Antiracism and Anti-Oppression Policy
Mind Chicago is committed to cultivating a workplace culture grounded in antiracist and anti-oppressive values and to operating as an institution guided by policies that reflect those commitments. We seek to promote justice-oriented and equity-driven practices in how we work together, how we serve clients, and how we participate in the broader mental healthcare field.
The purpose of this policy is to help Mind Chicago identify racism and oppression, understand their impacts, and commit to the ongoing work of reducing harm and eliminating racist and oppressive practices—both within our organization and, where possible, in the systems we engage with.
POLICy Defined
A “policy” includes both written and unwritten laws, rules, procedures, processes, regulations, and guidelines that shape how people are treated. At Mind Chicago, our definition of policy also includes implicit workplace culture, as expressed through the actions or inactions of owners, directors, and staff who hold positions of power.
Mind Chicago acknowledges the following
Mind Chicago recognizes that the mental healthcare field reflects significant inequities for marginalized and oppressed groups, including but not limited to individuals who are LGBTQIA2S, BI&POC, and disabled*. These inequities appear in pay disparities, access to advanced training and degrees, business ownership, and access to mental healthcare services. Such disparities are the result of historical and ongoing inequitable access to opportunity, with intergenerational economic, social, and educational impacts on communities of color and other marginalized people.
We acknowledge that organizational policies and practices either contribute to the continuation of inequity or support movement toward justice and equity. Neutrality is not possible.
“To be antiracist is to admit when we express a racist idea… To be racist is to constantly deny the racial inequities that pervade American society…” [1]
Engaging in antiracist and anti-oppressive work requires humility, accountability, and a willingness to acknowledge mistakes. This work is ongoing and imperfect, and we accept responsibility for continuing to learn and grow.
*We acknowledge that there are numerous marginalized and oppressed groups, some of which we may not presently be aware of. We seek to continue and further our learning to grow in our inclusivity.
RESPONSIBILITIES
Mind Chicago owners, managers, and staff share responsibility for recognizing and addressing racism and oppression in the workplace. This includes contributing to an inclusive environment, reflecting on personal and organizational practices, and working to reduce harm caused by systems of privilege and inequity within healthcare and business operations.
At the same time, Mind Chicago owners acknowledge the power and privilege associated with their roles and intersectional identities. As such, owners hold primary responsibility for ensuring that the values outlined in this policy are reflected in organizational decisions, policies, and practices.
Mind Chicago commits to engaging in self-reflection, revisiting policies over time, participating in ongoing learning, and supporting professional development that aligns with antiracist and anti-oppressive values.
COMMITMENT
This policy translates into a three-part commitment upheld by Mind Chicago owners, partners, and staff. These commitments are aspirational and evolving; they are intended to provide direction rather than perfection and will continue to be refined over time.
Justice in the Workplace
Justice in the workplace is an ongoing process that adapts as the organization grows and changes. Mind Chicago strives to support fairness, dignity, and transparency through practices related to compensation, scheduling, benefits, and workplace culture.
Current practices include access to employer-sponsored and subsidized health insurance for full-time W-2 employees and compensation for work performed outside of primary job responsibilities. We aim to balance operational sustainability with equitable treatment of employees.
Workplace justice also means that employees’ concerns, ideas, and experiences related to racism, oppression, and inequity are taken seriously and addressed with care and accountability. While not all situations will result in the desired outcome, Mind Chicago is committed to responding thoughtfully and in alignment with its values.
Mind Chicago does not use restrictive covenants and supports employees’ autonomy in choosing to remain with or leave the organization. Former employees are permitted to continue working with Mind Chicago clients post-employment if they choose. We value the time clinicians and staff spend with us and respect individual career and life transitions.
Recognizing that antiracism and anti-oppression are ongoing processes, Mind Chicago seeks to balance space for learning and growth with the responsibility to protect employees from harm. Reports of microaggressions, discrimination, or other forms of racialized or oppressive harm are taken seriously and addressed through appropriate, proportionate responses, which may include education, supervision, corrective action, or termination when necessary.
Mind Chicago also takes instances of racism, discrimination, or oppressive behavior from clients seriously and maintains procedures to support and protect employees. Responses may include additional supervisory support escalating up to, when necessary, a leadership-initiated ethical client termination process.
Amplifying People of color and marginalized voices
Mind Chicago seeks to intentionally amplify the voices of BI&POC, LGBTQ+ individuals, disabled people, and other marginalized or minoritized communities within our capacity as a small business.
This includes making thoughtful efforts to work with and support marginalized or minoritized-owned businesses when sourcing services, materials, and professional resources, and to incorporate therapeutic materials created by marginalized authors and clinicians when clinically appropriate.
Internally, Mind Chicago supports staff who wish to contribute to educational content, presentations, or public-facing materials, offering paid opportunities when feasible. Externally, we aim for our website and communications to reflect the identities of both our clients and our staff, while remaining mindful of the distinction between meaningful representation and tokenism.
Decolonizing Mental Health Practices
Mind Chicago acknowledges that mental health theory and practice have been shaped by Western, colonized frameworks, including white supremacy, patriarchy, ableism, heteronormativity, and gender binaries. Although evidence-based practices are often the most scientifically backed and widely accepted approaches in mental healthcare, we acknowledge that these practices are not neutral and have been shaped by Western, colonized frameworks that may exclude, appropriate from, or inadequately serve marginalized communities.
We encourage clinicians to use evidence-based approaches with cultural humility, contextual awareness, and flexibility, incorporating affirming adaptations and perspectives that support healing, belonging, and meaning—particularly for individuals impacted by historical and ongoing oppression.
Mind Chicago also supports preventative and early engagement in mental healthcare, recognizing that the expectation to endure prolonged suffering before receiving care reflects capitalistic and oppressive norms. Supporting clients earlier in their care journey is part of our commitment to more humane and equitable mental health practices.
GOALS
Mind Chicago understands that justice, representation, and decolonizing practices are ongoing efforts rather than fixed endpoints. As a very small business, our goals are intentionally broad, sustainable, and responsive to capacity.
Periodically reviewing and updating this antiracism and anti-oppression policy to reflect learning, feedback, and organizational growth.
Continuing to learn about and refine inclusive hiring and onboarding practices, particularly related to trans-affirming care and employment.
Engaging in regular reflection on staff feedback to inform leadership decision-making, as appropriate within the operational capacity and sustainability of a small practice.
Remaining open to collaboration, consultation, and education that aligns with our values and operational capacity.
growth
Mind Chicago reviews progress toward its goals and adjusts commitments as needed. Some initiatives may evolve over multiple years, reflecting the realities of a small organization balancing sustainability with values-driven work.
We view growth as iterative and ongoing rather than linear or complete.
TRANSPARENCY
Mind Chicago’s policies and employment practices are not intended to be hidden. We share them publicly to invite feedback, encourage dialogue, and support collective learning within the mental healthcare community.
As our understanding of antiracism and anti-oppression evolves, so too will this policy. We welcome thoughtful engagement and collaboration and are open to others adapting this policy for their own workplaces.
If you are interested in using or adapting this policy, please feel free to reach out.
[1] Kendi, Ibram, X. June 13, 2020. The difference between being “not racist” and antiracist. TED Talks Daily.