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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 August 2018

Posted By Jennifer Gill, Thursday, August 23, 2018
Updated: Wednesday, August 22, 2018


August 23, 2018

Welcome to the ninth 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.


Leadership

Beating the Odds
March-April 2018, Harvard Business Review
The authors of the study featured in this Harvard Business Review article asked: What lessons can aspiring leaders—specifically, women of color and members of other underrepresented groups—take from the careers of highly successful African-American women? Moreover, what can corporate leaders learn about how to spot and develop black women’s talents, and what might such lessons teach us about how to cultivate the talents of underrepresented groups more generally?

Several Ways Exist to Improve Your Organization's LGBT Cultural Competency
June 18, 2018, McKnight's Senior Living
If your community is concerned with creating a more inclusive environment for LGBT residents, this article offers several steps for consideration. In particular, SAGECare offers training for how to help staff become more culturally competent in this area. Read more. Also check out the article below in Celebrations to learn how Aldersgate in Charlotte achieved platinum status from SAGECare.

Is Your Company Just Paying Lip Service To Diversity?
June 29, 2018, Forbes
How should your organization measure diversity and inclusion success over time? What are companies who are truly committed to cultural change doing differently? Check out this article to make sure your community and employees are taking responsibility for cultural change at your organization.

5 Strategies For Creating A Diverse And Inclusive Company
June 27, 2018, Huffington Post
A review of the tactics shared by the CEO of Ecolab in this article might help your community achieve its diversity and inclusion goals.

7 Critical Elements of Best-in-Class Diversity and Inclusion Strategies
June 26, 2018, HR Technologist
As baby boomers leave the workplace and the talent pipeline becomes more diverse, is your community prepared to be an inclusive workplace and create a sense of belonging? The author's approach is not to reflect on women’s leadership advancement as a “nice thing to do,” but to encourage companies to take it up as a real-time action plan to drive productivity using their most critical asset -- their employees. Check out this article for compelling business reasons and strategies for implementing an integrated women’s leadership strategy.

Cultural Diversity is not Cultural Competency
January 25, 2018, Generocity
The author cites BoardSource data that shows that many organizations fail to make a real effort to become more inclusive, but adds, “Even well-meaning organizations struggle with putting diversity, inclusion and cultural competency into practice.” Check out this article to understand the difference between cultural diversity and competency, and for seven steps toward building a culturally competent organization.

Who are You Overlooking in Your Diversity and Inclusion Plan?
June 26, 2018, HR Dive
How do organizations that have traditionally focused their diversity and inclusion efforts on women and minorities broaden such plans? Several keys to broaden a diversity and inclusion plan are offered in this article, to make sure folks living with disabilities, people who are part of the LGBT community, Asian-Pacific Americans and more are honored. Read more.


Celebrations

Aldersgate Participates in Charlotte Pride Parade and Festival 2018

Aldersgate "honors all elders" at the Charlotte Pride Parade and Festival.

Aldersgate Announces its SAGECare Platinum Status

Aldersgate in Charlotte has recently earned platinum status (the highest level possible) from SAGECare, and is the first CCRC/LPC on the East Coast to do so. SAGECare is the training and consulting division of New York-based SAGE, Services & Advocacy for LGBTQ elders.

To achieve platinum certification, 80% of an organization's non-executive staff, including full- and part-time, must undergo one hour of LGBT aging training. In addition, 80% of the executive senior leadership must also take four hours of in-person LGBT elder training. To date, 92% of the Aldersgate staff has completed the SAGE training. Additionally, Aldersgate at Home, the community’s in-home caregiving service, has also received platinum status with 100 percent participation.

The platinum credential is valid for one year. Organizations must be re-credentialed each year to maintain their status.

“When we say Aldersgate is open to all, that means everybody,” said Suzanne Pugh, president and CEO. “Our mission calls us to honor the dignity of every individual, regardless of gender, ethnicity, sexual orientation or any diversity dimension. Our mindset has always been to be intentional about inclusion, but it’s especially nice to have a seal of approval from a respected LGBT elder advocacy organization to let the world know: We walk our talk.”

Veronica Calderon, chief diversity & inclusion officer, added, “Building an inclusive community is part of our mission: ‘We honor elders and are committed to creating and fostering diverse, caring communities where everyone has a voice and value.’ No one should feel isolated or like they have to hide who they are. I am so proud to say to residents, prospects and the Charlotte community: All are welcome here.”

Aldersgate also plans add six gender-neutral restrooms in its common areas.


photo courtesy Croasdaile Village

Croasdaile Village Residents Assist a Housekeeper's Journey

The journey from El Salvador (or any Latin American country, for that matter) to the United States has never been easy. Those who seek to follow the law and immigrate to this country face a long and often frustrating process. Jennifer Raymundo, a housekeeper at Croasdaile Village in Durham, finally
made it in May with a little help from her friends – the residents at Croasdaile Village!

When Jennifer began working at Croasdaile Village last year, she quickly formed a special bond with the residents whose apartments and villas she cleaned. Resident John Willard says there’s something special about Jennifer.

“She’s been in America since 2001 and she’s someone who’s worked hard, followed the rules and never lost sight of her goal of becoming a citizen,” he said. “She’s one of those people who is always optimistic and takes great pride in everything she does. We just fell in love with her.” When Jennifer was officially confirmed as a U.S. citizen in May, those residents whose hearts she’s touched in the last year were on hand to celebrate with her, taking a bus from Croasdaile Village to the event.

“We wouldn’t have missed it for the world,” said Willard. “She’s brought so much kindness and inspiration into our lives, so it just made sense to be there for her big day.”

Jennifer says her persistence stems from a desire to make life better for her 12-year-old son, who was born here, and to teach him how fortunate he is to live in the United States.

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 June 2018

Posted By Jennifer Gill, Wednesday, June 13, 2018
Having trouble viewing this email? Click here to read in your browser.


June 13, 2018


Welcome to the eighth 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.



Leadership

Foundation’s Diversity Study Released

The closing general session at our annual conference featured Dr. Jim Johnson from UNC-Chapel Hill’s Kenan-Flagler Business School and the public release of “African American Voices Regarding Continuing Care Retirement Communities/Life Plan Communities.” This research study, commissioned by the LeadingAge North Carolina Foundation, provides valuable insight into the fundamental question of why aren’t CCRCs/LPCs in North Carolina more racially and ethnically diverse and, more specifically, why aren’t there more African Americans in North Carolina’s CCRCs/LPCs? The study provided recommendations and we are in the process of assembling a special task force that will be charged with developing specific tools that both LeadingAge North Carolina and its member communities can utilize moving forward. Click here for a copy of Dr. Johnson’s PowerPoint presentation from the closing session.

Making Your Board More Inclusive: Two Cases
February 20, 2018, Nonprofit Quarterly

Read this article to find out what correlates with board diversity and access a useful chart, “diversity by field of practice category.” Two successful nonprofit board diversity case studies are presented. They include: 1) attracting and developing young board leaders and 2) emerging from a merger with high board engagement. Our boards are always evolving and there are definitely lessons to be learned as we all strive to develop a board that reflects our population on the whole.

Diversity is Difficult
April 21, 2018, BU Research

Organizational behavior expert Evan Apfelbaum at Boston University wants to better understand exactly how diversity messaging helps retain - or lose - employees. This brief article might help human resource professionals and others working on attraction and retention of a diverse workforce.

Maintaining Dignity: A Survey of LGBT Adults Age 45 and Older
March 2018, AARP Research

In 2017 on behalf of AARP, Community Marketing and Insights collected data from 1,762 LGBT individuals through a 10-minute online survey of LGBT Americans age 45 and older. The article summarizes this community’s concerns in general as they age as well as concerns specifically about healthcare. This article might help you and your staff become more sensitive to and better meet the needs of current and future LGBT residents.

Fighting Health Disparities at the Barbershop
May 21, 2018, U.S. News and World Report

Barbershops in Dane County, Wisconsin are becoming more than just a place to receive a haircut. Read more about the innovation and partnership that is helping African-American men reduce health disparities and remove barriers to healthcare. Maybe you will be inspired to find innovative ways to reach more diverse populations as well.



Resources

DHHS Releases Interactive Map Showing Social Determinants of Health Across NC

Social determinants of health are underlying social and environmental factors that can be responsible for more than 70 percent of a person’s health. Check out DHHS’s new interactive map showing social determinants of health indicators across the state including economic, social and neighborhood, housing and transportation status. After following the link, click “North Carolina Social Determinants of Health.” The map is part of the department’s efforts to look beyond what is typically thought of as “health care” and invest more strategically in health.

From Intention to Action: Practical Strategies for Addressing Diversity and Inclusion in the C-Suite
May 2018, Joanne L. Smikle, Ph.D.

Thanks to Dr. Joanne Smikle for her Deep Dive presented at the 2018 Annual Conference last month. She discussed obstacles to creating diverse, inclusive organizational cultures and helped attendees generate practical strategies for removing those obstacles. Please click here to review her slide presentation for ideas that might take hold in your community.

Workplace Diversity and Inclusion Conference

   

LeadingAge North Carolina was a supporting organization of this timely NC Chamber event held yesterday in Durham. The program covered topics that will help us create a culture of true belonging among residents, board members, and staff in our membership. Thanks to board member, Ursula Robinson, for her presence, and to members from Carol Woods and Carolina Meadows who attended and learned about the prevalence of implicit bias, diversity and inclusion best practices, and demographics from Dr. Jim Johnson that underscored the urgency of our efforts in this area. We'll see you at next year's conference!

Triangle EXPO for LGBTQ Aging Adults
Saturday, June 23, 2018
Five Points Center for Active Adults
2000 Noble Road
Raleigh NC 27608

Please consider supporting this EXPO that will include non-profit service agencies that are aware of the special needs of senior populations and are prepared to handle them. It will connect LGBTQ-affirming health care professionals, housing providers, businesses, and many others with LGBTQ people throughout the Triangle. The intention is to inform senior community members of agencies and organizations that are welcoming to a population that has sometimes felt marginalized and not always welcomed as they navigate the services spectrum.




Celebrations

Carol Woods Hosts Racial Equity Institute

In April this year Carol Woods in Chapel Hill hosted the Racial Equity Institute's anti-racism workshop. Pictured here are staff and residents who participated in the discussion about the impact of race and racism on today's society. Carol Woods will also be hosting a booth at the Triangle Expo for LGBTQ Aging Adults in Raleigh on June 23rd.

United Church Homes and Services LGBTQ Hosts LGBTQ Event

Also in April this year, United Church Homes and Services (UCHS) partnered with the Ruth Frost Parker Center for Abundant Aging to host the first “Giving Voice to LGBTQ Older Adults” event in Ohio. The event included a showing of the “Gen Silent” movie and several workshops. North Carolina is home to several UCHS communities including Piedmont Crossing in Thomasville and Abernethy Laurels in Newton. Lee Syria, President and CEO of UCHS, is the Chair of the LeadingAge North Carolina board.


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 2018

Posted By Jennifer Gill, Thursday, February 22, 2018
Updated: Wednesday, February 21, 2018
Having trouble viewing this email? Click here to read in your browser.


February 22, 2018


Welcome to the seventh 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.



Leadership

Board Smarts: What's Missing?
December 1, 2017, Associations Now

Ever feel like your community is the only one struggling with board diversity? You are not alone. This article highlights how one nonprofit is addressing the issue. The organization is developing cultural competency efforts to identify, recruit, and elect a diverse and talented board. Read more.

Top 7 Diversity and Inclusion Trends in 2017
December 21, 2017, Society for Human Resource Management

In one link gain access to the Society of Human Resource Management's top seven diversity and inclusion articles from 2017. Topics covered include Millennials, older workers, sexual harassment and more.

Why Black Employees Hesitate to Open Up About Themselves
March-April 2018, Harvard Business Review

Research shows that people are more likely to be promoted when they are part of the social fabric at work. What if you are an excellent contributor, but socializing feels risky because you are not sure if your cultural frame of reference will be understood or accepted? These authors suggest several ways to create a more open and curious informal daily dialogue among co-workers, as well as what leaders might read, how to structure mentoring programs, and what kinds of events tend to facilitate authentic interactions among co-workers of all backgrounds. Read more.

A $6 Million Initiative Aims to Diversify Museum Leadership
November 29, 2017, The New York Times

Art museums in New Orleans, Boston, Los Angeles, Pittsburgh, and Chicago are among 20 chosen to develop innovative strategies to diversify art museum leadership. Organizers hope to compile the results of the initiatives to provide potential solutions for other institutions. The $6 million campaign is funded by the Ford Foundation and the Walton Family Foundation to help cultural institutions reflect demographics of the U.S.  Read more.


Resources

Diversity: The Latest Research
2016, Harvard Business Review

Editors at Harvard Business Review collected 20 of their best research articles on diversity and inclusion and organized them with discussion questions to help your organization. The table of contents on page three will help you select the articles you want to read; they cover gender, race, LGBT and culture. The collection may hold some gems as we all contemplate ways to make sure our organizations are as diverse and inclusive as possible.

Gen Silent

2010, Stu Maddux

Thanks to one of our members who reminded us of this award-winning video resource. A documentary released in 2010, Gen Silent was filmed over one year as producer Stu Maddux followed six LGBT older adults living in the Boston area. The viewer follows them as they navigate the long term care system and face gut wrenching decisions about whether to be open about their sexuality in order to survive in a system that is not inherently accepting. LeadingAge North Carolina screened this film at the 2015 Spring Conference.



Celebrations

Strong Hearts, Open Hearts at Carol Woods and AKA

   

Residents at Carol Woods in Chapel Hill celebrated February's Heart Health Awareness Month by being active. A Cardio 'n Tone class on campus was held for residents as well as members of the Mu Omicron Omega chapter of Alpha Kappa Alpha sorority in Chapel Hill. Way to keep your hearts healthy and strong together!


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 November 2017

Posted By Jennifer Gill, Thursday, November 9, 2017
Updated: Thursday, November 9, 2017
Having trouble viewing this email? Click here to read in your browser.


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
Having trouble viewing this email? Click here to read in your browser.


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
Having trouble viewing this email? Click here to read in your browser.


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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