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Cultural Competency, Diversity and Inclusion Plan
POLICY:
Sunshine Farm is continually seeking to improve the quality of life for all individual attending, staff, and stakeholders. We strive to achieve this goal by educating and training our staff and individuals in relation to the dynamics of participating in a culturally diverse community. Through education, we enhance our awareness, compassion, and ability to interact with others, honoring dignity, respect, patience, and understanding. Embracing diversity in our community increases creativity, acceptance, tolerance, and innovation. It also broadens the range of knowledge, skills, and abilities of our staff and the people attending Sunshine Farm. Our focus on cultural competency, inclusion, and diversity will enable us to provide a culturally sensitive approach to the people we support, the staff we employ and the stakeholders we engage with.
STATEMENT OF DIVERSITY
Sunshine Farm acknowledges and respects the value of a diverse community. This recognition includes gender identities, race/ethnicity, family status, age, mental/physical abilities, sexual orientation, religious beliefs, socio-economic status and occupational focus. Our mandate is to maintain an environment that is supportive of these elements by promoting inclusion within Sunshine Farm and the communities we are a part of.
We commit to:
- Offering supports which respect individual and cultural differences and preferences.
- Promoting cultural awareness and understanding through education and immersive experiences.
- Reflecting the diversity of Sunshine Farm at the client, staff and management levels, as well as with services provided.
- No tolerance of discrimination of any kind.
PROCEDURES:
In order to promote cultural diversity and inclusion, Sunshine Farm is engaged in the following activities:
- Equal Opportunity Employment initiatives for the hiring process.
- All new staff must review the Cultural Diversity and Inclusion Policy as part of orientation and at least annually as scheduled in the operational calendar.
- In tandem with reviewing the Cultural Diversity Inclusion and Competency Plan, Sunshine Farm conducts an + annual assessment of demographic information on the individuals attending Sunshine Farm.
- Staff will be provided with regular training on cultural diversity, inclusion, and competency on Staff training Day as scheduled in February.
- Staff and management will be provided the opportunity to attend educational experiences pertaining to culturally diversity and inclusion topics as they become available.
- Literature that relates to cultural competency and diversity is available for clients, staff, and stakeholders.
- Sunshine Farm leadership facilitates ongoing and open discussions regarding cultural competency, inclusion, and diversity between individuals attending, staff, and stakeholders which are documented in schedules, and meeting agenda.
- As Sunshine Farm continues to develop and improve our Cultural Diversity and Inclusion Plan, we will make sure that the following are always incorporated:
- Engagement of individuals who have cultural expertise,
- Participation in cultural competency inclusion and diversity activities by all clients and staff,
- The Administration observes the current cultural climate and solicits feedback on areas of interest regarding diversity, culture, and inclusion. From there, Sunshine Farm engages with an implementation process and activities that incorporate feedback and input from participants. This includes incorporation of culturally diverse art and food in the art and cooking classes.
- The goal of the Cultural Diversity Inclusion and Competency Plan is to raise the consciousness of Sunshine Farm regarding culture and diversity by recognizing the need for ongoing training, dialogue, feedback, and input from all individuals attending and staff. It is important that individuals attending, and staff are involved in the process of making Sunshine Farm a culturally aware, safe, and welcoming environment for all.
Cultural competency includes self-examination and in-depth exploration of one’s own cultural background. This involves the recognition of personal biases, prejudices, and assumptions about people who have a different cultural background. Without being aware of the influence of personal cultural or professional values, there is risk that the individuals attending and staff may engage in cultural imposition and hold unconscious bias’. Sunshine Farm is committed to creating a culturally aware, safe, and welcoming environment for all.
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Overall Objective/Goal |
Indicator |
Desired Outcome |
Applied To |
Activities |
Responsibility / timeline / status update |
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Sunshine Farm will have a Cultural Diversity Inclusion and Competency Plan that identifies how the Sunshine Farm will work to achieve and monitor effectiveness of the plan. (CARF standard 1.A.5 a-d) |
Presence of overall investment in Cultural Diversity Inclusion and Competency that is inclusive of Culture, Race, Age, Gender, Sexual Orientation, Spiritual beliefs, Socioeconomic status and Language. |
Sunshine Farm to demonstrate a commitment to having cultural competency inclusive of culture, age, gender, sexual orientation, spiritual beliefs, ageism, socio-economic status, and language. |
Accreditation |
Diversity and Inclusion goals tracked and monitored annually. Individual training specific to 1) culture, 2) age, 3) race, 4) gender, 5) sexual orientation, 6) spiritual beliefs, 7) ageism, 8) socio-economic status, and 9) language will occur as scheduled in the operational calendar at least annually with targeted goals specific to increasing awareness.. Routine inclusion of culturally diverse art and food incorporated into relevant classes. |
Responsibility: Management Team Timeline: February 2025 – review of the Cultural Diversity Inclusion and Competency Plan. Status Update: including achievements from the preceding year to inform the 2024 plan. Quarterly training sessions incorporated into staff meetings. |
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GOAL |
INDICATOR |
DESIRED OUTCOME |
APPLED TO |
ACTIVITIES |
RESPONSIBILITY |
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To create a safe and informed environment that fosters respect for, and acknowledgement of cultural diversity and inclusion |
All clients and staff have a working knowledge of how to be accepting, respectful and inclusive of all people. |
Sunshine Farm is a welcoming and accessible environment and works to create a safe and supportive space for all staff, individuals attending and stakeholders. Recognizing issues to increase acknowledgement of cultural diversity and inclusion. |
All individuals attending, staff, significant other(s) and stakeholders |
Annual inspection of facilities to assess accessibility and cultural friendliness. Periodic changes in posters and signage reflect diversity, inclusion and promote cultural friendliness. Provide regular communications and training opportunities regarding Cultural Diversity Inclusion and Competency. |
Management Team Timeline: Ongoing and training day in February 2025. Inspections are ongoing and as scheduled in the operational calendar, any changes required are implemented immediately. Status Update: Administration and staff demonstrate an understanding of cultural, diversity, openness and inclusion providing a safe environment for all people involved with Sunshine Farm. |
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Overall Objective/Goal |
Indicator |
Desired Outcome |
Applied To |
Activities |
Responsibility / timeline / status update |
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Sunshine Farm will adhere to all legal acts that guide our professional conduct, including the Canadian Charter of Human Rights and Freedom. |
All individuals attending and staff have a working knowledge of their legal rights, Sunshine Farm’s responsibilities with regards to supports provided . |
All clients and staff understand where and how to access information regarding Sunshine Farm’s legal obligations. |
Administration and staff. |
Posting of Canadian Charter of Human Rights, the Client Rights, Orientation and onboarding includes information and training on individuals attending, staff rights and responsibilities, and the responsibilities Sunshine Farm. |
Administration. Ongoing, onboarding and orientation of individuals attending and staff includes information regarding their rights and responsibilities. Explanations and training are provided as needed /requested or scheduled in the operational calendar. Status Update: Orientation and onboarding process and persons responsible identified. The orientation checklist completed and is being used for all incoming individuals and staff. |
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Sunshine Farm is aware of and understands different communication needs for all individuals and staff. |
Individuals attending and staff are asked to indicate what their preferred method of communication is. Sunshine Farm acknowledges and supports preferred methods of communication. |
Sunshine Farm requests and respects all communication needs for individuals attending and staff, individual communication needs will be accommodated wherever possible. |
Administration and staff. |
In all publications and development of policies, apply awareness of different communication needs. Promotional materials will be culturally appropriate, translated upon request, easily accessible and available in a variety of formats. Handbook guidelines for individuals attending include text and pictures. |
Responsibility: Administration. Timeline: Communication needs are assessed on an ongoing basis. Preference is requested during the hiring and onboarding process, and as needed / requested Status Update: Sunshine Farm incorporates communications-related questions in the interview process, in applications (individuals attending and staff) and during individuals attending and staff onboarding. |
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Overall Objective/Goal |
Indicator |
Desired Outcome |
Applied To |
Activities |
Responsibility / timeline / status update |
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Sunshine Farm is aware of and understands different communication needs for all individuals attending, staff, and leadership members. |
Individuals attending and staff are asked to indicate what their preferred method of communication is. Sunshine Farm acknowledges and supports preferred methods of communication. |
Sunshine Farm requests and respects all communication needs for individuals attending and staff, individual communication needs will be accommodated wherever possible. |
All the people at Sunshine Farm. |
In all publications and development of policies, apply awareness of different communication needs. Promotional materials will be culturally appropriate, translated upon request, easily accessible and available in a variety of formats. |
Administration. Communication needs are assessed on an ongoing basis. Preference is requested during the hiring and onboarding process, and as needed / requested Status Update: Sunshine Farm incorporates communications-related questions in the interview process, in applications and during onboarding with individuals wanting to attend and staff. |
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Overall Objective/Goal |
Indicator |
Desired Outcome |
Applied To |
Activities |
Responsibility / timeline / status update |
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Sunshine Farm will acknowledge the diverse perspectives of individuals attending, their family member(s) / significant other(s) and incorporate these perspectives into all programs and services, as appropriate. These perspectives include but are not limited to: culture, race, age, gender, sexual orientation, spiritual beliefs, socioeconomic status language, and other preferences as relevant. |
Individuals attending Sunshine Farm and their family member(s) / significant other(s) indicate that their individual perspectives are understood and supported. |
Individual perspectives and preferences will be reviewed during the admission process. Sunshine Farm recognizes that individual preferences may change over time and is committed to supporting preferences as they change. |
Administration and staff. |
During the application, orientation and initial assessment process Sunshine Farm will obtain information from individual interested in attending and their family member(s) / significant other(s) with regards to individual perspectives and preferences. Individuals interested in attending and their family member(s) have the opportunity to express changes to preferences at any point. Individuals and their family member(s) / significant other(s) are engaged with bi-annual satisfaction surveys, this is another area where preferences/preference changes can be expressed. |
Responsibility: Administration. Timeline: Preferences are requested and documented during the admission, orientation and initial assessment process and bi-annually via satisfaction surveys. Sunshine Farm responds to individual preference changes as needed/requested. Status Update: Initial assessments have been reviewed and will reflect all preferences, bi-annual satisfaction surveys are being distributed and analyzed. Preference change requests are actively engaged with. |
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Sunshine Farm will provide staff training to facilitate individual engagement with translators, or communication devices as available or requested. |
Upon request Sunshine Farm provides Staff training that is specific to individual communication methods. Sunshine Farm participates in identifying resources and services that may be suitable. |
Individuals attending feel safe and supported in using translators or communication devices. Staff feel confident supporting clients with translators or communication devices. |
Support Staff, Counseling Staff, Management Team |
Sunshine Farm supports staff training in an effort to facilitate client engagement with translators, or communication devices as requested. Sunshine Farm will provide resource assistance to clients when applicable. Sunshine Farm will provide appropriate training to staff. |
Responsibility: Administration and staff. Timeline: Requests are reviewed during the admissions process (suitability trial and intake) Sunshine Farm responds to translator/communication device requests on an ongoing basis. Status Update: Policy to accommodate translators or communication devices |
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Overall Objective/Goal |
Indicator |
Desired Outcome |
Applied To |
Activities |
Responsibility / timeline / status update |
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Sunshine Farm will acknowledge the diverse perspectives of all stakeholders. These perspectives include but are not limited to: culture, race, age, gender, sexual orientation, spiritual beliefs, socioeconomic status language, and other preferences as relevant. |
Sunshine Farm stakeholders indicate that their individual perspectives are understood and supported. |
Sunshine Farm respects individual stakeholder perspectives and preferences. The Cultural Diversity Inclusion and Competency Plan is available upon request. Sunshine Farm has an ‘open door policy’ and is available at any point to discuss and support individual preferences as they may change over time. |
All individuals at Sunshine Farm including staff and stakeholders. |
Sunshine Farm obtains information from stakeholders with regards to individual perspectives and preferences. Sunshine Farm understands that preferences may change, Stakeholders have the opportunity to express changes to preferences at any point. Stakeholders are engaged with bi-annual satisfaction surveys, where preferences/preference changes can be expressed. |
Responsibility: Administration and staff. Timeline: Preferences are engaged with as needed/requested. Status Update: The Administration has reviewed the Cultural Diversity Inclusion and Competency Plan and associated policies as scheduled in the operational calendar. |
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Sunshine Farm will acknowledge the diverse perspectives and preferences of staff. These perspectives include but are not limited to: culture, race, age, gender, sexual orientation, spiritual beliefs, socioeconomic status language, and other preferences as relevant. |
Sunshine Farm staff indicate that their individual perspectives and preferences are understood and supported. |
Individual perspectives and preferences will be reviewed during the staff orientation process, and during staff probationary and annual performance evaluations. Sunshine Farm recognizes that staffs’ individual preferences may change over time and is committed to supporting staff preferences as they change. |
Administration and staff. |
During the hiring and orientation process Sunshine Farm will obtain information from staff with regards to individual perspectives and preferences, these preferences will be documented on the staff’s personnel file. Staff have the opportunity to express changes to preferences at any point. Staff are engaged in bi-annual satisfaction surveys, where preferences /preference changes can be expressed. |
Responsibility: Administration. Timeline: Preferences are requested and documented during the admissions process (application, interview and orientation), at performance evaluations, and bi-annually via satisfaction surveys. Sunshine Farm responds to staff preference changes as needed/requested. Status Update: Bi-annual satisfaction surveys are being distributed and analyzed. Preference change requests are actively engaged with. |
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Overall Objective/Goal |
Indicator |
Desired Outcome |
Applied To |
Activities |
Responsibility / timeline / status update |
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Sunshine Farm is committed to achieving the objectives indicated in Sunshine Farm Statement of Diversity: Sunshine Farm acknowledges and respects the value of a diverse community. Our mandate is to maintain an environment that is supportive of these elements by promoting inclusion within Sunshine Farm and the community we are a part of. |
Sunshine Farm fosters an environment that feels safe, welcoming, upholds individual’s dignity, and values diversity. Sunshine Farm responds to and addresses official complaints, issues, grievances and preference requests in a proactive and timely manner. |
Sunshine Farm strives to meet the commitments outlined in our Statement of Diversity. Sunshine Farm Administration, staff and individuals attending are engaged with ongoing learning opportunities and are informed about evolving societal movements. |
All Sunshine Farm staff, individuals attending and stakeholders. |
Annual review of Cultural Diversity Inclusion and Competency Plan associated policies and procedures. Engagement with community and cultural experiences. Annual review of the Sunshine Farm Strategic Plan as scheduled in the operational calendar. |
Responsibility: All Sunshine Farm, clients and stakeholders. Timeline: Annual review of policies and procedures, or as needed, as well as the Cultural Diversity Inclusion and Competency Plan annually. Status Update: Staff are encouraged to participate in wider community training and cultural experiences. |
Reviewed and updated April 2025
By Sharon Alcock.
DEFINITIONS
Age: the length of time that a person has lived, or a thing has existed.
Ageism: prejudice or discrimination on the grounds of a person’s age.
Culture: the customs, arts, social institutions, and achievements of a particular nation, people, or other social group.
Gender: the male sex or the female sex, especially when considered with reference to social and cultural differences rather than biological ones, or one of a range of other identities that do not correspond to established ideas of male and female.
Gender identity: One’s internal sense of being male, female, neither of those, both or another gender(s). Everyone has a gender identity. For transgender people, their sex assigned at birth and their own internal sense of gender identity are not the same. Female, woman, and girl and male, man and boy are also not necessarily linked to each other but are just common gender identities.
Language: a system of communication used by a particular country or community.
Race: each of the major groupings into which humankind is considered (in various theories or contexts) to be divided based on physical characteristics or shared ancestry.
Religion: specific set of organized beliefs and practices, usually shared by a community or group.
Sexual Orientation: a person’s identity in relation to the gender, or genders to which they are sexually attracted; the fact of being heterosexual, homosexual, bisexual, asexual, pansexual, two-spirited, etc.
Spiritual Beliefs: an individual practice and has to do with having a sense of peace and purpose.
Socioeconomic Status: the position of an individual or group on the socioeconomic scale, which is determined by a combination of social and economic factors such as income, amount and kind of education, type and prestige of occupation, place of residence, and—in some societies or parts of society—ethnic origin or religious background. Examinations of socioeconomic status often reveal inequities in access to resources, as well as issues related to privilege, power, and control.