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  • Responding to increasingly diverse communities across the country
    DIVERSITY & INCLUSION TOOLKIT:

    This collaborative toolkit provides concrete objectives, strategies, and resources that help enhance diversity, inclusion, and cultural and linguistic competence; cultivate partnerships; respond to increasingly diverse communities across the country, and develop strategies for continuing efforts to better serve diverse populations.

    We welcome you to incorporate the resources and strategies outlined in this toolkit within the context of your organization!

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DIVERSITY & INCLUSION TOOLKIT:

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RECENTLY ADDED RESOURCES

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.

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.

DIVERSITY & INCLUSION in ACTION

Special Interest Group and Open Dialogues to Promote Equity, Diversity, and Inclusion at CLD

The Center for Leadership in Disability (CLD) at Georgia State University created a special interest group (SIG) to further their work in promoting equity, diversity, and inclusion. The SIG has been meeting regularly and engages the larger staff on pressing topics relating to equity, diversity, and inclusion, especially in regard to ongoing racial violence in the U.S. One approach of the SIG is to use Open Dialogues to promote personal self-reflection and reflection on center's activities as it relates to current events.

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