> 00:29:41.000 pa 00:29:41.000 --> 00:29:44.000 tholgized together. And I could 00:29:44.000 --> 00:29:48.000 I guess I should define people of color 00:29:48.000 --> 00:29:51.000 . I'm thinking about origins. From 00:29:51.000 --> 00:29:54.000 Black women going to convening with an 00:29:54.000 --> 00:29:57.000 agenda for Black women and women of color wanting to be a part 00:29:57.000 --> 00:30:01.000 of that and using that term as political designation 00:30:01.000 --> 00:30:04.000 rather than a biological one. So 00:30:04.000 --> 00:30:07.000 as we're approaching these conversations, and the important thing to 00:30:07.000 --> 00:30:10.000 remember is that race is a construct. And 00:30:10.000 --> 00:30:13.000 it is not a biological designation. So it's 00:30:13.000 --> 00:30:16.000 something that has been created for a purpose 00:30:16.000 --> 00:30:20.000 . So as we engage in conversations about racism, it's 00:30:20.000 --> 00:30:23.000 important to know that we're talking about racism and we're 00:30:23.000 --> 00:30:26.000 not just talking about race as a construct 00:30:26.000 --> 00:30:29.000 . And that white is a race, as well. But 00:30:29.000 --> 00:30:32.000 for Black people and other people of color, one of 00:30:32.000 --> 00:30:36.000 the things that can 00:30:36.000 --> 00:30:40.000 be seeing how disability lives and our 00:30:40.000 --> 00:30:43.000 body minds in a different 00:30:43.000 --> 00:30:47.000 way than it does white people and that has to do with structural violence 00:30:47.000 --> 00:30:50.000 and structural racism. How disability is created. Whether it 00:30:50.000 --> 00:30:53.000 be through low air quality or toxins in the 00:30:53.000 --> 00:30:56.000 water or the land or whether it be through 00:30:56.000 --> 00:30:59.000 brute force or violence like we have witnessed with the killings of people 00:30:59.000 --> 00:31:04.000 like George Floyd who is a Black, disabled person, right? 00:31:04.000 --> 00:31:07.000 The inception, and I won't go too 00:31:07.000 --> 00:31:10.000 deep into it, but I'm thinking that ablism is something 00:31:10.000 --> 00:31:14.000 that depends on anti-Black 00:31:14.000 --> 00:31:18.000 ness, to know that people were deemed to be 00:31:18.000 --> 00:31:21.000 using the state's language, idiotic or insane 00:31:21.000 --> 00:31:24.000 if they were free and 00:31:24.000 --> 00:31:27.000 Black during slavery and if they were in slaves, they were deemed to 00:31:27.000 --> 00:31:31.000 be sane. There's this connection that exists 00:31:31.000 --> 00:31:34.000 between not only the way in which Black people are 00:31:34.000 --> 00:31:37.000 viewed with able 00:31:37.000 --> 00:31:40.000 ism, but it's also how we've disappeared 00:31:40.000 --> 00:31:43.000 ed people from communities. I'm thinking about the linkages 00:31:43.000 --> 00:31:47.000 from the places we fight for to get people free like nurse 00:31:47.000 --> 00:31:50.000 ing facilities. And when I say we, I 00:31:50.000 --> 00:31:53.000 mean us as an I 00:31:53.000 --> 00:31:58.000 L movement. 00:31:58.000 --> 00:32:01.000 Where across the board in all of 00:32:01.000 --> 00:32:04.000 those locations, right? All 00:32:04.000 --> 00:32:08.000 Black people were disproportionate 00:32:08.000 --> 00:32:12.000 ly, and during the pandemic, we 00:32:12.000 --> 00:32:15.000 know that the people that are experiencing the most death are people that are 00:32:15.000 --> 00:32:18.000 in nursing facilities, are people that are in prisons and 00:32:18.000 --> 00:32:22.000 jails. So if we're to undo and get 00:32:22.000 --> 00:32:26.000 people free, one of the things we have to do is think about 00:32:26.000 --> 00:32:29.000 why the people that are at the center of that are most impacted. And 00:32:29.000 --> 00:32:32.000 that would be Black people in this moment. 00:32:32.000 --> 00:32:37.000 I will pass back to Ken. 00:32:37.000 --> 00:32:41.000 >> So one of the things that this 00:32:41.000 --> 00:32:45.000 conversation, well, many of the things in the conversation I wanted to get out 00:32:45.000 --> 00:32:48.000 is centers for In 00:32:48.000 --> 00:32:51.000 dependent Living in 00:32:51.000 --> 00:32:54.000 ing and APRIL to start a conversation. That's one of our goals. And 00:32:54.000 --> 00:32:58.000 when you have your conversation, I think the important thing is 00:32:58.000 --> 00:33:01.000 to have a goal. What are you trying to accomplish 00:33:01.000 --> 00:33:04.000 ? One, we knew that in 45 minutes of 00:33:04.000 --> 00:33:07.000 time we have, we will not solve racism in the United States or 00:33:07.000 --> 00:33:10.000 in Georgia or at APRIL 00:33:10.000 --> 00:33:14.000 . That's something we're not going to do. However, 00:33:14.000 --> 00:33:18.000 if our goal is to just have 00:33:18.000 --> 00:33:22.000 people start a conversation. And seeing 00:33:22.000 --> 00:33:25.000 how no one comes to a seminar without 00:33:25.000 --> 00:33:28.000 getting something out of it, there is an 00:33:28.000 --> 00:33:31.000 ask, and we'll be asking you some things at the end of the conversation for 00:33:31.000 --> 00:33:35.000 you to do. And our groups, we always 00:33:35.000 --> 00:33:39.000 have information, education and action. And the action 00:33:39.000 --> 00:33:42.000 part is where you guys will come in. But before we 00:33:42.000 --> 00:33:45.000 do that, I want to give you a chance to ask some 00:33:45.000 --> 00:33:48.000 questions for anybody in the panel or all of the panel or whatever you 00:33:48.000 --> 00:33:51.000 want to do. So if there's any questions out there, let me give 00:33:51.000 --> 00:33:54.000 you a chance to answer them now or ask them now. 00:33:54.000 --> 00:33:58.000 >> Yep, please, drop those questions into 00:33:58.000 --> 00:34:01.000 the Q&A box, and we will get those right now. 00:34:01.000 --> 00:34:04.000 There's a comment 00:34:04.000 --> 00:34:08.000 says thank you for doing this talk. 100 support and 00:34:08.000 --> 00:34:18.000 respect. >> Thank you. >> Thank you. 00:34:18.000 --> 00:34:21.000 >> If there's no questions just yet, you can be thinking 00:34:21.000 --> 00:34:24.000 of some for the 00:34:24.000 --> 00:34:29.000 conversation and we can continue on. So in our 00:34:29.000 --> 00:34:32.000 brief comments, there's a couple things, a couple things 00:34:32.000 --> 00:34:36.000 we've kind of insisted on. One, is that 00:34:36.000 --> 00:34:39.000 you must make an agreement of support, it's important to 00:34:39.000 --> 00:34:42.000 make an agreement that you're going to finish that 00:34:42.000 --> 00:34:45.000 conversation whether you've set an hour 00:34:45.000 --> 00:34:49.000 aside or half an hour aside or two hours aside. 00:34:49.000 --> 00:34:57.000 Agree to complete that conversation. 00:34:57.000 --> 00:35:00.000 Racism in the United States, very often, one 00:35:00.000 --> 00:35:03.000 side or another is angry enough 00:35:03.000 --> 00:35:08.000 to get up and walk out. It's a touchy subject. You can 00:35:08.000 --> 00:35:11.000 call it prejudice and they'll be like, yeah, I'm prejudice about 00:35:11.000 --> 00:35:14.000 some things. You can call them a bigot. Yeah, I can arguably be 00:35:14.000 --> 00:35:17.000 called a bigot. But when we say 00:35:17.000 --> 00:35:20.000 racist, well, 00:35:20.000 --> 00:35:23.000 they start fighting it seems 00:35:23.000 --> 00:35:26.000 . One of the things we ask in your conversation before you 00:35:26.000 --> 00:35:29.000 start is set the time aside and 00:35:29.000 --> 00:35:32.000 ask everyone to agree to stay in the conversation, at least, 00:35:32.000 --> 00:35:36.000 for that amount of time. 00:35:36.000 --> 00:35:39.000 You had another one? >> So, another thing that is important 00:35:39.000 --> 00:35:44.000 to do if you are going to engage with this conversation is 00:35:44.000 --> 00:35:47.000 go into it, perhaps, creating your own guidelines and agreements 00:35:47.000 --> 00:35:50.000 . And determine what the outcome is. 00:35:50.000 --> 00:35:53.000 The idea behind this conversation is that you want 00:35:53.000 --> 00:35:56.000 to head off issues at 00:35:56.000 --> 00:35:59.000 the past, not only amongst colleagues but also the people 00:35:59.000 --> 00:36:03.000 in the communities that you serve. So getting these things out in the 00:36:03.000 --> 00:36:06.000 open, creating an environment and 00:36:06.000 --> 00:36:09.000 like Ken said, making a commitment to having the conversation and 00:36:09.000 --> 00:36:12.000 letting the conversation be ongoing is going to be 00:36:12.000 --> 00:36:16.000 very important. So definitely, have guidelines 00:36:16.000 --> 00:36:19.000 . One thing you could have is a timeframe, create 00:36:19.000 --> 00:36:22.000 a goal, like, OK, this is what we are going to 00:36:22.000 --> 00:36:26.000 agree upon. We are going to stay respectful. We are 00:36:26.000 --> 00:36:29.000 not going to yell. Different things like that could be 00:36:29.000 --> 00:36:38.000 good guidelines going into the conversation. 00:36:38.000 --> 00:36:41.000 Being this is a touchy subject, it is not 00:36:41.000 --> 00:36:44.000 uncommon for people to physically get up and walk away and 00:36:44.000 --> 00:36:47.000 but shut down and disengage. It's important to 00:36:47.000 --> 00:36:50.000 understand that people will disagree. Everybody is coming from a 00:36:50.000 --> 00:37:01.000 different walk of life. 00:37:01.000 --> 00:37:05.000 So when you are describing a thing, the conversation does not get de 00:37:05.000 --> 00:37:11.000 railed because we're hung up on what a word or phrase means 00:37:11.000 --> 00:37:14.000 provide background as to why the discussion is being had. If an 00:37:14.000 --> 00:37:17.000 instance occurred or if a current event happened in 00:37:17.000 --> 00:37:31.000 the news. 00:37:31.000 --> 00:37:34.000 Have a goal in mind. It's important to go in there focused understand 00:37:34.000 --> 00:37:37.000 ing that people's feelings can be hurt 00:37:37.000 --> 00:37:40.000 . And keeping it centered that that 00:37:40.000 --> 00:37:53.000 goal you may have in mind might be. 00:37:53.000 --> 00:37:56.000 >> The other thing would be inclusion. We would include 00:37:56.000 --> 00:37:59.000 people in making the standards and rules. So now I'm asking you guys 00:37:59.000 --> 00:38:03.000 , what other standards do you think 00:38:03.000 --> 00:38:06.000 that should be needed in this kind of a conversation? What rules 00:38:06.000 --> 00:38:12.000 ? What guidelines should we 00:38:12.000 --> 00:38:16.000 ask, and do you think that's important in the conversation? >> 00:38:16.000 --> 00:38:19.000 Ken, this is Billy, again. As you guys started talking, one of 00:38:19.000 --> 00:38:22.000 the first questions that came in would be what would be the best 00:38:22.000 --> 00:38:25.000 way one can help in this important discussion. And you 00:38:25.000 --> 00:38:29.000 immediately started to answer it. So I thought you were -- 00:38:29.000 --> 00:38:32.000 you were psychic in knowing that question was going to 00:38:32.000 --> 00:38:35.000 be there. But we do this question that came in from 00:38:35.000 --> 00:38:38.000 Quinn. And Quinn wants 00:38:38.000 --> 00:38:41.000 to know how important 00:38:41.000 --> 00:38:53.000 do you think integration is 00:38:53.000 --> 00:38:56.000 ? >> Anyone want to tackle that one 00:38:56.000 --> 00:39:00.000 ? OK. Must be me, again. >> I can chime in. 00:39:00.000 --> 00:39:03.000 >> Go ahead. >> So, particularly, 00:39:03.000 --> 00:39:06.000 amongst colleagues, I think integration is important 00:39:06.000 --> 00:39:09.000 . It is important that the community that you 00:39:09.000 --> 00:39:13.000 represent as we all know is there to speak for 00:39:13.000 --> 00:39:16.000 themselves so that the onus isn't 00:39:16.000 --> 00:39:19.000 on one person to be the spokesperson for an entire group 00:39:19.000 --> 00:39:29.000 of 00:39:29.000 --> 00:39:32.000 people gender identities, all those things. And 00:39:32.000 --> 00:39:35.000 In my opinion, it's incredibly important 00:39:35.000 --> 00:39:39.000 to have as much diversity as 00:39:39.000 --> 00:39:42.000 present as is manageable as 00:39:42.000 --> 00:39:46.000 can happen. >> This is Ken because I can't 00:39:46.000 --> 00:39:56.000 shut up. 7:00 00:39:56.000 --> 00:39:59.000 I would go to the same 00:39:59.000 --> 00:40:04.000 same whatever your degree was as integration 00:40:04.000 --> 00:40:07.000 degree as a person with a disability to be integrate 00:40:07.000 --> 00:40:11.000 d into the community as a whole. Or to be 00:40:11.000 --> 00:40:15.000 a place in the community of his or her choice. 00:40:15.000 --> 00:40:19.000 >> I saw a comment pop up about asking 00:40:19.000 --> 00:40:22.000 people their pronouns and that is incredibly important and 00:40:22.000 --> 00:40:25.000 becoming increasingly important 00:40:25.000 --> 00:40:28.000 . I go by she/her and they/ 00:40:28.000 --> 00:40:32.000 them pronouns. So those are things that 00:40:32.000 --> 00:40:35.000 have always been very important. So remembering things 00:40:35.000 --> 00:40:38.000 as simple as remembering diversity and 00:40:38.000 --> 00:40:41.000 remembering to ask those questions can already have 00:40:41.000 --> 00:40:44.000 you going into an environment, easing the way for 00:40:44.000 --> 00:40:49.000 the conversation to occur. 00:40:49.000 --> 00:40:52.000 >> Other comments that have come in through the Q&A, and 00:40:52.000 --> 00:40:55.000 I think they play with each other. Off of each other. One of 00:40:55.000 --> 00:41:08.000 them is avoiding political opinions would help. 00:41:08.000 --> 00:41:11.000 >> Part of the issue we've been seeing, there are white people as well 00:41:11.000 --> 00:41:15.000 as people of color that don't believe there's institutionalized 00:41:15.000 --> 00:41:18.000 or ingrained racism in this country. It seems 00:41:18.000 --> 00:41:21.000 to me that there needs to be education provided to 00:41:21.000 --> 00:41:24.000 show people specific examples of institutionalized 00:41:24.000 --> 00:41:27.000 and ingrained racism in many institutions 00:41:27.000 --> 00:41:36.000 in this country. So many are just in denial of this. 00:41:36.000 --> 00:41:41.000 Any other comments? For rural and 00:41:41.000 --> 00:41:44.000 communities participate? And one last thing, I'll turn 00:41:44.000 --> 00:41:47.000 it back to you. Representation is vital to healthy 00:41:47.000 --> 00:41:51.000 conversations and engagement. Tokenism is 00:41:51.000 --> 00:41:54.000 often the pitfall that some organizations and 00:41:54.000 --> 00:41:57.000 companies fall into . How do you ensure that there is 00:41:57.000 --> 00:42:01.000 robust diversity without it coming off as 00:42:01.000 --> 00:42:05.000 tokenistic requests 00:42:05.000 --> 00:42:08.000 ? >> I feel like that would be a Ken question. How do we 00:42:08.000 --> 00:42:13.000 avoid tokenism in the workplace? 00:42:13.000 --> 00:42:17.000 >> Just to let everyone know, that came from Jamil 00:42:17.000 --> 00:42:20.000 a 00:42:20.000 --> 00:42:25.000 . >> Yes. >> Anyway, one, 00:42:25.000 --> 00:42:29.000 the feeling of tokenism, I don't know if you can actually 00:42:29.000 --> 00:42:33.000 stop that. 00:42:33.000 --> 00:42:38.000 The actual presence of tokenism, 00:42:38.000 --> 00:42:41.000 if you're in a new 00:42:41.000 --> 00:42:44.000 position, you can avoid that. And one way to avoid that. For instance, 00:42:44.000 --> 00:42:47.000 if we look at our -- I'm using SILs. We look at our 00:42:47.000 --> 00:42:51.000 SILs and look at the diversity and 00:42:51.000 --> 00:42:54.000 the areas that we serve, right? Well, the areas that we serve 00:42:54.000 --> 00:42:57.000 . If our SILs 00:42:57.000 --> 00:43:02.000 are represented by the areas 00:43:02.000 --> 00:43:06.000 -- their membership, their staff, their directors, their 00:43:06.000 --> 00:43:09.000 people, then it should be, 00:43:09.000 --> 00:43:12.000 it will come out inevitably 00:43:12.000 --> 00:43:16.000 to have representation throughout the 00:43:16.000 --> 00:43:19.000 leadership et cetera. How do we 00:43:19.000 --> 00:43:23.000 avoid that? 00:43:23.000 --> 00:43:27.000 Avoid the not being representative of the population 00:43:27.000 --> 00:43:30.000 is by having what I would 00:43:30.000 --> 00:43:33.000 call a welcoming atmosphere 00:43:33.000 --> 00:43:37.000 . A welcome 00:43:37.000 --> 00:43:40.000 ing entrance. If I'm just throwing this down, 00:43:40.000 --> 00:43:44.000 I don't know, I don't speak Spanish, but if there's no 00:43:44.000 --> 00:43:48.000 Spanish interpreters or languages, 00:43:48.000 --> 00:43:52.000 I don't know how many Spanish-speaking people will come in. If there's 00:43:52.000 --> 00:43:55.000 no, if we didn't have 00:43:55.000 --> 00:44:00.000 ACL interpreters, I don't know how many 00:44:00.000 --> 00:44:03.000 people who need 00:44:03.000 --> 00:44:07.000 ACL would come to this conference. It's important to 00:44:07.000 --> 00:44:11.000 have welcoming atmosphere for all types 00:44:11.000 --> 00:44:14.000 of people so we can avoid tokenism. I hope 00:44:14.000 --> 00:44:17.000 that answers your question. >> Would you like me 00:44:17.000 --> 00:44:21.000 to continue firing out some of these questions we have 00:44:21.000 --> 00:44:28.000 ? >> Yeah, I want to let Linda and 00:44:28.000 --> 00:44:31.000 Dustin talk, too, because we've been 00:44:31.000 --> 00:44:34.000 -- but please, go ahead. >> Ken, this is Dustin. 00:44:34.000 --> 00:44:38.000 I just wanted to first respond to, I guess, two of the questions which are 00:44:38.000 --> 00:44:41.000 kind of interwoven 00:44:41.000 --> 00:44:44.000 . One being the comment about avoiding political opinions and 00:44:44.000 --> 00:44:47.000 then the other one about people not having 00:44:47.000 --> 00:44:51.000 an understanding that racism is institutionalized. 00:44:51.000 --> 00:44:54.000 And I would maybe offer a perspective 00:44:54.000 --> 00:44:58.000 that says avoiding political 00:44:58.000 --> 00:45:01.000 opinions might be one of the many reasons that people don't 00:45:01.000 --> 00:45:04.000 understand how racism is institutionalized . So as 00:45:04.000 --> 00:45:08.000 people that are working to facilitate these conversations 00:45:08.000 --> 00:45:11.000 , it's important for us to create containers 00:45:11.000 --> 00:45:15.000 that allow for the expansiveness of the conversations which 00:45:15.000 --> 00:45:23.000 includes political opinions, as well. 00:45:23.000 --> 00:45:30.000 >> Let me bring up another 00:45:30.000 --> 00:45:33.000 -- I'm going to meld these together. But this 00:45:33.000 --> 00:45:37.000 particular question from Steven is how 00:45:37.000 --> 00:45:40.000 can center staff reach out to the different ethnic background 00:45:40.000 --> 00:45:43.000 s and not seem like we're doing it just because we have to because the 00:45:43.000 --> 00:45:46.000 way the media has exploded the racial issues that we are having in the 00:45:46.000 --> 00:45:49.000 United States? >> I think 00:45:49.000 --> 00:45:52.000 a great way to join in on -- 00:45:52.000 --> 00:45:57.000 hmm? Say, again? 00:45:57.000 --> 00:46:01.000 I'm Jamila, 00:46:01.000 --> 00:46:04.000 I think a great way to engage with that is engage with 00:46:04.000 --> 00:46:08.000 other organizations that are already doing the social justice 00:46:08.000 --> 00:46:11.000 work. There's, you know, no better way to 00:46:11.000 --> 00:46:16.000 show or exhibit your seriousness about a thing than to actually 00:46:16.000 --> 00:46:19.000 participate in doing that work. 00:46:19.000 --> 00:46:23.000 Yes, so in just about every community, you can find an organization 00:46:23.000 --> 00:46:26.000 who is involved with the disability community 00:46:26.000 --> 00:46:29.000 , is involved 00:46:29.000 --> 00:46:33.000 with people of different ethnic and cultural backgrounds 00:46:33.000 --> 00:46:36.000 and during this particular time, when 00:46:36.000 --> 00:46:40.000 the conversation about politics and the conversation about race is 00:46:40.000 --> 00:46:44.000 so intense at this moment, joining in with those 00:46:44.000 --> 00:46:57.000 organizations, collaborating is 00:46:57.000 --> 00:47:00.000 a great place to start. 00:47:00.000 --> 00:47:03.000 >> This is Dustin, too, and I would encourage people to build on 00:47:03.000 --> 00:47:11.000 the skills 00:47:11.000 --> 00:47:14.000 it's grass roots and it builds from the ground up 00:47:14.000 --> 00:47:17.000 . We get policy recommendations from people doing the 00:47:17.000 --> 00:47:20.000 work on the ground and we get the direction for what is important for us and our 00:47:20.000 --> 00:47:23.000 priorities are based off of what people are experience 00:47:23.000 --> 00:47:27.000 ing. So to use the same experiences to 00:47:27.000 --> 00:47:30.000 support them to racial justice work is 00:47:30.000 --> 00:47:33.000 important. Think about allowing the people most impacted to 00:47:33.000 --> 00:47:36.000 drive what our priorities are even if our priorities are beginning 00:47:36.000 --> 00:47:39.000 a conversation so it's not going to groups with an 00:47:39.000 --> 00:47:42.000 agenda, but more going to groups with an offering of 00:47:42.000 --> 00:47:45.000 this is what we want to do, this is what we have the resources 00:47:45.000 --> 00:47:49.000 for. This is what we're willing to commit to 00:47:49.000 --> 00:47:52.000 it. And then, allowing that solidarity to build amongst each 00:47:52.000 --> 00:47:55.000 other based off 00:47:55.000 --> 00:47:59.000 of providing something and being there in the commitment rather than coming in with our 00:47:59.000 --> 00:48:06.000 own agendas. 00:48:06.000 --> 00:48:09.000 >> Another question for the group, 00:48:09.000 --> 00:48:13.000 then, from Susan. She 00:48:13.000 --> 00:48:16.000 said our CIL is fully staff 00:48:16.000 --> 00:48:19.000 ed. Only one of us identifies as nonwhite. 00:48:19.000 --> 00:48:22.000 I'm thinking about how this affects our consumers 00:48:22.000 --> 00:48:26.000 as we're not reflective of our multiracial community. 00:48:26.000 --> 00:48:29.000 How important is it to create a staff that is racially 00:48:29.000 --> 00:48:36.000 diverse? 00:48:36.000 --> 00:48:40.000 >> OK. We're unmuted. All right 00:48:40.000 --> 00:48:43.000 . We're unmuted. 00:48:43.000 --> 00:48:46.000 >> This is Ken, again. I hate to be the one always answering 00:48:46.000 --> 00:48:50.000 questions because 00:48:50.000 --> 00:48:53.000 like we said in the beginning, it's no one person 00:48:53.000 --> 00:48:56.000 that represents all of us. And so my opinions are just my opinions 00:48:56.000 --> 00:48:59.000 . 00:48:59.000 --> 00:49:02.000 But like we would always say, I'm the expert of my 00:49:02.000 --> 00:49:05.000 own life and not yours. I will say that to start off 00:49:05.000 --> 00:49:09.000 . With that in mind, I'm giving you my thoughts 00:49:09.000 --> 00:49:12.000 . 00:49:12.000 --> 00:49:15.000 So it's really important that, like we said earlier that 00:49:15.000 --> 00:49:19.000 to represent thedy 00:49:19.000 --> 00:49:22.000 diversity. In your center for independent 00:49:22.000 --> 00:49:25.000 living, I personally happen to be 00:49:25.000 --> 00:49:28.000 blind. Of all 00:49:28.000 --> 00:49:31.000 If all of the people were blind, it wouldn't mean our 00:49:31.000 --> 00:49:34.000 experiences might not -- would be different. That doesn't 00:49:34.000 --> 00:49:41.000 mean that. It just means that in a perspective 00:49:41.000 --> 00:49:44.000 of listening, oh, yeah that's a blind 00:49:44.000 --> 00:49:48.000 organization. And also, we don't get the nuances 00:49:48.000 --> 00:49:51.000 of, perhaps, a wheelchair 00:49:51.000 --> 00:49:55.000 user. But if we had a wheelchair user, like we 00:49:55.000 --> 00:49:58.000 say, you're the expert of your own life, 00:49:58.000 --> 00:50:01.000 you have those particular experiences and it's very 00:50:01.000 --> 00:50:04.000 difficult for me to share 00:50:04.000 --> 00:50:07.000 all of the experiences of a wheelchair 00:50:07.000 --> 00:50:10.000 user if I don't actually go through those experiences. Now, 00:50:10.000 --> 00:50:14.000 we may have life experiences, but those actual experiences 00:50:14.000 --> 00:50:20.000 will be kind of difficult for me to explain. And also, and 00:50:20.000 --> 00:50:24.000 it's sometimes easier for at least for the 00:50:24.000 --> 00:50:27.000 initial contact to have like minds or like experience 00:50:27.000 --> 00:50:33.000 s. 00:50:33.000 --> 00:50:37.000 We want to have various experiences. I would 00:50:37.000 --> 00:50:40.000 say the same thing would be in cultures and 00:50:40.000 --> 00:50:43.000 in race. If you're actually reaching out 00:50:43.000 --> 00:50:46.000 to your community, 00:50:46.000 --> 00:50:51.000 I would think that there would be 00:50:51.000 --> 00:50:54.000 people of all cultures and experiences 00:50:54.000 --> 00:50:57.000 in your community. I'm just making up 00:50:57.000 --> 00:51:00.000 this 20% something, 20% something, 20% something 00:51:00.000 --> 00:51:05.000 something. 00:51:05.000 --> 00:51:09.000 Something that your center would roughly make up 00:51:09.000 --> 00:51:12.000 that same make up only 00:51:12.000 --> 00:51:15.000 because when you're reaching out for 00:51:15.000 --> 00:51:21.000 an IL specialist, you're going to 00:51:21.000 --> 00:51:24.000 get, hopefully, five represent 00:51:24.000 --> 00:51:27.000 atives of your culture. Something happens, but it will if you have 00:51:27.000 --> 00:51:30.000 enough placements. So therefore, 00:51:30.000 --> 00:51:33.000 it's important 00:51:33.000 --> 00:51:41.000 that we are, when we're looking 00:51:41.000 --> 00:51:44.000 for our HR department is looking to reach out to all areas of 00:51:44.000 --> 00:51:48.000 the community. And if we're just getting one type of person, 00:51:48.000 --> 00:51:51.000 then we might look at how we're actually advertising or how 00:51:51.000 --> 00:52:04.000 we're actually reaching out to the community. 00:52:04.000 --> 00:52:07.000 >> Awesome. I do have this, 00:52:07.000 --> 00:52:11.000 let's see, let's go down here. 00:52:11.000 --> 00:52:14.000 This is from Kim. How do you address when people 00:52:14.000 --> 00:52:18.000 say we don't have minority populations in our area 00:52:18.000 --> 00:52:23.000 ? 00:52:23.000 --> 00:52:27.000 >> Great. So one of the things that we 00:52:27.000 --> 00:52:30.000 talk about in our SILs, and I believe this is when 00:52:30.000 --> 00:52:33.000 I came, anyway. Our SILs represent 00:52:33.000 --> 00:52:38.000 the community that we serve. Right. 00:52:38.000 --> 00:52:42.000 We are community-centered. So if my population 00:52:42.000 --> 00:52:45.000 , I'm just using it as a thing is 90 00:52:45.000 --> 00:52:49.000 % white, then my center probably 00:52:49.000 --> 00:52:52.000 will be 90% white. If it's 90% 00:52:52.000 --> 00:52:55.000 Black, it'll be 90% Black. 00:52:55.000 --> 00:52:58.000 But even if those cultures, even in those situations 00:52:58.000 --> 00:53:02.000 , there's going to be a diversity 00:53:02.000 --> 00:53:07.000 , it's not just necessarily Black and white 00:53:07.000 --> 00:53:11.000 or I don't know, Asian and 00:53:11.000 --> 00:53:19.000 Hispanic, it's going to represent the community. 00:53:19.000 --> 00:53:23.000 Not only in physical make-up, but diversity and culture, 00:53:23.000 --> 00:53:26.000 as well. Diversity doesn't necessarily 00:53:26.000 --> 00:53:38.000 have to be Black and white for lack of a better word. 00:53:38.000 --> 00:53:41.000 >> We have a -- from 00:53:41.000 --> 00:53:45.000 Andrea to all of the panelists. I think you bring up a 00:53:45.000 --> 00:53:48.000 good point here about difference disability specific experiences 00:53:48.000 --> 00:53:52.000 . I have 00:53:52.000 --> 00:53:55.000 a physical disability I've had from birth. 00:53:55.000 --> 00:53:58.000 As an adult, I acquired a visual disability. Though, 00:53:58.000 --> 00:54:02.000 some may see my physical disability as a greater Bayer, 00:54:02.000 --> 00:54:05.000 barrier, I find my physical 00:54:05.000 --> 00:54:09.000 visual disability 00:54:09.000 --> 00:54:12.000 more significant but acquired it later in life and less 00:54:12.000 --> 00:54:15.000 experience dealing with it. And also, one other, what 00:54:15.000 --> 00:54:18.000 if your CIL is white centered and unwelcome 00:54:18.000 --> 00:54:21.000 ing to other cultures? >> 00:54:21.000 --> 00:54:27.000 This is Ken, that's why we're here. 00:54:27.000 --> 00:54:30.000 Or the other way around. I'll give you that. But that's 00:54:30.000 --> 00:54:34.000 why we're here. And 00:54:34.000 --> 00:54:37.000 we're going to talk a little bit about that towards the 00:54:37.000 --> 00:54:40.000 end of our conversation. And because I've been yapping so long, 00:54:40.000 --> 00:54:44.000 how much time do we have left? >> You have 00:54:44.000 --> 00:54:48.000 right at 20 minutes. >> OK, cool. 00:54:48.000 --> 00:54:52.000 So somewhere around ten minutes I need 00:54:52.000 --> 00:54:56.000 to do my ask. 00:54:56.000 --> 00:55:00.000 That's why we're here. And maybe one of the things is 00:55:00.000 --> 00:55:03.000 starting off with a goal of something as small 00:55:03.000 --> 00:55:10.000 as a conversation. 00:55:10.000 --> 00:55:13.000 And that sometimes can be hard. I 00:55:13.000 --> 00:55:19.000 just -- like I tried to have a conversation 00:55:19.000 --> 00:55:22.000 with our Congress at one point. They didn't like it 00:55:22.000 --> 00:55:25.000 . >> This 00:55:25.000 --> 00:55:29.000 I would say that if you recognize 00:55:29.000 --> 00:55:32.000 that your center is not welcome 00:55:32.000 --> 00:55:35.000 ing to whatever diversity you may be 00:55:35.000 --> 00:55:39.000 seeing there is a lack of, I mean, first of all, good 00:55:39.000 --> 00:55:42.000 job in recognizing that. There definitely should be 00:55:42.000 --> 00:55:45.000 some props to even realizing 00:55:45.000 --> 00:55:49.000 there is an issue. But coming up with 00:55:49.000 --> 00:55:52.000 a solution or some sort of plan to becoming 00:55:52.000 --> 00:55:56.000 more welcoming environment is, I believe, is going 00:55:56.000 --> 00:55:59.000 to start with asking the question. How 00:55:59.000 --> 00:56:02.000 can we make? How can we make you feel more 00:56:02.000 --> 00:56:05.000 comfortable? Definitely go to the -- definitely 00:56:05.000 --> 00:56:09.000 go to your community if you are a diverse community. Ask them how can 00:56:09.000 --> 00:56:12.000 we become, how can we become better? How can we make 00:56:12.000 --> 00:56:15.000 you feel welcome? What would you like to see from our center 00:56:15.000 --> 00:56:24.000 that would show you we are being inclusive of you 00:56:24.000 --> 00:56:27.000 ? >> This is Ken. Just inviting people sometimes is 00:56:27.000 --> 00:56:46.000 a welcoming thing. >> Yes, invite people. 00:56:46.000 --> 00:56:53.000 >> Are there any other questions? >> Yes. 00:56:53.000 --> 00:56:56.000 I am a person of color, it would be difficult for 00:56:56.000 --> 00:56:59.000 me to say what race I am. 00:56:59.000 --> 00:57:02.000 But I can more readily tell you that my culture is 00:57:02.000 --> 00:57:06.000 more important to me than my skin color. 00:57:06.000 --> 00:57:11.000 Why can't we see this issue more of a culture than racism? 00:57:11.000 --> 00:57:15.000 >> This is Ken. And I like that, 00:57:15.000 --> 00:57:18.000 well not more or less one or 00:57:18.000 --> 00:57:21.000 the other. But I also say that the 00:57:21.000 --> 00:57:24.000 conversation that we're trying to have today, and thank you 00:57:24.000 --> 00:57:29.000 for seeing that. Is that we're talking about 00:57:29.000 --> 00:57:32.000 disabilities, racism and 00:57:32.000 --> 00:57:37.000 culture could be placed in that. So any diversity or 00:57:37.000 --> 00:57:45.000 any help me with the word I want to use. 00:57:45.000 --> 00:57:49.000 Any -- >> I'm not sure, variation? >> Variation 00:57:49.000 --> 00:57:52.000 for lack of a better term is included in the word racism 00:57:52.000 --> 00:57:55.000 . That's why I didn't say, we started out with our 00:57:55.000 --> 00:57:58.000 definitions that it's kind of mixed 00:57:58.000 --> 00:58:04.000 in culture along with racism, too. 00:58:04.000 --> 00:58:18.000 Props to you for recognizing that, thank you. 00:58:18.000 --> 00:58:22.000 And this is Ken, again. And again, understand 00:58:22.000 --> 00:58:26.000 what makes this 00:58:26.000 --> 00:58:30.000 conversation better is that in the 00:58:30.000 --> 00:58:34.000 conversation we include 00:58:34.000 --> 00:58:37.000 everyone. And it's not just, and I'll just pick on 00:58:37.000 --> 00:58:40.000 Ken Mitchell for a second. It's not just Ken Mihm 00:58:40.000 --> 00:58:43.000 Mitchell's thoughts 00:58:43.000 --> 00:58:46.000 . When we all participate together, we're much more powerful 00:58:46.000 --> 00:58:49.000 than any separate group 00:58:49.000 --> 00:58:59.000 or silo. 00:58:59.000 --> 00:59:03.000 >> We have a couple others for you, Ken. 00:59:03.000 --> 00:59:06.000 Just wondering if these questions are being seen. You're asking 00:59:06.000 --> 00:59:09.000 questions that I don't even show up in the question 00:59:09.000 --> 00:59:13.000 list. Yes, they are. I'm not making these up. 00:59:13.000 --> 00:59:16.000 They are questions in the Q&A. But we also have one a 00:59:16.000 --> 00:59:19.000 question that may have kind of got answered a minute ago. 00:59:19.000 --> 00:59:27.000 What if your management is not supportive 00:59:27.000 --> 00:59:30.000 ? Of bringing in other folks? >> Seeing 00:59:30.000 --> 00:59:33.000 how I'm management, I'll answer that one. 00:59:33.000 --> 00:59:38.000 >> Management can definitely 00:59:38.000 --> 00:59:43.000 that's another issue of being welcoming, understanding that 00:59:43.000 --> 00:59:46.000 that your staff, your colleagues have to feel comfortable coming to 00:59:46.000 --> 00:59:49.000 you with these sorts of issues in creating an 00:59:49.000 --> 00:59:53.000 environment where it might be emotionally and 00:59:53.000 --> 00:59:56.000 professionally safe for that to occur. I'm 00:59:56.000 --> 00:59:59.000 not, you know, my brain thinks of like maybe 00:59:59.000 --> 01:00:04.000 an anonymous drop box, a comment box, the different times when 01:00:04.000 --> 01:00:08.000 people hear disability link, they let 01:00:08.000 --> 01:00:11.000 new employees have mentors. The mentorship has been incredibly 01:00:11.000 --> 01:00:14.000 helpful. Having somebody who is a supervisor, 01:00:14.000 --> 01:00:17.000 who has years experience to talk 01:00:17.000 --> 01:00:21.000 to and go to who might have a bit more Flaherty 01:00:21.000 --> 01:00:24.000 familiarity 01:00:24.000 --> 01:00:27.000 how to navigate with other managers in the company. I think 01:00:27.000 --> 01:00:32.000 that direct support. Definitely 01:00:32.000 --> 01:00:36.000 some support has been beneficial here. And I think that's something that could 01:00:36.000 --> 01:00:44.000 also be helpful to others. 01:00:44.000 --> 01:00:48.000 >> Anyone else? >> Yeah, this is Dustin. I'm going to 01:00:48.000 --> 01:00:51.000 say this with caution, as well. I'm coming from 01:00:51.000 --> 01:00:55.000 an organizer's perspective. But if you have a management that is 01:00:55.000 --> 01:00:58.000 not supportive of, at least attempting to have these conversations 01:00:58.000 --> 01:01:01.000 and hopes conversations, the goal is get 01:01:01.000 --> 01:01:07.000 ting past that to actually do 01:01:07.000 --> 01:01:10.000 that of racial justice, as well. I would say organize 01:01:10.000 --> 01:01:14.000 . Organize with demand letters and protesting the same way we 01:01:14.000 --> 01:01:17.000 would organize against the state when we want the things 01:01:17.000 --> 01:01:21.000 that we want as disabled people. 01:01:21.000 --> 01:01:24.000 >> And that was great. This is Ken. 01:01:24.000 --> 01:01:27.000 And I would flip it 01:01:27.000 --> 01:01:30.000 back to people with disabilities. What would 01:01:30.000 --> 01:01:34.000 you do if the management was not accepting of a 01:01:34.000 --> 01:01:40.000 certain disability 01:01:40.000 --> 01:01:43.000 ? What would you do? And sometimes, it may be something 01:01:43.000 --> 01:01:46.000 that may cause, as I like to say, an. >> IRAN: 01:01:46.000 --> 01:01:53.000 irritation. 01:01:53.000 --> 01:01:56.000 >> We have a couple more, Ken. This is Billy. 01:01:56.000 --> 01:01:59.000 >> OK. >> This comes from the chat room. It goes, 01:01:59.000 --> 01:02:02.000 I know that disabilities affect all races and ethnicity 01:02:02.000 --> 01:02:05.000 ies. Our city is composed of many 01:02:05.000 --> 01:02:09.000 subcultures. 01:02:09.000 --> 01:02:12.000 Seems we have difficulty reaching all members of our 01:02:12.000 --> 01:02:16.000 community, do you have any suggestions 01:02:16.000 --> 01:02:19.000 about how we can inform all community members 01:02:19.000 --> 01:02:22.000 that we are here and about the wonderful 01:02:22.000 --> 01:02:29.000 services that we offer as a CIL? 01:02:29.000 --> 01:02:33.000 >> This is Ken, again, and we, we're here in Atlanta, 01:02:33.000 --> 01:02:36.000 we serve metro Atlanta, so we have 12 01:02:36.000 --> 01:02:40.000 different counties we actually 01:02:40.000 --> 01:02:43.000 serve. And we're the best except 01:02:43.000 --> 01:02:46.000 kept secrets in metro 01:02:46.000 --> 01:02:49.000 Atlanta even though we reach out as much as we can. There are 01:02:49.000 --> 01:02:53.000 communities we haven't been able to bring in 01:02:53.000 --> 01:02:56.000 or to reach and we're still working on 01:02:56.000 --> 01:02:59.000 that. So that's something that is not unique to anyone 01:02:59.000 --> 01:03:04.000 . And especially here in Atlanta. 01:03:04.000 --> 01:03:08.000 So the only thing I can suggest is the things 01:03:08.000 --> 01:03:11.000 that Jamela, Dustinen and 01:03:11.000 --> 01:03:14.000 and Linda have suggested already. To invite 01:03:14.000 --> 01:03:19.000 different communities into your organization to let them know. And work 01:03:19.000 --> 01:03:22.000 with organizations that are working with those community 01:03:22.000 --> 01:03:28.000 ies already. Those cultures already. 01:03:28.000 --> 01:03:31.000 So sometimes, you L might identify a group that you're 01:03:31.000 --> 01:03:35.000 not reaching and 01:03:35.000 --> 01:03:41.000 invite them to your center. 01:03:41.000 --> 01:03:44.000 Be interested in some of the 01:03:44.000 --> 01:03:48.000 things they're doing. That way, it'll be more of a collaborative 01:03:48.000 --> 01:03:51.000 thing. Even this conversation that we're having now, it's 01:03:51.000 --> 01:03:57.000 kind of a 01:03:57.000 --> 01:04:01.000 small model of what we're trying to do. If we didn't 01:04:01.000 --> 01:04:04.000 invite people to have this conversation, either us or someone else, the conversation 01:04:04.000 --> 01:04:07.000 would not be had. So the first thing is, 01:04:07.000 --> 01:04:10.000 I think, one of the things is actually inviting the people that 01:04:10.000 --> 01:04:14.000 you want to contact. Go ahead, take that 01:04:14.000 --> 01:04:18.000 first step. >> This is Linda. 01:04:18.000 --> 01:04:21.000 This is Linda, and I simply wanted to say that, 01:04:21.000 --> 01:04:24.000 yes, absolutely, having conversations, invite 01:04:24.000 --> 01:04:28.000 ing people, very important. And as 01:04:28.000 --> 01:04:31.000 my contribution to this conversation is really listen to what it is 01:04:31.000 --> 01:04:34.000 that people are sharing with you 01:04:34.000 --> 01:04:37.000 . Listening, the most important part of a real conversation. Thank you. 01:04:37.000 --> 01:04:47.000 01:04:47.000 --> 01:04:50.000 >> We do have a couple more questions. One of these is from 01:04:50.000 --> 01:04:54.000 Kim. And she asked, I can appreciate the 01:04:54.000 --> 01:04:57.000 culture question. And I'd like to 01:04:57.000 --> 01:05:01.000 ask, if you talk about culture versus race, 01:05:01.000 --> 01:05:04.000 does veering towards using culture de 01:05:04.000 --> 01:05:07.000 tract from the hard work that 01:05:07.000 --> 01:05:10.000 white people need to be done around race? WLORND 01:05:10.000 --> 01:05:19.000 Wondering what Dustin has to say on this. 01:05:19.000 --> 01:05:22.000 >> This is Dustin. One, I want to go back to the 01:05:22.000 --> 01:05:25.000 question before and say, I totally agree 01:05:25.000 --> 01:05:29.000 with Linda that listening is a part of it. And 01:05:29.000 --> 01:05:32.000 allowing the questions that animate the work that we're doing 01:05:32.000 --> 01:05:35.000 , the SILs have the ability 01:05:35.000 --> 01:05:39.000 to be super flexible within the core perspectives 01:05:39.000 --> 01:05:42.000 we're providing. Advocacy looks different in every community 01:05:42.000 --> 01:05:45.000 . Independent living skills are different in 01:05:45.000 --> 01:05:48.000 every community. Going innens 01:05:48.000 --> 01:05:51.000 , understanding your programs whatever you're putting in the world, whatever your 01:05:51.000 --> 01:05:54.000 holding containers can be malleable 01:05:54.000 --> 01:05:57.000 and flexible. Listening to what people 01:05:57.000 --> 01:06:00.000 need because it might be completely different than what you're already doing. And 01:06:00.000 --> 01:06:03.000 allowing yourself that space to be able to grow. 01:06:03.000 --> 01:06:07.000 And then, the culture versus race, I think those are 01:06:07.000 --> 01:06:10.000 two separate things. And it is important 01:06:10.000 --> 01:06:13.000 if we are talking about something to at least 01:06:13.000 --> 01:06:17.000 have accurate definitions of them. We started off this discussion 01:06:17.000 --> 01:06:20.000 today with operational definitions of what race is 01:06:20.000 --> 01:06:24.000 , right? I would use for racism is 01:06:24.000 --> 01:06:28.000 race, prejudice 01:06:28.000 --> 01:06:31.000 plus power. That allows us to operate from the same 01:06:31.000 --> 01:06:34.000 foundation. If we conflate them, 01:06:34.000 --> 01:06:37.000 it becomes something different. As facilitators, it's 01:06:37.000 --> 01:06:40.000 important not only help define those terms and the on 01:06:40.000 --> 01:06:44.000 set but also hold people accountable to it, as well. Or we 01:06:44.000 --> 01:06:47.000 hold each other accountable throughout the conversation. And 01:06:47.000 --> 01:06:50.000 as Ken mentioned, some of this is 01:06:50.000 --> 01:06:54.000 deeply uncomfortable, as it should be, if we're talking about 01:06:54.000 --> 01:06:57.000 systems that have impacted people and in many ways, 01:06:57.000 --> 01:07:00.000 some of which are violent. It will be uncomfortable on 01:07:00.000 --> 01:07:03.000 both sides. There's a lot of 01:07:03.000 --> 01:07:06.000 unlearning that needs to happen 01:07:06.000 --> 01:07:09.000 in the conversation. >> This is Ken. 01:07:09.000 --> 01:07:13.000 One of the things that we wanted to get out of 01:07:13.000 --> 01:07:16.000 this conversation however 01:07:16.000 --> 01:07:19.000 short it might be is our action. Our ask. 01:07:19.000 --> 01:07:23.000 And so, for all of the people that are out 01:07:23.000 --> 01:07:26.000 there and everyone can respond to 01:07:26.000 --> 01:07:29.000 Billy either in the chat room, whatever. What are you going 01:07:29.000 --> 01:07:33.000 to do? So we have this brief 01:07:33.000 --> 01:07:36.000 conversation. It 01:07:36.000 --> 01:07:39.000 filled up the last 50 minutes and it was nice chatting and 01:07:39.000 --> 01:07:43.000 we all had a little bit of a say. So now, 01:07:43.000 --> 01:07:46.000 what are you going to do? What can you commit? What can 01:07:46.000 --> 01:07:49.000 you pledge 01:07:49.000 --> 01:07:53.000 to do at least through this 01:07:53.000 --> 01:07:57.000 week via conference? What action will you take 01:07:57.000 --> 01:08:00.000 to continue this conversation? Or 01:08:00.000 --> 01:08:04.000 the action you're going to 01:08:04.000 --> 01:08:08.000 take about the three areas, disability 01:08:08.000 --> 01:08:11.000 , racial 01:08:11.000 --> 01:08:14.000 justice, those areas? >> You can put those answers 01:08:14.000 --> 01:08:18.000 into the Q&A. Or in the chat box if you'd like. And 01:08:18.000 --> 01:08:26.000 we will try to monitor both of those. 01:08:26.000 --> 01:08:29.000 It was -- I had gotten several, so let me throw a couple 01:08:29.000 --> 01:08:32.000 at you. How do you encourage your agency or workplace to do more 01:08:32.000 --> 01:08:36.000 to address institutionalized racism? I find that 01:08:36.000 --> 01:08:39.000 the intentions are there, but it doesn't seem to be a priority 01:08:39.000 --> 01:08:42.000 . Is it enough to put a Black Lives Matter 01:08:42.000 --> 01:08:47.000 statement on our website? 01:08:47.000 --> 01:08:50.000 When we aren't doing anything else internally 01:08:50.000 --> 01:08:53.000 to address racism? >> Oh, I like that question. 01:08:53.000 --> 01:08:57.000 This is Ken. So I like 01:08:57.000 --> 01:09:00.000 that question because when we were doing 01:09:00.000 --> 01:09:04.000 this planning for this discussion, we wanted -- 01:09:04.000 --> 01:09:07.000 we asked 01:09:07.000 --> 01:09:10.000 what should we ask? What should we do? And there was 01:09:10.000 --> 01:09:16.000 a range of stuff. And that's OK. 01:09:16.000 --> 01:09:23.000 If you think we should do something 01:09:23.000 --> 01:09:26.000 different, then you should express that. But under 01:09:26.000 --> 01:09:29.000 Linda's quote, if you continued 01:09:29.000 --> 01:09:34.000 it, my favorite part is the last 01:09:34.000 --> 01:09:37.000 line, is that as long as we remain silent, others 01:09:37.000 --> 01:09:45.000 will tell us what to do. 01:09:45.000 --> 01:09:48.000 >> I think that's a question that kind of does -- address 01:09:48.000 --> 01:09:52.000 ing the answer to that question would be a place where a center has room to 01:09:52.000 --> 01:09:56.000 be collaborative with other organizations if 01:09:56.000 --> 01:09:59.000 the intention is there, then, perhaps, 01:09:59.000 --> 01:10:03.000 any apprehension is not knowing where to start because social justice 01:10:03.000 --> 01:10:06.000 work has been going on for a very long time. This is 01:10:06.000 --> 01:10:09.000 Jamela 01:10:09.000 --> 01:10:12.000 by the way. And so that would be a good place to 01:10:12.000 --> 01:10:15.000 be collaborative, talk to other organizations in your area 01:10:15.000 --> 01:10:18.000 about what they're doing, what you can do, 01:10:18.000 --> 01:10:21.000 what you can help with. That would be a wonderful place 01:10:21.000 --> 01:10:25.000 to start by just asking the question, seeing, 01:10:25.000 --> 01:10:28.000 connecting with who is already doing the work. And I 01:10:28.000 --> 01:10:31.000 happen to think that putting it publicly out there, like, a 01:10:31.000 --> 01:10:35.000 Black Lives Matter or science is real, 01:10:35.000 --> 01:10:38.000 any sort of thing like that is -- can be seen 01:10:38.000 --> 01:10:41.000 as quite radical 01:10:41.000 --> 01:10:44.000 knowing the responses you could get. 01:10:44.000 --> 01:10:48.000 >> Yeah, and this is Dustin, I agree with 01:10:48.000 --> 01:10:52.000 what was said. And would also like to add I know it's 01:10:52.000 --> 01:10:55.000 come up a few times. What would I do if management 01:10:55.000 --> 01:10:59.000 wasn't supportive of this or a white-centered organization 01:10:59.000 --> 01:11:02.000 . It's important to know that if we're not prepared to host these 01:11:02.000 --> 01:11:08.000 conversations, then they could be harmful. So 01:11:08.000 --> 01:11:11.000 some of that work is the internal work of preparation and getting 01:11:11.000 --> 01:11:14.000 prepared to do so. Diversity won't fix these things to 01:11:14.000 --> 01:11:18.000 think about Angela Davis 01:11:18.000 --> 01:11:23.000 talking about diversity is 01:11:23.000 --> 01:11:26.000 harmful without transfer of information. What is the work 01:11:26.000 --> 01:11:29.000 you need to do to transform, to invite people into a space 01:11:29.000 --> 01:11:32.000 that is not going to be harmful. That might be 01:11:32.000 --> 01:11:36.000 one thing to think about. 01:11:36.000 --> 01:11:39.000 In preparation for the conversation is the work that needs to happen before. And sometimes 01:11:39.000 --> 01:11:48.000 , that's education, and sometimes, that's unlearning. 01:11:48.000 --> 01:11:51.000 >> And Ken, this is Billy. You'd asked 01:11:51.000 --> 01:11:54.000 folks what they were going to do. And let me give you a few. Here's 01:11:54.000 --> 01:11:57.000 what folks are putting into the chat box. One is to not 01:11:57.000 --> 01:12:01.000 be quiet about it and speak up. Be 01:12:01.000 --> 01:12:04.000 present and not others put others out. 01:12:04.000 --> 01:12:08.000 Another, I will reach out to organizations owned 01:12:08.000 --> 01:12:11.000 by or working with people of color to listen and learn 01:12:11.000 --> 01:12:17.000 and hopefully engage. And also, 01:12:17.000 --> 01:12:20.000 ensure this topic is ongoing and integrate it into culture, 01:12:20.000 --> 01:12:23.000 not just a one-off training or surface 01:12:23.000 --> 01:12:28.000 level commitment. 01:12:28.000 --> 01:12:31.000 >> And this is Ken, as members of 01:12:31.000 --> 01:12:36.000 APRIL before the conference is over and 01:12:36.000 --> 01:12:39.000 in our chat box or our notes or our 01:12:39.000 --> 01:12:42.000 responses, if you could put down what you would like 01:12:42.000 --> 01:12:45.000 us as APRIL to do about the 01:12:45.000 --> 01:12:52.000 conversation would be helpful. 01:12:52.000 --> 01:12:56.000 Everybody. Not just Billy. >> There are a lot 01:12:56.000 --> 01:12:59.000 more questions and comments that are being thrown into the 01:12:59.000 --> 01:13:03.000 chat box. So we will capture all of those, but you have 01:13:03.000 --> 01:13:07.000 just right at five minutes. 01:13:07.000 --> 01:13:14.000 To wrap up there. >> OK. 01:13:14.000 --> 01:13:19.000 So this is Ken. One of the things we want to do is 01:13:19.000 --> 01:13:22.000 the actual sort of conversation you might have at your 01:13:22.000 --> 01:13:26.000 SIL. One other thing is 01:13:26.000 --> 01:13:29.000 to gather a few people to support the conversation that you're 01:13:29.000 --> 01:13:33.000 going to have if you can. 01:13:33.000 --> 01:13:36.000 Know a little bit about the background of what you want 01:13:36.000 --> 01:13:39.000 to say. You're 01:13:39.000 --> 01:13:42.000 ready to commit to the goal of the conversation 01:13:42.000 --> 01:13:50.000 . Be ready to have 01:13:50.000 --> 01:13:53.000 some feedback for lack of a better word for conversation 01:13:53.000 --> 01:13:57.000 . Some pushback, 01:13:57.000 --> 01:14:00.000 be deterred about some of the conversation or derailed as J 01:14:00.000 --> 01:14:05.000 amela would say about the conversation. 01:14:05.000 --> 01:14:08.000 But prepare yourself. And one, the start would be 01:14:08.000 --> 01:14:11.000 to have the conversation at your SIL and I'm going 01:14:11.000 --> 01:14:20.000 through whoever else would like to say something. 01:14:20.000 --> 01:14:23.000 >> This is Jamela, but going into 01:14:23.000 --> 01:14:27.000 the conversation with a goal and 01:14:27.000 --> 01:14:30.000 with an agreement about how the conversation will 01:14:30.000 --> 01:14:34.000 go could definitely do a lot to ease tensions and 01:14:34.000 --> 01:14:38.000 go forward in creating 01:14:38.000 --> 01:14:41.000 that welcoming environment. Agreeing that the conversation is a 01:14:41.000 --> 01:14:45.000 safe space if you don't 01:14:45.000 --> 01:14:48.000 know, you can ask questions and fostering an 01:14:48.000 --> 01:14:51.000 environment where you can get genuine answers to genuine questions 01:14:51.000 --> 01:14:54.000 that you may have. 01:14:54.000 --> 01:14:58.000 I think it's important, too, when people are being 01:14:58.000 --> 01:15:01.000 actually genuine with asking 01:15:01.000 --> 01:15:05.000 certain questions to do the work 01:15:05.000 --> 01:15:08.000 to try to allow room for yourself to answer and allow 01:15:08.000 --> 01:15:11.000 room for them to not know 01:15:11.000 --> 01:15:26.000 . That can be, that can be very important 01:15:26.000 --> 01:15:29.000 . >> Well, fantastic, we are right on the money 01:15:29.000 --> 01:15:32.000 timewise. Ken, Jam 01:15:32.000 --> 01:15:37.000 ela, Dustin, Linda, thank you so much for your presentation. 01:15:37.000 --> 01:15:40.000 As always, what I'm asking, Ken, you THUGT you were 01:15:40.000 --> 01:15:44.000 thought you were going to be the only one to ask someone 01:15:44.000 --> 01:15:47.000 to do something. What I want you guys to do is to 01:15:47.000 --> 01:15:50.000 really, you can help both Ken, myself and 01:15:50.000 --> 01:15:53.000 Linda, Dustin and Jamela out 01:15:53.000 --> 01:15:56.000 by filling out the evaluation. We're going 01:15:56.000 --> 01:16:00.000 to drop a link into the chat box here that will 01:16:00.000 --> 01:16:03.000 be sent to you there. And it's also on the website. But 01:16:03.000 --> 01:16:07.000 please, fill out that evaluation 01:16:07.000 --> 01:16:10.000 . Write down the questions that you had. Some of those things, 01:16:10.000 --> 01:16:13.000 we're going to share these. These don't just 01:16:13.000 --> 01:16:16.000 go to the APRIL woodhouse and 01:16:16.000 --> 01:16:20.000 die. I share all of the comments with the presenters so that we can learn from 01:16:20.000 --> 01:16:23.000 each other, learn how we better ourselves, better our presentations and 01:16:23.000 --> 01:16:26.000 make sure that we're giving folks 01:16:26.000 --> 01:16:29.000 meaningful information. And you gave 01:16:29.000 --> 01:16:32.000 us some great information today. 01:16:32.000 --> 01:16:35.000 I'm thrilled. Thank you very much for your time. 01:16:35.000 --> 01:16:39.000 And I will let you guys 01:16:39.000 --> 01:16:54.000 be dismissed. And thanks, again.