DIVERSITY & INCLUSION TOOLKIT:

AAPI Cultural Competency Course

Posted: 05/28/2021

Theme: Infrastructure

Objective: Provide and participate in ongoing staff and faculty training.

Leadership Development and Continuing Education: Strategy C: Identify leadership development and continuing education opportunities that cultivate skills in diversity, inclusion, and cultural and linguistic competence.

In partnership with the ADvancing IQ Learning Center, NAPCA developed a cultural competency course: Strengthening Cultural Competence in Information and Referral/Assistance Work with AAPI Older Adults. During this course, the National Resource Center on AAPI Aging provides a general overview of AAPI older adult populations throughout America, including demographic trends, cultural diversity and barriers to accessing services.

The course offers strategies for staff and providers to integrate cultural and linguistic competence into their work with AAPI older adults, strengthening access to the Aging Network’s long-term services and supports system for this diverse group. This hour-long course is free and provides a certificate of completion for those who successfully pass the course quiz.

Trauma-Informed Lawyering

Posted: 05/24/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Individualized services: Strategy H: Provide services that are relevant and accessible, meeting the individualized needs of the people and families receiving services

A trauma-informed legal practice aims to reduce re-traumatization and recognize the role trauma plays in
the lawyer-client relationship. Integrating trauma-informed practices provides lawyers with the opportunity to
increase connections to their clients and improve advocacy.

Adults with Intellectual and Developmental Disabilities from Racial and Ethnic Minority Groups May Perceive Different Barriers to Healthcare than Their White Peers

Posted: 05/20/2021

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Research topics: Strategy I: Undertake research related to diversity and inclusion, resiliencies and disparities, the intersectionality of disability and other cultural identities

Access to healthcare is an important factor for individuals to have positive health outcomes and to maintain a positive health status. It is, therefore, important to minimize barriers to healthcare access, real or perceived. Prior research has also suggested that there are persistent health disparities between individuals from racial and ethnic minority groups and white Americans. The research suggests the disparities may be related to mistrust of healthcare providers and the healthcare system among Black and Latinx individuals, due in part to prior history of discrimination, medical injustices (e.g. Tuskegee Experiment), and negative perception of the medical industry. Among the Latinx community, barriers and sources of mistrust include lack of language translation services and concerns about immigration status.

Language Access Rights: Tips for Advocates of Limited English Proficient Older Adults

Posted: 05/20/2021

Theme: Core Functions

Objective: Address language, culture, literacy, and access barriers in all published materials and activities

Federal Guidelines: Strategy A: Comply with federal guidelines addressing access and inclusion: Executive order 13116, Title VI Language access act, CLAS Standards

This Practice Tip offers advice to advocates and counselors working with Limited English Proficient (LEP) older adults to better assert their language access rights.

The DEI Pathway to Promotion

Posted: 05/14/2021

Theme: Personnel and Trainees

Objective: Establish mentorship programs to support professional development of staff, faculty, and trainees.

Mentoring & Promotions: Strategy B: Ensure that staff members from marginalized communities have access to mentoring and the opportunity for promotions.

Indiana University-Purdue University Indianapolis says it's putting its policies where its mouth is, approving new promotion and tenure options based on diversity, equity and inclusion work.

Equity Toolkit from the Center of Excellence for Infant & Early Childhood Mental Health Consultation

Posted: 04/26/2021

Theme: Core Functions

Objective: Address language, culture, literacy, and access barriers in all published materials and activities

Disseminate Publications: Strategy P: Create and disseminate materials related to the findings of research and other UCEDD/LEND publications to participants and community members that have a vested interest in the topic.

Neurodiversity in the Workplace

Posted: 04/23/2021

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Representative Hiring: Strategy F: Engage underrepresented staff/faculty to fill position vacancies.

How to Stand Up for Equity in Higher Education

Posted: 04/21/2021

Theme: Personnel and Trainees

Objective: Recruit and retain a diverse trainee pool.

Incorporate Cultural and Linguistic Competency: Strategy J: Incorporate cultural and linguistic competence into every class, workshop, and other training, preferably in the beginning of the program, so that knowledge and skills can be implemented and developed throughout the year.

Finding a Path to Bridging Racial Divides

Posted: 04/12/2021

Theme: Infrastructure

Objective: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).

Readiness: Strategy N: Encourage people to share their perspectives at the time they are ready, as forced communication tends to increase discomfort.

Is Diversity Moral? Educational?

Posted: 04/09/2021

Theme: Infrastructure

Objective: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).

Values & attitudes: Strategy E: Address diversity, inclusion, and cultural and linguistic competence in values and attitudes within own organization.

APHA: Advancing Racial Equity Webinar Series - Discussion Guide

Posted: 03/26/2021

Theme: Infrastructure

Objective: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).

Facilitation: Strategy O: Obtain training in facilitation and/or group conversation.

Race on Campus: When Diversity Wasn't Enough, One College Created a Blueprint for Belonging

Posted: 03/26/2021

Theme: Infrastructure

Objective: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).

Intervene: Strategy Q: Intervene when issues of bias arise. Step in and speak up when seeing or hearing someone being culturally insensitive. This is everyone’s responsibility.

Welcome to Race on Campus. This week, we'll share how Albion College responded when it found that being on campus is not the same as belonging. Then we'll talk with one diversity officer about why colleges need to educate students and faculty members on anti-Asian racism. And we'll share the details on an upcoming virtual event featuring student-body presidents of color.

The Future Liberation of Disability Movements

Posted: 03/26/2021

Theme: Infrastructure

Objective: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).

Trusted news: Strategy C: Obtain information from people and grassroots news sources that are trusted in diverse communities to understand the perspectives of people living in those communities.

Author Valerie Novack (she/her) is a Black and Latina disability policy researcher focusing on inclusive infrastructure and emergency management practices. She focuses on integrating the expertise of lived experience and grassroots efforts of marginalized peoples into policymaking at the local, state, and federal levels.

Health Equity: Permanent Supportive Housing with Housing First (Housing First Programs)

Posted: 03/01/2021

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Share Data: Strategy B: Share data to help drive research priorities.

Each year in the United States, an estimated 1.4 million people stay in a homeless shelter at least once, and many others who are homeless do not use shelters (U.S. Department of Housing and Urban Development [HUD], 2018). Homelessness is associated with lower income and is more common among racial and ethnic minority populations (HUD, 2018).

Homelessness is associated with multiple health problems, increased mortality, and increased use of health care and other services (Caton et al., 2007). Approximately half (49.2%) of the people experiencing homelessness have a disabling condition, which the Department of Housing and Urban Development defines as having limitations in conducting daily life activities, or in working or living independently, or having a diagnosis of HIV infection (including AIDS; Henry et al., 2018).

Recalibrating the Use of Race in Medical Research

Posted: 03/01/2021

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Historical Trauma: Strategy A: Learn about the historical trauma suffered by community groups. Know about unethical research conducted with state and national and international groups. Build/rebuild trust with communities.

Race as a variable in medical research has long been a contentious issue.1 It is widely accepted that race is an indistinct construct that is not always measured accurately and standardized. In 1999, the Human Genome Project emphasized race as nonbiological with no basis in the genetic code. What, then, does race define

Why Your ‘Objective’ Screening Rubric Produced Biased Results

Posted: 02/26/2021

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Equitable Hiring Practices: Strategy K: Systematically review and monitor hiring practices and identify how diversity, inclusion, and cultural and linguistic competence are addressed at every stage of the process from recruitment to interviewing to hiring.

Five things that search committees can do to move more women and people of color forward in the executive-hiring process.

The Skinny on Teaching Evals and Bias

Posted: 02/19/2021

Theme: Infrastructure

Objective: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).

Unconscious bias: Strategy B: Self-awareness, self-reflection, and self-evaluation are essential. Deliberately and intentionally explore unconscious biases and attitudes.

New analysis seeks to make sense of what's really going on with respect to gender and other kinds of bias and teaching evaluations. It offers suggestions for meaningful evaluations during COVID-19 and beyond.

Dismantling Disparities in Communities: Resources and Tools to Advance Systems Change

Posted: 02/08/2021

Theme: Infrastructure

Objective: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.

Making Measurable Outcomes: Strategy O: Include specific goals/objectives related to diversity, inclusion, and cultural and linguistic competence in strategic plan, 5-year plans, and other guiding documents and proposals.

Given the complexity of social change efforts in an increasingly urgent social justice and geopolitical moment, the question is no longer whether funders and community partners should invest and engage in systems change work, but how. These efforts require more equitable approaches to address disparities in communities, including raising community voice, changing policies, and rethinking practices. And as many foundations and community leaders develop, co-design, or refine programs in education, employment, and public health, among other areas, there are opportunities for them to more deeply root investments and engage with communities to sustain their impact.

The promise of scientific partnerships with people on the spectrum

Posted: 01/29/2021

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

CBPR: Strategy F: Engage diverse communities and people with disabilities in defining research questions, research design and conduct, and reporting results. Engage in Community Based Participatory Research approaches.

Competencies Promise to Reduce Health Care Disparities for Millions of Americans with Disabilities

Posted: 01/04/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Information Clearinghouse: Strategy F: Create a clearinghouse of resources providing information on systems of beliefs in I/DD intellectual and developmental disabilities, decision-making, care, support, healing, education and advocacy that emerge from different cultures and communities where diverse populations live

Deconstructing Racism and Ableism in the School-to-Prison Pipeline

Posted: 01/04/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Historical Trauma: Strategy N: Learn about the historical trauma suffered by community groups. Know about unethical research conducted with state and national and international groups. Build/rebuild trust with communities.

Program Evaluation Tip Sheet: Integrating Cultural Competence into Evaluation

Posted: 12/03/2020

Theme: Performance Measurement

Objective: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Measurable Goals: Strategy N: Develop measurable goals/objectives related to increasing diversity, inclusion, and cultural and linguistic competence in each core function, in addition to trainees and personnel (regardless of whether funder requires this).

How a Search Committee Can Be the Arbiter of Diversity

Posted: 11/10/2020

Theme: Infrastructure

Objective: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.

Diversifying Leadership: Strategy U: Diversify leadership staff. Develop additional layers in organizational structure so there is a clear path for early career professionals to gain leadership experiences and enter leadership roles within AUCD central office.

Fannie Lou Hamer Leadership Program

Posted: 11/06/2020

Theme: Personnel and Trainees

Objective: Establish mentorship programs to support professional development of staff, faculty, and trainees.

Empower Young Adults: Strategy A: Identify opportunities to empower young adults.