Fostering Diversity, Equity, Inclusion, and Belonging at Senior Services

Diversity, Equity, Inclusion and Belonging DEIB

DEIB Intro to DEIB Diversity Equity We are working toward ways to improve our workplace so that open discussions about diversity and different lived experiences are safe, welcome and comfortable. Inclusion Belonging To start, the DEIB committee wants to spend about 10 minutes of each staff meeting defining some terms for the agency. The council members will introduce the terms to you but make sure and take notes! At the holiday party, we ll be playing for prizes and the more you know, the more you can win!

DEIB Why are we doing this? Diversity Equity Because: As a vital community service provider supporting older adults to remain in their homes, the Board and staff of Senior Services are dedicated to equality and to caring for and supporting one another and those we serve. As an agency with a mission that includes support of people being able to live with dignity and age with purpose, we support and serve individuals regardless of race, gender, ethnicity, socioeconomic status, religion, gender identity, military status, ability, sexual orientation, and country of origin. We are committed to maintaining an environment free of discrimination and embrace the differences among us. We also strive to create an environment of belonging where everyone can bring their full selves to work and to our services. Inclusion Belonging Our commitment is that Senior Services is a safe and inclusive place, where everyone has the right to be valued and to be heard. Our policies and practices support this as we continue to make our agency a safe, diverse, equitable, and inclusive environment for all.

DEIB Five key take-aways from staff survey Diversity Equity 100% of employees feel that Senior Services is at least somewhat diverse compared to 98.8% previous year. 91% of employees feel that they belong here. Up from 81% previous year. 95% of employees responded that racial, ethnic, sexual, disability, age and gender-based jokes or slurs are not tolerated at this organization. This is up from 88% previous year. 84% of employees responded that Senior Services makes diversity, equity, and inclusion a high priority, a 4% increase from previous year. 88% of employees responded Agree or Strongly Agree to If I raised a concern about discrimination, I am confident my employer would take me seriously and respond accordingly. This is up 14% from previous year. Inclusion Belonging

DEIB Five key take-aways from the focus groups Diversity Equity Inclusion Belonging Most of the participants perceived Senior Services is living up to its mission as illustrated in this comment: Senior Services lives up to its mission. I feel good working here because we live our mission in how we treat our participants and how we treat each other. Staff perceive that Senior Services leadership is becoming more intentional and comfortable about providing staff the opportunities to discuss their perceptions of the organization, and to discuss broader social issues that may affect them in the workplace. Staff perceive that Senior Services is becoming more diverse at all levels of the organization. Staff perceive that leaders (senior leaders, managers, and supervisors) messages and practices are sometimes inconsistent across the organization. Staff perceive that some policies are not equitable or equitably applied throughout the entire organization.

DEIB State of DEIB at Senior Services Diversity Equity Where are we in our journey? Senior Services is at a good place in the DEIB journey. We are experiencing increased focus on embedding DEIB into the culture of Senior Services. What s currently being done? Inclusion Belonging Culture of Belonging Staff Assessment and Focus Groups Leadership Team Training on DEIB (Full-Day Retreat) Re-constitution of the Belonging Council Belonging Council is working on the Belonging Tactical Plan What s up next? Supervisor s Brave Conversation Workshop (May 10th start date). Staff/departmental Brave Conversations Dr. Lewis will be working with the leadership team to review current staff recruitment, onboarding, and retention strategies. Tactical Plan Implementation 1. 2. 3. 4.

DEIB Re-orientation to the belonging council Diversity Equity Mission develop a sense of belonging among staff, volunteers & participants. Develop a strategic plan to achieve this and to place DEIB at the center of our mission, vision and values. Purpose Develop a strategic plan & hold Administration and each other accountable in the integration of the plan into all aspects of our operations and services. Guidelines Our committee strives to be present, respect one another, share our experiences using I statements, actively listen without making assumptions. Meeting Schedule the 2nd Tuesday of the month Scope Complete series of training and capacity building to develop a strategic DEIB action plan for all we do. Create initiatives with measurable options, review data, feedback and results from SSI staff related to DEIB. Implement tactical plan. Develop DEIB curriculum for new staff onboarding. Council Member Roles The composition of the SSBC broadly represents SSI departments and the community we serve. SSBC will have broad authority in determining member roles, membership expectations and commitment, subcommittees and communication. Inclusion Belonging

DEIB Belonging Council Update Diversity Equity What is the committee working on, and what is the purpose of this group? The purpose of the Belonging Council is to serve as a staff advisory group to the Leadership Team and provide input on DEIB from a staff perspective. Inclusion Belonging The Belonging Council has been working with Dr. Lewis on drafting a tactical plan. Their work in creating the initial draft is done. Dr. Lewis will present an update to the Leadership Team on the Tactical Plan. Discussion about the tactical plan: Many of the recommendations center around training for both leadership and staff. Topics include inclusive leadership, and a leadership development program for staff who aspire to leadership positions as well as the history of health inequalities around race and socio economics. Dr. Lewis will discuss the recommendations with leadership and come back to SSBC to implement the approaches recommended. Staff can remain informed by either asking a SSBC member or attending future family meetings.

DEIB Committee Members Diversity Equity Dr. William Lewis WillHouse Global Inclusion Kim Sheffey Belonging Marlon Beedoe John Brown Yveline Buford Keemah Faulkner Bronda Lee Nakeeba Orr Nichole Rhinehardt Jennifer Shore Melissa Smith Scott Warnock

DEIB Term Diversity Equity Privilege Inclusion Some of us might automatically think white privilege and that makes us uncomfortable. While admitting that race is one area of privilege, I learned that there are many types: educational, social, age, height (and if you don t believe height is one, I can give you a mental image of my five-foot nothing sister in law asking her six- foot two brother for help with things on the top shelf). There s also weight, nationality, geographic location (ever wondered why you were born in the US rather than Africa or Antarctica?). Of course, there is ability privilege, ethnic and racial privilege, gender, religion we might could go on for another hour. Belonging

Questions, Thoughts, and Reflections?