In the spring of 1999, staff from across the department joined together to form the Undoing Institutional Racism (UIR) Work Group. Together they explore and address issues of institutional racism in the workplace. UIR meetings are lively and thoughtful and offer opportunities for gaining new insights and perspectives. They also host multi-cultural events and invite interesting and thought-provoking guest speakers.

DCHS serves the most vulnerable of King County's citizens. Our department must foster an environment for open discussion and ongoing analysis of policies and practices to eliminate systemic racism and discrimination in all areas of our work. DCHS staff are invited to join this effort.

Sincerely, Jackie MacLean, DCHS Director

Undoing Institutional Racism (UIR) is a multi-cultural, multi-racial work group of the Department of Community and Human Services (DCHS) that brings people together each month to identify and address practices and policies in society and within the workplace that afford privilege to whites over people of color.

The UIR Work Group provides a supportive atmosphere where the issues of racism can be openly discussed and where practical, inclusive solutions can be developed. All DCHS employees are welcome!

UIR work group 2008 co-chairs: Sean Power and Karen Brawley.

What is Institutional Racism?

Institutional Racism is an indirect and largely invisible process that operates automatically and results in less access to services and opportunities of a society based on race. It is a term encompassing the often unconscious barriers built into education, selection, promotion and service delivery systems that serve to disadvantage members of non-white groups in the United States.

UIR Mission and Goals

• LEARN more about institutionalized racism and how it affects us as government employees and how it affects our co-workers
• CREATE a safe environment for open and honest discussion
• ENCOURAGE staff participation
• RESPOND to the effects of institutionalized racism by providing educational opportunities for personal and organizational growth
• COMMIT ourselves individually and collectively to ensuring our behavior does not condone or promote racism.

UIR supports King County's established policy of equal employment opportunity, which prohibits discrimination on the basis of race, color, religion or creed, sex, disability, familial status, national origin, marital status, age, sexual orientation, ancestry, or veteran status. Our goal is developing and maintaining a work environment that promotes diversity and honors the ethnic heritage of all our employees.

UIR Work Plan for 2008 is under development.