Disability, Diversity, and Intersectionality in CILs: Creating Supportive Organizational Culture and Infrastructure

Training Source: 
ILRU
Beginning Date: 
08/23/2018
End Date: 
08/23/2018
Type of Training: 
On-demand

About the Training

This second webinar in a series will continue sharing the findings of the Disability, Diversity, and Intersectionality (DDI) in CILs study conducted by Independent Living Research Utilization (ILRU). The study named nine centers for independent living, chosen from several dozen nominated by their peers, as making progress in how they are designing, implementing, and evaluating culturally and linguistically competent policies and practices to improve services, programs, and outreach.

Leaders at each of the nine CILs are quick to say that they do not consider themselves experts. They recognize that we’re all learning together—but they are eager to share what they have learned with other centers and to continue learning in return.

A major finding of the study was how important it is to have the right infrastructure and organizational culture in place to support the DDI goal. This includes mission and vision statements, policies and procedures, the right board of directors and staff, and, of course, a strategic plan of how you’re going to get there. Two of the CILs who are highlighted in the case studies will present how they have approached their organizational infrastructure and culture and the progress they’ve made to date.

To learn more about the Disability, Diversity, and Intersectionality in CILs project, check out ILRU’s website at www.CIL-diversity.org

Target Audience

CIL board members, executive directors, program managers, and IL services and advocacy staff.

Learning Objectives

What You Will Learn:

  • The importance of organizational infrastructure as a necessary framework in achieving DDI.
  • Steps involved in developing and/or revising mission/vision statements, and policies/procedures that reflect commitment to cultural competence, disability, and intersectionality.
  • Steps to engage the Board in supporting diversity, disability, and intersectionality.
  • Strategies for recruiting, hiring, and supporting staff that are culturally and linguistically diverse.
  • Steps for achieving organizational culture change that reflect the shift to intersectionality.

View the Training (01:20:14)

Transcript and Resources