State-Of-Black-Oregon-2015

ESSAY 5TACKLING INEQUITY HEAD-ONKeva M. Miller, PhD, LCSW, Associate Dean and Associate ProfessorPortland State University School of Social WorkAcross the country, it’s acknowledgedthat racial disparity exists withinAmerica’s institutions. We see thisespecially in the number of Blackchildren in the child welfare system and the seaof Black individuals in the correctional systems.For example, in Oregon, Black people makeup nearly 10 percent of the prison populationdespite being only 2 percent of the overallpopulation. Black children are removed fromtheir families by child welfare agencies at seventimes the rate of White children. 13 Yet, accordingto many, Oregon is a “progressive” state. Or arewe truly progressive when it comes to race?In larger urban areas, people speak with prideabout the community’s progressive stance onsocial issues, including racial equity. In ruralcommunities, we are quick to point out thatfew, if any, people of color reside in smallercommunities and are clearly not visible withinthese communities’ systems. Some call thisvalue “color blindness.” I call it theoreticalprogressiveness; it is easy to believe in theorythat we are open to all individuals, yet we rarelyengage with or expose ourselves to people withdifferent identities. As a result, there is no senseof urgency to address racial disparity faced bypeople of color across the state. Depending onthe political climate, the commitment to changewaxes and wanes.Oregon’s Black community can no longerafford such a state of denial or apathy. A trulyprogressive Oregon must embrace the factthat communities of color, including BlackOregonians, are growing in number andincreasingly essential to our state’s success.Current practices that disproportionatelymarginalize and institutionalize Black familiesare unsustainable; costly for the taxpayers, anda stress on human resources. Racial inequitymust be addressed.KEY RECOMMENDATIONSCritical steps that can be implemented withinsystems to address racial disproportionalityand disparity:• Implementing accurate data systems• Partnering with leadership in stakeholdercommunities to change policies andpractices, not just engagement• Shifting work environments to supporta culturally competent workforceby creating checks and balances toeliminate personal and structural bias inorganizational values and culture• Re-examining policies and practicesthat contribute to disproportionality andredesigning them• Understanding that families need multiplesupports. Cross-systems collaborationto help break down silos and fosterinteragency communication, coordinationand shared accountability• Bringing family and community resourcesinto the process, as cultural experts incourt proceedings, caseworker trainingand advisory meetings38