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TECHNICAL ASSISTANCE INSTITUTETools for the Trade: Resources for Engaging Diverse

Members and CommunitiesJuly 12, 2017

OUTLINE

• Introductions• Goals of this session• State examples: NY, CO, GA• Q&A• Activity• Networking

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INTRODUCTIONS:SPEAKERS

Jackie Hayes ~ Susan Fager ~ Eric Jacobson

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INTRODUCTIONS: AUDIENCE

What are you hoping to get out of this session?

Is there a question or challenge you would like us to address?

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GOALS OF THIS SESSION

• Participants will gain knowledge about using information from the Comprehensive Review and Analysis (CRA) to recruit diverse Council members.

• Participants will gain strategies for engaging diverse communities for Council initiatives and activities.

• Participants will explore resources for demonstrating cultural and linguistic competence.

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NEW YORK DEVELOPMENTAL DISABILITIES PLANNING COUNCIL

• Using the Comprehensive Review and Analysis (CRA) to inform diversity initiatives.

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STATE PLAN - CRA

• Demographic & Research Data

• Online Survey

• Focus groups

• Council Workgroup

Lessons learned:How we gather information matters.

• In-person focus groups most successful for getting input from diverse groups.

• Flexible, open-ended dialogue.

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STATEWIDE PICTURE

57%

15%

19%

8%1%

New York State: Race/Ethnicity

White/Caucasian alone Black or African American, alone

Native American or Alaskan Native Hispanic/Latino

Asian, alone Two or more races

NYS Context- Diversity

• 4.4 million immigrants (22% of state pop.)

• 2.5 million LEP individuals (13.4% of state pop).

• 756,000 people in NYC metro region identify as LGBTQ.

• Large state: rural, suburban, and urban regions.

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STATEWIDE PICTURE: RESEARCH

• Are there disparities that exist in this area?

• Are there people that do not have equal access or equitable outcomes?

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STATE PLAN FOCUS GROUPS:

“IEP’s and ISP’s are not being translated.”

- Spanish speaking parent in Western NY

“I don’t think it’s discrimination on purpose, I feel like it’s

discrimination by neglect.” – Chinese-American parent in NYC

“I feel like my staff and family don’t understand my sexual

identity.”- Self-advocate in Long Island NY

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DDPC Core Functions

STATE PLAN / STAFF

GRANT FUNDING

COUNCIL MEMBERSHIP

SELF ADVOCACY AND CAPACITY

BUILDING

• Embed CLC throughout State Plan

• Staff training• Language

Access Plan

• Embed CLC language in every RFP

• Develop targeted RFPs

• Set internal goal of increasing diversity by 30% over 3 yrs.

• Established CLC Workgroup

• Grant work focused on advocacy / self-advocacy

• Staff activities

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ONE EXAMPLE:2016: Established a Cultural Competency & Language Access Workgroup

• Address barriers to Council membership.

• Review and provide input on the DDPC’s State Plan.

• Serve an advisory role in overseeing DDPC projects, grants and initiatives in order to embed cultural competency throughout the work of the Council.

• Develop recommendations for DDPC work on cultural competency and language access.

• Increase the diversity of Council membership.

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GEORGIA COUNCIL ON DEVELOPMENTAL DISABILITIESEric Jacobson, Executive Director

WHAT COLORADO HAS LEARNED…

The Cultural Awareness Efforts of a Small Council

Sue Fager, Susan.fager@state.co.us

303.861.3005

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RECOMMENDED VIDEO

TV 2 – All that We Share (Denmark video)

We live in a time where we quickly put people in boxes. Maybe we have more in common than what we think?

• https://www.youtube.com/watch?v=jD8tjhVO1Tc

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Who we are

How the we address - support cultural awareness in our projects and as a council

A (personal) painful lesson learned

A leadership development story

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WHO ARE THE 5,353,471 OF US?

CRA Population Data—Race/Ethnicity General Population

Race/Ethnicity Percentage of

Population

White, alone 68.8%

Hispanic or Latino (of any race) 21.2%

Black or African American alone 3.8%

Asian alone 2.9%

American Indian and Alaska Native

alone

0.6%

Native Hawaiian and Other Pacific

Islander alone

0.11%

Some other race alone 0.2%

Two or more races: 2.4%

CRA Population Data —Race/Ethnicity Disability CommunityRace and Hispanic or Latino Origin of people

with a disability

Percentage of Population

White alone 10.8%

American Indian and Alaska Native alone 12.9%

Black or African American alone 11.1%

Hispanic or Latino (of any race) 9.4%

Native Hawaiian and Other Pacific Islander

Alone

9.1%

Asian alone 7.2%

Some other race alone 10.4%

Two or more races 10.6%

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WHERE WE LIVE IN 104,094 SQUARE MILES

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COLORADO’S IMMIGRANT AND REFUGEE COMMUNITY

• Over the past 36 years, we have welcomed 54,958 people who are considered to be refugees and immigrants:

• 48% of whom have come from East Asia (Burma, Nepal/Bhutan, Cambodia, and Laos)

• 21% from Africa (Somalia and Ethiopia)

• 20% from Europe and Central Asia (Soviet Union and Bosnia & Herzegovina)

• 11% from the Near East and South Asia, primarily from Iraq

• 2% from Latin America

• Results of 4 year study of how people from refugee communities are integrating into Denver: http://qualityevaluationdesigns.com/published-reports/refugee-integration-survey-evaluation-rise%EF%BB%BF/

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COUNCIL GRANTS AND SELF-EDUCATION

• All of our Procurement Documents and/or Statements of Work include the following language:

• Deliver training in the manner that meets the accessibility and cultural needs of participants, including language interpretation, translation of training materials, accessible meeting spaces and transportation, childcare, and personal care assistants;

• Provide assurances to the Council that participants, instructors and community leaders, as a whole, reflect the cultural, ethnic, linguistic and socio-economic diversity of the communities involved;

• Arrange for supports, accommodations, interpreters, and the translation of documents as necessary for participants, instructors and community leaders to be able to participate effectively in the training

• Council retreats

• Website, documents, requests for input, Action Alerts in English and Spanish

• Establish relationships with translation and interpretation services

• Purchase interpretation devices

• Participate in a training in a language other than your first

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CDDC’S MULTICULTURAL COMMITTEEMission: To develop strategies to outreach to ethnic and racial minority groups and un-served and underserved populations in Colorado for the purpose of fulfilling the overall mission of the Colorado DD Council and its current Five-Year Plan. These strategies will generate activities that address the need for increased advocacy efforts, outreach, leadership development and equity in access to services and supports along with an enhanced emphasis on cultural competency in service provision. The Committee is guided by all goals and objectives of the Council’s Current Five-Year Plan.

Roles and Responsibilities:

• Council training on Multicultural issues at Retreat each year;

• Recruiting for MCC and Council;• MCC representative at the Executive, Planning and Grants, Legislative

and Public Policy, and Social Media committees;• Provide input on RFPs (Request for Proposals) and grant proposals prior

to postings;

• Provide TA to the Council and staff to support the cultural competency goals of the Council’s Five-Year Plan. MCC committee members may also contribute their expertise to Council grantees to support grantee fulfillment of Council cultural inclusiveness requirements;

• Assist and participate in the community forums and focus groups to help with formulating the Five-Year Plan.

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A PAINFUL LEARNING EXPERIENCE…

1. Receive a grant from a federal agency to provide a training to an un/underserved population

2. Decide to take your message to one of the Native Nations in your state

3. Discuss doing a training with someone from the workforce center that serves the members of the tribe

4. Take a training you have already developed (or develop your own) focused on transitioning from high school for students with disabilities; add some graphics that seem to reflect Native American culture

5. Bring gifts for the elders of the Nation6. Provide a free meal for participants7. Deliver the training yourself8. Learn from the grace of the people who came

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A LEADERSHIP DEVELOPMENT EXPERIENCE

• Made a connection with an interpreter in 2014 who worked for the Colorado African Organization;

• In 2015 had participants from: Bhutan, Nepal, Somalia, Spanish-speaking and English-speaking communities;

• All training sessions carried out in 4 languages—all materials translated into 4 languages;

• Feedback from participants:• Stories of resiliency are universal• Community and personal connections save lives and bridge

language and culture gaps• Everybody struggles with “The System” • How disability is perceived in different cultures• “I am an American Now”

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ACTIVITY: PART 1

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ACTIVITY: PART 2

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NETWORKING QUESTIONS

• What is or is not working at your Council with regard to cultural and linguistic competence (CLC)?

• What are the challenges your Council faces in their efforts to identify and recruit diverse members?

• Name 1-3 resources or strategies learned from the presentation that you could implement in your state/territory.

• Generate your own table question related to CLC.

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