Yolanda Gotier, Executive Director of Alternatives to Family Violence, talks to A.S.C.E.N.D. trainees about managing an agency from an anti-oppression framework.
Today is the second day of the A.S.C.E.N.D. Academy, and the focus of the morning is managing from an anti-oppression framework. The facilitator is Yolanda Gotier, executive director Alternatives to Family Violence in Colorado.
This morning, the trainees are working in small groups to talk about anti- “isms.” Each group was assigned a different “ism:” anti-racism, anti-ablism, anti-ageism, anti-sexism, anti-heterosexism and class oppression. Then, each team was tasked with defining its particular “ism” and creating a work plan to address the “ism” within the workplace.
Yolanda talked about the importance of anti-oppression work for meeting the needs of clients within rape crisis centers. She said that if agencies aren’t meeting client needs, those clients will go somewhere else to find what they need. And she added that this anti- “ism” work can’t be done in silos, but it has to be holistic work.
“I can’t to anti-oppression work only at work and make it real,” she said. “I have to call it when I see it — when I’m in an environment that makes me very uncomfortable. As a leader, I need people around me who will lovingly tell me, ‘I don’t think so. Have you thought about? Did you do _____?”
At the end of the morning session, Yolanda asked this question to the group: If I had to come to my agency to receive services, would I stay or would I go?
I think this is a great question for all agencies who are doing the work to end sexual violence. Even if your workplace doesn’t provide direct services, would you feel welcomed at your agency? Feedback please! 
Download resources from this presentation:
- Developing an Effective Program That Serves Your Entire Community
- One Size Does Not Fit All: Managing from an Anti-Oppression Framework
{ 3 comments… read them below or add one }
What is important to me whether the agency is doing the work and engaging in the process of cultivating an anti-oppression work environment. Doing anti-oppression work is a process, it takes agency commitment-specifically from Leadership at an agency, consistency and accountability. If these are in place at an agency then anti-oppression work will be central to the work we do and the process will be continual.
Anti-oppression work is a part of the core foundation of work in ending sexual violence and addressing the needs of SA survivors. As leaders and/or emerging leaders in this movement, we need to “manage” and “lead” from an anti-oppression framework (in terms of how we manage/lead our staff) along with incorporating anti-oppression work in our services. Anti-oppression work must be embedded in all levels of a rape crisis center (e.g., Staff, Board, Volunteers, Services, etc.).
I believe we cannot talk about leading from an anti-oppression framework enough. The cultural discourse inundates us with -isms on a daily basis and before we even realize it we are thinking from that oppressive perspective again. Strong leadership is key to ensuring we are serving our clients from an anti-oppression framework. Teamwork is key to ensuring that our latent -isms don’t come to the forefront of our work and that all of our clients are empowered to heal and are treated with the dignity and respect they deserve!