Disability Services DivisionOne DHS People, Access and Culture

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Practice note (14)

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Practice note · Deeper method
Accessible leadership pathways and sponsorship for staff with disabilities
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
For staff with disabilities, advancement barriers are usually structural and often invisible to the people who run leadership pathways. This…
Practice note · How to do it
Using community material as questions, not descriptions
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
A community brief or cultural guide is a starting point for respectful inquiry. It can help you ask better questions and plan access. It…
Practice note · How to do it
Building equity into an idea while it takes shape
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
Equity is easier to shape while an idea is still taking form. Before the design is settled, name who it is for, who may carry the burden,…
Practice note · Deeper method

Show the remaining 8 resources here

Practice note · Deeper method
Measuring whether equity work is working, without scoring people
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
Tell the difference between a platform that works and a program that improves equity. Use a logic model, baselines, mixed methods,…
Related example or recording
1. The question
2. Meaningful evidence
3. The next decision
Evaluation plan and worked example
Explore the chart and build an evaluation plan
Practice note · How to do it
Mentoring, sponsorship, and reverse mentoring: three different things
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
Mentoring explains how things work. Sponsorship puts your credibility behind someone in a room they are not in. Reverse mentoring lets…
Practice note · Quick orientation
Six commitments for working in partnership
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
Equity is everyone's work. Build on the people, standards, and relationships already in place. Center lived experience. Follow the evidence.…
Practice note · Deeper method
Pay, classification, and advancement: what a supervisor can change and what needs a partner
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
Advancement barriers are often invisible: unclear pathways, visible work given by habit, and classification questions that no one owns. This…
Practice note · Quick orientation
Start from the work you are doing: role-aware entry points
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
A policy analyst designing a program, a hiring manager planning recruitment, a fiscal analyst shaping a budget, and a supervisor preparing a…
Practice note · Quick orientation
A final review for your working plan
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
A useful working plan names who is responsible, when it will be reviewed, which access needs you considered, who you involved, and what you…
Practice note · How to do it
Stay conversations: learning why people stay before they leave
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
A stay conversation asks a current team member what keeps them, what would make them leave, and what they would change. It is a…
Practice note · Quick orientation
When to seek additional guidance, and where to begin
Practice note. A practical approach from the Equity and Inclusion Operations Consultant. It is not policy.
Many questions can be answered with a checklist, job aid, or other resource. Use the established Employee Culture, Human Resources,…

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Practice note (14)

Accessible leadership pathways and sponsorship for staff with disabilities

Using community material as questions, not descriptions

Building equity into an idea while it takes shape

Equity in Practice: six perspectives and seven questions

The IDI and other tools: inputs to practice, not the practice itself

Using community context without profiling

Measuring whether equity work is working, without scoring people

Mentoring, sponsorship, and reverse mentoring: three different things

Six commitments for working in partnership

Pay, classification, and advancement: what a supervisor can change and what needs a partner

Start from the work you are doing: role-aware entry points

A final review for your working plan

Stay conversations: learning why people stay before they leave

When to seek additional guidance, and where to begin