Bemidji State University
Report date
July 2020
What has been most instrumental to your progress?
Our Endazhi Team had a goal during Year 2 of this grant to coordinate six Cross-cultural Round Tables with specific influential people in the Bemidji community. We worked for many months to create a list of approximately 35 people to reach out to and then begin to build relationships. We assigned Endazhi Team members to meet with each Round Table participant one-on-one to discuss the project, see if they had any questions, and find the best time for them to meet for two hours approximately one per month. Once the relationship was established, we provided participants with a schedule of Round Table dates/times. Our team was able to have our first Round Table in person and then the remaining five Round Tables were via Zoom.
The importance of the Round Tables was to begin to hear from non-Native Bemidji stakeholders about issues surrounding race and begin to identify the sustainable efforts that can be made to make a positive impact in our community. Round Table participants were encouraged to complete surveys following each event. Round Table survey results are attached.
The importance of the Round Tables was to begin to hear from non-Native Bemidji stakeholders about issues surrounding race and begin to identify the sustainable efforts that can be made to make a positive impact in our community. Round Table participants were encouraged to complete surveys following each event. Round Table survey results are attached.
Endazhi-manidoowaadak Team formerly Gwekendam experienced changes in the CO-PI position which resulted in re-thinking the importance of this work. The Team and the new CO-PI were confident that we could meet the original objectives. Time management regarding working schedules and availability of Team members and participants were worked out resulting in completing 6 Round Tables & other developmental areas necessary for training and conducting deeper thinking regarding racial changes that are sustainable.
Our Team members have varied Indigenous backgrounds and experiences and the opportunity for them to share their knowledge and experiences are limited to our meetings and the time that has been set for these meetings.
Time is an issue to get to the heart and mind of what is really taking place as we interact with the elected officials, business owners and institutional leaders and then re-group back as a Team to reflect on what has taken place.
The Endazhi-manidoowaadak Team meets twice a month for 1 to 2 hours per meeting. Endazhi Team meetings are attached.
Team meetings and Round Tables are done separately as well as the planning meetings.
Our Team members have varied Indigenous backgrounds and experiences and the opportunity for them to share their knowledge and experiences are limited to our meetings and the time that has been set for these meetings.
Time is an issue to get to the heart and mind of what is really taking place as we interact with the elected officials, business owners and institutional leaders and then re-group back as a Team to reflect on what has taken place.
The Endazhi-manidoowaadak Team meets twice a month for 1 to 2 hours per meeting. Endazhi Team meetings are attached.
Team meetings and Round Tables are done separately as well as the planning meetings.
Another, smaller group we call the Endazhi planning team is instrumental to moving this work forward. The purpose of the Endazhi planning meetings is to create plans and secure the implementation of how the grant goals are going to be achieved. These meetings take place every Tuesday of the week for 1 hour. The people involved in each meeting are: Vivian Delgado- the principal investigator; Erika Bailey-Johnson the Co-Principal investigator; and Simone Intriago- the team assistant and coordinator. The importance of these meetings is to discuss together where we are at and where we are headed so that we stay together in objectives and clear and united about our goals. It also is a great benefit to finalize logistics and paperwork. At these meeting, we discuss such topics as Round Table protocols, the planning of the events, the planning of a group retreat, and future topics for Endazhi Team meetings. The main advantage of having planning meetings is to examine in depth the best approach to perform things, so they can be discussed during the Endazhi Team meetings and we can make more effective decisions as a team.
Key lessons learned
This year I (Vivian) learned that overcoming criticism and misunderstandings primarily from university administration was essential in keeping our Team together in order to move forward with the work.
Previously not having a CO-PI who was dedicated and understood their work and role was a big part in our potential failure. It was essential to our Team to have a professional CO-PI who was also a contributing member to our interactive Team meetings, planning meetings and Round Tables, this was huge. Finding a way to speak directly about the moral imbalance of racial hatred cannot be understated, words of meaning and respect must replace anger and criticism in order to be productive and get the moral meaning of correctness across. We are rapidly developing the skills to reach out to everyone.
Previously not having a CO-PI who was dedicated and understood their work and role was a big part in our potential failure. It was essential to our Team to have a professional CO-PI who was also a contributing member to our interactive Team meetings, planning meetings and Round Tables, this was huge. Finding a way to speak directly about the moral imbalance of racial hatred cannot be understated, words of meaning and respect must replace anger and criticism in order to be productive and get the moral meaning of correctness across. We are rapidly developing the skills to reach out to everyone.
As we started the Round Tables, we learned many valuable lessons. One lesson was creating a template for our Round Table structure (i.e. lead with a prayer, discuss goals of group, listen to a presentation, etc.). We also learned the difference between moderation and mediation. Originally, we had budgeted for the Round Tables to be mediated, but after discussing the difference between mediation and moderation during our Endazhi Team meetings, we determined that having the Round Tables be properly mediated would take too much time. We might attempt to mediate a Round Table in Year 3, setting aside at least six hours to do so. Currently, one of our Endazhi Team member acts as a moderator to keep the conversation flowing. A final lesson learned during the Round Tables was regarding body language. One Team member in particular has focused on participant body language and is able to read attitude. This helps the Endazhi Team more fully understand how the Round Table participants are feeling about the experience.
Reflections on inclusive, collaborative or resourceful problem-solving
The most important element has been inclusivity. Identifying and meaningfully engaging stake holders was an inclusive process as well as thoughtfully identifying those needed to create change. It did occur to PI that identifying white community members to speak to the white stake holders through the Cross-cultural Round Tables would uplift the efforts as well as create role models for white stake holders who are struggling with anti-racist solutions and becoming agents of change. Our current Team members, their families, students and extended communities are directly affected by the problems related to racism and its underlying effects in multiple aspects of life i.e. health, incarceration, housing, chemical addictions, violence and lack of education. It has been a goal for our Endazhi Team since the beginning to be comprised of only Indigenous people. Our Endazhi Team members have been consistent through Year 2 of this project which has been critical to build trust and comfort while doing this difficult and important work.
Other key elements of Community Innovation
We would also like to say that our work is hopeful and innovative. Our Endazhi Team has remained consistently hopeful that we can make a difference in our community. There are many people willing to step up and work on race relations, but for whatever reason have not made the effort yet. We were hopeful that the personal invitations to leaders in our community would do the trick, and, indeed, several have become regular attendees at the cross-cultural round tables such as the Mayor, two City Council members, two County Commissioners, the Chief of Police, clergy, educational administrators of K-12 and Higher Education, and some leaders in the business community. Many good ideas have come from these conversations about how to move forward in a good way.
If you could do it all over again...
Going back to the beginning, the PI should have not assumed that a person with an administrative position was capable of handling a CO-PI position. This assumption nearly destroyed this grant work and the effort the Team had given it up to the point when he was removed. A thorough description, explanation and walk-through should have been necessary by the Team as well as the desire to do this work and a way to assess commitment.
One last thought
Our Endazhi Team had been planning all spring for the following two items on our work plan for Year 2, but, due to the COVID-19 pandemic, we were forced to postpone for a future date:
• Initiating a public reconciliation process for BSU; and
• Initiating a public reconciliation process for Dakota/Lakota and Ojibwe people.
As part of the BSU public reconciliation process, our Team has become involved in the creation of a Land Acknowledgement statement for BSU. We have a goal to have a good draft before Fall start-up, and then we plan to vet the statement with the community.
We purchased Endazhi Team jackets this year which have been a great way to get our Team's work seen in the community. The purchase of the jackets and the food at the meetings has be a critical part of thanking our Endazhi Team members for all of their efforts. We have also made efforts to communicate regularly one-on-one with team members, visit them in person (if able), and provide greeting cards for big life events (death in the family, health issues, etc.). We conducted interviews with all of the Team members at the end of Year 2. They are attached to this report.
• Initiating a public reconciliation process for BSU; and
• Initiating a public reconciliation process for Dakota/Lakota and Ojibwe people.
As part of the BSU public reconciliation process, our Team has become involved in the creation of a Land Acknowledgement statement for BSU. We have a goal to have a good draft before Fall start-up, and then we plan to vet the statement with the community.
We purchased Endazhi Team jackets this year which have been a great way to get our Team's work seen in the community. The purchase of the jackets and the food at the meetings has be a critical part of thanking our Endazhi Team members for all of their efforts. We have also made efforts to communicate regularly one-on-one with team members, visit them in person (if able), and provide greeting cards for big life events (death in the family, health issues, etc.). We conducted interviews with all of the Team members at the end of Year 2. They are attached to this report.