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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 March 2020

Posted By Jennifer Gill, Friday, March 13, 2020
Updated: Wednesday, March 11, 2020

15th edition
March 13, 2020

Inclusion Insights is a quarterly publication of LeadingAge North Carolina highlighting news, research, and best practices in diversity, equity, and inclusion.


Gender Parity in the Boardroom Won’t Happen on Its Own
Harvard Business Review; February 12, 2020
Research suggests that diversity spurs more diversity. But it also implies that homogeneity spurs homogeneity — and that without intensive efforts to provide women with more opportunities to climb the ranks within their own organizations, women will continue to be underrepresented in the C-suite and boardroom.

How the Best Bosses Interrupt Bias on Their Teams
Harvard Business Review; November/December 2019
The author provides several tips for how to interrupt bias in the hiring process, in day-to-day interactions at work, and in evaluations and promotions.

3 Big Ideas From Fortune’s Next Generation of Powerful Women
Fortune; December 13, 2019
What did female leaders of Salesforce, the NFL, and Lutheran Immigration and Refugee Service have to say about how to fix problems throughout corporate America?

A Data-Driven Approach to Hiring More Diverse Talent
Harvard Business Review; December 10, 2019
Research shows that companies that have more diverse workforces outperform and out-innovate those that don’t. According to a 2018 McKinsey report, companies in the top-quartile for workforce diversity are 33% more likely to financially outperform their less diverse counterparts.


'Success Is Not a Solo Sport.' How Workplaces Can Better Support Women of Color
TIME; December 10, 2019
Sometimes being a woman of color at work can feel like a bundle of contradictions: wanting to prove that you belong in whatever room you’re in, and not be judged by what you look like, and yet being proud of who you are and not wanting to erase that. How do you wrestle with those two things?

Five Ways an Anti-Racist White Caucus Supports Diversity and Inclusion
Diversity Best Practices; December 10, 2019
Any organization that truly wants to create a diverse and welcoming environment should get as comfortable cultivating White people as allies to People of Color as we are men as allies to women.

Preserve Your Workplace Culture and Address Microaggressions
Thrive Global; February 18, 2020
Microaggressions erode workplace inclusivity, but they can be difficult to eradicate. Here are a few common examples and some ways to address them immediately.

Creating a Trans-Inclusive Workplace
Harvard Business Review; March/April 2020
Despite a growing global awareness of the struggles trans people face, many employers remain ill-equipped to create the policies and workplace cultures that would support trans employees. Fortunately, research on how employers can more effectively attract, retain, and promote the well-being and success of their trans employees is growing.

How Algorithmic Bias Hurts People With Disabilities
Slate; February 6, 2020
Though a huge portion of the population lives with a disability, it comes in many different forms, making bias hard to detect, prove, and design around.


LGBT Inclusion: LeadingAge Learning Hub
This Spotlight in the LeadingAge Learning Hub provides a better understanding of how providers can be more inclusive of LGBT older adults. Content includes a video for historical perspective as well as articles on person-centered language and how to foster a culture of inclusion.

Don't Just Add 'Other': How to Make Employment Forms Inclusive
HR Dive; November 27, 2019
Many companies have inadvertent gaps in their diversity and inclusion efforts — particularly when it comes to gender non-conforming applicants and employees.


LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | |

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Inclusion Insights November 2019

Posted By Jennifer Gill, Thursday, November 21, 2019
Updated: Thursday, November 21, 2019

14th edition
November 21, 2019

Inclusion Insights is a quarterly publication of LeadingAge North Carolina highlighting news, research, and best practices in diversity, equity, and inclusion.

Do you have an article or information to share in this newsletter?
Please contact Jennifer Gill.


Getting Over Your Fear of Talking About Diversity
Harvard Business Review; November 8, 2019
This author provides four truly actionable steps to help leaders fully engage on this topic. Don't let your fear of making a misstep hold you back from a diverse, equitable, and inclusive workplace.

The Anxiety of Being the “Only”
Harvard Business Review; October 14, 2019
Being the “only” in the workplace — the only woman, the only person of color, the only one openly suffering from a mental or physical illness — can contribute to existing mental health issues. In this 39-minute podcast, host Morra Aarons-Mele speaks with two experts on the topic: Angela Neal-Barnett, an award-winning psychologist and expert on anxiety among African-Americans, and author of “Soothe Your Nerves,” and Nilofer Merchant, the author of “The Power of Onlyness.”

Board Diversity Includes Disabilities
BoardSource; October 25, 2019
In the United States, we have worked hard to remove environmental and attitudinal barriers in order to promote the inclusion of people with disabilities into all aspects of society. The Americans with Disabilities Act, passed in 1990, is groundbreaking civil rights legislation for people with disabilities. Nevertheless, there still exists limited opportunities for the inclusion of people with disabilities, particularly in the area of leadership, policy, and community governance.

4 Important (and Sometimes Difficult) Steps Leaders Must Take to Create a More Diverse and Inclusive Team
LinkedIn Talent Blog; November 5, 2019
“The culture that you want starts with the leadership that you have,” says Uzo Akotaobi, VP of HR, diversity and inclusion, and learning and development at Prologis. “You can want diversity all day. But once you get that diverse talent, what do you do with it?”


How Unpredictable Work Hours Turn Families Upside Down
The New York Times; October 16, 2019
New research shows that African Americans, Hispanics and other minorities — particularly women — are much more likely to be assigned irregular schedules, and that the harmful repercussions are felt not just by the workers but also their families.

The Future of Work in Black America
McKinsey & Company; October 2019
Research shows that automation trends may be widening the racial wealth gap. This article reveals possible interventions that may help African American workers prepare for the future.

Three Reasons Why a Latinx/a/o Talent Strategy Drives an Inclusive Culture
Diversity Best Practices; October 1, 2019
Patricia Mota, President & CEO for the Hispanic Alliance for Career Advancement, provides three of many reasons why a Latinx/a/o talent strategy drives an inclusive culture.

What Matters to College Students Today
Axios; September 21, 2019
Hint: race, diversity, and inclusion were by far the most discussed issues among student editors across public and private universities, community colleges, liberal arts schools, Historically Black Colleges and Universities and religious universities in all 50 states.


What LeadingAge Members Need To Know About LGBT Aging
Check out this free webinar available to members from the LeadingAge national Learning Hub. This 13-minute QuickCast provides an overview of how to create an LGBT inclusive environment for residents/clients, staff and families.

TED Talks: Why Diversity Matters
These TED Talks highlight how diversity of thought, perspective, language, culture and people have a unique advantage in today's globalized world.

Have a resource you’d like to share in this newsletter?
Please contact
Jennifer Gill.


North Carolina’s 1st LGBT Senior Co-Housing Under Construction
The Rainbow Times; September 7, 2019
Village Hearth Senior Cohousing in Durham, North Carolina, the first LGBT Senior Cohousing Community in North America, is on course for occupancy in Spring of 2020. This 28 single-story home community on a 15-acre wooded lot near central Durham is more than a set of structures; it represents community, camaraderie, and safety for the residents who will occupy these special homes. Read more about this groundbreaking project.

Have a celebration you’d like to share in this newsletter?
Please contact Jennifer Gill.


Is your community SAGE-certified or seeking such certification? If so, please contact Jennifer Gill with your community's name so that we can include it in the next edition of this newsletter.

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | |

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Inclusion Insights August 2019

Posted By Jennifer Gill, Tuesday, September 3, 2019

August 30, 2019

Welcome to the thirteenth 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.


Make Board Diversity Work
August 27, 2019, BoardSource
This blog writer believes that, "...those nonprofits talking diversity and not taking intentional action are missing board leadership. The bottom line is that taking the right action is the way to ensure that your organization advances its mission tomorrow and into the future." Read his suggestions regarding where to start by clicking here.

Black Pharmacists Are Helping Close A Cultural Health Care Divide
July 9, 2019, Kaiser Health News
This 21-minute audio features a story about how black pharmacists in Illinois are helping fill a void for African American patients seeking medical care that acknowledges their heritage, beliefs and values. Such care may bridge generations of mistrust of the medical profession and even improve patients’ health.

How African-Americans Advance at Work — And What Organizations Can Do to Help
August 27, 2019, Harvard Business Review
Laura Morgan Roberts, poet and professor of management at the University of Virginia’s Darden School of Business, studies diversity in organizations, particularly how African Americans experience the workplace. Listen to her thoughts in this 24-minute audio or read the interview transcript. You'll be glad you did.

As Gender Diversity on Boards Improve, There’s Still a Gender Gap at the Top
August 6, 2019, Diversity Best Practices
A recent Working Mother Research Institute report takes a look at the experiences of women — and men —at all levels of corporations to ascertain what perceptions and realities are keeping them out of the highest ranks.


Do Your Diversity Efforts Reflect the Experiences of Women of Color?
July 1, 2019, Harvard Business Review
Some gender diversity efforts do not consider the experiences of all women, particularly women of color. Corporate leaders need to focus on diversity and inclusion efforts that take an intersectional approach, as coined by academic Kimberlé Crenshaw, to identify barriers that women of color face, due to the impact of their race and gender.

The Importance of Targeted Leadership Development Programs
May 26, 2019, Diversity Best Practices
Women and people of color face challenges when they are different from the leadership of their organizations. As an addition to an organization’s overall D&I strategy, targeted development programs designed to address the underlying challenges faced by women and people of color can be a highly effective way to help break through this point.

A Leader's Guide to LGBTQ+ Talent Strategy
April 18, 2019, Russell Reynolds Associates
Encouraging diversity and fostering an inclusive working environment are widely considered the right things to do. However, research increasingly shows they are also key to maximizing business performance. This article takes a look at how to attract and retain LGBTQ+ talent.

4 Ways to Improve Your Company’s Disability-Inclusion Practices
June 4, 2019, Harvard Business Review
Hiring folks who have disabilities is not just “the right thing to do,” it can also be part of a talent strategy that will benefit your community. Read this article for four suggestions about how to move forward.


15 Ways To Make Your Ad Campaigns More Authentically Diverse
August 6, 2019, Forbes
As society becomes more focused on diversity, audiences expect to see that diversity reflected in marketing and ad campaigns. That's why many modern companies are selecting more diverse models and stories for their ad campaigns. However, it can be difficult to incorporate diversity in a way that feels authentic, rather than a forced reply to a growing demand.

10 Books To Help You Foster A More Diverse And Inclusive Workplace
August 25, 2019, Forbes
Check out this list of books that could serve both employees and organizational leaders who want to learn more and understand the cultural experiences of different groups. Reading diverse narratives may catalyze perspective-taking—an act that research suggests can reduce bias.

Must-Watch TED Talks That Tackle Diversity and Inclusion
July 9, 2019, Diversity Best Practices
The power of a visual story is unmatched, especially when it's providing a glimpse into someone else's life experience or a window into a different culture. Here are some TED Talks to watch that speak to diversity and inclusion. Whether it's five or fifteen minutes, each talk has something that anyone can take away. Happy watching!


Thank you to the Penick Village Racial Reconciliation group in Southern Pines that continues to strive for inclusion and diversity. The group is sponsoring a special performance for its residents entitled, “The Talk.” The program is presented by scholar, performer, story teller and parent, Sonny Kelly, who took inspiration for his performance after wrestling with how to talk to his young son about violence against African-American men in recent years.

Do you have a diversity and inclusion program you’d like to share in this newsletter? Please contact Jennifer Gill.

Upcoming Events

Let’s Talk About ‘Unconscious Bias”
Gracie Johnson-Lopez, Diversity & HR Solutions

September 17, 2019
1:30 PM – 4:30 PM EST
12 Davis Dr., Durham, NC

Bias is personal, cultural and institutional, but you are able to mitigate it and train your unconscious. Understanding what implicit bias is and how it impacts our relationships and decisions is key to fostering more inclusive and intercultural workplaces.


LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | |

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Inclusion Insights May 2019

Posted By Jennifer Gill, Friday, May 31, 2019

May 31, 2019

Welcome to the twelfth 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.


CCRC Diversity Studies from UNC's Kenan Institute of Private Enterprise
Click on the titles below to view studies conducted by James Johnson, Jr., Ph.D. who led LeadingAge North Carolina's recent diversity research.

The Business Case for Diversity in the Workplace is Now Overwhelming
April 29, 2019, World Economic Forum
Bookmark this article for a resource packed with links to research on a variety of diversity and inclusion issues including its impact on innovation and performance, as well as the impact of millennials, the state of women in the workforce, and more.

Why Hasn't Mentoring Brought More Diversity to Senior Management?
April 16, 2019, Fortune
A recent survey of more than 3,000 full-time white-collar employees and executives nationwide found that 71% of self-described sponsors (mentors) say their top protégé is the same race or sex as they are. Read this article to learn how to avoid the "mini-me" mentoring syndrome - especially if the goal of your mentoring program is to increase diversity.


Fast-Tracking Board Diversity: New Report Defines Strategic Approach to Changing Board Composition
May 21, 2019, Diversity Best Practices
A new report from WomenCorporateDirectors with audit, tax and advisory firm KPMG LLP's Board Leadership Center shows specific steps organizations can take to increase diversity at the board level – and how this effort can drive change deeper in the organization. The full report, Diversity in the Boardroom: Pushing Forward, Reaching Back, is available from this article, along with overall recommendations and a video.

Why Inclusive Leaders Are Good for Organizations, and How to Become One
March 29, 2019, Harvard Business Review
Inclusive leadership assures that all team members feel they are treated respectfully and fairly, are valued and sense that they belong, and are confident and inspired. What specific actions can leaders take to be more inclusive? The authors have researched and identified 17 behaviors that are equally important and mutually reinforcing.

Breaking Bias: Diversity and Inclusion in Healthcare Cannot be Left to Chance
May 18, 2019, Modern Healthcare
The president and CEO of the Cleveland Clinic shares specific initiatives taken to increase the clinic's cultural competence including a Time's Up Healthcare pledge, Hispanic clinic, LGBT clinic, and the strategic leadership of its Office for Diversity and Inclusion and more.



Recruiting, Empowering, Developing and Retaining Diverse Talent
April 23, 2019, Diversity Best Practices
Two years ago Fifth Third Bank launched an initiative to establish key relationships with and recruit from historically black colleges and universities. Hosetta Coleman is Senior Vice President, University Relations at Fifth Third Bank and holds a Senior Professional in Human Resources designation. She is also a member of the Society for Human Resource Management. Read her first hand account of the program development and evolution. And please note that North Carolina is home to ten four-year historically black colleges and universities.

Employers Incorporate Diversity and Inclusion into Healthcare, Benefits and Perks
April 9, 2019, HR Dive
To attract and retain talent, and to drive employee engagement, employers are expanding the concept of diversity and inclusion by incorporating it into workplace culture, benefits and perks, compensation and well-being programs. This, according to a Willis Towers Watson report entitled 2019 Emerging Trends in Health Care Survey which polled 535 employers.

Inclusion Is Invisible: How To Measure It
April 21, 2019, Forbes
Whereas diversity is relatively easy to measure, inclusion is typically described in qualitative, often subjective terms. Using a healthcare metaphor, the author helps us reconcile the importance of creating an inclusive organization with the difficulty of defining and measuring inclusion.

Upcoming Events

NC Chamber
Workplace Diversity and Inclusion Conference

June 13, 2019
8:30 a.m. – 2:30 p.m.
Sheraton Imperial Hotel & Convention Center
4700 Emperor Blvd.
Durham, NC 27703

SAGE: Advocacy and Services for LGBT Elders

Help preserve the stories of LGBTQ elders. During the month of June 2019, SAGE is asking people across America to pick up their mobile devices and use the StoryCorps App to record the personal stories of people within the LGBT community, particularly those who were born before the 1969 Stonewall Riots. Each of these interviews will become a permanent part of American history at the American Folklife Center at the Library of Congress.

Diversity and HR Solutions
The 2019 Diversity and Inclusion Conference

Reimagine Diversity: Driving Cultural Intelligence
August 7, 2019
8:00 am – 4:00 pm
Brier Creek Country Club
Raleigh, NC


Diversity Holidays


June is Lesbian, Gay, Bisexual, and Transgender Pride Month, established to recognize the impact that gay, lesbian, bisexual and transgender individuals have had on the world. LGBT groups celebrate this special time with pride parades, picnics, parties, memorials for those lost to hate crimes and HIV/AIDS, and other group gatherings. The last Sunday in June is Gay Pride Day.

June 3-4 (sundown to sundown): Eid al-Fitr, the first day of the Islamic month of Shawwal, marking the end of Ramadan. Many Muslims attend communal prayers, listen to a khutuba (sermon), and give Zakat al-Fitr (charity in the form of food) during Eid al-Fitr.

June 8-10 (sundown to sundown): Shavuot, a Jewish holiday that has double significance. It marks the all-important wheat harvest in Israel and commemorates the anniversary of the day when God gave the Torah to the nation of Israel assembled at Mount Sinai.

June 9: Pentecost, the celebration of the giving of the Ten Commandments by God at Mount Sinai.

June 14: Flag Day in the United States, observed to celebrate the history and symbolism of the American flag.

June 15: St. Vladimir Day, a Roman Catholic feast celebrating St. Vladimir.

June 15: Native American Citizenship Day, commemorating the day in 1924 when the U.S. Congress passed legislation recognizing the citizenship of Native Americans.

June 16: Martyrdom of Guru Arjan Dev, observed by members of the Sikh faith. Guru Arjan Dev was the fifth Sikh guru and the first Sikh martyr.

June 16: Trinity Sunday, observed in the Western Christian faith as a feast in honor of the Holy Trinity.

June 19: Juneteenth, also known as Freedom Day or Emancipation Day. It is observed as a public holiday in 14 U.S. states. This celebration honors the day in 1865 when slaves in Texas and Louisiana finally heard they were free, two months after the end of the Civil War.

June 19, therefore, became the day of emancipation for thousands of African-Americans.

June 19: New Church Day, according to Christian belief, on this day the Lord called together the 12 disciples who had followed him on earth, instructed them in the Heavenly Doctrine of the New Jerusalem, and sent them out to teach that “the Lord God Jesus Christ reigns, whose kingdom shall be for ages and ages.” This was the beginning of the New Christian Church.

June 20: Corpus Christi, a Catholic holiday celebrating the presence of the body and blood of Christ, in the Eucharist.

June 21: Litha, the summer solstice celebrated by the Wiccans and Pagans. It is the longest day of the year, representing the sun’s “annual retreat.”

June 21: First Nations Day, a day that gives recognition to the indigenous populations affected by colonization in Canada.

June 23: All Saints’ Day, celebrated by many Eastern Christian churches on this day in June, in recognition of all known and unknown saints.

June 28: Sacred Heart of Jesus, the Feast of the Most Sacred Heart is a solemnity in the liturgical calendar of the Roman Catholic Church

.June 29: Feast Day of Saints Peter and Paul, a liturgical feast in honor of the martyrdom in Rome for the apostles St. Peter and St. Paul in Eastern Orthodox Christianity.

Last Sunday in June: Lesbian, Gay, Bisexual, Transgender (LGBT) Pride Day in the United States. It celebrates the Stonewall Riots on June 28, 1969.

LeadingAge North Carolina | 222 N. Person Street, Raleigh, NC 27601
919-571-8333 | |

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Inclusion Insights February 2019

Posted By Jennifer Gill, Thursday, February 21, 2019

February 22, 2019

Welcome to the eleventh 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.

Strategic Framework

Fixing the Flawed Approach to Diversity
January 17, 2019, Boston Consulting Group
Boston Consulting Group surveyed roughly 16,500 people worldwide to identify the most effective diversity and inclusion measures. Through that research, they identified specific solutions that companies can implement to accelerate their progress on diversity. These solutions fall into three categories: 1) Back-to-basics measures that all groups, regardless of age, gender, race or ethnicity, or LGBTQ status, agree are necessary and effective; 2) Proven measures that employees of each diverse group—along with management—agree are effective; 3) “Hidden gems” for each group—initiatives that members of that group cite as effective yet are undervalued by company leaders. Read more from this extensive survey and share it with your stakeholders.

Companies that Discard Old Thinking about Ability Are Ahead of the Curve
January 18, 2019, Entrepreneur
According to the U.S. Department of Labor, employers who have embraced disability as a component of their talent strategy report a: 1) 90 percent increase in retention of valued employees; 2) 72 percent increase in employee productivity; and 3) 45 percent increase in workplace safety. In addition, 38 percent report savings in workers' compensation or other insurance costs. And did you know that less than 40 percent of individuals with disabilities require accommodations in the workplace, and those that are required cost less than $500 per employee, on average? Finally, 90 percent of consumers surveyed “specifically agreed that they would prefer to give their business to companies that hire individuals with disabilities.”

To Retain Employees, Focus on Inclusion — Not Just Diversity
December 4, 2018, Harvard Business Review
Employees who differ from most of their colleagues in religion, gender, sexual orientation, socio-economic background, and generation often hide important parts of themselves at work for fear of negative consequences. The diversity and inclusion community calls this “identity cover,” and it makes it difficult to know how they feel and what they want, which makes them vulnerable to leaving their organizations. Read this article for inclusion strategies to help retain these employees.

Diversifying Leadership

Diverse Boards are Better. So How Do You Build One?
January 18, 2019, World Economic Forum
Research shows that top performing boards tend to have more female directors than their bottom-quartile counterparts. Similarly, on age diversity, research indicates that a wide range of age representation on a board is a positive indicator of a company’s performance. Despite those pledges progress remains slow. Read this article for five simple steps to bolster your board's diversity.

Race to Lead: Women of Color in the Nonprofit Sector
Building Movement Project
Building Movement Project, a nonprofit research group, surveyed more than 4,000 nonprofit workers to figure out why there were so few leaders of color in the sector. Statistically, it found ample evidence of recruiting and hiring bias. But women of color face perhaps the steepest challenges. Read the report to better understand the issue and for a series of recommendations for institutional fixes.

How Organizations Are Failing Black Workers — and How to Do Better
January 16, 2019, Harvard Business Review
Research shows that when women are more highly represented on corporate boards and in the C-suite, conditions improve for other women in the organization. This downstream effect is a compelling reason to make sure that your organization is hiring black workers in positions of authority and influence.

Creating an Inclusive Culture

Nurse Practitioner Group Uses Its Expertise to Treat LGBT Elderly
February 4, 2019, Columbia News
A group of Columbia nursing faculty holds a special clinic for LGBT older adults in Manhattan. Why do they offer this clinic in addition to their other clinics? Read more to learn about this population's unique needs and challenges in the health care setting, and how your community might be more successful in meeting their needs.

Cultural Sensitivity Speeds Up Recovery
February 4, 2019, McKnight's Long-Term Care News
You may already believe it's important to create a homelike environment in your community. But whose home is reflected? Does your community's physical environment reflect diverse cultures? The next time your community purchases art, consider work that features people of color or art by an African-American, Asian, or Hispanic artist. The positive impact on someone's health and sense of welcome in your community may depend upon it.

The Ways Inequality Affects Black Americans at the End of Life
November 2, 2018, Next Avenue
Read this article to increase your cultural literacy regarding end of life issues. Consider sharing it with staff as well. Doing so may increase sensitivity to those whose experiences in the health care system are shaped by their racial, ethnic, or religious background. A more culturally literate staff could also result in more person-centered care and informed end of life decision making.


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Inclusion Insights November 2018

Posted By Jennifer Gill, Friday, November 9, 2018

November 9, 2018

Welcome to the tenth 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.

Creating an Inclusive Culture

Change Starts At The Top: How Leaders Can Foster A Culture Of Inclusion
November 6, 2018, Forbes

No matter how many diversity training and inclusion programs are incorporated into the organization, all efforts will crumble without support from senior leaders. Research indicates that diversity and inclusion initiatives are exponentially more effective when they are championed from the top of the organization. How can organizational leaders create a culture of inclusion and foster a sense of belonging for all employees?

Two Powerful Ways Managers Can Curb Implicit Biases
October 1, 2018, Harvard Business Review

Many managers want to be more inclusive. They recognize the value of inclusion and diversity and believe it’s the right thing to aspire to. But they don’t know how to get there. ( . . . ) Based on [the authors'] work at the Stanford Women’s Leadership Lab, helping organizations across many industries become more diverse and inclusive, [their] research shows there are two, small — but more powerful — ways managers can block bias... Read more.

Why Hiring "Diverse" Talent Won't Always Lead To Inclusion
November 1, 2018, Forbes

There is no doubt that hiring diverse talent is part of the remedy, but it is still not the full solution if we are trying to work towards inclusion. The real fact is that while companies may be trying to hire more diverse talent, their structures and company culture [are] not set up for it. Read more.

How Managers Can Make Casual Networking Events More Inclusive
October 22, 2018, Harvard Business Review

[A] few networking events ( . . . ) with like-minded colleagues isn’t so bad, right? Unfortunately, these seemingly innocuous meetings can have consequences, and most of them fall on the careers of employees from underrepresented backgrounds. ( . . . ) Part of the solution is to invite people from underrepresented backgrounds to these kinds of events. ( . . . ) A good first step for managers is to master the practices based on interviews [the author] conducted.

Diversifying Leadership

Nonprofit Leadership: How to Create a Diverse Pipeline to the Top
September 21, 2018, Forbes

[B]oth nonprofit and for-profit leaders and boards of directors need to be intentional in attracting, building and retaining talent in these underrepresented populations. ( . . . ) If every executive took one woman or person of color, mentored and encouraged them to move up within the company or seek higher levels outside of the company, we would see gradual but significant improvement. We can accomplish this by doing three things... Read more.

Fixing the Gender Imbalance in Healthcare Leadership
October 1, 2018, Harvard Business Review

Currently in the US, only 3% of healthcare CEOs are women, 6% are department chairs, 9% are division chiefs, and 3% are serving as chief medical officers. This is despite women comprising 80% of the healthcare workforce and evidence that having women in upper management and on corporate boards is associated with improved financial performance and enhanced accountability. [The author] highlight[s] four priority areas for organizations seeking to systematically improve the promotion of women.

Why Companies Should Add Class to their Diversity Discussions
September 5, 2018, Harvard Business Review

Diversity, equity, and inclusion initiatives should factor in multiple aspects of diversity, such as class and disability, as well as gender and race. Employers who exclude class from discussions about diversity and inclusion risk losing or alienating talented employees. This applies both to class migrant white men who may be excluded from diversity or inclusion initiatives, despite lacking the advantages that their elite counterparts have, and to employees of color, as people of color are more likely than white people to be class migrants.

Strategic Framework

How to Communicate Diversity and Inclusion When You Aren't Quite There Yet
November 2, 2018, Sustainable Brands

[C]ommunicating what you’re doing to address diversity and inclusion is no longer optional — internal and external stakeholders have come to expect it. So, how do you communicate about your efforts regardless of your current situation? How can you shed a positive light on your progress without it coming off as disingenuous or a PR spin? [The author] share[s] five strategies to help any company struggling to communicate this sensitive but important topic.

Commentary: To be an Employer of Choice, you Need a Diversity and Inclusion Strategy
October 24, 2018, Modern Healthcare

Healthcare executives recognize that differences are not always apparent, especially in communities that seem homogeneous. Veterans, women returning to the workforce, members of the LGBTQ community and people with disabilities are among the diverse constituencies with varied needs and desires as employees, patients and vendors. Just as employee surveys across all departments and salary levels reveal staff concerns about issues like scheduling or night-time parking, ongoing attention to inclusion will indicate ways to be more culturally responsive. Perhaps the cafeteria food should include more choices that fit Hindu or Muslim dietary observances. Or Latino staff may request a Hispanic business resource group be established. Read more.


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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.


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.


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
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Inclusion Insights June 2018

Posted By Jennifer Gill, Wednesday, June 13, 2018
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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.


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.


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.


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.

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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.


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.


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.


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!

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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.


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.

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