HomeMy WebLinkAboutMINUTES - 03262002 - C82 T€7: BOARD OF SUPERVISORS
Contra
FROM: JOHN SWEETEN, County Administrator Costa`
DATE: MARCH 26, 2002
Co
SUBJECT: AUTHORIZATION TO SUBMIT::ENTRIES TO THE is• '
NACo 2002 ACHIEVEMENT AWARDS PROGRAM
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
APPROVE and AUTHORIZE the Chair, Board of Supervisors, to submit an application to the
National Association of Counties for the 2002 Multi-Cultural Diversity Awards Program.
BACKGROUND:
The National Association of Counties (NACo) is sponsoring the NACo Multi-Cultural Diversity
Awards Program, which is designed to recognize county governments for their efforts to
prornote understanding of cultural°differences within the community and the county workforce.
We are recommending that the County nominate The Health Services Department's Quilt of
Many Colors Program
The Quilt of Many Colors Program promotes multicultural diversity and tolerance through the
display of art at the Richmond Health Center. A staff committee develops exhibits and creates
forums focusing on diversity issues. The objectives of the program are to promote
relationships among multicultural staff,' celebrate the diversity of Richmond patients and staff,
build tolerence and healthy communities, and extend the benefits'of art to the community.
The project focuses on the common ground in each group's experience, hunger for vision:of
self and expression of identity, and the need to archive community'history. The art'exhibits
stimulate dialogue and address tensions within the'health system and the community,
In submitting this application, the County agrees to the Program' requirements and
responsibilities as set forth by NACo for entering into the awards program.
CONTINUED ON ATTACHMENT: ( f'ES ONO SIGNATURE:
*-''RECt7MMENDATION OF COUNTY ADMINISTRATOR REGOMMEN ION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE(S): ,
_-------- - ---- .. ..� . _-_----------��__--_ - _-------_.- -------------------s------
ACTION OF BOA N PPROVE AS RECOMMENDE€? OTHER
The Board approved a second application entitled "Cultural Diversity Essay
Contest".
VOTE E OF SUPERVISORS. I HEREBY CERTIFY THAT THIS IS A TRUE
AND CORRECT COPY OF AN ACTION TAKEN
UNANIMOUS(ABSENT AND ENTERED ON THE MINUTES OF THE
BOARD OFiSUPERVISORS'ON THE DATE
AYES: NOES: SHOWN.
ABSENT: ABSTAIN:
ATTESTED" 'k C �ge ���02
CONTACT: JULIE ENEA (925)335-7077 JOHN SWEETEN,;G RK OF THE
BOARD OF SUPERVISORS AND
CC: COUNTY ADMINISTRATOR COUNTY ADMINISTRATOR
HEALTH SERVICES DIRECTOR �
BY i`� ,DEPUTY
Ueadfine
i
V 2
Mauch 29, 200Z
Application Form
Please>complete and attach this form to your application
County and State Contra Costa, California
Individual to Contact for Additional Informationabout the Nominated Program:
Name Ann Schnake
Title Fami I y Nurge Practitioner
Department Contra Costa Health Services
Address 100 38th St.
City/State/Zip Richmond, CA 94805-2207
Telephone (510) 374-7082
Fax (510) 374-7149
Signature of Chief Elected Official
Name John Gioia
Title"' Chair, Board of Supervisors
Signature
Program Information
Program Title Quilt of.Many Colors
Year Program was initiated 1996
Is the entry a staff or community focused program? (please check one)
Q Staff Focus Community Focus
Identify the program's primary outreach. (please check ane)
0 General Cultural Awareness
LJ Specific Population
Abstract of the Program (100 words or less).
Please attach a separate sheet of paper if additional space is needed.
The Quilt of Many Colors uses the Richmond Health Center (RHC) for
art exhibits. A: staff committee develops exhibits and creates lorums
focusing on interna iversity issues. 015jecrlves are: p omote re ationships
anion multicultural staff; celebrate diversity of Richmond, patients and
staff; build tolerance and healthy communities; anU ext,—en-ds the enc its of
art to the community.'' The project focuses on the common ground in eac
group's experience; hunger for vision of self and expression oT identify;
and the need to archive community history. Exhibits stimulate dialogue and-
address tensions within the clinic, the commune y an system.
I. Circumstances that Motivated the Project
The Richmond Health Center(RHC),operated by Contra Costa Health Services (CCHS) the
county health department, serves the most vulnerable members of the community. Staff and
patients complain about the condition and appearance of RHC,located in downtown Richmond,
California,in an old building not far from city hall. Originally Ohlone Indians lived in the area.
Later, Mexican Don Castro was given a land grant for the area. The city was incorporated in 1905.
Before World War I, the African-American population was 4,000.As African Americans carne to
work in Richmond's now defunct shipyards,the African American population grew to 40,000.When
WW II ended and the jobs disappeared,many stayed on but their economic status suffered. The
2000 Census reported the population at 101,700: 31.4%White, 36.1%African American, 12.3"%
Asian/Pacific Islander. Latinos are 26.5%of the population,a dramatic increase. At RHC,the
diversity is especially apparent. Patients are 43.6%o African American,24%Latino, 15.9%Asian and
12.6%White. Nurses,clerks and other support staff at RHC are equally diverse;physicians and
nurse practitioners are mostly white. The increased diversity caused tension among staff'and
patients.
II. Description of the Project
ThetQ7uilt of Many Colors project uses the waiting area of RHC as avenue for art exhibits.The project
coordinator,who is an RHC Family Nurse Practitioner and an artist, and a committee made up of
RHC staff, develop the exhibits and the programs that launch each exhibit and the internal diversity
efforts that are part of the project. For each:exhibit, they create a forum to focus on internal
diversity issues to learn more about their patients and co-workers. The mission is to create linkages
between'health, arts and diversity,utilizing the transformative effects of art to enhance the primary
care mission of service to diverse communities. Objectives include: 1) promote the working
relationships among multi-cultural staff 2) celebrate the rich diversity of Richmond,patients and
staff 3) build tolerance and healthy communities 3) extend the benefits of the arts to underserved
NACo 2002 Diversity Award Page 1 of 3
communities. The exhibits utilize the rich artistic resources of the community,including photos and
oral histories of'clinic patients and community members. They focus on the common ground in
each group's experience;the hunger for vision of self and expression of identify;and the need to
archive invaluable community history. The exhibits address tensions in the community around
migration and stimulate dialogue within the clinic, the community and the larger health system.
CCHS provided funding initially,allowing the program coordinator to use some of her time to
produce the shows,and staff time to plan each exhibit.The operating cost is approximately$75,000
per year. CCHS provides $25,000,with the rest funded by outside sources,including the National
Endowment for;the Arts,California Arts Council, East Bay Community Foundation, City of
Richmond,Kaiser Permanente and others.
The Five Criteria and the Project
Tangible Results—Since 1996,more than 5 exhibits have been produced each year,attracting
10,000 patients,residents and others annually.,Quilt of Many Colors shows have been presented
including family photos, artwork,memorabilia and common objects from Richmond's Native
American,African American,Latino,Vietnamese,Laotian, .Filipino,Gay and Lesbian,Jewish,
European American,Middle Eastern and Chinese`American communities. In an evaluation
performed several years ago,staff reported high levels of support,positive feelings about the cultural
learning that occured and a belief that greater understanding was helping them better serve patients.
Visitors indicated a higher level of awareness about other cultures,a feeling of pride for their own
culture and for the diversity of the community,and a sense of connectedness with other cultures.
People agreed the art made the clinic more attractive and made patients feel welcome and affirmed.
Transferability—After RHC created the Quilt of Many Colors project,other organizations have used
it as a model to create their own. Quilt exhibits have been shown at Richmond City Hall, other
CCHS facilities,Bay Area counties and local hospitals. One of the most critical elements of the
NACo 2002 Diversity Award Page 2 of 3
project-establishing a staff planning committee to create diversity projects unique to the local
community—can be replicated in any organization.
Innovation–Lasing art to address cultural diversity is not unusual,but using the RHC''s waiting area
as an art exhibit venue is a unique approach,as is combining art with healthissues and involving
staff,artists and residents in creating a better understanding about diversity and multiculturalism.
One artist said"In western cultures,art has been put on a pedestal,people think you need a special
degree. This offers something for everyone to attach themselves to, feel a sense of ownership with."
The exhibits pointed out both the similarities and the differences in various cultures. A visitor
wrote,"Thank you for your respectful,loving and accepting project to help us embrace our
tolerance and understanding of one another."
Leadership-Ann Schnake,a Family Nurse Practitioner at the RHC and coordinator of the project,
conceived the Quilt of Many Colors project. CCHS Director William Walker and Assistant Director
Mary Foran have provided ongoing support for the project.
Involvement=The project began as a joint endeavor of the RHC's Community Arts and Diversity
Committee,composed of Center staff,and Community Works, a nonprofit community arts
program. RHC collaborates with the Richmond Art Center,the Museum of History,the National'
Institute of Art and Disabilities and East Bay Center for the Performing Arts to produce the
exhibits. Clinic staff are involved in planning the exhibits,local artists have,created the art work,
residents and patients have shared:their stores and family memorabilia and local funders have
provided financial support.
II. Contact Information
Ann Schnake, Family Nurse Practitioner/Quilt of Many Colors Project Coordinator, Contra Costa
County, 100 38th Street Richmond'94805,Phone (510)'374-7082;Fax (510) 374-7149.
NACo 2002 Diversity Award Page 3 of 3
MAR-22-2002 10:14 SOCIAL SERUiCE DEFT. 1 510 313 1575 P.02/05
CONSIDER
R
Application Form
Please complete and attach this form to your application
County and State 03M Mak CMUN 0 MMA
Individual to Contact for Additional Information about the Nominated Program.
Name nainras rippiana -
Title Diversity services Coordinator
Department Emp .o orient &Hum, sgrdgg
Address 40 PM&Las Dr
City/State/Zip Martinez CA 94553
Telephone (925) 313-15W
Fax (925) 313-1575
Signature of Chief Elected Official
Name
Title
Signature
Program Information
Program Title CULTUML DrVMrIY ESSAY COhrrrsr. .
Year Program was initiated 1999>>
Is the entry a staff or community focused program? (please cheek one)
M Staff Focus ❑ Community Focus
Identify the program's primary outreach. (please check one)
XM General Cultural Awareness'
Specific Population
Abstract of the Program (100 words or less).
Please attach a separate sheet of''paper'if additional space is needed.
When thallenzed to find a z2gm to l s ab ` ' 1
A /Diversity programs, the Contra costa qty ftloyment & Ewan services'Delpartment
developed and'imlemented an bnployee's'Diversity Essay Contest, open to all employees. The
ease of isypleniertiat as and success of this program led the writer:to mortify the program, and
to MURREE a s program or school eh5.ldren, which is also open to all students.
Both o ams M20d4g a rWsitkw Amd=Mwt f= All to 19= about 01A ri cb AM varied
b�ounds and cultures of others, and to get aLcM& and respect ,everyone, ineludir� those
who we consider to be different from us.
MAR-22--2002 10:15 SOCIALSERVICE DEPT. 1 510 313 1575 P.03/05
V 1
ABSTRACT
When challenged to find a program to compliment established mandatary and optional
AA/EEO/Diversity programs,the Contra Costa County Employment& Human Services
Department (EHSD) developed and implemented an Employee's Diversity Essay Contest,
open to all employees. The ease of implementation and success of this program led the
Diversity Services coordinator to modify the program, and to launch a similar program for
local school children.
Both programs provide a positive environment for all to learn to about the rich and varied
backgrounds and cultures of others, and to get along and respect everyone, especially those
we consider to be different from us.
Description
During 1999 the Employment & Human Services Department (EHSD)appointed its first full-
time Diversity Services Coordinator to manage the Department's ANEEO/Diversity matters,
to promote diversity and to investigate and mediate internal and external complaints of dis-
crimination or a workforce of 1,450 employees from varied`backgrounds and cultures.
From the Diversity Services Coordinator's investigations, some of the alleged racial com-
plaints were actually workplace issues rather than discrimination on the basis of a protected
category;and she also found some of the complainants' personnel files didn't have-current
evaluations, or documentation of prior counseling and what the employee needed to do to
improve his/her poor work performance. When the writer asked the supervisor why the com-
plainant's evaluation was not current,and/or why the complainant and/or the supervisor's
Wt date of mandatory AA/Discrimination training was not current, they responded it was too
difficult to monitor mandatory tranings;and to make sure evaluations were current'because
they had too much work to(to. They also complained that when employees reached the top
steer of the pay range,the Personnel Unit stopped giving thein notice that it was time to eval-
uate the employee again.
To assist the supervisors, the Diversity Services Coordinator modified the supervisor's quar-
terly sick leave usage report,which reports sick leave statistics for each employee in his/her
the,unit,by adding three newi date columns•indicating'last date on file for Performance
Evaluations, mandatory AA/Discrimination training, mandatory Illness and Injury Prevention
Program (IIPP) training. This quarterly report clearly states the supervisor's Division
Manager, Program Director,and Director will also receive a copy of the same report,which
serves as a great incentive for'supervisers-to•er wire that�each•employee in the,unit-is,current'
with respect to his/her evaluation,AA/Discrimination;training, IIPP training. A version of
this report also goes to Division Managers with all of'their employees, to Program Directors
With all of`'their employees,and the Director receives the information on all employees in the
Department. Additionally,the Iliversity,5emices�Coordinator,was'able to-carve-outtime in
Supervisor and Manager's training agendas to allow her to provide additional training on
MAR-22-2002 10:15 SOCIAL SERVICE DPPT. 1 510 313 1575 P.04:05
2
AA/EEO/Diversity matter to compliment the programs already in place.
To decrease the number of internal complaints of discrimination,.the Cultural diversity
Comm ait cc,4nie up with the idea of conducting an employee's essay contest to allow
employees to learn about the people they,work with.I The employees' essay contest is open to
all EHSD employees. Flyers are posted to announce the contest in all EHSD offices. The
flyer announces that employees with best essay from each geographical area(gest, Cental,
and East)will receive a $50 prize. We believe this program has been successful in compli-
menting the program we have in place because a comparison 2000 and 2001 shows racial
discrimination complaints have dropped by 20%, even though our workforce increased by 2%
during the same period.
To demonstrate the importance of diversity in the workplace,three receptions are held to
honor the winner from each geographical area. The EHSD Director (who also selects the
winning essays),and the winning employee's Program Director and Division.Manager attend
the reception for their employee, along with employees in the office where the reception is
held.
Prior to the reception, the writer contacts the Division Manager in each of the three offices
where wieners are to be honored, and she guides the manager to ensure he/she assigns staff'
to coordinate the reception; and to purchase and serve the cake, coffee/punch, and to distrib-
ute'diversity pins and diversity pencils to all who attend The Division Manager covers the
cost of the cake, coffee/punch from his/her budget, the Coordinator provides the pins and
pencils, and assists as necessary during the reception. At each reception, the;Director thanks
everyone for attending the reception and talks about the importance of diversity in the work-
place, and,the expectation that all employees treat.each other and our clients with dignity
and respect. Afterwards, the Director awards the essay winner with a$50 check and a per
sonarlized„framed certificate prepared by the Department's'Public Information Officer,who
also memorializes the event by taking photographs,which are then given to the award Win-
ners.
The Employees''Essay Contest has allowed us to learn about the diffem+eit backgrounds and
cultures of the people with whom we work with on a daily basis. One memorable essay was
written by a supervisor who described himself as an East Indian, born in Fiji, raised in a large
fly of 12 children,and the only one o€12 children who did not have an arranged';mar-
riage, and now a United States Citizen. This employee's essay is entitled, "Christmas My
Way,” in which he compared'Christmas in Fiji versus"Christmas in the United-.States.
Because of the simplicity and'success of the employee's essay contest, the writer asked
Cultural Diversity Committee members if they were willing to conduct a similar contest for
children in local schools in the County. 'Interested members modified the employee's essay
contest and developed the Children's Cultural Diversity Essay/Drawing contest. The chil-
dren's contest 1.5 similar to the employee's contest, except that instead of a monetary prize,
three children in each grade receive either a Is t, 2nd, or 3rd place medal which hangs on a
red,'white'and blue ribbon. This program encourages EHSD employees to go:,into the com
MAR-22-2002 10:16 50C I AL SERlJ I CE D&T. 1 510 3131575 P.05/05
u
mnity to talk with teachers and school administrator's to promote the diversity essay/draw-
ing contest in the classroom(s),with the goal of teaching children to be more accepting of
others who may be different from themselves. The Diversity Services Coordinator provided '
each committee member with a telephone and address list of all public and private schools in
the County, and continues to support them as they conduct a school contests. The
Coordinator also designs and prints flyers to be posted in classrooms announcing the contest.
The ideal is to award the winning entries during'a school assembly; however,we leave that up
to the school administrators,and when necessary,we make the presentations in classrooms.
Copies-of essays and dravAngs are-made-and pQsted'irva prominent in the employees'slunch-
room for their enjoyment.
The Beard of Supervisors, the ERSD Director and his Program directors support diversity
efforts within and outside the ]department,by their attendance and participation in diversity
related events. The Direct-or prdvi4es the writer with arta nual budget of$5,00 to fund
diversity'-related programs. From this fund, the writer is able to provide partial sponsorship
of$500 each towards Board of,Supervisors two county wide annual celebrations to honor Dr.
Martin Luther'King Jr., and Cesar Chavez-the writer has served on the planning committees
for these events For the for the past three years. Mier annual covered expenses from this
fend include$150 for the annual'employee's essay contest winners; $.70 for each diversity
pin and pencil distributed to employees and in schools. Additionally the cost of gold, silver,
and bronze medals and red,white and blue neck ribbons, for the children's essay/drawing
contest is $8.70 for one set of 1st; 2nd, and 3rd prize winners in each grade.
SPI=N'ON BELOW CUI Tt1R.A,L D};VERSl Y PROGRAMS
Event Diversity Services'Coordinator Cultural Diversity Committee
Hours Members Hours for each event
Employee"s Contest 2 hours brainstorming by 2 hounr brainstorming
oominittee,
10 hours planning
implementing
20 to 30 hours/contest.
Children's Contest 10 hours modifying above 5 hours if one class/grade participates, and
program.obtaining school. 10 hours if all grades participate
directories,implementing program
&printing flyers for use by
Committee members
S hours/contest,
Supervisor's Quarterly 20 hours modifying quarterly N/A
Report program&entering new data into
daft but.
20/Quarter
Board of Supervisors 40-60 hours planning. N/A
County vAde Ohmlevent includes set up and
celebrations clean
Other Diversity Events 10 hourslyear N/A
in individual ENSD
*Tats Diver ty'Sftie&CddrdlrAtdr Also encourages arid SUgorts various•oyCe celebrations (e.g.,Black,
History Month celebration,Cinco de Mayo celebration,Dia de la Raza celebration,etc.). These celebrations
include speakers,entertainment and ethnic food,and the events are funded via each building's soul club
through hot dog sates,silent auctions, ices cream socials,etc,,and by lunch tickets purchased by employees who
riacira in natio hirwrl% sit Ilse'a�rioiyt
TOTAL P.05