I’ve always believed that leadership isn’t just about titles or org charts—it’s about showing up. It’s about naming what needs to change, inviting others into the conversation, and doing the work to make that change real. That belief grounded my time at Springfield Technical Community College, where I had the honor of co-founding the Anti-Racism and Inclusion Alliance (AIA) and helping launch the college’s first LGBTQIA+ employee resource group.
Neither initiative came with a blueprint. There was no memo. No invitation. Just a shared sense that things could be better—that a college as diverse as STCC deserved spaces where all identities were seen, affirmed, and supported.
Anti-Racism Work Starts with Accountability
The Anti-Racism and Inclusion Alliance wasn’t created as a feel-good committee. We weren’t there to check a box. We formed because we understood that systemic racism wasn’t just an external issue—it shaped the policies, practices, and power structures within higher education itself. Including ours.
Our mission was twofold: to help STCC become a more equitable institution for BIPOC students, staff, and faculty—and to hold ourselves accountable to that mission. That meant uncomfortable conversations, sure. But it also meant deep listening, thoughtful policy review, and community-building events that reminded people of our shared humanity. We tried to create a space where candor and compassion could coexist.
It wasn’t always easy. But it was necessary. And it planted seeds that others have since grown.
Pride, Without Exception
The LGBTQIA+ employee resource group grew from a quieter kind of pain—the isolation that so many queer employees feel in professional spaces. Even in progressive environments, it’s easy to feel like you have to code-switch, edit your story, or shrink your joy. I didn’t want that for myself. And I didn’t want that for anyone else.
So, we built something affirming. A space where queer faculty and staff could gather, share resources, and advocate for institutional change. We asked questions about gender-inclusive facilities. We created visibility campaigns. We helped the college see that belonging is not just a student experience—it’s a workplace issue, too.
What we created didn’t just support LGBTQIA+ employees—it sent a message to students that their identities mattered, their safety mattered, and their futures were welcome here.
The Work Isn’t Done—But We Started It
There’s a quote I love: “We are ancestors of a future we will never see.” At STCC, we weren’t just organizing meetings. We were trying to become good ancestors. We were naming harms, building coalitions, and laying down a path—however imperfect—that others could walk and widen.
I carry that spirit with me still. In every campaign I launch, every classroom I enter, and every team I lead. Inclusion is not a side initiative. It’s the work.
And I’m proud that at STCC, we did that work out loud.