Specifications include, but are not limited to: • Provide in-person training at least three times per fiscal year to the entire Developmental Disabilities Division or to DD staff affinity groups, when appropriate • Provide a curriculum that builds upon EDI fundamentals, including but not limited to: o Identifying, interrupting, and reducing the impacts of systemic racism, implicit bias, and microaggressions o Understanding the interplay between equity vs. equality, leading with race, targeted universalism, and intersectionality o Learning how to apply an equity lens when evaluating policy, programs, and practices o Improving workplace inclusion through embracing alternatives to white supremacy culture, putting allyship in action, creating psychological safety, and centering those who have been historically marginalized o Engaging in courageous conversations across lines of differences and sharing best practices with coworkers and community partners o Recognizing the effects systemic racism has had on the history and current state of Oregon and the profession of social work • Create and complete training evaluations and solicit staff feedback • Develop a sustainable EDI training plan for both new and established DD staff
