SummitStone Health Partners places high importance on building and maintaining a network of culturally responsive providers and staff. We strive to deliver excellent behavioral health services that are culturally and linguistically appropriate. As such, our J.E.D.I.S. Committee was created to promote cultural awareness and skill development across all staff, provider, and organizational levels. The Committee is comprised of staff members from across our agency.
The J.E.D.I.S. Committee recognizes that behavioral healthcare disparities exist across the many different strata that comprise “culture,” such as language, ethnicity, race, religion, sexual orientation, gender identity and/or expression, sex/gender, socioeconomic status, age, and ability status. The Committee also recognizes the influence that culture has on many issues related to behavioral health care, including barriers to service, attitudes towards recovery, beliefs about mental illness and substance use/addictions, and help-seeking behaviors. Keeping these issues in mind, the Committee will actively work toward fostering a robust network of culturally responsive providers and staff by:
- Promoting cross-cultural awareness and respect.
- Assessing cultural responsiveness on an ongoing basis.
- Training culturally responsive providers.
- Promoting the recruitment of bilingual or bi-cultural staff of the prevalent secondary language of our region.
SummitStone Health Partners is committed to providing culturally responsive services to our clients and promoting the appreciation of diversity for both clients and staff. Cultural Responsiveness is a process of awareness and respect for our clients’, as well as our own, cultural uniqueness. Cultural responsiveness helps us understand who we are, what we do, and why we do it.
SummitStone Health Partners recognizes that culture, heritage, and tradition are integral to the lives and experiences of each person. We believe it is our responsibility to honor diversity and reflect our communities through culturally informed practices and inclusivity. SummitStone is committed to fostering a diverse and inclusive environment for clients receiving our services and the staff delivering them.
We know that in order to provide unsurpassed behavioral health prevention, intervention, and treatment services, we must accept and support each person’s whole and authentic self.
The communities we serve are founded in diverse perspectives and histories, and we understand the importance of being champions for our communities through representation and respect. SummitStone Health Partners is committed to providing all staff members with continual opportunities to learn and develop skills in culture and diversity in order to foster an inclusive workplace and inform excellent clinical care.
We know that culture and diversity are fundamentally valuable, and that the celebration and appreciation of identity is essential in providing quality care, connecting with those we serve, and creating a safe and supportive work environment for all.
SummitStone is dedicated to promoting diversity, multiculturalism, and inclusion. Diversity is more than a commitment at SummitStone- it is the foundation of what we do. We are fully pledged to equity and believe deeply in diversity of race, gender, age, sexual orientation, religion, ethnicity, and national origin. At SummitStone we have a clear vision: to be the place where a diverse mix of talented people want to come, to stay and do their best work.
Mental Health Resources & Information
Since 2008, when Congress established July as the Bebe Moore Campbell National Minority Mental Health Awareness Month, it has been a great opportunity to highlight the need to both promote public awareness of mental health conditions among communities of color and improve access to mental health care treatment for members of minority groups.
In May of 2008, the US House of Representatives proclaimed July as Bebe Moore Campbell National Minority Mental Health Awareness Month.
Who was Bebe Moore Campbell?
Bebe Moore Campbell was an author, advocate, co-founder of NAMI Urban Los Angeles and national spokesperson, who passed away in November 2006.
Campbell was the author of three New York Times bestsellers: Brothers and Sisters, Singing in the Comeback Choir, and What You Owe Me, which was also a Los Angeles Times “Best Book of 2001”. She received NAMI’s 2003 Outstanding Media Award for Literature. Campbell advocated for mental health education and support among individuals of diverse communities.
Her debut novel, Your Blues Ain’t Like Mine, was published in 1992. Inspired by the murder of Emmett Till in 1955, it followed the aftermath of the killing of a black Chicago boy by a white man in Mississippi. Campbell continued to broach issues of race in novels such as Brothers and Sisters (1994), in which the African American protagonist must navigate the complexities of racism and sexism in the corporate world; Singing in the Comeback Choir (1998), which illustrates the sometimes jarring shift in values catalyzed by the social mobility of young black professionals; and What You Owe Me (2001), the story of a betrayed friendship between an African American woman and a Holocaust survivor. The novel 72 Hour Hold (2005) chronicles the efforts of a mother trying to help an adult daughter suffering from bipolar disorder.
In 2005, inspired by Campbell’s charge to end stigma and provide mental health information, longtime friend Linda Wharton-Boyd suggested dedicating a month to the effort.
The duo got to work, outlining the concept of National Minority Mental Health Awareness Month and what it would entail. With the support of the D.C. Department of Mental Health and then-mayor Anthony Williams, they held a news conference in Southeast D.C., where they encouraged residents to get mental health checkups.
Support continued to build as Campbell and Wharton-Boyd held book signings, spoke in churches and created a National Minority Mental Health Taskforce of friends and allies. However, the effort came to a halt when Campbell became too ill to continue.
When Campbell lost her battle to cancer, Wharton-Boyd, friends, family and allied advocates reignited their cause, inspired by the passion of the life of an extraordinary woman.
The group researched and obtained the support of Representatives Albert Wynn [D-MD] and Diane Watson [D-CA], who co-signed legislation to create an official minority mental health awareness month.
Sources: NAMI, Wikipedia, Britannica
NAMI Urban Los Angeles Cofounder Nancy Carter tells the story of how she and her friend and colleague Bebe Moore Campbell started their NAMI affiliate and Bebe Moore Campbell National Minority Mental Health Awareness Month.
The US Department of Health and Human Services Office of Minority Health is offering a free and accredited e-learning program for Behavioral Health Professionals. This site also includes a vast collection of data related to Mental health Disparities, and an extensive list of Mental Health Resources and Publications
Mental Health America explains the term BIPOC, meaning Black, Indigenous, People of Color, which is “meant to unite all people of color while intentionally acknowledging that not all people of color face the same levels of injustice [or trauma].” The organization is committed to using this term and phasing out the use of the term “minority” in all of their materials.
Published in Self magazine, this article compiles Mental Health Resources for Black People including Instagram influencers, organizations and groups and directories for finding a Black mental health practitioner and tips to keep in mind when seeking mental health support.
What a Pride Month it has been. We have seen both steps forward and backwards for Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ) rights. On June 12, 2020, the Trump administration finalized a rule that removes non-discrimination protections for LGBTQ people in regards to health care and health insurance (NPR, “New Government Rule Removes Non-Discrimination Protections For LGBTQ In Health Care”). However, on Monday, June 15, 2020, the U.S. Supreme Court ruled that the 1964 Civil Rights Act protects gay, lesbian, and transgender employees from discrimination based on . This ruling is notable because nearly half of the United States previously had no legal protection for LGBTQ employees and now federal law will protect employees in those states from firing and other negative employment decisions on the basis of their sexual orientation or gender identity. (NPR, “Supreme Court Delivers Major Victory to LGBTQ Employees.”)
At the same time the Supreme Court is setting new precedent for LGBTQ rights, our country and our communities are organizing around racism within ourselves and the institutions we operate within. It is important to take this opportunity to recognize that the LGBTQIA+ Rights Movement we know today was ignited in the form of a protest. We celebrate Pride with the acknowledgement and remembrance of the Stonewall Riots, which began with Trans Women of Color, including Marsha P. Johnson & Sylvia Rivera, taking to the streets after the Police’s Public Morals Division raided the Stonewall Inn at the end of June 1969. At the time, the city’s Public Morals Division enforced laws surrounding gambling, sex work and homosexuality and would arrest and/or hospitalize people for being LGBTQ. It was common for police to line up bar patrons and demand IDs and target gender-nonconforming individuals, detaining them and citing that they were being arrested for not wearing three articles of clothing “appropriate” to their assigned sex at birth. The Stonewall riots began with this very type of discrimination and continued for six days. Before, during, and after the riots at Stonewall, LGBTQ folks were organizing in New York City, San Francisco, Philadelphia, and Los Angeles.
As we continue through the summer and the month of June this year, remember: LGBTQIA+ People and People of Color are still fighting for equal rights in this country and around the world.
Immigrant and refugees are often faced with an increase in emotional disturbances. This is often due to the difficult circumstances in their homeland (which likely led to the decision to emigrate); separation from family/friends and culture, difficult journeys to the United States, and detention in camps, etc. Additionally, following their arrival in the United States, stressors can include discrimination, poverty, underfunded schools, lack of cultural competency among providers, and the challenges of assimilation, etc.
As a result of traumas and stressors faced by this population, studies have shown that they are at a higher risk for mental health problems. However, immigrants and refugees generally face barriers to access of mental health services and are frequently underserved; for example, Latino and Asian immigrants used mental health services at half the rate of U.S.-born members of the same racial-ethnic groups.
What can we do as mental health workers?
According to the American Foundation for Suicide Foundation, July is minority mental health month. They use their platform to elevate voices for underrepresented racial and ethnic groups. In a graphic published by Mental Health America it says ”18.3% of the U.S. Population is estimated to be Latino or Hispanic, over 16% reported having a mental illness in the past year.”
This year is a little different than most. Communities are also having to overcome dealing with COVID-19 and how that Is impacting them. This pandemic has put these oppressed communities into more stress because of the disadvantage with access to healthcare. SAMHSA which is the Substance Abuse and Mental Health Administration wrote, “Given the existing impediments to care for Blacks and Latinos due to social determinants of health, COVID-19 pandemic will place those with behavioral health problems at even higher vulnerability.” This correlates to the many individuals experiencing homelessness or have been previously incarcerated which also puts them at a high risk of suffering the repercussions of COVID-19.
What can we do to help on a communication and awareness level?
Language translation – English language is constantly changing based on new healthcare information, translation and comprehension are important.
Culturally tailoring messages – communication of concepts is not typically the same across different cultures and background and appropriate measures can be taken in effort to make others comfortable.
Established communication channels – information channels, TV, radio can vary across communities so updates of COVID testing, healthcare services and federal updates are not as available.
Inclusion and diversity in the workplace
Please take a moment to view this video that features people from a variety of backgrounds and identities (race, sexual orientation, gender identity, age, family life, etc.) describe how they have felt excluded in the workplace and how they are working to empower themselves to make change in the workplace.
While Black Americans may not experience mental illness at a higher rate than other races, studies show barriers and access to behavioral health care remain an issue for this community. According to the 2018 National Survey on Drug Use and Health, 8.7 of non-Hispanic Blacks received mental health services in the past year compared to 18.6 percent of whites. Why is this? Some reasons may include stigma, lack of provider cultural competence, distrust (based on historical experimentation on Black people and other People of Color – POC), lack of providers and specifically, providers of color, provider bias, barriers to care, health inequity, etc.
Furthermore, according to the Health and Human Services Office of Minority Health, Black Americans are more likely to experience “symptoms of emotional distress, such as sadness, hopelessness, and feeling like everything is an effort. Black adults living below the poverty line are more than twice as likely to report serious psychological distress than those living above it.”
Lastly, racial trauma contributes to higher rates of PTSD among People of Color, including Black Americans. According to Monnica T. Williams, PhD, ABPP, is a board-certified clinical psychologist and Associate Professor at the University of Connecticut in the Department of Psychological Sciences, “racial trauma can result from major experiences of racism such as workplace discrimination or hate crimes, or it can be the result of an accumulation of many small occurrences, such as everyday discrimination and microaggressions.” https://www.apa.org/pubs/highlights/spotlight/issue-128
Educate Yourself. Learn what systemic racism and its impact is.
Active Listening and Reflecting. Actively listen and engage when clients of color discuss how systemic racism impacts their wellbeing and mental health.
Staying Connected. Encourage POC to connect with their community for support.
Please see the following resources for additional information:
Stress & Trauma Toolkit for Treating African Americans in a Changing Political and Social Environment https://www.psychiatry.org/psychiatrists/cultural-competency/education/stress-and-trauma/african-americans
The Loveland Foundation is the official continuation of this effort to bring opportunity and healing to communities of color, and especially to Black women and girls. Through fellowships, residency programs, listening tours, and more, ultimately we hope to contribute to both the empowerment and the liberation of the communities we serve. https://thelovelandfoundation.org/about/