AUCD Diversity & Inclusion Toolkit Logo
  • Responding to increasingly diverse communities across the country
    Equity, Diversity, and Inclusion Hub

    The Equity, Diversity, and Inclusion Hub provides resources, examples, and action steps that help enhance diversity, equity, and inclusion and promote cultural humility and responsiveness. The hub brings together the variety of existing resources available in the AUCD network all in one place. It also shares stories of how network members are promoting equity, diversity, and inclusion at their centers and programs and how to engage with AUCD technical assistance initiatives.

    We welcome you to incorporate the resources and strategies available within this hub into the context of your organization!

DIVERSITY & INCLUSION TOOLKIT:

RECENTLY ADDED RESOURCES

Kennedy Krieger Interfaith Accessibility Project

Posted: 11/21/2023

Theme: Infrastructure

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

Highlight success: Strategy R: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.

As the holiday season approaches, we look forward to gathering with loved ones, family, and friends. Whether for faith services, festivals, lighting, etc., we gather together in community to celebrate our shared humanity, give back, and give thanks. However, a lack of accessibility can limit one's participation in cultural, spiritual, or familial activities. Seeing this problem, the Kennedy Kriger Institute in Baltimore, in conjunction with interfaith leaders and the community, has come together to address the issue of inaccessible faith and community spaces, and their work has been detailed in an article by the Baltimore Sun. 

 

Announcing Additional Components of The ED&I Hub, New Access And Belonging Objectives.

Posted: 09/26/2023

Theme: Infrastructure

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

Leadership priority: Strategy A: Leaders at every level should promote diversity, inclusion, and cultural and linguistic competence as a priority.

  • AUCD’s Equity, Diversity, and Inclusion Hub is expanding to highlight the additional priority areas of access and belonging. In ensuring the participation and input of all our community members, it is vital to prioritize access and the removal of systemic and physical barriers to full participation. The denial of access, in all its forms, has historically been used to hinder social justice work and undermine the promotion of human dignity and community belonging. 
  • We encourage our partners, members, and centers to share out resources related to access and belonging. Please share these resources directly with our Community Inclusion Team at AUCD.  

Digital Access Tutorial for Users of Augmentative and Alternative Communication

Posted: 08/02/2023

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Support Staff: Strategy D: Develop an effective partnership with disabled people's support staff so they also feel welcome. Many support staff may be from diverse backgrounds, so how they are included will be felt (and probably shared), leading to prospective allies for cross cultural initiatives.

Isaac Baldry from the Rural Institute For Inclusive Communities at the University of Montana tells us about accessibility needs for ACC (Augmentative and alternative communication) users in Zoom meetings.


Embedding Cultural Diversity and Cultural and Linguistic Competence

Posted: 03/08/2023

Theme: Infrastructure

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

Modeling Your Priorities: Strategy D: Model and promote diversity, inclusion, and cultural and linguistic competence as a priority for all levels of the organization.

This project is designed to research, develop, and disseminate a set of resources for the national network of University Centers for Excellence in Developmental Disabilities (UCEDDs) to embed cultural diversity and cultural and linguistic competence (CLC) in their curricula and training activities. The project builds the capacity of network programs to embed widely accepted CLC policies, structures, and practices across the four UCEDD core functions of pre-service training and continuing education, community services, research, and information dissemination. The project has a special focus on unserved and underserved communities in the United States, its territories, and tribal communities. This project is conducted in collaboration with key stakeholders in the UCEDD network and funded by the Administration on Intellectual and Developmental Disabilities, Administration for Community Living, U.S. Department of Health and Human Services.

Inventory of Resources for Standardized Demographic and Language Data Collection

Posted: 12/12/2022

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.

Collecting standardized patient demographic and language data
across health care systems is an important first step toward improving
population health. Comprehensive patient data on race, ethnicity, language,
and disability status are key to identifying disparities in quality of care and
targeting quality improvement interventions to achieve equity. Here you will find
an overview of:
• Minimum standards for data collection as outlined by the U.S. Department of
Health and Human Services;
• Best practices and guidelines for health care organizations in implementing
standardized data collection, including information to address key challenges in
collecting these data;
• Training tools and webinars to help health care organizations educate their staff
on the importance of standardized data collection and best practices for data
collection; and
• Sentinel articles and books that provide in-depth discussion of issues,
challenges, recommendations, and best practices in standardized
data collection.

A Tool to Help Your Group Be More Culturally Competent (plain language introduction)

Posted: 09/26/2022

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 Global

Posted: 09/26/2022

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 is Not a Quota System

Posted: 09/26/2022

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Hiring Events: Strategy AC: Create focused hiring events, reaching out to faculty associations for underrepresented groups or graduate student associations.

Employee Resource Groups

Posted: 09/26/2022

Theme: Personnel and Trainees

Objective: Establish mentorship programs to support professional development of staff, faculty, and trainees.

Peer Mentoring: Strategy D: Develop a mentorship model that supports peer-to-peer mentoring of faculty, staff and trainees from diverse backgrounds across network Centers/Programs.

Policy & Advocacy : Employments Training and wages

Posted: 09/26/2022

Theme: Infrastructure

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

Leadership priority: Strategy A: Leaders at every level should promote diversity, inclusion, and cultural and linguistic competence as a priority.

Disability Justice: An Audit Tool

Posted: 08/08/2022

Theme: Performance Measurement

Objective: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Measurable Goals: Strategy N: 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).

Disability Justice: An Audit Tool” is aimed at helping Black, Indigenous and POC-led organizations (that are not primarily focused around disability) examine where they’re at in practicing disability justice, and where they want to learn and grow. It includes questions for self-assessment, links to access tools, organizational stories and more. Fill out the form below to download a PDF of the tool.

Global Diversity and Inclusion Fostering Innovation Through a Diverse Workforce

Posted: 07/14/2022

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Goal Setting: Strategy E: Set goals for diversity, inclusion, and cultural and linguistic competence of staff/faculty according to the needs within the program or organization.

Fostering Innovation through a diverse workforce. A PDF that includes tips on improving the workforce with innovation.

Background and Process for Developing Disparity Measures

Posted: 07/13/2022

Theme: Performance Measurement

Objective: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Measurable Goals: Strategy N: 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).

This document includes information on background and process for developing Disparity Measures. The document also includes an infographic on the process for developing revising disparity measures.  

Global Diversity and Inclusion Fostering Innovation Through a Diverse Workforce

Posted: 07/13/2022

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Dedicated Staff Position: Strategy A: Create a staff position primarily for diversity, inclusion, and cultural and linguistic competence, as this makes a statement about the importance of the topic.

PDF document with practices for innovation through a diverse workforce . The PDF touches on Diversity and inclusion.

Approaches to Managing Organizational Change

Posted: 07/11/2022

Theme: Infrastructure

Objective: Provide and participate in ongoing staff and faculty training.

Organizational Structure: Strategy D: Model an organizational structure that values different perspectives and participation by all regardless of cultural identity.

Much has been written about the nature of change and the best methods to manage it. Based on the research, we now have a better understanding of the steps that must be taken to ensure that change efforts have a significant and lasting impact. In this article, I discuss some of the most well known and popular models of the change
process.

Guide to Providing Effective Communication and Language Assistance Services

Posted: 07/05/2022

Theme: Core Functions

Objective: Address language, culture, literacy, and access barriers in all published materials and activities

Customizable materials: Strategy F: Develop materials that can be customized by other organizations and community members for varying audiences and communities.

The Guide will help you and your organization provide effective communication and language assistance services to culturally and linguistically diverse individuals receiving care and services from your organization.
It covers strategies for communicating in a way that considers the cultural, health literacy, and language needs of your patients and their families.

National Culturally and Linguistically Appropriate Services (CLAS) Standards

Posted: 06/29/2022

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.

The National CLAS Standards are a set of 15 action steps intended to advance health equity, improve quality, and help eliminate health care disparities by providing a blueprint for individuals and health and health care organizations to implement culturally and linguistically appropriate services.

Peer Support to Engage People with Intellectual and Developmental Disabilities (IDD) in Research

Posted: 06/22/2022

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Promote Best Practices: Strategy D: Create a clearinghouse and provide TA events addressing research that responds to and engages underserved communities, in collaboration with AUCD Central Office and the Council on Research and Evaluation (CORE).

This toolkit is designed for:

  • Researchers with IDD who want to use peer support to engage their peers with IDD in research
  • Research team leaders, who may or may not have a disability, who want to use peer support to include more people with IDD on their teams.

The toolkit includes information about:

  • What is peer support?
  • Roles and strategies for peer supporters
  • How peer support can be used during research engagement
  • Ways peer supporters can help across the phases of research
  • Information about recruiting and hiring
  • Considerations for supports and accommodations

Reconciling the Past and Changing the Future: Engaging Young Adults with IDD-MH and Researchers in Comparative Effectiveness Research

Posted: 03/31/2022

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.

This website shares what was learned during a project to begin to reconcile past harms and change the way research is conducted with persons with intellectual and/or developmental disabilities and mental health service experiences (IDD-MH) and their families.

Health Equity Guiding Principles for Inclusive Communication

Posted: 03/15/2022

Theme: Core Functions

Objective: Address language, culture, literacy, and access barriers in all published materials and activities

Cultural Brokers: Strategy O: Identify community leaders and organizations that serve as cultural brokers for their respective communities, e.g., ethnic chambers of commerce, faith leaders, community development programs, etc.

CDC’s Health Equity Guiding Principles for Inclusive Communication emphasize the importance of addressing all people inclusively and respectfully. These principles are intended to help public health professionals, particularly health communicators, within and outside of CDC ensure their communication products and strategies adapt to the specific cultural, linguistic, environmental, and historical situation of each population or audience of focus.

Infusing Intersectionality into Disability Employment Systems Change Efforts: A Primer for Strengthening your Organization’s Internal Focus on Diversity, Equity, and Inclusion

Posted: 03/01/2022

Theme: Infrastructure

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

Planning Infrastructure: Strategy B: Be systematic and intentional in planning infrastructure to enhance efforts. Complete an organizational self-assessment to establish a baseline in diverse and inclusive efforts.

This Primer is focused on helping grantees identify how to infuse diversity, equity, and inclusion in policy and programming to increase competitive, integrated employment for people with disabilities from marginalized and underserved populations.

Webinar: Faith, Disability, Mental Health, and Research: Engaging Black People of African Descent in the Dialogue

Posted: 02/24/2022

Theme: Personnel and Trainees

Objective: Develop and nurture partnerships with organizations representing or affiliated with diverse communities.

Build Capacity: Strategy O: Develop partnerships with community-based organizations in ways that enhance the resources and activities of those organizations, and build trust. Broaden and diversify Councils and SIGs.

In this webinar, which will take place February 23, 2022 at 12:00 p.m. Eastern Time, Mirian E. Ofonedu, Ph.D., LCSW-C, will discuss the role that faith-based communities play in addressing the challenges experienced by Black people of African descent with autism, mental illness, and other disabilities. She will discuss strategies for addressing barriers to diagnosis and treatment services access and the distrust of medical research created by the historical events.

To address the personal experiences of exclusion and shame that Black people of African descent with autism, mental illness, and other disabilities experience, it is important that professionals utilize culturally appropriate community networks, such as faith-based communities, to increase disability awareness, reduce stigma, and improve Black people’s engagement in research and mental health services. View the webinar recording here.

Reconciling the Past and Changing the Future: Engaging Young Adults with IDD-MH and Researchers in Comparative Effectiveness Research

Posted: 02/07/2022

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.

This website shares what was learned during a project to begin to reconcile past harms and change the way research is conducted with persons with intellectual and/or developmental disabilities and mental health service experiences (IDD-MH) and their families.

Toolkit for Remote Inclusive Research

Posted: 02/01/2022

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Promote Best Practices: Strategy D: Create a clearinghouse and provide TA events addressing research that responds to and engages underserved communities, in collaboration with AUCD Central Office and the Council on Research and Evaluation (CORE).

This toolkit:

  • Is designed for research team leaders who want to include research team members with IDD.
  • Includes descriptions of strategies that can be used across different stages of a research process. For each strategy, the toolkit also includes:
  • Accommodations to make sure everyone on the team can participate
  • Adaptations to use strategies during remote collaboration
  • Accessible resources for team members, such as video directions for frequently used technologies and forms that can be individualized for your project
  • Suggestions of free and low-cost technologies that teams can use to collaborate remotely
  • Examples of other research projects that have used each strategy and accommodation

The Role of Cultural Diversity in Mentoring

Posted: 01/20/2022

Theme: Personnel and Trainees

Objective: Establish mentorship programs to support professional development of staff, faculty, and trainees.

Peer Mentoring: Strategy D: Develop a mentorship model that supports peer-to-peer mentoring of faculty, staff and trainees from diverse backgrounds across network Centers/Programs.

Workforce Recruitment Program

Posted: 01/12/2022

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Representative Hiring: Strategy F: Engage underrepresented staff/faculty to fill position vacancies.

Considerations for Improving Services for Native American/American Indian Individuals with Disabilities and Mental Health Concerns

Posted: 12/06/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Program Review: Strategy B: Review and examine all service programs, projects, and activities. Ensure that each addresses diversity, inclusion, and cultural and linguistic competence in alignment with organizational mission and values.

Fact sheet by the Mental Health and Developmental Disabilities (MHDD) National Training Center based on a study identifying four important factors on how disabilities are viewed by NA/AI people. This study was done by hearing directly from NA/AI people on this topic.

ASAN Foundations for Inclusive Advocacy Toolkit

Posted: 11/29/2021

Theme: Infrastructure

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

Social constructs: Strategy D: Recognize that when engaging with others, the culture you bring is a collection of social constructs (process of socialization), attitudes, knowledge, behaviors and values of what cultural group(s) you grew up with.

This toolkit provides easy-to-understand explanations of societal discrimination and definitions of some words used to talk about different forms of oppression.  

This toolkit will explain:

  • Respectful ways to learn about new people, like their names and pronouns
  • How stereotypes hurt people, and how to avoid them
  • How society, and individual people, discriminate against many different groups
  • The importance of listening to people about discrimination

Black and Brown Students Want Black and Brown Mentors. What’s a Primarily White Institution to Do?

Posted: 11/10/2021

Theme: Personnel and Trainees

Objective: Establish mentorship programs to support professional development of staff, faculty, and trainees.

Cross-AUCD Mentoring: Strategy E: Develop a mentorship model that supports UCEDDs and LENDs in their diversity, inclusion, and cultural and linguistic competence and inclusion planning and initiatives.

S. Brooke Vick from Muhlenberg College shares three ways mentoring efforts can support students of color.

Institute on Community Integration Policy Research Brief: The Direct Support Workforce and COVID-19: Low Wages and Racial Disparities

Posted: 11/01/2021

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.

A brief reporting findings from a recent study exploring direct support professionals (DSPs) providing support during the COVID-19 pandemic confirmed the critical shortage of DSPs supporting people with intellectual and developmental disabilities, reflected in high turnover and vacancy rates, and low wages they earn. Fear of becoming infected or spreading the virus to others and added responsibilities for childcare are among factors that have amplified staffing challenges and added stress to DSPs and the people they support.

Lessons Learned from AUCD's Language and Communications Access Plan

Posted: 11/01/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Individualized services: Strategy H: Provide services that are relevant and accessible, meeting the individualized needs of the people and families receiving services

From 2019-2021, the UCEDD Resource Center (URC) supported a pilot implementing the plan, with the creation of the Plain Language Advisory Group and Spanish Language Caucus. Join us to learn about the work of both groups, what the URC has learned in its efforts to improve the language and communications accessibility of its technical assistance, and how this might apply to the work at your center or program. We will also share out some resources for creating Spanish translations or plain language adaptations of existing materials.

Culturally and Linguistically Appropriate Services (CLAS) in Maternal Health Care

Posted: 08/30/2021

Theme: Infrastructure

Objective: Provide and participate in ongoing staff and faculty training.

Leadership Development and Continuing Education: Strategy C: Identify leadership development and continuing education opportunities that cultivate skills in diversity, inclusion, and cultural and linguistic competence.

This free, 2-hour e-learning program is designed for providers and students seeking knowledge and skills related to cultural competency, cultural humility, person-centered care, and combating implicit bias across the continuum of maternal health care.

NIH-funded Study Highlights Stark Racial Disparities in Maternal Deaths

Posted: 08/27/2021

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Research topics: Strategy I: Undertake research related to diversity and inclusion, resiliencies and disparities, the intersectionality of disability and other cultural identities

Racial and ethnic disparities in maternal mortality — deaths related to pregnancy or childbirth — in the United States may be larger than previously reported, suggests a study funded by the National Institutes of Health. By re-examining information on death certificates from 2016 and 2017, researchers found that the maternal mortality rate among non-Hispanic Black women was 3.5 times higher than among non-Hispanic white women. Previously, standard analyses had indicated a 2.5-times-higher death rate for Black women.

COVID-19 Data on Individuals with Intellectual and Developmental Disabilities

Posted: 08/23/2021

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.

Individuals with intellectual and developmental disabilities (ID/DD) are at greater risk for infection and adverse health outcomes due to COVID-19 than individuals without ID/DD for a variety of reasons, including a high prevalence of underlying medical conditions; difficulties accessing information, understanding or practicing preventative measures, and communicating symptoms of illness; and residing in a congregate care setting.
 
Despite the high risk of COVID-19 infection and mortality among individuals with ID/DD, there is no standardized national framework to facilitate the collection and sharing of COVID-related data for this population. An increased understanding of state collection and reporting of COVID-19 data for the ID/DD population may help inform future policies, programs, and practices that aim to reduce the risk of infection and mitigate adverse effects of COVID-19 and other infectious diseases.

MI-DDI Spanish Language COVID-19 Vaccine Infographics

Posted: 08/20/2021

Theme: Core Functions

Objective: Address language, culture, literacy, and access barriers in all published materials and activities

Emergency Preparedness: Strategy H: Ensure materials, meetings, and emergency preparedness information are accessible and culturally and linguistically responsive, addressing literacy level, language, cultural respect, physical and cognitive and sensory accessibility.

Michigan Developmental Disabilities Institute is excited to share six Spanish plain language infographics on the COVID-19 vaccine. MI-DDI's mission is to contribute to the development of inclusive communities and quality of life for people with disabilities and their families through a culturally sensitive, statewide program of training and education, community support and services, research, and sharing of information. 

Race on Campus: Escaping Diversity 'Change Traps'

Posted: 08/13/2021

Theme: Infrastructure

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

Planning Infrastructure: Strategy B: Be systematic and intentional in planning infrastructure to enhance efforts. Complete an organizational self-assessment to establish a baseline in diverse and inclusive efforts.

Welcome to Race on Campus. When colleges set out to tackle their lack of faculty diversity or problems with their campus climate, they often take the same steps they’ve always tried, seemingly in search of a quick fix. The American Association for the Advancement of Science seeks to help colleges take a slower, more systemic approach, our Sarah Brown reports.

Social-Emotional Learning (SEL) Parent Advocacy Toolkit

Posted: 07/23/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Individualized services: Strategy H: Provide services that are relevant and accessible, meeting the individualized needs of the people and families receiving services

This toolkit is designed to help parents advocate at their child’s school, school district, or school board for whole child education that is inclusive of students with disabilities. The toolkit is grounded using the 7 Principles for Serving Students With Disabilities & Intersectional Identities Through Social-Emotional Learning Approaches

Research Brief: Digital Access for Students in Higher Education and the ADA

Posted: 06/18/2021

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.

This brief will highlight research about digital access in higher education and summarize research on barriers to digital access, potential benefits of online learning for students with disabilities, accommodations in digital environments, and practical research about how to improve digital access.

From SMART to SMARTIE: How to Embed Inclusion and Equity in Your Goals

Posted: 06/04/2021

Theme: Performance Measurement

Objective: Establish guidance and measure progress toward diversity, inclusion, and cultural and linguistic competence.

Measurable Goals: Strategy N: 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).

When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.

AAPI Cultural Competency Course

Posted: 05/28/2021

Theme: Infrastructure

Objective: Provide and participate in ongoing staff and faculty training.

Leadership Development and Continuing Education: Strategy C: Identify leadership development and continuing education opportunities that cultivate skills in diversity, inclusion, and cultural and linguistic competence.

In partnership with the ADvancing IQ Learning Center, NAPCA developed a cultural competency course: Strengthening Cultural Competence in Information and Referral/Assistance Work with AAPI Older Adults. During this course, the National Resource Center on AAPI Aging provides a general overview of AAPI older adult populations throughout America, including demographic trends, cultural diversity and barriers to accessing services.

The course offers strategies for staff and providers to integrate cultural and linguistic competence into their work with AAPI older adults, strengthening access to the Aging Network’s long-term services and supports system for this diverse group. This hour-long course is free and provides a certificate of completion for those who successfully pass the course quiz.

Trauma-Informed Lawyering

Posted: 05/24/2021

Theme: Core Functions

Objective: Provide accessible, culturally and linguistically competent services

Individualized services: Strategy H: Provide services that are relevant and accessible, meeting the individualized needs of the people and families receiving services

A trauma-informed legal practice aims to reduce re-traumatization and recognize the role trauma plays in
the lawyer-client relationship. Integrating trauma-informed practices provides lawyers with the opportunity to
increase connections to their clients and improve advocacy.

Adults with Intellectual and Developmental Disabilities from Racial and Ethnic Minority Groups May Perceive Different Barriers to Healthcare than Their White Peers

Posted: 05/20/2021

Theme: Core Functions

Objective: Conduct research that is responsive to needs of and engages with underserved communities.

Research topics: Strategy I: Undertake research related to diversity and inclusion, resiliencies and disparities, the intersectionality of disability and other cultural identities

Access to healthcare is an important factor for individuals to have positive health outcomes and to maintain a positive health status. It is, therefore, important to minimize barriers to healthcare access, real or perceived. Prior research has also suggested that there are persistent health disparities between individuals from racial and ethnic minority groups and white Americans. The research suggests the disparities may be related to mistrust of healthcare providers and the healthcare system among Black and Latinx individuals, due in part to prior history of discrimination, medical injustices (e.g. Tuskegee Experiment), and negative perception of the medical industry. Among the Latinx community, barriers and sources of mistrust include lack of language translation services and concerns about immigration status.

Language Access Rights: Tips for Advocates of Limited English Proficient Older Adults

Posted: 05/20/2021

Theme: Core Functions

Objective: Address language, culture, literacy, and access barriers in all published materials and activities

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

This Practice Tip offers advice to advocates and counselors working with Limited English Proficient (LEP) older adults to better assert their language access rights.

The DEI Pathway to Promotion

Posted: 05/14/2021

Theme: Personnel and Trainees

Objective: Establish mentorship programs to support professional development of staff, faculty, and trainees.

Mentoring & Promotions: Strategy B: Ensure that staff members from marginalized communities have access to mentoring and the opportunity for promotions.

Indiana University-Purdue University Indianapolis says it's putting its policies where its mouth is, approving new promotion and tenure options based on diversity, equity and inclusion work.

Neurodiversity in the Workplace

Posted: 04/23/2021

Theme: Personnel and Trainees

Objective: Hire and retain a diverse and inclusive workforce of staff and faculty.

Representative Hiring: Strategy F: Engage underrepresented staff/faculty to fill position vacancies.

Finding a Path to Bridging Racial Divides

Posted: 04/12/2021

Theme: Infrastructure

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

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

Is Diversity Moral? Educational?

Posted: 04/09/2021

Theme: Infrastructure

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

Values & attitudes: Strategy E: Address diversity, inclusion, and cultural and linguistic competence in values and attitudes within own organization.

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.

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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.

Recent Podcast Episodes of AUCD Network Narratives

Image of a globe with a burst of lines with sound waves. Text AUCD Network Narratives Real Stories from Our Members

Ep 23: Resiliency of Black and African American families of young children during COVID with Yetta Myrick

Yetta Myrick is a mother of a teenage son on the autism spectrum. She is the founder and president of DC Autism Parents -a non-profit organization.  In this episode, Jeiri is joined by Yetta to discuss her role as a mother and advocate, and how she promotes developmental monitoring to get her community the help, they need to access services for their children.

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DIVERSITY & INCLUSION in ACTION

Where Disability and Diversity Meet

Institute for Disability Research, Policy & Practice (IDRPP) is home to one of six equity, diversity and inclusion coaches who advise the nation’s university-based centers on disability.  Dr. Eduardo Ortiz’s role with AUCD lasts through September 29. But he said work on understanding diversity and its intersection with disability should—and will—continue much farther into the future at IDRPP.

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