Cultural Competency and Diversity Plan
Approved by SCARC Board of Trustees February 25, 2013
Reviewed & Approved by SCARC Board of Trustees February 24, 2014
11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
Preamble
SCARC’s Cultural Competence and Diversity Plan is designed to demonstrates an awareness of, respect for, and attention to
the diversity of the people with whom it interacts (persons served, personnel, families and caregivers, and other stakeholders)
that are reflected in attitudes, organizational structures, policies, and services. In the context of person-centered planning and
service delivery, showing respect to persons served by SCARC, Inc., is made manifest by demonstrating respect for one’s
cultural heritage.
SCARC, Inc. will commit to this Plan of addressing how it will respond to the diversity of its stakeholders as well as how the
knowledge, skills, and behaviors will enable personnel to work effectively in a cultural context by understanding, appreciating,
and respecting differences and similarities in beliefs, values, and practices within various cultures.
Although it is not expected that personnel know everything about all cultures, it is necessary to develop some understanding of
the major values and beliefs of those cultures represented in those served by the organization. Such knowledge and response is
a critical component in providing person-centered, respectful and individualized quality services to the persons served. Cultural
competency is an ongoing learning process that fosters inclusion, understanding and respect for diverse cultures of all types.
SCARC, Inc. assesses and has awareness and knowledge of the diversity of its stakeholders, including national heritage,
religious orientations, racial and ancestral backgrounds. SCARC, Inc. will look at the diversity of its community, internal and
external stakeholders and potential changes in demographics to be proactive in education, training in its service delivery. Such
an initiative will facilitate a culturally knowledgeable organization, and a plan that will include areas such as recruitment efforts for
personnel, modification of educational materials for persons served and family support systems, support for training and
education of personnel, and incorporation of spiritual and cultural beliefs into service delivery options.
This Plan shall be reviewed annually by internal and external stakeholders as appropriate including the board of trustees and
personnel constituencies.
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11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
ORGANIZATIONAL VALUES
GOAL
SCARC will assess
Sussex County community
for existing cultures, ethnic
values, and heritage.
INDICATORS
List of findings will be
presented to board
and administrative
staff
ACTIVITIES
TIMELINE
STATUS
PERSON
RESPONSIBLE
Annual assessment will
take place
Annually
This will be done at
Administrators.
CEO, Board
Inquiries and interviews
of cultural centers in
county.
Annually
Recreation Department
makes inquiries.
CEO
Several group homes
and day programs have
implemented cultural
events and dinners.
Board of trustees, CEO,
COO, CFO, CHRO
Valuing Diversity and
Cultural Competency in all
aspects of SCARC
operations
Various cultures are
represented in
program content
Various cultures are
represented in program
content.
Ongoing
Cooperate with other
agencies to become more
culturally competent
Develop partnerships
as appropriate
Meet with HSAC, CSA,
other agencies, re –
cultural diversity
Ongoing
Non-discrimination in all
service delivery, program
participation and in
employment.
Assure policies and
procedures are
conducive to this
Review and update
SCARC Affirmative
Action Plan
Annually
This occurs as a routine
in recruitment and
hiring.
CHRO, COO
Review all IHP’s,
program plans, for
possible noncompliance
Ongoing
This is ongoing.
COO, Administrators,
Human Rights Committee
All Chiefs
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11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
ORGANIZATIONAL VALUES - CONTINUED
GOAL
Participation in all possible
community activities of a
diverse nature that would
enhance cultural
competency at SCARC.
INDICATORS
Discover what is in the
community
ACTIVITIES
TIMELINE
STATUS
PERSON
RESPONSIBLE
Address all complaints
and appeals for
affirmative action
Ongoing
Human Resources
Department will review
any complaints.
Chiefs
Participate in parades,
fairs, clubs, concerts
Ongoing
Individual homes will
pursue this.
Administrators, Recreation
Department
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11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
GOVERNANCE
GOAL
INDICATORS
ACTIVITIES
TIMELINE
STATUS
PERSON
RESPONSIBLE
Pursue a board of trustees
that is representative of
diverse cultural attributes
of the county.
Diverse board
membership
Review board makeup
Annually
Board of Trustees, CEO
Review Cultural
Competency & Diversity
Plan and adjust as
necessary.
Evidence of
commitment to CCD
Plan
Review CCD Plan
Annually
Board review and
approval at 2/24/14
meeting.
Board of trustees, CEO,
department heads
Enhance community
relationships to build
cultural competency and
diversity within SCARC.
Foster community
relationships
Promote community
participation within
diverse cultures in
Sussex County
Ongoing
Recreation Department
and group homes will
pursue this.
Board of trustees and
chiefs
Align policies and
procedures with culturally
competent principles and
practices.
Review policies to
assure alignment
Review policies to
assure alignment
Annually
Policy reviews by
Chiefs.
Chiefs
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11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
STAFF DEVELOPMENT
GOAL
Assure the practice of
Affirmative Action in
accordance of law
INDICATORS
ACTIVITIES
TIMELINE
Review Equal
Opportunity Policy
Make policy updates as
necessary
Annually, or as
laws change
File required
Affirmative Action
reports and data
sheets
Comply with filing dates
for each report
Staff cultural
characteristics reflect
Sussex County
demographics
STATUS
PERSON
RESPONSIBLE
Chief Human
Resources Officer
assures this.
CHRO
Annually
This has been done by
Chief Human
Resources Officer.
CHRO
Promote cultural
diversity via staff
newsletter, website
Ongoing
This is ongoing.
CHRO
Provide management
staff with cultural
competency trainings
Institute trainings with
SCCC, United Way
Ongoing
BLR ongoing training
for all staff. Rutgers
training upcoming.
CHRO
Pursue a workforce of
cultural diversity that is
representative of Sussex
County population
Interview and hire
qualified minority staff
Recruit staff from
minority population
Ongoing
This is ongoing.
CHRO
Incorporate cultural
diversity in staff training
sessions and subject
areas
All training modules
include cultural
diverse subject
matters
Use examples of
diversity of staff,
clientele, and
population
Ongoing
This is ongoing.
Presentations at
Department Heads
meetings.
CHRO
Create a workplace
environment that is
respectful of staff
diversities and cultural
backgrounds
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11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
COMMUNICATION
GOAL
INDICATORS
ACTIVITIES
TIMELINE
STATUS
PERSON
RESPONSIBLE
Communicate with
culturally diverse
populations in Sussex
County for employment
and clientele outcomes
Identify such
populations
Solicit via letters
employee prospects
from minority groups
Ongoing
Administrators
Communicate with parents
in their own language
regarding their family
member
Provide translator
when necessary
Utilize parent prime
language
Ongoing, as
needed
Done when needed.
All staff
Communications with
internal stakeholders will
reflect SCARC
commitment to cultural
competency goals
(whenever appropriate).
Including individuals
served
Internal meetings and
communications will
reflect agency
commitment to cultural
goals
ongoing
Done when needed.
Administrators
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11 US Route 206, Suite 100
Augusta, NJ 07860
973-383-7442
SCARC CULTURAL COMPETENCY AND DIVERSITY PLAN
INDIVIDUAL HABILITATION PLANNING
GOAL
INDICATORS
ACTIVITIES
TIMELINE
STATUS
PERSON
RESPONSIBLE
Discover the unique
cultural characteristics of
each person served.
Research individual
records and
demographics
Each IHP document will
record cultural
characteristics
Annually
Done at annual IHP
review.
Program – IHP coordinator
Involve each individual in
community groups
appropriate to each
person’s cultural
characteristics.
Community
involvement and
integration
Choose community
groups appropriate to
one’s culture
Ongoing
Done when
appropriate.
Program – IHP coordinator
Promote cultural diversity
among individuals served.
Community
involvement and
integration
Seek work placements
within a cultural diverse
setting.
Ongoing
Individuals participate
in cultural events in
homes and programs.
Program – IHP coordinator
RCL:bh/Y-rcl20/SCCulturalCompetence&DiversityPlan
2/12/2014
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