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Diversity, Equity & Inclusion (DEI) Team

DIVERSITY INCLUDES YOU

  • Diversity: The composition of a group – specifically whether different demographics are represented in a group.
  • Equity: The centering of creating opportunities and changes to a space or system so marginalization doesn’t unjustly predict one’s success and ultimately improves outcomes for all.
  • Inclusion: A person or group of people’s abilities to contribute to and fully participate in a space. Inclusion is also the acknowledgement, celebration, and welcoming of individuals’ sense of uniqueness and belonging.

DBHIDS Diversity, Equity, and Inclusion Team Vision

DBHIDS believes in a community where everyone can thrive and be authentic and included; has a voice and feels valued; and can achieve health, well-being, and self-determination. DBHIDS celebrates differences and advocates for equity and justice. DBHIDS strives to shift the culture boldly by collecting, reporting, and monitoring data and building partnerships and collaborations with various stakeholders. Above all, DBHIDS recognizes that diversity includes YOU.

DEI Principles

DEI Principle: DIVERSITY

Diversity

Diversity at DBHIDS recognizes the unique perspectives and needs of Philadelphians in the way we serve individual and community differences by:

  • Ensuring diversity in recruitment, hiring, and promotion policies, procedures, and practices.
  • Creating and promoting safe spaces and training opportunities to increase diversity awareness; and
  • Practicing a culture where everyone participates in addressing disparities.

DEI Principle: EQUITY

EQUITY

Equity at DBHIDS guarantees fair and full access to opportunities and resources by:

  • Ensuring policies, procedures, and practices reflect equity.
  • Creating an impartial environment; and
  • Practicing transparency to promote accountability.

DEI Principle: INCLUSION

INCLUSION

Inclusion at DBHIDS respects and welcomes diverse viewpoints in collective decision-making regardless of race, gender, religion, gender identity, sexual orientation, ethnicity, abilities, disabilities, or health care needs by:

  • Ensuring policies, procedures, and practices are inclusive.
  • Creating an environment that empowers individual to contribute without apprehension authentically; and
  • Practicing a culture of belongingness.

.

Contact Us

DBHIDS.Diversity-Inclusion@phila.gov

 

DEI Team Norms

Team Norms

  • Celebrate diversity
  • Advocate for equity
  • Embrace inclusion
  • Demonstrate respect, honesty, accountability and professionalism
  • Value teamwork, collaboration and relationships
  • Model effective and intentional communication
  • Appreciate one another
  • Recognize diversity includes YOU

DEI Team

DEI Team

The six-member Diversity, Equity & Inclusion (DEI) team was created in 2019 to have departmental lens on:

  • inspiring a shared vision by promoting diversity, equity, and inclusion throughout the entire DBHIDS and provider systems
  • mitigating disparities; utilizing data, research, and community input for program development; and standardizing clinical quality management tools and protocols
  • providing support to the DBHIDS staff, as well as to the provider community and special populations.

We operate from a three-pronged approach: research, data, and community input to inform our work. Through collaboration, we will model inclusive work practices to promote diverse perspectives, creative viewpoints, and innovative ideas by working collaboratively across all six divisions and all four HR components while implementing department-wide workgroups reflective of staff from all levels. We will work to develop a more equitable work culture.

DEI P.A.C.E. Objectives

DEI P.A.C.E. Objectives

1. Enhance economic and equitable inclusion for the Department’s contracted and subcontracted Minority/Women/Disabled-owned Business Enterprises (MWDBE);
2. Monitor and access the clinical quality of the Department’s DEI practices and attitudes while addressing the DEI needs of its workforce; and
3. Collaborate with behavioral health providers to diversify to increase cultural humility and linguistic competencies to promote inclusive service delivery.

DEI Five-Year Plan

Five-Year Plan

Over the next five years, the Diversity, Equity & Inclusion team will lead the charge and model the way by supporting quality management functions related to DEI by:

  • utilizing data for decision making and contributing to policy and program development for the Department and provider systems;
  • developing mechanisms to manage and standardize DEI;
  • increasing provider recruitment and retention of a diverse workforce reflective of the populations served;
  • providing leadership and coordination of clinical and provider-related quality activities associated to DEI including relevant MWDSBE providers and subcontractors;
  • enhancing reviews and quality improvement projects and evaluations;
  • promoting and enhancing awareness and understanding of DEI through a range of quality management activities and projects.

Newly Released Person First Guidelines

Just-Released: Person First Guidelines

Words are among the most powerful tools for communication that human beings have at their disposal. They can be used to heal, affirm motivate, inform, build capacity and consensus, inspire, praise, and educate. Unwittingly, and often with no intent at malice, they can be used to minimize, marginalize, pathologize, stigmatize and oppress.

The fields of alcohol and other drug treatment and mental health services collectively referred to as behavioral health have long used words to diagnose and label individuals and families by their (respective) challenges. This is taught in colleges and universities as the way in which we identify people and the challenges for which they present with care. However, this labeling has a tendency to elicit pity or sympathy, create oppressive situations, cast people and families in a negative light and/or in “victim” roles and perpetuate negative stereotypes.

Labeling people and families by their challenges (e.g. homeless, alcoholic, addict, schizophrenic, diabetic etc.) also tends to dehumanize, disenfranchise and reduce the person or family to being that challenge, instead of someone living with, in recovery from or experiencing symptoms of it.

The field of behavioral health services is historically paternalistic in its approach to working with people and families. Social healing words (strengths-based language) help the field eliminate that paternalism and move away from doing things to and for people and families to doing things with them.

Learning a new language, especially for adults, is often challenging. Many people in the behavioral health field were trained to label the people and families with whom they work. Insurance companies pay for diagnoses rather than, wellness and healing. Thankfully, large systems employing vast numbers of people have begun to reevaluate such ideologies as illness in the workforce costs companies billions of dollars each year in lost productivity. The art is in recognizing the use of words that are grounded in the strengths and capacities of people and families. This recognition promotes whole health (physical, emotional,social spiritual), improved outcomes and healing.

The following work represents years of thinking affirmatively about people, families and communities and how best to support their journeys to wellness. Some believe that moving away from deficit language devalues their work and diminishes their roles as experts who have spent years getting their educations and working in their fields. Conversely others feel relief that they do not always need to be the expert. One person working in a community-based program in DC related that he found his work less taxing because he was stepping out of the way to promote people deciding their own courses of care. We believe there is little cost associated with changing language rather the benefits are immeasurable in terms of better outcomes and more collaborative relationships with people receiving services, their families and their communities.

Click HERE to access the full guidelines or see below.

Newly Released Person First Guidelines

Just-Released: Person First Guidelines

Words are among the most powerful tools for communication that human beings have at their disposal. They can be used to heal, affirm motivate, inform, build capacity and consensus, inspire, praise, and educate. Unwittingly, and often with no intent at malice, they can be used to minimize, marginalize, pathologize, stigmatize and oppress.

The fields of alcohol and other drug treatment and mental health services collectively referred to as behavioral health have long used words to diagnose and label individuals and families by their (respective) challenges. This is taught in colleges and universities as the way in which we identify people and the challenges for which they present with care. However, this labeling has a tendency to elicit pity or sympathy, create oppressive situations, cast people and families in a negative light and/or in “victim” roles and perpetuate negative stereotypes.

Labeling people and families by their challenges (e.g. homeless, alcoholic, addict, schizophrenic, diabetic etc.) also tends to dehumanize, disenfranchise and reduce the person or family to being that challenge, instead of someone living with, in recovery from or experiencing symptoms of it.

The field of behavioral health services is historically paternalistic in its approach to working with people and families. Social healing words (strengths-based language) help the field eliminate that paternalism and move away from doing things to and for people and families to doing things with them.

Learning a new language, especially for adults, is often challenging. Many people in the behavioral health field were trained to label the people and families with whom they work. Insurance companies pay for diagnoses rather than, wellness and healing. Thankfully, large systems employing vast numbers of people have begun to reevaluate such ideologies as illness in the workforce costs companies billions of dollars each year in lost productivity. The art is in recognizing the use of words that are grounded in the strengths and capacities of people and families. This recognition promotes whole health (physical, emotional,social spiritual), improved outcomes and healing.

The following work represents years of thinking affirmatively about people, families and communities and how best to support their journeys to wellness. Some believe that moving away from deficit language devalues their work and diminishes their roles as experts who have spent years getting their educations and working in their fields. Conversely others feel relief that they do not always need to be the expert. One person working in a community-based program in DC related that he found his work less taxing because he was stepping out of the way to promote people deciding their own courses of care. We believe there is little cost associated with changing language rather the benefits are immeasurable in terms of better outcomes and more collaborative relationships with people receiving services, their families and their communities.

View the full person-first guidelines.

News

Diversity, Equity & Inclusion (DEI) Team

DIVERSITY INCLUDES YOU

  • Diversity: The composition of a group – specifically whether different demographics are represented in a group.
  • Equity: The centering of creating opportunities and changes to a space or system so marginalization doesn’t unjustly predict one’s success and ultimately improves outcomes for all.
  • Inclusion: A person or group of people’s abilities to contribute to and fully participate in a space. Inclusion is also the acknowledgement, celebration, and welcoming of individuals’ sense of uniqueness and belonging.

DBHIDS Diversity, Equity, and Inclusion Team Vision

DBHIDS believes in a community where everyone can thrive and be authentic and included; has a voice and feels valued; and can achieve health, well-being, and self-determination. DBHIDS celebrates differences and advocates for equity and justice. DBHIDS strives to shift the culture boldly by collecting, reporting, and monitoring data and building partnerships and collaborations with various stakeholders. Above all, DBHIDS recognizes that diversity includes YOU.

DEI Principles

DEI Principle: DIVERSITY

Diversity

Diversity at DBHIDS recognizes the unique perspectives and needs of Philadelphians in the way we serve individual and community differences by:

  • Ensuring diversity in recruitment, hiring, and promotion policies, procedures, and practices.
  • Creating and promoting safe spaces and training opportunities to increase diversity awareness; and
  • Practicing a culture where everyone participates in addressing disparities.

DEI Principle: EQUITY

EQUITY

Equity at DBHIDS guarantees fair and full access to opportunities and resources by:

  • Ensuring policies, procedures, and practices reflect equity.
  • Creating an impartial environment; and
  • Practicing transparency to promote accountability.

DEI Principle: INCLUSION

INCLUSION

Inclusion at DBHIDS respects and welcomes diverse viewpoints in collective decision-making regardless of race, gender, religion, gender identity, sexual orientation, ethnicity, abilities, disabilities, or health care needs by:

  • Ensuring policies, procedures, and practices are inclusive.
  • Creating an environment that empowers individual to contribute without apprehension authentically; and
  • Practicing a culture of belongingness.

.

Contact Us

DBHIDS.Diversity-Inclusion@phila.gov

 

DEI Team Norms

Team Norms

  • Celebrate diversity
  • Advocate for equity
  • Embrace inclusion
  • Demonstrate respect, honesty, accountability and professionalism
  • Value teamwork, collaboration and relationships
  • Model effective and intentional communication
  • Appreciate one another
  • Recognize diversity includes YOU

DEI Team

DEI Team

The six-member Diversity, Equity & Inclusion (DEI) team was created in 2019 to have departmental lens on:

  • inspiring a shared vision by promoting diversity, equity, and inclusion throughout the entire DBHIDS and provider systems
  • mitigating disparities; utilizing data, research, and community input for program development; and standardizing clinical quality management tools and protocols
  • providing support to the DBHIDS staff, as well as to the provider community and special populations.

We operate from a three-pronged approach: research, data, and community input to inform our work. Through collaboration, we will model inclusive work practices to promote diverse perspectives, creative viewpoints, and innovative ideas by working collaboratively across all six divisions and all four HR components while implementing department-wide workgroups reflective of staff from all levels. We will work to develop a more equitable work culture.

DEI P.A.C.E. Objectives

DEI P.A.C.E. Objectives

1. Enhance economic and equitable inclusion for the Department’s contracted and subcontracted Minority/Women/Disabled-owned Business Enterprises (MWDBE);
2. Monitor and access the clinical quality of the Department’s DEI practices and attitudes while addressing the DEI needs of its workforce; and
3. Collaborate with behavioral health providers to diversify to increase cultural humility and linguistic competencies to promote inclusive service delivery.

DEI Five-Year Plan

Five-Year Plan

Over the next five years, the Diversity, Equity & Inclusion team will lead the charge and model the way by supporting quality management functions related to DEI by:

  • utilizing data for decision making and contributing to policy and program development for the Department and provider systems;
  • developing mechanisms to manage and standardize DEI;
  • increasing provider recruitment and retention of a diverse workforce reflective of the populations served;
  • providing leadership and coordination of clinical and provider-related quality activities associated to DEI including relevant MWDSBE providers and subcontractors;
  • enhancing reviews and quality improvement projects and evaluations;
  • promoting and enhancing awareness and understanding of DEI through a range of quality management activities and projects.

Newly Released Person First Guidelines

Just-Released: Person First Guidelines

Words are among the most powerful tools for communication that human beings have at their disposal. They can be used to heal, affirm motivate, inform, build capacity and consensus, inspire, praise, and educate. Unwittingly, and often with no intent at malice, they can be used to minimize, marginalize, pathologize, stigmatize and oppress.

The fields of alcohol and other drug treatment and mental health services collectively referred to as behavioral health have long used words to diagnose and label individuals and families by their (respective) challenges. This is taught in colleges and universities as the way in which we identify people and the challenges for which they present with care. However, this labeling has a tendency to elicit pity or sympathy, create oppressive situations, cast people and families in a negative light and/or in “victim” roles and perpetuate negative stereotypes.

Labeling people and families by their challenges (e.g. homeless, alcoholic, addict, schizophrenic, diabetic etc.) also tends to dehumanize, disenfranchise and reduce the person or family to being that challenge, instead of someone living with, in recovery from or experiencing symptoms of it.

The field of behavioral health services is historically paternalistic in its approach to working with people and families. Social healing words (strengths-based language) help the field eliminate that paternalism and move away from doing things to and for people and families to doing things with them.

Learning a new language, especially for adults, is often challenging. Many people in the behavioral health field were trained to label the people and families with whom they work. Insurance companies pay for diagnoses rather than, wellness and healing. Thankfully, large systems employing vast numbers of people have begun to reevaluate such ideologies as illness in the workforce costs companies billions of dollars each year in lost productivity. The art is in recognizing the use of words that are grounded in the strengths and capacities of people and families. This recognition promotes whole health (physical, emotional,social spiritual), improved outcomes and healing.

The following work represents years of thinking affirmatively about people, families and communities and how best to support their journeys to wellness. Some believe that moving away from deficit language devalues their work and diminishes their roles as experts who have spent years getting their educations and working in their fields. Conversely others feel relief that they do not always need to be the expert. One person working in a community-based program in DC related that he found his work less taxing because he was stepping out of the way to promote people deciding their own courses of care. We believe there is little cost associated with changing language rather the benefits are immeasurable in terms of better outcomes and more collaborative relationships with people receiving services, their families and their communities.

Click HERE to access the full guidelines or see below.

Newly Released Person First Guidelines

Just-Released: Person First Guidelines

Words are among the most powerful tools for communication that human beings have at their disposal. They can be used to heal, affirm motivate, inform, build capacity and consensus, inspire, praise, and educate. Unwittingly, and often with no intent at malice, they can be used to minimize, marginalize, pathologize, stigmatize and oppress.

The fields of alcohol and other drug treatment and mental health services collectively referred to as behavioral health have long used words to diagnose and label individuals and families by their (respective) challenges. This is taught in colleges and universities as the way in which we identify people and the challenges for which they present with care. However, this labeling has a tendency to elicit pity or sympathy, create oppressive situations, cast people and families in a negative light and/or in “victim” roles and perpetuate negative stereotypes.

Labeling people and families by their challenges (e.g. homeless, alcoholic, addict, schizophrenic, diabetic etc.) also tends to dehumanize, disenfranchise and reduce the person or family to being that challenge, instead of someone living with, in recovery from or experiencing symptoms of it.

The field of behavioral health services is historically paternalistic in its approach to working with people and families. Social healing words (strengths-based language) help the field eliminate that paternalism and move away from doing things to and for people and families to doing things with them.

Learning a new language, especially for adults, is often challenging. Many people in the behavioral health field were trained to label the people and families with whom they work. Insurance companies pay for diagnoses rather than, wellness and healing. Thankfully, large systems employing vast numbers of people have begun to reevaluate such ideologies as illness in the workforce costs companies billions of dollars each year in lost productivity. The art is in recognizing the use of words that are grounded in the strengths and capacities of people and families. This recognition promotes whole health (physical, emotional,social spiritual), improved outcomes and healing.

The following work represents years of thinking affirmatively about people, families and communities and how best to support their journeys to wellness. Some believe that moving away from deficit language devalues their work and diminishes their roles as experts who have spent years getting their educations and working in their fields. Conversely others feel relief that they do not always need to be the expert. One person working in a community-based program in DC related that he found his work less taxing because he was stepping out of the way to promote people deciding their own courses of care. We believe there is little cost associated with changing language rather the benefits are immeasurable in terms of better outcomes and more collaborative relationships with people receiving services, their families and their communities.

View the full person-first guidelines.