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Covid protocols are noticeably absent in our planning of in person events. And using the CDC guidelines (which do NOT use a disability justice framework in making decisions about population health) seems incongruent with our commitments. Keeping in mind staff who are vulnerable or who care for vulnerable family members, it would be great to see better protocols in place to protect us all (testing, masking, use of HEPA air purifiers (or upgrading our HVAC system).

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How can we reframe that inclusive events are a minimum standard and not something we "reach" for?

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Disability Inclusion Training for Outside Vendors (Food, Conference Setup, Etc.)

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Disability Inclusion Training for Outside Vendors (Food, Conference Setup, Etc.)

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Our policy does not include caretaking responsibilities for those with disabilities, which can at times preclude staff from participating in person

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We should explore the use of participatory grant making practices in this and other areas of the Foundation's work.

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What would make staff training more accessible? What is currently missing from trainings? What could be done differently?

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Commit to plain language in our calls for proposals, requests for proposals, and requests for information

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in all CFP/RFPs, applications, reports, the website, etc.

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Accessibility options available to our applicants

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Ask grantees who they include in their target groups

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Ensure that any and all calls for proposals are written in plain language, are accessible to those with visual or other sensory disabilities and include language regarding the Foundation's commitment to inclusion principles and practices.

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How do we use language (in all its forms) to honor those with disabilities and create a sense of inclusion whether people choose to disclose their disability (or not)? So often historically the default has been "othering" language, and personally I'm acutely aware of all the wrong ways I was socialized!

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Masking around our peers IS disability justice!!

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Masking around our peers IS disability justice!!

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Would love to know the standards and best practices for speaking/engagement with my colleagues and grantees AND how we can use inclusive language in formal writing/speaking engagements.

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How can we ensure the board is learning along with us?

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Audit current grantmaking portfolios / focus areas to see what intersections we've ignored

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When we host meetings (or our grantees host meetings), we need to build in supports so that all may be included, without them having to ask for accommodations. It should be a standard part of all. We may need to include funds for this in all grants with convenings.

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In imagining an inclusive economy, we do not use language that reinforces the idea that people deserve things because of their level of productivity, particularly when ablism and a lack of supports and accommodations exclude many from participation or bringing their best selves to work.

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It feels like our strategy includes doing many things, but not grantmaking. We know we have a lot of impact beyond our dollars, but our funding is significant, and the field almost assuredly needs resources from people like us.

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Currently at RWJF it is structurally difficult to set event protocols that center disability justice in preventing the spread of infectious disease. I would like to see us go beyond the minimum guidelines set by the CDC, to center the people who are most impacted by COVID exposure (people who are immunocompromised, who have chronic health conditions, or have close contact with immunocompromised folks, etc.).

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put tools at our fingertips to make it easy to use and share with our grantees as they plan meetings, events, etc.

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put tools at our fingertips to make it easy to use and share with our grantees as they plan meetings, events, etc.

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The current SRMR guide includes language around race, class, and ethnicity, but fails to include language around disability inclusion. More can be done to make sure that take into account intersectionality and what structural racism looks like for disabled individuals.

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Creating opportunities to share learning from disability related work.

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It can be difficult to figure out what accommodations RWJF offers to staff. This should be easily searchable/accessible on the interanet and staff should be regularly reminded that resources exist. It would also be helpful to have examples of the types of resources that exist.

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how can we make our practices internally more inclusive?

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how can we make our practices internally more inclusive?

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thinking about norms in the font sizes, colors, powerpoint presentation templates, audio norms etc. the ways we show up internally in our trainings and meetings.

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ensure that our solicitations and products are available to all

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Measure what the community members want to track, not what suits our needs.

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We still need to work on asset-based framing and destigmatization

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Practicing trust-based philanthropy and providing flexible or general operating support dollars to enable groups to maximize their impact.

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Offer support/coaching for staff with disabilities

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Offer support/coaching for staff with disabilities

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Shortfall of housing subsidy for neuro-diverse populations.

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Shortfall of housing subsidy for neuro-diverse populations.

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Ask older staff where they feel excluded, ignored or having trouble with how new technologies are introduced

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Keep working on strategy that links intersectional analysis to include disability justice alongside efforts to dismantle structural racism.

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Hold meetings at RWJ and invite other foundations to participate to establish best practices.

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Hold meetings at RWJ and invite other foundations to participate to establish best practices.

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consider how to work with grantee partners to assess how their work is inclusive of individuals with disabilities

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We can encourage our consultants and team to use plain language. This can be especially helpful when we have employed methods that most people do not understand.

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To see disability inequities as a result, in part, of structural racism and, therefore, a health inequity for us to address

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To see disability inequities as a result, in part, of structural racism and, therefore, a health inequity for us to address

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Prioritizing this from leaders, how is a disability analysis present in our strategies? Is there accountability for making progress?

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Making sure we're breaking out our own internal data by disability status (when available) and pushing grantees to include breakouts by disability status when working with data as a part of their grant

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We can build community in many ways, not only through in person meetings- hybrid meetings increase inclusion!

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And would like to get training from places like HR & Foundation Services on 1) what is available 2) how to access and 3) support for PL's to help their staff have what they need

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Create RFP's that are more accessible and spoken in plain language. Also invite grantee's to be in partnership by providing feedback about the application process in ways that can truly shift what our rfp's look like.

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Invite disability community to shape/inform CFPs to ensure that our grantmaking practices aimed at shifting policies and conditions connect with, appeal, and meet needs/gaps named by the community.

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Ensuring quiet work and break spaces

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Training for handling inquiries from individuals inquiring about grants via email and phone

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Training for handling inquiries from individuals inquiring about grants via email and phone

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Current boilerplate responses feel very insensitive

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Provide sessions for the Board to bring them along with disability needs and best practices.

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Provide sessions for the Board to bring them along with disability needs and best practices.

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Using Disability-Inclusive Language: Use person-first language (e.g., "person with a disability" rather than "disabled person") to emphasize the individual rather than the disability.

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Using Disability-Inclusive Language: Use person-first language (e.g., "person with a disability" rather than "disabled person") to emphasize the individual rather than the disability.

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hands on training for hosting virtual and hybrid events -- how to use the tools that increase accessibility in an increasingly hybrid environment

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The Participatory Budgeting Project (PBP) has launched the New Jersey Seeds program, in partnership RWJF will equip leaders and advocates across New Jersey with knowledge, tools, and connections in order to advocate for participatory budgeting in their communities. To learn more visit https://www.participatorybudgeting.org/campaigns-advocacy/njseeds/

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Make clear what protocols are in place for in-person and virtual meetings. The intranet holds many outdated documents, and it is not clear what the most up-to-date information is. Inclusive protocols should be clearly defined and easy to find.

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Let's explore the social model of disability more deeply, and even Marta Russell's money model of disability, to help us communicate disability's complexity vs. retrenching into focus on the medical/individual aspects (which is easy to do if not careful!)

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Make Calls for Proposals available in multiple formats. Create more expansive spaces for disseminating, supporting, and receiving submissions for CFPs.

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Offer them experiential training regarding intersectionality

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Right now it is up to staff to ask for accommodations. It is often on the staff member to do the research to find the solutions and advocate for them, vs. RWJF already having options of what they could offer or having RWJF take the lead on finding solutions instead of the individual staff member taking that on.

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Make sure the events we fund are inclusive and accessible

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For example, Timmy Broderick of STAT.

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Timmy Broderick is the inaugural STAT disability in health care reporting fellow.

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Harness the power of modern day data systems to collect highly disaggregated data on disability issues/communities. #WeDontKnowWhatWeDontKnow

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Recognize the intersections between race and disability as a way to understand that we most likely are engaging with disabled communities. And there are lessons and opportunities about to strengthen and leverage those relationships.

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Cultivating a culture of sharing + procedures

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Cultivating a culture of sharing + procedures

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I really appreciate Catherine's response to a question about how to ask about non-visible disabilities (and I would even add visible ones) - to cultivate a culture of sharing. Yes and, how can this culture be concretely linked with our procedures, e.g. how we run meetings, how we craft proposals, etc.?

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We need to achieve an appropriate balance between the need for transparency generally and the importance of protecting persons' privacy as well.

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Provide an auditory file for each quarterly board book.

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Provide an auditory file for each quarterly board book.

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Do not pressure staff to come into the office.

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Resources for Staff with Family Members with Disabilities

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Resources for Staff with Family Members with Disabilities

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Provide resources and trainings for staff caring for people with disabilities (which sometimes are hereditary, so they may be dealing with their own disabilities and also caring).

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Examine/interrogate our grantmaking history related to disability -- which was once significant. What was accomplished? What could have been improved? How did that work engage the disability community? How did RWJF stepping back from those investments impact the field?

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Encouraging the asks for accommodation and encouraging us to lift up offerings as the norm (everyone can ask for an accommodation for their desk if they need it).

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Begin to ask for a lens on interrupting ableism in individual performance at the level of learning, growth, and eventually expectation.

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Who is represented / not by our grantees

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Who is represented / not by our grantees

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As we examine which marginalized communities are represented by grantees, aim for inclusion of groups that hold disabled communities experience and needs

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Given that some may already face biases in the workplace, how can we address the additional layer of vulnerability that comes with requesting accommodations and in ensuring that these requests are taken seriously and without prejudice?