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The National Conference for Community and Justice (NCCJ) would like to submit a proposal to work with the
Colchester Board of Education in auditing their racial justice and equity work and preparing recommendations
for how to create a more just, equitable, and inclusive committee and broader community. NCCJ is a
demonstrated expert in the field of racial justice and has helped clients develop and implement plans for
transformation in the area of racial equity. We have worked with large corporations, governmental and non-
profit organizations, schools, colleges, and universities. We work closely with clients to identify their needs and
unique cultural challenges, to educate their workforce and community departments and agencies to help
develop a skill set for interrupting injustice where they see it, and to develop and implement a comprehensive
plan for making their organizational structure more inclusive and their organizational practice more equitable.
NCCJ History
NCCJ was established in 1927 as the National Conference of Christians and Jews with the stated purpose of
combating anti-Catholic hatred and encouraging interfaith dialogue in the United States. Since then, we have
expanded our scope to include several other areas of social justice and changed the organization’s name to The
National Conference of Community and Justice. Our anti-racist work and education remains a critical part of our
mission and practice.
Race is one of the most significant organizing principles of American society and has been since prior to the
country’s inception. NCCJ understands race as a social construct with an undeniable impact on our real
world interactions and lived experiences, and we understand that racism manifests itself in every aspect of our
society. NCCJ views racism through a sociological lens, which explains racism as “a highly organized system of
“race” based group privilege which operates on every level of society and is held together by a sophisticated
ideology of color/race supremacy” (Cazenave and Maddern 1999). This definition allows for a systemic
understanding of racism as a deeply rooted societal problem, which is central to the workings of the United
States. Because racism operates at every level of society and is critical to the way our country functions we can
understand that it is therefore embedded in all of our social institutions such as government, education, and our
recreation spaces and activities. It is so important a part of our social fabric that we don’t even realize all of the
many ways it is woven into everything that we do.
In order to root out racism we have to be willing to confront it head on and realize that it is not just a problem
for those who are oppressed, but it is also a significant problem for those who are oppressors. An effective anti-
racist curriculum and practice will include two features. First, the voices of the oppressed must be heeded above
all. This means that educators and practitioners must engage with material from people of color who have
experienced first-hand the physical and psychological violence that is inherent in a racist social structure. Their
stories reveal the real work that must be done to dismantle racism and white supremacy. Far from focusing on
only People of Color, the impact of racism on both dominate and subordinate groups means that an effective
anti-racist curriculum and practice will also include a frank analysis of whiteness as a social construct with
negative implications for people of all races. Second, because racism is systemic we can and must approach it
from an intersectional perspective which understands that racism cannot be isolated from other systems of
oppression but must be examined in conjunction with such issues as sex, gender, class, disability, sexuality, and
body weight as any of these identities will have an impact on how racism is experienced and how one’s race is
wielded against them as a weapon by the larger society. An intersectional lens does not dilute the study or
significance of racism; it instead highlights how the experience of racism is qualitatively different for people who
National Conference for Community and Justice 820A Prospect Hill Road Windsor, CT 06095
must also navigate other systems of oppression. A black woman will have very different challenges than a black
man. The systemic nature of racism also means that we will not spend time diagnosing blackness as a pathology
which causes black people to be less than in society, but instead we will focus on how our country’s obsession
with whiteness as the default of humanity has created centuries of disadvantage whose cumulative impact on
African Americans and other groups of People of Color cannot be underestimated.
Proposed Methods, Strategies, and Actions
NCCJ is fully committed to deploy our resources to ensuring that this project is completed within the
timeline set forth by the Colchester Board of Education before the end of the fiscal year, June 2021. We will
utilize our full-time staff and contracted consultants to support Colchester BOE along the path to racial equity.
Data Gathering
NCCJ would use mixed methods to guide the Colchester BOE to its goal of greater racial inclusivity. The first
step would be data gathering from the Board, its member organizations, and the population it serves. The
internal assessment would include an audit of existing practices, policies, and structure within Colchester BOE.
Organizational culture is set from the top down. As the Board is aware, it is not enough to want to be inclusive,
leadership must take active steps to make sure that they are representative of the population that they are
serving so that the voices of that population are a part of their decision making. Committee members would be
asked to take part in a needs assessment in order to discover where they believe the challenges in addressing
racial equity lie. We would also review leadership structure and what steps your organization is currently taking
to address any existing gaps of knowledge, representation, or structure within the leadership team. We would
gather the information for both components of the assessment using focus groups and a custom-designed
survey to review the existing culture within the Board of Education, the School District and Colchester
Community.
Education
NCCJ would then use established practices through our anti-racism workshop to establish trust,
communication, and shared language and history around racism and anti-racist work. This would allow us to
guide the board in their anti-racist initiatives. NCCJ excels at creating community and an environment where
participants feel safe, supported, and seen, allowing for a level of trust and vulnerability most people never
expect to achieve with their co-workers. Trust, vulnerability, and respect are the cornerstones of social justice
work, and must be present in order to develop an effective anti-racist practice. This will also be an opportunity
to begin the work of skill building which provides participants with the confidence and abilities to facilitate anti-
racist dialogue, interactions, and practices within their daily lives.
NCCJ follows a theory of praxis developed by the University of Massachusetts Amherst’s Social Justice
Education program. This model is particularly useful for adult learners, who are often challenged by more
traditional methods of teaching which may not reflect the way that adults learn. In this model it has been found
that traditional methods of learning, where there is a teacher who holds and imparts knowledge while students
are passive listeners, often fall short in their pedagogical goals and are therefore not as effective in creating
change. Learning is more impactful, especially for adults, when students have an active role in shaping the
classroom environment and are guided along a learning journey, which requires their full and active
participation. The process is collaborative, with educators and students working together towards
enlightenment and action. Using this framework, our workshops consist of four components:
1. Content, which provides historical context, grounds us in theory, and gives participants a mutual
understanding of how systems of oppression function.
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2. Experience, which allows participants the opportunity to engage with one another and find common
ground in their experiences of understanding and navigating oppression.
3. Skill building, where participants have an opportunity to learn and practice skills useful for interrupting
their own biases as well as injustices they may encounter from others.
4. Application, where participants begin to think through concrete actions they can take in their lives to
help develop more inclusive environments.
Because of the nature of our workshops we prefer to conduct them with smaller groups where people feel
more comfortable taking risks in their learning, and thus are able to have more meaningful experiences. We
understand that people are at different places in their learning on these sensitive issues, so we never blame or
shame people for where they are in the spectrum of learning. We don’t hold individuals accountable for creating
the oppressive systems we have to navigate, but we do hold them accountable for change. We are also aware
that this work will be difficult for the participants, many of whom are unaware of the extent to which others are
suffering. We therefore strive to create an environment that is safe and supportive for everyone in the space.
Social justice education is challenging work, and often awakens powerful emotions within participants. In
the social justice learning space our boundaries of learning are pushed. Things that we grew up understanding
as “common sense” are often revealed to be not so sensible. This can create a sense of discomfort for
participants who are not used to thinking critically about the social world. At NCCJ we hold that discomfort is an
important part of the learning process. We stick with discomfort because discomfort is where the growth
happens. It is only when we are uncomfortable that we are truly motivated to begin to make changes towards a
better world.
Finally, we believe that a co-facilitation model is best because having more than one facilitator in the room
creates a richer learning experience. The co-facilitation model allows us to better reach different learners who
may receive people differently and to bring multiple perspectives into the space. We also believe that this work
is most effective when the facilitators hold diverse identities; one person from the marginalized group and one
from the dominant group. When we conduct training on racism, we will always have one white facilitator and
one facilitator of color in the room. We are all impacted by systems of oppression, but members of dominant
identity groups are often unaware of the negative impacts these systems have on their lives. Having multiple
identity groups represented allows us to more strongly demonstrate this reality and fosters cross collaboration
and inter-group dialogue. Further, there are times when the dynamics of the room demand a person from the
dominant identity group’s presence in support of the similarly identified participants’ development and
learning. Perhaps even more importantly, having a person in the room from the dominant identity group sends
an important message that the onus of dismantling systems of oppression is not simply the work of the
marginalized group, but a burden for us all to share.
Written Report
A final written report incorporating the critical review of the strategic plan, the output from the trainings
and focus groups, and the recommendations of NCCJ would be delivered within a timely fashion upon
completion of the project. This is consistent with what NCCJ has done for other clients looking to transform their
organizations from a racial equity perspective.
Follow Up Assessment
The follow-up assessment should involve a review of changes implemented since the initial project, a
comparison to the Diversity, Equity, Inclusion, Accessibility and Just goals, and solicitation of individual
perspectives on what impact the changes have had on the way they experience the Colchester Board of
Education and the broader community.
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Qualifications and Bios of Key Personnel
Cynthia L. Martin, NCCJ President & CEO
Cynthia Martin has been a Social Justice educator and advocate for nearly 30 years, it is her work and her
passion. She ran her own consulting business in New York City for 13 years specializing in diversity and inclusion.
Cynthia was the Director of Programs for the National Conference for Community and Justice (NCCJ) for 5 years
and became the President & CEO in 2017. Cynthia graduated Summa Cum Laude from Hunter College of the City
University of New York with a Bachelor of Science degree in Public Health Education.
Nyaunu Stevens, NCCJ Director of Programs
Nyaunu Stevens is the Director of Programs for the National Conference for Community and Justice. She is
a passionate advocate for social justice and brings with her 21 years of experience as an educator and 15 years
of experience in the world of social justice advocacy. Trained as an actress and an academic, Nyaunu is a
powerful presenter and facilitator. She has worked with people of all ages, from preschool to adult, and with
people from all socioeconomic backgrounds. She has served as a Lead Teaching Artist with Cleveland Public
Theater where she worked to bring theater education to disadvantaged youth on their own territory. She spent
years at The Cleveland Play House as an instructor and in collaboration with Project Act’s The Reading Company
staging children’s books for homeless children in an effort to foster their literacy skills. She has also worked as
an adjunct faculty member at the University of Connecticut and Quinebaug Valley Community College where she
taught in the fields of Sociology and Women’s Studies. She holds a Master’s in Sociology from the University of
Connecticut and a Bachelor of Arts in Sociology with a minor in Theater from Cleveland State University where
she was graduated summa cum laude. She is a subject matter expert in Sociology of the Body, Fat Studies, and
Race, Class, and Gender.
Examples of Previous Work
NCCJ has a long history of working with clients towards systems change within their organizations and
communities. I would like to highlight here two examples of long-term anti-racism work we have completed
over the last few years.
In 2017 NCCJ was hired by the Mazzoni Center in Philadelphia, PA to address longstanding issues of
systemic racism within the organization. Mazzoni leadership had been aware of the issues for quite some time
and had tried to address them using minimal trainings. These trainings were ineffective because they were not
comprehensive and ongoing and resulted in no organizational change. Additionally, senior management had
avoided attending the trainings because they did not recognize the importance of them and the trainings were
not mandated. NCCJ recommended to Mazzoni that in order to work towards change in the organizational
policies and procedures, the trainings should be mandatory for all employees at every level, and this suggestion
was well received.
NCCJ conducted four, two-day anti-racism trainings to accommodate all Mazzoni employees. The
trainings included brainstorms on the challenges Mazzoni faced around oppression, especially as they related to
racism. The output from these brainstorms was typed and organized and included in the final report, which was
given to every employee and the Board of Directors. This strategy was successful in creating change within
Mazzoni and in building a culture of inclusivity because all employees had a chance to say what didn’t work for
them in the way that Mazzoni was being functioning. There was no hiding – everything was documented and put
into the report and everyone felt that their voices mattered. NCCJ’s recommendations were implemented and
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resulted in policy and staffing changes that fostered an environment of acceptance and inclusion for even the
most marginalized voices at the Mazzoni Center.
During 2019 we partnered with the City of Middletown, CT on a comprehensive, long-ranging anti-racism
initiative to begin the work of developing a racial equity strategic plan. This project was sparked by the events in
Charlottesville, Virginia in 2017 when activists worked to have Confederate statues removed and were met with
a violent response from white nationalists. In the wake of this the City of Middletown realized that there was a
need for change within their own community, and NCCJ was chosen from several applicants to support them in
their efforts. Over the course of the year NCCJ delivered two two-day anti-racism trainings to town leadership,
four focus groups to solicit the perspectives of residents of color, and two community conversations to assess
the action steps that residents of color would like to see take place to address long-standing racist policies and
cultures in Middletown. The project also included an extensive report discussing the findings of the three
components of the initiative and situating the qualitative findings within the context of quantitative data on
demographics and outcomes for various racial groups in Middletown. The project was a success, and NCCJ was
lauded by the city leadership and residents alike for our facilitation of the various components of the project and
for delivering a final report that was comprehensive, detailed, and specific to the needs of Middletown. City
leadership has indicated that they would like to move forward with developing and implementing the anti-racist
strategic plan with the support of NCCJ. (The final page of this proposal outlines the scope of work with
Middletown and provides a link to the full report).
References
The City of Middletown
Faith Jackson
Director of Equal Opportunity and Diversity Management
245 DeKoven Drive
Middletown, CT
06457
860-638-4830
Faith.Jackson@middletownct.gov
Full report: https://www.middletownct.gov/DocumentCenter/View/18262/NCCJ-Middletown-Report-on-Anti-
Racism-Initiative-in-the-City-of-Middletown-PDF?bidId
* Please see the final page of this document for a brief outline of the work completed.
The Mazzoni Center
Patricia Dunne
Payroll and Benefits Manager
1348 Bainbridge Street
Philadelphia, PA
19147
215-563-0652 ext. 213
Pdunne@mazzonicenter.org
NCCJ Partnership Schools
Ken O’Brien
(He/Him/His)
Principal
R.J. Kinsella Magnet School of Performing Arts
5
65 Van Block Avenue/415 Granby Street
Hartford, CT 06106
860-695-4141
ken.obrien@hartfordschools.org
Jennifer Otte
Associate Principal
Lewis Mills High School
Regional 10 School District
ottej@region10ct.org
(860) 673-0423 x15508
ottej@region10ct.org
Dr. Kitsia Hughey Ferguson
Principal
Capital Preparatory Magnet School
1304 Main Street, Hartford, CT 06103
(860) 722-8520
fergk001@hartfordschools.org
Christine B. Grant, MSOB
Pronouns: She/Her/Hers
University of Hartford
Executive Director for Diversity & Community Engagement
The President’s Office
200 Bloomfield Avenue, West Hartford, CT 06117
860-768-4220
cgrant@hartford.edu
Covid-19 Alternatives
The way we do work has fundamentally changed over the last two months in the wake of the Covid-19
pandemic. NCCJ is a human relations organization, and as such, we believe in the value of delivering programs
in person as a means of establishing safe, intimate, vulnerable spaces and building community. In the interest of
public health, this is not currently possible. However, we are fully prepared to execute the trainings and focus
groups remotely should in-person activities still not be a possibility.
We have transitioned to delivering our programs online until it is once again safe to congregate in
groups. In this way, we are still able to create the space necessary for participants to be willing to let down their
guard and go on a journey of change. We deliver our online programs through Zoom and use a combination of
features including the whiteboard and breakout rooms to create space for participants to actively engage in
brainstorming and other activities. We are intentional in building in breaks and time away from the computer to
combat Zoom fatigue while still covering all of our curriculum and sending participants away with a new skill set
for interrupting racism both in interpersonal interactions and on a structural and systemic level.
Over the past 11 months, we have consistently delivered our programs virtually. Our online programs have
been successful and we continue to learn and invent new ways of being effective facilitators remotely. We are
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flexible and open to using new platforms and modifying our practices to better interact with workshop
participants.
Of course, all policy and procedure reviews conducted as part of the assessment are already best
conducted remotely to keep project costs low.
NCCJ: PROGRAMS AND FEE FOR SERVICE
Based on the request for an outline of our services, we understand that Colchester Board of Education is
interested in assessment and training as it relates to race, gender, equity and inclusion. Below are topics and
descriptions of our Education, Assessment and Consulting Services to assist with a broader picture of the way
that NCCJ partners with committees and communities. Pricing is listed and NCCJ can customize a scope of work
to fit any budget.
1. NCCJ Anti-Racism Program: 2 full days, delivered virtually (on-site option if restrictions are lifted) for a
maximum of 30 participants. Ideal for all levels within an organization. We support a top down
approach beginning with Leadership, Directors, Boards and Managers. Investment: $4,500 (mileage
expensed if applicable). For smaller teams, less than 30, we also offer this program monthly for leaders
at a rate of $300 per ticket per person for the two-day program.
NCCJ ANTI-RACISM PROGRAM
Since 1927, anti-racism work has been a part of NCCJ’s mission and continues to be a central part of our
work today. Our two-day NCCJ Anti-Racism Program has many components which we scaffold so that
participants can have an understanding of how deeply ingrained racism is into our culture and of how
we can all work together to dismantle it. In this program we cover the following:
• How we are all socialized around race
• The history of racism
• Terms and definitions
• How racism impacts everyone, generation after generation
• Microaggressions
• How to talk effectively and compassionately about racism
• Real life skills to interrupt all forms of bias and discrimination
• Ways to take action and build equity in your workplace and community
2. NCCJ DEI Consulting No matter how well your organization responds to this moment, the world,
especially your staff will be watching for proactive action and real progress. NCCJ DEI Consulting works
with your entire organization to define, strategically plan and reshape the existing culture to one that
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represents a feeling of belonging, diverse perspectives and an equitable future of work. Equity is a
process not a product, therefore ongoing support and collaboration is key to sustainable change.
Investment: $350 hour (a retainer option is available with a lower hourly rate).
3. NCCJ Diversity Equity and Inclusion Assessment
Focus Group(s) and BIPOC Focus Group(s) offer an opportunity to gather valuable information on the
issues and challenges facing diverse talent, a sense of belonging and equity standards across an
organization. Insights gathered from a representative sample of staff can inform DEI priorities, ensuring
that investment in DEI targets the organization’s most critical issues. Starting at $1,000 up to 2 hours
for groups of 8-10 individuals.
NCCJ Diversity Equity and Inclusion Survey(s) Surveys provide the perfect tool for measuring the
feelings and opinions of your workforce at scale. When used correctly, they can raise red flags about
potential problems within your organization that you didn’t know about (and would never have
thought to check for), and they can uncover opportunities to empower employees through internal
programs. Simply put, our assessment tools allow for feedback on the overall culture of your
organization and provides individual perspectives to build into the company-wide initiative on
diversity, equity and inclusion efforts. Investment starts at $1,000 depending on size and scope of the
project.
NCCJ Community Conversations This NCCJ facilitated forum allows community members, neighbors
and key leadership across all town and city departments to come together for sharing and listening
sessions with the goal of improving ways to support the city’s capacity and action towards broad
structural change, via a racial equity plan, to address the root causes of institutional and structural
racism in the community and will include collaboration with community members and other local
stakeholders. Investment starts at $1,000 depending on size and scope of the project.
4. Ongoing Education - NCCJ Workshops: Partial Program List Segments NCCJ has the opportunity to
customize programs to meet organizations interests and needs. The following is a sample of commonly
requested topics:
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Session - Foundational work
Purpose: To develop a shared understanding of definitions of terms. To explore the ways in which we have all been
socialized into our beliefs. To have participants identify the ways in which they have been socialized. To explore
the ways socialization plays out and carriers over to our personal lives. Activities include:
• Cycle of Oppression
• Cycle of Socialization
• Socialization Activity - Parallel Lines
Session – Where We Came From To Where We Are (Racism)
Purpose: To understand the history, current state and impact of racism in the United States. To explore how
racism impacts our lives, personally and institutionally. Participants will share personal stories around race. This
sharing is impactful for both people of color and white people. To explore how one’s story of race may be both
different and/or similar to others.
Session – White Privilege – Does Being White Make a Difference? (Racism)
Purpose: To provide an opportunity for participants to explore their White Identity and to unpack the unearned
privilege this identity is given in the United States. To explore where and how White privilege manifests in our
society so as to have a clearer understanding of how and why racism exists.
Session – Microaggressions and Skill Building (incorporates all issues)
Purpose: To explore how oppression plays out on a daily basis in schools, workplaces and communities and ways
one might play into biases. This workshop will develop and give a chance to practice skills on how to interrupt bias
when heard or seen.
Session – Courageous Conversations
Purpose: To provide practice in responding to those challenging conversations that may arise in the workplace. To
practice interrupting bias and micro-aggressions and offer new techniques.
*Session – Do you know Current Language Around Gender? (Genderism)
Purpose: This is an opportunity to explore and unpack gender: societies’ gender roles and expectations. To
explore transgender issues and the challenges that we, as a society have, to be inclusive and accommodating to
this population.
*Session – Hail to Equality or Does Sexism Still Exist?
Purpose: To explore the issues of cultural and institutional sexism and its effects in our society. To examine the
inequality and inequity between men and women in the U.S.
*Session – Do you know Current Language Around Sexual Orientation (LGBQPA)?
(Heterosexism/Homophobia)
Purpose: To explore current language on sexual orientations: lesbian, gay, bisexual, queer, pansexual and asexual
identities. To identify ways one can be supportive. To explore the issue of heterosexism/ homophobia, “coming
out” and how one might be more inclusive.
Session – How do we Talk about Class? (Classism)
Purpose: To explore the issue of class in the United States. To examine the difference between wealth and income.
To discuss the issue of increasing one’s “capital” and how to move beyond one’s immediate circle.
Session – How does Christian Privilege Affect Us and Our Surroundings? (Religionism)
Purpose: To explore the religious history of the U.S. and how our society has advantaged one group of religious
and spiritual beliefs over all others. To have participants explore Islamophobia and anti-Semitism in the U.S.
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Session – Let’s Give Some Attention to Ableism!
Purpose: To examine the many aspects of ableism: developmental, emotional, physical or psychiatric.
To review the medical and social models and ableist language.
Session – Ageism and Adultism - it Affects ALL of Us Regardless of your Age
Purpose: To examine stereotypes and discrimination against elders and youth in our society. To examine
the ways we are socialized to interact with either end of the spectrum of age. To explore ways we can interact with
youth and elders that value each group.
Session – Sizeism: The “F” word: Weight Bias and How Society Makes Us Feel Badly About Our Bodies
Purpose: This workshop explores fatphobia and how the multi-billion-dollar weight loss industry teaches us to feel
badly about our own bodies and to treat others badly based on their body size. This workshop teaches you to
recognize how weight bias shows up in your personal and professional life.
**Genderism, sexism and heterosexism work very well together, though there is crossover we recommend
keeping all three sessions separate. Each can easily fill 2 to 2½ hour workshops.
Rates: Monthly, 2 ½ hour session – please choose one session from above. $1,000 (virtually or on-site)
For a Half-Day session (up to 4 hours) – please choose two to three sessions from above. $1,500
For a Full Day session (up to 8 hours) – please choose three to five sessions from above. $2,500
Pricing is for minimum of 15 participants and maximum of 35.
Joanne, thank you for the opportunity to explore how NCCJ can support Colchester Board of Education and the
Colchester Community. We respect your decision to seek support in this area and we share the belief that today’s
communities must align from all points of service to create a plan to support diversity, equity, inclusion and
accessibility. Together, Colchester Board of Education and NCCJ can partner to collaborate to meet your needs
and align with your strategic initiatives. Please don’t hesitate to be in touch with any questions and let me know
how we can support your diversity and inclusion efforts. I look forward to discussing this more and I hope to hear
from you soon.
Warmest regards,
Lisa Tatko
Community Engagement Manager
National Conference for Community & Justice
820A Prospect Hill Road
Windsor, CT 06095
860.558.3638 Mobile
860.683.1039 x109
www.nccj.org
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Example of scope of work with Middletown:
Full report: https://www.middletownct.gov/DocumentCenter/View/18262/NCCJ-Middletown-
Report-on-Anti-Racism-Initiative-in-the-City-of-Middletown-PDF?bidId=
City of Middletown | Professional Service Quotation, Estimate and/or Proposal Form
2018-2019 |
Project Component Deliverables
Comprehensive Project Plan
- informed by HRC charges and community and youth stakeholders - including goals
A. Develop Project and deliverables for:
Plan
1. public outreach and education 2. data collection
3. action plan (report)
Public outreach and education to include:
1. initial meeting with City of Middletown HRC stakeholders
2. three community discussions with identified community groups (@15-40
B. Deliver Public participants)
Outreach & 3. two focus groups with identified representatives from community groups,
Education Plan stakeholders, leadership (@10-20 participants)
4. two formal trainings (2-Day Anti-Racism & Action Planning Workshop) for the
community, informed by community discussions and focus groups including youth
input on subject matter (content) and processes (15-25 participants/workshop)
Data
1. information gathering and collection
C. Data Plan
2. raw data retention and processing
3. analysis and interpretation for reporting
Executive Summary - Progress Report Presentation Special Report – Action Plan
D. Reports
Presentation
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