Core Principles

Principle 1

Prioritize intentional action over standard logistics:

Prioritize purposeful action over standard “Smith SSW ways” or quick institutional responses. The goal is to bring awareness to the intention of organizational practices, center the formation of equitable practices and assess the impact of our practices, policies and actions on Black faculty/staff/students, faculty/staff/students of color, indigenous faculty/staff/students and those holding other marginalized identities.

Principle 2

Ensure accountability at the individual, program and institutional levels and that there are meaningful processes for repair and reconciliation:

In a complex organization like the SSW, we understand that there will be occasions when actions at the organizational, programmatic or individual levels may cause harm. It is essential that SSW take responsibility for creating and sustaining processes of accountability, for the impact of our policies, decisions, actions and words on the experience of Black faculty/staff/students/alumni, that of other folks of color, Indigenous folks, and folks with identities that have been marginalized. In recognition of our interdependence, SSW is responsible for ensuring that there are processes for repair and reconciliation following harm. We are responsible for account-giving of our history.

Principle 3

Center communities that have been marginalized for their strength, knowledge and beauty:

SSW must draw on the knowledge, strength and beauty of Black communities, communities of color, Indigenous communities and other communities that have experienced marginalization, in an authentic and central way to inform School vision and mission, policies, clinical social work curricula, practices and decision-making. By prioritizing the knowledge and experience of these communities, SSW can work toward decentering whiteness as the default.

Principle 4

Ensure that Black faculty and staff and faculty and staff of color are hired and retained at all levels of power in the organization: 

The hiring and retention of Black faculty and staff and other faculty and staff of color at all levels of the organization is an important way to ensure that the knowledge and strengths of communities of color are centered within School mission, policies and practices and that Black students and other students of color have access to role models and professional networks with whom they share identities. It is an important way to create and support a learning environment that continually works to decenter whiteness and promote action-oriented anti-racism practices.

Principle 5

Stay open to and actively engage with change:

Organizational policies and practices must be reviewed continuously to ensure they are responsive to the needs of our learning community. The work of creating change is a collective responsibility and must also be taken up by those with power and privilege. Change must happen collaboratively and must center the lived realities and experiences of Black faculty/staff/students/alumni, other folks of color, Indigenous folks and folks with identities that have been marginalized.