Inclusion and Equity Committee Diverse Recruitment Task Force 3 “Qualitative/Community-Specific Data Gathering”

The Diverse Recruitment Task Force 3 was charged to “focus on a qualitative environmental scan of UNLV University Libraries’ current hiring practices” with the goal of understanding the staff perceptions of current cultural climate and recommending potential areas of focus for future changes. Task Force 3 initially planned a formal qualitative research project with IRB approval around interviewing Libraries’ staff on their experiences with the hiring process. However, this was changed to an informal town hall-style information sharing meeting after reviewing the timeline. Two meetings were held: one on November 19th, 2019 which focused on attendees’ reflections and experiences with the hiring process, and one on December 9th, 2019 which focused on attendees’ feedback on the recommendations of the other two task forces. Both meetings were approximately an hour long with about 20 attendees broken into four or five small groups at each meeting; a five minute recap of the Diverse Recruitment project was provided at the beginning with the rest of the time devoted to discussion. Notes were taken by task force members and then grouped by topic. See appendix for pre-prepared questions for each meeting

Hospital Community Benefits After the ACA: The Emerging Federal Framework

Outlines the federal framework on requirements for hospitals to provide community benefit activities in exchange for tax-exempt status under the 2010 healthcare reform, including community health needs assessments; state policy options; and challenges

Hospital Community Benefits After the ACA: Building on State Experience

Analyzes hospitals' requirements to conduct community health needs assessments, financial assistance and billing and collection policies, and community benefit reporting and oversight strategies. Notes implications for federal and state law and practice

Inclusion and Equity Committee Recommendations for Diverse Recruitment Report

The UNLV University Libraries Inclusion and Equity Committee (IEC) developed the Diverse Recruitment project in order to fulfill its charge in supporting the Libraries’ commitment to increasing representation and retention of historically underrepresented groups at all levels of staff. These recommendations draw upon a range of best practices, procedures, and programs. Largely informed by Duke University’s February 2018 Task Force for Diversity in Recruitment Report, three task forces each investigated a different aspect of understanding diverse recruitment as it related to the Libraries. These results were synthesized into a series of recommendations for the Libraries’ Leadership Team (LLT) and the Libraries to consider implementing

"Guiding Aspiring Allies:

After tweeting in support of her “transgender sisters” on International Women’s Day in 2019, American actor and producer Alyssa Milano (responding to a troll who had asked her if she was transgender) added “I’m trans. I’m a person of color. I’m an immigrant. I’m a lesbian. I’m a gay man. I’m the disabled. I’m everything. . . . “ Being in fact none of those things, this highly problematic (and unnecessary) further attempt at solidarity went viral and has since been retweeted 5.2k times and received 40.6k likes and 19.7k replies. The following day, Jaleesa Jenkins, a self-described disabled, black, queer woman who appeared in a 2019 episode of A&E’s The Employables, provided one of the most popular responses: “Hey allies: This is a perfect example of exactly what not to do. You are not us. The best way to support us is to actually signal boost our voices, not appropriate our struggles so you can look ‘woke’. Stop dominating the conversation with these shenanigans.” Milano issued a partial apology, saying “literal interpretation is not always intended,” and clarified her intentions by citing 13th-century Persian poet Jalāl al-Dīn Rūmī: “This is a subtle truth. Whatever you love, you are.” This session will bring together and amplify the voices of a range of self-advocates within MLA and TLA, who will discuss Jenkins’ recommendation and their own advice to allies. They are aware that potential allies are often afraid of betraying ignorance or causing offense, and that high profile incidents of allyship gone wrong (like the Milano example) can serve as a source of validation for these feelings. However, this fear is a privilege not afforded to self-advocates, who face prejudice and discrimination for simply belonging to a marginalized group, let alone speaking up for themselves and others like them. This session will use the brave space (rather than safe space) model originally developed by Dr. Brian Arao and Kristi Clemens and featured by Memory Apata during last year’s MLA annual meeting best of chapter session. Today’s session organizers recognize that risk cannot be removed from meaningful discussions on diversity and social justice issues and want to prepare participants for the possibility of discomfort. An introduction defining brave space and setting ground rules will be followed by a moderated discussion among panelists responding to questions submitted in advance and asked during the session by audience members.</p

Hospital Community Benefits after the ACA: The Emerging Federal Framework

This is the first issue brief in a series published by The Hilltop Institute’s Hospital Community Benefit Program. The brief provides historical background on federal hospital community benefit policy; outlines the new requirements described in the Affordable Care Act (ACA); and identifies new challenges and opportunities for state and federal decision makers as they begin to develop responses to the new federal requirements.The program is funded for three years through the generous sponsorship of the Robert Wood Johnson Foundation (www.rwjf.org) and the Kresge Foundation (www.kresge.org).https://www.hilltopinstitute.org/wp-content/uploads/publications/Hospital-Community-Benefits-after-the-ACA-The-Emerging-Federal-Framework-pdf.pd