Наша приверженность борьбе с расизмом

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Когда речь заходит о расовом равенстве и социальной справедливости, мы не останавливаемся на достигнутом.

Успех CCC зависит от нашей способности инвестировать в недостаточно обслуживаемые сообщества, сокращать разрыв в доходах и медицинском обслуживании, а также удовлетворять индивидуальные потребности клиентов, которых мы обслуживаем.

Хотя бездомность может случиться с кем угодно, расовое неравенство ограничивает доступ к доступному жилью, охране психического здоровья и работе с заработной платой за прожиточный минимум. Это приводит к увеличению числа чернокожих, коренных жителей и других цветных людей среди бездомных Портленда.

Эти сообщества имеют долгую историю системного притеснения, стигматизации и криминализации. Мы знаем, что демонтаж этих систем - работа не дней или недель, а десятилетий.

CCC стремится устранять барьеры и способствовать обеспечению справедливости для сообщества BIPOC, которое мы обслуживаем, посредством:

  • Улучшение того, как мы предоставляем услуги с учетом культурных особенностей.
  • Пропаганда системных изменений.
  • Расширение нашего партнерства с сообществом.
  • Приоритет справедливости в нашей организации.

Как мы подотчетны

In 2020, Central City Concern was moved to greater action by the social unrest and the killings of Black and brown people at the hands of the police. Our employees and clients were vocal in asking for increased accountability in the organization’s commitment to racial equity and becoming an anti-racist organization.     

We took rapid action, knowing that it would also need to be coupled with years of ongoing commitment.  Immediately, we: 

  • Created a temporary anti-racism response team to support equity at all levels of our organization 
  • Held an employee town hall to elevate Black voices, which led to policy changes 
  • Set organizational anti-racism commitments 
  • Set goals around strengthening culturally specific programs 
  • Conducted anti-racism trainings for managers and supervisors 

Since 2020, we have also: 

  • Trained managers and supervisors in the Foundations of Equity through our Leadership Academy Program 
  • Piloted equity training for all staff 
  • Formed the Equity Steering Committee, a governing body overseeing CCC’s equity and anti-racism strategy 
  • Embarked on a project where culturally specific program senior operations leadership and the executive leadership team began collaborating and incorporating feedback from staff and clients to develop recommendations for best practices in culturally specific programs 
  • Made Центр стабилизации детоксикации Hooper more accessible for LGBTQ people and people of color 
  • Improved data reporting on equity issues and created equity performance measures 
  • Made changes to HR policies with the goal of increasing diversity among our staff, managers, executives and board by investing in recruitment, professional growth and retention, so CCC reflects the varied backgrounds of the people we serve. 
  • Identified policy and funding issues rooted in discrimination, then working with elected officials and community partners to address them 
    • In 2022, CCC supported SB 1510, the Transforming Justice bill, which will reduce racial disparities in traffic stops, improve success for people on probation and parole, and create the Justice Reinvestment Equity Program.   
    • In 2021, CCC supported HB 2172, which expanded access to early release from parole and probation and SB 397, which reformed the expungement process.  
    • In 2020, CCC advocated for a city land use change that made it easier to provide housing for people who were incarcerated.  
    • In 2020, CCC supported Measure 110 and since its passage has been deeply involved in its implementation. Decriminalizing possession is in direct response to the war on drugs that has predominately harmed communities of color, especially Black communities. CCC staff have also contributed to advocacy efforts to hold off cuts to services that Measure 110 has funded.   

Our future goals include: 

    • Formally launching equity training for all staff 
    • Continuing to invest in improving culturally specific programs and becoming a more culturally responsive organization 
    • Including equity and anti-racism in our criteria for working with outside vendors 
    • Continuing to invest in increasing diversity among our staff, managers, executives and board 
    • Continuing to set specific goals and timelines to uphold our anti-racist commitments 

Помогите положить конец бездомности

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