Message from Matt – April 27, 2021

I would like to share an update on our work towards a more Inclusive, Diverse, Equitable and Accessible (I.D.E.A.) application of LOGAN’s mission, vision and values. Last fall we formed the I.D.E.A. Focus and Planning Group which has begun our work to positively effect issues related to culture, age, gender, sexual orientation, spiritual beliefs, socioeconomic status, language and other areas of discrimination. In doing so, we will strive to develop an environment that fosters inclusion, tolerance and respect for diversity in all forms. Thank you Savannah Smith and Danica Keefe for leading the I.D.E.A. Planning Group. We would like more people representative of LOGAN’s programs and staff in the group. If you are interested in joining them, please let them know – and

Over the past three months we asked you and other LOGAN stakeholders to respond to a survey so we could assess our culture and identify areas for improvement. We had 161 staff, 11 clients, 29 family members and 8 board/community members participate in the survey. A summary of the results is as follows:

1. Racism

Definition: a belief or doctrine that inherent differences among the various human racial groups determine cultural or individual achievement, usually involving the idea that one’s own race is superior and has the right to dominate others or that a particular racial group is inferior to others.

Survey Results:

• 2.9% frequently experience racism.
• 12.4% sometimes/occasionally experience racism.
• 12.4% rarely experience racism.
• 67.6% never experience racism.
• 4.7% don’t know/prefer not to say.

2. Sexism

Definition: attitudes or behaviors based on traditional stereotypes of gender roles; discrimination or devaluation based on a person’s sex or gender.

Survey Results:

• 1.1% frequently experience sexism.
• 10.5% sometimes/occasionally experience sexism.
• 18.9% rarely experience sexism.
• 66.8% never experience sexism.
• 2.7% don’t know/prefer not to say.

3. Genderism

Definition: discrimination based on gender. This could also refer to discrimination against others due to the belief that gender is binary, comprising male and female genders only.

Survey Results:

• 1.6% frequently experience genderism.
• 8.1% sometimes/occasionally experience genderism.
• 9.1% rarely experience genderism.
• 75.8% never experience genderism.
• 5.4% don’t know/prefer not to say.

4. Ageism

Definition: discrimination against persons of a certain age group; a tendency to regard older persons as debilitated, unworthy of attention, or unsuitable for employment.

Survey Results:

• 3.0% frequently experience ageism.
• 12.0% sometimes/occasionally experience ageism.
• 14.0% rarely experience ageism.
• 68.0% never experience ageism.
• 3.0% don’t know/prefer not to say.

5. Ableism

Definition: discrimination against disabled people, the tendency to regard people with a disability as incomplete, diminished, or damaged, and to measure the quality of life with a disability against a nondisabled standard.

Survey Results:
• 3.0% frequently experience ableism.
• 8.0% sometimes/occasionally experience ableism.
• 6.0% rarely experience ableism.
• 73.0% never experience ableism.
• 10.0% don’t know/prefer not to say.

6. Microaggression

Definition: a subtle but offensive comment or action directed at a member of a marginalized group, especially a racial minority, that is often unintentionally offensive or unconsciously reinforces a stereotype.

Survey Results:
• 5.6% frequently experience microaggression.
• 18.5% sometimes/frequently experience microaggression.
• 10.3% rarely experience microaggression.
• 59.0% never experience microaggression.
• 6.7% don’t know/prefer not to say.

We are committed to improving upon these 6 areas of discrimination within our four pillars of Leadership, Staff, Clients & Families and Board of Directors. A three-year Cultural Competency and Diversity Plan has been created to ensure action and accountability towards improvement. Just in the last four months we have already accomplished the following:

• Social justice presentation to our Leadership Team.
• Survey and Results review.
• Guest speaker presentation and training on Microaggressions to our Leadership and Officer teams.
• Board of Directors workshop with a guest speaker presentation and training on Diversity and Inclusion which included LOGAN’s Officers.
• Our Governance Committee’s review of the Cultural Competency and Diversity Plan and currently recruiting a diverse group of board members.
• Planned training for the Leadership and Officer teams on Racism, Sexism, Genderism, Ageism and Ableism.
• Planned training to commence in the Fall of 2021 for all of LOGAN’s manager and supervisors.

My hope is that you and all LOGAN stakeholders see that we are committed to a more Inclusive, Diverse, Equitable and Accessible culture. It is an ongoing process which we intend to establish throughout the organization. We will continue to seek input and encourage participation along the way. I am confident that our commitment will positively impact the awareness and respect all of us have for one another.