The BCC Compass — June 2022

Big ideas don’t always start big.

Often, they start with a simple bulletin board.

When we launched the Board of Child Care’s Equity, Diversity and Inclusion (EDI) Committee in 2020, we knew to achieve lasting, sustainable success, we couldn’t do everything at once. So, we added short-term, tangible goals to our bulletin board – goals we could build upon to enhance our long-term commitment to EDI.

Among those initial goals: incorporate more diverse voices on our Board of Directors.

At BCC, we are committed to honoring differences, acknowledging uniqueness and amplifying all voices. A culture of inclusivity empowers individuals at every level to enrich communities, one family at a time. A Board of Directors that only allows U.S. citizens as members is not inclusive.

I’m happy to share that we removed the citizen requirement from our by-laws at our June Board meeting earlier this month. That change allowed the Board at that same meeting to approve adding a new board member that is a Mexican citizen, attorney and a tremendous advocate for BCC and its programs.  This individual is beginning their Board orientation next month and will attend their first official meeting later in 2022.

Another goal: Improve our celebration and understanding of Juneteenth.

In 2021, just days before the federal government approved Juneteenth as a federal holiday, BCC put together its first Juneteenth celebration. Staff members who worked that day received double pay, and we organized meals at several BCC campuses. But we quickly realized we didn’t include enough staff in the planning for the day.

This year, we reached out to more staff members and received more feedback on how to celebrate Juneteenth. We also added more educational opportunities about the holiday so staff throughout BCC could gain a deeper understanding about the day’s meaning.

As each month passes, we add more goals to our bulletin board. It has become an amazing platform for our committee, and as a result, our entire team.

This month, I challenge you and your families to start your own EDI bulletin boards with your own professional or personal goals.

Warmly,
LA Spagnola
President & CEO

The BCC Compass – May 2022

There’s beauty in the unexpected.

As we continue our work to become a more equitable, diverse and inclusive organization, I have witnessed more growth and positivity than I could have ever imagined.

I’m especially proud of our efforts to amplify Hispanic and Latino voices.

One example is our recent employee recruitment efforts for the Caminos program, which provides safe, secure placement options for children who have recently migrated to the United States and are seeking opportunities for reunification with family. About 80 percent of the children in the Caminos program are from Central America and speak Spanish, so it makes sense to hire team members who also speak Spanish.

Yet despite our usual recruitment and hiring efforts, we just weren’t reaching enough potential applicants. Last year, we began translating our recruitment materials into Spanish and posting flyers in Spanish community centers to encourage more applicants.

We also partnered with board member Gabriela “Gaby” Romo, who hosts a weekly radio show in Spanish about mental health. Board of Child Care team members are guests on the show, discussing our valuable resources with the Hispanic community.

And this spring, we added a “translate” option on the Board of Child Care website. Users can now view the site in English or Spanish.

As a result of these efforts and more, we’ve seen an increase in Spanish-speaking applicants.

We also continue to advocate for change in states like Pennsylvania, where child welfare staff must pass a medication administration test to give medicine to children. Currently, the test is only offered in English. Offering the test in Spanish or allowing a translator would help us be more inclusive and effective for those in need.

In closing, I’d like to give a special thanks to our Hispanic and Latino board members, who lend their voices and expertise to our organization every day. Roberto Allen and Gaby, none of this would be possible without your help. Thank you for your dedication to the Board of Child Care community! I look forward to welcoming even more Hispanic and Latino board members in the future.

Warmly,
LA Spagnola
President & CEO

The BCC Compass – April 2022

Board of Child Care is committed to a healthy culture where everyone can engage with joy and purpose.  In order to achieve this kind of brave space, the agency relies on feedback from you. From Open Forums to anonymous comments provided in our online system and lots of things in between, I hear you and learn from you. This week, we kick off our semiannual, online employee survey – an important tool in measuring employees’ commitment, motivation and sense of purpose in their jobs and their views and attitudes toward our organization.

The survey is incredibly valuable, as it provides insight into what our employees need and want. It also helps me and other Board of Child Care leaders shape future policies and practices that remove barriers and build momentum so we can do our special work from an improving foundation. Some of the things we changed because of staff feedback include: more vacation time, more health insurance options and improved lighting in our communities to enhance safety. Asking staff for their ideas helps make BCC better in lots of different ways!

This year, in keeping with our Equity, Diversity and Inclusion (EDI) Strategic Plan, the employee survey will give us additional insights into how people identify and where the agency needs to focus to continue our journey with honoring differences, acknowledging uniqueness and amplifying all voices.  Our EDI committee helped us add several new questions to the survey, including:

• Do you identify as transgender?
• What is your family status?
• What is your sexual orientation?
• Are you a person with a disability?

We also added new statements where employees can share if they strongly agree, agree, neither agree nor disagree, disagree or strongly disagree, including:

• People are treated fairly regardless of their gender identity.
• I believe I work in an inclusive workplace regarding class, gender, identity, race, religion, age and sexual orientation.
• I believe staff members are treated fairly at the Board of Child Care.
• When I speak up, my opinion is valued.

To protect employees’ identity, survey responses are anonymous. Employees can also select “prefer not to specify” on certain questions.

While I may not have the opportunity to personally meet every BCC employee, I spend hours reviewing each survey response to understand how we can make our employees’ lives and organization great. Thank you for providing feedback. I am hearing you.

Earlier this month, we also hosted our first ever Clinician Appreciation Day. It was tons of fun with more than 50 talented clinicians and interns gathering for a day of team-building, gratitude-sharing, restoration, crafts and food. Each participant also received two hours of paid time off for self-care. Self-care helps build our resilience so we can do our special work, enriching communities one family at a time.

The event was just one of the many ways we intentionally foster belongingness that feeds a deep sense of purpose and joy at BCC. Thank you, clinicians, for being part of our team!

Warmly,
LA Spagnola
President & CEO

The BCC Compass – March 2022

One year ago in West Virginia, we launched our Open Forums initiative – an opportunity for members of our BCC family to share ideas and maintain a culture where we can learn and grow together.

After an engaging discussion, forum participants were motivated to continue these crucial conversations and foster genuine relationships with one another.

That’s why I am incredibly excited that this year, we are implementing bi-annual Open Forums at each of BCC’s six campuses. It’s yet another way our Equity, Diversity and Inclusion Strategic Plan 2022–2025 is helping our organization enhance a culture of assessment and accountability for inclusivity at every level.

The idea for these forums was born out of our racism town halls, which were held at our Early Learning Program in Washington D.C.

Here’s how the Open Forums work.

Before each event, leaders of individual campuses meet with EDI Committee members to learn about potential discussion topics and how to constructively receive feedback from staff.
Recognizing some topics may be hard to discuss or trigger emotional reactions, staff members start each forum by reviewing the “safety commitments.” These commitments help participants provide support to each other and give and receive feedback in a healthy and respectful manner.

Then, the discussions begin. After each forum, leaders take what was discussed and come up with solutions to address concerns and improve inclusivity.

For example, during a recent forum at BCC’s Mechanicsburg, PA campus, staff members said they wanted more education to better support LGBTQ+ youth who are transitioning. We are now incorporating intensive training based around the LGBTQ+ community and affirming care for leadership and staff.

To make it easy for all staff to attend the forums, we will offer both in-person and online options.

It’s amazing to see our staff courageously express what they want and need to feel connected to the people we serve and each other.

Our commitment is to amplify all voices. With these forums, we hope to create a safe space where people can open their minds and hearts to endless possibilities.

To learn when your next Open Forum takes place, please reach out to your senior campus leader.

Warmly,
Laurie Anne “LA” Spagnola
President & CEO