I. Complete updated Equity Survey with current staff
o
In 2016 the
original CORE design team created and implemented an equity survey to all
current staff to identified areas of growth.
o
That
information informed the creation of the C.O.R.E design team to help to address
the growth areas.
o
The current
team will re-do the survey with current staff (knowing that there have been a
changes in our teams)
o
The C.O.R.E
team will present the finding, noting trends and patterns, to assess next steps
for the program
II. Public
Relations (to increase understanding of what the group can do for individual
staff)
o
Share the
Who, What, Where of our group.
o
Sharing notes
from CORE team meeting and agency DEI initiatives
o
Connect
conversations from Team -> C.ORE.-> agency DEI then back to C.O.R.E ->
individual teams
o
Share group
email (sfcoreteam) and blog (sfcore.blogspot.com/)
§ Create understanding among staff that there is a team of people to
help support with DEI issues coming up on the job
III. All Staff
o
Increase
awareness of cultural celebrations/month: history, events
o
Sharing of community
resources and trainings that fulfill the cultural proficiency requirements
o
Community
Process Group (CPG) 11am – noon following Program All Staff
CPG is a facilitated discussion exploring the social and political climate, such as social injustices in the news and policies in government communities are affected by based on our own personal experiences. You are encouraged to bring your own personal experiences into the room while also reflecting on how it impacts our direct care worth with youth and families. In addition, the space is used for dialogues about historical social injustice and how this impacts the communities we serve in regard to intergenerational trauma.
CORE team will follow up post-CPG to identify strategies than can be implemented within the agency to regularly assess the impacts of social/political issues among staff, plan interventions for clients, and process our individual emotional responses.