Valley Mountain Regional Center’s diversity and equity outreach is an effort to expand our responsiveness and affinity for our diverse sectors of our developmental disabilities community within our valley and mountain regions. We achieve this by reaching out and participating in the public square whenever and wherever it’s engaged, helping to build connections and agency, and strengthening the advocacy of individuals with developmental disabilities. Finally, and inline with the famous quote by Gandhi, “Be the change you wish to see in the world”, we have an internal group called the Diversity, Equity, and Inclusion Committee that is busy working ensure all employees feel they can bring their full selves to the workplace so we all benefit from the richness of our diversity and that VMRC truly is a place where everyone belongs. Our internal Diversity, Equity, and Inclusion Committee is lead by our Diversity, Equity, and Inclusion Manager, Mark Crear (pictured).
To view the March 25, 2021 VMRC Purchase of Services (POS) Expenditures Meeting held in English, click here.
To view the March 29, 2021 VMRC Purchase of Services (POS) Expenditures Meeting held in Spanish, click here.
Since 2017 we have been on a journey at VMRC to get a better understanding from our fastest growing segment of our community, namely Hispanic children and young adults and young families.
We learned that many felt unwelcome and there was a feeling of mistrust that we didn’t even realize we played a role in causing.
As we brought in various trainers to help us be more responsive to our community, we then started to learn that some of our very own staff were not feeling welcomed at work and while we weren’t doing anything to cause this the fact that we weren’t doing anything to prevent this meant that we were allowing inequities and exclusion to spread.
In 2019 we began working with Georgetown University to develop our first Cultural Competence Committee and as we learned and evolved, we created our first ever Diversity, Equity, and Inclusion committee. This is when we were introduced to great work in this space by the University of Pacific.
In working with UOP we created an enterprise-wide DEI program touching every one of our 425 employees. We are currently hiring our first ever DEI manager and by March we will be mapping out our next steps and direction.
We’ve learned that Cultural Competence and Cultural Humility are not permanent states. We are all learning and evolving all the time, making mistakes, and doing right by each other on any given day.
Employee Networks Holiday Recognitions: (attached)
Our 3rd Annual Cultural Fair was held on Saturday, October 5th at our Stockton office. The event was attended by over 1300 people and over 80 vendors. To see local media coverage on the event, click the links below.
June 20, 2019 – Update
The Department of Developmental Services recently made four reports about what they are doing to reduce Disparities in using services. Each one is written in English and Spanish.
1. Background and Process for Developing Disparity Measures(PDF)
2. List of Disparity Measures (PDF)
3. Disparity Measures (with How-To-Read) (PDF)
4. Appendix (PDF)
El propósito de las medidas es permitir que el departamento, los consumidores y las familias, y otras partes interesadas, hagan un seguimiento del progreso en la reducción de las disparidades.
1. Antecedentes y Proceso para Desarrollar Medidas de Disparidad(PDF)
2. Lista de Medidas de Disparidad (PDF)
3. Medidas de Disparidad (con Instrucciones para Leer) (PDF)
4. Apéndice (PDF)
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