Screening Organizing 101: I’m Not Racist… Am I? Visits Vassar College

November 21, 2017 - by PM Learning Staff

Since the release of our documentary film I’m Not Racist… Am I? (INRAI), Point Made Learning (PML) has held more than 400 screenings and workshops across the United States. This antiracism programming engages diverse audiences and helps communities think, learn, and talk, about race and racism in ways they don’t often get a chance to do.

We’ve now developed an additional tool for deepening understanding of the film’s content: The I’m Not Racist… Am I? Digital Experience). Vassar College is one of the first institutions to license our online course as part of the their INRAI package. Keep reading to learn about how they used the course, the film, and our workshops for a comprehensive first-year orientation program. And send us an email if you’d like to do something similar at your school or organization: programming@pointmade.com

The Vassar Screenings

Starting off the 2017 fall semester, several members of Vassar College’s faculty and administration wanted to take the university’s programming on diversity, equity and inclusion to the next level. Vassar already considered itself a progressive institution. But recent race-related issues on campus had highlighted a need for more work on these topics.

Enter I’m Not Racist… Am I?, Point Made Learning’s documentary film and new INRAI Digital Online Course, which Vassar used this October to engage its entire first-year class. Coordinating with several Vassar departments, we coached faculty and administration members on how to facilitate discussions of the film.

First-year students at Vassar College gather in discussion of INRAI for orientation antiracism programming. — First-year students at Vassar College gather in discussion of INRAI.

Then, we screened the film three separate times for the school’s first-year students. After each screening, we led group Q&A sessions, followed by smaller discussion groups facilitated by Vassar staff. In all, our workshops reached more than 600 students and educators — and they made a lasting impact on campus.

An article in the Vassar Miscellany News described the decision to bring I’m Not Racist… Am I? to the first-years as “a significant move by the administration.” It fostered discussion and helped deepen the student body’s understanding of racism in an effective, inclusive way.

“Because we realized that our students wanted to continue that conversation.”

Vassar conducts a first-year Orientation program which includes a diversity component each year. “This year, we decided to supplement that with this film,” said Associate Dean for Campus Life and Diversity Edward Pittman. “Because we realized that our students wanted to continue that conversation and have more opportunities to explore issues around race, gender, and other identities.”

“We had a large number of students who said, ‘This is great, we need to do more of this.’” Pittman added. “For us, it meant that our students are thinking, were engaged. And that’s exactly what you want a program like this to do — open up dialogue.”

Pittman and Associate Professor and Chair of Drama Shona Tucker and Associate Film Professor Mia Mask, (and other faculty and school departments who came on board) helped bring the film to Vassar. The idea to host the screenings originated when Tucker saw clips from the film at her son’s school and thought Vassar could use the content, too.

[tweetshareinline tweet=”What resources would you bring to your college campus to address issues of race in the community?” username=”PM_Learn”]

“Seeing the responses of the parents and the teachers who were there at my son’s school — and hearing the responses from my 11-year-old — it really hit me in poignant ways,” Tucker said. “So I thought, ‘This would really go well at Vassar,’ because Vassar had been having some serious racial disturbances on campus. So I started talking to Mia (Mask), and the deans, and anybody who would listen, really, saying, ‘We ought to bring this to Vassar College.’”

“We felt we needed a trial run with students,” she said, “so we did a screening for 30 students from all different backgrounds, and the students were, ‘Yeah, yeah, yeah — this film should be shown!’ And then the discussion was, ‘when should it be shown, and to whom,’ and it was decided that freshman would be the ideal start.”

First-Year Orientation

The planning team chose first-years as their target audience because the film screenings could tie in to the existing Orientation programming. They also wanted to reach first-years because, as the newest students on campus — many of them may be inexperienced in dealing with these issues. And they have four years ahead of them for continued education and exploration.

It took the planning committee almost two years to make the screenings a reality. First, they had to clear the hurdles of administrative and financial red tape. Once they got through that, however, they agreed the effort was worth it.

“I was surprised it went so smoothly”

“I was surprised that it went so smoothly,” said Mask. “All of our screenings, our post-screening discussions, all of the breakout groups — all of that went as planned, and we were delighted.”

“After the film, so many students were standing up and offering honest, open revelations about their experience,” she said. “And we were really happy to see that. It’s been two years in the planning. It took so much to bring it to fruition, and it all just went off so well. For the vast majority of students, my sense is that this can be a positive catalyst for change.”

“It opened up a channel of conversation”

One student who attended the screenings, Chloe Crawford, agreed. “My group of friends, we’ve been having race-related discussions at lunches and dinners the past few weeks, and that’s because of the film,” she said. “My friend group is fairly white, except for myself and two other people of color. I think it’s great, honestly, that as a group we can have these discussions … I think it opened up a channel of conversation amongst us.”

For Crawford, this was an important starting point for what she hopes will be an ongoing discussion that she and her classmates will have the rest of their college careers. And into their adult lives. One thing she emphasized was the film’s ability to create a safe space for people of color to come forward with thoughts and feelings that they may have shied away from expressing in the past.

“After the film, so many students were standing up and offering open, honest revelations about their experience. For the vast majority of students, my sense is that this can be a positive catalyst for change.”

“Empowering”

“I think that the discussions afterwards facilitated by staff members seemed to allow for some of the people of color on campus to finally be able to speak in front of white students,” she said, “and not be seen that they were in the wrong, or be perceived that they were over-emotional or aggressive. So I thought that was empowering.”

In the future, Crawford suggested that Vassar consider showing the film to all students. Pittman acknowledged that’s something that’s already on their radar.

“Next semester, we’re thinking of showing I’m Not Racist… Am I? to sophomores, juniors, and seniors,” he said, “because they heard about the freshmen seeing it, and they said, ‘Why don’t we get to see it?’”

The Planning

In our interviews with Tucker, Mask, Pittman and Crawford, we discussed the steps they went through to actually make these screenings happen. Here are some of the highlights from our Q&A’s.

PML: You used our I’m Not Racist… Am I? Digital Online Course to introduce faculty to the film and prep them for facilitating discussions with the students. How was your experience with our online learning modules?

Mia Mask: “The online modules are ideal for people who are actually committed to doing more. I think you need to watch the entire film once straight-through, and then the modules help you unpack the film afterward.”
Ed Pittman: “Everything that I saw in the modules — and what I’m hearing from faculty and administrators — is that it’s very helpful. I’ve received nothing but positive feedback.”

“Know your audience.”

PML: What advice do you have for other people who want to hold similar events? Say, your top 3 tips …

Shona Tucker: “One: Do as Ed had us do — meet, and meet. I thought meeting and meeting was going to be a real pain in the butt, but it actually kept the channels of communication clear. We knew who was supposed to do what.

“Two: The pilot program was not a bad idea, but know who you’re going to show it to.

“Three: Be prepared to have several follow-up conversations — not just immediately afterwards, but weeks afterwards as well to learn more about what’s happening.”

Mia Mask: “One: Know your audience.

“Two: Build a community of folks who want to work on this project with you — a good planning group or committee, that’s very important.

“Three: Make sure to follow up and follow through, because this film can be a great catalyst for change if you do your follow-up work.”

Setting Objectives

PML: Did our programming meet your objectives?

Ed Pittman: “Our objectives were to introduce a conversation that some students have had, but others haven’t had that opportunity, and to have a challenging dialogue.

“The other day, a student emailed me saying, ‘I want to meet with you to discuss the movie.’ And we met and talked about a question he had that he had been discussing with one of his friends. That’s indicative of what’s out there. I know that the students are ruminating on the content of the movie, and that’s what we wanted to happen.”

“Whether people like the film or not, it creates discussion.”

PML: What’s the value of I’m Not Racist… Am I? And would you recommend that other universities and organizations screen it?

Chloe Crawford: “The value of the film is that it creates discussion. Whether people like the film or not, it creates discussion. And I would recommend that other universities screen it. I think Vassar tries really hard to open conversations on these issues. But I have friends at other schools that say things are really segregated there, and there are issues of violence against people of color. So it would be extremely important on those campuses.”

“It raised a lot of questions for our students”

PML: What do you see as the long-term impact of this programming, and how does it fit into your overall strategy?

Ed Pittman: “I think the long-term impact is that it raised a lot of questions for our students. And I would like to see those students enroll in some of our coursework that addresses these issues. Or to attend lectures on campus around these subjects. It also raised the question of what more we can do beyond orientation, in a substantive way, for our students. For the first year, second year, third year, fourth year, it’s, ‘OK, now we’ve done this. What’s the next step?’ And that’s a good thing.”

“We need the tools, we need the skills, and we need the training.”

PML: Why is hosting events like this one important? Why did you do it?

Mia Mask: “We worked on this for two years because of what’s happening in our nation, and because of our national history. Because issues of structural inequality are omnipresent at every moment, at every juncture. Whether we’re talking about mass incarceration, college admissions and affirmative action … it’s clear across our society that we need healthier dialogue on race, racial difference, and structural inequality. We need the tools, we need the skills, and we need the training to talk about these issues.”

Bring INRAI to Your Institution

If you are interested in hosting a Point Made Learning film screening or workshop, please send us an email: programming@pointmade.com

Also, check out our new I’m Not Racist… Am I? Digital Online Course — a valuable program for corporations and individuals who want to Look Deeper into race, racism, and bias.

About Point Made Learning

Point Made Learning is the consulting and programming extension of Point Made Films, a production company focused on telling stories about the many layers of American identity. We use documentary film to facilitate productive discussions around the most uncomfortable topics we face in American society – starting with racism. We’ve taken an innovative approach to raising awareness and organizing communities through our unique combination of storytelling, real talk, and digital tools. We tell true stories and teach powerful lessons about issues that matter.

Screening Organizing 101: I’m Not Racist… Am I? Comes to Des Moines, Iowa

October 30, 2017 - by PM Learning Staff

Since the release of the documentary film I’m Not Racist… Am I?, Point Made Learning (PML) has held more than 400 screenings and workshops across the United States. Facilitated by senior members of our staff, these events engage diverse audiences and help communities think, learn, and – most importantly – talk about race and racism in ways they don’t often get a chance to do.

Some of our events involve a screening of the 90-minute film, followed by a 30-minute Q&A. Sometimes we get a chance to go a lot deeper, when organizers make a commitment to plan a series of events that engage every segment of their city over the course of several days. It takes a ton of work to make that happen, but the impact can be far-reaching and significant.

For those of you thinking about hosting your own I’m Not Racist… Am I? screenings and workshops, we think that reading about what other groups have done might be helpful in your planning process. We’ve reached out to a few of the people who have been instrumental in some of our larger programs across the U.S. and asked them to talk about what went into planning and executing, what worked/what didn’t, and what they wish they’d known.

Keep reading to learn about our May 2017 programming in Des Moines, Iowa.

Iowa Public Radio interviews Catherine Wigginton-Greene, director of "I'm Not Racist... Am I?" — Iowa Public Radio interviews Catherine Wigginton-Greene, director of “I’m Not Racist… Am I?”

This past May, a number of community groups collaborated with Point Made Learning to bring I’m Not Racist… Am I? (INRAI) to Des Moines, Iowa. There, partnerships forged between church groups, high schools and Drake University made it possible for the film to screen three different times — twice at local high schools, and once at the Drake University auditorium. Among the audiences who watched the film were the faculty from every Des Moines area high school (approximately 600 teachers total), high school and college students, and community members interested in deepening the conversation about race and racism.

One of the screenings’ primary organizers, Sheena Thomas, got involved when members of Des Moines’ Anti-Racism Collaborative reached out to her because they were all part of a multi-church network called AMOS (A Mid-Iowa Organizing Strategy). Thomas was able to secure grant money to fund the screenings, and she was able to recruit local stakeholders to join in the planning process.

For the Des Moines community, screening the film was about more than hosting a neighborhood movie night; the organizers intended for INRAI to help people tackle difficult issues that affect many groups in their area. For example, Thomas said, the local high schools have a major issue with out-of-school suspensions and the “School to Prison Pipeline” that primarily affects minority populations.

“That is a huge problem here,” said Thomas. “Iowa has one of the highest incarceration rates for minorities in the pipeline … so there is a lot of work to be done here, and that was a rationale for bringing this in to the schools.”

According to Thomas, many people “just don’t get” why issues of race and racism are so important. “They don’t have to live with it in any way, shape or form,” she said, “so it’s hard to get them to understand, to see things differently, from another perspective.”

Like the stone Sisyphus was pushing up the hill over and over, the issues of racism and white privilege will not go away without more and more education.

Films like INRAI are a major aid in reaching those people and helping them find the alternative perspectives of which Thomas speaks. She said, “The films generated enough discussion and provocation that people were still discussing it long after the showing, and I thought that was really good.” She added that one of the organizers’ goals was “to develop enough sensitivity so that we’d have some leaders who wanted to pursue doing something on the subject,” and that has been the case — after the events, young adults created a Race Education Committee, an adult group formed to discuss these issues, and the Anti-Racism Collaborative held a speaker series for AMOS members to attend.

When asked why hosting events like the INRAI screenings is important, Thomas was direct: “Like the stone Sisyphus was pushing up the hill over and over, the issues of racism and white privilege will not go away without more and more education. That’s why.”

Inside the Planning and Promotion Process

In our discussion with Thomas, she discussed what it took to bring the screenings to life. Here are some of the highlights from our Q&A.

PML: Once you had the idea, what were the steps you took toward making it a reality?

Sheena Thomas: The Anti-Racism Collaborative was very good about saying, ‘Let’s have meetings,” and setting dates, and getting things done before each meeting which needed to be done. We worked on who we were going to market to … then it was working on the marketing and working to get interviews for (PML’s) Catherine Wigginton Greene to do with two TV stations and the public radio station. Also, we had posters that we put up all over for the screenings, around the churches and shop windows, and around Roosevelt High School. And I was able to get a billboard — several billboards — as places for community publicity.

PML: If you could do the process over again, what is one thing you’d do differently?

ST: I would start the public marketing earlier, and it would have been better to have Catherine’s interviews air a little sooner to give people in the public more info and time to plan. Oh, and because I thought we might be overrun or overwhelmed with people attending, I suggested sign-ups online. That may have actually deterred people from coming.

PML: Was there anything that happened which really surprised you? What was it, and why was it surprising?

ST: Getting to know the members of the Anti-Racism Collaborative, the students of the groups at two of the Des Moines High Schools, the faculty and administrators in charge of school climate and their eagerness and thoughtfulness were surprising to me. Also, the total backing we received from staff and foundation at Plymouth Church was amazing. One of the people on the foundation was instrumental in helping us get our marketing done.

PML: Overall, what were the biggest challenges you faced as an organizer? How did you respond to these challenges?

ST: My biggest challenge was working on the organizing in and around my job. There was a lot of emailing that had to be done and which did impinge on my work time at my shop and on my home time as well. I was very grateful for the others who were also organizing on their own.

PML: What advice do you have for other people who want to hold similar events? Say, your top 3 tips…

ST: One: Start early — 9 months before the event was good in our case.

Two: Get buy-in from several groups and collaborate in the planning. And share the costs.

Three: Market like crazy and use the resources offered by Point Made Learning when doing so.

If you are interested in hosting a Point Made Learning film screening or workshop, please send us an email: programming@pointmade.com

Also, check out our new I’m Not Racist… Am I? Digital Online Course — a valuable program for corporations and individuals who want to Look Deeper into race, racism, and bias.

WeWork Penn Station Hosts Point Made Learning’s New “American Dream” Experience

October 27, 2017 - by PM Learning Staff

Earlier this month, Point Made Learning (PML) partnered with WeWork to organize a community-wide event related to our newest initiatives – the I’m Not Racist… Am I? Digital Course and “The American Dream” Life-Size Game Experience. Read on to learn more about the program and to hear from participants about the game’s impact.

Livin’ the Dream

The American Dream Life-Size Game features 12 different “characters” from diverse racial and socioeconomic demographics and backgrounds. The characters roll giant dice and advance along the game board to try and reach “success” — but there’s a catch: After each player’s turn, a facilitator reads a Chance Card aloud. Taken from real life scenarios, each card affects one or more groups in society differently than others, and some players have to move back spaces or lose turns, while others take extra steps ahead. The idea is to give players a sense of how the path toward achieving the American Dream is easier for some than others.

On WeWork Penn Station’s “community floor,” we rolled out the giant life-size American Dream game floor board and invited WeWork members to play. Point Made’s Catherine Wigginton Greene and Lenny Walker took the lead in hosting the game, and helping guide the ongoing discussions among players. Two different groups played the game during the 2+ hour event, but they were far from the only people involved; the majority of the spectators assembled for the Happy Hour received hand-out “fans” which assigned audience members to be on the same team as one of the characters in the game. By the end of the night, everyone had learned something — and they had a good time doing it.

Rave Reviews

The people who played the American Dream game had nothing but positive things to say about it, as did those who set up the event.

“It actually made me think about things from someone else’s perspective, things I wouldn’t have thought of before,” said Pepper Jefferson, a WeWork member who played the game as the character Isabella — a woman who has emigrated from Mexico to the U.S.

“It’s weird because, for the first time, I really did experience my privilege as a U.S. citizen,” Jefferson said. “And it’s sad, because in real life, so many people know that they’re not going to be able to attain the American Dream because there’s so many setbacks.”

Taurean Casey played the game as well, and he felt it did a great job of delving into controversial topics without making people feel judged, attacked, or afraid to speak freely. He also said the game increased the players’ self-awareness:

“It’s so deep and so real that you are forced to question some of your own viewpoints.”

Casey said that role-playing as one of the characters helps players develop “a sense of self” with that character, “so when you’re going through the game, it’s easier to identify with the real-life version of that character, what that person might go through, and to gain an understanding of how people are affected by things they have no control over.” He added:

[tweetshareinline tweet=”It was one of the easiest experiences that I’ve had to deal with such difficult topics.” username=”PM_Learn”]

And, according to Bianca Rae Hernandez, WeWork Penn Station’s Front Desk Associate who helped organize the activities, “It was super collaborative, and it was great to see that people wanted to participate.” Hernandez called PML’s team members “humble, amazing people to work with.” (No arguments here!)

Jefferson said she “would recommend The American Dream game to everyone, older and younger, because it really is fun.”

And, Hernandez added, “It was a great event. We would definitely do it again, hands-down.”

If you are interested in scheduling your own American Dream experience, send us an email: programming@pointmade.com

Point Made Learning is the consulting and programming extension of Point Made Films, a production company focused on telling stories about the many layers of American identity. We use documentary film to facilitate productive discussions around the most uncomfortable topics we face in American society – starting with racism. We’ve taken an innovative approach to raising awareness and organizing communities through our unique combination of storytelling, real talk, and digital tools. We tell true stories and teach powerful lessons about issues that matter.

I’m Not Racist… Am I? Goes Digital

August 7, 2017 - by PM Learning Staff

This fall, after three years and more than 300 – and counting – I’m Not Racist… Am I? live screenings around the country, we are launching INRAI Digital, an online course built around the film and all the lessons we’ve learned on the road with it.

This program is for companies wanting to provide their employees with an engaging way to develop a deeper understanding of racial equity and inclusion – in a judgment-free, private learning experience that can be done at their own pace.

Highlights include:

Three hours of content in eight learning modules, featuring segments of the documentary, along with lessons, quizzes, and reflection exercises.
Stories of young people going through a learning process that will inspire users to approach lessons on race and racism with a growth mindset, rather than being told what to do and what to say by “talking head” experts.
Compelling narrative thread throughout the course keeps users engaged – [tweetshareinline tweet=”this is the type of diversity training they’ll want to do.” username=”PM_Learn”]

We’ll say up front that this program isn’t for everyone. It takes people beyond the edge of their comfort zone and we believe that, at this point, only companies and organizations really looking for something innovative and out-of-the-box will be interested.

But if you think your colleagues working on diversity and inclusion might be interested in learning more, watch the three-minute video below that describes the course. And then contact us for a free demo.

Screening Organizing 101: I’m Not Racist… Am I? at The Ohio State University

April 12, 2017 - by PM Learning Staff

André and Catherine address the crowd at OSU — André and Catherine address the crowd at The Ohio State University’s screening of “I’m Not Racist… Am I?”

Keep reading to learn about our March 2015 programming at Ohio State.

“I envisioned a big screening, and then a smaller set of workshops for people we thought could be allies and leaders on the campus moving forward,” said Koritha Mitchell, Associate Professor of English at OSU and the events’ principal organizer. “And oh my goodness, it went much better than I thought!”

Mitchell partnered with the Wexner Center for the Arts, a major Ohio venue for all things theater and film, to find a space for the screening. As the guest list grew, though, the Wexner Center suggested moving the event from their own space to a larger one — the Mershon Auditorium — and it’s a good thing they did: On the night of the screening, approximately 750 people turned up to watch the film and participate in the post-screening discussion led by PML’s Catherine Wigginton Greene and André Robert Lee.

“The workshops were really powerful… I heard nothing but positive things about them for months afterwards…”

“I was amazed at how many people came,” Mitchell said. “It was the Monday after Spring Break, so there was plenty of reason to be worried that no one would come, but we still ended up with such a good turnout. I left that thinking that people want to have the language to be able to talk about this stuff.”

The day after the screening, OSU held two workshops to, as PML likes to say, “Look Deeper” into the questions of race and racism that come up in the film, and to learn how to lead productive conversations about those topics at OSU and in the greater Columbus community.

“The workshops were really powerful,” Mitchell said. “I heard nothing but positive things about them for months afterwards. It made my co-sponsors feel like they were getting special treatment, and it capped off that experience and took it to a more personal level. It felt really good.”

Attendees of the workshop at The Ohio State University in Mershon Auditorium,

Reflecting on the Event

In our discussion with Mitchell, she discussed what it took to bring the screening and workshops to life. Here are some of the highlights from our Q&A.

PML: Once you had the idea, what were the steps you took toward making it a reality?

KM: I started by working with the Point Made team, and they sent me all the details I needed. That allowed me to go to my department chair and say that I wanted to put this on, and my department chair was willing to support me. We put together a small committee with people that we felt should be stakeholders … I contacted all the department chairs and decision makers to see if they’d put money toward it, and I underscored that I thought this could be something we could work toward continuing, to identify people who would be invested in this going forward.

I also booked a caterer. Even though a lot of people didn’t think it needed to be catered, I was adamant about it because I didn’t want people to be hungry and fidgety … and I feel like that worked to our benefit as well.

PML: Once you knew the event was officially going to happen, how did you go about promoting it? What strategies/methods did you use to attract an audience?

KM: I had all of the cosponsors send it to their listservs so that the departments would announce it, and anyone associated with those departments would see it.

I think what I did that was unusual was that I was able to get myself on the radio, the urban station here, because they have a community show where they interview people about community things. And I used one of the contacts from a partner department so I could get on the show.

I also contacted leaders at all of the private schools here. I sent personal emails to the leaders at each school, and they clearly shared the message.

Catherine chats with local reporters at OSU.

Also, I got 10TV (the Columbus CBS affiliate) to come. They did a story in advance of the screening, and they aired it more than once because we did it well enough in advance. On the night of the event, they came back, and they interviewed people in the crowd before they saw it, and afterward. And once I had clips (from the TV and radio press), then I could share those clips on Facebook and social media. And I sent people emails including those links to former students, and lots of people.

PML: How did you ensure that the audience attending the event would feature a diverse representation of different communities and groups? And why was this important?

KM: I think I ensured it by having so many co-sponsors (14 of them) who had contacts that were different from mine. And I really pestered them to see who they thought I should reach out to.

PML: During the event, what were the most positive things you observed?

KM: Definitely realizing that I had a decent representation of high school students from the area … I thought, OK, they’re not having these conversations in their classrooms, and they want to be. And the impact from the Q&A — we could have gone on and on.

[tweetshareinline tweet=”I left… thinking that people want to have the language to be able to talk about this stuff” username=”PM_Learn”]

PML: What did you learn from this experience?

KM: I learned that I don’t mind organizing half as much as I thought!

PML: What advice do you have for other people who want to hold similar events? Say, your top 3 tips …

KM: One: For promotions, use a personal touch, plus whatever media you can get.

Two: Cultivate your stakeholders and make them feel like you need them to help you do everything. Like, you’re not making a decision without them, you don’t believe you can get the word out without them — it’s not just about them supplying money for the budget, it’s about them being as involved as they can be throughout this process. That gives them the belief that they are as committed as I am.

Three: Don’t miss the opportunity to spend as much time as you can with André, Catherine, and the Point Made staff. If it’s a budget issue, spend the extra money to have the additional workshop, or whatever other interaction. They model how you can continue to work in your space — watching them in action gives you tools for how you can facilitate difficult conversations going forward, because you’re going to need to have those conversations, and having the model from André and Catherine was one of the biggest things that I took away from it, as did everyone who encountered them.

If you are interested in hosting a Point Made Learning film screening or workshop, send us an email: programming@pointmade.com

Also, check out our new I’m Not Racist… Am I? Digital Online Course — a valuable program for corporations, educational organizations & institutions, and individuals who want to Look Deeper into race and racism.