CalWORKs Training Academy December 7, 2017 Howard Himes, Napa HHSA Director Andi Banks, SSAII/Civil Rights Analyst Jennifer Swift, SSAII Diversity&

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1 CalWORKs Training Academy December 7, 2017 Howard Himes, Napa HHSA Director Andi Banks, SSAII/Civil Rights Analyst Jennifer Swift, SSAII Diversity& Inclusion 1

2 Session Objectives Help us be mindful of Implicit Bias impacts at the individual, institutional and systemic levels By talking about them, we can start to minimize biases and their impacts internally, and with the wider communities we serve Awareness of strategies and supports available to provide quality services congruent with CalWORKs 2.0 theoretical model 2

3 Bias defined Definition of bias: 1 a : an inclination of temperament or outlook; especially : a personal and sometimes unreasoned judgment : prejudice b : an instance of such prejudice Merriam Webster Dictionary online 3

4 The Three Drivers Systems are designed to produce the outcomes that they produce. Culture eats system change for breakfast Health and Human Services workers hold a lot of power over families and the community. Process is as important as product 4

5 Background: Lessons Learned The Fresno Years Opening the System: Transparency * Disproportionality Work (Bringing the community into the system) 1. Data 2. Cultural Brokers 3. Key Advisors - 5

6 Fresno Years: Transparency DATA Family to Family: Data Requirements Disproportionality Data: 5X overrepresented Data shared with the community. 6

7 Fresno Years: Transparency Cultural Brokers Community voice in TDM. Cultural brokers recognized by the court. Cultural brokers in Emergency Response 7

8 Fresno Years: Transparency Key Advisors Foster Care Oversight Committee Council of Elders. Advice during the CAPP rollout. 8

9 Fresno Years: System Interventions Robust Quality Assurance My caseload mentality Learned from CFSR and Critical Incident reviews. Review for practice vs. compliance. 9

10 Fresno Years: System Interventions Institutional Analysis Center for Study of Social Policy (CSSP) Praxis Institute, CFSR on steroids. Dependency Court Example Findings example- Informal policies. 10

11 Fresno Years: System Interventions Implementation Science Dean Fixen Implementation Model Three drivers for successful implementation. 11

12 Implementation Science IMPLEMENTATION Impl. Team NO Impl. Team INTERVENTION Effective 80%, 3 Yrs 14%, 17 Yrs Effective use of Implementation Science & Practice Letting it Happen Helping it Happen Fixsen, Blase, Timbers, & Wolf, 2001 Balas & Boren, X to 12X Return on Investment 12

13 Reliable Benefits Consistent uses of Innovations Performance Assessment Interventions meet Implementation Coaching Systems Intervention Selection Training Integrated & Compensatory Facilitative Administration Decision Support Data System Leadership Drivers Technical Adaptive Fixsen & Blase,

14 Background: Lessons Learned The Fresno Years Opening the System: Practice Models * CAPP * Katie A. 14

15 Fresno Years: Opening the System Calif. Partners for Permanency (CAPP) Strong community voice in model development. Supervision based on compliance vs. practice. Community voice in evaluation process. Coaching is key strategy in practice competency. 15

16 Background: Lessons Learned The Napa Years Integrating the System: With the community. * Placed based services. * Social Determinants of Health (SDOH). * Authentic community voice. 16

17 Napa Years: Integration Placed Based Services Dr. Iton: Alameda County Research Targeted Neighborhood Pilots Robert Wood Johnson Health Rankings Integration Example: Obesity 17

18 Napa Years: Integration Authentic Community Voice Community Voice on Core Practice Model Power sharing: Mutual Learning Example: Phillips Neighborhood 1. Town Hall Meeting 2. Fifth Grade Leadership class. 18

19 Tale of Two Zip Codes 19

20 The Main Determinants of Health 20

21 21

22 BARHII Organizational Self-Assessment for Addressing Health Inequities The Organizational Self-Assessment (Self-Assessment) for Addressing Health Inequities Toolkit (Toolkit) provides tools and guidelines that help identify the skills, organizational practices and infrastructure needed to address health equity and provide insights into steps organizations can take to ensure they can have an impact on this growing problem. 22

23 What we Found Vision vs. Practice Planning and Decision Making Communication Staff Development Community Relationship Community Engagement Diversity and Inclusion 23

24 Diversity Strategic Plan Areas Community and Program Assessment, External Relationships Organizational Development and Leadership Workforce Development Diversity Program Infrastructure Standards and Training Access to Quality Care 24

25 MLT General Recommendations Offer on-going training for interpreters/translators Go above and beyond our current capacity and certify individuals that speak other languages (particularly in self-sufficiency), including ASL and Tagalog. Ensure there is language about on-going training and support in the Translation and Interpretation Policy. Review pay rate to ensure that it is comparable to other neighboring counties (Union). 25

26 Implicit Bias Cultural Intelligence Emotional Intelligence Defines implicit bias and explores how it may influence perceptions and decision making Provides ability to recognize how unconscious biases develop, and how to mitigate these effects. Begins discussion of the historical context of bias in government Offers preliminary techniques to support debiasing to improve interactions with those we serve and work with. HHSA in the 21 st Century Workshops Defines CQ and describes its purpose and value in human interaction. Outlines the role CQ plays in achieving positive/ effective outcomes while working with and relating to others. Provides preliminary experiential learning opportunity and space to process and explore participant facility with, interest in and beliefs surrounding inter-cultural challenges. Provides participants with tools to further develop their self-concept and worldviews in relation to culture. Defines Emotional Intelligence (EQ) and describe its purpose and value in human interaction. Outlines the role EQ plays in achieving positive/effective outcomes while working with and relating to others. Describe how EQ can further enhance an individual s ability to work collaboratively. Provide participants with tools to further develop Self Awareness, Self-Regulation, Social, Empathy and motivation skills. 26

27 27

28 Racial Equity Means Closing the gaps so that race does not predict one s success, while also improving outcomes for all To do so, we must: Target strategies to focus improvements for those worse off Move beyond services and focus on changing policies, institutions and structures 28

29 Racial Inequity in the US From infant mortality to life expectancy, race predicts how well you will do 29

30 Government Alliance on Race and Equity Washington Seattle Port of Seattle Tacoma King County WA Early Learning Oregon Portland Multnomah County Metro California Alameda County BAAQMD Long Beach Marin County Merced County Napa County Oakland Richmond San Mateo County Santa Clara County Solano County SFPUC Colorado Ft. Collins New Mexico Albuquerque Minnesota Bloomington Dakota County Hennepin County Metropolitan Council Minneapolis Minneapolis Park Board Saint Anthony Saint Paul Woodbury Iowa Des Moines Dubuque Iowa City Texas Austin San Antonio Missouri Kansas City Wisconsin Dane County Madison Michigan Grand Rapids Ottawa County Washtenaw County MI Dept of Civil Rights Kentucky Louisville Ontario Province of Ontario Massachusett Boston s Brookline Pennsylvan ia Maryland Philadelphia Tacoma Park Virginia Fairfax County North Carolina Asheville Durham Raleigh = Active GARE Members = Current GARE Engagements 30

31 California Alliance for Race and Equity Humboldt Cohort City of Arcata, College of Redwoods, HSU, Community Leaders ( ) Alameda County ( ) Bay Area Regional Collaborative (2017) City of Berkeley ( ) Contra Costa County ( ) Marin County ( ) Monterey County (2017) City of Oakland ( ) Napa City/County ( ) City of Richmond (2016) City of Salinas (2017) City of San Francisco (2017) San Francisco PUC ( ) San Francisco Planning ( ) San Joaquin Valley PHC (2017) San Mateo County (2017) Santa Clara County( ) Solano County ( ) CA Department of Housing and Community Development ( ) CA Department of Public Health ( ) City and County of Sacramento (2016) Merced County ( ) San Joaquin Valley Public Health Consortium (2017) Santa Barbara County (2017) Ventura County (2017) Los Angeles County ( ) City of Long Beach ( ) City of Pasadena (2016) City of Los Angeles (2017) Culver City (2017) Santa Monica (2017) 31

32 Transformational Change The single biggest failure in change initiatives is to treat adaptive challenges like technical problems. Discussion article:

33 Join Us Talk About Race Framing matters Attack the dominant race frames by pointing out inclusive values Effectively talking about race can move people on policy 33

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