All Strategies
Strategy D: Develop a mentorship model that supports peer-to-peer mentoring of faculty, staff and trainees from diverse backgrounds across network Centers/Programs.
Personnel and Trainees > Establish mentorship programs to support professional development of staff, faculty, and trainees.
Develop a mentorship model that supports peer-to-peer mentoring of faculty, staff and trainees from diverse backgrounds across network Centers/Programs.
Updated On 09/21/2018
Strategy D: Model and promote diversity, inclusion, and cultural and linguistic competence as a priority for all levels of the organization.
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 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.
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 S: Implement a network-wide learning collaborative, action learning team, or community or practice as a forum for shared learning.
Infrastructure > Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.
Implement a network-wide learning collaborative, action learning team, or community or practice as a forum for shared learning.
Updated On 09/21/2018
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.
Infrastructure > Create and promote a safe and inclusive environment in all settings (office, clinic, school, others).
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 and what you experienced throughout life. Recognize and acknowledge the inherent bias you bring, and value the different life experiences and perspectives of others.
Updated On 09/21/2018
Strategy B: Ensure that staff members from marginalized communities have access to mentoring and the opportunity for promotions.
Personnel and Trainees > Establish mentorship programs to support professional development of staff, faculty, and trainees.
Ensure that staff members from marginalized communities have access to mentoring and the opportunity for promotions.
Updated On 09/21/2018
Strategy C: Provide opportunities for faculty, staff, volunteers or trainees to participate in an exchange program with another network Center/Program to foster potential mentorship relationships and support cross-collaborative efforts.
Personnel and Trainees > Establish mentorship programs to support professional development of staff, faculty, and trainees.
Provide opportunities for faculty, staff, volunteers or trainees to participate in an exchange program with another network Center/Program to foster potential mentorship relationships and support cross-collaborative efforts.
Updated On 09/21/2018
Strategy T: Provide more non-academic options for participation at annual conference, so non-academic attendees have opportunity to engage in different ways.
Infrastructure > Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.
Provide more non-academic options for participation at annual conference, so non-academic attendees have opportunity to engage in different ways.
Updated On 09/21/2018
Strategy A: Address behavior, attitudes, power and privilege in cross-cultural trainings.
Infrastructure > Provide and participate in ongoing staff and faculty training.
Address behavior, attitudes, power and privilege in cross-cultural trainings. Trainings must move beyond understanding the cultural differences, beyond awareness, and challenge deep-rooted beliefs of traditional society. Assess what skills are needed to better work across cultures and integrate training into the work environment. Provide opportunities for practice. Engage people from different backgrounds and initiate discussions that allow individuals to voice what they are learning and what they are struggling with. Co-teach/facilitate with people from under-represented backgrounds.
Updated On 09/21/2018
Strategy B: Partner with and reimburse experts to provide training on diversity, inclusion, cultural and linguistic competence, and resiliencies and disparities.
Infrastructure > Provide and participate in ongoing staff and faculty training.
Partner with and reimburse experts to provide training on diversity, inclusion, cultural and linguistic competence, and resiliencies and disparities. The experts may be people within a particular community who know its strengths and resiliencies.
Updated On 09/21/2018
Strategy E: Evaluate time and effort devoted to planning for initiatives in diversity, inclusion, and cultural and linguistic competence versus implementing those initiatives.
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 F: Give publicity and attention to the positive effects of improving diversity, inclusion, and cultural and linguistic competence.
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
Strategy G: Develop a subcommittee of Board, Advisory Council, or other appropriate body with a focus on diversity, inclusion, resiliencies and disparities, and cultural and linguistic competence.
Infrastructure > Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.
Develop a subcommittee of Board, Advisory Council, or other appropriate body with a focus on diversity, inclusion, resiliencies and disparities, and cultural and linguistic competence. Ensure meaningful participation of community members. Create safe spaces for communities and underrepresented groups to voice their concerns. Make sure colleagues are kept up to date on progress, so communication is open, silos are broken down, and staff have the ability to identify any areas of opportunity in their own work and partnerships. Quote: “We felt we needed more of an individual plan to address the needs we were seeing in our own clinics. We began a diversity task force that consisted of staff members from our UCCED, providers that provide direct patient care, an interpreter, family members, and members from our LEND program. We are beginning meetings to address needs in our department.” – Bethany Sloane, DPT, Assistant Professor, Institute on Development & Disability, Oregon Health & Science University
Updated On 09/21/2018
Strategy H: Apply cultural brokering model in health, social, recreational, education, and other services and settings. Identify cultural brokers in order to bridge access to underrepresented cultural groups.
Infrastructure > Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.
Apply cultural brokering model in health, social, recreational, education, and other services and settings. Identify cultural brokers in order to bridge access to underrepresented cultural groups. Quote: “When I was at The Boggs Center, in order to lay the groundwork for three separate conferences in New Jersey related to different cultural groups, we researched at the beginning and found core leadership from those communities, and invited them to help teach us. Not just review something already written, but open-ended conversations about how best to engage and support people in their communities. That led to their asking for education about disability and a real sense of partnership. We met on their turf.” –Bill Gaventa, M.Div., Director, Summer Institute on Theology and Disability and Collaborative on Faith and Disability
Updated On 09/21/2018
Strategy I: Become familiar with and implement change management processes.
Infrastructure > Develop infrastructure that supports diversity, inclusion, and cultural and linguistic competence; and builds capacity to address and reduce inequities and disparities.
Become familiar with and implement change management processes.
Updated On 09/21/2018