Promoting a Diverse Workforce: The Impact on the Quality of Life for People with Disabilities

1
Promoting a Diverse WorkforceThe Impact on the
Quality of Life for People with Disabilities

• NASDDDS PRESENTATION
• May 10, 2007

Jeffrey Keilson jkeilson_at_advocatesinc.org Tel
781-910-7216 Advocates Inc. Stephen
Mwangi SMwangi_at_advocatesinc.org Tel
508-429-4191 Advocates Inc. Robert Fleming
bobfleming1_at_verizon.net Tel [phone]
2
Mission Statement

• Advocates mission is to assist people with
  disabilities or other individual challenges to
  overcome personal obstacles and societal barriers
  to obtaining homes, meaningful work, satisfying
  relationships and to living the fullest possible
  lives, while inspiring our communities to create
  opportunities for contribution and participation
  by all.

3
Advocates Inc.

• Private, non-profit, human services agency
• Forty million dollar operating budget
• Supporting people with Disabilities for 30 years
• Provides supports to people with disabilities in
  43 cities and towns in Massachusetts

4
Advocates Inc.

• Provide residential, day and employment supports
  and services to 800 individuals with Disabilities
• Of the 800 Over 300 are individuals with
  Developmental Disabilities
• Services include employment, shared living and
  individual support
• Provide advocacy, outpatient and emergency
  services to over 6,000 individuals and their
  families

5
Advocates Areas of Specialty Support

• Individuals who are deaf and hard of hearing
• Individuals with Prader-Willi Syndrome
• Individuals with Co-occurring disorders
• Individuals re-entering the community from the
  criminal justice system

6
Diversity at Advocates Inc.

• The changing face of individuals receiving
  supports and services
• Approximately 20 of individuals receiving
  services are people of color
• Contrast from a decade ago when individuals
  receiving services comprised less than 10
  minority
• Not yet representative of the community where
  Advocates Inc. provides services which is 34
  minority

7
Diversity at Advocates Inc.

• The Developmental Disabilities Division is
  comprised of over 350 Direct Support
  Professionals and shared living providers
• There are 30 Program Managers
• There are 6 Administrative Directors

8
Diversity at Advocates Inc.

• In a state that is 16 minority according to 2000
  U.S. census
• 68 of Direct Support Professionals are from
  different minority groups
• 57 of Program Managers are minority
• 33 of Administrative Directors are minority

9
Diversity at Advocates Inc.

• Staff from 6 continents and 43 different
  countries work at Advocates Inc.
• Examples of represented nations are China, Japan,
  Australia, India, Kenya, Nigeria, Ghana, Russia,
  Italy, Portugal, Brazil, Argentina, Puerto Rico,
  and Mexico.

10
Diversity at Advocates Inc.

• This is also in contrast with minority
  representation ten years ago
• The representation of minorities in management
  roles was minimal at best
• In the last ten years there has been a 100
  increase of minorities in program management
  roles
• There were no Administrative Directors identified
  as minority 5 years ago

11
Diversity Challenges at Advocates Inc.

• There is a lack of minority representation in the
  Executive and Senior Leadership positions of the
  Agency
• There is a portion of staff that question the
  need for diversity initiatives
• Differing cultural views of individuals with
  developmental disabilities

12
Diversity Challenges (continued)

• Differing cultural views of gender roles
• Communication barriers
• Conflicts between supervisors and staff
• Cultural conflicts between DSPs
• Conflicts between individuals and DSP
• Conflicts between families and staff
• White families and non-white staff
• Non-white families and staff from other cultures

13
Addressing Diversity Challenges

• Acknowledge and embrace the emerging importance
  of diversity in the workplace
• Establish a very focused, goal oriented
  pro-active diversity initiative
• Continue to strive to develop a culturally
  effective workforce and supportive environment
• Senior Leadership support for Diversity Council
  initiatives has been positive

14
Diversity Initiative at Advocates Inc.

• In 2005, a diversity survey was developed and
  implemented to direct support professionals,
  supervisors, managers, and administrators
• In 2005, additional data was collected through
  focus groups and other methods to help identify
  other real or perceived diversity issues not
  included in the survey
• In 2005, Advocates Inc. sponsored a diversity
  conference The Art of Retaining a Cross-Cultural
  Workforce

15
Diversity Initiatives (continued)

• In 2006, diversity was incorporated in the
  agencys strategic plan
• In 2006, a volunteer Diversity Advisory Council
  evolved with representatives from all divisions
  and all staff
• In 2006, the Diversity Advisory Council prepared
  a mission statement to focus the efforts and
  direction of the group

16
Diversity Initiatives (continued)

• In 2006 and 2007, staff participated in train the
  trainer workshops on addressing diversity within
  the workplace
• In 2007, a diversity mentoring initiative was
  initiated
• In 2007, a diversity awareness and appreciation
  training curriculum was developed

17
Diversity Survey

• An independent source facilitated the survey to
  ensure confidentiality
• The survey was presented to approximately 700
  direct care staff, supervisors, managers, and
  administrators
• Data collection continues to present a challenge
  as we attempt to form a comprehensive picture of
  diversity at Advocates Inc.

18
Survey Initiative at Advocates Inc.

• The survey results addressed diversity issues
  across the agency and within each division and
  each segment of staff
• Approximately 40 of the staff returned the
  completed surveys
• Approximately 15 of minority staff returned the
  completed survey
• Feedback from respondents was overwhelmingly
  positive
• 83 of staff believe that leadership promotes and
  encourages a diverse environment

19
Q13 I feel the leadership at Advocates promotes
and encourages a diverse environment.
Prepared by T.A. Wilson Associates for
Advocates Inc.
20
Q15 Advocates demonstrates real commitment to
hiring, promoting, and retaining a diverse staff.
Prepared by T.A. Wilson Associates for
Advocates Inc.
21
Q13 I feel the leadership at Advocates promotes
and encourages a diverse environment.
Prepared by T.A. Wilson Associates for
Advocates Inc.
22
Q15 Advocates demonstrates real commitment to
hiring, promoting, and retaining a diverse staff.
Prepared by T.A. Wilson Associates for
Advocates Inc.
23
Diversity Advisory Council Mission

• The mission of the Advocates Diversity Advisory
  Council is to actively promote greater diversity
  in the Advocates Inc. workforce and to help
  promote an environment in which growth or
  advancement is not hindered because of race,
  disability, sexual orientation, culture,
  veterans status, ethnicity, gender, or religious
  beliefs. The Advisory Council aspires to create
  and encourage opportunities for all who work here
  in fostering personal and professional growth and
  development. The Advocates Diversity Advisory
  Council acknowledges the challenges involved in
  bringing diversity to the workplace. The
  Advisory Council will advise Advocates and
  provide ideas and leadership towards the creation
  of an environment that recognizes and welcomes
  differences at all levels of the organization.

24
Diversity Advisory Council

• The council members meet on a monthly basis
• The primary focus and direction of the council is
  to promote a diverse workforce and an inclusive
  work environment
• Council members discuss strategies to increase
  the recruitment, retention, and training of
  diverse staff

25
Diversity Advisory Council (continued)

• Experienced difficulties with consistent
  attendance
• Conflicting views on purpose
• Need for outside facilitator

26
Diversity Council Priorities

• Modify and conduct survey on a regular basis
• Mandatory diversity training of staff
• Mentoring diverse staff
• To increase the representation of people of color
  in leadership roles and positions

27
Diversity Council Priorities (continued)

• Council members participate in Train-the-Trainer
  workshops to develop in-house expertise
• Sponsoring workshops for all staff
• -- racism in the workplace

28
Training Initiative

• The goal of the training initiative is to support
  each and every staff member in achieving their
  full potential and enhance their contribution to
  our diverse agency and clients
• The focus of the training initiative is the
  development of cultural competencies within our
  evolving organization
• Committed to offering trainings to our Shared
  Living and community providers

29
Training Initiative (continued)

• The training curriculum include topics such as
• Understanding cultures influence
• Effects of stereotyping
• Communicating with diverse populations
• Effective leadership for managers
• Experienced difficulties in achieving consensus
  in meeting the needs of a very diverse staff
• Challenges of creating deaf friendly trainings

30
Mentoring Initiative

• The goal is to support a leadership initiative to
  improve the capacity to promote, maintain, and
  increase diversity in leadership positions
• Mentors will provide mentorship in both general
  skills sets and leadership ability development

31
Mentoring Initiative (continued)

• The development areas include navigating the
  larger systems in which we work, knowing how to
  identify and access your resources, confident
  public speaking, etc.
• The mentoring program is for 12 months
• New group of mentees identified every 6 months
• Each mentee will have two mentors
• Meet on an individual basis as well as a group
• Each mentee will in turn become a mentor

32
Train the Trainers

• Diversity training sponsored by DMR
• Diversity 101 presented by Neighborhood Health
  Plan
• Managing Diversity presented by New England Human
  Resources Association
• Consultation from outside trainers

33
Addressing Recruitment Issues

• A proactive approach to staff recruitment
• Creation of new hire orientation video
• New hire orientations include deaf staff
• Foster strong working relationships with colleges
  and universities
• Gallaudette University for Deaf Individuals
• Community Colleges
• Word of mouth from current Advocates staff

34
Addressing Recruitment Issues

• Emphasize flexibility and a positive quality of
  life philosophy
• Growing reputation as a company friendly to
  diverse staff
• Continually expand the pool of potential
  candidates
• Use the positive name of Advocates Inc. in the
  community

35
Addressing Recruitment Issues

• Becoming better known in deaf and emerging
  diverse communities as a great place to work
• Benefit from growing immigrant population
• Effective collaboration between HR and program
  management
• Effective referral bonus program

36
Addressing Retention Issues

• Create realistic job descriptions and staff
  development opportunities
• Create an inclusive environment, make staff feel
  valued by people with disabilities, families,
  leadership, and the community and show sincere
  appreciation
• Agency sponsored ASL classes for hearing staff
• Annual Star Awards night celebration of staff
  and their accomplishments

37
Addressing Retention Issues

• Provide career coaching and highly encourage
  internal promotion opportunities
• Provide new challenges and advanced training
  opportunities
• Training opportunities lead to in-house expertise
  development
• Generous tuition reimbursement and remission
  programs
• Initiatives to empower DSP

38
Addressing Retention Issues

• Development of the Supervisory Leadership Series
• Role as a leader
• Time management
• Team building
• Conflict Management
• Performance Coaching
• Our training and mentoring initiatives can lead
  to greater job satisfaction, a sense of
  achievement, development of transferable skills,
  and recognizing and fostering potential

39
Supporting a Sense of Community

• Breaking down the barriers between staff and
  individuals with disabilities and amongst staff
  regardless of their role within Advocates
• Social networking events throughout the region
• Health Wellness Program
• Music Jam
• Laugh Class/Stress Management Program
• Art Festival Auction
• Encouraging staff participation in legislative
  and other advocacy on their behalf (adequate pay)
  and on how to better support people with
  disabilities

40
Self Direction Diversity

• Training facilitators for Person-centered
  planning
• Facilitating and promoting self-advocacy
• Power and control shifting more to individuals,
  families and staff who work most closely with the
  individual
• Limited access to diverse resources
• Limited providers with appropriate language and
  cultural skills
• Trust and rapport issues

41
Results and Outcomes Higher Quality of Life

• Lower turnover (30 to 14 over 3 year period)
• Fewer vacancies (21 to 7 over 4 year period)
• Less overtime
• More consistent staffing
• Staff more connected with person receiving
  support
• Friendships
• --between staff and individual
• --between staff and families

42
Advocates Edge

• Recognize the agency is only as good as its staff
• Recognize staff want opportunities to learn,
  advance, and experience a feeling of
  accomplishment
• Treat staff with respect and permit them to grow
  professionally, and they will perform better and
  stay longer

43
Ongoing Issues

• Fiscal issues prevent implementation of
  competitive salaries
• Expansion of training resources to people with
  disabilities, families and community resources
• Continued emphasis to bridge cultural gaps and
  differences and create a culturally effective
  workforce
• Growing hostile environment in some communities
  towards immigrants and people with disabilities
• Shifting power paradigm