MEETINGS & ROLES

We no longer have meetings.

We run our meetings according to what is written in the Handbook, modifying to suit our needs. We use a variety of resources to help us run our meetings and group in a democratic, anti-oppressive way.

At the beginning of every meeting, we review To Equalize Power Among Us by Margo Adair and Sharon Howell or the following document:

Anti-Oppression For Gainesville Lesbian Avengers

In order to promote anti-oppression thought and action, we will use the following principles and practices in our work:

Terms:

  • Anti-oppression - resistance to the subjugation of people based on particular identities (such as race, ethnicity, ability, class, age, sex, gender identification, sexual orientation, and religion or spiritual beliefs) and/or hierarchical patterns of dominance, power/privilege, authoritarianism, etc. (i.e. state power, capitalism, imperialism)

    Active Listening - focus on the speaker, provide verbal or nonverbal awareness of the speaker, paraphrase and reflect on the content of the message, question or give feedback in a supportive/validating manner, be quiet, give the other time to think as well as talk, listen as a receiver, not as a critic (imagine the roles, perspectives, or experiences of the other, rather than assuming they are the same as one's own)

    Meeting Practices

    • It is the role of the facilitator to ensure that the space is safe and welcoming for everyone and the responsibility of each group member to contribute to this.
    • Become an active listener.
    • Don't interrupt people who are speaking.
    • Be conscious of how your use of language may perpetuate racism, sexism, homophobia, ageism, sizism, ableism, etc.
    • Try not to call people out because they are not speaking.
    • Be conscious of how much space you take up or how much you speak in a group.
    • Practice "stepping up, stepping back" so we can each contribute to equal participation.
    • Be careful of not hogging the show, speaking on every subject, speaking in capital letters, restating what others say or speaking for others.
    • Respect different views and opinions.
    • Balance race, gender, age, class, etc. participation.
    • People who haven't yet spoken get priority.
    • It is the group's responsibility to challenge racist, sexist, ageist, homophobic, and other oppressive remarks.
    • Identify how power and privilege play out by being conscious and committed to understanding how white supremacy, patriarchy, classism, heterosexism, and all other forms of oppression affect each one of us. Recognize the costs and benefits of power and privilege over others and take on responsibility for anti-oppression work as a continual and life-long struggle.
    • Commit time for organizational discussions on discrimination and oppression.
    • Set anti-oppression goals and continually evaluate whether or not you are meeting them.
    • Promote an anti-racist, anti-heterosexist, anti-transphobic, anti-ableist, and anti-oppression message and analysis in everything we do, in and outside of activist space .
    • Create opportunities for people to develop skills to communicate about oppression.
    • Promote egalitarian group development by prioritizing skill shares and being aware of who tends to do what work and who gets recognized/supported/solicited.
    • Make a collective commitment to hold people accountable for their behavior so that the organization can be a safe and nurturing place for all.

    Adapted by Gainesville Lesbian Avengers, May 2003, from a document compiled by Lisa Fithian from the "Anti-Racism Principles and Practices" by RiseUp DAN-LA, Overcoming Masculine Oppression by Bill Moyers and the FEMMAFESTO by a women's affinity group in Philadelphia. Source on Active Listening: Pickering, Marisue, "Communication" in EXPLORATIONS, A Journal of Research of the University of Maine, Vol. 3, No. 1, Fall 1986, pp 16-19.

At the end of every meeting, we anonymously complete this checklist:
Post-Meeting Questionnaire - anonymously filled out and discussed regarding the effectiveness of our meeting and on group dynamics

Write "yes" or "no" accordingly:

__ I felt that I had adequate space to voice my concerns, questions, and/or ideas during this meeting. I was not ignored, interrupted, or spoken over.

__ I felt that my concerns, questions, and/or ideas were effectively handled, listened to and respected.

__ I felt that the meeting was focused and effective politically and socially.

__ I felt that the meeting ran smoothly structurally and that all important roles (i.e., facilitator, note-taker) were effectively carried out.

__ If something oppressive was said in the meeting, I feel the group challenged that and adequately addressed the issue.

__ I felt that there was consistently an overall balance of participation between members throughout the meeting so that no one or two people dominated the agenda or conversations and no members remained silent and did not contribute.

Comments/Questions/Suggestions:

To find out where our meetings are located, please contact us.

The Gainesville Lesbian Avengers take on a variety of organizational roles. We rotate these on a regular basis, to ensure skill-sharing and that no one member becomes dominant or relied upon due to an information monopoly. Current roles include:

Facilitator

Record-keeper

Note-taker

Treasurer

Email Coordinator

PR Coordinator

Phone Tree Coordinator

PO Box

Webpage Coordinator

Listserv Coordinator

Childcare Coordinator

Job Responsibilities Coordinator

Post-Meeting Questionnaire Coordinator

To-Do's Coordinator

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