UCP Heartland cultivates and prioritizes diversity, equity, and inclusion within the workplace and is committed to this pledge.
All of us at UCP Heartland value diversity, equity, and inclusion and are conscious of the dynamics inherent when cultures interact. UCP Heartland does not discriminate based on race, color, religion, sex, age, national origin, disability, veteran status, gender identity, gender expression, sexual orientation (real or perceived), or any group membership or characteristic protected by applicable state, federal, or local law.
As a culturally competent organization, we continue to strive to be an agency where our employees, clients, volunteers, and board members feel welcome, supported, valued, and respected. We engage and develop a high-quality, diverse workforce and board through on-going, intentional recruitment, engagement, and retention efforts. We create shared learning opportunities that equip us with the skills and tools necessary to provide expert care in a culturally appropriate way that is friendly to our clients and their families.
We deliver services in a manner that recognizes everyone has value, regardless of race, gender, disability, ethnicity, socioeconomic status, religion, age, sexual orientation, or other unique characteristics. We work to ensure that all individuals are always treated with dignity and respect. As an agency representing people with disabilities, we are committed to strong advocacy and empowering people with disabilities to live a quality life with meaning and purpose.
In 2013, UCPH applied for and was awarded funding by the United Way of Greater St. Louis to participate in a shared learning process that resulted in this UCPH Diversity & Inclusion Plan. This plan has provided our Board and staff guidelines for organizational assessment, training, and implementation of strategies that align with our belief in the value of diversity. The need for a standard diversity training for all staff was identified. A curriculum was developed in fall 2013 based on concepts of cultural humility identified in UCPH’s Cultural Competence Team training along with information from Better Communication, Better Care: Provider Tools to Care for Diverse Populations; ICE Health Industry Collaboration Effort. Since 2016, all new and current UCPH employees participate in this training.
A culture of diversity, equity, and inclusion is our priority and the foundation of our mission: to advance the independence, productivity, and inclusion of children and adults living with physical, intellectual, and developmental disabilities. Competency is evidenced by values, attitudes, organizational structures, and policies.
It has been proven that a DEI program can create powerful benefits within corporations and non-profits. For example, UCPH has experienced increased employee satisfaction and retention, increased loyalty, and commitment and therefor, reduced training costs. By celebrating differences, our staff are more creative in service delivery.
There are two things that drive our diverse culture at UCP – we hire from the community of our facility. That results in the staff reflecting the diversity of the community of which we are located. The other thing that really drives diversity is how we recruit. We utilize a large number of resources so we pull from a diverse group – schools bring highly educated employees, job fairs target specific groups like veterans or minorities, and job postings often mention that the position would be “a great fit for a school nurse”.
Our policy sets up an advantageous environment for both the employees and the employer. All staff have equal access to opportunities.
In filling vacant positions, UCP Heartland tries to give reference to candidates who are already employed by the Agency, if they are as qualified as any external candidate. If the Agency needs to fill a critical role, Management reserves the right to hire or promote candidates who can fill these needs immediately.
UCP Heartland does not discriminate based on race, color, religion, sex, age, national origin, disability, veteran status, gender identity, gender expression, sexual orientation (real or perceived), or any group membership or characteristic protected by applicable state, federal, or local law.
Reasonable accommodation is made for employees with disabilities that fall under the Americans with Disabilities Act of 1990, as amended, as well as the Missouri Human Rights Act and other laws that may govern such procedures.
Employees with a disability should advise the Human Resources Department if they believe they need a reasonable accommodation to perform the essential functions of their jobs.