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Inclusion Insights is a regular publication of LeadingAge North Carolina highlighting trends, practices, and news related to inclusion and diversity issues in aging services.

 

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Inclusion Insights November 2017

Posted By Jennifer Gill, Thursday, November 9, 2017
Updated: Thursday, November 9, 2017
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November 9, 2017


Welcome to the sixth edition of Inclusion Insights, a regular publication of LeadingAge North Carolina highlighting trends, practices, and news related to inclusion and diversity issues in aging services. We welcome your feedback, questions, and ideas.



Board Diversity

BoardSource 2017 Finds a New Platform for Action in the Face of Declining Diversity: Nonprofit Quarterly

This article is the first in a series of articles presenting the results of BoardSource’s 2017 survey of nonprofit boards. The somewhat surprising results of the survey prompted the creation of the next two resources listed below.

Taking Action on Board Diversity – Five Questions to Get You Started: BoardSource

Leading with Intent: 2017 National Index of Nonprofit Board Practices reveals some troubling information about the diversity of today’s nonprofit boards: We’re making little progress in diversifying our boards, are dissatisfied with our board diversity, and are doing little to prioritize it in our board recruitment practices. In an effort to spark action, BoardSource presents five questions for your board to contemplate.

The Declining Diversity of Nonprofit Boards and What to do About It: Nonprofit Quarterly

This 60-minute on-demand workshop is designed for action. It is facilitated by Anne Wallestad, CEO of BoardSource, and Vernetta Walker, Chief Governance Officer and Vice President of Programs for BoardSource. For learning objectives and payment information please click here.

CEOs Explain How They Gender Balanced their Boards: Harvard Business Review

What are the benefits of a gender balanced board? To find out, the authors of this article interviewed 16 CEOs or board members who had an average female board composition of 49.8%. Interviewees also explained how they achieved gender parity and why they felt other CEOs have not taken similar steps. If your board is struggling with a similar issue, this article could help.



Workplace

Leaders Aren’t Great at Judging How Inclusive They Are:
Harvard Business Review


How can you tell if leaders in your organization are genuinely welcoming? Do leaders know if they are as welcoming as they think they are? To explore this question, the authors analyzed one large organization with an excellent track record of hiring and promoting diverse candidates and a reputation for inclusion. An organization hired to administer 360-degree feedback assessments for roughly 4,000 leaders and agreed to the use of its data for this analysis. Click here to find out if senior or junior managers are more inclusive, and how inclusive behaviors correlate with overall leadership effectiveness.

New Report Highlights Gender and Racial Disparities in the Direct Care Workforce: Paraprofessional Healthcare Institute

This November 2017 research brief examines racial and gender disparities among the 4.5 million personal care aides, home health aides, and nursing assistants in this country. Special emphasis is placed on two questions: 1) how has the racial and gender composition of this workforce changed over the past 10 years? and 2) how do race and gender shape the demographic, employment, and economic characteristics of the direct care workforce? This brief is a wonderful resource that addresses two important issues in our field.

How Hospitals are Stepping Up Efforts to Best Accommodate LGBTQ Patients: U.S. News & World Report

Hospitals are making more of a concerted effort to be sensitive to the traditionally marginalized population of LGBTQ patients. Read this article to learn more about what some hospitals are doing that might be applicable in your community, from using preferred names in electronic medical records to creating resource groups for LGBTQ employees and patients.

Why Employer Support is so Important for Transgender Employees: Harvard Business Review

The authors interviewed 40 transgender individuals across the United States about their workplace experiences. If someone on your staff were transitioning, would you know how to be supportive, and would you be comfortable reaching out? How best to be supportive might surprise you. Click here to understand more fully the challenges of transitioning and learn how to be an inclusive co-worker.

Diversity Study Update

Researchers at the University of North Carolina-Chapel Hill’s Kenan-Flagler Business School continue their work on the diversity study commissioned by the LeadingAge North Carolina Foundation. Preliminary interviews with current CCRC/LPC residents have been completed and focus groups are gearing up. We anticipate receiving a preliminary draft of the study sometime in December.


LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | info@leadingagenc.org | www.leadingagenc.org


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Inclusion Insights August 2017

Posted By Jennifer Gill, Wednesday, August 23, 2017
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August 2017

Welcome to the fifth edition of Inclusion Insights, a regular publication of LeadingAge North Carolina highlighting trends, practices, and news related to inclusion and diversity issues in aging services. We welcome your feedback, questions, and ideas.


RESOURCES

NC Chamber Conference: Women: A Force in Business

The North Carolina Chamber is organizing its second annual Women: A Force in Business conference. LeadingAge NC is a sponsoring organization, which entitles our members to a registration discount.

Join LeadingAge NC staff members Leslie Roseboro and Jennifer Gill at the conference, where you may choose your own breakout sessions throughout the day including:

• "The Art of Emotional lntelligence"
• "Leading When You're Not In Charge"
• "The Cross-Generational Workplace"
• Many others

During breaks, enjoy brief sessions that focus on wealth management, digital branding, revitalization and other self-development topics. Be sure to share this information with colleagues and plan to attend. We hope to see you there!


Registration Information

Click here to register and select then click on ‘Register, Exhibit, or Sponsor,’ then click 'Register or Sponsor' which will take you to the registration page. If you select ‘Individual Member Ticket’, you will receive the reduced registration (Chamber member) rate. Please contact our office at 919-571-8333 if you have any questions.

Women: A Force in Business
Thursday, September 21, 2017
8:00am-5:30pm
Raleigh Convention Center

500 S. Salisbury Street

Click here for the event flyer.

Slides: The Business Case for Diversity

In case you missed it, click here to download slides from LeadingAge NC board member and Pace of the Triad executive director’s Ursula Robinson’s presentation at this year’s LeadingAge North Carolina Spring Conference and Trade Show entitled, The Business Case for Diversity. This pdf is an excellent reference for diversity and inclusion statistics and inspiration.

Reflections: LeadingAge North Carolina Sponsors Chamber Diversity and Inclusion Conference

In June, LeadingAge North Carolina served as a “Supporting Organization” for the NC Chamber’s inaugural Workplace Diversity and Inclusion Conference at the Sheraton Imperial Hotel in Durham. 200 members of the state’s business community (including 20 staff members from LeadingAge NC member communities) joined an A-list of speakers conducting frank conversations about diversity and inclusion in the workplace. Attendees tackled topics that included recruiting for diversity, fostering a culture of inclusion, evaluating D&I initiatives using proper metrics and understanding unconscious bias. Click here to reference a presentation by Diversity and HR Solutions in Raleigh entitled, Understanding Unconscious Bias presented at the Conference in June.

Diversity Study Update

The LeadingAge North Carolina Foundation has engaged the University of North Carolina – Chapel Hill Kenan-Flagler School of Business and the Cedar Grove Institute for Sustainable Communities to try and determine why diverse populations choose (or choose not) to move to continuing care retirement communities/life plan communities. Our first foray into this area has as its primary goal to better understand African American perceptions, opinions, and knowledge about living options and the range of services that CCRCs/LPCs offer. The researchers will do this by conducting six focus groups with a purposeful sample of African American professionals. In addition, they will conduct structured interviews with eight African American couples and individuals currently living in CCRCs in North Carolina and a separate group of African Americans who are currently on the wait lists of North Carolina CCRCs/LPCs. We hope to have the final report by December 2017.



WORKPLACE

What 11 CEOs Have Learned About Championing Diversity: Harvard Business Review

Words of wisdom about diversity and inclusion from 11 CEOs are shared for all of us to benefit from in this August 2017 article, with special emphasis on four key lessons learned.

Moving Racial Equity and Inclusion from the Periphery to the Center: Lessons from an Incomplete Project: Nonprofit Quarterly

If you struggle with diversity and inclusion you are not alone. Read this article for lessons learned by a New York City-based organization called Living Cities to bring the race conversation into its workplace and branding. The article is one in a series called Equity, Diversity, and Inclusion Project written for the nonprofit sector.


Marriott CEO: At a Time of Great Anxiety Around Diversity, We Need to Communicate: Fortune.com

In this six minute video hear from Marriott’s CEO how its TakeCare employee program has evolved over the decades as laws regarding gay marriage, immigration, and others have changed.

Why More Hospitals Should Prioritize Cultural Competency: Harvard Business Review


With intentional effort, hospitals can bridge the cultural gap between doctors and patients, resulting in better health outcomes for underserved populations. Check out
this article that focuses on hospitals, with lessons for our field as well.

Managing Multicultural Teams: Harvard Business Review


This video shares the four most common challenges to leading a multicultural team along with four strategies to overcome those obstacles. A worthwhile 2 minute video to watch and use in a staff meeting or presentation.



RESIDENTS

Fighting for L.G.B.T. Rights in Retirement Communities: The New York Times


When many LGBT older adults move to a retirement community they struggle to be their full selves as they face subtle and not so subtle discrimination at their new home. Many do not have children and are aging alone. Are the employees in your community sensitive to their needs?
This article explores some of the complexities of being an LGBT resident of a retirement community. The author mentions SAGE, an organization that provides advocacy and services to LGBT elders. North Carolina has two SAGE affiliates: in Raleigh and in Wilmington that may serve as a resource to your community of staff and residents.

Black Gray and Gay: the Perils of Aging LGBTQ People of Color: NBC News

To better understand struggles specific to LGBTQ people of color, read this NBC News article. Please take note of valuable resources mentioned that might be useful to residents and staff.

Here’s How We Can Preserve the Dignity of Aging Holocaust Survivors: Jewish Telegraphic Agency

An approach called Person-Centered Trauma-Informed care is highlighted in this article as an effective approach for supporting survivors of the Holocaust. Residents in your community who are Holocaust survivors, veterans, refugees, victims of abuse or other trauma might also benefit from this approach. Learn more about Trauma Informed Care at the National Center for Trauma Informed Care website.

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | info@leadingagenc.org | www.leadingagenc.org


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Inclusion Insights May 2017

Posted By Jennifer Gill, Wednesday, May 31, 2017
Updated: Tuesday, May 30, 2017
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May 31, 2017

Can You Teach Diversity and Inclusion?

The short answer is yes, but training alone is not enough. Kellye Whitney writes in this Chief Learning Officer article that creating a diverse and inclusive organization is a culture transformation project requiring a growth mindset. But don’t get overwhelmed; read this article for ideas and inspiration on tackling this multidimensional issue in your community.

Foundation Board of Trustees Commissions Groundbreaking Diversity Study

This is an exciting time for the LeadingAge North Carolina Foundation, as a re-energized board of trustees looks at the things that can be truly important for our field and marshals resources to come up with solutions. We’re happy to announce that the Foundation is partnering with the University of North Carolina at Chapel Hill’s Kenan-Flagler School of Business to do a national study of why diverse populations choose to move to CCRCs – or choose not to.
Our field THINKS we know why diverse populations don’t come to our communities in any significant numbers. What we’ve found out is that our thinking is purely anecdotal…and there is no research out there that can inform our attempt to reach out.

The diversity study represents our first attempt at being a transformational leader within the field by choosing a topic that’s important not just to our members but to aging services providers across the nation.

A little about the study itself. The overarching purpose of the proposed study is to gather strategic information which potentially can be used in advertising and marketing to attract more African Americans to CCRCs. The primary goal is to better understand African American perceptions, opinions, and knowledge about living options and the range of services that CCRCs offer. We will do this by conducting six focus groups with a purposeful sample of African American professionals. In addition, we will conduct structured interviews with eight African American couples and individuals currently living in CCRCs in North Carolina. It’s the first step in what will be a comprehensive look at the topic that will hopefully lead us to development of a specific tool kit for member communities. We’re involving a number of people in the design and execution including the Medical Care Commission, LeadingAge national, and other states for feedback, comment and participation. We hope to complete the study by year-end.

Your Biases are Holding You Back

This North Carolina Chamber newsletter article cites research about the impact of our biases on how we work and learn. Click here to read these articles and for information on the NC Chamber’s first ever Workplace Diversity and Inclusion Conference. This important event will take place June 15 at the Sheraton Imperial in Durham. This conference will cover many of the important issues you have told us you are tackling: recruiting for diversity, fostering a culture of inclusion, evaluating diversity and inclusion initiatives using proper metrics, understanding unconscious bias and more. Our staff will be in attendance and we hope to see you there.

 

Registration Information: First click on this link, then click on ‘Register or Sponsor,’ which will take you to the registration page. If you are a LeadingAge North Carolina member, you qualify for a special rate. If you select ‘Supporting Organization Member Ticket, Diversity & Inclusion (2017)’, you will receive the reduced registration (Chamber member) rate. Please contact our office if you have any questions.

Making Elder Homes More LGBT Friendly

This article was authored by Beth Baker for Next Avenue, and shared by LeadingAge national. Understanding what to do to make your community inclusive for LGBT residents may take time. Read this article to learn more about the two-year journey of a community in New York to become more culturally competent for its LGBT residents. After initial resistance among some staff and residents, the training is resulting in slow progress for a more inclusive community.

We’ve Gotten Better at Diversity. Now the Challenge is Inclusion.: Washington Post

The dean of Harvard Business School humbly admits that, despite being a member of a racial minority, he has inadvertently behaved in ways that made other people feel unwelcome. This article encourages us to open our eyes to our own blind spots and take small steps toward inclusivity.

Apple Hires First VP of Diversity: Fortune

Cultivating a diverse and inclusive workplace is a challenge for all kinds of organizations. This brief article highlights a recent move by Apple to alter the reporting structure for its newly hired Inclusion and Diversity officer. Be sure to check out the link to Apple’s diversity page that may be food for thought for your own website.

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | info@leadingagenc.org | www.leadingagenc.org


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Inclusion Insights February 2017

Posted By Jennifer Gill, Wednesday, February 15, 2017
Updated: Monday, February 13, 2017



February 2017

Welcome to the third edition of Inclusion Insights, a regular publication of LeadingAge North Carolina highlighting trends, practices, and news related to inclusion and diversity issues in aging services. We welcome your feedback, questions, and story ideas!


BOARD DIVERSITY

Beyond Political Correctness: Building a Diverse and Inclusive Board
This article provides thoughtful suggestions on how to build a pipeline of diverse board candidates, how to involve folks that join your board, and how to measure results.

Benefitting From Diversity
Read this piece for help defining board diversity, tips on recruitment, how to avoid tokenism, dealing with dissent, and why a diverse board is beneficial.


WORKPLACE DIVERSITY

Diversity Doesn’t Stick Without Inclusion
Even though your community has diverse representation of people, is it actually inclusive? How do people interact once they are a part of your community? Click here to read thisHarvard Business Reviewarticle for more on inclusivity: how to encourage participation, promote visibility, innovation, and networking.

How 7 Chicago Tech Companies Work to Promote Diversity in the Workplace
Seven companies share lessons learned from the diversity initiatives they have put into place. Themes for success include creative recruitment, partnering with local nonprofits, mentoring students, being intentional, and being patient with the process.

The Growing Importance of Creating an Inclusive Workforce
Read this article for specific steps organizations can take to develop inclusive leadership, a key to developing a diverse workforce.

Diverse Inclusive Workplace Important to Millennials
Read this article for fresh perspective on why the youngest working generation values workplace diversity and inclusion.


OTHER RESOURCES

Save the Date:Workplace Diversity & Inclusion Conference
Thursday, June 15 | Durham, NC

2017 marks the North Carolina Chamber’s inaugural Workplace Diversity and Inclusion Conference. This information-packed program addresses topics such as unconscious bias in the workplace, inclusive leadership and evaluation of diversity and inclusion initiatives, with a focus on its connection to organizational strategy. Content will be valuable for a wide range of organizations, including those with fledgling diversity and inclusion programs, as well as those with established, proven initiatives. This event offers something for everyone, from young professionals to seasoned executives.We will provide registration information as it becomes available.

The Inclusion Solution Newsletter
For the latest on diversity and inclusion check out this newsletter from The Winters Group, a consulting firm in Maryland specializing in diversity and inclusion.

LeadingAge North Carolina Foundation Considers Research Study
The LeadingAge North Carolina Foundation board of trustees is considering partnering with a major research university to conduct a research study on diversity and inclusion issues. In particular, the Foundation seeks to provide answers to questions about why diverse populations choose to move (or not move) to congregate settings (like life plan communities and continuing care retirement communities). The board hopes to take action on a potential study at its April 20 meeting.

 

 

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 |info@leadingagenc.org|www.leadingagenc.org



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Inclusion Insights August 12, 2016

Posted By Jennifer Gill, Friday, August 12, 2016


                                                                  August 12, 2016


Welcome to the second edition of Inclusion Insights, a regular publication of LeadingAge North Carolina highlighting trends, practices, and news related to inclusion and diversity issues in aging services. We welcome your feedback, questions, and story ideas!


If Your Board Looked Like Your Community

Several California-based arts organizations share lessons learned from efforts to increase board diversity that could apply to all nonprofits. Suggesting that nonprofits reshape their perspective on board diversity from a problem to a practice, this article answers why it’s worth diversifying your board, whether representation matters, and what opportunities might result from a diverse board.  


Why So Few "Diversity Candidates are Hired”

This brief but informative two-minute video from Harvard Business Review walks through a study that examined hiring decisions in controlled and real world scenarios. Even if you have been diversifying candidate pools at your community, you may be surprised how unconscious biases may still be at play.


Why Diversity Programs Fail

This Harvard Business Review article uses data, interviews, and examples to suggest that some of the most effective solutions to diversity problems are not designed with diversity in mind. Intrigued? Take a look at some of the practices that worked, some that did not and why, and learn what roles rebellion, autonomy, and engagement play in true diversity success.


Engaging Nonprofit Employees

Presenting results of a survey of 400,000 employees and 5,500 organizations, this article offers practical strategies specifically aimed at nonprofits to engage and retain employees. The article claims that nonprofit employees choose to work in the nonprofit sector specifically for the chance to "improve lives and give voice to those not being heard” and they also want "fairness, positivity and inclusion in their daily work environment.”


 Three Ways We Can Increase Diversity in Corporate America

This article features the financial sector and posits that diverse teams help companies learn how to do business with diverse customer bases. The author also asks us to consider what role our organizations could play in creating a more diverse employee baseby providing opportunities for education, sharing success stories, and making deliberate investment decisions.


 Save the Date

Embracing Diversity Workshop
Sponsored by the North Carolina Culture Change Coalition
$50 registration fee
5.5 CEUs for NHA and Nurses

Speakers: 
Paige Everett, Ph.D, MSW – ECU School of Social Work
Lyndall Hare, Ph.D. – Concierge Gerontologist
Cindy Deporter, MSSW – NC Division of Health Service Regulation
Tammy Wade and Frances Robinson – NC Division of Vocational Rehabilitation

Sessions throughout October in Rocky Mount, Hickory, Matthews, and Wilmington

 

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | info@leadingagenc.org | www.leadingagenc.org



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Inclusion Insights Inaugural Edition

Posted By Julanne Rutten, Friday, April 8, 2016
Updated: Wednesday, May 4, 2016

Inaugural Edition April 8, 2016


Welcome to the inaugural edition of Inclusion Insights, a regular publication of LeadingAge North Carolina highlighting trends, practices, and news related to inclusion and diversity issues in aging services. We welcome your feedback, questions, and story ideas!



Diversity Seminar

Many individuals, groups, and institutions are challenged with appreciating and leveraging difference. Understanding differences and appreciating inclusiveness allows an organization to be far more customer intimate - which is the key to providing good customer service and, in turn, to business success.

We’ve listened to you and designed a pre-conference diversity seminar that will provide attendees with the necessary tools to develop an inclusion roadmap for their community.

Hector McEachern

You won’t want to miss this one-of-a-kind learning opportunity, in large part because we’ve been able to bring Hector McEachern’s inestimable talents to the session. During his 30-year human resources management career with Wachovia Corporation, McEachern established the corporation’s Office of Diversity through which he steered a comprehensive cultural assessment of the organization’s workforce and designed and implemented a company-wide cultural awareness and diversity initiative. Mr. McEachern held responsibilities as manager of corporate human resources, chief diversity officer, and, most recently, executive vice president and human resources business partner director. In the latter position, he provided executive oversight of the corporation’s operating committee for human resources and other business lines, including leadership for 12 HR officers and 240 HR professionals. Not content to put all that experience on the shelf when he retired in 2009, McEachern founded The McEachern Group and now provides leadership as its president. The firm provides guidance on human capital strategies, executive coaching and diversity leadership, organizational change through mergers and acquisitions, and organizational consulting.

Join us on May 10th at 1:00pm for this amazing pre-conference kickoff to our 60th anniversary celebration in Myrtle Beach. For more information – and to register – click here.


Affinity Group Communities

Food for thought: a recent article in TheNew York Times highlighted a developing type of housing option called "affinity group communities.” In part the concept is borrowed from the corporate sector that has often organized affinity groups in organizations to address the needs of like individuals with common interests.


Senior Living Poised to Attract More Diverse Residents

Race, age and income all play a significant role in who is looking at senior housing, but
recent survey findings suggest a possible inflection point, as minorities express more interest in senior living for themselves than for their parents.


Diversity Matters at Presbyterian Senior Living: Here's Why

Check out this blog post that speaks specifically to purposefully building an inclusive atmosphere.

 

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | info@leadingagenc.org | www.leadingagenc.org


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