REIB Collaborative
The REIB Statewide Initiative has brought together a collaborative of diversity, equity, and inclusion (DEI) experts to design our training curriculum. This curriculum will be used to provide training to county welfare department staff touching the CalWORKs and CalFresh programs. The workshops will be presented in a variety of modalities, including in-person, instructor-led online classes, and longer-term learning collaboratives.
California Department of Social Services (CDSS)
The mission of the California Department of Social Services is to serve, aid, and protect needy and vulnerable children and adults in ways that strengthen and preserve families, encourage personal responsibility, and foster independence.
Anavo Solutions
Anavo Solutions works to create equitable environments where all people have the opportunity to belong and thrive by focusing on leadershifts to inspire transformational change in individuals, teams, and organizations. Anavo is the principal consulting group for the REIB Statewide Initiative and works closely with the REIB Collaborative to facilitate the internal planning process. They also support and manage service providers, subcontractors, and consultants responsible for the curriculum design and delivery to all counties.
CalWORKs
CalWORKs is a public assistance program that provides cash aid and services to eligible families that have a child(ren) in the home. The program serves all 58 counties in the state and is operated locally by county welfare departments.
CalFresh
CalFresh, the California SNAP, provides monthly food benefits to individuals and families with low-income and provides economic benefits to communities. CalFresh benefits can help buy nutritious foods for a better diet and stretch food budgets, allowing individuals and families to afford nutritious food, including more fruit, vegetables and other healthy foods.
The Justice Collective
Transforming organizations by empowering the leaders within.
The Justice Collective is a social impact consulting firm that brings a racial equity lens to traditional organizational development. The Justice Collective's holistic, relationship-centered approach supports organizations to build an equitable environment where everyone is seen, heard, and supported.
REIB The Change: Racial Equity Workshop (2-part series)
Virtual | 90 minutes
Virtual Workshop and Discussion Series for CalWORKs & CalFresh All Staff
- Two 90-minute instructor-led sessions
Capacity: 50 participants
The course is designed to support all CalWORKs and CalFresh staff to “level-set" and “level-up” their understanding of REIB concepts, and how their role as service providers can affect change. Staff will learn how historical racism and inequity in the U.S. currently impacts social service programs. Staff will be invited to explore their own identity, intersectionality, and how they relate to power and privilege. Additionally, staff will engage in conversations about culture, what it means to have cultural humility, and how they can disrupt inequitable systems. This training series is for anyone who is looking to make meaningful shifts in centering racial equity and mitigating bias for themselves and the work they do.
Session 1
Intersectionality & Identity
Session 2
EQ & Mitigating Bias
Alignment with REIB Goals
Goal 1:
Improve Program Participant Experience
Goal 2:
Improve Program Employee Experience
Goal 3:
Develop Shared Language and Understanding of Anti- Racism, Diversity, Equity, and Inclusion (ARDEI) Principles and Concepts
Goal 4:
Initiate an Intentional Organizational Culture Shift Toward ARDEI
Goal 6:
Collect, Analyze, and Leverage Data to Drive Procedures, Policies, Programs, and Processes
Upon completion of the REIB The Change: Racial Equity Workshop Series, participants will be able to:
- Apply key equity concepts with an emphasis on intersectionality frameworks, and the importance of emotional intelligence in mitigating bias (REIB Goals 1, 3)
- Identify how racial and social inequities manifest within the workplace and roles that individuals, institutions and systems play in perpetuating and addressing these inequities. (REIB Goals 2, 4)
- Identify and uplift best practices and responsibilities required to drive equitable outcomes for CalWORKs AND CalFresh participants. (REIB Goals 4, 6)
- Use practical tools to disrupt racial and social inequity in the workplace. (REIB Goal 4)
- Utilize tools for navigating difficult REIB conversations through peer-to-peer discussion sessions. (REIB Goals 2, 4)
REIB Bold: Learning Collaborative for Managers & Supervisors (5-part series)
Learning Collaborative for CalWORKs & CalFresh Supervisors & Managers
Learning Collaborative for CalWORKs & CalFresh Supervisors & Managers
- One virtual 2-hour orientation
- One in-person 6-hour session
- Three virtual 3-hour sessions
Capacity: 35 participants
The REIB BOLD: Learning Collaborative is designed to leverage the power of cohort shared learning and managerial skills building. The collaborative is designed for managers and supervisors motivated to strengthen their knowledge and skills to incorporate REIB practices and procedures into their day-to-day operations. The Learning Collaborative will bring together county CalWORKs and CalFresh manager and supervisor cohorts from a specified region to share and exchange knowledge, skills, resources, challenges and successes, to promote the effective integration of REIB practices among their staff.
Counties are invited to form a cohort of 4-6 CalWORKs and CalFresh program managers and supervisors responsible for managing programs and staff supervision, who will commit to attending the Learning Collaborative series and completing work between sessions to support embedding REIB practices into their organization’s culture and climate in order to improve the CalWORKs and CalFresh participant and employee experience.
The Learning Collaborative expands over the course of 3-4 months. The Collaborative will be regionally focused with the exception of small counties which will have options to participate with other small counties. The schedule is as follows:
Orientation
Virtual | 2 hours
A learning collaborative is meant to be a brave generative space where the cohort, your fellow trainees, can benefit from each other’s lived experiences and thought partnership. In order to create this space, we will be using this first session to set up community guidelines, understand the learning objectives, and what will be covered in upcoming trainings.
Session 1
Introduction to
Key Frameworks
In-person | 6 hours
In order for these sessions to be as generative as possible, we have to first build a foundation of shared understanding as a group. This session will cover some basics on how we got here and the ways history is still impacting us, cultural humility, workplace mental health, and well-being, as well as some emotional intelligence concepts.
Session 2
Incorporating Workplace Well-Being Practices
Virtual | 3 hours
Burnout, quiet-quitting, and great resignation are all indicators that we are overdue when it comes to shifting how we work. In this session, you will get to discuss the direct impacts of organizational culture on your own and your team’s well-being. Using the Surgeon General’s Workplace Mental Health and Well-Being Frameworks, you will explore and identify the ways you can prioritize and lead a shift to a more equitable, sustainable, and human-centered workplace culture.
Session 3
Communicating
Through Difference
Virtual | 3 hours
Emotional Intelligence (EQ) has been a growing topic of discussion as we all learn how to navigate an ever-shifting world and culture. It is also a highly useful and critical skill in your day-to-day leading teams, managing systems, and serving program participants. In this session, you will get to discuss and explore the importance of EQ in the workplace and be given tools to help you strengthen the skills needed to manage a healthier, more empathetic, and more generative work culture where collaboration and mutual support can thrive.
Session 4
Leading Through
Cultural Humility
Virtual | 3 hours
In the U.S., we are in such an important moment where we are having very challenging and honest conversations about the historical and lasting impacts of power, privilege, microaggressions, and implicit bias in the workplace. These conversations are helping to reveal important ways in which our systems need to shift in order to support all of us fully, and we understand that these conversations are not always easy to engage in. In this session, we want to help build up your confidence and empower you to not only engage in these conversations but be able to lead shifts within your own teams. As a cohort, you will discuss the impacts of these harmful systems (power, privilege, racism, etc.) in your day-to-day, identify practical and meaningful ways to shift work culture and practice the skills needed to create brave space to empower your team to become a part of the solution.
Alignment with REIB Goals
Goal 1:
Improve Program Participant Experience
Goal 2:
Improve Program Employee Experience
Goal 3:
Develop Shared Language and Understanding of Anti- Racism, Diversity, Equity, and Inclusion (ARDEI) Principles and Concepts
Goal 4:
Initiate an Intentional Organizational Culture Shift Toward ARDEI
Goal 5:
Apply an Equity Lens to Policy Review and Decision Making
The REIB Bold: Learning Collaborative will provide the framework, tools, and resources to enable managers and supervisors to:
- Constructively engage staff with tools to foster psychological safety and brave spaces for themselves and their colleagues, to learn about and practice REIB principles in the workplace. (REIB Goals 2, 3)
- Demonstrate an understanding of the historical and present-day impact of racism on society and within the workplace to effectively develop and implement equitable management practices and procedures. (REIB Goals 4, 5)
- Develop a multifaceted understanding of power dynamics within the workplace and when engaging with participants.
- Recognize and acknowledge their own positional and personal power to actionize positive strategies for intentional shifts on workplace culture and climate. (REIB Goals 1, 2)
The Nova Collective
Transforming Organizations Through a Lens of Equity
The Nova Collective is a Black-owned, women-owned DEI Consulting and Learning firm. Nova partners with organizations to lay the foundation, evolve practices, and build capacity for more inclusive environments. Nova is deeply committed to eradicating oppression and seeing bold transformation across companies, nonprofits, higher education, and government.
Building Awareness: Exploring Social Identity
Virtual | 3 hours
Virtual Workshop for CalWORKs & CalFresh All Staff
- 3-hour instructor-led sessions
- Capacity: 50 participants
Staff will discuss the core dimensions of social identity and unpack how it impacts their experience in the world and workplace. This session focuses on shifting program culture and climate and developing a shared language for ARDEI to improve staff experience. It includes facilitated group dialogues, breakout conversations, and self-reflection.
Alignment with REIB Goals
Goal 2:
Improve Program Employee Experience
Goal 3:
Develop Shared Language and Understanding of Anti- Racism, Diversity, Equity, and Inclusion (ARDEI) Principles and Concepts
Goal 4:
Initiate an Intentional Organizational Culture Shift Toward ARDEI
Upon completion of the Building Awareness: Exploring Social Identity workshop, participants will be able to:
- Define key concepts of ARDEI
- Name the core dimensions of identity and the elements of intersectionality
- Identify aspects of their social identity that enhance or impede their access to opportunities and resources
- Commit to action steps and personal accountability to create an inclusive space
Connecting Identity to Social Services
In-person | 3 hours
In-Person Workshop for CalWORKs & CalFresh All Staff
- 3-hour instructor-led sessions
- Capacity: 35 participants
The course is designed to provide strategies for staff to shift program culture and climate to improve the participant experience. Staff will learn about social identity and be given tools to interrupt their biases. Through self-reflection, group dialogue, and scenario practice, staff will gain an understanding of the historical context for structural and systemic racism within TANF, REIB terminology, social identity frameworks, and intersections of staff and program participants. This course also includes optional supplemental components: 1) A pre-session video module on historical context for this work, and 2) follow-up dialogue sessions to dig deeper on personal applications with your peers.
Alignment with REIB Goals
Goal 1:
Improve Program Participant Experience
Goal 4:
Initiate an Intentional Organizational Culture Shift Toward ARDEI
Upon completion of the Connecting Identity to Social Services workshop, participants will be able to:
- Connect current staff and program participants dynamics to historical impact.
- Reflect on how their individual experiences around social identity impacts their work with program participants.
- Practice interrupting bias using the ACT Framework.
- Apply what they’ve learned to shift program culture and climate.
UC Davis
Continuing and Professional Education - Human Services
UC Davis Continuing and Professional Education - Human Services provides comprehensive training and workforce development services to county health and human services agencies across California. UC Davis instructors bring extensive expertise and experience in a broad range of human services topic areas, including anti-racism, diversity, equity, inclusion and belonging.
Anti-Racism, Diversity, Equity, and Inclusion (ARDEI) Organizational Change through Executive Leadership Partnering
Learning Collaborative for CalWORKs & CalFresh Executive Leadership
Learning Collaborative for CalWORKs & CalFresh Executive Leadership
- One 90-minute virtual orientation
- One in-person 6-hour session
- Three virtual 3-hour sessions (likely to be scheduled monthly)
- One virtual round-up session 3-6 months following the conclusion of the Learning Collaborative
Capacity: 25 participants
The REIB Executive Leadership Learning Collaborative, ARDEI Organizational Change through Executive Leadership Partnering, provides an opportunity for executive leaders in CalWORKs and CalFresh programs to focus on the critical role of top leadership in creating the conditions for organizational cultural and climate shifts by cultivating ARDEI practices and procedures. The Learning Collaborative series will bring together a cohort of top-level county leaders within a specified region to share and exchange knowledge, information, resources, challenges and successes, related to their county’s ARDEI journey.
Counties are invited to form an executive-level cohort consisting of 2 – 9 leaders (depending on county size), including executive directors, assistant/deputy directors, human resource managers, training managers, and equity and inclusion managers. The cohort will commit to attending the learning collaborative series and completing work between sessions to support embedding ARDEI practices into their organization’s culture and climate in order to improve the CalWORKs and CalFresh participant and employee experience.
During the collaborative sessions, participants will:
- Develop shared language and understanding of ARDEI principles and concepts.
- Assess their organization’s baseline and define desired objectives/outcomes related to ARDEI.
- Apply an equity lens to policy review and decision-making within their agencies.
- Understand how to collect, analyze, and leverage data to drive procedures, policies and programs.
- Initiate an intentional organizational culture shift toward ARDEI.
- Learn from other county leaders about their strategies, successes and challenges in creating a culture of ARDEI.
The Learning Collaborative takes place over the course of 3-4 months. The Collaborative will be regionally focused with the exception of small counties, which will have options to participate with other small counties. The schedule is as follows:
Alignment with REIB Goals
Goal 1:
Improve Program Participant Experience
Goal 2:
Improve Program Employee Experience
Goal 3:
Develop Shared Language and Understanding of Anti- Racism, Diversity, Equity, and Inclusion (ARDEI) Principles and Concepts
Goal 4:
Initiate an Intentional Organizational Culture Shift Toward ARDEI
Goal 5:
Apply an Equity Lens to Policy Review and Decision Making
Goal 6:
Collect, Analyze, and Leverage Data to Drive Procedures, Policies, Programs, and Processes
The Executive Learning Collaborative series will provide the framework, tools & resources to enable leaders to:
- Demonstrate shared language and understanding of ARDEI principles and concepts.
- Understand the impact of implicit, explicit, and systemic bias on public benefit programs and the effect this can have on individuals seeking eligibility for benefits and services through those programs.
- Articulate actionable steps they can take to recognize and address their own implicit biases.
- Apply an equity lens to policy review and decision-making within their agencies.
- Demonstrate how to collect, analyze, and leverage data to drive ARDEI-informed procedures, policies, programs, and processes.
- Initiate action steps to create an intentional organizational culture shift toward ARDEI in their role as executive leaders.
- Value the intentional shift to a trauma-informed, anti-racist, anti-stigma, and implicit bias-aware culture and climate, geared toward positive outcomes for child and family health and well-being.
- Execute their critical leadership role in improving the CalWORKs and CalFresh program participant and employee experience.
