11 US Route 206, Suite 100

Augusta, NJ 07860

973-383-7442

SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN

Cultural Competency and Diversity Plan
Approved by SCARC Board of Trustees February 25, 2013 Reviewed & Approved by SCARC Board of Trustees February 24, 2014

Preamble

SCARC’s Cultural Competence and Diversity Plan is designed to demonstrates an awareness of, respect for, and attention to the diversity of the people with whom it interacts (persons served, personnel, families and caregivers, and other stakeholders) that are reflected in attitudes, organizational structures, policies, and services. In the context of person-centered planning and service delivery, showing respect to persons served by SCARC, Inc., is made manifest by demonstrating respect for one’s cultural heritage.

SCARC, Inc. will commit to this Plan of addressing how it will respond to the diversity of its stakeholders as well as how the knowledge, skills, and behaviors will enable personnel to work effectively in a cultural context by understanding, appreciating, and respecting differences and similarities in beliefs, values, and practices within various cultures.

Although it is not expected that personnel know everything about all cultures, it is necessary to develop some understanding of the major values and beliefs of those cultures represented in those served by the organization. Such knowledge and response is a critical component in providing person-centered, respectful and individualized quality services to the persons served. Cultural competency is an ongoing learning process that fosters inclusion, understanding and respect for diverse cultures of all types.

SCARC, Inc. assesses and has awareness and knowledge of the diversity of its stakeholders, including national heritage, religious orientations, racial and ancestral backgrounds. SCARC, Inc. will look at the diversity of its community, internal and external stakeholders and potential changes in demographics to be proactive in education, training in its service delivery. Such an initiative will facilitate a culturally knowledgeable organization, and a plan that will include areas such as recruitment efforts for personnel, modification of educational materials for persons served and family support systems, support for training and education of personnel, and incorporation of spiritual and cultural beliefs into service delivery options.

This Plan shall be reviewed annually by internal and external stakeholders as appropriate including the board of trustees and personnel constituencies.

ORGANIZATIONAL VALUES

GOAL / INDICATORS / ACTIVITIES / TIMELINE / STATUS / PERSON RESPONSIBLE
SCARC will assess Sussex County community for existing cultures, ethnic values, and heritage. / List of findings will be presented to board and administrative staff / Annual assessment will take place / Annually / This will be done at Administrators. / CEO, Board
Inquiries and interviews of cultural centers in county. / Annually / Recreation Department makes inquiries. / CEO
Valuing Diversity and Cultural Competency in all aspects of SCARC operations / Various cultures are represented in program content / Various cultures are represented in program content. / Ongoing / Several group homes and day programs have implemented cultural events and dinners. / Board of trustees, CEO, COO, CFO, CHRO
Cooperate with other agencies to become more culturally competent / Develop partnerships as appropriate / Meet with HSAC, CSA, other agencies, re – cultural diversity / Ongoing / All Chiefs
Non-discrimination in all service delivery, program participation and in employment. / Assure policies and procedures are conducive to this / Review and update SCARC Affirmative Action Plan / Annually / This occurs as a routine in recruitment and hiring. / CHRO, COO
Review all IHP’s, program plans, for possible non-compliance / Ongoing / This is ongoing. / COO, Administrators, Human Rights Committee

ORGANIZATIONAL VALUES - CONTINUED

GOAL / INDICATORS / ACTIVITIES / TIMELINE / STATUS / PERSON RESPONSIBLE
Address all complaints and appeals for affirmative action / Ongoing / Human Resources Department will review any complaints. / Chiefs
Participation in all possible community activities of a diverse nature that would enhance cultural competency at SCARC. / Discover what is in the community / Participate in parades, fairs, clubs, concerts / Ongoing / Individual homes will pursue this. / Administrators, Recreation Department

GOVERNANCE

GOAL / INDICATORS / ACTIVITIES / TIMELINE / STATUS / PERSON RESPONSIBLE
Pursue a board of trustees that is representative of diverse cultural attributes of the county. / Diverse board membership / Review board makeup / Annually / Board of Trustees, CEO
Review Cultural Competency & Diversity Plan and adjust as necessary. / Evidence of commitment to CCD Plan / Review CCD Plan / Annually / Board review and approval at 2/24/14 meeting. / Board of trustees, CEO, department heads
Enhance community relationships to build cultural competency and diversity within SCARC. / Foster community relationships / Promote community participation within diverse cultures in Sussex County / Ongoing / Recreation Department and group homes will pursue this. / Board of trustees and chiefs
Align policies and procedures with culturally competent principles and practices. / Review policies to assure alignment / Review policies to assure alignment / Annually / Policy reviews by Chiefs. / Chiefs

STAFF DEVELOPMENT

GOAL / INDICATORS / ACTIVITIES / TIMELINE / STATUS / PERSON RESPONSIBLE
Assure the practice of Affirmative Action in accordance of law / Review Equal Opportunity Policy / Make policy updates as necessary / Annually, or as laws change / Chief Human Resources Officer assures this. / CHRO
File required Affirmative Action reports and data sheets / Comply with filing dates for each report / Annually / This has been done by Chief Human Resources Officer. / CHRO
Create a workplace environment that is respectful of staff diversities and cultural backgrounds / Staff cultural characteristics reflect Sussex County demographics / Promote cultural diversity via staff newsletter, website / Ongoing / This is ongoing. / CHRO
Provide management staff with cultural competency trainings / Institute trainings with SCCC, United Way / Ongoing / BLR ongoing training for all staff. Rutgers training upcoming. / CHRO
Pursue a workforce of cultural diversity that is representative of Sussex County population / Interview and hire qualified minority staff / Recruit staff from minority population / Ongoing / This is ongoing. / CHRO
Incorporate cultural diversity in staff training sessions and subject areas / All training modules include cultural diverse subject matters / Use examples of diversity of staff, clientele, and population / Ongoing / This is ongoing. Presentations at Department Heads meetings. / CHRO

COMMUNICATION

GOAL / INDICATORS / ACTIVITIES / TIMELINE / STATUS / PERSON RESPONSIBLE
Communicate with culturally diverse populations in Sussex County for employment and clientele outcomes / Identify such populations / Solicit via letters employee prospects from minority groups / Ongoing / Administrators
Communicate with parents in their own language regarding their family member / Provide translator when necessary / Utilize parent prime language / Ongoing, as needed / Done when needed. / All staff
Communications with internal stakeholders will reflect SCARC commitment to cultural competency goals (whenever appropriate). / Including individuals served / Internal meetings and communications will reflect agency commitment to cultural goals / ongoing / Done when needed. / Administrators

INDIVIDUAL HABILITATION PLANNING

GOAL / INDICATORS / ACTIVITIES / TIMELINE / STATUS / PERSON RESPONSIBLE
Discover the unique cultural characteristics of each person served. / Research individual records and demographics / Each IHP document will record cultural characteristics / Annually / Done at annual IHP review. / Program – IHP coordinator
Involve each individual in community groups appropriate to each person’s cultural characteristics. / Community involvement and integration / Choose community groups appropriate to one’s culture / Ongoing / Done when appropriate. / Program – IHP coordinator
Promote cultural diversity among individuals served. / Community involvement and integration / Seek work placements within a cultural diverse setting. / Ongoing / Individuals participate in cultural events in homes and programs. / Program – IHP coordinator

RCL:bh/Y-rcl20/SCCulturalCompetence&DiversityPlan 2/12/2014

7