Recruitment and Retention Retention begins with good recruitment.
Guide to Membership Recruitment, Retention, Diversity and Inclusion.
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Transcript of Guide to Membership Recruitment, Retention, Diversity and Inclusion.
![Page 1: Guide to Membership Recruitment, Retention, Diversity and Inclusion.](https://reader030.fdocuments.us/reader030/viewer/2022032709/56649ea85503460f94bab978/html5/thumbnails/1.jpg)
Guide to Membership
Recruitment, Retention,
Diversity and Inclusion
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Member Service
The single most important task for any affiliate is to attract and engage new members.
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Membership Plan
• Do you…– Have a single point of contact for
membership?– Have a Standard Operating Procedure (SOP)
for:• Collection of Membership• Processing Member Information• Storage of Member Information
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Membership Plan
• Have you…– Implemented use of a standard membership
application to collect needed member information?
– Memorialized SOPs to sustain membership processing in the event of turnover in your membership person.
– Trained your volunteers/staff to address basic questions regarding membership?
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Membership Plan
• You are:– Collecting, storing and using information
about your members– Regularly updating your member information
to maintain the integrity of your data– Processing membership in a timely manner– Sending benefits to your members in a timely
and regular fashion
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Getting New Members
• How do we identify new member?
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Why do people join NAMI?
• People join your affiliate for the services and opportunities you provide, including:– Meaningful involvement– One-on-one support– Support groups– Education courses– Newsletters– Training
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Other ways you serve members
• Keeping them informed
• Keeping membership current
• Keeping consistent meeting locations and times
• Welcome new members and visitors
• Providing innovative opportunities
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• Members Come In All Shapes and Sizes– Support needs differ dramatically– Look beyond typical– Manage relationships
Members
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How to Interest Prospective Members
• Provide brochure
• Make them welcome
• Personal contact
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Integrating New Members
• Assign a greeter / mentor
• Make newcomer’s experiences positive from their first point of entry
• Determine their needs, interests and skills
• Encourage their participation in committees
• Ask them to bring treats to the next meeting
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Diversity and Inclusion
• Recent U.S. Census Bureau projections: “”Minorities” will be the majority by 2042
• The non-Hispanic white population will increase more slowly than other racial and ethnic groups; white will become a minority by 2050
• NAMI does not currently reflect the nation’s diversity.
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• We already do a pretty good job of serving people from all walks of life.
• Sharing the experiences of mental health issues puts peers on an equal footing despite any cultural differences.
• We treat everyone the same, we treat everyone as equals.
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Why Assess Your Program’s Cultural Competency?
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National survey of people in recovery who use or don’t use peer support and are members of racial and ethnic minority groups:
• When asked why they weren’t in peer programs, many expressed concerns about not feeling understood or accepted.
• Even those who do use peer support felt that peer programs are sometimes disrespectful toward their cultural beliefs and values, even though the membership is caring.
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Moral of the story…
Even if your program’s environment is welcoming, there are ways to be more responsive to people from different walks of life.
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Definitions
Cultural Diversity: unique characteristics that all of us possess, both distinguishing us as individuals and identifying us as belonging to different groups.
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Definitions
Cultural Competency is the ability to interact effectively and comfortably.
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Definitions
Dynamics of Difference:
Power imbalances that influence interaction.
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Definitions
• Most Prevalent Cultural Group refers to the most common cultural groups in your community.
http://www.census.gov/
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Cultural Competence Components• Becoming aware
• Changing your attitudes about people who differ from you in terms of race, ethnicity, culture, sexual orientation, etc.
• Gaining knowledge about beliefs, customs, values and practices in different cultures.
• Understanding the Dynamics of the Differences:
• Adapting practices and skills to fit the cultural context of others.
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A Tool to Assess & Enhance Services
• Becoming culturally competent is an ongoing process.
• This is your first step in an ongoing commitment to enhancing diversity and inclusion.
Self-Assessment Action Plan Implementation
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5 Focus Areas
• Administration, Policies, and Guidelines
• Leaderships
• Services and Supports
• Program or Group Environment
• Communication and Language Capacity
Self-Assessment Action Plan Implementation
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For each of the 5 focus areas:
• Review why the area is an important part of cultural competency
• Learn about where to look when conducting the assessment in that area
• Rate the program on how well it meets the given criteria
• Consider and act on ways to improve competency/practice in that area
Self-Assessment Action Plan Implementation
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Who should be involved• Appoint a new Diversity Committee to complete this assessment
and bring the results back to the larger group to develop an action plan.
• Use already existing committees in this fashion.
Critical components:
1. Include people from diverse backgrounds in the assessment process.
2. Include both providers and recipients of services. Also, try to avoid the idea that cultural competency is only addresses by a specific group or committee since this effort should belong to your entire organization.
3. It is essential to make a commitment to act on the results of your assessment.
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Common Challenges• Group leaders may feel they don’t have enough time, expertise, or support
to engage people from diverse cultures.
• Organizational leadership may feel there isn’t enough money or motivation to conduct a cultural competence assessment and act on the results.
• A single individual or committee becomes identified with this issue rater than it being fully integrated into the program’s structure, operation, and membership.
• While some peer providers or leadership are open to promoting inclusiveness, others may have a harder time embracing the idea.
• Sometimes staff and leadership are dedicated to cultural competence but participants may fear change or have biases to overcome.
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Recognize Culturally Competent Peer Supporters
• Even if your program or group faces the challenges, peer supporters can exhibit the qualities of cultural competence.
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Cultural CompetencyIn Mental Health Peer-run
Programs and Self-help Groups
A Tool To Assist And Enhance Your Services