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Strategies for Achieving Broad-based Diversity

Strategies for Achieving Broad-based Diversity . ADD Perspectives Jennifer G. Johnson, Ed.D. ADD’s Perspective on Diversity. Extremely important One of the elements for defining excellence Required by DD Act . DD Act of 2000 Section 101(a) Findings.

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Strategies for Achieving Broad-based Diversity

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  1. Strategies for Achieving Broad-based Diversity ADD Perspectives Jennifer G. Johnson, Ed.D.

  2. ADD’s Perspective on Diversity • Extremely important • One of the elements for defining excellence • Required by DD Act

  3. DD Act of 2000Section 101(a) Findings • (8) there is a need to ensure that services, supports, and other assistance are provided in a culturally competent manner, that ensures that individuals from racial and ethnic minority backgrounds are fully included in all activities provided under this title; • (15) there needs to be greater effort to recruit individuals from minority backgroundsinto professions serving individuals with developmental disabilities and their families;

  4. DD Act of 2000Section 101(b) Purpose PURPOSE. -The purpose of this title is to assure that individuals with developmental disabilities and their families participate in the design of and have access to needed community services, individualized supports, and other forms of assistance that promote self-determination, independence, productivity, and integration and inclusion in all facets of community life, through culturally competent programs authorized under this title,

  5. DD Act of 2000Section 101(c) Policy • (4) services, supports, and other assistance should be provided in a manner that demonstrates respect for individual dignity, personal preferences, and cultural differences; • (5) specific efforts must be made to ensure that individuals with developmental disabilities from racial and ethnic minority backgrounds and their families enjoy increased and meaningful opportunities to access and use community services, individualized supports, and other forms of assistance available to other individuals with developmental disabilities and their families; • (6) recruitment efforts in disciplines related to developmental disabilities relating to pre-service training, community training, practice, administration, and policymaking must focus on bringing larger numbers of racial and ethnic minorities into the disciplines in order to provide appropriate skills, knowledge, role models, and sufficient personnel to address the growing needs of an increasingly diverse population;

  6. DD Act of 2000Section 102 Definitions (7) CULTURALLY COMPETENT.-The term ''culturally competent'', used with respect to services, supports, or other assistance, means services, supports, or other assistance that is conducted or provided in a manner that is responsive to the beliefs, interpersonal styles, attitudes, language, and behaviors of individuals who are receiving the services, supports, or other assistance, and in a manner that has the greatest likelihood of ensuring their maximum participation in the program involved.

  7. DD Act of 2000Section 102 Definitions (32) UNSERVED AND UNDERSERVED. -The term ''unserved and underserved'' includes populations such as individuals from racial and ethnic minority backgrounds, disadvantaged individuals, individuals with limited English proficiency, individuals from underserved geographic areas (rural or urban), and specific groups of individuals within the population of individuals with developmental disabilities, including individuals who require assistive technology in order to participate in and contribute to community life.

  8. DD Act of 2000Section 154 Applications (E) establish a consumer advisory committee (iii) that reflects the racial and ethnic diversity of the State;

  9. ADD Perspectives on Diversity Expect UCEDDs to demonstrate in various ways that they are engaging people from racially and ethnically diverse backgrounds in meaningful ways in the work of the UCEDD.

  10. ADD Perspectives on Diversity • Examine strategies implemented • Crossing cultural barriers • Clearly defining diverse populations and in turn, how that definition defines the UCEDD

  11. ADD Visions for the Future of the UCEDD Network • Diversity is a natural part of the UCEDD operations • UCEDDs have racial and ethnic diversity in • staff • faculty • partners • UCEDD directors are a more diverse racially and ethnically group of leaders • UCEDDs are viewed as diversity experts

  12. Challenges • Recruitment practices • Search committees • Knowing which strategies work

  13. Opportunities • AUCD Technical Assistance Contract • Minority Partnership Grants • Focus on Knowledge Exchange and Transfer • Must partner with a recognized Minority Serving Institution unique to the UCEDD Network • Applications due July 20

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