Bear the Truth

In the beginning of June, as the nation found itself amassed in struggle: from enduring a pandemic to protests arising in every state against racial injustice and police brutality, a large portion of Americans found themselves unable to find their footing and voice in the battle for the betterment of our country, while also prioritizing the safety of their loved ones. Two moms in Sherman Oaks, Sabaea Wynter and Lily-Mae Young, found themselves in conversation about how they could become involved in the protests, while also protecting the health of their two year old sons and ensuring they will not face these same problems growing up.

While they found it difficult to explain to their toddlers the complexity and nuances racial injustice in our country, they also realized that it is never to early to start these difficult, but necessary conversations with their families, so their children would not have to unlearn the same internalized and subconscious prejudices they had to as adults. The two mothers, however, realized that the two conversations in their respective homes would take vastly different courses.

In Sabaea’s home, as the mother of a young, Black boy, the conversation would resemble those that have taken place in the black community for centuries: that the way society views you is not a testament of your character,

but a reflection and a testament of society’s prejudices against you because of the color of your skin. In Lily-Mae Young’s home, as the mother of a young, White boy, the conversation was focused on promoting equality, and ensuring that the prejudices that America has held against our Black brothers and sisters, does not become ingrained in him as well. The question then arose: how do they get families of various races, ethnicities, and religions, to begin having these conversations with their children as well?

A few people had reached out to Sabaea to ask her if and how she was explaining recent events to her young, Black son. Her immediate response was that she was not going to, because she didn't believe that at such a young age, he would be able to grasp the complex subject. However, Lily reached out to her to potentially partner together on a project that would make this information tangible to the youngest generation. Born out of this discussion was Bear The Truth, the solution to the various

The idea began as a way for families and children to become involved in the Black Lives Matter movement, while also being safe and socially distant out of concern for the health of their family members. As a society, we often dismiss young children in our discussions about policy, politics, legislation, and protest, because we believe that there is not necessarily a way to communicate these ideas to them. However, just because we have not found ways to convey these ideals, does not mean we should deny children their voice. Therefore, Sabaea and Lily wanted to shift this thinking and find a way to include young children in the fight, and in the conversation, while also being representative of all of the children in the city.

Designed as a “teddy bear picnic, but protest style,” Bear the Truth was an art installation held in front of City Hall, representing children and families in the fight for racial injustice and in solidarity with Black Lives Matter. For Sabaea and Lily, allowing children to decorate their bears with personal messages allows for parents to have a dedicated time with their children to not only be creative and have time to bond, but to also have a space and time to begin these conversations at a level suitable for their child’s age. Using teddy bears and stuffed animals is a tangible way for young children to begin to understand the complexity of what is happening in the world today. No matter the generation, teddy bears have always symbolized a child-like innocence, and are often a child’s first toy in which they gain a sentimental attachment to.

They have been used as a vehicle to teach young children the power of love, nurture, companionship, compassion, and are arguably key in developing a child’s character. One of the key takeaways from this movement is that racism, injustice, and hate are qualities and feelings that aren’t inherent or innate, but are rather learned. Therefore using something tangible for a child, such as a teddy bear, acted as a way of being able to explain to a young child the complexity of what is happening. Because teddy bears come in all shapes, colors, and sizes, they can be used to explain that these qualities are what make them unique, but do not take away from their value and worth. Being able to instill these qualities in a young child can help prevent these same issues from permeating their futures and generation as well.

The protest had four main objectives, To allow children and families a safe way to 1) protest and become involved in the movement 2) to teach children the power of their voice and the power of collective action, while allowing a tangible way for kids to understand racial inequality 3) to remind policeman and legislators of the generation that their actions and policies affect the most: the children and 4) to honor the black children who have lost their lives to racial injustice. 1,200+ donated bears later, this beautiful vision was created.

It’s a reminder that it is in our hands to make sure that the youngest generation doesn’t have to experience the fear and pain that we in the black community have faced for far too long. No longer should our young Black daughters and sons be forced to grow up in an America where the blackness of their skin is seen as a weapon. Where they are judged not by their character, but by the color of their skin; where they are afraid of playing his music too loud, or wearing their hoodie up, or taking a jog, or getting pulled over.

In less than two weeks, with the help of NYU student and Creative Director, Sydni Wynter, along with the incredible artistic vision, direction, and execution by local artist and fellow mother, Ava-Mae, a curation of nearly 1,200 donated teddy bears stood side by side in the space between City Hall and the Los Angeles Police Headquarters. After the pop-up, the team is working to partner with a museum or art gallery here in LA to create a semi-permanent exhibition where children and families can continue to come, contribute bears, and learn about ways to prevent racial injustice from permeating the culture and legislation of theirs, and future generations.

In these spaces, the artwork can be contextualized and used as a tangible, educational

tool to teach children about these issues, the power of their voice, and the power of protest and collective action both now and in history. Long term, Bear The Truth hopes to create curriculum, illustration books, and activity books to help children across the country, and perhaps even the world, understand the power of their voices, and the importance of equality. Ultimately, however, the organization will look to donate or recycle all of the donations after the project officially closes.

Due to COVID-19, many donation centers are closed, so recycling the materials will most likely be the most viable option. However, just in case, they are working closely with donation programs in case anything changes in regards to the pandemic situation. In the moment, they are also working to find local museums or gallery spaces that will house this exhibit, so the project can continue to grow and the momentum it has gained in recent weeks, to truly expand the number of children and families it impacts.

As a young adult who grew up in the conservative South, and attended private, predominantly white institutions for the majority of her life, racism was woven into the fabric of her everyday experience. The most notable example of her experience was her sophomore year of high school (which was a small, private, Christian high school), when students threw a n***** themed prom after-party, came dressed as various black stereotypes and received no consequences for it. For her, it was a rude awakening that as a country, we are far from free of prejudice and racism, and that we are not doing enough in our education systems to actively inform students of the effects of their words and behavior.

This speaks to the generational appeal of Bear The Truth

stopping the language, microaggressions, and ignorance around racism at a young age so these behaviors will not have to be unlearned at an older age, and so young Black Americans will not have to be forced to continually be subjected to this mistreatment and to be the ones to educate others on the history and hurt behind their actions. By educating children about our nation’s dark past with prejudice, we are preventing it from continuing for generations.

Bear the Truth is a positive gateway for children to use their voices for impactful change. Each bear represents a child in this city, who together stand united to demand a future free of racial inequality. The main takeaway from this campaign is that it is never too young to teach children the power of love, compassion, service, and ally-ship. The purpose of this campaign is to allow for a space for families to have a conversation with their children about what is happening in the world in a manner that is visible and palpable.

Bear The Truth aims to not only create a tangible way for children to understand racial injustice in our country, and the purpose of recent events that have unfolded around the country, but also allows for children to not only have a voice in their own futures, but to also learn the power of their voice, and the power of protest. We aim to start difficult, yet necessary and important conversations in homes and families across the country, so that the children of this generation may grow up in a better, and more equal America than we have now.

This project is meant to give a voice to the youngest generation, and instill in them the values to take their futures into their own hands, while also giving them the tools to create a better America for themselves: the power of collective action, of their voice, and of love.

by Sydni Wynter, C reative Director of Bear The Truth

Watch KTLA Video Coverage: https://ktla.com/news/local-news/over-1000-teddy-bears-outside-l-a-city-hall-supportblack-lives-matter-in-bear-the-truth-demonstration/

Maintaining DE&I in Your Workplace During the COVID-19 CRISIS

We would be remiss if we did not address how the current global health pandemic will likely change the way we incorporate diversity, equity and inclusion in our workplaces. We are living in unprecedented times and are in the midst of adjusting to a new normal of social distancing and economic uncertainty. Meanwhile, unconscious bias is becoming more prevalent as the COVID-19 outbreak and media coverage is triggering racial tensions. In this section, we will review some challenges that employees might be facing and suggest solutions for staying on course for increasing diversity in the workplace.

Brown University released a list of things organizations should be mindful of during the global health pandemic that has resulted in many employees transitioning to remote work.

Tips for Maintaining DE&I in Remote Workplaces 1. Be Mindful Everyone is being affected differently by the virus outbreak, so do not assume that everyone is experiencing this global health crisis the way that you are. As Brown University poignantly states, “Be mindful of the ways in which a crisis can impact various communities and how individuals from different backgrounds (race, ethnicity, age, religious affiliation, socioeconomic status, gender, sexual orientation, etc.) may have varying responses to the same situation based on their lived experiences.”

Also, be aware that the global crisis is bound to increase tensions and induce heated discussions, as many are dealing with emotions such as fear, anxiety, depression, and so on. In an environment like this, unconscious bias might appear in the workplace. If so, it is important to notify your staff of whom they can speak to if this occurs, such as the HR department or someone in leadership they can report bias incidents to without fearing repercussions.

2. Use Good Judgment in Language & Word Choice Communities of Asian descent are experiencing more racial bias and aggression as the COVID-19 virus has been loosely referred to as the “Chinese Virus.” Use good judgement when speaking about the pandemic with your employees and use scientifically-based, objective terminology

in both oral and written communication. Most importantly, do not use derogatory terms that are offensive to or target certain communities, especially those of Asian descent.

3. Make Materials Accessible to All Employees Make sure that your employees are equipped with everything they need for a smooth transition to remote work, especially for individuals with disabilities or those who are “differently-abled,” as noted by Brown University. For instance, companies who are utilizing Zoom and other video conferencing software for meetings can record the meeting and enable captions for when it is downloaded. This will make it easier for employees who struggle to use or communicate through Zoom.

Through Zoom, employees can also use the chat box feature that enables notes to be saved and shared afterwards. This creates more opportunities for employees to contribute to meetings as video conferencing can sometimes make it more difficult for all participants to contribute equally.

4. Be Kind, Flexible & Adaptable Leaders should remember that employees may be operating from home with limited resources and could have additional stressors during this time, such as an ill family member, a loss, a job or wage loss in the household, and more. Employees are not only facing unique challenges working remotely but also juggling more responsibilities at home, especially if they are parents of children who are being homeschooled and are caring for household members physically and/or financially.

Employers and leadership should not only be understanding of their employees’ struggles but also be flexible so that employees can give their best performance at work and at home. Examples of adaptability might include letting employees have flexible work schedules so that they can balance their responsibilities in a productive manner while also maintaining quality of life.

"Unconscious bias is becoming more prevalent as the COVID-19 outbreak and media coverage is triggering racial tensions."

COVID-19 Crisis Playbook

Mortgage Bankers Association (MBA) hosted a webinar in May 2020 which addressed stages for companies to adapt to changes caused by the global pandemic, and ultimately redefine the real estate finance ecosystem, in their “Crisis Playbook.” The first stage of the playbook focuses on the workforce, the second on your company culture and the third on your business’s competitiveness. Below are some key takeaways for companies to incorporate into their own business structure and practices for sustainability, some of which will look familiar to what we discussed above.

Stage One: Your Workforce

• Accessibility

>Digital technology skills required of workforce >Provide technology and equipment stipend >Increase professional development resources

• Equitable Solutions

>Provide flexible work schedules >Have wellness coaches >Review and revise benefits (e.g., EAP, accommodations, job resources) >Conduct frequent employee surveys to see what works and what doesn’t

• Performance Assessment

>Help managers build skills necessary to lead in new environment >Redesign jobs where needed >Implement feedforward

Stage Two: Your Company Culture • Diversity, Equity & Inclusion Learning >Address Conscious Bias & Provide Tools to Mitigate >Create a dialogue about diversity and identity • Belonging & Trust >Create a psychological safe space for employees to confide >Lead with empathy by >Considering others’ perspectives >Not being judgemental >Recognizing others’ emotions >Communicating your recognition with your team • Create Culturally Sensitive Engagement >Through tools, resources and re-entry plans

Stage Three: Your Business's Competitiveness • Leverage Employee Resource Groups (ERGs) for market insights • Provide support for women-owned and minority-owned businesses in supply chain • Preserve your branding • Maintain stakeholder relationships • Reposition your business to thrive in a “new normal” after COVID-19 • Communicate DE&I values in your company’s strategic plan

During the current global health crisis that has impacted the workforce on various fronts, we hope that this can serve as a guide for companies on how they can maintain diversity, equity and inclusion in this unprecedented environment. As the MBA’s Crisis Playbook suggests, leaders within your company can start on the right path to strengthening DE&I within the workplace by attending to their employees’ needs, leading with empathy and repositioning themselves for continued success when transitioning after the COVID-19 health crisis.