All Strategies

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Search through all strategies included within this toolkit.

Strategy 11: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Increase teamwork to ensure everyone’s voice is heard and understood, so all have a chance to be a leader in different situations and to present their work and progress to others.

Updated On 09/21/2018

Strategy 12: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Practice cultural humility.

Updated On 09/21/2018

Strategy 13: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Be aware of nonverbal body language, ensure clarity of information, and provide support for people to engage. Learn the non-verbal communication styles of various cultures. Check in with others to ensure their nonverbal cues are being understood correctly. Allow others the time needed to express themselves. Teach these skills to all staff, volunteers, faculty, and trainees.

Updated On 09/21/2018

Strategy 14: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

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

Updated On 09/21/2018

Strategy 15: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Obtain training in facilitation and/or group conversation.

Updated On 09/21/2018

Strategy 16: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Focus on individual and community strengths and resiliencies. Address the disparities and disproportionality within diverse communities. People of color and people with disabilities are often discussed in a pathological way. Factors that contribute to resiliency are critical to explore and bolster as disparities, disproportionality, and inequities are being addressed. Quote: “I think we should also consider a focus on resiliency instead of (or addition to) health disparities. In a recent conversation with one of our state’s Tribal Review experts, she told me that disparities language can often feel like reifying oppression for Alaska Natives, and very paternal to boot e.g. ‘You Alaska Natives are so unhealthy, you have the highest rates of sexual violence, diabetes, lack of education, poverty, TBI, STDs, homicide, mental health problems, tobacco use, obesity, FASD, domestic violence…You are just so oppressed you need our help!’ My contact said a focus on resiliency and thriving may be more effective, and less oppressive.” –Rebekah Moras, PhD, Research Professional, Center for Human Development (AK)

Updated On 09/21/2018

Strategy 17: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Intervene when issues of bias arise. Step in and speak up when seeing or hearing someone being culturally insensitive. This is everyone’s responsibility. Create a climate where people feel comfortable to challenge one another on attitudes not in support of diversity. Create culturally appropriate grievance and conflict resolution processes. Quote: “There was a training offered for staff on cultural competency. The speaker was a highly respected man in the community and had done this talk in years past. However, when doing this most recent training he went rogue and decided to talk about his own religious beliefs and made several culturally insensitive remarks. The auditorium was silent and no one knew how to respond. At question and answer time no one said anything. We held a public forum following this event and discussed what happened. The main thing we talked about is why didn’t anyone stand up and say anything? Why wasn’t this addressed at this time? We realize now where more training is needed.” – Bethany Sloane, DPT, Assistant Professor, Institute on Development & Disability, Oregon Health & Science University

Updated On 09/21/2018

Strategy 18: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Encourage and highlight grantee successes related to diversity, inclusion, and cultural and linguistic competence through blog posts, website articles, workgroup participation, and other means with a focus on replication of best and promising practices. Support multiple diverse and young staff to attend AUCD conference and other meetings, participate in Councils and SIGs, and run for AUCD’s Board of Directors.

Updated On 09/21/2018

Strategy 19: Create and promote a safe and inclusive environment in all settings (office, clinic, school, others)

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

Implement quality improvement initiatives related to diversity, inclusion, and cultural and linguistic competence; this indicates a priority for others. Quote: “When I began working on improving cultural competence within the IDD at OHSU I began reaching out to other LEND programs. I had weekly meetings with PACWest LEND, New Mexico LEND, and Vermont LEND. I will be inviting this year’s LEND trainee to be a part of the diversity task force if this is an area of interest. Also, I have applied to be on the diversity advisory council here at OHSU as a young professional that is very enthusiastic and passionate about this initiative. I have sent out a survey to IDD staff in order to get a baseline on where our needs in the department are and then be able to work from there. I will continue to reassess this using a survey approximately every 3 years.” – Bethany Sloane, DPT, Assistant Professor, Institute on Development & Disability, Oregon Health & Science University

Updated On 09/21/2018

Strategy 1: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities

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

Address diversity, inclusion, and cultural and linguistic competence in value statement for organization. Develop new language collaboratively with all members of organization, including “collective intelligence” of other external partners.

Updated On 09/21/2018

Strategy 2: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities

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

Be systematic and intentional in planning infrastructure to enhance efforts. Complete an organizational self-assessment to establish a baseline in diverse and inclusive efforts. Involve organizational members, boards/advisors, individuals and families receiving services, interpreters, and cultural brokers. This includes review of organizational policies and practices, finance and contracting functions, budget, governance, outreach, and engagement to identify how support for diversity, inclusion, and cultural and linguistic competence is present in each area. Disseminate findings from organizational self-assessment and utilize those findings to guide change, involving staff and partners where greater support and impact is needed in each function. Check-in annually for progress and re-evaluate/re-adjust as needed.

Updated On 09/21/2018

Strategy 3: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities

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

Ensure funds are budgeted for efforts related to diversity, inclusion, and cultural and linguistic competence. This may include budgeted funds for cultural brokering, language translation, video captioning, American Sign Language (ASL) interpreters, accessibility accommodations, child care, professional development, and more. Reduce other budget lines, particularly staff and faculty who can be covered by other leveraged funds, to create funding needed to support this effort. Where unanticipated program savings arise, utilize them for these efforts.

Updated On 09/21/2018

Strategy 4: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities

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

Model and promote diversity, inclusion, and cultural and linguistic competence as a priority for all levels of the organization. Communicate the importance of this topic to all staff, students, interns, grantees, volunteers, and federal and community partners.

Updated On 09/21/2018

Strategy 5: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities

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

Evaluate time and effort devoted to planning for initiatives in diversity, inclusion, and cultural and linguistic competence versus implementing those initiatives. Ensure planning leads to action.

Updated On 09/21/2018

Strategy 6: Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities

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

Give publicity and attention to the positive effects of improving diversity, inclusion, and cultural and linguistic competence. Share success stories internally- and also on the Toolkit website- for broader dissemination within the network.

Updated On 09/21/2018

 
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