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A brief history …

Explore the journey of creating a culture of diversity and inclusion in an organization, from workshops to training, embracing differences, challenges faced, wins achieved, core concepts explored, ground rules set, and the impact on staff and community.

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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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