This email was sent to the WE Charity Board Monday, July 6th. Their response to our initial email is posted at the bottom. Please continue to share this petition to increase the public accountability of WE to be held to those demands and updates as they continue.
*PLEASE NOTE* Any additional - to the original petition & letter- demands or content below are representative of public requests from BIPOC folx since the petition has been posted. They are not representative of all 150+ former & current staff original demands.
Hello WE Charity Board of Directors,
Thank you for your response. We have been watching over the past week and can imagine it has been very busy for you all. While we recognize what must be a trying time to be a board member at WE, we remain committed to seeing sustainable change when it comes to creating an anti-racist workplace. We recognize and value your remarks about taking the time needed – we hope this is a sentiment that can be cascaded to the leadership at WE as well. The only way that transformation can happen is through deliberate learning, listening, humility, and growth. Your work and the work of the organization need to be directed by BIPOC voices. As outlined in our demands this needs to be led by HIRED (non WE affiliated) BIPOC educators and experienced facilitators. It is not enough to do mandatory Diversity and Inclusion training, it is critical that organization consider all anti-racist efforts through an Equity and Justice lens.
At this time we are sure you are aware that there are over 1000 signatures on our petition as well as a high degree of public support and demands on social media.
Public accountability will remain of utmost importance in this process. We would like clearly outlined from you how the board will communicate your proposed plan for sharing back what areas have been actioned. Included in this we would like to understand how this will be publicly available and the anticipated frequency of your communication
In the letter sent to the board there are both internal and external demands outlined. We consider external demands ones that continue to affect employees who are no longer at WE (for example):
- Provide free-of-charge and accessible support services for past and current staff who have been impacted by the entrenched racism and microaggressions, including open access to counselling, therapy, and mental health support
And internal demands (for example):
- Ones that focus on the internal operations and systems of the organization and how it will continue to function moving forward (reformation of the leadership).
It is our expectation that both internal and external demands are reported back on through the plan you outline as a board.
It is incredibly important for everyone engaged in this process that time is taken for reflection before action. This includes when Marc and Craig are following through with action. The apologies that have been made to date, although made public after some pressure, have lacked the authenticity and self-reflection truly required to display any degree of accountability or learning.
One thing we have seen come forward from the organization is a listening tour email. We do want to be very clear; WE still must encourage the sharing of stories and emotions by former and current staff and participants - however uncomfortable it may be, that is a needed step. The most important aspect of this work is that stories must be solicited in a SAFE forum - with no secrecy around who is running it. In addition, stories coming out need to be accompanied by safe and accessible support services for mental health and trauma – we would like to know what these will be and how this will be implemented. Part of that learning is going to be a process of hearing from some of the most affected past & present staff. New demands have started to circulate over the last few days and it will be important to open up a dialogue with them. Some of these are:
1. The public would like to better understand the board, your backgrounds, and the process in which you were chosen to sit on the board.
2. Who the board is hiring to work through this transformation and what their anti-oppression framework will be.
3. The resignation of Marc Kielburger.
We know that there is a long road ahead and requires a great deal of effort, like you we remain committed to ensuring that we are all moving towards a more just, equitable and anti-racist world.
RESPONSE EMAIL FROM WE CHARITY BOARD (July 3rd):
Hello to all those who signed the petition calling for anti-racist action.
The Canadian and U.S. Board members received your message and read it with great concern, empathy, and a sense of urgency to address both your demands and the issues identified. Immediate action to address racism is what is called for and nothing less will do. We trust that you will understand that you have given the Board many points to consider and investigate. We do not want to offer any instant reaction that does not meet the moment or the importance of what you have raised. Instead, we ask that you allow us the time to work as a newly formed Board to identify the root causes of the concerns you have raised, evaluate what has been done and not done, and then take necessary action after making informed and thoughtful decisions in the best interests of the organization and those it serves. Rest assured that we will be conducting an independent review of these matters without influence from members of WE management, and the co-founders and WE management are fully supportive of such independent review. Please be assured that you are heard and seen by the Board. Your voices matter enormously and will result in action.”
Sincerely
Dr J Sanderlin and Greg Rogers
Chairpersons
On behalf of the WE Charity Board