www.ohca.com SPRING/SUMMER 2022 The Oregon Caregiver 19 LEGAL & REGULATORY staff may avoid asking questions out of fear of doing or saying something wrong. However, incorporating practical examples and application guidance into existing training, such as providing staff with a FAQ that outlines common questions and answers, or conducting a mock interactive assessment, will help educate staff as well as equip them with the skills to engage in that delicate balancing act. For example, a FAQ with short bullet points on what staff can or cannot say when they see a dog in the dining room, what type of restrictions may be applied under different scenarios, as well as what alternative supportive services or aids may be available, will give staff the basic tools to be more thoughtful in their reaction. Similarly, providing staff with a pocket card with key concepts can also keep the importance of inclusion and access top of mind and facilitate appropriate follow up as staff can carry the pocket card with them. The pocket card can highlight a few standards of conduct (e.g., respect each individual, act with integrity, and have no tolerance for harassment or discrimination), remind staff that they are mandated reporters, and facilitate reporting requirements by providing the titles and telephone number for individuals to whom grievances and concerns should be made. It is also important to have consistency in the execution of these rules because inconsistency can give rise to, at a minimum, the perception of discriminatory conduct. Since different individuals can approach the same topic from different angles, one way to ensure consistency is to designate a qualified staff member or two to serve as the point person for handling such inquiries or concerns. This creates a uniform process, which can in turn, help demonstrate that the process as a whole is fair, and everyone is treated equally. Finally, safeguarding resident rights and protections should not come at the expense of facility staff, who have rights of their own to be free from harassment and discrimination in the workplace. Each resident must understand that they too must conduct themselves in a respectful manner. Resident-facing documentation, such as residency agreements or disclosure statements, are valuable tools in managing resident expectations. Facilities can use these documents to notify residents that the facility’s non-discrimination policies apply to staff and other residents and residents who engage in abusive, harassing, or discriminatory conduct towards others may be in breach of their agreement with the facility. Integrating equity and inclusion into health and safety requires a multi-faceted approach, but it will help build a stronger community for those who live and work there. Integrating equity and inclusion into health and safety requires a multi-faceted approach, but it will help build a stronger community for those who live and work there.