Yale Psychiatry Grand Rounds: "Yale Psychiatry Anti-Racism Task Force Update"

June 02, 2023

Information

John H. Krystal, MD, Robert L. McNeil, Jr. Professor of Translational Research and Professor of Psychiatry, of Neuroscience, and of Psychology; Chair, Yale Department of Psychiatry

Cindy Crusto, PhD, Professor of Psychiatry; Associate Dean for Gender Equity, Yale School of Medicine

ID10014

To CiteDCA Citation Guide

00:00Under Great. score Thank you, John.
00:02I really appreciate it.
00:04And I want to echo thanks to everyone
00:08who has participated over the past 2
00:111/2 years in an incredible experience
00:14for for all of us who have participated.
00:17I am going to share my screen.
00:21We would like to take you through the brief.
00:24Jog through sort of where we've
00:26been and and where we're going,
00:28I hope everyone can see my
00:30screen is that yes,
00:35yes, bumps up. Okay. Great.
00:38So I first want to turn it
00:40over to Doctor Maria Crouch,
00:42who is a post doc here in our department.
00:47We really want to acknowledge the
00:49lands on which we live and work.
00:51So I'm going to turn it
00:53over to Maria. Perfect
00:55a day. Hello. We'd now like to
00:57recognize the land on which we
00:59live and work, and importantly,
01:00the peoples of this land who belong
01:03to it and who have nourished and been
01:05nourished by it for time immemorial.
01:08Yale University acknowledges that indigenous
01:11peoples and nations including Mohegan,
01:14Mashantucket Peapod, Eastern Peapod,
01:17Shagga, Coke, Golden Hill, Pogusset.
01:19Niantic and the Quinnipiac and
01:22other Algonquin speaking peoples
01:24have stewarded through generations
01:25the lands and waterways of what
01:28is now the state of Connecticut.
01:30We honor and respect the enduring
01:32relationships that exist between these
01:35peoples and nations and this land.
01:37Dogadin, thank you.
01:40Thank you so much. So I want to.
01:44Tell you what, what we're going to
01:47cover today and we'll hear from the
01:50department mission vision and value
01:52statement and update from the group.
01:55And this has been, gosh,
01:57probably a two year process to
01:59develop the first ever statement.
02:02On behalf of the department,
02:04I'll give a very brief view of where
02:07we have been over the last 2 1/2 years
02:10and our vision for moving forward.
02:13We'll hear from the definitions work group.
02:15So this is the work group really
02:18focused on four key terms within the
02:21anti racism field and really making
02:23sure that we have some consensus on
02:26what we mean by those important terms.
02:29So they'll update you on the
02:31work that has happened there.
02:34We'll spend most of the time
02:35on the implementation phase.
02:36So as we move from planning
02:39to implementation,
02:40what really will this look like?
02:42What will the structure look like?
02:43What are the opportunities for
02:46you to be involved and to have
02:48leadership roles within that if you,
02:50if you would so desire?
02:53So we have a couple of folks who will
02:56talk to us about the implementation phase
02:59and also including how we derived the
03:03new implementation domains and teams.
03:06We have a wonderful video.
03:07We asked a handful of folks who
03:10have participated on the ARTF
03:12to share with us some of their
03:15reflections on their participation.
03:17So we will hear from them in a video.
03:21And then we have time for discussion,
03:24questions and answers.
03:28So I am going to turn it
03:30over to Doctor Sonia.
03:32She woke Monk on to tell us about
03:35the department's mission, mission,
03:37vision, and value statement process.
03:41Hi, everyone. It's an honor for
03:43me to be here today and one of
03:45the cochairs of the writing group.
03:47So I'm just going to go
03:48briefly into the background,
03:49the team, and then the process,
03:51and then I'll read to you the
03:53mission vision and value statement.
03:55So in the background, in 2021,
03:58the Yale Department of Psychiatry
03:59convene a writing group of staff,
04:01trainees and faculty develop a mission,
04:03vision and value statement.
04:05Those of us tasked with this
04:07responsibility immediately felt the
04:08gravity and seriousness of our work.
04:11First, this would be the formal
04:13first formal statement attempt in
04:14the history of the department.
04:16Second, our department features
04:18people for many different professional
04:20disciplines and walks of life,
04:22including but not limited to
04:24different racial, gender,
04:26sexual orientation, religious,
04:28socioeconomic,
04:29and lived experience backgrounds.
04:31How could we create 1 written
04:33statement in which everyone in
04:35our Yale Department of Psychiatry
04:36could see themselves?
04:38Could we even come together to do so,
04:40particularly in a time when our
04:42country is divided socially,
04:43economically, and politically,
04:45striving through COVID-19 and reckoning
04:47with its historically ingrained
04:50racial and socioeconomic equities?
04:52Like many of you,
04:53we began and continue to have many
04:56questions that may not have ready answers.
04:59So for the team,
05:00the writing group composed of a wide
05:02array of professional roles in the
05:05department and lived experiences.
05:07Diversity was intentionally sought
05:08in the composition of the group and
05:10leadership teams because all agreed
05:12that it was important to hear voices
05:14from all corners of the department.
05:16The writing group leadership team
05:18composed of a trainee myself,
05:19Syrica Nyati Radlok Monkon,
05:22a staff member Uddelin Termillo,
05:25and a faculty member Muraj Desai.
05:28And for the process,
05:30a survey was first sent out and
05:32completed by department members
05:34prior to the formation of our group.
05:36The survey asked department members for
05:39the input regarding a potential mission,
05:42vision and value statement.
05:44Janan Wyatt,
05:45Ashley Clayton and Anthony Pavlo.
05:47Also trainee staff and faculty conducting
05:49indepth analysis of the survey data,
05:52which inform our subsequent process.
05:55Next slide,
05:55please.
06:01Doctor Crystal, could you do the next
06:02slide? Yeah, I'm not sure
06:03why it's not advanced.
06:06Thank you. The writing group then met
06:09regularly to discuss ideas for and drafts
06:12of the mission vision and value statement.
06:14We consistently and conscientiously
06:16start Department member feedback.
06:19In addition to the initial formative survey,
06:21we held two focus groups
06:23with key stakeholders,
06:24including with the Department Anti Racism
06:26Task Force Steering Committee consisting
06:29of the current Chair Doctor John Crystal,
06:31and members of multiple areas
06:33of the department.
06:34The second key stakeholder group
06:36consisted of community members and
06:38local mental health advocates.
06:40We took this combined feedback very
06:42seriously to derive a statement
06:44that would meet the demands of the
06:46moment and the aspirations of many.
06:48We then again sought your feedback
06:50the entire Yale Department of
06:52Psychiatry via written survey
06:54and a collective town hall.
06:56Now we are honored to present the
06:59proposed Yale Department of Psychiatry
07:01Mission Vision and Value Statement.
07:03There's a living document.
07:04It is one that we hope
07:05will continue to evolve.
07:11The Yale Department of Psychiatry is
07:14dedicated to enhancing holistic wellbeing,
07:16facilitating recovery,
07:17and reducing the suffering and oppression
07:21associated with mental illness.
07:23We do this through the education
07:25of transformative leaders,
07:26excellence in research practice and policy,
07:30and restorative and reciprocal
07:32community engagement.
07:33We embrace multiple approaches to learning,
07:36levels of analysis, and ways of knowing.
07:39Throughout this work, we strive to
07:41nurture a diverse community of trainees,
07:43faculty, staff, faculty,
07:45and partnerships characterized by compassion,
07:49inclusivity, humility,
07:50dignity, and justice.
07:57Great, thank you so much. So sorry.
08:01And then this is the team,
08:02so I just want to recognize all the members.
08:05It's been really amazing working with them.
08:07And also thank you to Doctor Crystal,
08:11Kyle Peterson, Janice Salone and Dr.
08:13Crystal for their ongoing support.
08:18Great, thank you so much.
08:20We certainly wanted to present
08:22the mission vision value statement
08:25first in this process just to.
08:28everything that we do really
08:30should reflect that that statement.
08:32So thank you so much to everyone
08:34involved over the past 2 1/2 years to
08:37actually get that statement about.
08:39So next I'm going to review a bit
08:43about the Anti Racism Task Force and
08:46provide a vision for where we go next.
08:49So as you heard Doctor Crystal say this
08:54this morning that the Anti Racism Task Force,
08:57really the purpose is to oversee and
09:00as appropriate implement the overall
09:02department anti racism agenda.
09:04So what is it that we're actually
09:07trying to accomplish?
09:09And you know the Anti Racism Task
09:11Force is not the only initiative
09:13in the department certainly.
09:14And so we're looking for synergy with
09:17the diversity committee and other.
09:19Efforts in the various divisions
09:21and affiliated institutions.
09:23But so high level,
09:25what is it that we're really
09:27trying to accomplish?
09:28Well, we want to improve the climate
09:30and there's lots of discussion,
09:32you know, about climate,
09:33really.
09:33What do we mean about by that to
09:35really think about a sense of belonging.
09:37And here we are aligned with the
09:41Yale Belonging Initiative,
09:42which just talks about a sense of
09:45being valued and connected to those
09:48around you and the organization.
09:50We think about an identity
09:52affirming environment,
09:53so the degree to which folks can see images
09:56of themselves represented in the department,
09:59if that's the images
10:00that we see on the walls,
10:02if that's the curriculum.
10:03But where can folks see themselves
10:06reflected in the work and the environment
10:09in which they engage and and work in?
10:13And we really want to have a community
10:15of safety and acceptance and decrease
10:18organizational tolerance for harassment.
10:20And certainly we want to increase
10:22equity and parity on a number
10:24of different dimensions,
10:25but certainly the numbers of
10:28underrepresented folks that we have
10:32at all ranks and tracks in terms of
10:35the faculty but also within our staff.
10:38And our trainees and certainly want to
10:41improve our relationship with the community.
10:46So I'm going to talk just
10:49briefly about this slide.
10:50But we used a community coalition
10:53model or framework when we started
10:55this work about 2 1/2 years ago.
10:58There really weren't a lot of models
11:00to show how we do this not and so
11:03I really went back to work I had
11:05done many years ago with community
11:07coalitions and it it really fit.
11:09It was a really good model and
11:12framework to really guide what we do.
11:14And as you can see here,
11:16there's seven stages or phases
11:18of coalition development and so
11:21far we have focused on the 1st 4.
11:24Stages or phases from initial
11:28mobilization where you recruit a
11:32critical mass of active participants.
11:34And so we really had to think
11:36about engaging key constituencies
11:38within the department and even in
11:40the broader New Haven community,
11:43we really had to establish in phase
11:47two our organizational structure.
11:49That really clarified roles and
11:53responsibilities and procedures.
11:54We had to build the capacity both at
11:58an individual level and a department
12:01level to really engage in anti racism
12:04related work and that focused on workshops,
12:07lectures and also establishing intra
12:11and interorganizational linkages.
12:13So for instance with the.
12:15Darren Lattimore,
12:16who's the Chief Diversity Officer,
12:18I know that he has been engaged and
12:20has come to subcommittee meetings,
12:23but also our steering committee
12:25meetings and then of course planning
12:27for actions where we assess the
12:30needs perceived by those different
12:32stakeholder groups and constituencies.
12:34And as John mentioned,
12:37our six subcommittees developed
12:40over 100 recommendations.
12:42That we then had to really analyze
12:47and develop some crosscutting themes.
12:52So moving to implementation,
12:53which is what we're marking today.
12:56It's really where we just develop
12:58a work plan that sets timelines,
13:01allocates resources and assigns
13:05responsibilities.
13:06And our vision is that the
13:09implementation phase,
13:10although things always change, will be about.
13:13Three years.
13:13And as you can see from this model,
13:16that implementation doesn't last
13:18forever that you really have to
13:22take stock of what you have done
13:25and what you have accomplished
13:27and really move into refinement.
13:29So what's working well,
13:30what's not working as well and how do
13:34we just refine along the way and then
13:36we have to think about in this last.
13:39These institutionalization,
13:40or some people call it sustainability,
13:44really at the member level.
13:45So how do we keep a group of
13:48people and new leadership and
13:50new members involved and engaged,
13:53but also at an organizational level?
13:55So once we know what's working,
13:57what's working well,
13:58how do we build those into the ongoing
14:01function and missions of the department?
14:05So that's a brief overview of sort
14:09of really what's guiding the anti
14:12racism task force and where where we
14:16are going in the next several years.
14:19I won't go through this in detail,
14:21but this is just the timeline and
14:24some milestones starting with when.
14:26The memo was first sent out from Doctor
14:30Crystal establishing the Anti Racism
14:32Task Force to the steering committee
14:35starting to meet to the subcommittee
14:38starting to meet in 2021 and then all the
14:43way through to the current time where
14:45we are moving into implementation and
14:48we will make these slides available.
14:51But I just wanted to give you a sense of.
14:54You know these phases of which we
14:56have gone through and some of them
14:59obviously are are overlapping,
15:00but just an idea of where we have been,
15:05as you know this is our structure.
15:07We had six subcommittees.
15:08We had a date and evaluation work group
15:11and also the mission vision values work
15:14group and the definitions work group.
15:16But this was our initial structure and part
15:20of coalition development is reassessing.
15:23That structure and needing to sort of modify
15:28and develop different structures that
15:30really meets the needs of the coalition.
15:35I've got a breeze through these slides.
15:37But these I just want to give you a
15:39sense of the over 90 people that have
15:42participated in the past 2 1/2 years from
15:45our steering committee to our clinical
15:49subcommittee community education.
15:54Faculty,
15:55Development research staff and
16:00our evaluation work group and our
16:05definitions work group.
16:06Which leads me, oh,
16:07here's some wonderful pictures from
16:10the celebration we had a couple of
16:12weeks ago for all of the members
16:15past and present who participated
16:17on the anti racism task forms.
16:24And we certainly could not
16:26do this without our research
16:27team and administrative team.
16:29So special thanks to Kerry Smith,
16:34to Lisa Doobie,
16:35to Latasha Neal and to Diane Redding.
16:39There's so much that goes on behind the
16:41scenes to sort of make the ship run.
16:43So really wanted to have the
16:46opportunity to thank them.
16:48We're also thinking about scholarship,
16:50and this is a current post doc who
16:54participated with us last year
16:56on the Anti Racism Task Force,
16:58but she just presented some of
17:00our work at a National Conference
17:03on Race in Higher Education.
17:08So I'm going to turn it over to Maria Crouch,
17:11who will give you a brief overview of
17:14the definitions work group. So Maria.
17:18Thank you. Perfect.
17:20So, so as you know and you've been hearing,
17:22the Anti Racism Task Force began within
17:25the department in 2020 through this
17:28shared commitment of becoming an anti
17:31racist community and actionably responding
17:33to the impact of racism on our department.
17:38And as you've already heard
17:39and you'll continue to hear,
17:40steps have been taken.
17:42For inclusivity,
17:43equity and to facilitate anti
17:46racism and racial justice through
17:49our infrastructure administration
17:51and the subcommittee supports.
17:54So from this effort a work a working group
17:58was formed including Doctor Cindy Crusto,
18:02Cheryl Control and myself to identify
18:04working definitions for race, racism,
18:07anti racism and racial justice.
18:10The working group started meeting in
18:12August of 2021 to discuss definitions.
18:15Our process was iterative and we
18:18had extensive talks where central
18:21to that was intersectionality or
18:23this interconnected nature of
18:26social categorizations such as race,
18:28and this is demonstrated in the
18:31diversity mosaic that you see
18:33from John Hopkins on the right.
18:35We considered a myriad of terms
18:38and the intersections of a person's
18:41identity like pigmentocracy,
18:42intergenerational trauma,
18:43microaggressions,
18:44decolonization.
18:45But we always anchored our
18:47conversations in race and the goals
18:50around an anti racist department.
18:51So the terms of race, racism.
18:54Anti racism, Racial justice.
18:57They were chosen to reflect the aims
18:59of the task force and the process
19:01of the department to understand,
19:03identify and then change the context
19:05of both overt and covert racism.
19:08And based on these talks,
19:103 to 4 definitions for each term
19:12were selected and the rationale for
19:15these included those that reflect the
19:18most recent thinking in the field.
19:20The quality of those sources from
19:22foundations to academia and then
19:24people who are well cited in the
19:26literature and who are experts in the field.
19:29Next slide.
19:31So once we determine
19:32the definitions, we then conducted
19:35community listening groups where people
19:37in the department came together and
19:40provided feedback on all aspects of the
19:43definitions that we provided to them.
19:45And this was accomplished by having groups
19:48put their responses in a ball transform.
19:50We first piloted the process
19:52among the steering committee,
19:54followed by those two department wide
19:57group meetings and the option for people
20:00to also provide feedback individually per
20:03link that we sent everyone through e-mail.
20:06Then all the responses were compiled in
20:09Qualtrics and we conducted qualitative
20:11analysis to better understand the
20:13nuances of the feedback and the
20:15recommendations that folks provided.
20:17So the three to four definitions.
20:19That people were offered were then
20:22reduced to one but for one of the
20:24definitions for two for each of those
20:27terms and and so these ultimately will
20:29be developed into a report which will be
20:32made available to the department Next slide.
20:37Oh, so actually before this one,
20:39I think one side was excluded,
20:41but that's okay because
20:42I'll put it in the chat.
20:43But we also had a theomatic map where.
20:49Just giving you some information on the
20:51qualitative analysis and the feedback we got,
20:53and the most salient themes of those,
20:55so just let you know.
20:57Those included socio, political,
21:00structural considerations,
21:02the social,
21:03social constructs of language
21:06and aspects of race,
21:08the very often invalidating nature
21:10of race and racism that can be
21:14embedded in understanding them.
21:16Just a myriad interconnecting
21:19and systemic oppressions,
21:21then power dynamics,
21:22and then this this critical nature of
21:25communicating strength and and action
21:27when defining and considering race,
21:30racism,
21:31anti racism and racial justice.
21:34So lastly on this slide we want
21:36to acknowledge and appreciate
21:37the two students who helped with
21:39the qualitative analysis.
21:40On the top you see Michelle Andrew,
21:42she's a student here at Yale.
21:45And then on the bottom is at least Decker,
21:47who's the student of Swathmore also
21:49to say Dogen and thank you to you
21:51for your time and consideration.
21:53And then again for those interested,
21:55I'll drop into the chat APDF of
21:57our observations that includes the
21:59definitions and more information
22:01about the themes.
22:05Thank you so much, Maria.
22:06I really appreciate all the
22:08time and effort you've put
22:09into this aspect of the.
22:14So we're going to move on to talk
22:16about the implementation phase.
22:19And I'm going to turn it over to
22:22Doctor Karima Robinson, who was
22:26cochair of the staff committee and
22:29also worked on a small group of us
22:33that really needed to think through
22:36these crosscutting themes and domains,
22:39how we're going to move forward with
22:42implementation teams and projects.
22:44And also the nomination process.
22:46So I am going to turn it over to Carina.
22:50Thank you, Cindy.
22:51So I just want to take a few minutes to
22:53just explain how we got to the domains.
22:56We had, as you know,
22:596 subcommittees who submitted 6 plans,
23:02recommendations and strategies
23:03and some action steps.
23:06And so it ended up being quite a bit
23:08of information that was handed in.
23:10So I'll just review quickly.
23:11We had the clinical subcommittee,
23:13the education subcommittee,
23:15the research subcommittee,
23:17Faculty committee,
23:19Staff subcommittee and the
23:21community subcommittee.
23:22So you had six very active groups who
23:26created their each their own plans.
23:28We ended up with roughly 50
23:30recommendations and over 100 strategies.
23:33So it was an incredible amount
23:35of information and there were
23:36overlapping themes in these so.
23:39We ended up trying to figure out
23:41how to consolidate this work.
23:43We had overlapping themes,
23:44We had some differences.
23:46We had some specific things to each group.
23:49And so there was a a lengthy
23:51process to review the material
23:52and figure out how to create an
23:55implementation plan based on those
23:56six plans that were submitted.
23:58So we started grouping similar items.
24:01We had multiple drafts of what
24:03are the crosscutting items here?
24:05Our first draft I'm going to give
24:07a shout out to Joy Kaufman who
24:08who took the first stab at this,
24:10which was an immense task of
24:13cutting and pasting and reorganizing
24:16and shifting strategies,
24:18recommendations,
24:18action steps to create initially
24:2113 categories that we started from.
24:24From there we had to work through
24:26a couple of different drafts
24:27to end up where we are today,
24:29which is with six domains and
24:31some sub domains.
24:34So I also,
24:36so we had multiple drafts and then
24:37we moved into a small working group.
24:39We started with this with the
24:41steering committee which is 25 plus
24:43people that we talked about earlier.
24:45I think it was a slide earlier about
24:46the steering committee and then we
24:48moved from there into a small working
24:50group of the steering committee.
24:51So we had about 11:50 people I think from
24:54that committee and we did about five
24:58months of really drilling down on each
25:00one of the items that was submitted.
25:02They're really thinking through
25:04and discussing with each other
25:05where to put this particular item.
25:07So which which of the domains
25:10worked for this item.
25:11And again, there were a lot of overlap,
25:13so it was, you know, some really
25:14fruitful discussions about where
25:15to place things.
25:19And that's how we ended up with six,
25:21I'm sorry, 5 domains.
25:21But it was a lot of work.
25:23It took time, it took months of us
25:25working together and really having these
25:27important conversations about how this
25:30work would be implemented and what's the
25:32best model and strategy for doing so.
25:34So that's just a little bit of background
25:36instead of behind the scenes look at
25:38the work we've been doing and how we
25:41landed with our with our five domains,
25:43every single recommendation and
25:44strategy is included in the final plan.
25:47And so everyone's work is fully represented
25:50in the implementation plans that will
25:51be given to the different domain groups.
25:55And with that I will hand it over to Sam
26:02and try to advance
26:03thanks. Thanks very much as as as Krima
26:08summarized the the steering committee,
26:11its leaders and then its subgroup
26:13had significant discussion and
26:15deliberation about the best model.
26:17For organizing the implementation
26:19phase of of a RTF's work and there
26:23there was I think pretty strong
26:26agreement that this next phase of
26:28work would be better conceptual or
26:30conceptualized around areas of action
26:33and operational goals rather than
26:35stakeholder or mission focus groups.
26:38And for that reason there was
26:40there was consensus that the 6th
26:42subcommittee framework which was very.
26:45Stakeholder and mission focused had been
26:48incredibly useful for developing the
26:50recommendations that Karima alluded to,
26:53but that these five broader areas
26:57that you can see on this slide
27:03that these five broader areas might be useful
27:06or more useful for organizing our work.
27:08Moving forward over the next three
27:10years with the actions that were
27:13recommended by the former subcommittees,
27:15we're calling these implementation teams
27:17and most of them will have subgroups or
27:20sub domains of focus which incorporate
27:23all the information from the prior kind
27:25of stakeholder or mission focused models
27:27of the of the prior subcommittees.
27:30The first implementation team
27:31will focus on diversity, equity,
27:34inclusion and anti racism
27:36professional development.
27:38This will mostly focus on the development,
27:40dissemination,
27:41monitoring and evaluating a range of
27:45professional development or training
27:47opportunities related to DEI for staff,
27:51faculty and trainees.
27:53A second team will focus on engagement,
27:57continuous improvement and accountability
27:59and will likely have one important
28:02subgroup or sub domain which focuses more
28:05on the data collection and monitoring.
28:08Of our progress toward anti racism
28:10goals and outcomes and then another
28:12subgroup or sub domain will focus more
28:15on communication and dissemination.
28:18Of our progress toward implementing
28:20and sustaining anti racism goals
28:23and and outcomes.
28:24A third team will focus on recruitment,
28:27retention and career and
28:30professional advancement.
28:31And here there will be 3 subgroups or
28:34or sub domains of work focused on a
28:37specific priorities related to staff,
28:39faculty and training needs and opportunities.
28:431/4 implementation team will focus
28:45on inclusive,
28:46equitable and welcoming environment
28:49as well as the structures, policies,
28:52practices,
28:52positions even that will help
28:55ensure a positive climate.
28:58And this will include subgroups or
29:00subdomains that focus on both on
29:02increasing positive activities and
29:04promoting A welcoming environment
29:06as well as one that's more focused
29:09on addressing harmful behaviors
29:10and negative situations.
29:12This team will also be focused on the
29:15development of new positions or work
29:17groups in the department that will
29:19support our anti racism work across
29:22all four of our core mission areas.
29:25Which brings me to the last but
29:27certainly not least important
29:29implementation team which focuses on
29:31mission integration and racial equity.
29:33Mission integration 1 subgroup or
29:35sub domain will focus on clinical,
29:38one on community,
29:39one on on education and one on research.
29:43So 4 mission areas.
29:44And as Cindy Cream and others have said,
29:48all the subcommittee recommendations
29:50have been retained through.
29:52This process,
29:53but they've been spread across
29:56these five implementation teams
29:58I'll be at somewhat unevenly.
30:00For example,
30:00the bulk of the recommendations from the
30:02faculty development subcommittee that me,
30:04Addy and I cochaired are one
30:06important part of the third,
30:08that third implementation team.
30:10But we have several that are in
30:12each of the other four teams as
30:14well and we're really encouraging
30:16our subcommittee members.
30:18Nominate themselves and others for
30:20whichever team they feel they have
30:23the most to contribute and make
30:25impactful change in our department.
30:28Next slide,
30:33I am trying. Having trouble
30:35today with advancement.
30:44Yeah, great. Thanks.
30:46Just a few words about the structure
30:49of the implementation teams
30:50before turning it back to Cindy.
30:52To discuss next steps in
30:53the forming of the groups.
30:55So we're conceptualizing each of
30:57those five implementation teams
30:59that were on the the prior slide is
31:01having cochairs and being constituted
31:03with the blend of what we are now
31:06calling standing members as well
31:09as ad hoc members as was the case
31:12in the the former stakeholder or
31:14mission focused subcommittee model.
31:16All teams are open to all interested
31:18and available staff, faculty,
31:20trainees and the broader community.
31:23The cochairs and standing members
31:25would be expected to attend all team
31:28meetings which likely would be weekly
31:31initially and and then always on some
31:34regular schedule for those teams that
31:37have subgroups or sub domains of work.
31:40There would be one or more standing members
31:42who are particularly committed to that
31:44mission area or that stakeholder focus.
31:47And standing members would be asked to
31:50commit to one year renewable terms and
31:54regularly attend the implementation,
31:56planning and action meetings.
31:58There would be about we're thinking
32:01and maybe standing members on each
32:03of the five teams and then there's no
32:06limit on the number of ad hoc members.
32:08We know we're hoping that there
32:10will be at least as many ad hoc
32:12members as standing members.
32:13We know there's a lot of really
32:16important work to be done and we
32:18need a lot of people at at ad hoc.
32:21Member involvement would typically
32:22be around one or more specific
32:25implementation projects that that broader
32:28implementation team has selected for
32:31action over a defined period of time.
32:34In other words,
32:35each of the the five ongoing
32:38implementation teams would be provided.
32:41They're essentially a signed
32:42list of recommendations from the
32:44ARTF steering committee.
32:46They would then work to prioritize
32:49those for implementation with
32:51critical input from both the prior
32:55subcommittees and the steering committee,
32:57and those actions would then would
33:00then be focused on addressing.
33:02Different kind of subgroup or sub
33:05domain areas they would then form
33:08implementation project groups.
33:09These groups would we were we're
33:11viewing as probably being a blend of
33:14standing and ad hoc members as well
33:16as really anyone in the department
33:18who may not be actively in a RTF at
33:21the moment but has specific skills or
33:24resources or influence to assist with
33:28particular implementation projects work.
33:30So this isn't meant to be a rigid
33:33model but one that's inclusive and and
33:35highly focused on getting work done and
33:38and also continuing important dialogue.
33:41For example you know a standing
33:43member of 1 implementation team could
33:45certainly be involved as an ad hoc
33:47member about an implementation project
33:49from another team if they had the
33:52time and interest we have I'd say
33:55strong hope that as many of those.
33:57Subcommittee members that that John
33:59and Cindy thanked and and listed on
34:02earlier slides will remain involved
34:05and we hope some will step into
34:07team or project leadership roles.
34:09However,
34:10the nomination process is open
34:11to everybody and the
34:13steering committee will ensure A
34:15blend of of staff and faculty and
34:18trainees are on each team and with
34:21important attention to diversity
34:23and interests within the groups.
34:26And unless I've missed something,
34:28Cindy, I will turn it back to you.
34:31Thank you so much, Sam. It's great overview.
34:35So in terms of the nomination process,
34:39what you will receive an e-mail with a
34:43link to a call checks form that if you
34:46would like to nominate yourself or someone
34:48else to serve on an implementation team.
34:52You are able to do that and as Sam mentioned,
34:56you're able to nominate
34:57folks for a cochair role,
34:59for standing committee member role or
35:02an ad hoc committee member role role.
35:06The nomination period will
35:08be the entire month of June,
35:10so if anyone has any questions, concerns,
35:13you're certainly can reach out to me
35:16or anyone on the steering committee if
35:19you want any additional information.
35:22But we wanted to have ample time for
35:25people to think through nominating
35:28themselves or someone else.
35:31In general,
35:33here is the implementation phase timeline
35:36which will be the next three years.
35:40And again we we are certainly
35:42have to be flexible in this,
35:44but as I mentioned the nomination period,
35:47the month of June,
35:49the steering committee will
35:51then come together to review.
35:54Those nominations and select the
35:56Co chairs and then the steering
35:59committee will need to be expanded
36:01to include those new Co chairs.
36:04And then there needs to be a process
36:06of selecting the standing committee
36:08members and we pay attention to
36:11diversity along a number of different.
36:13Dimensions,
36:14role in the department,
36:17affiliated institutions,
36:18certainly socio demographic
36:20characteristics and background,
36:22but we really would like a
36:24diversity of perspectives on each
36:26of these implementation teams.
36:28And then we're going to open up
36:30the nominations process to the
36:31psychology and psychiatry trainees.
36:33We know that they are just coming,
36:36you know,
36:37at the end of this month and starting in.
36:39July,
36:39so just giving them enough time to
36:41know the lay of the land a little bit
36:44before we ask them to participate.
36:47And then from September through
36:512023 through August 2026,
36:53we envision these implementation
36:55teams will meet, develop their plans,
36:58implement some aspect of their
37:01work and evaluate that.
37:06So I'm just doing a time check.
37:10So for the steering committee folks,
37:12do you feel that we should still
37:15show the video? Given our time,
37:16we wanted to make sure that we had
37:18enough time for questions and answers.
37:23I know how you all feel
37:25about that. About 15 minutes.
37:31Oh, you're muted.
37:32It's a great video.
37:34I'd show it and. And we can can.
37:37This is going to be an ongoing
37:38discussion in the department,
37:39but I'd hate for people to miss the
37:41opportunity to see the video. OK,
37:43great. Then I'm going to
37:45turn it over to Amber Childs,
37:46who is going to introduce the video.
37:50So thanks so much.
37:51Thank you, Doctor Crusoe.
37:53Good morning, everybody.
37:54I am so pleased to be here and to have
37:56the real treat of now being able to.
37:59It almost got taken away.
38:00It was almost stripped.
38:01So I'm so pleased that we're going
38:02to still be able to show this video.
38:04So this is really our opportunity
38:06to now amplify the voices of
38:09the people who did this work.
38:11The many, many committee members who
38:13gave of themselves so deeply and so
38:15richly over the course of this process.
38:18And so as you hear this,
38:19I hope that it isn't as inspiring
38:20to you as it was to me.
38:22But as you listen, please do consider this.
38:25Both the marking of their experience,
38:27but as an invitation to you to join
38:30this experience if you are not already
38:32a part of the anti racism task force.
38:35As we move into this next
38:36phase of implementation,
38:37you are most welcome.
38:38And I would have never ever in a
38:41million years considered myself
38:42to be qualified to be a cochair
38:45of one of these committees.
38:47So if that is you,
38:48and there is an inch of that and you at all,
38:50please please come forward because you
38:52are most most welcome and you have some.
38:55Something valuable to add and to say.
38:57So with that I'm going to now over to
38:59the voices of our committee members.
39:01It is a real treat.
39:02Grab a snack,
39:03it is just a hot minute long and
39:06then maybe if there are questions
39:08folks can throw that into the chat.
39:10So
39:10I'm going to now share.
39:12There is a couple quick seconds where
39:14there's not sound, so don't panic but
39:15it but you'll hear it in just a second.
39:20Serving as a member and subcommittee
39:23cochair of the Anti Racism Task Force
39:25has been a rewarding experience for me.
39:29It has given me a place to
39:31be more courageous and speaking
39:33out about racism and the harms
39:36experienced by black Americans.
39:38In addition, I have developed
39:40supportive relationships with
39:42colleagues I had not met before
39:44becoming a part of the ARTF.
39:48As the ARTF moves into
39:50the implementation phase,
39:52I hope Black and Brown members of
39:54the department and the community
39:56continue to receive support from our
39:59white colleagues as we try to be
40:01patient and manage the dialectic.
40:04That change takes time,
40:06and the time for change is now.
40:09Hello, my name is Maria Crouch and
40:12I was on the Clinical Subcommittee
40:14of the Anti Racist Task Force.
40:16And I'd like to just take a
40:17moment to tell you about that,
40:18because it meant a lot to me.
40:20Not only did I get to think and feel in ways
40:22that both embodied struggle and progress,
40:24but I also got to witness the
40:25ways in which our department,
40:27our leadership and us as colleagues are
40:29willing to be uncomfortable, authentic,
40:31and work shoulder to shoulder towards
40:34something that is equitable and just.
40:36Looking back in one meeting
40:38early into the process,
40:39we took the time to share and discuss our
40:42varied and our profound lived experiences.
40:45And how the privileges,
40:46adversities and our own unique worldviews
40:48brought us to the work at hand.
40:50It felt good to both build community
40:52and be in community with others.
40:54Not only did we feel like the work
40:57we were doing was in part advocacy,
40:59but we also had the space and room to
41:01think together about how we could affect
41:02changes that would be community driven,
41:05patient centered and sustainable.
41:07As a native person, I believe that once
41:10a community has developed and bonded,
41:12that community is bound and unbroken.
41:15It's a foundation.
41:16The work has begun,
41:18and there is impetus that can be intentional,
41:21built upon, and stepped into by anyone
41:23with the same values and vision.
41:26Basically, this work can and will continue,
41:29and likely will in many different forms.
41:32One of the things I really
41:34value in others is perseverance.
41:36Someone who says, yeah,
41:37this is not easy, but I'll keep trying.
41:40I have hope.
41:41In Degnok we say the hetroth yukot
41:45aksa kosaruddin eh, It's hard to do,
41:50but we're all working together.
41:53I think an important take away
41:54is where we center our energy.
41:56My elders have taught me that it's
41:58important we develop our minds,
42:00but it is also more important that
42:02we center ourselves within here.
42:04Our hearts to our Vegay, our breath of life.
42:07Because this is where we connect
42:09as human beings.
42:10No matter where we go,
42:11this cannot be forgotten.
42:12And then no one will be forgotten.
42:15Dokudin.
42:16Thank you.
42:19Good afternoon,
42:19everybody.
42:20My name is Maria Restrepo Todo and
42:23I am the director of HealthEquity
42:25and Belonging at the Year Program
42:26for Recovery and Community Health.
42:29It was really a privilege.
42:32To be part of the anti racist
42:34task for a staff subcommittee.
42:37Kyle and Karina welcome an
42:41amazing group of people and
42:43together we had an amazing journey.
42:47For me, the most important things that
42:50I take is I felt like for the first
42:52time I was connected to the larger
42:55mission of the Department of Psychiatry.
42:57I felt that I belong.
42:59And I felt that my voice is
43:02a Latina was hurt.
43:03What I would like to see the department to
43:07continue after for the next two years is,
43:10is really the importance of
43:13honoring and recognizing staff
43:16contributions and accomplishment,
43:19providing opportunities for learning,
43:23for inclusion,
43:24equity and across the entire department.
43:28We together make this department
43:30strong and therefore partnering with
43:33one another is essential for our work.
43:36I thank the amazing group of
43:37people that I embark embark in
43:39this journey together.
43:41Thank you.
43:42Hi everyone, my name is Erin.
43:44I'm a member of the a RTF Community
43:47Subcommittee and I'm here to share with
43:50you a collective message from our group.
43:52Our Community subcommittee has
43:54been engaging in the process
43:55put forth by the ARTF Steering
43:57Committee for the last 2 1/2 years,
43:59meeting weekly for an hour in response to the
44:03murders of Brianna Taylor and George Floyd.
44:06We continue to meet because black and
44:08brown lives within the white power
44:10structures are brutalized and murdered
44:12without any meaningful response.
44:15The task of addressing racism within
44:18a predominantly white institution,
44:19which was built on and currently
44:22benefits from.
44:22These white power structures is enormous,
44:24almost infinite in scope.
44:27Until evidence otherwise.
44:28We believe institutions such as Yale want to
44:31continue to benefit from this exploitation.
44:34This understanding is white community,
44:35specifically black and brown
44:37residents within New Haven area must
44:39be at the core of any anti racist
44:42initiatives as we learn from our
44:44conversations with community leaders,
44:45anything less than this will
44:47fall short and be disingenuous.
44:49Without black and brown
44:50community voices at the center,
44:52the ARTF will reinforce these
44:55white power structures.
44:56The Community Subcommittee has
44:58attempted to create a starting point,
45:00actionable items to put in place like
45:02recognizing community as a fourth mission
45:05and creating a Deputy Chair of Community.
45:08Significantly expanding the venues and
45:10processes in which community members
45:12inform and influence the department's work
45:15are integral toward anti racist actions.
45:18We are asking for urgency
45:20in these initiatives,
45:20but we are not sensing that urgency.
45:23Our committee therefore plans
45:25to continue to embrace our own
45:27discomfort in the process,
45:29develop our comprehension of
45:31departmental practices that are
45:33exclusionary and exploitative,
45:35of Black and Brown communities within
45:37and surrounding New Haven and highlight
45:39these contradictions until we are
45:41able to engage new and sustainable
45:44community centered structures
45:45in place within the department.
45:48Thank you.
45:51Hello, My name is Miraj Desai,
45:54Assistant professor at Perch and CMHC.
45:57I'm filming a few blocks from CMHC
45:59where my own Yale journey began
46:01some 12 years ago as an intern.
46:03I've been here since,
46:04and what struck me most about my
46:07participation in the ARTF Research
46:08Subcommittee for the connections we
46:11formed across all areas of the department,
46:14it was it continues to be
46:16a wonderful experience.
46:17But one where one could put faces to names,
46:19And not just faces to names,
46:21but names to genuine human
46:23relating and community building.
46:25It was a space where one could feel
46:27valued and then extend that culture
46:29of valuing outward through the ARTF
46:32My Structural Health and Psychology's
46:34lab own longstanding research on
46:36structural racism and equity has shown
46:39that collective problems like racism
46:42can benefit from collective responses.
46:45The ARTF can be one of those collectives
46:48fostering cultural and structural
46:50change within the institution,
46:52and also beyond it, outside the institution,
46:55outside the university.
46:58In the next phase,
46:59my hope is that more people take on
47:01this work not just as a committee,
47:03but as a calling and a vocation.
47:06The world needs it,
47:08but we need to be bold in continuing
47:11this work infinitely into the future.
47:13By maintaining the collective persistence,
47:15perseverance and courage to do so.
47:18Cultural and structural change go
47:21along with consciousness change.
47:23These all require energy, creativity,
47:26and maybe even a little bit of fun.
47:29If we do this well and with intention,
47:32we may one day serve as a model for
47:34others and for other institutions.
47:36Thank you.
47:39Hello. I'm Deborah Freed in 2008.
47:42Kanuhasi Coats reminded us that
47:44to walk out of your own home in
47:46this country as a person of color
47:49is the court a constant danger.
47:51In 2014, Claudia Rankine gave poetic
47:54and steering language to this,
47:56and in 2019 Nicole Hana Jones
47:58reminded us that this country
48:00has 400 years of such story and
48:03you all know the summer of 2020.
48:06So in 2021, our department formed
48:08the Anti Racism Task Force.
48:10To organize and support efforts
48:12that have been taking place already
48:14but needed an infusion of coherence
48:16and joining together a joining that
48:18enables all of us to do work as we
48:21can in the determined hope that our
48:23ordinary reparative efforts can take root.
48:25And this is how the task force
48:27works so well for me.
48:29It is a task force that has welcomed those
48:31of us from all facets of the department,
48:33those funded by the medical school,
48:35the university, the City of New Haven,
48:37the State of Connecticut,
48:39and the US government.
48:40Across all of our sites and
48:42including all of us, academics,
48:44researchers, clinicians,
48:45and staff on all fronts,
48:48the task force has and I hope we'll
48:51continue to support those of us
48:53on the volunteer clinical side,
48:54enabling us to infuse our educational
48:56efforts with actions to render more
48:59fair the biased and inherently
49:01racist programs and structures that
49:03influence every walk of our lives.
49:05The task force gives ongoing support
49:07for us to use time and energy
49:09collaboration and hope as we try
49:11new ways to teach, to supervise,
49:13to run clinics,
49:14and to continue the life and
49:16career long efforts of repair.
49:18Thank you to the task force
49:19and to Amber and Kirsten,
49:20who run the subcommittee I've
49:21been allowed to serve on.
49:24Hi, I'm Sam Ball, cochair of the
49:27Faculty Development Subcommittee.
49:28I'm very sorry I can't join all of you
49:31today because I'm out of the country.
49:33I would first like to thank all
49:34members of our subcommittee.
49:36It has been my honor to work
49:38closely with this amazing,
49:40committed group of people for the past 2 1/2
49:43years as part of the Anti Racism Task Force.
49:46In addition to our
49:47subcommittee cochair Knee Addy,
49:49I'm very grateful for Jane Carter,
49:52Young, Sun Cho, Vicky D'agostino,
49:55Charles DK Jamila Hokanson,
49:59Andrea Mendiola, Hun Millard.
50:03Samaya Mohammed, Eric Nunez,
50:06Maya Prabu von Steele,
50:09and Natasha Neal.
50:11Our group has proposed many important
50:14recommendations for improved
50:15career development and support
50:17for underrepresented faculty.
50:19We are very excited and anxious
50:21to begin the next implementation
50:22phase of this vital work.
50:26I know that the word privilege
50:27has many meanings in our work.
50:30And it truly has been one of the great
50:33privileges of my 30 years here to
50:35work with this incredible subcommittee
50:38of dedicated faculty and staff in
50:40the past 2 1/2 years have involved
50:42some of the most important learning
50:44I've had in my long time at Yale.
50:46In addition to our weekly subcommittee
50:49conversations and our work,
50:51critical learning for me came from
50:532 intensive training activities
50:55that provided challenging,
50:57meaningful content and dialogue.
50:59One excellent program called
51:01Undoing Racism was provided by the
51:04People's Institute when the ARTF
51:06Steering committee started its work.
51:08The other was the outstanding
51:10program led by Amber Childs,
51:12Becca Miller,
51:13and Cindy Crusto called Getting
51:15Racism out of Our Work.
51:17I'm looking out there and picturing
51:20Amber's big smile as I plug Grow.
51:24In the past 2 1/2 years,
51:25my own GROW experiences have come.
51:29And both the content and the process
51:31of all of our anti racism work for me,
51:35given my identities and roles.
51:37It means coming to terms with
51:40challenging concepts like white privilege,
51:42supremacy than how my whiteness
51:44and especially my my white maleness
51:48has benefited me and may be
51:51experienced by others.
51:52This has been an important area
51:54of growth for me and one I know
51:57demands continued selfreflection.
51:58And action,
52:00As difficult as that
52:02content learning can sometimes be,
52:04I have found our process of organizational
52:07change at times just as challenging.
52:10I'm someone who likes to get new
52:13things started, old practices
52:14changed and tasks completed quickly,
52:18and then move on to the next project.
52:20But I know that the racism that
52:23created and continues to define
52:25our country and our institutions.
52:27Does not change in the same way.
52:30This kind of deep change takes time
52:32and is built on open and ongoing
52:36dialogue and selfreflection.
52:37It requires systems and individuals
52:40to change the deeply ingrained
52:43practices that perpetuate racism
52:45and learning that my historical way
52:48of getting things done or wanting
52:50things to be completed and my
52:52authority to change things.
52:54Is very much intertwined with
52:56my white male identity,
52:58success and privilege and that has
53:00needed to be challenged and checked
53:03for me to be as helpful as I can
53:06to our collective anti racism work.
53:08So I look forward to hopefully
53:10becoming a member of one of the new
53:13implementation teams and continue this
53:15vital self reflection and dialogue
53:17with all of you as we move forward
53:19with our anti racism action plans.
53:22Thank you.
53:33I'm going to go ahead and say the video
53:36is worth it, Worth it? OK, turning
53:38it back over to Cindy.
53:40Absolutely. I've seen it many times
53:42and and each time I'm just moved
53:45in different ways by what people
53:47had to say and and experiences. I
53:50wonder if we can,
53:51if we could put that video on the website,
53:54I think that would be an important
53:56statement about the department.
53:58That would be wonderful.
54:02Will that happen? So now we
54:06wanted to just open it up to any.