All Strategies
Strategy C: Identify leadership development and continuing education opportunities that cultivate skills in diversity, inclusion, and cultural and linguistic competence.
Infrastructure > Provide and participate in ongoing staff and faculty training.
Identify leadership development and continuing education opportunities that cultivate skills in diversity, inclusion, and cultural and linguistic competence.
Updated On 07/29/2020
Strategy I: Ensure clear expectations for action following every conference or meeting with community stakeholders, and in every collaboration.
Personnel and Trainees > Develop and nurture partnerships with organizations representing or affiliated with diverse communities.
Ensure clear expectations for action following every conference or meeting with community stakeholders, and in every collaboration. Develop action items at the end of each meeting, or within 24-48 hours afterward. This will ensure talk is followed by action. Follow-up builds trust.
Updated On 05/01/2020
Strategy B: Partner with other federal agencies/administrations to collaborate on their minority pipeline initiatives, leaning on common goals to reduce disparities and increase resiliencies. Create an undergraduate Disability Studies minor to help build minority student interest in pursuing graduate studies in UCEDD/LEND. Consider creating this minor in partnership with Minority Serving Institutions, and encourage fellow professors to promote it. Develop clearinghouse of relevant pipeline programs UCEDDs and LENDs may partner with and promote.
Core Functions > Engage in educational and career pipeline activities for staff, faculty and trainees
Partner with other federal agencies/administrations to collaborate on their minority pipeline initiatives, leaning on common goals to reduce disparities and increase resiliencies. Create an undergraduate Disability Studies minor to help build minority student interest in pursuing graduate studies in UCEDD/LEND. Consider creating this minor in partnership with Minority Serving Institutions, and encourage fellow professors to promote it. Develop clearinghouse of relevant pipeline programs UCEDDs and LENDs may partner with and promote.
Updated On 06/25/2019
Strategy J: Ensure all websites are accessible.
Core Functions > Address language, culture, literacy, and access barriers in all published materials and activities
Ensure all websites are accessible.
Updated On 06/25/2019
Strategy C: Engage in educational and career pipeline activities for staff, faculty, and trainees.
Core Functions > Engage in educational and career pipeline activities for staff, faculty and trainees
Increase partnerships with professional organizations representing disability and/or health professionals from disadvantaged and underrepresented backgrounds. Engage high school, community college, Minority Serving Institutions, and other undergraduate student populations to build awareness and interest in careers and education in the disability field. Provide technical assistance to support culturally diverse UCEDD/LEND junior faculty to increase grantwriting skills.
Updated On 04/10/2019
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 A: 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.
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 B: 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).
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 C: 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.
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 D: (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
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 E: 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.
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 G: 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.
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 H: 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.
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 I: Ensure performance reviews, site visits, and other quality improvement activities are implemented in culturally and linguistically competent manner.
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