This is a document drafted in July 2004 as a means of synthesizing a few of the elements bringing together a grassroots oppressed-people’s formation tentatively called FUSE, named for its guiding principles of Freedom, Unity, Self-determination and Empowerment. Organizers of FUSE held interviews with key community members to build a document from their observations on successes and mistakes for groups. The document was presented as a draft that would change over time. The original document stated, “We are hoping our collective experiences will help us to build a stronger foundation for this work.” It is presented as one model of organizing.

Who we are

We are a grassroots organization uniting people of oppressed nationalities (internal colonies) to fight for freedom, unity, self-determination and empowerment.

We use the term people of color as an affirmative term for national minorities. We should be clear that we embrace this term as one that unites oppressed peoples around the world, who are subjugated to white supremacy in the form of colonization, imperialism, and neo-liberalism. We recognize and reject all forms of domination and seek to work as people of color in solidarity while still embracing our cultures, differences and histories. We reject tendencies that strip us of our identities and force us against each other.

Criteria

Membership is open to anyone who meets the following:

1. Identifies as a person of color.
2. Meets membership requirements.
3. Attends three consecutive meetings.
4. Has a working knowledge of the Elements document.

Membership should explicitly be barred for those who are part of law enforcement of any kind, or who are serving in neocolonial military forces.

Those interested in joining are expected to make the same agreements as existing members. Each prospective member will work with a member of the Political Development Work Group (preferably one who does not know the potential member) and become involved in study and orientation in the weeks prior to their membership consideration. This process is intended to make potential members knowledgeable about the group, the work we do, and prepared to participate as a full member.

Membership Requirements

Those who wish to be members of the group should agree or consense to the following four criteria:

1. Regular attendance and participation. Regular attendance of meetings and active participation in at least one Work Group should be expected of members.

2. Agreement with or consensus to points of unity. Points of unity are a basis for our working together.

a. We want freedom. We seek to obtain freedom from systems of domination that continue to enslave people of color throughout the world.
b. We want unity. We seek to unite people of color to see our common threads of oppression, how oppression is manifested, how we internalize oppression, and to engage it.
c. We support self-determination. We seek to struggle within our communities through challenging power structures that uphold racial hegemony and prevent people of color from becoming self-determined and self-defined. We fight for the right to determine our political, social, economic, cultural, psychological and community destinies.
d. We work toward empowerment. We seek to empower our own through education, agitation and creation of alternatives that function to service the members of our communities through revolutionary change.

3. Agreement with or consensus to points of political culture. Political culture is a set of basic expectations for members. They represent a minimal organizational culture that members should engage in to bring us together. They include:

a. To avoid dominating or avoiding discussions.
b. To refrain from using oppressive or degrading language.
c. To refrain from using alcohol or drugs while engaged in organization work.
d. To be open to criticism and committed to making criticism, as well as the group’s conflict resolution process.
e. To put the organization’s decisions before our personal inclinations; participate in decision-making, and, once the group decides, to support the group’s determinations.
f. To follow through on commitments to the group, and exercise self-discipline in one’s responsibility to those commitments.
g. To make a disciplined withdrawal from commitments to the group when you want to end them.
h. To participate independently of other organizations and not use the group to further another agenda (such as recruitment for other groups, selling papers, pushing another group’s political line to be ours, etc.).

4. Agreement with or consensus to points of security culture. Security culture is just one means of preventing misunderstandings, exclusion and divisions, as well as possible surveillance or infiltration. These points include:

a. To not engage in reckless activity, political or otherwise, that could politically or physically endanger the organization or its members.
b. To avoid gossip and similar talk.
c. To share information about the organization, meeting discussions and its members (politically or personally) on a “need to know” basis only.
d. To not give out lists of members’ names or information or other organizational details to groups or individuals.
e. To communicate with the group if suspicious incidents could indicate surveillance or disruption.
f. To use special care in communication of information via telephone or electronic mail.
g. To use special care, deliberation and consideration in relationships (romantic or friendship) with comrades, and to grasp the political implications of such.

Structure

A basic set of principles should lead our creation of a structure:

1. A structure is a means to an end, our structure must serve to make us more effective in reaching our goals, and building alliances for such.
2. Groups are composed of individuals with their own strengths, weaknesses and gifts; we should seek to help everyone realize their gifts and develop their leadership abilities and skills.
3. Everyone is accountable to the group for their efforts.
4. Responsibility should be distributed among as many people as is reasonably possible. Specific responsibilities to specific individuals for specific tasks must be assigned by democratic procedures.
5. Responsibilities must be regularly rotated to permit more people to learn.
6. Those to whom responsibility has been delegated must at all times be responsive to those who delegated it.
7. Frequent communication to all members about tasks, developments, et al. must be part of our work; access to information enhances one’s power.
8. Access to needed resources, including skills and information, are essential for everyone.

Work Groups will be our primary means of getting tasks done. Every Work Group will be co-facilitated by two members. All Work Groups must make support and development for women in the group a centering point in their processes. Members should rotate Work Groups in three and twelve-month intervals, so skills are shared equally. Every member should rotate out of a Work Group after one year.

Ad Hoc Work Groups will be created as needed. These Ad Hoc Work Groups can be project- or issue-oriented, but have a set window of existence. At the end of the period, the organization can vote to extend the life of the Ad Hoc Work Group, make it a standing Work Group, or dissolve it.

A meeting should have one person to facilitate and another to keep track of speakers and take notes. This work division should also include at least one woman.

Decision making

The group and its committees (Work Groups) make decisions and accept members using modified consensus. Modified consensus works in this fashion: a facilitator will be chosen at the commencement of a meeting. After discussion of a proposal the facilitator will check for consensus. If consensus cannot be reached the first time, further discussion occurs. The facilitator then checks for consensus again. If there is still no consensus, the facilitator will call for a vote on the proposal. A 3/4ths vote will pass the proposal.

Meetings

All meetings and events will be guided by several general principles:

1. Every meeting will have a facilitator and a notetaker.
2. The facilitator will state the agenda and meeting objectives, solicit agenda additions, keep the meeting on schedule and involve everyone in the process.
3. The notetaker will keep notes and list of speakers for the facilitator. The notetaker will transcribe the meeting notes and distribute them within one week of the meeting.
4. The facilitator will prepare a written agenda, and participants will be given copies.
5. All participants are expected to arrive at least 10 minutes early and be prepared to start at the announced time.
6. Outside interruptions are not allowed, nor are participants permitted to interrupt each other.
7. Members should suggest agenda items.
8. Proposals requiring a vote should minimally answer four basic points: planning (what the group is being asked to do and the resources involved): purpose (what will the proposal accomplish); people (what commitments of people’s time and effort are needed or will be the result); practicalities (limitations, benefits, costs, etc.)
9. Meetings and events will start on time, and end on time.
10. Every meeting agenda will be set to end at 15 minutes prior to the announced close time, with an evaluation of the meeting, taking of next agenda, nomination of facilitator and notetaker and closing comments from attendees filling the remaining time.

Work Groups

Work Groups will be guided by several general principles

1. Work Groups must make reports to the group every meeting, by revolving representatives.
2. Work Groups must undertake all work in accordance with our points of unity.
3. Work Groups must commit to deepening our understanding of the points of unity and identify areas within their scope from which the organization can grow numerically and politically.
4. Work Groups must consider external action as part of their function: for example, networking, nurturing development of other people of color and tendencies and agitation.
5. Work Groups must consider in their work identifying ideas, issues, struggles and movements that could be helpful in expanding group development and competencies.
6. Work Groups must consider in their work reviewing the group’s current work, needs and tasks and recommending improvements.
7. Work Groups must consider in their work assisting in the development of resources, including financial and material resources.
8. Work Groups must consider in their work helping mobilize the community, including community leadership, for organization efforts.
9. Work Groups must consider in their work assisting in improving public relations through linkage with civic, business and other community representatives.
10. Work Groups must consider recruitment as part of its role in external action.
11. Work Groups must train other members inside and outside the Work Group, where appropriate, in the work they do and share skills accordingly. Training materials and documentation where needed is the responsibility of each Work Group.
12. Work Groups must keep detailed records, meeting minutes and contact lists available to the group upon request.
13. Work Groups will have the autonomy to function, but cannot act in the name of the group without approval of the group or operate an its own organization (e.g. endorsing/sponsoring outside events, issuing statements, etc.). Work Groups are ultimately accountable to the larger group to accomplish the goals set by and consensed to by the larger group.

Standing Work Groups

Community Vision Work Group
This Work Group will be responsible for:
a. Organizing projects and actions in accordance with our points of unity.
b. Seeking, learning about, proposing and organizing new projects for the group to be active in, and emerging movements in which the group should be involved, in line with our points of unity.
c. Identifying fundraising opportunities in the course of projects and actions, to support the group’s work.
d. Cultivating contacts and networking political support for the group.
e. Cultivating contacts and networking logistical support for the group’s use of locations, and scheduling them as needed.
f. Collecting and keeping records on appropriate documents (e.g. sound permits) for the group’s external actions.
g. Working with other Work Groups where appropriate.

Revolutionary Media Work Group
This Work Group will be responsible for:
a. Providing a public face for the organization through written and visual materials, in consultation with the rest of the group.
b. Promoting the organization’s events, actions and points of unity, in consultation with the rest of the group.
c. Identifying aspects of our language, approach, organizational culture and presentation that members can implement to make our work accessible to more people, and reshaping said items that could create barriers.
d. Cultivating contacts with and networking among cultural workers to grow the group and its points of unity.
e. Maintaining contact lists and keeping members and supporters informed about our activities, meetings, etc.
f. Consulting with all Work Groups to create and support necessary materials.
g. Working with other Work Groups where appropriate.

Political Development Work Group
This Work Group will be responsible for:
a. Developing and bringing greater political cohesion faithful to our points of unity among new and current members.
b. Developing and bringing greater political cohesion faithful to our points of unity to new projects and emerging movements in which the group is active.
c. Seeking out potential members from our communities.
d. Working with new or potential members, as well as members on probation.
e. Encouraging, advancing and empowering others to articulate politics in line with our points of unity.
f. Identifying aspects of theory and practice that members can implement to further our mutual goals.
g. Working with other Work Groups where appropriate.

Conflict Resolution

At times when there are personal or political conflicts; when members are violating principles of the organization or are not fulfilling membership requirements; or clashes impact the functioning of the organization, conflict resolution is required. These are a few ground rules for conflicts and conflict resolution within the group.

1. Give respect no matter the conflict. Be respectful of each other and fair in our evaluations of each other, and be caring and generous, personally and politically, with comrades inside and outside the organization. Be aware of how your verbal and nonverbal interactions affect people around you.
2. Avoid negativity. Raise disagreements or problems with each other directly (instead of gossip or “shit talking”).
3. Speak openly. Be constructive in criticisms (instead of tearing others down), and make self-criticism a part of all such discussions. Assume people have good reasons for what they do.
4. Listen openly. Listen and respond to criticism in a principled and straightforward manner, instead of being defensive, impatient or unprincipled.
5. Commit to resolution. Recognize the goal is to resolve a situation to everyone’s satisfaction rather than fixing blame on someone. Discuss what really bothers you, rather than proving someone is wrong.
6. Be responsible. Make a criticism at the time unless you have a good reason to wait. Don’t let bad feelings build up. Everyone is expected to take responsibility for their own feelings and understand that, in many cases, one’s own reactions to behavior have as much to do with the issue as the issue.
7. Respect boundaries. Keep the tactics and spirit of conflict resolution in line with our points of unity. All parties should agree to conflict resolution. If the time is inappropriate (such as someone is not in an emotional state to dialog), a time should be arranged then that satisfies all parties.
8. Individual conflicts are collective problems. It is the responsibility of each member to continuously give feedback to others and help us grow, as well as to encourage healthy conflict resolution. Members should feel open to address situations where gossip or festering conflicts exist.

Process

The process of conflict resolution it conducted in three steps:

1. Select a facilitator. A facilitator coordinates the discussion with persons-in-conflict with the goal of resolving the conflict, turning complaints and concerns into proposals, and/or ultimately making changes in the group.
2. Criticism/Self-Criticism. Stating a conflict opens the process. Statement requires narrowing the discussion to the stater’s observations (not assumptions) of a situation, feelings and proposed resolution. Self criticism should follow a statement of conflict. Self criticism is an honest self-evaluation of the stater’s shortcomings and what the stater has done in terms of the issue
3. Struggle/Understanding. Struggle/Understanding is the process of discussion of a criticism, and an attempt to reach agreement on what is the problem. Maintain an attitude of collectively working against the problem and not each other. Focus behind the immediate problem to get to the fundamental differences.
4. Resolution. Recipients of criticism should try to understand what the person is saying, enter into joint problem solving with them, and implement (maybe jointly) the agreed upon solution. Conflict resolution generally ends in one of five ways:
a. Acceptance. the recipient of criticism acknowledges the criticism and takes responsibility for completing the resolution of the criticism.
b. Rejection: Recipient and person who made the criticism mutually reject it after the the stater’s position changes.
c. Withdrawal: the person who made the criticism withdraws the criticism.
d. Open Criticism: No resolution, but both parties take responsibility for trying to focusing concerns, finding new examples and tracking the criticism until it is Accepted, Rejected, or Withdrawn.
e. Postponement: Recipient takes responsibility for getting together at a later time to resolve the criticism.

Probation

On occasion, conflicts within a group will continue after the process, and people may fail to follow through on responsibilities for resolution, an open criticism escalates without resolution, and/or one member continues to have conflicts with other members. In such cases, a member may propose that those who fail in their responsibilities or who are involved in ongoing conflicts be placed on a three-month probation. Probation can be approved by modified consensus. It involves the member in question working with the Political Development Work Group (should be member of this Work Group not conflicting with the member) to study and reflect on other members’ concerns. At the end of the probationary period, the member is expected to address the group about the conflict, what she/he has learned, etc. Thereafter, the member will be reintegrated into the group.

Expulsion

If modified consensus is reached that violation of organizational principles is continuing after probation, or if an extreme violation of such principles [e.g. assault of another member] occurs, an individual will be expelled from the group.

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