Why do we have an Equitable Impact Plan?

Kids-for-Equitable-Impact-Plan-page-1040x350-WITHOUT-BLUE

Because children thrive in a society that is fair and just.

Our vision is to create a community where every child is able to thrive in a safe, healthy, and loving home, and all families and children are treated equitably.

Goals

1. Gain an understanding of PCASA’s impact through exploration of data, policies, and procedures.
2. Ensure the PCASA community more closely matches the demographic makeup of the Piedmont CASA service area.
3. Develop a framework to meaningfully include youth voices in the PCASA organization and to compensate youth for their involvement.

Action

Details

Timing

Responsibility

Conduct organization wide GAP analysis.

  • Detailed examination of the work that PCASA is currently doing, who is responsible for what, and what needs/wants are not being met.
  • This analysis should be followed by a review of job descriptions and possible reassignment of responsibilities.

Ongoing

President
Staff

Review demographic information of our service population.

  • Use most recent US Census data as well as locality specific DSS and court data to develop a full demographic map of our service population.

Summer- Fall 2023

President
PCASA DEI Committee
Outside Consultant/Intern

Address accessibility issues found as a result of  completed audit of our website.

  • Does the way we communicate on our website present barriers to our services, volunteering, or applying for jobs?
  • Improve the overall accessibility of the website by reducing the number of flagged items by 75%.
  • Determine whether installation of Accessibe widget on website is appropriate resolution.

May 2024

President
Advancement Director

Conduct accessibility audit of our communications and physical spaces.

  • Are the ways we communicate presenting barriers to our services, volunteering, or applying for jobs?
  • Is our office space creating barriers to our services, volunteering, or applying for jobs?
  • How do we address barriers if we find them?

Fall 2023

Outside Consultant

Analyze internal PCASA data to determine outcomes, impact, and areas for growth.

  • How do we currently define our impact? What information do we use to support that definition?
  • How do we define equitable impact?
  • Look at current goals that we use to define impact. Are they the right ones? Do our current goals get us where want to be when we think of equitable impact
  • Need a work session to review the goals and data tracking that we are currently engaged in.

In Progress

President
PCASA DEI Committee
Outside Consultant

Audit policies and procedures.

  • Are we creating barriers through the language of our policies and procedures?
  • Are we creating barriers through the types of policies and procedures that we have?
  • How do we address barriers as we find them?

In Progress.
Due to be completed by July 1, 2024.

President
PCASA DEI Committee
Outside Consultant

Community awareness campaign focused on educating the public about the role of a CASA and a Bridges Coach and independent status.

  • Develop DEI section of website to include copy Equitable Impact plan.
  • Consider trainings like the Poverty Simulation and Close to Home webinars that invite public to participate.
  • Consider sharing results of Data Fellows project publicly.
  • Develop strategic communications plan.

Ongoing

President
Advancement Director

Recruit Board members from backgrounds that match or mirror our service population and/or have lived experience in the foster care system.

  • Utilize PCASA Board Attributes, Skills, and Expertise survey and template in conjunction with Board discussion to identify areas of need as openings become available.

Ongoing

President
Board Recruitment Committee

Develop Board recruitment and development plan.

  • How do we prepare, engage, and excite youth or others with lived experience to become Board members?
  • How do we orient new Board members and provide support as they join the Board?

September 1, 2024

President
Board Recruitment Committee

Recruit staff from backgrounds that match or mirror our service population and/or have lived experience in the foster care system.

  • Research and incorporate best practices that prioritize diversity in recruitment and hiring.
  • Publish salary in all job postings.
  • Add inclusive language into job postings to indicate that historically marginalized applicants and/or applicants from underrepresented populations are welcome and encouraged to apply.
  • How are we more transparent and accessible in our hiring process?
  • Where are we posting our position announcements? How are we publicizing (non-online options)? As we expand, how do we target candidates who represent the counties we are looking to expand into?
  • Explain our DEI plan in interviews and its importance to the organization.

Ongoing

President
Operations Director
Program Director

Conduct an internal PCASA compensation study.

  • Does PCASA’s salary and benefits package equate to a living wage in our service area?
  • Explore possibility of support for this study from UVA (Batten, Darden, or McIntire)

Ongoing

President
Board
Possible Outside Consultant

Develop a targeted strategy to recruit, train, and retain a Volunteer pool from backgrounds that match or mirror our service population and/or have lived experience in the foster care system.

  • Develop a Volunteer recruitment plan and review/revise annually.
  • Explore the creation of a framework for a DEI advisory group made up of community leaders to assist with targeted community outreach.
  • Research viability of a CASA partner program with focus on PVCC.
  • Devise strategies to capture information about the experiences and insights of current and former Volunteers about service experience and recruitment opportunities.
  • Discuss DEI Plan and its importance in all information sessions.

Recruitment plan by June 1, 2024, then other dates to follow

President
Program Director

Make CASA training and service more accessible to a broader range of individuals.

  • Research viability of a CASA partner program with focus on PVCC.
  • Seek financial support to be able to provide gas cards to CASA Volunteers or otherwise reimburse them for costs associated with volunteering.
  • Explore Volunteer compensation model.

December 1, 2024

President
PCASA DEI Committee
PCASA Board

Provide and certify annual DEI training of Board, staff, and Volunteers (NCASA requirement).

  • Offer five in-service trainings a year focused on DEI issues.
  • The five trainings should be focused on the following highly marginalized populations often overrepresented in the foster care system: Black, Latino, those experiencing poverty/homelessness, undocumented immigrants, and LGBTQ+. As we learn more about our service population through Goal 1, adjust/revise trainings that reflect what we learn.
  • Track Board, staff, and Volunteer attendance in CASA Manager.

Ongoing

President
Program Director

Conduct accessibility and inclusivity audit of our current trainings.

  • Review current guest speakers and consider increasing diversity to include greater representation of people from backgrounds that match or mirror our service population and/or have lived experience in the foster care system.

Spring 2024

Program Director
CASA Supervisors

Adjust pre-service training based on results of accessibility audit and the information we learn about our service population.

Fall 2024 - Winter 2025

Program Director
CASA Supervisors

Develop a framework to meaningfully include youth voices in the PCASA organization.

  • Survey youth and alumni about this idea.
  • Create an internal task force to develop the framework for this program.
  • Research other organizations who have done this well and obtain their input.

2024 - 2025

President
Program Director
Internal Task Force

Compensate youth for their involvement.

  • Seek financial support to be able to provide compensation.
  • Determine level and form of meaningful compensation.

2025

President
Advancement Director
PCASA Advancement Committee

Diversity Equity, and Inclusion Committee

Trina Clark, Board of Directors

Leah Cole, Program Director

Kate Duvall, President and CEO

Meara Habashi, Board of Directors

Ashlie Muñoz Nieves, Bridges to Success Coach

Siri Russell, Board of Directors