January is Human Trafficking Awareness Month

Dear friends,
Since December is basically January in terms of planning for HTAM, I wanted to share with you three very special learning opportunities that reflect the need for change in the anti-trafficking movement: centering our work around marginalized communities and building community-based service networks through healthy relationships and effective communication. You can use the attached infographic to share training information with staff and community partners. We are also sharing the introduction to my paper Connecting the Dots: An Examination of Sexual Violence within Human Trafficking in the Context of the United States’ Racialized History. The January 9th webinar is based on its contents, and will be available to you in its entirety at the webinar, and then by request.
Thank you to those who have shared training requests and ways NCCASA can support you in your HT work. Thank you for your care and concern for survivors, and your advocacy on their behalf. I hope to see you in one of all of the January events, and please let me know if there is anything you need, or anything you would like to share about your work. I am here to support you!
 -Courtney, Human Trafficking Program Coordinator

Have you registered for NCCASA's  Fall Member Meeting yet?

The NC Addiction Professionals Network and Tina McNeil, LCSW, MSW, LCAS will be joining us to provide training on working with survivors of sexual trauma with co-occuring Substance Use Disorder. The training will include the NC Harm Reduction Coalition to also discuss what harm reduction looks like in our work.

Licensed Therapist, Tina McNeil, will also be providing a training on how to do this work in the trenches.  Tina has previous experience as a  Sexual Assault Victim Advocate, Shelter Manager and  an Associate Director at local rape crisis centers. After completing her Masters in Social Work degree, she dived right into working with sexual trauma survivors.  She has experience working at a Substance Use Treatment Center and is currently in private practice, where she provides contracted services for local rape crisis centers.

NCCASA will also provide updates on the State of the Movement.

The meeting will provide 5 training hours.

Click here to register!

HR 2601: The National Human Trafficking Hotline Enhancement Act

 

This bill was introduced last week in the House Judiciary committee, drawing a quickly organized group of survivors who were also attending the nearby JuST Conference to communicate their disapproval of the bill. 

 

The National Human Trafficking Hotline Enhancement Act would force the hotline to disclose information on request by law enforcement including any information that is characterized as a “third party tip.” 

 

While reporting to law enforcement can be a vital part of a survivor’s journey, it should NEVER be coerced. This Act would turn the hotline to a tip line for law enforcement regardless of survivor consent. This Act would take away survivor choice and take away a vital resource for survivors and service providers who depend on the hotline, especially in areas where resources and advocates are limited and funding is absent. 

 

I was also in DC that day for the JuST Conference. I sat at a table discussing the bill with a friend of mine and other survivors who had just returned from the Gallery. One survivor stated emphatically: “I will never call the hotline again.” 

 

Other advocates and national organizations have weighed in, such as the  Freedom Network, and the Human Trafficking Legal Center. Read here the National Survivor Network’s sign on letter. You can also watch the bill introduced here.

 

The Fraternal Order of Police shared their stance on the bill, which I find very enlightening because they get what’s at stake:

 

Recently, Polaris has altered course and has decided, without consulting their law enforcement partners, to only share self-reported information with State and Local law enforcement if they have the explicit consent of the person calling the Hotline. The Hotline was established so potential victims and witnesses could provide law enforcement with information to stop these crimes and help victims. The Hotline seems to be changing its mission from serving as a tipline to prevent crimes and help victims to now just focusing on connecting survivors with resources and services. This decision is crippling the ability of law enforcement to address human trafficking operations.

 

“Focusing on connecting survivors with resources and services” sounds like pretty good work to me.

 

Courtney Dunkerton, Human Trafficking Program Coordinator, NCCASA

 

OCTOBER IS NATIONAL DISABILITY EMPLOYMENT AWARENESS MONTH!

 

Observed each October, National Disability Employment Awareness Month (NDEAM) celebrates the contributions of America’s workers with disabilities past and present and showcases supportive, inclusive employment policies and practices that benefit employers and employees. With this year's theme of “Advancing Access and Equity,” let's take a moment to celebrate disabled talent, and review the reality of the Disability Divide and how it impacts opportunity in society. As part of a new series, Each month we will be sharing new information highlighting disabilities and sharing ways to be more inclusive in your organization. This month’s highlight is for working with neurodivergent folks in the workplace. Be sure to check back each month for continued conversations regarding inclusive workplaces and closing the disability divide. 

 

Embracing Neurodiversity: Unlocking the Power of Differences in the Workplace

 

In recent years, there has been a growing recognition of the importance of diversity and inclusion in the workplace. While diversity often refers to various dimensions such as gender, race, and ethnicity, it is crucial not to overlook the concept of neurodiversity. Neurodiversity encompasses the natural variations in the human brain, including conditions such as autism, ADHD, dyslexia, and other neurological differences. Embracing neurodiversity in the workplace not only fosters a more inclusive environment but also unlocks the untapped potential of individuals with unique perspectives and abilities.

 

Understanding Neurodiversity

Neurodiversity describes the idea that people experience and interact with the world around them in many different ways;  there is no one “right” way of thinking, learning, and behaving and differences are NOT viewed as deficits. The word neurodiversity refers to the diversity of all people, but is often used in the context of autism spectrum disorder (ASD), or learning disabilities. The neurodiversity movement emerged during the 1990s, aiming to increase acceptance and inclusion of ALL people while embracing neurological differences. The term was first coined by Judy Singer, an Australian sociologist, who coined the term “neurodiversity” to promote equality and inclusion of “neurological minorities”. While it is primarily a social justice movement, neurodiversity research and education is increasingly important in how our movement views and addresses certain disabilities and neurological conditions.  Neurodiversity challenges the traditional notion of “normal” by celebrating the diversity of cognitive styles and neurological conditions. It recognizes that neurological differences are not inherently superior or inferior, but are simply variations of the human experience. Just as biodiversity is crucial for the health and balance of ecosystems, neurodiversity is vital for the growth and innovation within organizations. 

 

What Conditions Can a Neurodivergent Person Have?

People who identify themselves as neurodivergent typically have one or more of the conditions or disorders listed below. However, since there aren’t any medical criteria or definitions of what it means to be neurodivergent, other conditions also can fall under this term as well. People with these conditions may also choose not to identify themselves as neurodivergent.

 

Some of the conditions that are most common among those who describe themselves as neurodivergent include:

 

  • Autism spectrum disorder (more on this below).
  • Attention-deficit hyperactivity disorder (ADHD).
  • Down syndrome.
  • Dyscalculia (difficulty with math).
  • Dysgraphia (difficulty with writing).
  • Dyslexia (difficulty with reading).
  • Dyspraxia (difficulty with coordination).
  • Intellectual disabilities.
  • Mental health conditions like bipolar disorder, obsessive-compulsive disorder and more.
  • Prader-Willi syndrome (a rare genetic condition that affects metabolism) .
  • Sensory processing disorders.
  • Social anxiety (a specific type of anxiety disorder).
  • Tourette syndrome (uncontrollable movements and vocal sounds called tics).
  • Williams syndrome (a rare, neurodevelopmental, genetic condition characterized by many symptoms including unique physical features, delayed development, cognitive challenges and cardiovascular abnormalities).

 

Neurodiversity and Autism Spectrum Disorder

Autism Spectrum Disorder (ASD) is associated with differences in communication, learning, and behavior, though it can vary from person to person. People with ASD may have a wide range of strengths, abilities, needs, and challenges. In example, some people with ASD are able to communicate verbally, have an average or above average IQ, and live independently. Others might not be able to communicate their needs or feelings, may struggle with impairing and harmful behaviors that impact their safety and well- being, and may be dependent on support in all areas of their life. Additionally, for some people with autism, differences may not cause any suffering to the person themselves, instead, the suffering may result from the barriers imposed by societal norms, causing social exclusion and inequity.

 

Benefits of Neurodiversity in the Workplace

  1. Enhanced Creativity and Innovation:
  • Neurodiverse individuals often possess exceptional problem- solving skills, unique perspectives, and creativity.Their ability to think outside the box can lead to fresh ideas, alternative approaches, and innovative solutions to complex challenges.
  1. Attention to Detail and Accuracy:
  • Many neurodiverse individuals excel in tasks that require a high level of attention to detail, precision, and accuracy. Their ability to focus intensely on specific areas can be a tremendous asset to organizations.
  1. Diverse Skill Sets:
  • Neurodiversity brings a wide range of skills and talents to the table. While some individuals may excel in logical and analytical thinking, others may possess exceptional artistic or technical abilities. By harnessing these diverse skill sets, organizations can create dynamic teams that complement each other’s strengths.
  1. Increased Productivity:
  • When workplaces embrace neurodiversity, they create an environment where individuals can thrive based on their unique strengths. This leads to higher job satisfaction, increased motivation, and ultimately, improved productivity.

 

Creating an Inclusive Workplace

To foster an inclusive environment that embraces neurodiversity, organizations can take several steps:

  1. Promote Awareness and Education:
  1. Flexible Work Arrangements:
  • Implement flexible work arrangements that accommodate neurodiverse individuals’ needs, such as allowing remote work, flexible schedules, or providing quiet spaces for focused work.
  1. Accommodations and Support:
  1. Sensitize Recruitment and Hiring Practices:
  • Review recruitment and hiring practices to ensure they are inclusive and considerate of neurodiverse candidates. Focus on skills, abilities, and potential rather than relying solely on traditional interview formats. For example, Neurodiversitymedia.com has an extensive resource library that includes articles such as How To Interview A Neurodivergent Candidate
  1. Foster Collaboration and Teamwork:
  • Encourage Collaboration and teamwork by creating diverse project teams that bring together individuals with different strengths and perspectives. This promotes mutual learning, creativity, and the exchange of ideas.

 

There are many things people can do to be supportive of neurodivergent individuals. Some of the most important things you should keep in mind include:

 

  • Listen. People who are neurodivergent may feel misunderstood or left out. Be willing to listen to them. Let them know you hear them and respect them and their choices.
  • Communicate in ways that help them. Sometimes, people who are neurodivergent prefer written communication such as instant messaging, texting or emails over a phone call or face-to-face conversation. Give them the time and tools they need to communicate.
  • Avoid value-based labels. Experts recommend against using the terms “high-functioning” and “low-functioning” to describe conditions like autism. They often assume a person’s level of function based on how much they behave like someone who’s neurotypical.
  • No two neurodivergent people are the same. The personalities and preferences of neurodivergent people can be widely different, even when they have the same underlying condition.
  • Don’t assume that anyone is incapable or unintelligent. People who are neurodivergent often have conditions or preferences that make them stand out or appear different.
  • Treat everyone with respect. You can “normalize” and provide others with accommodations in a way that honors their human dignity.

 

Conclusion

“Neurodiversity” is a word used to explain the unique ways people’s brains work. While everyone’s brain develops similarly, no two brains function just alike. Being neurodivergent means having a brain that works differently from the average or “neurotypical” person. This may be differences in social preferences, ways of learning, ways of communicating and/or ways of perceiving the environment. Because of this, a neurodivergent person has different struggles and unique strengths. People who are neurodivergent can benefit from education and programs that help them develop their strengths using them to their benefit to live happy, healthy lives.

 

Embracing neurodiversity in the workplace is not just a moral imperative but also a strategic advantage for organizations. By creating an inclusive environment, employers can foster a workplace culture where employees are respected and empowered to contribute equally, as well as be supported with access to the same resources and opportunities, regardless of individual demographics and neurologically diverse backgrounds.

Antitrafficking Pop Culture: A Few More Thoughts

 

Responses to the movie Sound of Freedom movie raise important questions about victimhood, saviorhood, and how survivors are represented in the media. Because of the ways people are still engaging with SOF, I felt some additional commentary would be helpful. For us at NCCASA it is always all about survivors and whether they are getting the help they need, which is the focus for this follow-up to my earlier piece, The Sound of Freedom and Antitrafficking Pop Culture.

 

The Truth Should Set Us Free.

Portrayals of sexual violence in the media only represent popular narratives about who are the victims, perpetrators, and heroes reinforce myths that keep survivors silent and sidelined. Here are some ways it happens:

  • Stranger danger and abductions are the assumed norm for people who experience sexual violence and human trafficking. These assumptions are connected to the idea of the “perfect victim” in which survivors are either credible or complicit in their own assaults. Innocence is only reserved for the status quo, which communicates to marginalized survivors that they don’t matter. 
  • Pop culture plays on fears and assumptions about the criminal tendency of foreign nationals who can only be vanquished by super cool white saviors. Radical forms of patriotism and “we look out for our own” can be “weaponized” to stoke these fears. 
  • Popular culture that  promotes the bad brown man vs the good ole boys provides cover and misdirection for the white perpetrators who hold positions of power and respect such as the ones who sit on city councils and mentor at-risk youth. 

 

Pushback to the Pushback

The tendency in American public life to value the voice of the status quo over the voices of those with lived experience stands in the way of truthful representations of how we perceive, talk about, and receive information about sexual violence. 

 

For example, some survivors who have spoken out against Sound of Freedom are publicly shut down as is shared in this article

 

“If I share anything publicly that’s opposing the film I get a lot of name-calling, a lot of lashing back,” Jose Lewis Alfaro, a sex and labor trafficking survivor who now works as a consultant and lived experience expert on trafficking issues, said. “It’s just really interesting to me how people are more than willing to hear a wealthy rich man’s superhero story and aren’t willing to trust and listen to those who have actually lived through it.” 

 

We have heard of instances where those who raise issues with SOF are called groomers or pedophiles. This is irresponsible. “Groomer” and “pedophilia” are technical terms used to discuss child sexual abuse. They carry serious weight. Unfortunately, they have become popular nomenclature in the culture wars and are intentionally or unintentional misused and confused with other terms related to child sexual abuse and child sex trafficking. 

 

These powerful words should not be slurs or used to shut down cultural/political opponents. Those who use these words to shame or accuse others may be providing cover unknowingly for the real groomers who exist within one’s own cultural or political circles. Child sexual abuse exists everywhere and those who are sincerely concerned with children’s health and safety will deal with their own implicit bias when it comes to who is harmed and being harmed. 

 

Will the Real Heroes Please Take the Stage?

When we make “saving survivors” all about one man, one family, or one organization, we expose our belief that good intentions cover all. We expose our biased judgments that the wealthy and strong are the right ones to speak for and rescue and the poor from themselves and others. 

 

Raids-based human trafficking response focuses on the spokesperson, how much they care, and their tactical knowledge and networks. It focuses on the activity of the raids and how grateful the rescuers are for their sacrifices. 

 

The cool person on the rescue organization’s website mentions aftercare but gives no description of what that means to a survivor. The only details are reserved for the rescuer and what they have endured and given up snatching those kids and transport them to “aftercare.” The word “aftercare” sounds so nice, so neat, but those who do the work use other words to describe survivors’ journey from hell to healing.

 

Let’s honor those who, without fame, notoriety, or fortune, wear themselves out to help kids who have endured the trauma of sex trafficking, who pick up where other organizations have dropped: kids who were judged to be too difficult, too damaged, too broken, too defiant or distrustful to accept the help offered them. How organizations talk about survivors who no longer want help, or do not change fast enough gives tremendous insight into the quality of their work.

 

Instead, listen and learn from those in your community who serve youth who live and struggle with the trauma from sex trafficking. Those who don’t make the work about themselves, and often labor unseen and unsung. 

 

I’d like to end with a few mentions:

 

 

 

  • I am also grateful for the work of survivors who created the resource Survivor-Vetted Films About Human Trafficking which offers accurate representations of human trafficking. The project is headed up by Sabra Boyd, a journalist, public speaker, and child trafficking survivor whose work is invaluable. 

 

“Antitrafficking pop culture” is probably not going away anytime soon. However, the more survivors’ voices are lifted and regarded as the real experts, myth-based awareness and vanity pieces of would-be heroes should fall to the wayside. 

 

The Resource Sharing Project (RSP) Team of the North Carolina Coalition Against Sexual Assault is expanding! We are looking for our next RSP Coalitions Technical Assistance Coordinator to join our team in providing guidance and support to the anti-sexual violence field.
We are looking for outstanding relationship-builders and communicators, We value both life experience and professional credentials.
Studies have shown that women, nonbinary folks, and People of Color are less likely to apply for jobs unless they believe they meet every single one of the qualifications as described in a job description. We are committed to building a diverse and inclusive organization and we are most interested in finding the best candidate for the job. That candidate may be one who comes from a background less traditional to our field of work, and that’s okay. We would strongly encourage you to apply, even if you don’t believe you meet every one of the qualifications described. We are an equal opportunity employer, and we strongly encourage people of color to apply for open positions.
For more information, visit  https://resourcesharingproject.org/about-the-resource-sharing-project/jobs/

By now conversation about the film Sound of Freedom, the “movie of the moment,” that loosely depicts the leader of an antitrafficking organization that sponsors extraction type military operations to rescue trafficked children in foreign lands, has probably reached your neighborhood chit chat and social media networks.

My concern about this film is twofold: One: media with sensational representations of human trafficking diverts attention and resources from organizations and initiatives that provide intervention where trafficking is occurring, and Two:  that trafficked survivors who are not represented in such films remain invisible and unhelped.

It is right and good to demand justice for innocent children who are sexualized and sold to turn a profit. It ought to grieve and move us to action. That there are victims and perpetrators of child sex trafficking is lamentable and should draw out all natural feelings of anguish and anger. But if we are moved to action, what action? If we do not possess accurate and reliable information about the problem, any solutions will be misguided as well, especially when they are founded on the shifting sands of Americanized hero worship. 

Antitrafficking experts and others have heavily critiqued Sound of Freedom for its documentary-style genre that exaggerates the moral superiority of a man who fabricates accounts of overseas rescues of children. Some of these operations have put children at further risk and further commercializes children by including pay to play donors that get to take part in the adrenaline pumping extraction operations:

 “People who participated in and witnessed OUR (Operation Underground Railroad) operations overseas recounted blundering missions—carried out in part by real estate agents and high-level donors—that seemed aimed mainly at generating exciting video  footage and that, in their view, potentially created demand for trafficking victims….Meanwhile, OUR’s overseas operations, and the “jump team” it says conducts them, are the jewel in its crown: the subject of innumerable fundraising emails, interviews with Ballard, two documentaries, and Sound of Freedom…”Inside a Massive Anti-Trafficking Charity’s Blundering Overseas Missions

The film romanticizes and memorializes what seems to be a money making and proselytizing enterprise of one man who benefits from a very loyal following of white suburban women. The film is marketed as a game changer, but it offers no real solutions besides financing the organization.

While there is documented evidence of children trafficked outside of the US borders, there is plenty of evidence that child trafficking exists here as well. The victims of these crimes cut across every demographic, but most at risk for experiencing trafficking are those living in on the margins of society’s care and concern: black, brown and indigenous communities, gender minorities and those living with developmental and intellectual disabilities. These children are not honestly represented in the popular stories we hear and share about human trafficking.

Films that play on our emotions without offering any real solutions lead us in circles:Anger unfortunately leads to scapegoating political sides and ideologies. Moral panic and outrage can urge us to just do something even when that “something” is performative or helpful to no one. Calls to “get involved” sometimes means donating to causes and campaigns with no proven transparency or track record for helping trafficked victims. And it leaves us vulnerable to those who take advantage of our empathy and sense of justice.

These films also take our money. If one man can rescue all these kids, then we need to keep him in business. If one man is moved by child trafficking in such a way that he risks everything to save them, then we need to keep up the donations. We cannot call feeding a superego antitrafficking work!  Everyday families and advocates and churches and communities take care of those who have suffered abuse. They also agonize. They also give up and risk and wear themselves out with no applause, no big paycheck, and no celebrity status. Survivors are asked to show up at conferences, interviews, and retell their trauma for free so that antitrafficking organizations can fundraise and build their careers from exploiting the very people they claim to care about.  We should no longer call this antitrafficking work.

What shall we call it?

ANTITRAFFICKING POP CULTURE

Pop culture is a thing or idea with broad appeal and mass produced. Pop culture is mass produced, consumable, commodified and easy to digest. It is an important place for generational “markers” and art forms, but it can’t carry topics that require complexity and nuance. Antitrafficking pop culture is what happens when we use a popular idea like stranger danger, or the superhero rescue genre and mass produce it via social media or the entertainment industry.

Antitrafficking pop culture includes generalized narratives about child trafficking with a general acceptance and predictable impact: mile wide and inch deep. You have all probably heard some version of a mom who was convinced someone almost trafficked her child in Target and how Wayfair secretly sells children via coded product names. It would be funny if people didn’t clog up crisis lines in a mass panic.

We need to be honest about the reality that Antitrafficking pop culture is harmful to survivors and creates barriers to those trying to help. The following are some of these examples:

Here are some examples of real-life stories that antitrafficking pop culture cannot carry:

These children are here in our midst: in our classroom, youth clubs, and Sunday schools along with many other children who are victims of sexual and physical violence, existing in isolation. Would we recognize them? Is anyone trying to rescue them? There are the ones that the message of Sound of Freedom cannot reach.

I conclude with some words of wisdom from the folks at My Life My Choice who want to set the story straight:

“Some may believe that any dialogue about human trafficking raises awareness and builds the movement, and therefore “Sound of Freedom” has an important role to play. We disagree. This film takes attention and investment away from the true work of supporting survivors and shifting the circumstances that makes CSEC possible.”

The good news is there ARE reliable sources that accurately reflect the problem and provide evidence and survivor informed solutions. The things that move us to respond and prevent violence against children won’t be found in popular culture, but it is found in trusted individuals and organizations not in it to make a name for themselves. They are the heroes nobody knows about except the children they help. And for many, that is enough.

Antitrafficking Pop Culture Talking Points with Responses

Thanks for reading!

Courtney Dunkerton

Human Trafficking Program Coordinator, NCCASA

courtney@nccasa.org

 

Creating Family Friendly Work Policies 

Tuesday, May 16th 9-1

Sponsored by DHHS and RPE,The pre-conference institue is FREE to Rape Crisis Centers

We will hear about ways to get engaged in Grass Roots Movement with Moms Rising. How to develop these policies and  the impact on how these policies can create change for staff. Lastly, a panel of NC state and federal funders to talk about how to ensure these types of policies are covered by your grants.

Click here to register.

The excitement is building on Common Ground…

Read on to be a part of the excitement while we build a whole new look for you!

 

What is Common Ground?

 

Since the Sexual Assault Demonstration Initiative was so specific to the project, we wanted to give the SADI Corner a makeover to make it more relevant and sustainable. We want to keep the lessons we learned from the SADI Project, but present them in ways that express our continuity and commitment to putting it all into everyday action. 

 

Why “Common Ground?

 

Oh how we wrestled with the name! “What’s in a name”? Unlike Juliet’s take on them, there’s a lot to unpack from a name. The webpage name for this was no different. When named well, resource pages can provide inspiration, navigation, and be a great clue of where to find the most useful information. So why “Common Ground”?

I will say, I researched hundreds of names until I found something that sat well with me. Something I could feel in my soul. But, if I am being honest, the word “common” has always given me pause. This is mainly because so much of me exists in the UNcommon. I revel in standing out and being different. Differences rock! However, so much of who we are and what we do, threads through each other’s lives in a woven tapestry that has become this glorious movement.

 It was important for me to choose a name that all of the threads of our movement could come and glean resources to move the needle forward towards ending sexual violence. The name also needed to represent not only the beautiful threads of advocacy, but also the prickly pins and needles of racism and oppression. For such difficult things though, we needed something strong. A stronger representation of the work we plan to do on this page. A battlefield, if you will. 

But since I, as the SADI Specialist, weaving this tapestry, am more of a lover than a fighter, I wanted a simpler place. A common ground, per say. A place where we can confront the difficult topics in a technical way, that moves all the pieces together. A place that can include everyone, a place that focuses on those in marginalized communities that need the most attention. A place to focus on all the lessons we learned from SADI, but making it more accessible and easy to put into practice. 

So… after much thought and lots of research, The Common Ground sat well within my soul. It feels good. It’s a safe space. It’s a welcoming place. It’s the judgment- free zone. There is much to be learned and learn FROM The Common Ground. It’s a great place to start. Once I sat with the word, and really began to think about all the things that connect us, I realized that “common” is not so bad. It’s very important we meet on common ground in advocacy. Whether it’s one on one with survivors, or working policy change, it’s always a wonderful start when you begin on common ground. I hope you all are as excited about the construction of this page as we are. I have so many wonderful resources planned and I look forward to working with all of you in turning this into a successful venture. With that said, Caution! Hard hats are required in this area! Let’s get this done together!


NCCASA 2023 Biennial Conference
Back to the Future

Tuesday, May 16th – Thursday, May 18th, 2023

 

Conference will be held virtually through Zoom. All logistics and information will be sent out to each presenter once their proposal has been approved.


**Call for Proposals**

“Do not dwell on the past! The past has been written with ink…the future in pencil! Worries about what cannot be changed is unnecessary, focus on what you can control and work to not make the mistakes again.”

NCCASA’s 2023 Conference, Back to the Future, will focus on potential applications of lessons learned, promising practices, and our pathways forward to ending sexual violence in NC. As we look toward a world where COVID will always have an impact, we are still reminded that there is a need to offer spaces for recovery and to collectively share ideas for equilibrium and rebuilding.

We are looking for workshops that explore the following questions: How do we build trust and relationships with collaborative partners and community members, with marginalized communities, in our service delivery and intervention, and in our primary prevention? How do we acknowledge and support survivorship in the work with trauma- informed and person- centered care? Also, how do we enhance agency capacity, outreach, community organizing, program management & development to prevent and address trauma while promoting health, wellness, and access to resources and safety? We especially welcome culturally-specific workshops that promote sexual violence specific resources and services outside of the civil/legal system.

Workshops are 90 minutes in duration, and priority will be given to sessions that are interactive, engaging, and provide participants with something tangible. We envision workshops that go beyond lecture style presentations. We are accustomed to and encourage a delivery style such as Train the Trainer, case studies, or small group work. Our goal is to offer participants a conference experience with minimal lecture that promotes participation amongst attendees.

The Conference Committee composed of NCCASA members and allied professionals will select workshops based on the content of the proposal and the relevancy to the 2023 conference. Proposals should include and make clear how lessons learned and promising practices can be analyzed and implemented to continue forward momentum.

Guidelines for Submitting Proposals:

 

  • Please complete the training proposal form on the following page. Incomplete proposals will not be reviewed by the Proposal Committee.
  • Training proposals are due by 5:00pm on Monday, March 13th, 2023. Proposals received after this deadline will not be reviewed by the Proposal Committee.
  • Please submit your training proposal via email with the subject line, “TRAINING PROPOSAL,” to Deanna Harrington, Director of Statewide Capacity, at deanna@nccasa.org.
  • Training proposal submission does not guarantee workshop acceptance.

 

  • Notification of selection will happen on Monday April 1st, 2023

 

Click here to fill out the Proposal Form.