You can find the full 2022 Anti-Racism and Anti-Bias Benchmarks document, with our priorities, belief statements and an assessment of bias experienced in our Synod here. The information below focuses only on the progress that has been made in the benchmarks that were set by the Synod.
You can download this document as a PDF by clicking on the box below:
Leadership
Benchmarks
Intentional Efforts to Support Underrepresented Communities
· Camps, Conference and Leadership Development Sites:
1. To support the creation of a synod project that would oversee properties around the Sierra Pacific Synod so they can be used as camps, conferences, community centers and other spaces that can nurture new start congregations and center children, youth, young adults, families and diverse communities.
1. Sierra Pacific Outdoors has been established to support this work. We have hosted a few meetings with some stakeholders to begin conversations.
2. We hosted a livestream conversation to introduce the vision to the Synod. You can view it here. We hosted our first service project in Oakland to begin the initial work needed to make the site safer for multicultural communities to gather.
3. Read about the Service Day Here. East Bay congregations, PLTS and a Spanish speaking congregation, Synod staff and their family helped with gardening and repairs that saved the Synod an estimated $20,000.
4. Individuals are continuing to scout for a location for an eco-centered retreat space for wellness and sacred community in Nevada. They hope to have a space selected by Synod Assembly in June.
5. The members of Good Shepherd South Asian Ministries (GSSAM) in Fremont have expressed interest in support with building repairs and increasing multicultural use of their facilities by the community.
6. St. James in Hanford, CA closed and gifted their property to the Synod for this purpose. Minor safety repairs were completed at the congregation to enable multicultural rentals to cover the costs of building. Continuing renters on the site include a childcare center, AA group and a Spanish language Presbyterian community. One of the new renters the Synod secured is a group of Telugu (one of the many languages of India) Lutherans who have expressed interested in supporting multicultural community at the site. The Witness Discipling Team has begun assessing the space for new ministry opportunities.
2. To create new opportunities for leadership development in urban contexts, particularly in places that have been underserved.
1. Conversations have begun with BIPOC elders and leaders in the Oakland area about ways to support leadership development. We continue to listen, learn and vision.
2. We hope to complete repairs on the Synod owned parsonage in Oakland, so that it can be used to support BIPOC individuals seeking candidacy or working with multicultural communities. We hope this parsonage will make it possible address wage inequality issues experienced by some of our leaders.
3. To support the mission, ministry and board of Mt Cross and help repair Mt. Cross property.
1. Sierra Pacific Outdoors has set a goal of raising $1 million dollars for the property repair needs of Mt. Cross.
2. The bishop has adopted a building at Mt. Cross to work on repairing with their family. Bishop’s discretion funds are being utilized to provide supplies for the repairs. To date, the Bishop and their family have repainted, installed new flooring and retiled the bathroom.
· Campus Ministry
o Providing additional opportunities to care for college students throughout our Synod, particularly at diverse higher learning institutions
1. Sierra Pacific Outdoors has set a goal of raising $1 million dollars for the property repair needs of Mt. Cross.
o To visit college and young adult communities to support and nurture faith.
1. Since their election, the Bishop has visited (in person or online):
o The SPS Youth Committee
o Augustana University in Sioux Falls, SD
o The Belfry campus ministry at the University of California in Davis, CA
o Rabbi Angel’s class on LGBTQ issues and Religion at the University of San Francisco
o University Lutheran in Palo Alto, CA
o Lutheran Social Services SD
o Colorado College Queer Spirituality Group
o California Lutheran University
o Pacific School of Religion, Center for Lesbian and Gay Studies
o Pacific Lutheran Theological Seminary
o To support scholarship and outreach that inspires students to participate in the life and ministry of our Synod.
· Mentoring individuals with similar demographics of all leaders
1. The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written.
o Encourage and evaluate the development of culturally appropriate mentoring in all committees, discipling teams and other Synodical groups
o Provide training in how to develop healthy collegial relationships
o Collaborate with other Synods to offer mentoring opportunities [December 2022]
· TEEM
o Strategic use of the TEEM program to support diverse communities who are underrepresented and underserved in our Synod
1. The bishop has been meeting with BIPOC elders to discern possibilities for providing mentorship and support for diverse ministry candidates.
o Publish online demographics of individuals at each stage of candidacy
1. This work has not yet begun.
o Learn from other Synods about how we can better use this tool. [June 2022]
1. The bishop met with the ELCA’s director of Candidacy and the regional candidacy manager to discuss options for supporting diverse leaders in the candidacy process in our Synod. The conversation produced several options for moving forward that will be shared with the Synod council, candidacy committee and other key stakeholders.
All Leaders
· Consistent expectations for all leaders with educational opportunities provided at a free Bishop Convocation to supporting continuing education that addresses: anti-racism, sexual harassment, conflict mediation and mandated reporter training
1. Our first Bishop’s Convocation for rostered leaders provided 16 hours of free continuing education hours for rostered leaders. Later this year we hope to provide a convocation for lay leaders as well.
· Day 1 - February 2: The often-unknown details of being credentialed in the ELCA w/ Rev. Manda (41 participants joined the training)
· Day 2 - February 9: Caring for victims of misconduct w/ Barbara Keller, Definitions and Guidelines for Discipline w/ Bishop Megan, Being a Mandated Reporter w/ Bishop Megan
· Day 3 - February 16: Legal advice and updates for congregations w/ Mark Watson Esq. (the attorney for the SPS), Clergy tax & Congregational Finance updates w/ Rev. Sharon Amundson (synod treasurer and CPA), Creative Fundraising w/ Bishop Megan
· Day 4 - February 23: Starting your Journey to Intercultural Competency w/ Rev. Tita et al.
· Discern how we can honor the diverse culture and identities that people bring to their leadership Listening sessions and recommendations proposed by June of 2022
1. Due to our current staffing shortage, this work has not yet begun for most communities.
2. We had an initial conversation with Reconciling Works about creating benchmarks for the Synod to support and welcome LGBTQ individuals in our synod. Additional listening sessions and conversations are scheduled in this area.
Youth/ Young Adults
· Service and justice projects that appeal to diverse youth and young adults will be held in every conference of our Synod yearly
1. SPSYC Synodwide Service Day: The synod youth hosted a service project with participants across the Synod.
2. Humboldt County Service Day: 6 Congregations worked together to care for the environment, the homeless and support children.
3. St. John’s Oakland Service Days: East Bay congregations, PLTS and a Spanish speaking congregation, Synod staff and their family helped with gardening and repairs that saved the Synod an estimated $20,000.
4. Fresno Service Day: We joined our newest mission partner, the Fresno Hunger Network and the members of Bethel to provide a food pantry for those in need.
· Robust social media outreach
1. In the last 90 days, our communications have seen the following growth and engagement:
o 10.7% increase in followers (85 new followers)
o 56.4% of followers between the ages of 13-44
o 40 new followers with consistently 3 daily posts.
· Constant Contact
o Boosted our open rate of newsletters to 50% consistently.
o Added 25 new newsletter subscribers.
· Livestream Conversations & Events
o We've held five livestream conversations via YouTube and Facebook that reach an incredible wide and diverse audience. These conversations have included updates on COVID from Public Health officials, an update on Sierra Pacific Outdoors, two Bishop Books Club, and a conversation about Grief & Loss.
o All five livestreams were with individuals of diverse intersections - LGBTQ, BIPOC, neuro-diverse, etc. We continue to center lived experiences from diverse individuals.
· Military Chaplaincy – Providing support to the diverse individuals serving in the military and exploring ways to include active and retired members of the military in all levels of leadership.
2. Our synod has begun to develop a relationship with the ELCA Churchwide Federal Chaplaincy Office and they will be supporting two of our Synod’s Military Chaplains for Synod Assembly this year. The two Chaplains will lead a workshop about Military Chaplaincy and host a display table to share more with interested individuals.
Synodical Leadership
· Transparent background check and disclosure process for elections [December Synod Council Meeting]
1. A new disclosure policy was approved at the December Synod Council meeting and can be found here.
Pastors
· Monitor and publish pay equity across demographics [March of each year]
1. This work is in progress.
· Review and study inequalities in the ability of diverse individuals to retire and payment towards pensions and retirement funds. Share information online and discern steps to create equity [March of each year]
1. This work is in progress.
2. The Synod council approved budget recommendations for 2023-2024 that include reparations funds for individuals who need retirement support. This recommendation will be presented to the Synod Assembly and propose that the Synod commit yearly to an area of reparations.
· Review and study inequalities in student loan debt amongst leaders. Share information online and discern steps to create equity [March of each year ]
1. This work is in progress.
2. We are working to host a workshop on currently available options for student loan forgiveness for religious works soon.
Deacons
· Study the need for salary guidelines for Deacons and make a recommendation [March of each year]
1. This work has not yet begun.
· Encourage candidates for Word and Service and help individuals study their call.
o Create regular opportunities to lift up Deacons and Deaconnesses in our Synod at events, educational events and in the general life of the Synod
1. The Synod’s has offered a position to a deacon candidate and we hope their presence on staff will help us focus more on this area in the future.
o Actively encourage leaders to consider candidacy efforts. [Outreach plan created by March 2022 ]
1. We have been actively encouraging individuals in this area, but we have not yet begun work on a formal outreach plan in this area.
Credentialing
Benchmarks
· The importance of transparent rubrics, so individuals know what to expect from the credentialing process.
o Shared online
1. We have begun this work at First Call Theological Education and the Bishop’s convocation.
· Consistent expectations for all leaders: anti-racism, sexual harassment and mandated reporter training
o Yearly submission
1. We have begun this work at First Call Theological Education and the Bishop’s convocation.
Disclosure forms shared with councils when rostered leaders provide long-term service in a congregational setting (sabbatical, interim, bridge pastor, long term pulpit supply or other contract employment).
1. This practice has been put into place.
· Providing alternative accommodations and support for communities who have experienced historical discrimination and lack of access to education
o Narratives shared online in the anti-bias audit
1. The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written.
· Those evaluating candidates should embody the many cultures, languages, families, identities and abilities of those living in our Synod.
o Actual demographics shared online
· Those approved for exceptions should embody the many cultures, languages, families, identities and abilities of those living in our Synod.
o Actual demographics shared before each decision and quarterly online
1. This is in process.
· Discern how we can honor the diverse culture and identities that people bring with them through the credentialing process
1. This is in process.
· Build a more diverse list of psychological professionals to do the psychiatric evaluations.
· Populate the candidacy committee with more people of color, young people, BIPOC, LGBTQIA+, and
o Listening sessions and recommendations proposed by June of 2022
1. After consulting with other Synods, we identified a group with the ability to provide vocational assessments at all levels of Leadership and has access to diverse facilitators and connections to language services. The process is approved by the ELCA to assess candidates. We have begun utilizing these services.
Mission
Benchmarks
· Center the voices of historically marginalized and underserved individuals and listen to needs throughout our Synod. [recommendations drafted from conversations]
1. The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written.
· Through confession, forgiveness and reflective accompaniment, we learn from the PIE movement[1] and seek to be Public, Intentional and Explicit in justice and advocacy work.
1. Information about PIE Day was shared with the Synod.
2. Our Theologians in Residence will begin their work in May.
· Identify partnering organizations whose missional work resembles the model of accompaniment
The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written.
Communications
Benchmarks
Inventory of Current Strategy
Before we are able to enact systemic change in our communications strategy and create an anti-racism communications strategy, we must take inventory of the systems currently in place. This may include, but is not limited to:
· The Communications & Connections Coordinator taking the Intercultural Development Inventory (IDI) assessment to develop a greater understanding of the implicit bias she holds, as she is the primary voice of external communications on behalf of the Synod.
· The Communications & Connections Coordinator examining the website, social media platforms, emails and newsletter sent out to explicitly look for evidence of:
o Reinforced stereotypes
o Messages that promote a white supremacy culture
o Particularly messages that promote a “certain type of Lutheran” that furthers the stereotype of white dominated Lutheranism
· Invite a diverse audience from the Synod to explicitly look for evidence of:
o Reinforced stereotypes
o Messages that promote a white supremacy culture
o Particularly messages that promote a “certain type of Lutheran” that furthers the stereotype of white dominated Lutheranism
1. Our Communications Coordinator has been participating in various anti-racism and anti-bias trainings to examine their own lenses.
2. Work has begun to create a diverse team to support communications efforts in the Synod.
3. The Synod used Survey Monkey for its first survey seeking feedback on how to decrease bias in the Synod.
Assessing our Language-Use & Visual-Use
Because communications include both our visual and language elements, it’s important to assess the language we use in our communications and the visual messages we send through our photos and videos featured throughout our communications. This assessment may include, but is not limited to:
· Looking for time where those who did NOT embody experiences or intersections spoke or wrote about something.
· Looking for assumptions made regarding an individuals gender, race, sexual orientation, etc.
· Assessing whether the visual elements accurately reflect the individuals within our Synod. Who is under-represented?
Developing a New Communications Strategy with Anti-Racism Embedded in every Element
I’ve done some research and found multiple organizations that have produced style guides that include anti-racism elements to their communications strategy. One that particularly stood out to me is the “Sum of Us Progressive Styleguide” and a few key elements stand out:
· The Section on Indigeneity/Ancestry
o “Whenever possible, use a specific name (e.g., Cherokee and Inuit). If you are not aware of the preferred name, whenever possible, ask.”
o “Avoid vocabulary and usage that carries hierarchical valuation, describes Indigenous peoples as “belonging” to Canada, the United States, or Australia, etc., and other usages that may denote inferiority. Use neutral terms instead. For example: “Indigenous peoples in Canada have traditions and cultures that go back thousands of years,” not “Canada’s Indigenous people have traditions and cultures that go back thousands of years.” Similarly, do not say “Canadian First Nations” as Canada is the colonial power and many Indigenous people do not identify as Canadian.”
· The Section on Race/Ethnicity
o “Avoid references that draw undue attention to ethnic backgrounds or racial identities. When references are valid, learn the most appropriate specific terminology or use the term preferred by the person or group concerned. Also, remember to mention the race or color of white people as well.”
o “Using “minority” may imply inferior social position and is often relative to geographic location. When needed, the use of “minority ethnic group” may be preferred over “minority group.” Note, “minorities” are actually 85% of the world population and make up the global majority.”
1. This research has been put into practice. More work is still needed to engage with stakeholders to seek suggestions to improve our communications.
Stewardship and Finance
Benchmarks
· The Synod will explore creative opportunities to raise funds for mission in our Synod.
1. The Director of Finance and Stewardship explored the amount of diversity in the Executive leadership of the banking and lending institutions that met the needs of the Synod. We selected a new bank based on the diversity of their policies and leaders.
2. Sierra Pacific Outdoors has been created to develop diverse funding opportunities. This includes using the banquet time at Synod assembly and Facebook live events to seek to generate additional revenue for these efforts.
3. This year’s Synod Assembly created several “add on” opportunities to generate income.
4. We continue to work on the robust amount of paperwork it takes for our organization of our size to become approved for raising funds on social media.
5. We have applied for several grants to support this work.
The Synod will hire a Mission Finance Assistant to provide support for financial planning, property management and other needs that will support Lutherans in underserved communities, missions of the Synod, Synodically Authorized Worshiping Communities and other congregations as needed.
1. The Synod council has approved a job description and the Synod is working to fill the position.
· The Synod will create listening opportunities to learn more about how we can align our stewardship and finances with anti-racism and anti-bias efforts throughout this document.
1. The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written.
Service
The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written.
Benchmarks
· Conduct survey to gather insight into congregational knowledge of and engagement with immediate communities. (IE, does the church know the owner’s name at the local family-owned restaurant? Who does the church partner with outside of ELCA organizations?)
· Affordability
· Encourage priority over service opportunities in immediate neighborhood before exploring international opportunities
· Encourage relationship-building practices when working with non-profit organizations (NPO’s) in immediate neighborhood to ensure long-lasting relationships rather than one-time, transactional relationships
· Offer webinar series on “white savior complex” and “voluntourism”
Events
The staff person who oversees this work is currently on leave, so this work is not moving at the pace we had original expected when these benchmarks were written. Areas where there has been progress are indicated in blue text.
Benchmarks
· Prioritize event spaces that meet ADA standards. (Proof of disability not required.)
1. The Synod seeks ADA spaces as often as is practical.
· Provide visual and captioning support for attendees upon need.
· Provide translation for ASL and non-English languages when needed.
1. The Synod has developed relationships with communities that are ready and able to provide ASL translation when requested.
· Seek ASL interpreters from marginalized communities.
1. The Synod has developed relationships with communities that are ready and able to provide ASL translation when requested.
· Strive to be a zero-waste event.
2. The Synod has digitized its files and seeks to have worship without paper bulletins as often as we can.
· Create a scholarship fund to ensure that historically marginalized and underserved communities can attend and include an option to contribute to the fund in registration materials.
· When possible, ensure ADA housing is available and provided.
1. The Synod seeks ADA spaces as often as is practical.
· Have an emergency plan that includes support for individuals with disabilities and those who do not speak English.
1. This work is in process.
· Encourage the use of stimulation tools, such as textured items to fidget with in one’s hand, noise-cancelling headphones, sunglasses, drawing supplies and other items.
· When possible, ensure literature is offered in languages spoken in this synod that are not English.
· Reach out to historically marginalized and underserved communities to ensure that pre-event communication is received.
· When possible, provide video captions or post videos to online platforms that auto-generate captions and translations.
1. The Synod livestreams on platforms that provide auto-generated captions.
2. We are working on live closed captioning for Synod Assembly business sessions.
· Write clear accessibility and inclusion statement for each event and invite members to reach out with questions or concerns they may have.
· Do not include CAPTCHA on the website.
1. The Synod’s new website does not use CAPTCHA
· Provide an opportunity for attendees to request “reasonable accommodations”
1. Synod registration information asks questions about accommodation needs.
· When possible, offer “stimulation overload” rooms. (Low light, soft seating, water, noise machines available.)
1. A room for those seeking sensory breaks is being made available at Synod Assembly.
· When possible, offer nursing rooms, if not already available.
· When possible, offer childcare.
1. We have delayed putting this into practice due to concerns about COVID19.
· When possible, provide all-gender bathrooms with signage that states what is inside the bathroom (urinal, toilet, changing table and how many)
1. We have put this into practice at Synodical events.
· When possible, provide nametags for all hosts, speakers and attendees with names and pronouns in large font.
1. We have put this into practice at Synodical events.
· Confirm that speakers have experience in the field in which they are speaking and that they do not speak about embodiments outside of their experience.
1. We have put this into practice at Synodical events.
· When possible, provide descriptive text about images in communications.
[1] https://pieday.ca/about-1