We strive to ensure our clients, patients, and staff feel safe, valued, and included with a commitment to being trauma-informed and attentive to issues of equity, inclusion and diversity.
We continually develop internal initiatives and support systems, engage in outward-facing community activities, and more in the approach of continual improvement.
Whether it’s barriers to care rooted in identity-based discrimination or developing programs to build support systems for those affected by such barriers, we aim to address DEI with a comprehensive, intersectional lens.
We are firm in our commitment to prevent discrimination in healthcare services. In all encounters with us, from a first phone call to a final treatment session, we want our clients to feel seen, respected and understood.
Diversity, Equity, & Inclusion (DEI) Basics
- Diversity refers to that “there are many different kinds of people—and the idea that this diversity drives cultural, economic, and social vitality and innovation” (source: Greater Good). Diversity can include but is not limited to race, gender, religion, sexual orientation, socioeconomic status, nationality, ethnicity, language, age and (dis)ability.
- Diversity is “promoting justice, impartiality and fairness within the procedures, processes, and distribution of resources by institutions or systems.” (Source: dei.extension.org)
- Inclusion means that people from diverse backgrounds feel included, safe and welcomed.
- CLAS: Culturally and Linguistically Appropriate Services are services that are “tailor(ed)…to an individual’s culture and language preferences” to “bring about positive health outcomes for diverse populations” (source: HHS.gov)
- Cultural Competence is defined in the Oregon Administrative Rules as “the process by which people and systems respond respectfully and effectively to people of all cultures, languages, classes, races, ethnic backgrounds, disabilities, religions, genders, sexual orientations, and other diversity factors in a manner that recognizes, affirms, and values the worth of individuals, families and communities and protects and preserves the dignity of each.”
- Accessibility: Multiple resources for clients and family members whose primary language is not English.
- Anti-Discrimination: Adapt affirms our commitment to non-discrimination in our Client & Agency non-discrimination statements.
- Adapt Integrated Health Care does not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other status protected by applicable law. Adapt will not tolerate unlawful discrimination, harassment, or retaliation and is committed to preventing or stopping them whenever they may occur at the organization or in its programs.
- Our staff will not discriminate against any client or patient on the basis of race, religion, color, age, sex (including pregnancy), national origin, veteran status, disability, marital status, genetic information, sexual orientation, gender identity or any other classification protected by applicable federal, state or local laws.
Clients & patients will not be discriminated against for inability to pay or because payment for these services will be made by Medicaid or Medicare. In addition, Adapt does not tolerate harassment of any client or patient on those bases.
Clients & patients with disabilities will be afforded all the rights and protections of the ADA. Adapt does not create or enforce any policy or procedure that may interfere with that right. Adapt employees follow policies and procedures that comply with the ADA and must notify a supervisor if a procedure seems to interfere with those rights.
- CLAS Committee: Our team members are able to join our “Culturally & Linguistically Appropriate Services (CLAS)” Committee to identify needs and improvement opportunities for both cultural and linguistic support.
- Employee Resource Groups (ERG): Our team members are able to both organize and join ERGs that aim to provide a support system to those of similar life experiences and help leadership be informed of ways to better advance our goal of equity.
- Trainings: Training for every employee in equity issues at least annually; more targeted trainings for leadership, direct service providers; trainings on working with clients from diverse backgrounds; lending library of current fiction and non-fiction works.
A culture of equity and safety, creating an inclusive and trauma-informed environment for clients and staff, and recognizing, affirming, and valuing diversity strengthens our mission and enriches our collective experiences.
We prioritize physical, psychological, and emotional safety, forming the foundation of our trauma-informed organization. Acknowledging that many of our clients come with significant adverse experiences, we aim to cultivate an environment that feels safe, welcoming, and encourages trust.
Recognizing the inherent stress in healthcare work, we remain committed to supporting our employees’ well-being. We continually assess our workplace culture and provide comprehensive resources and training to avoid difficult situations and prevent re-traumatization.
- Trauma Informed Care (TIC): “Trauma-informed care is a strengths-based framework that is grounded in an understanding of and responsiveness to the impact of trauma, that emphasizes physical, psychological, and emotional safety for both providers and survivors, and that creates opportunities for survivors to rebuild a sense of control and empowerment.” (Hopper, Bassuk, & Olivet, 2010)
- Trauma Informed Services: Services and supports that are informed and sensitive to trauma-related issues present in individuals who have experienced trauma. Services delivered in a way to avoid inadvertent re-traumatization and facilitate participation in treatment.
- Peer Mentors: Many programs are employing and training staff with lived experience to help clients navigate the change process, community resources, and social supports.
- Safety Committee: Our team members are able to join our Safety Committee to identify needs and improvement opportunities for both security and safety procedure improvements.
- Security Staff: Our teams, across many of our locations, are supported by our security team members. Certified security officers trained in de-escalation, these team members ensure the rest of their colleagues, clients, and patients feel safe and welcome in our site.
- Self-care for Staff: Weekly email communication and tips regarding self-care; recognition as a “Blue Zones” certified workplace; employee wellness program and wellness committee; staff access to Employee Assistance Program.
- Trainings: Trauma Informed “basics” training for all new hires; annual trauma informed care refresher for every employee in the organization; specialized trainings on trauma informed practices and approaches; staff who have specialized trauma-specific training.
- Trauma Informed Care Committee: Representatives from different parts of the organization with different lived experiences meet monthly to identify needs and improvement opportunities. Recent project includes developing presenting training to every department on what trauma informed practice “looks like” in that setting.