It’s been a mantra for at least two decades now, probably more, among those who promote volunteer engagement: we must do a better job engaging young people!
And, yet, managers of volunteers, as well as consultants who try to help them, seem to avoid spaces, online or onsite, where they could cultivate these younger volunteers.
Reddit is a good example. As of July 2019, Reddit ranked as the No. 5 most visited web site in the USA and No. 13 in the world. Users tend to be significantly younger than other online communities like Facebook, with less than 1% of Reddit users being 65 or over. Statistics suggest that 74% of Reddit users are male. Most of the niche online communities I’m a part of are overwhelmingly female; that’s why I use Reddit, to provide some gender balance in my online life regarding nonprofits, community development, volunteerism, etc. It also helps me understand what people outside of the nonprofit, volunteerism and humanitarian worlds are saying about nonprofits, volunteering and humanitarian issues.
The community on Reddit for discussions about volunteerism has reached 10,000 members. I did a poll last month, trying to get an idea of member ages. Just 262 responded, not even a 3% return. But I do think it’s a representative sampling, and it clearly shows that almost 60% of the members are 18 to 28, and 36% are either 30 to 49 or under 18.
I regularly ask colleagues to answer a question or offer advice on the community on Reddit for discussions about volunteerism. I regularly ask organizations like VolunteerMatch and the Points of Light Foundation, via Twitter, to post their announcements there. They never do. Here is an audience of young people asking questions about how to volunteer, how to do specific types of volunteering, how to make their volunteering more sustainable or effective, and I can’t get the people claiming to want to reach young people to, well, reach them.
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For my Master’s Degree in Development Management at Open University, (the degree is, as of 2021, called Global Development) my last course was TU874 The Development Management Project, completed in October 2005. This final course involved my researching a development-related topic of my choice, and producing a 10,000 word paper as a result of this research. My research project was an investigation of what elements need to be in place before an organization produces a live, in-person performance, or series of performances, as a development tool, excluding performer training and theater techniques. The goal was to identify the systems and atmosphere that need to be cultivated in order to ensure the success of a TfD initiative and to tie these to the concepts taught in OU Development Management courses.
There are numerous organizations using theater techniques as part of their development activities, and there are also numerous initiatives, publications, web sites and individuals that promote and chronicle successes regarding live, in-person performance as an effective tool for development. Even in our current age saturated with multi-media and podcasts, live, in-person performance/TfD is a popular and effective tool for education, outreach and capacity-building regarding a variety of development issues, such as HIV/AIDS prevention, domestic violence, evolving gender roles, or good sanitation practices.
However, at least as of 2005, there was little information on what has to be in place before these techniques are used, excluding performer training, to better ensure that these techniques will be well-received by an audience/participants, and to better ensure that the desired outcomes will be generated. I saw a need for more information on how to cultivate support for and trust in such an initiative among staff at the lead agency, among partner organizations, and among those for whom the theater-for-development techniques will be used.
This project included a review of key literature on TfD, and semi-structured interviews with 12 TfD practitioners.
Live, in-person theater has always been a love of mine: I was always involved in theater in some way during junior high, high school and then my undergrad at university, and for five years, I worked in public relations and marketing at various professional theaters, including the Tony-Award winning Hartford Stage and the internationally-acclaimed Williamstown Theater Festival. The power of theater to reach people fascinates me. There is nothing like it, no experience that matches it. Writing my Master’s Degree final project on a theater-related topic was my opportunity to get back in touch with something that started me off professionally, and something I believe in personally.
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I spent 15 minutes early one morning last week talking to IT professionals in Moldova about how accessibility online makes the world a better place for everyone. The opportunity came about thanks to a colleague I worked with at the United Nations who now works for the Swedish Swedish Ministry for Foreign Affairs in Moldova. It was part of an initiative her government, and USAID, supported in Moldova regarding Diversitate, Echitate și Incluziune în comunitatea IT (Diversity, Equity and Inclusion in the IT community), an initiative of Tekwill, organized by Startup Moldova and in partnership with Izarra, TechWomen Moldova and the Moldovan Association of Information and Communications Technology Companies.
Evenimentul reunește antreprenori locali pentru a încuraja și abilita participanții să-și împărtășească ideile fără limite sau frica de a fi judecați dar și să manifeste mai multă atenție privind respectarea normelor și etichetei culturale din regiune – credințe, convingeri, ținută sau obiceiuri.
The event brings together local entrepreneurs to encourage and empower participants to share their ideas without limits or fear of being judged but also to pay more attention to respecting the rules and cultural etiquette of the region – beliefs, beliefs, dress or customs.
Located in the heart of the Technical University of Moldova (UTM), “Tekwill is a 4,000m² hub that has everything one would ever need for ongoing growth, from co-working spaces, tech labs (IoT, 3D printing) and community events.”
Tekwill is built on the belief that to be competitive economically in the years to come, Moldovan startups and innovators must begin adopting and creating industry-disrupting technology today. Therefore, this message was coded into our name; “Tek” – for technology and “will” – for our future. The organization regularly gathers local and international tech leaders to empower the development of Moldova’s startup ecosystem by facilitating results-oriented innovation and collaboration.
I’m very partial to Moldova, having met some wonderful young Moldavians in 2019 hosted by World Oregon (I did a workshop on countering misinformation online). I have always found a very electrifying entrepreneurial, optimistic spirit among young Eastern Europeans, particularly from Moldova, Ukraine and Poland – people ready to innovate, to include, to explore and to create. I so long for the days when we can travel again so we call meet up face-to-face again!
One of the many things I’m proud of in The Last Virtual Volunteering Guidebook, is that it features an entire chapter on accessibility and diversity. I’ve been advocating for accessibility online since 1994 – and I’m going to keep doing it!
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Back in the 1990s, I noticed online communities of fans for the X-Files, Xena, Buffy: the Vampire Slayer, other TV shows and various entertainers and sports teams engaging in volunteering, activism and philanthropy. It was more than virtual volunteering: it was the creation of intentional communities, where fans used their passion and sense of fellowship to support a variety of good causes. I noted that many of these online groups weren’t directed by any formal organization to engage in philanthropy; the fans decided to engage in these activities on their own.
I wrote and published an online article about it in July 1999: Fan-Based Online Groups Use the Internet to Make a Difference. My article includes examples of such groups at that time, with comments from members regarding their online philanthropic activities and what makes them successful.
That DIY fandom-for-good spirit has continued online, and I’ve paid attention to one of those more recent efforts in particular: The Harry Potter Alliance. The HPA has raised money for various causes and lead campaigns to create awareness about hunger, bullying, child slavery and more. The group also has the Granger Leadership Academy, named for the Harry Potter character Hermione Granger, and the Wizard Activist School, which create programming and workshops aimed to inspire and train members in a variety of topics, including feminism, environmental issues, fighting racism, social justice, conflict resolution, leadership styles, goal-setting, and on and on.
We founded the HPA in 2005 with a simple idea: what if fans used their passion and creativity to make activism more fun and the world a more loving, equitable place? For almost sixteen years that idea has driven hundreds of thousands of fan activists to organize protests and charity drives, to write letters and make calls, to donate books and time and money to make their communities better for all.
The Harry Potter Alliance is changing its name to Fandom Forward, and it’s now for fans of Avatar, Star Wars, Percy Jackson, Doctor Who, Marvel, DC and, of course, Harry Potter – and most everything else out there in the sci-fi / fantasy / superhero world. Its purpose is to turn fans into “heroes.”
We use the power of story and popular culture to make activism accessible and sustainable. Through experiential training and real life campaigns, we develop compassionate, skillful leaders who learn to approach our world’s problems with joy, creativity, and commitment to equity.
As it became more and more clear that our community had grown even bigger than the boy who lived, we started talking to friends from all corners of fan organizing about how to move forward together. We talked to you, our community members, about what you wanted to see next. Over 1,000 of you weighed in, and the answer was overwhelmingly consistent: this place we’ve built? It doesn’t belong to just one fandom. It’s for anyone who believes in the power of stories and fans to change the world. It’s for everyone, and our name should reflect that.
Fandom Forward even offers its own virtual volunteering management guide. My favorite advice from the guide is section 4, on cultivating leadership among volunteers. The entire section is terrific. I like this especially:
Default to trusting volunteers. This is a big one, and something that is hard for a lot of people to grasp. After doing this for 15+ years, however, we whole-heartedly believe in the idea that you can and should default to trusting your volunteers. Of course, this doesn’t mean you should give anyone access to your organization’s most sensitive information. But if you have a task that needs to be done that involves giving a volunteer an organizational log-in to a website, give it a try! We’ve found that most people can be trusted. If anything goes wrong, you simply remove the volunteer from that task or the organization. However, most times it will go right.
I’m fascinated by this and other fan-based efforts for many reasons: because I’m a fan myself of many of these stories, because I love seeing the Internet used for good, because there are frequent stories and studies claiming that there is a decline in young people wanting to volunteer – stories and studies that ignore these efforts – and because of complaints that younger generations aren’t joining traditional civic groups like Rotary, Optimist, Lion’s, etc. I’ve said it before, I’ll say it again: younger generations ARE volunteering, ARE getting involved in their communities – but they are doing it in different ways. Maybe the local civic group didn’t bother to create any social media channels to talk about their work, haven’t updated their web site in years, and have spent more time complaining about declining numbers than trying to do an honest assessment of why that is happening. Maybe the local fire station makes it clear that only career first responders are the superheroes and volunteers are just there to roll hoses and serve coffee, or doesn’t make it crystal clear how a person would become a volunteer first responder. Maybe these groups need to pay more attention to Harry Potter fans.
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A coalition of nonprofits in my hometown in Kentucky asked me to put together a two-hour webinar on risk management in social media. And I did. I delivered it in early November 2020.
When I put together a new training on a subject I’ve not trained on before, I do a lot of research on the subject, to make sure my recommendations are timely and accurate. While I can base a lot of my trainings and blogs on my own experiences, I want to see what others are saying and doing as well.
For instance, for this workshop, I researched who “owns” a person’s online activities – when is a social media account the property of an individual and when is it the property of their workplace? The answer is different now than it was back in the 1990s when I directed The Virtual Volunteering Project. When are you speaking online such that it could bring your employer or program where you volunteer into disrepute – and can you be fired for that – and when is it your personal, individual opinion that your employer cannot take into consideration regarding your employment or volunteering? There have been a fair number of controversies about this over the years, and I was surprised at what I found.
I also researched people being fired for social media posts on their own, personal social media accounts and found that, often, those accounts were NOT public. How common is it? It’s very common. Here’s a sampling of what I found:
A Virginia car company fired an employee in 2014 for posting what it considered “racist and other inappropriate posts,” noting in its apology that the company “does not condone nor does it tolerate racism, bigotry or any other expression of prejudice or discrimination against anyone of any race, gender or religion.”
Justine Sacco, the PR executive fired in 2013 over her racist and inappropriate tweets (there was more than one) just before she boarded a plane.
Anthony David Weiner, who represented New York’s 9th congressional district from January 1999 until June 2011, winning seven terms as a Democrat and never receiving less than 60% of the vote – and then resigned from Congress in June 2011 after he sent a sexually suggestive photo to a woman via Twitter and it was publicized.
Employees, consultants and volunteers being fired, or having their contracts not renewed, because of posts they made to social media that disparaged certain groups or advocated violence, even via their own, personal, not public social media accounts, is something I’ve been paying attention to since 2011, via this thread on the TechSoup online community forum.
It’s not a black or white issue regarding firing someone for social media posts: while employers can and do fire employees over social media issues, there are also instances where it would potentially be illegal to do so and employees have been reinstated or been awarded financial compensation. This article from 2018 does the best job, IMO, of explaining when you may, and may not, fire someone for a social media post. This 2020 article from the Society for Human Resources Management (SHRM) is also excellent.
But I really didn’t want to get bogged down in my training on whether or not someone should be fired regarding a social media post, not only because I’m not a lawyer, but because I don’t think that’s what’s needed in such a training for nonprofits, libraries, etc. Instead, I focused on how to prevent or, at least, reduce the likelihood of such posts from happening at all and what to do when they do happen, from a PR perspective in terms of response.
The reality is that the most common problems nonprofits, charities, NGOs, schools and other mission-based programs will face from social media use by employees won’t relate to a lawsuit – they will relate to public reaction to something posted or “liked” or followed by an employee, consultant, volunteer or client from the program. And I believe the program’s body of work and body of social media posts, as well as that organization’s relationship with the community, are the greatest counter to negative fallout from a social media mistake or from one staff person who turns out to have a deeply-ceded prejudice that could affect their work with others.
I had a four-pronged approach to suggest to the audience about risk management in using social media:
You want to create and promote a culture that better discourages, even prevents, social media missteps.
You want to create and promote written policies that better discourage and prevent social media missteps.
You need to talk to employees, consultants and volunteers frankly about social media use, because conversations reinforce to staff that they need to be thoughtful about what they are posting and “liking” or following online, at all times, even when they are “off the clock.”
You want to have a strategy for how you will respond to when an employee or volunteer violates your social media policies and/or makes statements or likes or follows something online, even “off the clock”, that bring your organization or program into disrepute.
I spent a LOT of time emphasizing how to prevent inappropriate social media posts by employees, consultants and volunteers from happening in the first place and what to do to now so that it will mitigate damage when an inappropriate social media post surfaces. I think the most important strategy for a nonprofit, charity, government program, etc. on both of these points is establishing and reinforcing an agency’s culture regarding being a welcoming place, onsite and online, for all people, regardless of their age, race, gender identification, citizenship or residency status, disabilities, religion (or lack there of) or sexual preference.
You need to say, bluntly, in writing, in interviews, in new employee and new volunteer orientations, etc., that you are an organization that recognizes deep-ceded historic inequities and systematic racism in society, including the local community, and that your program is committed to evaluating its activities through the lense of equity and social justice and inclusion.
The more you emphasize this culture, the more some candidates for employment or volunteering will screen themselves out of your organization – someone who cherishes the activity of insulting and demeaning others or denies social inequities or who follows people who promote prejudice and conspiracy theories is not going to want to volunteer nor work with you otherwise if you are so upfront about your agency’s commitments.
Social media is worthwhile and even necessary for a nonprofit, NGO, charity, school, government agency or any mission-based program to use. You harm your organization or program and exclude vast numbers of donors, volunteers, clients and other supporters by not using it.
Agencies can’t come from a place of fear in using social media. If they do, they’ll never realize the wonderful potential of social media to connect with audiences.
Programs must realize that there is no way to prevent any bad thing from ever happening via something an employee, consultant or volunteer says or writes or likes or follows online, and that they cannot completely control employee, consultant and volunteer behavior, online and off.
An agency should engage in activities regularly that emphasize its values to employees, consultants and volunteers.
An agency should have written policies regarding confidentiality (not just online), privacy (not just online), and the program’s official online and print communications.
An agency should have written suggestions & other communications regarding “using common sense” online.
Employees, consultants, volunteers & maybe clients need training in social media.
There are ways to effectively address social media messages or other activities by employees, consultants and volunteers that reflect poorly on your agency or even bring it into disrepute.
Would you like for me to do a training for your organization? Here’s more about my online trainings / webinars. I can create, and have created, trainings on a variety of subjects, and trainings on communications tools and techniques for nonprofits, particularly small nonprofits, are my favorite. My trainings are based on practice and real-world experience: I am a manager of volunteers and a volunteer myself, I have a great deal of experience in communications for nonprofits and international aid agencies, and I continually keep up-to-date on what various programs, large and small, are doing with regard to community engagement.
If you are looking for training on virtual volunteering, I highly recommend you first view this series of online videos I prepared that, in around one hour, will give you a clear understanding of virtual volunteering and how you can pursue it at your organization.
Couple viewing these free videos with purchasing and reading my book, The Last Virtual Volunteering Guidebook, and you will have all that you need for launching or expanding a robust virtual volunteering scheme at your nonprofit, charity, school, etc. You will not find a more detailed guide anywhere for working with online volunteers and using the Internet to support and involve all volunteers – even after home quarantines are over and volunteers start coming back onsite to your workspace. And it’s far, far cheaper than hiring me as a consultant or trainer regarding virtual volunteering – though you can still do that, particularly if it’s regarding some specific aspect of virtual volunteering, let setting up an online mentoring program.
If you have benefited from this blog or other parts of my web site or my YouTube videos and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.
If you write anything online, whether it’s blog or a comment on Facebook or even a caption on an online photo, you could become a target for online harassment – insulting posts on social media that call you out by name, insulting comments in reply to your posts on social media and blogs and online communities, down votes on communities that allow such, text messages that criticize you, your work, your family, etc.
The only way to avoid it? Never do anything online at all, ever. And that’s unrealistic.
Women, in particular, are targets of abuse online, and this misogyny in digital spaces, because it is very personal in nature, can lead to women feeling degraded, terrified, even somehow to blame for daring to take up space online. This targeted hate against women impacts the inclusiveness of the online public sphere through the chilling effect it creates for women’s public participation. — from “Articulating a Feminist Response to Online Hate Speech: First Steps“, from Bot Populi, October 9, 2020.
If your organization has a marketing director that publishes anything online at all, or a social media manager, or an online discussion / forum manager, etc., senior management needs to be aware that the people in these roles are very likely getting anger thrown their way, at best, and perhaps even demeaning or harassing comments.
What should you do?
Regularly ask anyone who interacts with the public online (as well as offline) how they are, in a way that lets them know that YOU know that hostility might be thrown their way. “How are you?” isn’t enough. Ask bluntly, “Is everything okay online? I’d like to know if you are getting any insulting or harassing remarks. I know that often happens and I want you to know I’m here to support you.”
Direct staff members to screen capture any message directed at them personally that they feel is disparaging, insulting, harassing or threatening. Don’t wait until you hear about hostility online – send an official memo reminding staff of this.
If the person or people targeting your staff are violating a social media or community platform’s terms of service, direct your staff person to report them to that company. You or others on your staff should report as well.
Tell your staff person they have to right to block or ban anyone who is harassing them online from your organization’s online communities and other online spaces. You may want the staff person to discuss this ban or block with a senior staff person and to document the action in some way (when, who and why).
Your comments and questions to the person that is experiencing the “haters” online that can be helpful:
Tell me what’s happening.
Wow, this is really awful. What an annoying/horrible/disturbing thing to be happening.
Are you scared? What can we do to help you feel safe?
I hope you know we are here for you, we care about you and I want you to tell me any fears you have or challenges you are having.
Should we ask our staff and even our volunteers to go to such-and-such platform and upvote your posts, to counter the down-voting that has been happening?Do you need staff and volunteers to comment positively on your posts for a while, to counter the negativity and show that you aren’t alone?
Do you need to take a break from online activities for a while?
Do you have ideas on what you think we should do?
Comments and questions that are NOT helpful:
If you are going to be online, this is how it is. There’s no way to prevent it.
You need to come up with a way to prevent this in the future.
I’m going to take over our social media channel and online community (do this only after asking the person if this is what they think would be a good idea, because your taking over/stepping in can be seen by others as a sign that the person is lacking the abilities or temperament for the role).
Silence
I have been the target of online harassment and trolling. In 2020 and this year, it’s escalated to a point such that I have had to seek legal counsel. I’ve been online since the early 1990s and have never experienced hate and abuse online at these levels until last year. If someone like me, who posts about benign subjects like volunteer engagement and nonprofit public relations and tech use in nonprofits, can become the target of online trolls, any nonprofit social media manager can as well. They need your support to help counter that hate.
If you have benefited from this blog or other parts of my web site or my YouTube videos and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.
A colleague of mine in another country wants to improve her report writing and writing for the web. She works in a government water & sanitation project. English is not her first language. She has a number of audiences she must write for, via various reports, briefing papers, project reports and the web: donors (mostly foreign governments), other government offices in her own country, the media in her own country and residents of her country, especially those her office is trying to help.
I think resources on plain language are the best guidance for writers anywhere. I use my journalism training and experience, which was steeped in plain language, to write reports, and at UN offices, I got a tremendous amount of great feedback from colleagues about my reports, along the lines of “Wow, I could understand this!”
Here are the free online resources I’m recommending to my colleague. Note that some of these resources link to even more resources:
Communicate Health, a health education and communication firm specializing in improving health literacy through user-centered design, research, and content development. Resources promote usability and accessibility of public health materials.
If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.
I’m preparing to teach a class on online community management for nonprofits, through a college back East in the USA (details in the coming weeks), and I realized recently I had done a presentation that I can use in class. The presentation is from 2014 for a group called OCTribe, a monthly in-person meeting in San Francisco. It was a meetup for online community managers, enthusiasts and innovators interested in social networking applications, social media and online group collaboration. “We discuss tools and strategies to enhance participation in the various online communities we support.” The event was hosted at the TechSoup offices.
My presentation, which was also live-streamed on YouTube, is exactly as it is titled: online community management as volunteer management. I look at participants in an online community, especially when I’m the moderator or facilitator of that community, as volunteers – they aren’t paid to participate, they aren’t paid to contribute, and yet, they do. I think cultivating new community members is a lot like cultivating new volunteers, I think supporting and keeping community members is a lot like supporting and keeping new volunteers, and on and on.
I have the presentation available both as a podcast (about 40 minutes) that you can live stream from my web site or download, however you like, and in a video that I have edited. The video isn’t very good, but don’t worry about seeing the slides – I say out loud during the presentation most everything that is on them. I also repeat the questions and comments people ask.
Also, the Last Virtual Volunteering Guidebook: Fully Integrating Online Service Into Volunteer Involvement can help you better work with people online – specifically volunteers, and including participants in an online community that relates to the work of a nonprofit, NGO, library, environmental issue, humanitarian concern, and on and on. This book was helpful long before the global pandemic spurred so many organizations to, at last, embrace virtual volunteering. This is the most comprehensive resource anywhere on working with online volunteers, and on using the Internet to support ALL volunteers, including those you might not think of as online volunteers. It’s available both as a traditional paperback book and in electronic format.
If you have benefited from this blog or other parts of my web site or my YouTube videos and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.
At some point, you have believed misinformation. You may bristle at the idea that you have ever fallen for a falsehood, but you have. Every person has. When you realize that you’re wrong, you probably just quietly, without any announcement, switched your stance, because it’s unlikely people around you knew that you thought something was true that wasn’t. If you cannot admit this, it’s going to be very hard for you to counter misinformation in, say, public health, because you will set yourself apart and above the majority of people.
I fell for misinformation about vaccines back in 2007, because of CNN broadcaster Larry King. I was living in Germany and I watched copious amounts of CNN International because it was one of only two-English language TV channels I had. One of the programs they showed was Larry King Live. I naively thought that people booked on his program were vetted. I assumed anyone who got on his show to talk about health, the environment, crime, whatever, had been screened, to make sure they really were appropriate to talk about those subjects, and that they had some sort of doctor or scientist they consulted to make sure someone wasn’t saying something dangerous on the show. So when Larry King hosted TV personality Jenny McCarthy and actress Holly Robinson Peete in 2007, talking about how they believed vaccines had caused their children to have autism, I believed what was being said. I didn’t say anything to anyone – at least I hope I didn’t – but the belief was there.
Then I stumbled onto the Bad Astronomy web site, a blog by scientist and skeptic Phil Plait – he probably got a shout out on fark.com and that’s how I started reading him. I started reading back issues of the blog and, low and behold, there was his thorough, merciless debunking of the myth that vaccines cause autism and his specific condemnation of Jenny McCarthy.
I will never forget reading his blog and realizing I had been duped. I literally stared at my computer screen, not moving, for at least a full minute. I was horrified. And then, I was angry.
Larry King had Jenny McCarthy on his show eight times. EIGHT TIMES. How many parents chose not to get their children vaccines because of that? How many children contracted preventable diseases because of that? How many children were permanently disabled or died because of that? It was then I realized what The New York Times later wrote in its obituary for King: “crackpot inventors, conspiracy theorists and spiritual mediums loved his show, which let them reach huge audiences without facing challenging questions.”
I wanted to link to Phil’s specific blogs that made me realize that I had been duped, but the site is pretty much defunct, and searches on the Internet Wayback Machine weren’t helpful. So, here’s a 2008 article he wrote for Discover Magazine that says much of what those blogs said, to my memory.
I share this story of being duped when I do trainings for international visitors through the State Department’s International Visitor Leadership Program through World Oregon. And there is always a look of shock and incredulity. One person asked, “Aren’t you embarrassed to share this story?” Yes, I’m ashamed that I fell for something any sensible person now knows is nonsense. But it’s important to acknowledge that being duped can happen to anyone.
Knowing when you have been duped, and acknowledging it, even just to yourself, will help you better address misinformation in your own communications efforts – professional or otherwise.
If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.
Since moving back to the USA in 2009, and before the pandemic, I attended a lot of public meetings by local, state and national officials, both elected and otherwise, and for some meetings, I live-tweeted what was happening. My goal was to try to generate some excitement for civic engagement and, in the cases of meetings that aren’t recorded and available later for public viewing, like town hall meetings with US Senators, to capture how certain things were being talked about / addressed. I also wanted to see if city, county, state and national officials were paying attention to Twitter, seeing if they responded when they were tagged or named in a post, etc. (for the most part, no, they aren’t paying attention).
The city of Forest Grove, Oregon held its 2021 annual town meeting online rather than in person because of the COVID-19 pandemic. And even though, I assume, the meeting was recorded and will be made available for viewing any time somehow, I decided to live-tweet the event, both to offer my commentary and to show as an example in workshops and classes I teach about what live-tweeting an event can look like. I also find it amusing to see how live-tweeting can affect search engine results.
I have the text of all the tweets below, with each tweet as a separate paragraph. Also here in this blog, I embedded the links that I attached to tweets. Sorry for misspellings and any confusion – live-tweeting requires fast typing and you cannot go back and correct tweets once they are out there:
About to log in to the Forest Grove, Oregon annual town meeting, 1st-ever via the Interwebs. On the agenda: police. We’ve had some ugly incidents here & they still haven’t been addressed. If I decide to live-tweet it, it will be in the replies below.
Logged in & we’ve already had our first “does anyone know how to…” from a panelist.
Mayor is warning not to be cute and make your Zoom name and title “Jake from State Farm.” He did that for a meeting and was kicked off because they didn’t know who he was.
Lowell Greathouse of the Committee for Community Involvement is kicking off the meeting. He’s the MC of this meeting. I so wish the CCI was on Twitter and Facebook & Reddit.
Background: Here’s the 1st story from the local Forest Grove newspaper, the @FGNewsTimes, about the ouster of the police chief more than a year ago, which kicked off the growing distrust of the community regarding the police.
Now speaking is the city manager, Jesse VanderZanden. He’s introducing all the city officials & staff in attendance. VanderZanden played a key role in Forest Grove Police Chief Janie Schutz.
VanderZanden is now addressing the departure of Chief Schutz. He is saying he is not anxious to discuss personnel matters.
City manager is saying that the city has been transparent, having released emails between the chief and him, all official documents. He says all are available for the public and that they “tell the story.”
“We could have done a better job” regarding communication – city manager. Public disclosure procedures have been revised to make it easier for public to get info.
“What I’d like to do is thank the former chief.” He’s now praising her transparency, how she built community connections, and what she did to promote the police facility.
My opinion: THIS IS SO RIDICULOUSLY OVERDUE. Shame on the city for taking so long. Reprehensible.
How Forest Grove, Oregon police are funded (from the slides now)
Forest Grove police funding levels. Along with this slide, the city manager when through the why costs increase (primarily salary and benefits, some additional staff).
Says interim Forest Grove police chief will get the option to stay another year. Here is how city will advertise for the chief’s position. Says city will have opportunities to participate in the hiring process.
Now talking about how they will create community panels for the hiring process, how they will try to make it a diverse representation from the community.
If you have things you want the Forest Grove police chief job description to have regarding what kind of qualities the person should have, etc., the city manager says they want this feedback from residents. Here’s how to do that:
Apologies for not putting in alt text on the pics. I believe the slides will be available on the Forest Grove, Oregon’s city web site and I certainly hope all materials will be accessible for people with disabilities.
He’s now reviewing why the city needs a new police station and the current design process. If you went to the police station open houses in 2019, or watch Chief Schutz’s excellent video on the subject, you know all this.
City manager is now making a pitch for why the cost is cost-effective, the difficulty of passing a bond, the reluctance of residents regarding paying for this, etc. The presentation is now done.
Now Forest Grove, Oregon interim police chief Henry Reinmann is speaking. He’s touting that the station is more transparent, policies they have adopted, etc.
Says these police policies have already been adopted in Forest Grove, Oregon. Now going through stats: type of calls, number of calls, etc. You can see these stats in the presentations that will be available on the Forest Grove city web site (or should be).
Now talking about mental health resources. Now talking about history.
Now going through the history of policing. While he’s doing that, here’s one of the issues last year: Forest Grove Police Officer Steven Teets, off duty, terrorized a family in the middle of the night. & was NOT immediately arrested
Officer Teets is still employed, FYI, as are officers that initially covered for him. This incident, plus Chief Shutz’s firing, plus someone dying after being tased last year, & other things that haven’t made the news, have affected trust of police here.
Interim police chief is still doing his “history of policing” and very general presentation about approaches to policing. Has not made any reference to Black Lives Matter, to warrior training, white supremacy in police ranks, etc. Just very general stuff.
Now touting the relatively new Community Policing Advisory Commission, which replaced the citizen’s committee that was focused on BOTH police & fire (there is now no citizen’s committee regarding fire services).
Forest Grove interim chief is still touching on very general things. No specifics about what the city of Forest Grove, Oregon is doing – just general things about what’s needed – “transparency” and “trust”, etc. This is all in his sides which will be available on FG web site.
Finally is giving examples of specific changes. Says sergeant promotions interviews at Forest Grove, Oregon had no tactical questions – questions were about diversity, equity, etc. Says they will change how they train and who they hire.
Forest Grove interim police chief reviewing state and national changes that will affect the Forest Grove police department. Says they will change what they test for. Will focus more on behavioral competencies.
Is talking about systemic bias of society, in general, but has not acknowledged that police, specifically, have a problem with systemic racism. Is framing police problems as a reflection of all society’s problem.
Now referencing Bob Dylan’s “The Times They Are A Changin’.” And returning floor to meeting chair.
Now going to the questions submitted in advance. First question is regarding having a problem like “Cahoots” in Eugene in Forest Grove, Oregon, regarding unarmed mental health staff going to some calls. Interim chief says, instead, they are using the “Colorado model.”
Mayor can’t get his video to turn on. But we can hear him.
Mayor is reminding everyone that all of these changes will have financial costs and that there is no one big fix that can solve everything.
Interim chief is now addressing what the subjects are covered in the police academy and who makes that determination.
Questions regarding diversity training, number of officers that identify as people “of color,” etc. Interim chief is noting that the force makeup does not reflect the community. One officer “of color”, three women. Says they will do better.
Question about Chief Schutz’s departure. City manager says former chief never made a complaint “about gender or otherwise.” Me: this is in contrast to what she said in the previous articles I shared earlier in this tweet thread.
City manager is now saying that the city’s policies cover gender discrimination and how the policies and work place culture aren’t at all discriminatory, that people are held accountable, etc.
City manager is now reviewing stats and diversity.
Questions in Q & A box is filling up. I just submitted this: “Is there a prohibition on Forest Grove police officers taking so-called ‘warrior’ training? Does the chief know which officers have had such training and what do they do to address that?”
They are now addressing a question I submitted previously regarding the Western Washington County Fire Department & relationship with the T V F & R.
They are now clarifying titles and terms. Mayor says there is no effort nor interest in becoming a part of TVF&R. Noting (sudden!) retirement of former chief. Says interim chief hiring is not a precursor to joining TVF & R.
Councilor Ewing says a team has been formed that is working through “facts.” Says she is still gathering facts. Says she can’t raise her hand for or against TVF& R until she has more info.
Forest Grove Interim fire chief Patrick Fale, who is from TVF & R, says he knows of no interest by that agency to expand into Western Washington County, Oregon. Says there is a meeting in February about future of fire departments in this area.
Now a question and suggestion about backyard burns from someone who suffers from lung issues. Mayor is clarifying current regulations.
Mayor says the Forest Grove sustainability commission needs to look into a year-round burn, if that really needs to happen. Says advisory commissions need to advise. Council member Ewing is now weighing in.
Council member Ewing is now talking about “equitable” issues regarding people who need their fireplaces for warmth, older people who cannot afford to get rid of yard debris any other way.
And now the obligatory grocery store question. Paul Downey is answering, but I have no idea what he’s talking about. Sorry, folks. Something about a developer, a grocery store, affordable housing, etc.
MC is now about to list all of the questions relating to the Officer Teets situation (see my earlier tweet with link to the story). Notes that, because of the legal nature of the outstanding issue, some things won’t be answered at this meeting.
Interim chief is noting there are two different investigations – one regarding Officer Teets, one regarding the response by the other Forest Grove officers. Notes he can’t say much more because it’s a current investigation.
Question regarding make-up of CPAC and why there’s not a member of the chamber or business. I think – I was typing and missed both the question and answer. Sorry.
CPAC seems to not yet be meeting regularly. They haven’t set a regular meeting. It sounds like they’ve had only one meeting.
Question someone has submitted, similar to what I have submitted, still not answered: “Do you know if any of your police officers are involved in domestic terrorist groups in their personal lives such as proud boys etc And what are you doing to check this?”
councilmembers are now lauding the CPAC & the interim chief instead of answering the questions submitted. This has gone on for several minutes, celebrating Forest Grove CPAC instead of addressing questions.
Now again answering questions on diversity training. Interim chief is again talking about systemic bias in society but not systemic racism in police departments, specifically. No questions related to this have been addressed (I am making a list of them).
Comment and discussion regarding hiring and diversity. No specifics, just general comments about turnover and recruitment.
A question in regarding food banks and how the city is supporting them. I’m not going to tweet the response. Sorry, my fingers are getting tired.
Reading through the Q & A. Someone, maybe more than one person, is posting racist comments, attacks on the “political left.” His/her comments are all anonymous, of course. So disturbing. But absolutely representative of some people in Forest Grove, Oregon.
Someone asked how to volunteer during the pandemic. You have to freakin’ be kidding me. Did anyone reference me? No. Do they know about me? Yes. So, frustrating. What I posted on the Q & A “volunteering during the pandemic? If only there was someone in the community was an expert in volunteering, including virtual volunteering (sigh). Who writes and blogs extensively on this subject specifically. (sigh).”
They are asking my question – might be the last one. Here it is: “Research is showing that a lot of police departments have members that are white supremacists and/or identify as “sovereign citizens.” Does either (fire or police) department have screening, interview…”
“… social media and supervision practices and policies in place that would help prevent such people from becoming a part of the ranks and would help identify such people who may already be a part of either department?”
Interim chief says only that the they look at social media activity. Did not address the question at all.
Mayor says the city has “taken a stand” regarding “hate.” Says they need to have that attitude all the time. Feels good that they’ve had conversations with groups. But still hasn’t answered the question regarding how white supremacists are identified in the ranks.
Council woman Ewing is now making statements about these difficult times.
Me speaking now: I encourage all of you who asked questions about identifying members of the proud boys, sovereign citizens, etc. in the police department to attend the next Forest Grove city council meeting and ask them AGAIN. & to write them directly, again, to the city.
Chair is trying to get the participants to please address the questions regarding membership in proud boys, sovereign citizens, etc.
Interim chief says social media review & interviews of new hires addresses this. Interim chief is implying that social media monitoring of police officers is ongoing. Now Council Wenzel is celebrating how well the town meeting has gone, staff that helped, etc.
Meeting over. Survey at the end. Hope lots took it. With all my problems with how some questions were not answered, I have to give kudos to Forest Grove, Oregon for doing this meeting. Lowell Greathouse was a terrific MC – WELL DONE, sir! & now, to walk my dog.
