Nonprofit organizations are encouraged to fill out the Equity Strategies section of their Candid profiles to receive a rating. We are utilizing data collected by Candid to document and assess the DEI practices implemented by the organization. We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization. We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
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We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability. We have community representation at the board level, either on the board itself or through a community advisory board. We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization. We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions. We use a vetting process to identify vendors and partners that share our commitment to race equity. We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization. We disaggregate data by demographics, including race, in every policy and program measured We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders. We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support. We analyze disaggregated data and root causes of race disparities that impact the organization/'s programs, portfolios, and the populations served. We ask team members to identify racial disparities in their programs and/or portfolios. We review compensation data across the organization (and by staff levels) to identify disparities by race. AFTERCARE IS AVAILABLE UNTIL CLIENTS NO LONGER NEED IT. THE AVERAGE LENGTH OF STAY IS BETWEEN 4.5 TO 9 MONTHS. CHILDCARE IS ARRANGED WHILE WOMEN SEARCH FOR JOBS OR TAKE CLASSES. CASE MANAGERS IDENTIFY RESIDENTS' CAPABILITIES FOR JOB READINESS AND WORK TO FILL GAPS OR BARRIERS. STAFF ARRANGES FOR TRAININGS IN LIFE SKILLS, ON THE JOB COMPETENCIES, FINANCIAL MANAGEMENT, NUTRITION, AND PARENTING. SHELTER STAFF PROVIDES TRAUMA INFORMED CARE AND COLLABORATES WITH OTHER AREA SERVICE PROVIDERS TO LINK CLIENTS WITH COMMUNITY RESOURCES. UPON PROGRAM ENTRY, RESIDENTS' IMMEDIATE PHYSICAL AND MENTAL HEALTH NEEDS ARE ADDRESSED FIRST, AND THEN CASE MANAGERS AND COUNSELORS WORK WITH EACH CLIENT TO DEVELOP AN INDIVIDUALIZED PLAN THAT LEADS TO SELF-SUFFICIENT PERMANENT HOUSING. THE SHELTER PROVIDES A SAFE LIVING ENVIRONMENT WHERE FAMILIES CAN REBUILD THEIR LIVES. THE ILUS INCLUDE TWO BEDROOMS, A KITCHEN, BATHROOM, AND A SMALL LIVING SPACE. FOUR INDIVIDUAL LIVING UNITS (ILUS) ACCOMMODATE FAMILIES WITH ADOLESCENT AGE BOYS OR CHILDREN WITH SPECIAL NEEDS. THE SHELTER INCLUDES NINE DORM ROOMS THAT ACCOMMODATE SINGLES AND FAMILIES THE DORM ROOMS SHARE TWO KITCHENS, BATHROOMS, AND LAUNDRY FACILITIES. THE WOMEN MAYBE SINGLE OR HEADS OF HOUSEHOLDS, SOME HAVE CHILDREN, AND SOME ARE PREGNANT.
(More) MCHENRY TRANSITIONAL SHELTERS: EACH YEAR, THIS PROGRAM PROVIDES TEMPORARY SHELTER AND SUPPORTIVE SERVICES FOR APPROXIMATELY 100 - 110 INDIVIDUALS: WOMEN AGES 18 AND OVER, AND THEIR CHILDREN. MCHENRY TRANSITIONAL SHELTERS: EACH YEAR, THIS PROGRAM PROVIDES TEMPORARY SHELTER AND SUPPORTIVE SERVICES FOR APPROXIMATELY 100 - 110 INDIVIDUALS: WOMEN AGES 18 AND OVER, AND THEIR CHILDREN.
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