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Expanding Access through Civil Rights Activities

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Civil rights in Extension program ... More education of colleagues about civil rights principles ... Compliance with federal and state Civil Rights Laws. ... – PowerPoint PPT presentation

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Title: Expanding Access through Civil Rights Activities


1
Expanding AccessthroughCivil Rights Activities
  • Cooperative Extension
  • Winter District Meetings
  • 2007-2008

2
Learning Objectives for Today
  • Civil rights in Coop Ext.
  • The purpose and goals of civil rights in program
    outreach
  • Legal context
  • Civil rights in Extension program development
  • Individual responsibilities
  • Best practices for outreach

3
Civil Rights in Coop. Ext.
  • Structured program of outreach activities and
    county reviews designed in 1996-97
  • Pilots reviews in 1998
  • Since then, county reviews, filing and charts,
    web materials
  • Redesign effort in 2006
  • Pilot civil rights days in 2007

4
Shift in Focus
  • More sharing best practices in outreach to
    underrepresented audiences.
  • To the extent possible, aligning review process
    with RBC
  • More education of colleagues about civil rights
    principles
  • More stress on activities that expand access
    throughout the program development process
  • Making connections with other efforts to promote
    nondiscrimination and valuing differences in
    staff and clientele

5
Valuing Inclusion and Diversity
  • We value differences in people, ideas, programs
    and partnerships.
  • Valuing inclusion and diversity guides
    educational programming and our relationships in
    the workplace and with our clientele

6
Valuing Inclusion and Diversity
  • Building Trust Through a Responsibility Based
    Culture
  • Culturally Competent Programming
  • Special Projects Immigration Summit, Mexico
    Immersion
  • Hmong Task Force, website
  • Latino Task Force, website
  • Native American Task Force, website
  • Multicultural Awareness Program

7
Valuing Inclusion and Diversity
  • Civil Rights and ADA Activities,
  • Recruiting and Hiring a Diverse Workforce
  • Affirmative Action and Equal Opportunity in the
    Workplace
  • International Opportunities

8
Civil Rights ActivitiesGoals
  • To expand access to people from traditionally
    underrepresented groups.
  • Promote nondiscrimination and the valuing of
    differences among staff and clientele

9
Legal Context
  • Compliance with federal and state Civil Rights
    Laws. Special emphasis on Title VI of the Civil
    Rights Act of 1964

10
Proactive Measures
  • Required to assure equal opportunity and make up
    for historic and continuing discrimination toward
    protected groups.
  • Women, African Americans, American Indians and
    Alaska Natives, Asians, Native Hawaiians Other
    Pacific Islanders, Hispanics or Latinos

11
Proactive Measures
  • All reasonable effort to reach these protected
    categories, moving toward parity. Due to past and
    present discrimination and the continuing impact
    of historical discrimination.
  • Also, discrimination prohibited on the basis of
    race, color, gender/sex, creed, disability,
    religion, national origin, ancestry, age, sexual
    orientation, pregnancy, marital or parental
    status, arrest or conviction record, veteran
    status (federal and state laws)

12
Race
  • Race is a group identity historically related to
    a local geographic or global human population.
    It is traditionally distinguished as a group by
    genetically transmitted physical characteristics.
    Race is believed to be a social construct
    without biological merit that was designed to
    maintain dominance, and slavery was most
    prominent example.

13
Ethnicity
  • Ethnicity is a group identity assigned to
    specific groups of people who share a common
    linguistic, religious and/or cultural heritage.
    In some cases, there is also a shared racial or
    national identity. All people are of an ethnic
    heritage. Ethnicity is not synonymous with
    race. For example, a black French woman might
    consider her ethnicity as French while her race
    is determined by her genetic heritage (African).

14
Parity
  • An Extension program is in parity when the
    participation of individuals of minority groups
    reflects the proportionate representation in the
    population of potential recipients.

15
Potential Audience
  • Potential recipients are persons or groups within
    your defined geographic area who might be
    interested in or benefit from the educational
    program.

16
All Reasonable Effort
  • Three steps are required to demonstrate that all
    reasonable efforts have been made--
  • the use of all available mass media
  • the use of personal letters and/or flyers or
    publications
  • the use of personal contacts (invitations to
    participate) by Extension staff.

17
Individual Responsibilities
  • Learn about the demographics of your
    countyCensus, local data, local knowledge
  • Define potential audience for each program
  • Work w/partners and stakeholders who represent
    and serve those protected by Civil Rights Laws to
    analyze situations of cultures and ethnicities in
    your county. Consider power and privilege.

18
Individual Responsibilities
  • Carry out all reasonable efforts to reach those
    who are representative of the cultures and
    ethnicities, genders and ages in your county in
    all stages of your programming. Special efforts
    directed to women/men, American Indians, African
    Americans, Asians, Native Hawaiian and other
    Pacific Islanders, Hispanics/Latinos
  • Move toward the goal of parity in program
    participation

19
Individual Responsibilities
  • Conduct meetings and educational sessions in
    facilities in welcoming and accessible locations
    and provide accommodations for people with
    disabilities
  • Know where to find UW-Extension affirmative
    action and equal opportunity policies on the Web
    or in your county office.
  • Understand how to respond to a discrimination or
    harassment complaint

20
Individual Responsibilities
  • Create a set of civil rights files
  • Demographics and Potential Audiences
  • Partner Information
  • Workplace Information
  • Special Outreach Activities
  • Civil Rights Charts 1-4
  • Civil Rights Action Plan

21
C. R. Outreach in ProgramDevelopment
  • Situation Analysis
  • Understand demographics
  • Recognize power and privilege within society and
    the community.
  • Be inclusive in seeking input
  • Use diversity matrix

22
C. R. Outreach in ProgramDevelopment
  • Situation Analysis
  • Learn about cultures in the situation
  • Invite participation through special activities
    and personal contacts
  • Hold meetings in accessible facilities

23
C.R. Outreach in ProgramDevelopment
  • Inputs
  • Define potential audience
  • Determine the demographics of the potential
    audience
  • Enlist diverse volunteers and partners
  • Funding needed to reach traditionally underserved
  • Use culturally competent research
  • Review materials for cultural competence
  • Appropriate technology
  • Partner with those who do not discriminate

24
C. R. Outreach in ProgramDevelopment
  • Outputs
  • Civil Rights Action Plan
  • Analyze demographics
  • Use all reasonable efforts to reach those
    protected by Civil Rights Act and other diverse
    audiences
  • Meet at welcoming and accessible locations
  • Learn about cultures of audience
  • Use culturally competent educational materials

25
C.R. Outreach in ProgramDevelopment
  • Outcomes/Impact
  • Understand outcomes from the cultural
    perspectives of participants. Use informants and
    confidants from the cultures other than your own.

26
C. R. Outreach in ProgramDevelopment
  • Evaluation through Entire Model
  • Apply principles of inclusiveness
  • Use culturally competent and appropriate data
    collection methods
  • Interpret data through the cultural lens of your
    participants

27
Civil Rights People with Disabilities
  • Rehabilitation Act of 1973
  • Section 504 Non-discrimination
  • Section 508 Accessible Information Technology
  • Americans with Disabilities Act (ADA)
  • Wisconsin Fair Employment law

28
Definition of Disabled
  • Is based upon a functional limitation, not a
    diagnosis or medical label.
  • Substantial limitation in one or more major life
    activities.
  • Includes both visible and invisible disabilities.

29
Accessible Information
  • Websites, emails, documents
  • Ex. Hyperlinks, formatting, outline
  • Accessible Electronic Communication
  • Web Accessibility for All
  • AccVerify software

30
Who is Protected?
  • Individual with a physical, mental, or emotional
    impairment that substantially limits one or more
    major life activities.
  • record of having such an impairment
  • regarded as having such an impairment
  • Also cannot discriminate based upon an
    association with someone with a disability

31
Requirements
  • Cannot discriminate
  • Provide Program Access
  • Modifications to policies, practices, or
    procedures
  • Provision of auxiliary aids and services in order
    to ensure effective communication
  • Provide Reasonable Accommodations (employment)

32
ADA Limitations
  • Undue Burden
  • Direct Threat
  • Fundamental Alteration

33
Notice
  • Include the accommodation statement on
    registration and/or information materials.

34
Remember
  • Dont
  • Make assumptions about a persons disability.
  • Talk about a persons disability where others can
    overhear your discussion.
  • Charge a fee for an accommodation.

35
Remember
  • Do
  • Hold your events and meetings in accessible
    locations.
  • Include an ADA statement on any registration
    materials, announcements and publications.
  • Send invoices for accommodations to JoAnn Hinz,
    Coop. Ext. Deans Office, Rm 601, 432 N. Lake
    St., Madison, 53706.
  • Contact Christine Curley, ADA Specialist for
    assistance 432 N. Lake St., Room 501, Madison,
    53706, 608-265-2406
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