Why People of Color Change Providers/Agencies/ Organizations and develop community run disability organizations

Why People of Color Change Providers/Agencies/ Organizations and develop community run disability organizations

Hurtful, insensitive remarks
Do not feel good or safe
Not missed if left
Tired of being the only person
No one to turn to when feeling troubled
Opinions and abilities are constantly challenged or disregarded

Standards for Diversity – General

Respond to racism, classism, ageism, homophobia, sexism, ableism
Demonstrate efforts to cultivate a diverse, multi-cultural, multiethnic and multiracial environment
Cultivate and promote a diverse multicultural, multiethnic and multiracial environment
Identify culturally affirmative community resources

Standards for Diversity – Overall

Definition of cultural diversity
Respect for all people as individuals
Provisions for celebration and expression of cultures
Accommodation of cultural needs
Recognition of existence of institutional and personal discrimination
Anti-discrimination statement

Characteristics of Inclusive Organizations

Committed Executive Director
Long term, holistic approach of inclusiveness
Recognition of the potential contributions of people of color
Recruiting and retaining staff of color
Creation of inclusive programs in stages
Two-way communication with communities of color

Quick Fix vs. Real Change

Long-term commitment
Understanding from top to bottom of the organization
Training – a lot and often
valuate policies and behaviors
Create new values, requirements, approaches and assessment tools
Develop a three-to five-year plan
Develop an evaluation tool

Develop questions to evaluate

Interviewing for inclusion
Two-way outreach to communities of color
Focus groups to assess agency services and outreach to communities of color
Workplace policies and practices that reduce racial discrimination
Training and Advancement
Retention and Termination
Glossary of Terms on Diversity