May Institute’s Diversity, Equity, and Inclusion Council
issue
NEWSLETTER
18/2021
Our Mission is to foster and support an environment of inclusion, respect, fairness, and transparency, where differences are celebrated and all opinions are valued.
May Renews its DEI Commitment to You! May Institute is redoubling its Diversity, Equity, and Inclusion (DEI) efforts as a result of the employee forums, focus groups, and feedback received. The goals are to: z Expand and enhance DEI training for all staff Incorporate management’s responsibility for DEI-related initiatives into their work expectations and evaluation process Examine the hiring process and provide training for recruitment staff to address any bias in the process z Expand the Mentorship Program Recruit employees, especially people of color, with the goal of providing advancement opportunities Seek out seasoned employees across all functions to share knowledge and expertise z Increase process transparency Evaluate the process of how issues are communicated to and from Human Resources
A Beacon of Hope June 17, 2021, was a historic day for our country! Legislation establishing Juneteenth (June 19th) National Independence Day, a federal holiday, was signed into law by President Joseph Biden. This recognition is a result of years of advocacy and represents a heightened awareness and acknowledgement of our history. A mere 156 years ago, on June 19, 1865, enslaved people in Galveston, Texas, were finally notified that slavery had ended in the United States. By the time federal troops brought word to this last and most remote bastion of slavery, two-and-a-half years had passed since the Emancipation Proclamation was signed. Juneteenth commemorates this momentous event — one far too long in coming. Juneteenth serves as a beacon of hope; a reminder of what can and should be. But much work remains. Continued honest self-reflection, dialogue, learning, and action are critical at this juncture. Prior to President Biden’s announcement, May made the decision to change the November floating holiday to an annual floating holiday. This gives employees the opportunity to take time off to celebrate and recognize the holidays they observe. Beginning July 1, 2021, the floating holiday will be available for employees to observe any day that is of importance to them.
Reading COLORS Your World BOOK RECOMMENDATIONS
1] Tell Me Who You Are: Sharing Our Stories of Race, Culture, & Identity by Winona Guo 2] The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together by Heather McGhee 3] Caste: The Origins of Our Discontents by Isabel Wilkerson
Regularly revise the Employee Handbook to ensure the clarity and transparency of policies Please refer to the February 2, 2021, email from Dr. Lauren Solotar, President and CEO, for more detailed information on initiatives and timelines for implementation.
Coming Mid-July, Phone Line to Report DEI Issues — 800.887.4417 A new phone line setup to report DEI issues will be monitored by the Diversity Steering Committee, and employees will have direct communication with a member of that team. Before calling the DEI phone line, employees should first try to seek assistance from their Human Resources representative if they believe they have been subjected to any kind of discrimination.
Rising Tide of Violence Against AAPI Community Since the beginning of the pandemic, Asian Americans and Pacific Islanders (AAPI) have been the victims of violence and hate crimes at a significantly higher rate than in previous years. Asian Americans and Pacific Islanders have been unfairly blamed for the COVID-19 pandemic due to misinformation, xenophobia, and ignorance. The DEI Council condemns all anti-Asian hate and stands in solidarity with members of the AAPI community. Acts of hate against Asian Americans and Pacific Islanders are not tolerated in our workplace. We encourage you, too, to stand in solidarity with the AAPI community.
DiversityInc reports that nationwide, documented attacks on members of the AAPI community increased by nearly 150% in 2020 over the previous year. Racism targeting Asian Americans and Pacific Islanders likely started in the 19th century when thousands of Chinese workers were brought to the United States as laborers. For more on the centuries-long and complex history of the AAPI community in the United States, please reference the March 15th email from the DEI Council to access links to selected readings. Visit stopaapihate.org to learn more about its work and to find resources.
Application for DEI Council Membership Open! Applications for the 2021–2022 Diversity, Equity, and Inclusion (DEI) Council are now being accepted! The application can be accessed via the June 14th email sent by the Council. All employees across May’s locations are encouraged to apply. The deadline for submission is Monday, July 12th. The DEI Council’s mission is to foster and support an environment of inclusion, respect, fairness, and transparency, where differences are celebrated, and all opinions are valued.
The Council works collaboratively with May Institute’s leadership to advance the organization’s efforts to build a Workplace of Choice and a culture of integrity.
IN YOUR WORDS: How does diversity and inclusion impact your program’s goals?
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Our awareness of the diversity of the families we serve allows us to be more sensitive to their differences and helps us provide the best possible service to the community.”
Use Your Pronouns! Support Our LGBTQIA+ Community There is great joy in being able to bring your “whole self” to work and to feel, and be, respected for it.
Although some of us have not considered how we use pronouns, it is important to realize the impact they can have on our relationships, especially with the lesbian, gay, bisexual, transgender, queer or questioning, intersex, asexual, and people of all genders and sexualities (LGBTQIA+) community. Misidentifying or assuming people’s pronouns without asking first can mistake someone’s gender identity and send a hurtful message.
We may make assumptions about what pronouns someone uses based on our perception of their appearance or gender expression. How someone appears to us on the outside does not necessarily reflect how that person identifies on the inside. Aside from using their name, using someone's gender pronouns relays our respect for their identity. As workplaces and society continue efforts toward DEI, pronouns have expanded to reflect the multiplicity of gender identities. Beginning this month, May Institute will roll out three internal initiatives toward this goal.
We encourage you to: 1] Add your gender identity to your email signature. 2] Include pronouns on your employee badge. 3] Select your gender identify in Dayforce.
A Q&A with Elizabeth Vargas, M.Ed., a Lead Teacher at the May Center School for Brain Injury and Neurobehavioral Disorders, and a member of the DEI Council, is featured.
May Center for ABA Services, Savannah, Ga.
Mentorship Program Draws Record Numbers
Help May Institute become a more progressive and inclusive workplace. Join our efforts!
ABA and DEI
Teaching DEI
Program Director
For more in-depth information about these initiatives, or to access resources and articles that discuss the importance of these efforts, please refer to Dr. Solotar’s June 21, 2021, email to All May.
Annual Report Dedicates Section to DEI Have you checked out the DEI section of May’s 2020 digital Annual Report? If not, we encourage you to visit mayinstitute.org/ annualreport2020.
—Suzette Rosario, M.S., BCBA
Jennifer Zarcone, Ph.D., BCBA-D, Senior Vice President, Adult Clinical Services and Training, and member of the DEI Council shares “Beyond a Call to Action: An Introduction to the Special Issue on Diversity and Equity in the Practice of Behavior Analysis.” This editorial was published in Behavior Analysis in Practice.
Living DEI In a world that is fractured, we must ask ourselves, “Where do we go from here?”
The Diversity, Equity, and Inclusion Council’s Mentorship Program is in full swing! Twenty-one pairs are working together on the professional goals of the mentees. They are doing amazing work and feedback given to the Council indicates that the mentees are feeling well-supported by their mentors. Some of the topics that are being tackled include developing educational and training goals, leadership development, and learning more about specific functions within departments. The program is just past its halfway mark, so we hope to recruit again for new candidates in the fall. If you have any questions, contact Dr. Jennifer Zarcone, Mentorship Committee Chair and Senior Vice President for Adult Clinical Services and Training at jzarcone@mayinstitute.org.
STAFF PRESENT TO LOCAL AND INTERNATIONAL AUDIENCES Dr. Putnam Shares Knowledge on Autism with Nigerian Professionals Robert Putnam, Ph.D., LABA, BCBA-D, May Institute’s Executive Vice President of Positive Behavioral Interventions and Supports (PBIS) and Consultation, was a featured speaker at a virtual program for an audience in Abuja, Nigeria on World Autism Day 2021.
The goal of the presentation was to help Nigeria continue to build capacity to appropriately serve and support individuals with autism and their families. Dr. Putnam provided a general overview of autism spectrum disorder (ASD), and reviewed accessibility and inclusion practices in education for individuals with autism, and best practices for parents and caregivers.
Dr. Putnam was recruited by the U.S. Department of State’s Bureau of Educational and Cultural Affairs to participate in its Speaker Program.
Dr. Albertina Lopes, Senior Director of Healthcare Systems and Chair of the Diversity, Equity, and Inclusion (DEI) Council, was a panelist at the
suggestion corner
Dr. Lopes Discusses DEI at Providers’ Council Event
We want your opinions, ideas, and feedback! Please email us at diversity@mayinstitute.org to share your thoughts on diversity, equity, and inclusion at May Institute.
Providers’ Council Race, Diversity, and Inclusion Roundtable (virtual). Dr. Lopes highlighted the importance of involving colleagues when planning and developing DEI groups and activities, by: z Ensuring a solid knowledge base, remaining current z Setting up and maintaining a framework within the organization to support DEI initiatives z Creating and recognizing opportunities to listen: formal and informal z Looking after those doing the work Dr. Lopes was joined by panelists from the Community Counseling of Bristol County, Centerboard, and Justice Resource Institute.
DIVERSITY, EQUITY, AND INCLUSION COUNCIL 41 Pacella Park Drive, Randolph, MA 02368 tel] 781.437.1212 email] diversity@mayinstitute.org