 to pay so this was the best the best next option. Sounds good. So on our end here at Livewall is myself Chris Armino. Hi I'm Sarah Curds with Livewall. You also have Olga. Olga, do you want to introduce yourself? The presentation really quickly and then open it up for questions painting today. I can get the views themselves. So we have a few names that show up on the Erica. Do you want to go first? Sure. My name is Erica Baruch and I'm an independent consultant. I work on diversity inclusion and equity issues and work with non-profits, religious organizations, government institutions, and some occasional foundation work. And I'm really excited to learn more about this proposal and what you guys are looking for. Thank you. Carla. Good morning everyone. My name is Carla Mesa. I am a consultant out of Denver and I've been working for many years in the community specifically around racial equity, diversity inclusiveness for a number of organizations across sector. And I'm also the founder and president of Circle and organization that works in youth leadership specifically with social justice as well as providing conferences in the Denver region for diversity inclusiveness. Thank you for allowing us to communicate via computers and technology. This is really helpful as I'm in New York today. Great. Thanks, Gels. It's Angel. Yeah, it's Angel actually. Hi, good morning. My name is Angel Perez and I am an independent consultant with my own firm and I've been doing racial equity and inclusiveness consulting for about 10 years in the, well actually in the Denver area and across the country. I also do a lot of work in California and Texas. I have been doing work in the nonprofit sector for close to 25 years and I'm really excited to learn more about what the needs are and if I'm a good match to be able to support the journey that you are embarking on. So thank you for allowing me to be part of this call. Thank you. And then there are a couple people whose names aren't associated. Who else do we have on? Anyone else? Okay, that might be it. Well thanks everybody for joining today and now we have our technology working so we're going to jump in and Chris is going to walk through just a few slides. Hi everyone again. Sorry about the technology hiccup there. So I'm just going to walk through basically going through the RFP again just so you guys get a sense a little bit more context for how we put it together and kind of what we're looking for. So again we're going to spend some time reviewing the goals of the RFP, review the qualifications for the RFP, and talk a little bit more about the tasks and the logistics, talk a little bit about the logistics, and then answer questions from you all. So look, while Colorado is a statewide nonprofit organization committed to providing and reducing the barriers to healthy eating and active living in Colorado in the communities that face inequity. And so by eliminating those health disparities and advancing health equity, live while Colorado focuses its efforts on policy, environmental changes that move barriers, and increased access to health. So that gives you a little bit of context about who live while Colorado is. I'm sure some of you all are familiar, but just in case you weren't, we wanted to make sure and share that. So quickly the goals and the context for the RFP. Currently the goal is in the process of implementing a professional development series. So there's a lot of things happening starting next month around professional development around equity. And the goal for the professional development series is increasing awareness of health equity and the implications for healthy eating and active living. So what you'll see a lot in this presentation is just acronym KIL, which means healthy eating and active living for those of you who are new to the board. So the first formal training will be on implicit bias. So this would be the organization's first big for aid into the professional development series. There's some informal things happening and sort of a smaller scale, somewhat tangentially but important related activities. But this will be the first big all staff professional development engagement. What is live while looking for in terms of team qualifications for this RFP? So again, looking for someone who has experience delivering implicit bias. Someone who's done this before, someone who has good ideas, someone who has some experience and also some experience around implicit bias self-assessment tools. That's really important because what we're expecting is a back group will both administer and then help with the interpretation of that and integrate those tools into their training approach. Someone who also has some expertise on the science and research behind implicit bias. So we think that this is a really important part of the work. So someone who has some experience with training, maybe some experience on the ground with the science. We're also looking for someone with experience studies or other. I'm sure all of none of you do this, but not someone who will just talk out to the audience all day, but really has a really great mix of training approaches. And then someone who also has a familiarity with the field of health. This is important because in the building and among the staff, there's a lot of great experts that we want to make sure that this isn't just an interesting conversation about implicit bias, but also it's really practical and hands-on and it helps people apply what they learned through the training to quickly go over the RFP tasks and deliverables. The first thing is really meeting with the select staff to develop the implicit bias training, developing and delivering in all day all staff training bias, implicit bias training for about 20 staff members, recommending, administering and assessing the results of self-assessment tools, providing an overview of the science and the research on implicit bias. Linking implicit bias to the work of Live Ball Colorado, including how implicit bias can include decision-making and perceptions of the community that Live Ball collaborates with, you know, barriers to healthy eating, active living, creating a training that's interactive and plays in our approaches and is consistent with adult learning degrees. And then creating a post-training discussion guide for self-solicited conversation so one of the things that the staff has expressed that's really important is that there's a time after the training to do some debriefing, discussion themselves to talk about what did they learn, how did they can apply it. Quickly, the RFP logistics, the proposals are due on January 26th at 5 p.m. The budget for the event should not exceed 4 p.m. And all RFP should be sent to opportunities at LiveBallColorado.org with the subjects implicit training of RFP response. So we just wanted to revisit those really quickly. And I think we'll just open it up for questions. This is just a logistical question, Chris. Are you asking that the proposals be electronically delivered to LiveBall? I don't think we have a strong conference one way or the other, but it's probably easier if it was delivered electronically since there are a few events that will be reviewing it. Okay. Thank you. Hi, this is Angel. And question that I have is how far have you gotten into your journey around equity within the organization? Have you been doing this work? Do you have, let's say, a committee or is this kind of what is going to kind of start your intentional journey around equity? Yeah, that's a great question. In the last couple of years, we've had an equity committee made up of staff members and we've done a reading club for anyone on staff who wanted to participate in. We also did an all staff survey in December about where people are most wanting to learn around the issues of equity and where they see the biggest opportunities for their own growth and for the organization. And so this is the beginning of the plan that came out of that survey. So a much more intentional focus across the organization now to really say every member of the team is going to be involved in this. And we're doing this based on what we've heard from the team members. Good morning. This is Olga Gonzalez. I've met all of you at some point in the community. I'm happy to see all of you or hear all of you. In addition to what Sarah just shared, we have created a dedicated position to focus on equity, which is what I'm going to be doing. So I'm pretty excited. I know that there are very few organizations across the state that have a person in space to help guide and facilitate that process. So I will be working very closely with you to help kind of craft what this training will look like to ensure that it does meet the needs of the staff. Because as you know, a lot of times as we attend a training and it's really interesting and we get back to our offices and there's no way to really apply it to our work. And so this is an opportunity to do something that's specifically crafted for us to help us with our efforts to eliminate barriers that marginalized communities face in terms of accessing health and healthy eating and all of those things. And so this is the first of a series of trainings that we will provide throughout the year. We will have a sort of a prep session to kind of lay the foundation for why we're learning about implicit bias, what that means. Then you would come in, do your thing, and then we would have sort of a debrief as a staff to see what the takeaways were. We will also have a training on race and racism this year. We will also have one on looking at structural poverty. So it's really very, it approached to be very intentional in our work so that we can be more effective and more relevant. And so we're very pleased that you all have expressed an interest. We know that you're respected in your field and very well connected to the issues that we cover. So we're looking forward to partnering with you to do this work and help live well as a whole to be more effective and more relevant. Thank you. This is Erica and I'm glad you raised those two other trainings because one of my questions was as you're looking at this implicit bias training, a lot of times when we think about implicit bias, we're thinking about bias based on race, ethnicity. Do you also want to consider and include bias based on socioeconomic status or even bias based on ability, disability status, things like that? How broad do you want the implicit bias training to go? We could cover all of those factors. I mean, they all are interconnected as you know. I think it's more of an introductory kind of implicit bias, but really informing how that we don't know what we don't know and how is that impacting our work? How is that impacting our approach to policy making or to the messaging that comes from our office or in the way that we might interact with low income communities, communities of color, people in rural areas? So those are the key factors. We do know that issues of gender and orientation and disability all are interwoven. And so feel free to add those components as well, but the key communities that we're looking at broadly are for people of color and people in rural areas. Great, thank you. Hi, this is Karla. My question is just really around, I guess, the direction for LiveWell. What is it that they're wanting to do as an organization? I know that this, I understand this is like the first step in terms of getting the whole staff to be a part of something and experience together. But in terms of your work, where does LiveWell hope that this will take them? Peel issues, healthy eating and active living issues and obesity disproportionately affects people in Colorado based on income and race and place. And that is a strong motivator for why we want to make sure that our work is impacting those populations that are most likely to have systemic barriers that keep them from being able to access healthy food or opportunities to be physically active. And we feel that if we as a staff do this professional development and better understand these issues as individuals, that that'll enhance the ability of our work to have the impact it needs to have. We've gone through some strategic clarification work lately as an organization and that values that very clearly articulate the role that equity plays in our work. But also with the staff we recognize that there's a lot we all need to learn in that area. And so the work will be more effective if we're all better informed about these issues. So that's what we're hoping to get out of this. And a follow-up question, can you share the, my understanding is there's about 20 staff, is that right? Yeah, we have 17 right now and we'll be up to 22 in the next few months. And can you share the makeup of the staff? What do you mean the demographic information? Sure, the current staff, they're all on that section. So we can do something together that we can send out afterwards. So in terms of color, in terms of folks of color on the team, do you, would you, can you Oh, sure. Share that or would you like us to just look on the left? No, currently we have two people of color full-time on staff and then we have an intern who works one day a week who's also from a community of color. And kind of like 15 women and staff of different age ranges as well and different sexual orientation. Thank you for sharing that. Quick question to the follow-up question regarding socioeconomics and class and whatnot. I'm just curious to know if, you know, how does the organization, like where does, what is the weight, I guess for lack of a better word, that race carries in regards to the lens that you are all utilizing and approaching with this work. So, you know, many organizations, for example, many, many organizations really attack race first in regards to equity because there's an understanding that the root of many other challenges and barriers are rooted in white supremacy. And I know that's a trigger word for a lot of people, but I'm just curious to know if those conversations have taken place or if the organization is really looking at it from a place of bringing all of those things in together, if that makes sense. I would say historically, live law has been primarily driven by poverty in place in terms of how we prioritize our work and therefore we are trying to not just add race to the mix, but really understand race in a deeper way because it's the area we haven't, it hasn't driven our work in the same way that poverty in place has in the past. And so, I think it, I mean, it was identified among the staff as the area where we have the most to learn. So, it is being added to the mix, but in order for it to be sort of among those three, we need to learn most about it, I think. Well, that's great with that. I would agree with that and I agree with you, Angel. And I think that the staff is at, you know, different places in terms of their understanding of race and white supremacy, how that lays a foundation for other forms of discrimination and oppression. So, there are staff that are really eager and ready and get a lot of that and there are staff that are, you know, very well-intentioned and don't, you know, might, you might say, have kind of like, let's just serve everyone. But they're understanding and they're aware that they need to delve deeper. They're all ready to be moved in that direction. So, there hasn't been really much resistance. It's been more, as Sarah mentioned, we did the self-assessment and most people identified race as an issue that we needed to focus on and better dissect and learn about so that it could be more centered in all of the work that we do. So, that's a good question. Perfect. Thank you for showing that. Another quick question. Would you share that assessment with the consultant that is hired just to give kind of a backdrop of what was captured in that data? Would that be possible? Yeah, absolutely. That would be part of the orientation with the consultant that's hired is to share that self-assessment that we've done and more detail about sort of our history of work in this area. I think with the implicit bias training, this is really setting the groundwork for the work that we need to do moving forward. So, really looking for someone who can help give us that foundation. Great. Thank you. One other quick question. You mentioned that you're currently a staff of 17 and you're going to be up to 22 within the next couple of months. Do you have a sense? Have you guys done work to, are you, as one of your goals to diversify your staff and how will that play into those five new hires? I've been very intentional thanks in large part to Olga's work in trying to diversify our hiring not just with these next five staff but the last few positions we've had open as well. We would love to find a consultant who can help us think through though if we do this implicit bias training as a whole team, certainly there will be team members not just those five but in the future who come on after this training and so how can we make sure that our staff onboarding process sort of brings people up to speed without the benefit of having gone through the training that we're going to undertake. Great. Just a quick question. Well, any of the like executive team, leadership team of the organization and participate in the implicit bias training or this information that you are in professional development, are they going to be participating in this as well? Yeah, the intention is that this implicit bias training is for every single member of the staff. So, and I'm a member of the executive team and helping at the early stage of the process, there's certainly commitment from our CEO and from every level of the organization to make sure this happens. It's a mandatory training for every member of the staff. It's also part of their performance review every year so because it's mandatory it's very clearly an expectation that it be part of their professional development commitment so it's there's some accountability that's going to follow these trainings as well. What about the board members and how does that play into their as the governance of the organization? Our board is not the kind of board that is going to join us for an all-day retreat three times a year to do the sort of training with this but we are very cognizant of the fact that we don't want to get ahead of our board on this work because we need their buy-in in order to continue having it be the priority that the staff believes it is. So, give it quite figured out what the process will look like for the year but now that we have Olga formally in this role of Director of Equity, I think there's an opportunity for her to really be intentional about how the board is brought into these conversations throughout the year. And I'm also present in all the board meetings and so I'll be doing updates on our equity work to keep them informed about our progress and challenges along the way. I believe that they would also be invited to attend. We know that their time is limited and their volunteers and all of that but they in the past several of them have expressed an interest in our health equity work including being sort of a liaison, a board liaison for our staff to help us with that work. I know that there's at least two board members who've expressed an interest last year so there's always opportunities as well as opportunities to increase the board's awareness about the same topics that we're covering so they would also part of the plan could also be to provide trainings for them as a board. And in the same way that we are working to diversify our staff, we're also working to diversify the board and have made progress in that area but have more opportunity for sure. Thank you for that. I'm excited to see the proposals that we get next week. The email address that was on the RFP, if there are questions that come up after the email address, how do we look forward to receiving the proposals? And I will also add that if you have any questions after the session, like maybe over the weekend, you thought of a few other things you wanted to ask that you didn't, I'm also available to answer any further questions and help you think through this process. Great. Thank you so much Olga. Thank you all very much for hosting this session too. Thank you guys. You too. Take care. Bye.