Anti-Oppressions Steering Committee Job Description

This job description is a starting place and will be changed based on the needs and desires of the group as they meet and work together.

Meetings:  At least one time monthly.

Work in-between meetings: 1-2 hours of work each week in between each meeting (4-6 hours a month of work in between meetings) for each member.  The hours and work will be built into each regular member’s job responsibilities and hours expanded where needed and possible. Any members who are staff at the time of their work on the committee will be paid for their work on the committee.

Membership:  Ideally, not more than six members and no less than four regular members.  The group may consist of staff, board, cLOT and CAG members. All members must commit to regular attendance of meetings and completing work in between meetings.  Members make a one year commitment to the committee and membership will be reviewed at least annually by the committee and with committee members who are staff and their supervisor.

Application process:  People who are interested in being on the anti-oppressions steering committee will write a letter or e-mail of interest to an Associate Director or the Executive Director who will forward the application to the committee.  Initially, the AD for Operations and the ED will receive and review applications to set up the committee.

Diversity:  The committee membership will represent our Cafe and staff community but will not tokenize or isolate any members.  Everyone is welcome to apply for a position on the committee and no one will be discriminated against in consideration for the committee.

A rotating monthly chair (determined at the previous meeting) will call the monthly meeting, reserve and prepare the meeting space and develop the agenda.  The group will meet regularly and at a set time and members will commit to ensuring attendance and participation (it’s ok to miss a meeting, just not regularly)
Facilitator and note-taker will be rotating.

Training/preparation:  The committee will meet quarterly for trainings specific to their work. These trainings will be paid time.  What trainings are needed will be determined by the committee.

Authority:  The committee will have the authority to implement strategies that are determined to be needed by the whole committee. The committee will ensure these strategies are lawful/legal and within the philosophies and current budget of Sisters Of The Road.  The committee may set a goal and ask operating teams, all staff or other groups to develop the strategy and plan for achieving that goal.  As with all organizational activities, the committee will adjust initiatives based on input from all staff, the board and our customer base.

Committee Charge & Responsibilities:

Goal of the group: Institutionalize our commitment to actively and continuously challenge our agency and our community to transform to one where all people are welcomed and valued – with access to the support and resources they need to thrive while being a part of safe and respectful services, community space and community transformation (systemic change). 

The Anti-Oppressions Steering Committee will work to undo institutional oppression and build systems of support & transformation within Sisters by:

• Developing & implementing a vision statement and set of principles to guide our anti-oppressions work at Sisters.
• Developing and updating anti-oppression accountability standards for our organization at all levels and developing and updating benchmarks to ensure that we are institutionalizing anti-oppressions practice and full participation for all members of our community.
• Providing leadership in the organizational measurement of how we are doing against these benchmarks, systems for review of our structure, systems, policies, and procedures to make sure we are eliminating barriers to safety and full participation caused by oppressions.  Institutionalize the practice of everyone in the organization assessing and addressing how we are doing in these areas.
• Providing leadership in developing proposals and/or strategies for addressing areas that we need to work on.  Ensuring implementation and follow through of those plans/proposals.
• Plan, coordinate and prepare for the monthly all staff training schedule and anti-oppressions trainings.
• Implementing anti-oppressions strategies and goals set in all staff meetings and trainings.

These benchmarks and strategies may include:

• Specific policies and workplace principles that formalize the anti-oppressions work of Sisters at all levels
• A commitment to and organizational plan for community building, relationship building, community organizing, and networking (reciprocal supportive relationships) for social change.
• A commitment to regular systems and structures for input (from outside the organization and from within), honest/frank assessment, planning, action, monitoring and follow-up.

Goals & Strategies may include (adapted from “Undoing Institutional Racism at Solid Ground” and “Non-profit Anti-Racism Coalition Expectations of Members”)

Ensuring a plan for recruitment and support of people with diverse backgrounds for our Board of Directors and leadership positions at Sisters.

• Commit to invite, welcome and support people of diverse backgrounds (including but not limited to diversity in race, ethnicity, gender, sexual orientation, income level, immigrant status and/or English language ability) in all decision-making bodies of the organization, such as the board of directors, management teams, and other policy-making bodies.
• Commitment to professional development for all staff.
• Commitment to valuing different ways of knowing, thinking and being.

Improve our hiring and operating processes to recruit and retain staff with diverse backgrounds.

• Commitment to identifying and addressing recruitment barriers (including lack of relationships in the community) and operating processes that do not support the hiring and retention of staff and volunteers from groups that are targeted by oppressions.

Provide training to help our staff and volunteers understand the impacts of institutional oppressions and to ensure that we are committed to the work of dismantling oppression and discrimination

1. Commitment to ongoing training, honest/frank self-assessment of current level of involvement/action and knowledge and self-education by staff and board on power, privilege and anti-oppressions work.
2. Conduct forums for our community on issues that impact communities targeted by oppressions.
3. Be active and effective members of community groups that are working to end oppressions/discrimination and groups supporting and/or lead by people targeted by oppression.

Filters for applications to anti-oppression steering committee

• Have a clear understanding of Sisters philosophies demonstrated through relationships with customers, barter workers, volunteers, staff and CAG and cLOT members
• Must not be involved in more than one other small working group
• Must be able to commit to the best of individuals knowledge to the time commitment asked
• Must confirm with direct supervisor and make a plan of action

Commitments to being on the committee

• Must include the work of the steering committee in personal Program of Work and be accountable for responsibilities taken on committee at the same level as job duties.
• Must maintain to the best of individual’s ability good attendance at all meetings and trainings.
• Must be open to working in a consensus based environment and adhere to Sisters Of The Road’s meeting guidelines.
• Members make a one year commitment of membership.

One member of the Committee will serve as the administrator and will:

1. Track tenure (when people joined and when tenure review will/should happen with supervisor and committee)
2. Bring AOSC Notebook to each meeting
3. Tracking attendance
4. Tracking barriers to participation and creating solutions with member and/or member’s supervisor