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12 <br /> ORANGE COUNTY COUNTYWIDE RACIAL EQUITY PLAN <br /> A FRAMEWORK FOR MOVING FORWARD <br /> JUNE 15,2021 <br /> a. What is the staff's capacity to take on this training and time commitment? <br /> b. Does the organizational culture support candid conversations around race and equity? <br /> See Organizational Capacity section below. <br /> c. Is leadership invested in transformative change? <br /> d. What do employees expect and/or want to get out of the training?Training can then be <br /> tailored to those interests. <br /> e. What are timely next steps for participants? <br /> 3. Structure of training: <br /> Below are guidelines and/or suggestions and considerations for the structure of racial equity <br /> training. <br /> a. Adapt presentation style for each member group ensuring diversity of participants within <br /> each training session. <br /> i. Elected officials <br /> ii. Management/supervisors <br /> iii. Non-management <br /> iv. Advisory board members <br /> v. Community/business partners <br /> vi. General public <br /> b. Multiple training facilitators across jurisdictions& a technical support person <br /> i. Have diverse facilitators to keep trainees engaged including at least one facilitator <br /> that is representative of the majority of the group regarding gender and race. <br /> ii. Consider having a technical support person to help facilitate. <br /> c. Offer initial training to start the conversation around racial equity and provide <br /> background information. <br /> i. Balance lecture with discussion, breakout sessions, and group discussions. <br /> ii. GARE training should be completed consecutively. <br /> iii. Training length, including the number of days and hours, will likely vary for each <br /> organization depending on the culture, goals, purpose of the training, and the <br /> number of people in attendance. <br /> d. Suggested preparation <br /> i. Practice presenting the training beforehand. <br /> ii. Review GARE's FAQs to prepare for answering staff questions. <br /> iii. Share resources including training content and FAQs with facilitators across <br /> organizations. <br /> 4. Training Content: <br /> a. Initial background/information session on racial equity. This introductory training would <br /> be geared toward new employees or people who have not attended racial equity training. <br /> The initial training helps build a shared language and understanding of basic concepts. <br /> When presenting the training content, consider varied literacy and learning styles across <br /> participants. <br /> b. On-going/follow-up training <br /> i. Implicit and explicit bias <br /> 9 <br />