When does racial bias begin? In the early years of life. Where does it lead? To a knee pressed on the neck of an unarmed black man as he gasps for breath. And how can we build a world in which black lives matter in the hearts of all? These questions are on everyone’s mind as the country erupts in protests over the killing of George Floyd while in police custody. Recent events would have grieved Dr. Martin Luther King, Jr., a great proponent of peaceful protest. The violence that racial bias breeds is a source of deep concern for all us here at the Council for Professional Recognition. We’re committed to ensuring that early childhood teachers have the right stance on tolerance and hold themselves to a high standard of inclusion.
The Council knows that racial awareness takes root early in development. Babies recognize differences, and by age two, they become attuned to the biases shown by family members. The officers who condemned Floyd to death may have learned prejudice at their parents’ knees. But more prejudice is caught than taught because young children don’t naturally see race from a negative perspective. What I have observed in classrooms as a teacher is that children may feel a sense of befuddlement when they encounter differences, but they can navigate through it to make close bonds. And teachers shepherd that process by helping young children build belief systems that accept those who are different.
As our educators work with children during their most formative years, they need to know the difference between equity and equality, according to Linda Hassan Anderson, the Council’s chairman of the board. Equality means treating everyone the same. On the other hand, “equity,” as she points out, “means providing each person with the resources they need to reach their potential.” Giving all young children access to quality early education is a good start, but it’s not enough. Different children need different types of support.
As educators, we must be sensitive to the social context that can inspire challenging behaviors. Research shows that children of color are punished more often than their white peers and that black preschoolers account for 47 percent of preschool suspensions though they make up only 19 percent of preschool enrollment. Children who feel like a failure in the first few years often fail as adults, leading to a poverty cycle that can infect generations.
The impact of racial violence also spreads between people, like the pandemic that’s now taking its greatest toll among people of color. Educators don’t have the expertise to help find a vaccine for the virus, but we can inoculate children’s minds against prejudice and the social pathologies it spawns. Our remedy for racial bias is to spread empathy, tolerance and understanding in the early childhood setting.
As we strive to promote justice, we have much to learn from the past. Yet, we don’t reflect enough on the legacy of nonviolent change left by Dr. King, Fred Shuttlesworth and other civil rights leaders of the sixties. As a black man who grew up in Alabama, I’m a benefactor of the changes they produced through peaceful protest. Now I just want to do my part to fight for the rights of others and help them overcome injustices they may encounter. At the same time, I feel that the most important thing that people of color can do is to vote. I firmly support peaceful demonstration, but we need to use the ballot box to make systematic change.
In the meantime, the early childhood field can make a difference. As our educators reach out to children, they should let the children talk about what they’re feeling, provide them with rich literature and tell personal tales of triumph that help them cope with confusion. It’s especially crucial during a crisis like this, but our efforts shouldn’t end during calmer times. I worry about children living in a world that’s generally filled with violence and misunderstanding. So, I urge our educators to work all year long to stem the plague of prejudice—and promote healing instead of hatred. Together, we must spread the message that black lives matter every day.
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Chief Operations Officer (COO)
Andrew Davis serves as Chief Operating Officer at the Council. In this role, Andrew oversees the Programs Division, which includes the following operational functions: credentialing, growth and business development, marketing and communications, public policy and advocacy, research, innovation, and customer relations.
Andrew has over 20 years of experience in the early care and education field. Most recently, Andrew served as Senior Vice President of Partnership and Engagement with Acelero Learning and Shine Early Learning, where he led the expansion of state and community-based partnerships to produce more equitable systems of service delivery, improved programmatic quality, and greater outcomes for communities, children and families. Prior to that, he served as Director of Early Learning at Follett School Solutions.
Andrew earned his MBA from the University of Baltimore and Towson University and his bachelor’s degree from the University of Maryland – University College.
Chief Financial Officer (CFO)
Jan Bigelow serves as Chief Financial Officer at the Council and has been with the organization since February of 2022.
Jan has more than 30 years in accounting and finance experience, including public accounting, for-profit and not-for-profit organizations. She has held management-level positions with BDO Seidman, Kiplinger Washington Editors, Pew Center for Global Climate Change, Communities In Schools, B’nai B’rith Youth Organization and American Humane. Since 2003, Jan has worked exclusively in the non-profit sector where she has been a passionate advocate in improving business operations in order to further the mission of her employers.
Jan holds a CPA from the State of Virginia and a Bachelor of Arts degree from Lycoming College. She resides in Alexandria VA with her husband and dog.
Vice President of People and Culture
Janie Payne is the Vice President of People and Culture for the Council for Professional Recognition. Janie is responsible for envisioning, developing, and executing initiatives that strategically manage talent and culture to align people strategies with the overarching business vision of the Council. Janie is responsible for driving organizational excellence through strategic talent practices, orchestrating workforce planning, talent acquisition, performance management as well as a myriad of other Human Resources Programs. She is accountable for driving effectiveness by shaping organizational structure for optimal efficiency. Janie oversees strategies that foster a healthy culture to include embedding diversity, equity, and inclusion into all aspects of the organization.
In Janie’s prior role, she was the Vice President of Administration at Equal Justice Works, where she was responsible for leading human resources, financial operations, facilities management, and information technology. She was also accountable for developing and implementing Equal Justice Works Diversity, Equity, and Inclusion strategy focused on attracting diverse, mission-oriented talent and creating an inclusive and equitable workplace environment. With more than fifteen years of private, federal, and not-for-profit experience, Janie is known for her intuitive skill in administration management, human resources management, designing and leading complex system change, diversity and inclusion, and social justice reform efforts.
Before joining Equal Justice Works, Janie was the Vice President of Human Resources and Chief Diversity Officer for Global Communities, where she was responsible for the design, implementation, and management of integrated HR and diversity strategies. Her work impacted employees in over twenty-two countries. She was responsible for the effective management of different cultural, legal, regulatory, and economic systems for both domestic and international employees. Prior to Global Communities, Janie enjoyed a ten-year career with the federal government. As a member of the Senior Executive Service, she held key strategic human resources positions with multiple cabinet-level agencies and served as an advisor and senior coach to leaders across the federal sector. In these roles, she received recognition from management, industry publications, peers, and staff for driving the creation and execution of programs that created an engaged and productive workforce.
Janie began her career with Verizon Communications (formerly Bell Atlantic), where she held numerous roles of increasing responsibility, where she directed a diversity program that resulted in significant improvement in diversity profile measures. Janie was also a faculty member for the company’s Black Managers Workshop, a training program designed to provide managers of color with the skills needed to overcome barriers to their success that were encountered because of race. She initiated a company-wide effort to establish team-based systems and structures to impact corporate bottom line results which was recognized by the Department of Labor. Janie was one of the first African American women to be featured on the cover of Human Resources Executive magazine.
Janie received her M.A. in Organization Development from American University. She holds numerous professional development certificates in Human Capital Management and Change Management, including a Diversity and Inclusion in Human Resources certificate from Cornell University. She completed the year-long Maryland Equity and Inclusion Leadership Program sponsored by The Schaefer Center for Public Policy and The Maryland Commission on Civil Rights. She is a trained mediator and Certified Professional Coach. She is a graduate of Leadership America, former board chair of the NTL Institute and currently co-steward of the organization’s social justice community of practice, and a member of The Society for Human Resource Management. Additionally, Janie is the Board Chairperson for the Special Education Citizens Advisory Council for Prince Georges County where she is active in developing partnerships that facilitate discussion between parents, families, educators, community leaders, and the PG County school administration to enhance services for students with disabilities which is her passion. She and her husband Randolph reside in Fort Washington Maryland.
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