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A brief history …

Creating a Culture of Diversity & Inclusion Presented by: Cara Cascadden, LICSW Lynn Jones, M.Ed., SPHR, SHRM-SCP Susan Loynd, MA, SHRM SCP. A brief history …. 2014: PRIDE center came to an outpatient staff meeting and discussed how to be more welcoming to persons served.

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A brief history …

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  1. Creating a Culture of Diversity & InclusionPresented by:Cara Cascadden, LICSWLynn Jones, M.Ed., SPHR, SHRM-SCPSusan Loynd, MA, SHRM SCP

  2. A brief history… • 2014: PRIDE center came to an outpatient staff meeting and discussed how to be more welcoming to persons served. • They offered a series of workshops, and a train the trainer session to better to support LGBTQA+ folks receiving services. • This led to conversations about our intake process/forms/lobbies and training for therapists & staff

  3. Okay, not so brief..history… • Our executive director made this a priority to ensure that we all have a common language and core base of information. • This is not intended to be a one-and-done, this is a start. We want to support everyone to have curious and courageous conversations about our differences and similarities • We see this as a continuum of learning and we don’t pretend to have all the answers. • Not only is this important in our work with the people we serve and our coworkers but community partners and society as a whole

  4. When in doubt … form a committee! • We worked on a shared definition of diversity • Established a Mission Statement & Values • Began working to build an agency wide Cultural Sensitivity training. • Which we needed!

  5. Diversity… ….the collective strength and wisdom of different identities, experiences, talents, perspectives, and cultures that encompass multiple dimensions of similarity and difference.

  6. Diversity & Inclusion Mission Statement To intentionally nurture and sustain anenvironment in which all individualsare treated with fairness, dignity and respect .

  7. Value StatementWe value equal access to opportunities and resources and strive to support our staff to fully contribute to their own, our client’s, organization’s , and communities' success

  8. Some Context • Before we began it was important to understand who our audience would be. • Who is it for? • What do we need to consider?

  9. Challenges We Faced • Too many great ideas! • Flux in committee membership during process • Timeliness • Getting Buy-In • Intentional & Unintentional consequences

  10. Early Wins! • Executive Director Support • Supervisors creating space for participation

  11. Framework for the Training • Create a training transferable to all staff • Broad concepts versus Specific focus • How do we promote ongoing conversation?

  12. 5 Core Concepts • Implicit or Unconscious Bias- Stereotypical associations of which we may be completely unaware. • Privilege-a special advantage or authority possessed by a particular person or group. • Oppression- prolonged cruel or unjust treatment or control • Social Identity-howothers see me, how to I think others see me, how I see myself • Culture-Shared values, norms, traditions, customs, history, and beliefs of a group of people

  13. Ground rules • A safe space for learning—no judgment! • If you’re uncomfortable, it’s okay. • Ask questions (or if you don’t get/have a chance write them down and give to the facilitator). • Be respectful of others’ thoughts and opinions • A note about confidentiality…

  14. Introductory Activity • On the notecard provided, write down five things you find important in your life. • Next, find a partner and have a conversation introducing yourself and telling the person a little bit about yourself. In this discussion you are not allowed to talk about any of the things listed on your notecard.

  15. How do we close the conversation? • What to do if participants have a concern? • How can they learn more? • How can we support others? • Jeopardy Game

  16. We love data! • Training was launched on 7/11/2017 with the intention of training as many new and existing staff as possible, and a final goal of getting all staff trained. • As of the end of December 2018, 53% of staff have completed the training.

  17. More Data!

  18. What people are saying!

  19. Other Committee Initiatives • Policy Work • Welcoming Spaces • Bathroom Signs • Continuing the Conversation

  20. Questions?

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