Anti-Racism Learning Library

Who Are We

The mission of the LGBTQ+ Health Initiative is to reduce disparities experienced by gender and sexually diverse populations by supporting health and human services agencies that are a part of the NYS HHS LGBT Network to reach and serve these groups more effectively.

We are comprised of University of Rochester (U of R) staff, U of R consultants, the Community Advisory Board, and supported by funding from the New York State Department of Health AIDS Institute, Contract C33738GG
(Levandowski, PI:URMC).

Consultants/Session Facilitators

A coalition of independent facilitators/organizers committed to acknowledging, disrupting, and reconciling antiracism and anti-othering professionally and personally.

Olajiwon K. McCadney

Olajiwon K. McCadney, MSED, CPC, CSRP, has worked in the field of higher education for fifteen years and currently serves as the Associate Vice President of Intercultural Engagement & Campus Life/ Deputy Title IX Coordinator at HACC, Central Pennsylvania’s Community College. McCadney is a board member for the Western New York Chapter of the National Association for African Americans in Human Resources (NAAAHR), serves as a facilitator for the national team with the Center for Restorative Justice at the University of San Diego, serves on the Administrative Council for ACPA, College Educators International, a Merit Badge Counselor for Boy Scouts of America and the Chairman of the Adopt-A-School committee as well as the New York Area Coordinator of Education for Phi Beta Sigma Fraternity, Incorporated.

Lolan B. Sevilla is smiling for the camera.

Lolan B. Sevilla, MPA

Lolan B. Sevilla, MPA, is an organizer and cultural worker who roots their work in community, study, and practice. Currently the Principal Strategist at Artful Praxis Consulting, they have a passion for organizing non-traditional sectors, and developing cross-sectoral nonprofit leadership programs that specialize in crisis response, program strategy, and organizational governance that is grounded in an anti-oppression framework. They have co-led organizing initiatives incorporating strategies of coalition & base-building, narrative shift, and collective care through their movement lineage at organizations like Funders for Justice, CAAAV: Organizing Asian Communities, and the Audre Lorde Project. A member of the National Writers Union (UAW Local 1981), Lolan has co-edited the anthology “Walang Hiya: Literature Taking Risks Towards Liberatory Practice,” as well as co-authored the report, “Speak Up About It: Community Experiences, and Actions to Reduce the Impact of Anti-TGNC Discrimination in the Workplace.

Dr. Myra Henry is smiling for the camera.

Myra P. Henry, Ed.D

Dr. Myra Henry, president and CEO of YWCA of Rochester & Monroe County, has over 20 years of experience as a change agent focused on integrating diversity, equity, and inclusion (DEI) into organizational systems. Appointed in December 2020, she became the first woman of color to lead the 138-year-old YWCA. Dr. Henry has worked with higher education, medical centers, nonprofits, and community agencies to develop leadership training and professional development. Formerly deputy dean of River Campus Libraries at the University of Rochester, she led organizational development, finance, and DEI efforts. Dr. Henry emphasizes self-reflection and believes the most important conversation is our one with ourselves.

Carolina Kroon

Carolina is a visual producer, educator, and activist who collaborates with organizations and individuals working toward social justice. For more than two decades, she has assisted in representing communities, conspiring with many of the country’s most effective publications and non-profits. She has facilitated and taught visual literacy and production to people ranging in age from 8 to 80 in both community and academic settings. Her organizing has been focused on the LGBTQ and Women’s communities. She is a fluent Spanish speaker.

Brooke Levandowski is smiling for the camera.

Brooke A. Levandowski, PhD, MPA

Dr. Levandowski is an Associate Professor in the Departments of Obstetrics and Gynecology and Public Health Sciences at the University of Rochester Medical Center. A white lesbian reforming-perfectionist and life-long-learner, Brooke began a dedicated antiracism journey in response to Native American elder and activist Beverly Little Thunder’s call to action at a pagan festival many moons ago. An epidemiologist by training, Dr. Levandowski’s research investigates stigmatized health outcomes through understanding the influence of social determinants of health and health equity on health decision making, primarily within reproductive and sexual health.

Series Details

The Antiracism Listening & Learning Series was created in response to the urgent need for deeper understanding and action around structural racism within the LGBTQ+ community and beyond. This initiative is grounded in several key factors:

Well-Documented History of Structural Racism: There is extensive research detailing how structural racism has been deliberately constructed over centuries in the United States. These systems of oppression continue to impact Black, Indigenous, and People of Color (BIPOC) today, reinforcing inequalities/inequities in education, health, housing, and many other areas. The series aims to provide participants with a foundational understanding of these systems and their long-standing effects on marginalized communities.
Varying Levels of Knowledge and Awareness: People are at different stages in understanding racism and its impact. Recognizing this, the series creates a space where participants can engage with the material at their own pace while collectively moving toward a shared vision of antiracism.
The catalyst of George Floyd’s Murder: The murder of George Floyd, along with countless others—both named and unnamed—served as a watershed moment, igniting widespread calls for racial justice. This moment of reckoning has brought renewed attention to the urgent need for sustained education and action against systemic racism.
Longstanding Calls for Action by BIPOC: For decades, BIPOC communities have been vocal about the need for white individuals and institutions to take responsibility for educating themselves about the history and ongoing presence of structural racism. This series responds to those calls, centering the voices and experiences of those most affected by racial injustice.
Demand from Network Members: A 2020 technical assistance survey revealed that 45% of LGBTQ+ Health Network members desired additional antiracism training. This feedback highlights the importance of providing accessible, structured opportunities for members to learn about and actively work against racism personally and professionally.

The Antiracism Listening & Learning Series addresses these critical factors by fostering informed dialogue, self-reflection, and collective action toward dismantling racism within our communities.

Foster Antiracist and Inclusive Practices:
Deepen participants’ understanding of structural racism, particularly how it intersects with LGBTQ+ identities, to develop strategies that foster antiracist work environments.
Encourage Personal and Political Transformation:
Empower participants to reflect on their roles within systems of power, oppression, and change and to identify how they can contribute to political and social transformation through their personal and professional lives.
Strengthen Community Bonds and Trust:
Cultivate a sense of solidarity within LGBTQ+ organizations by deepening relationships, building trust, and encouraging mutual liberatory alignment through dialogue, reflection, and shared learning.
Expand Imagination and Strategic Thinking:
Encourage participants to think beyond traditional limitations—competition, binaries, and short-term thinking—and creatively envision strategies emphasizing long-term, collective growth and well-being.
Integrate Emergent Strategy into Organizational Practices:
Equip participants with tools and frameworks from Emergent Strategy to adapt to change, improve organizational processes, and develop flexible strategies grounded in nature and interconnectedness.

Increased Antiracist Awareness and Skills:
Participants will demonstrate a deeper understanding of how structural racism affects their work and how to apply antiracist practices within their organizations.
Development of a Collective Vision:
LGBTQ+ organizations will articulate a shared vision and strategy that aligns with antiracism, community care, and collective liberation values.
Enhanced Problem-Solving and Adaptability:
Participants will apply Emergent Strategy principles to address challenges and opportunities creatively, fostering more adaptable and sustainable organizational cultures.
More substantial, More Inclusive Networks:
LGBTQ+ organizations will strengthen their internal bonds and political alignment, creating a more unified and supportive community across organizations.
Increased Participation in Future Antiracism Initiatives:
Participants will be more engaged and motivated to participate in ongoing learning and action around antiracism, contributing to a culture of continuous growth within LGBTQ+ serving health and human service organizations.

The Antiracism Listening & Learning Series was intentionally designed to address the urgent need for increased understanding and action around structural racism, particularly within LGBTQ+ communities. To achieve this, we have selected three foundational books: So You Want to Talk About Race by Ijeoma Oluo, How to Be an Antiracist by Ibram X. Kendi, and Emergent Strategy by adrienne maree brown. These texts were chosen because they offer complementary approaches to understanding racism and guide readers toward building antiracist frameworks in personal and collective contexts. In addition, they were written by BIPOC authors, two of whom self-identify as members of the LGBTQ+ community, and the third who has been recognized as an LGBTQ+ ally by LGBTQ+ community members in their circle.

So You Want to Talk About Race – Ijeoma Oluo:
This book was selected as a foundational entry point for the series because it provides clear, accessible language to unpack complex topics related to race and privilege. Oluo’s work is essential for participants at varying levels of understanding, offering practical tools for engaging in productive, informed conversations about race. This aligns with the series’ goal of accommodating diverse knowledge levels while collectively moving toward more profound understanding and antiracism.
How to Be an Antiracist – Ibram X. Kendi:
Kendi’s groundbreaking book takes the discussion beyond awareness, encouraging participants to move from passive non-racism to active anti-racism. By shifting the focus toward actions and policies that combat systemic racism, Kendi’s work helps participants understand the need for individual and institutional accountability. This resonates with the series’ emphasis on not only understanding structural racism but actively dismantling it, a critical component of responding to longstanding calls for action from BIPOC communities.
Emergent Strategy – adrienne maree brown:
brown’s book introduces a visionary approach that encourages participants to think beyond traditional structures and adopt flexible, adaptive strategies for social change. Grounded in the natural world and deeply influenced by Octavia Butler’s science fiction, Emergent Strategy helps participants reimagine their roles in creating change, moving from short-term fixes to long-term, systemic transformation. This selection builds upon the foundation laid by Oluo and Kendi by fostering creative, community-based approaches to antiracism rooted in relationship-building and collective liberation.

These books form a cohesive learning journey, providing participants with a comprehensive framework to understand, discuss, and actively combat racism. This project will serve as the foundation for future antiracism work by creating a shared language, vision, and commitment to social justice. This series aims to deepen knowledge, cultivate transformative dialogue, and inspire meaningful, sustained action within our communities. In addition, the Antiracism Listening & Learning Series and the accompanying books—So You Want to Talk About Race, How to Be an Antiracist, and Emergent Strategy—are intended to serve as living documents. These resources are dynamic and adaptable, meant to evolve alongside the shifting landscape of social justice issues. We recognize that the work of antiracism is never static and must respond to current events, emerging trends, and the specific needs of different communities.

We encourage facilitators and organizations to view these materials as flexible tools that can be modified, edited, and tailored to fit your group’s unique circumstances and challenges. We invite you to approach this series willing to evolve, adapting these resources as needed to stay responsive to the ever-changing climate. Doing so will help radically and boldly transform the culture, ensuring that this vital work continues to reflect the most pressing needs of your community and the world at large.

This can be hard work, and we will all make mistakes. We must acknowledge our mistakes, be open to feedback in many formats, and change how we do things.
Offering to provide the book to participants may improve the series’ accessibility. If purchasing the books for participants is not feasible, find and provide alternative, low-cost ways for participants to obtain the books (like the library, libby app, renting online, etc.).

Here are some general tips for facilitating conversations around the books, especially when discussing uncomfortable topics such as systems of injustice and authenticating and acknowledging the lived experiences of minoritized and historically marginalized groups. By embracing these frameworks and being mindful of participants’ emotional and psychological safety, facilitators can traverse difficult conversations with care and minimize harm while fostering genuine growth and understanding.
- Create a Safe, Brave, and Inclusive Space:
  - Acknowledge discomfort: Begin by setting the tone that discomfort is a natural part of discussing systemic injustice and personal reflection. Encourage participants to embrace discomfort as part of the growth process.
  - Establish ground rules: Co-create community agreements emphasizing respect, active listening, confidentiality, and non-judgment. Ensure participants understand the importance of feeling safe and brave in speaking their truth, especially when “speaking in first draft”.
- Utilize Restorative Justice Principles:
  - Focus on relationships and repair: When harm occurs in discussions, whether intentional or not, center the conversation on healing and repairing relationships. Encourage participants to take accountability for their impact, not just their intent.
  - Promote collective responsibility: Remind the group that everyone is responsible for maintaining a healthy dialogue. Collective care can ease tension and foster an environment where everyone feels accountable for the group’s emotional safety.
- Incorporate Trauma-Informed Care:
  - Recognize trauma’s role: Understand that many participants, especially those from marginalized groups, may carry trauma from lived experiences of racism, ableism, homophobia, and other forms of systemic oppression. Acknowledge this possibility and approach discussions with empathy and care.
  - Slow the pace: Allow space for emotional responses and moments of reflection. If participants seem overwhelmed, take a step back, provide grounding moments, or offer alternative ways to engage (journaling, small group conversations).
  - Center emotional regulation: Encourage participants to use grounding techniques or mindfulness exercises to manage heightened emotions during difficult conversations.
- Model Vulnerability and Openness:
  - Lead by example: As a facilitator, share your reflections and areas of discomfort. Modeling vulnerability can encourage participants to open up and be honest about their challenges and growth.
  - Admit mistakes: Be willing to acknowledge when you don’t have all the answers and accept feedback from the group. Facilitators who model humility create space for collective learning.
- Normalize Disagreement and Nuanced Perspectives:
  - Encourage dialogue, not debate: Clarify that the purpose is not to “win” arguments but to understand different perspectives. Normalize disagreement as a pathway to deeper understanding, but make sure the group maintains respect and curiosity.
  - Hold space for multiple truths: Understand that different people experience systems of injustice in varied ways. Facilitate discussions with openness to complexity, avoiding oversimplifications.
- Regularly Check in with Participants:
  - Assess emotional temperature: Throughout the session, check in with participants about their feelings and whether they need a break or additional support. Emotional check-ins can help mitigate harm and ensure the group feels seen and heard.
  - Offer multiple ways to engage: Not all participants may feel comfortable speaking up. Provide alternative participation methods, such as writing in a shared document or submitting anonymous reflections.

For our five-year collaborative project, we regularly assessed our work. We regularly improved our curriculum and facilitation by soliciting participant feedback and conducting facilitator debriefs at the end of each session and overall series. Each successive book series became better with feedback. Below are some of the higher-level lessons learned and recommendations that guided our work:

Develop an iterative process to ensure flexibility and responsiveness to inevitable changes (e.g., political shifts, staff transitions, feedback).
Engage intermediaries (consultants, subcontractors) from the beginning and for the long term to support capacity-building in underfunded and short-staffed organizations addressing race-based equity and bias.
Center active antiracism and anti-Blackness frameworks as foundational to all interactions.
Prioritize movement health to sustain long-term efforts.
Recognize that a single white facilitator does not create a welcoming environment for BIPOC participants.
Co-create and co-facilitate with diverse BIPOC facilitators and provide separate discussion spaces for BIPOC and non-BIPOC participants.
90-minute sessions are ideal for participant engagement.
Include additional learning materials as they are considered valuable and appreciated by participants.
Offer support in moving beyond discussions of racism toward actionable steps for change in both personal and professional spheres.
Create interactive spaces that blend activities and discussions.
Focus on personal and communal contexts to generate tools for implementing antiracist practices.
Ensure sessions offer separate and combined spaces for BIPOC and white participants.
Ground the sessions in Trauma-Informed and Restorative Justice frameworks.
Provide free swag (e.g., books, affirming t-shirts, stickers, fidget toys) to foster a fun and engaging learning environment.
Ensure you promote and advertise the series. We offer you these sample advertisements:
- Sample 1 | Sample 2 | Sample 3 | Sample 4
There may come a time during facilitation when you must actively address harm as it arises. For example, in one of the series, the white participants remained silent within larger group discussions, which violated the community norms and placed an emotional burden on the BIPOC individuals in the space. In response, we crafted an email to acknowledge the concern and holistically atone for the impact while sharing additional resource materials, including The Eight White Identities.

Series Books

So You Want to Talk About Race

Ijeoma Oluo

So You Want to Talk About Race Details

How To Be An Antiracist

Ibram X. Kendu

How To Be An Antiracist Details

Emergent Strategy

adrienne maree brown

Emergent Strategy Details