OHCA The Oregon Caregiver Spring Summer 2022

www.ohca.com SPRING/SUMMER 2022 The Oregon Caregiver 17 QUALITY 2. Connected to our coworkers 3. Supported in our daily work and career development 4. Proud of our organization’s values and purpose As organizations map ways to meet their commitments to racial equity and justice, closing these belonging gaps will help them join employees in a common mission—and retain and engage employees of all backgrounds. Everyday strategies and approaches to building a workplace where staff feel connected to the mission and their colleagues can be started with simple first steps. Recent OHCA member roundtable discussions on DEI brought forth several ideas to enhance employee onboarding and inclusivity: • For staff and residents with limited English proficiency, include the preferred language in an employee record or resident record. • Translate or offer translation services for job descriptions, employee handbooks, important policies, and procedures into preferred language other than English. (Contact OHCA for information about language translation business partner members.) • Review resident evaluation, service plan, and care plan tools from a DEI perspective. Are cultural, gender, religious, lifestyle, language, or other preferences and choices important to the resident included in the assessment tool? Does the community provide direct care staff with easy access to the information? • Provide DEI education at resident and family council meetings. • Offer and encourage staff to attend DEI education sessions regularly. The Oregon long term care community has an amazing opportunity to commit to and travel the path of continuous DEI quality improvement. Any small steps taken to create an environment that is inclusive, respectful, and supportive will reap tenfold benefits for residents and staff.  1. A Quantifiable Definition: https://www.talentinnovation.org/ _private/assets/PowerOfBelonging_KeyFindings-CTI.pdf