Antiracism and Anti-Oppression Policy
Mind Chicago is committed to having a culture of antiracist and anti-oppressive ideas and an institution made up of antiracist and anti-oppressive policies. As such, we seek to promote a culture of justice-oriented and equity-driven values. The purpose of this Policy is to help identify racism and oppression, work to counter its effects and work to continuously eliminate racist and oppressive practices and policies from Mind Chicago and the broader healthcare field.
POLICy Defined
A “policy” may include “written and unwritten laws, rules, procedures, processes, regulations, and guidelines that govern people.” Our definition of policy also includes implicit office culture based upon the actions or inactions of the owners, directors, and other staff who hold positions of power in the company.
Mind Chicago acknowledges the following
In the mental healthcare field, there are significant differences for marginalized and oppressed groups (e.g., Individuals who are LGBTQIA2S, BIPOC, disabled)* with regard to pay equity among mental health practitioners, number of practitioners with advanced degrees, business ownership, and access to mental healthcare services. These disparities exist because of historical inequitable access to choices and opportunities that have significant intergenerational effects and perpetuate economic, social, and educational inequity on communities of color and other marginalized persons.
We are either supporting policies that are leading to racial inequities and injustice or we are supporting policies that are leading to justice and equity for all.
“To be antiracist is to admit when we express a racist idea… To be racist is to constantly deny the racial inequities that pervade American society…”[1]
Being antiracist and anti-oppressive is hard work. It is our responsibility to approach this work with humility and admit when we are wrong.
*We acknowledge that there are numerous marginalized and oppressed groups, some of which we may not presently be aware of. We seek to continue and further our learning to grow in our inclusivity.
RESPONSIBILITIES
Mind Chicago owners, directors, and staff must play an active and ongoing role in reducing racism and inequity by recognizing the manifestations of racism and oppression; creating a culturally inclusive working environment; and dismantling corporate and healthcare systems that directly or indirectly perpetuate racism, oppression, and privilege through policy and practice.
Nevertheless, Mind Chicago owners recognize the power and privilege they hold given their specific intersectional identities, thus, that it is solely their responsibility to live the values set forth in this Antiracism and Anti-Oppression Policy and to ensure that Mind Chicago advances racial equity, antiracist and anti-oppressive ideas, and antiracist and anti-oppressive policies with intention.
To that end, Mind Chicago is committed to self-reflective practices, policy development and refinement, ongoing training, and professional development.
COMMITMENT
This policy translates into a three-part commitment upheld by Mind Chicago owners, partners, and staff. The below commitments provide examples of how Mind Chicago is committed to moving in a direction of antiracism and anti-oppression. However, we understand that the below examples are limited and require continuous refinement and development.
Justice in the Workplace
Justice in the workplace takes many forms and is an evolving process. At this time, Mind Chicago demonstrates workplace justice with equitable and progressive pay practices that account for historical, inequitable access to opportunities and racial disparities in socioeconomic status for marginalized clinicians and clinicians of color. Some examples include: Mind Chicago employees have significant autonomy and flexibility in their schedules, all staff have access to employer-sponsored and subsidized health insurance, all clinicians receive a base salary during parental leave, and employees are compensated for work outside of their immediate job responsibilities. Additionally, Mind Chicago understands the reality of the ebbs and flows of a clinical caseload. Therefore, Mind Chicago rejects any type of penalty system for clinicians being intermittently or reasonably “below” their clinical hours, while compensating clinicians if they choose to work “above” their clinical hours, although this is not required.
Justice in the workplace also means that employees feel that their ideas, complaints, and comments are heard, valued, and thoroughly reviewed even if they do not receive the outcomes they desire. Similarly, we honor an individual’s decision to stay or leave their position at Mind Chicago. We do not support restrictive covenants and encourage and allow any former employee to continue with their Mind Chicago clients post-employment. Mind Chicago values the time we have with clinicians and staff and celebrates an individual’s decision to engage in a different job or life path.
Justice in the workplace also acknowledges that antiracism and the dismantlement of white supremacy are ongoing processes. Mind Chicago seeks to balance allowing for human learning and growth while protecting employees from racism and oppression. The following are ways Mind Chicago seeks this balance:
As voted for by Mind Chicago staff, biannually (2 times per calendar year), Mind Chicago will enact an anonymous cultural assessment survey (developed with external consulting) for employees to share their feedback about culture, justice, and equity in the workplace. The external consultant will gather, summarize, document, and share the findings with Mind Chicago. Mind Chicago leaders will address this feedback with external consulting to develop thoughtful responses and future goals.
Mind Chicago takes microaggressions, oppression, racialized harm, and discrimination in the workplace seriously and will respond to each complaint thoughtfully and collaboratively. Responses may range from leadership-facilitated learning opportunities to termination of employment if necessary.
Mind Chicago takes microaggressions, oppression, racialized harm, and discrimination from clients seriously and has procedures to protect its employees. Mind Chicago will respond to each complaint thoughtfully and collaboratively. Responses may range from additional supervisory support to a leadership-initiated, ethical client termination process.
Amplifying People of Color and Marginalized Voices
Mind Chicago seeks to consistently and deliberately amplify people of color, LGBTQ+ persons, and other marginalized voices among our staff and in the community. This includes striving to seek out and hire BI&POC, female/femme, and LGBTQ+-owned businesses to provide necessary services (e.g., professional development, meals, photos, etc.). Amplification also includes deliberately seeking out and using therapeutic materials written and illustrated by BI&POC, LGBTQ+, and other marginalized individuals. Among staff, Mind Chicago provides paid opportunities to create videos and articles, as well as lead presentations. Online, Mind Chicago seeks to ensure its website and social media reflect BI&POC, LGBTQ+, and other marginalized communities through images, content, and language. Mind Chicago also recognizes the nuanced difference between the amplification of marginalized voices and tokenism. Thus, Mind Chicago makes efforts to also use images, content, and language across their website and social media to accurately reflect the clients served and the demographic makeup of its staff.
Decolonizing Mental Health Practices
At Mind Chicago, we acknowledge that psychological and mental health practices are imbued with the impacts of colonized Western thought, systemic racism, white supremacy, patriarchal narratives, gender-binary beliefs, ableism, and heteronormative culture. Although evidence-based practices may be the most helpful approaches we have available today, we recognize that there are many failings and significant room for growth with these methods - as are in all forms of therapy and testing. We also recognize that many evidence-based approaches have appropriated aspects of others’ cultures in service of promoting mental health. As such, Mind Chicago and staff deliberately seek to use contextually-based, evidence-based practices, while acknowledging, addressing, and utilizing affirming and responsive adaptations, approaches, language, knowledge, and perspectives that support self-acceptance, a sense of belonging, healing, and meaning for those who have experienced historical and current racial trauma and oppression. Additionally, we support clients engaging in therapy before they are in crisis and work to help them stay out of higher levels of care. This perspective serves as a means to diminish the White, capitalistic perspective that suffering for longer (or until you are in crisis) equates to being stronger or more productive.
GOALS
Mind Chicago also acknowledges that justice in the workplace, amplifying BI&POC, AAPI, LGBTQ+, and other marginalized voices, and decolonizing mental health practices is an ongoing goal. Please see below for our current short- and long-term goals:
Review and update a transparent antiracism and anti-oppression policy with external consulting on an annual basis.
Mind Chicago leaders to meet with Chicago Therapy Collective program Hire Trans Now to enhance our trans-inclusive hiring practices.
Include well-practiced trans, LGBQ+, and/or POC staff throughout the interview process for new clinicians or other staff members.
Per staff feedback, Mind Chicago leaders have and will continue to send out the biannual survey results and, if relevant, specific content on areas Mind Chicago leaders will be working on between surveys and ongoing.
growth
Mind Chicago developed and adjusted the current goals following the previous year’s progress. Listed below are the previous goals and progress to date.
Develop and implement mandatory triannual justice and equity-oriented training for employees. These trainings are leadership-funded and in partnership with external leaders and consultants that reflect marginalized communities. Goal met and enhanced by including internal staff in training leadership opportunities.
Develop and publish a transparent antiracism and anti-oppression policy with external consulting. Goal met and enhanced to include an annual update with staff feedback opportunity.
Hire an external consultant to provide a third-party perspective on justice and equity initiatives and employee feedback. Goal met.
Create a paid position (“Justice and Equity Officer”) to further amplify justice-oriented initiatives. Goal changed. With the support of our external equity and justice consultant, it was determined that this might be a less supportive goal due to the small size of the organization. Mind Chicago will continue to work with the current equity and justice consultant, Beth Chung, and continue to review this long-term goal.
One of the tenets of Mind Chicago’s antiracism and anti-oppression policy is a commitment to ongoing growth and evolvement of policies. Thus, Mind Chicago consistently seeks to enact thoughtful changes to its practices that prioritize furthering justice and equity. The following are examples of intentional changes Mind Chicago made to its workplace practices:
Elimination of minimal caseloads - This practice seeks to increase the number of employees eligible for Mind Chicago’s full range of benefits; respect an employee’s ability to manage and own their own schedules; and allow for a more nuanced understanding of each employee’s ebbs and flows in their lives.
Increase insurance options - This practice offers several employer-sponsored health insurance plans at various prices.
All changes are shared in consultation meetings, individual meetings, and in writing to allow for multiple avenues of conversation and feedback.
TRANSPARENCY
Nothing in this policy or Mind Chicago’s employment practices is a secret. Indeed, Mind Chicago’s policies and employment practices are to be public for the purposes of (1) receiving feedback so that we may evolve our thinking and (2) encouraging our colleagues to adopt antiracist and anti-oppressive policies and practices. As our understanding of what it means to be antiracist and anti-oppressive evolves, so too shall this policy.
If you are interested in using or adapting this policy for your own workplace, please let us know.
[1] Kendi, Ibram, X. June 13, 2020. The difference between being “not racist” and antiracist. TED Talks Daily.