The Why
In alignment with our values of love and compassion, hope and courage, respect, curiosity and joy, we hope that this survey will allow us to increase our efforts to develop a diverse workforce that reflects the ethnic, cultural, and linguistic traditions of the children and families supported within our programs. This survey seeks to gather more information about our racial equity culture in order to increase our understanding of what our strengths, needs and areas of growth are and to inform our implementation of our diversity and inclusion initiatives. This survey is optional and we highly encourage every staff to thoughtfully and openly complete this survey questions to help us foster a culture that is welcoming and inclusive.
Definitions
Cultural Responsiveness: Is a self and process-driven, lifelong commitment to a tailored, dialogue-based approach that responds to the needs being presented by the individual in front of the provider, within a contextual understanding of social/economic/political/linguistic disparities.
Source: https://www.nastad.org/webinars/practicing-cultural-responsiveness-health-care-deliverysettings
Racial Equity: Racial equity is the condition that would be achieved if one's racial identity no longer predicted, in a statistical sense, how one fares. When we use the term, we are thinking about racial equity as one part of racial justice, and thus we also include work to address root causes of inequities, not just their manifestation. This includes elimination of policies, practices, attitudes and cultural messages that reinforce differential outcomes by race or fail to eliminate them.
Source: Center for Assessment and Policy Development
Survey Questions
1. Gender:
3. Race:
31. I feel that SFC has a deliberate plan to develop and promote the leadership * of staff of color.
36. Did you feel like you could answer this survey honestly?
37. Any additional feedback about the survey?
Definitions
Cultural Responsiveness: Is a self and process-driven, lifelong commitment to a tailored, dialogue-based approach that responds to the needs being presented by the individual in front of the provider, within a contextual understanding of social/economic/political/linguistic disparities.
Source: https://www.nastad.org/webinars/practicing-cultural-responsiveness-health-care-deliverysettings
Racial Equity: Racial equity is the condition that would be achieved if one's racial identity no longer predicted, in a statistical sense, how one fares. When we use the term, we are thinking about racial equity as one part of racial justice, and thus we also include work to address root causes of inequities, not just their manifestation. This includes elimination of policies, practices, attitudes and cultural messages that reinforce differential outcomes by race or fail to eliminate them.
Source: Center for Assessment and Policy Development
Survey Questions
1. Gender:
(Cis) Male2. Are you Hispanic and/or Latino?
(Cis) Female
Transgender
Transgender Man
Transgender Woman
Genderqueer
Genderfluid
Two Spirits
Declined to State
Other (please specify)
Yes, Hispanic or Latino
No, not Hispanic or Latino
Declined to state
3. Race:
White American4. Age:
Black or African American
Native American and Alaskan Native
Asian American
Middle Eastern and Arab American
Native Hawaiian and Other Pacific Islander
Two or more races (Multiracial)
Declined to state
Other (please specify)
24 and younger5. What languages do you speak other than English?
25 - 30 yrs old
31 - 36 yrs old
37 - 41 yrs old
42 - 50 yrs old
50 and older
Declined to state
Spanish6. What is your current position at San Francisco Connections?
French
Tagalog
Cantonese
Russian
Arabic
Mandarin
Farsi
Vietnamese
German
Italian
Portuguese
American Signed Language (ASL)
None
Other (please specify)
Bachelor’s level direct care7. Do you identify as a Mental Health Rehabilitation Specialist (MHRS)?
Bachelor's level admin support
Master’s level direct care
Supervisor/Manager
Assistant Director/Director
Other (please specify)
Yes8. How long have you been in your current position?
No
Under a year9. How long have you been at San Francisco Connections?
1-3 years
4-6 years
7+years
Under a year10. How long have you been at Seneca Family of Agencies?
1-3 years
4-6 years
7+years
Under a year11. How many promotions have you had since working at Seneca? (e.g. care coordinator to lead clinician, support counselor to MHRS)
1-3 years
4-6 years
7+years
012. How many lateral changes of position have you experienced in Seneca?
1
2
3
4+
013. Does your supervisor speak with you about advancement opportunities?
1
2
3
4+
Never14. I understand the pathway to promotion and professional development at Seneca SF Connections
Seldom
Sometimes
Often
Always
Strongly Disagree15. How have you acquired your knowledge and skills that you found to be most relevant and useful to your work related to cultural and linguistic competence? (select the 3 most relevant options)
Disagree
Agree
Strongly Agree
Don't Know
Academic curricula16. I am trained in and have basic knowledge about racial inequities in general, including how they are produced, how they manifest, and how they may be reduced.
Continuing education
Workshops/conferences
Employer sponsored training
On-the-job experiences
Living in diverse communities
Domestic/international travel
Culture within family of origin
Strongly Disagree17. I am trained in and have basic knowledge about racial inequities at SFC, including how they are produced, how they manifest, and how they may be reduced.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree18. In my role at SFC, I know what course of action to take if I witness or experience racial inequities taking place on a personal or institutional level in our workplace.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree19. I am likely to take this course of action if I witness or experience racial or cultural * inequities at SFC.
Disagree
Agree
Strongly Agree
Don't Know
Never20. I am comfortable and competent when it comes to discussing issues of racial inequity:
Seldom
Sometimes
Often
Always
With my coworkers21. I am trained and have basic knowledge about cultural responsive policies and practices at SFC?
With supervisors
On my team/in groups
At general trainings/all staff
Strongly Disagree22. Cultural responsiveness with diverse groups in the workplace is important to me.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree23. I exhibit cultural responsiveness in my interactions with racially diverse groups in the workplace.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree24. The policies and practices at SFC take issues of racial inequity in the workplace * into consideration.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree25. The policies and practices at SFC take the needs of my racial identify group into consideration.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree26. I can understand and competently discuss the impact of racial inequities in the workplace.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree27. I feel that SFC has explicitly stated their goal to reduce racial and cultural inequity in the workplace, and I can articulate that goal.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree28. SFC has a team explicitly working towards the goal of reducing racial and cultural inequity in the workplace, and I know how to access it.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree29. I feel that SFC allots resources toward the goal of reducing racial and cultural inequity in the workplace.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree30. I feel that trainings and discussions facilitated by SFC are adequate and appropriate interventions addressing racial and cultural inequities in the workplace.
Disagree
Agree
Strongly Agree
Don't Know
Strongly Disagree
Disagree
Agree
Strongly Agree
Don't Know
31. I feel that SFC has a deliberate plan to develop and promote the leadership * of staff of color.
Strongly Disagree32. SFC regularly assesses workforce composition by race and ethnicity and develops/implements strategies for creating diversity at all levels.
Disagree
Agree
Strongly Agree
Don't Know
Never33. To what degree are the environments below culturally inclusive (ie: physical space, relevant check-in questions, trainings, discussions, holidays, etc).
Seldom
Sometimes
Often
Always
With my coworkers34. SFC has a mechanism in place to address complaints about barriers to opportunity and racial/cultural inequities in the workplace.
With supervisors
On my team/in groups
At general trainings/all staff
Strongly Disagree35. If so, what is it? Please describe.
Disagree
Agree
Strongly Agree
Don't Know
36. Did you feel like you could answer this survey honestly?
37. Any additional feedback about the survey?