LEAPS Employer Toolkit: Preventing Workplace Sexual Harassment
With the LEAPS-SH Toolkit, you will be able to operationalize:
● Prevention: Proactive measures cultivate and sustain safe and respectful ecosystems, and can prevent harassment from occurring in the first place.
● Effective Response: Clear reporting procedures combined with trauma-informed support to victims can resolve incidents more successfully and prevent further damage to your organization.
● Sustainable transformation: Understanding power dynamics and their systemic impacts empowers leaders with a strong foundation to not only direct change but sustain it.
Kentucky had an outside-the-box idea to fix child care worker shortages. It’s working
Photo Credit: skynesher/Getty Images NPR October 6, 2023 By Andrea Hsu With most of the federal government’s pandemic relief money for child care now spent, it’s up to states to step in with new ideas to solve the many problems plaguing the sector. A year ago, Kentucky came up with a creative solution that is already paying dividends. The state …
What the Bluegrass State Can Teach Us About Increasing Access to Child Care
Center for the Study of Child Care Employment October 26, 2023 By Anna Powell and Annie Dade Kentucky made headlines recently for increasing access to early care and education (ECE): a unique strategy helps parents who work in ECE programs access subsidies for their own child care needs. Last year, Kentucky enacted a change in the state subsidy system, the …
How to Measure the Success of Anti-Harassment Training Programs for Women in Tech?
Post-training surveys measure women in tech’s anti-harassment program success by assessing workplace comfort and response confidence before and after. Other metrics include changes in knowledge, attitudes, reporting rates, behavioral shifts, turnover rates, legal actions, and employee engagement. Success indicators also involve high training participation, improved equity audit results, and insights from focus groups or interviews, portraying a comprehensive understanding of …
New Research: Diversity + Inclusion = Better Decision Making At Work
Every day there are more headlines about the challenges of workforce diversity. A focus on diversity often means a focus on hiring, and even with substantial investments of time and money, it takes years to turn the tide for companies with thousands of employees. But there is a way to make change happen faster. Companies can capitalize on the diversity they already have by including more diverse employees in business decisions at all levels.
From Mastery to Accountability: Cultural Humility as an Alternative to Cultural Competence
Cultural competency has been a long held ideal for social work educators and practitioners. However, definitions and approaches to cultural competency vary widely depending on worldview, discipline, and practice context. Within social work and beyond, cultural competency has been challenged for its failure to account for the structural forces that shape individuals’ experiences and opportunities. In contrast, the concept ofcultural humility takes into account the fluidity of culture and challenges both individuals and institutions to address inequalities. This article takes a critical look at cultural competence as a concept, examining its explicit and implicit assumptions, and the impact these assumptions have on practitioners. It suggests that cultural humility may offer social work an alternative framework as it acknowledges power differentials between provider and client and challenges institutional-level barriers. The authors advocate a move from a focus on mastery in understanding ‘others’ to a framework that requires personal accountability in challenging institutional barriers that impact marginalized communities. Cultural humility, while a promising concept, has not been fully explored in social work. Therefore, the authors present a conceptual model of cultural competency along with strategic questions for providers and organizations to integrate into social work practice and education.