All Strategies

AUCD Diversity & Inclusion Toolkit Logo
Search through all strategies included within this toolkit.

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

Core Functions > Address language, culture, literacy, and access barriers in all published materials and activities

Comply with federal guidelines addressing access and inclusion: Executive order 13116, Title VI Language access act, CLAS Standards.

Updated On 12/13/2018

Strategy E: Identify underrepresented trainees, staff and faculty; provide mentorship and professional development with an eye toward hiring and/or promotion.

Core Functions > Engage in educational and career pipeline activities for staff, faculty and trainees

Identify underrepresented trainees, staff and faculty; provide mentorship and professional development with an eye toward hiring and/or promotion. Develop an employment matching program to support hiring of graduating trainees within the network, especially for trainees of underrepresented backgrounds.

Updated On 12/13/2018

Strategy 1: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Develop workgroup of members representing AIDD and/or MCHB, AUCD central office and Multicultural Council (MCC), and other network leaders to develop priorities for action that will guide the network forward, which all UCEDDs and/or LENDs can commit to as a path.

Updated On 09/24/2018

Strategy 2: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Partner with Office of Minority Health to determine demographic data related to a broad definition of diversity and inclusion that may be reported by federal grantees, and how that data can best be collected within each function (training, service, research, info dissemination). Establish workgroup of network members and external experts to operationalize recommendations. Implement recommendations by updating OMB-approved reporting guidelines. Provide funding for AUCD to update NIRS accordingly.

Updated On 09/24/2018

Strategy 3: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Establish a priority to collaboratively create evidence-based "indicators of high performance" that identify proven practices such as cultural brokering, mentorship, etc. that are known to improve diversity, inclusion, and cultural and linguistic competence. Take care not to codify or objectify relationships too much.

Updated On 09/24/2018

Strategy 4: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

(AIDD only) Review MCHB-required Performance Measures (PMs) for LEND programs and determine if/how to duplicate these requirements for UCEDDs, consulting with MCHB as appropriate: (1) Trainee Diversity (PM 09): MCHB collects data on the percentage of participants in MCHB long-term training programs who are from underrepresented racial and ethnic groups, (2) Cultural Competence (PM10): MCHB collects data on the degree to which MCHB-funded programs have incorporated cultural and linguistic competence elements into their policies, guidelines, contracts and training. Grantees rate the degree to which their programs have incorporated cultural and linguistic competence across 10 elements, and (3) Faculty Diversity: The Division also collects race and ethnicity data for all faculty and staff that contribute to MCH Training Program grants.

Updated On 09/24/2018

Strategy 5: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Ensure new Requests for Proposals (RFPs) and Funding Opportunity Announcements (FOAs) emphasize diversity, inclusion, and cultural and linguistic competence and require related goals and objectives for how UCEDDs/LENDs will identify and address needs of diverse communities within State or Territory.

Updated On 09/24/2018

Strategy 7: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Include cultural brokering in MCH Competencies for LEND trainees, and in interdisciplinary training within UCEDD/LEND training programs. Skills include learning how to find, recognize and collaborate with cultural brokers.

Updated On 09/24/2018

Strategy 8: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Identify promising practices related to diversity, inclusion, and cultural and linguistic competence in annual reporting, final reporting, and all applications. Engage AUCD to package and disseminate information to network.

Updated On 09/24/2018

Strategy 9: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Ensure performance reviews, site visits, and other quality improvement activities are implemented in culturally and linguistically competent manner. Enlist experts to help structure culturally and linguistically competent approaches in all quality review processes.

Updated On 09/24/2018

Strategy 10: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Hold funded programs accountable for compliance with federal guidelines addressing access and inclusion: Section 508 of the Rehabilitation Act, Executive order 13116, Title VI Language access act, CLAS Standards.

Updated On 09/24/2018

Strategy 11: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Review results of Toolkit team's network survey request related to reporting diversity, inclusion, and cultural and linguistic competence in NIRS. Collaborate with data coordinators, other network members, and external experts, use findings to create field in NIRS for Centers/Programs to report on diversity, inclusion, and cultural and linguistic competence efforts, regardless of whether it is required for federal reporting. Collect information from this field to share strategies and successes within the network.

Updated On 09/24/2018

Strategy 12: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Develop fields in NIRS for all Center/Program staff to report on language(s) spoken, regardless of whether it is required for federal reporting.

Updated On 09/24/2018

Strategy 13: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

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).

Updated On 09/24/2018

Strategy 14: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence

Performance Measurement > Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Collect data on diversity and inclusion of staff/faculty who get promoted and get tenure. Identify trends and develop plan to address resiliencies and disparities collaboratively with University.

Updated On 09/24/2018

 
SEND Your Feedback