Anti-Oppression Liaison Officers

Proposed by: Jon Danforth-Appell, Carley Towne, Scott Carpenter, Liz Hirsch, Rich Ruff

ARTICLE V. Organizational Structure

Section 2. Internal Resource Committees

To maintain active Local Subgroup designation, Internal Resource Committees must:

  • Have at least one member responsible for onboarding and screening new members, engaging in member retention efforts, and coordinating with the Membership Committee
  • Have at least one member working with the Communications Coordinator to ensure that Local communications accurately reflect and amplify Committee work
  • Have at least one member working with the Anti-Oppression Committee who is responsible for staying up to date with all intra-committee anti-oppressive practices by attending Anti-Oppression Committee meetings
  • Hold meetings a minimum of once per month, open to all members of the Local
  • Maintain and make available to Local leadership records of key debates and decisions

Section 3. Issue-based Committees

To maintain active Local Subgroup designation, Issue-based Committees must:

  • Have at least one member responsible for onboarding and screening new members, engaging in member retention efforts, and coordinating with the Membership Committee
  • Have at least one member working with the Communications Coordinator to ensure that Local communications accurately reflect and amplify Committee work
  • Have at least one member working with the Anti-Oppression Committee who is responsible for staying up to date with all intra-committee anti-oppressive practices by attending Anti-Oppression Committee meetings
  • Hold meetings a minimum of once per month, open to all members of the Local
  • Maintain and make available to Local leadership records of key debates and decisions

Section 4. Campaign-based Working Groups

To maintain active Local Subgroup designation, Issue-based Committees must:

  • Have at least one member responsible for onboarding and screening new members, engaging in member retention efforts, and coordinating with the Membership Committee
  • Have at least one member working with the Communications Coordinator to ensure that Local communications accurately reflect and amplify Committee work
  • Have at least one member working with the Anti-Oppression Committee who is responsible for staying up to date with all intra-committee anti-oppressive practices by attending Anti-Oppression Committee meetings
  • Hold meetings a minimum of once per month, open to all members of the Local
  • Maintain and make available to Local leadership records of key debates and decisions

JUSTIFICATION AND ORGANIZATIONAL PRIORITY ALIGNED WITH PROPOSED AMENDMENT

Codifying an anti-oppression liaison across all committees in DSA Los Angeles will create a clear reciprocal flow of communication between the Anti-Oppression Committee and all committees across DSA Los Angeles. Establishing a clear process of communication will not only ensure that all DSA Los Angeles committees remain informed about work being done in the Anti-Oppression Committee, but doing so will also allow all committees to regularly communicate any concerns, questions, or suggestions from their committee to the Anti-Oppression Committee. The unique work carried forth by internal resource committees to provide resources, tools, and training materials to the members of DSA-LA necessitates clear and ongoing communication across committees. In particular, the mission of the Anti-Oppression Committee to liaise between all formal DSA-LA committees to ensure all work carried forth is just, representative, and liberatory warrants codifying an anti-oppression liaison.

Codifying an anti-oppression liaison aligns with the following DSA Los Angeles organizational priorities:

  • Maintain workflow systems that support and empower all members to take on significant responsibility for ongoing cross-chapter communication and collaboration.
  • Commit to accountability and transparency for leadership in DSA-LA.
  • Build an organizational culture that embodies our socialist ideals, and a welcoming community that supports all members to engage in collective work to dismantle systems of oppression, in accordance with our shared values.
  • Build organizational structures that can support and manage anticipated growth of the chapter.

MEMBERS IN SUPPORT