All Strategies

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Search through all strategies included within this toolkit.

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: 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 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

Strategy 15: 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 all faculty and staff are entered in the AUCD Directory. Ensure all have option to self-select their own race/ethnicity for reporting. This will improve accuracy and breadth of available data as network makes progress.

Updated On 09/24/2018

Strategy 2: Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Funding > Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Ensure funding and time provided for initiatives addressing diversity, inclusion, and cultural and linguistic competence is substantial enough to pay for appropriate expert consultation, sustained network involvement, and technical assistance to plan and implement efforts that will make an impact and drive long-term change.

Updated On 09/24/2018

Strategy 3: Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Funding > Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Provide one-year funding to consortium of network members and external experts 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.

Updated On 09/24/2018

Strategy 4: Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Funding > Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Provide financial support to programs with strategic accountable plans to mentor support to trainees, faculty, and staff.

Updated On 09/24/2018

Strategy 5: Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Funding > Create and utilize funding sources to support diversity, inclusion, and cultural and linguistic competence efforts

Increase funding in areas that address resiliencies and disparities, intersectionality of disability and other cultural identities, and diversity and inclusion scholarship

Updated On 09/24/2018

 
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