Terms of Use
Last revised October 2021
These Terms of Use (this “Agreement”) apply to all users of any website of Social Current (“Company”, “us”, “our”, and “we”), including but not limited to www.social-current.org, as well as any other media form, media channel, mobile website or mobile application related, linked, or otherwise connected thereto (all of the foregoing, collectively, the “Services”).
Certain features of the Services may be subject to additional guidelines, terms, or rules, which will be posted in connection with such features. All such additional terms, guidelines, and rules are incorporated by reference into this Agreement.
This agreement sets forth the legally binding terms and conditions that govern your use of the Services. By accessing or using the Services, you are accepting this Agreement (on behalf of yourself or the entity that you represent), and you represent and warrant that you have the right, authority, and capacity to enter into this Agreement (on behalf of yourself or the entity that you represent). you may not access or use the Services or accept this agreement if you are not at least 18 years old. If you do not agree with all of the provisions of this Agreement, do not access and/or use the Services.
This Agreement requires the use of arbitration (Section 10.2) on an individual basis to resolve disputes, rather than jury trials or class actions, and also limits the remedies available to you in the event of a dispute.
1. Accounts
1.1 Account Creation. In order to use certain features of the Services, you may need to register for an account (“Account”) and provide certain information about yourself. You represent and warrant that: (a) all required information you submit to Company is truthful and accurate; and (b) you will maintain the accuracy of such information. You may delete your Account at any time, for any reason, by following the instructions on the Services. Company may suspend or terminate your Account in accordance with Section
1.2 Account Responsibilities. You are responsible for maintaining the confidentiality of your Account login information and are fully responsible for all activities that occur under your Account. You agree to immediately notify Company of any actual or suspected unauthorized use of your Account or any other breach of security. Company cannot and will not be liable for any loss or damage arising from your failure to comply with the above requirements.
2. Access to the Services
2.1 License. Subject to this Agreement, Company grants you a non-transferable, non-exclusive, revocable, limited license to use and access the Services solely for your internal business purposes.
2.2 Certain Restrictions. The rights granted to you in this Agreement are subject to the following restrictions: (a) you shall not license, sell, rent, lease, transfer, assign, or host the Services, whether in whole or in part, or any content displayed on the Services; (b) you shall not modify, make derivative works of, disassemble, reverse compile or reverse engineer any part of the Services; (c) you shall not access the Services in order to build a similar or competitive website, product, or service; and (d) except as expressly stated herein, no part of the Services may be copied, reproduced, distributed, republished, downloaded, displayed, posted or transmitted in any form or by any means. Unless otherwise indicated, any future release, update, or other addition to functionality of the Services shall be subject to this Agreement. All copyright and other proprietary notices on the Services (or on any content displayed on the Services) must be retained on all copies thereof.
2.3 Modification. Company reserves the right, at any time, to modify, suspend, or discontinue the Services (in whole or in part) with or without notice to you. You agree that Company will not be liable to you or to any third party for any modification, suspension, or discontinuation of the Services or any part thereof.
2.4 No Support or Maintenance. You acknowledge and agree that Company will have no obligation to provide you with any support or maintenance in connection with the Services.
2.5 Ownership. Excluding any User Content that you may provide (defined below), you acknowledge that all the intellectual property rights, including copyrights, patents, trademarks, and trade secrets in the Services and its content are owned by Company or Company’s suppliers. Neither this Agreement, nor your access to the Services, transfers to you or any third party any rights, title or interest in or to such intellectual property rights, except for the limited access rights expressly set forth in Section 2.1. Company and its suppliers reserve all rights not expressly granted in this Agreement. There are no implied licenses granted under this Agreement.
2.6 Payments. Unless otherwise agreed in a writing signed by an officer of Company, fees for any Services shall be charged by Company at its then current rates. You agree to be liable for and shall pay all sales, use, or other applicable taxes, duties, or similar charges except income taxes of Company. Any amounts not paid by you when due shall accrue interest at 1% per month or the maximum amount allowed by law, whichever is less. Any amounts paid by you to Company for the Services are nonrefundable.
3. User Content
3.1 User Content. “User Content” means any and all information, data and content that a user submits to, or uses with, the Services (e.g., content in the user’s profile or postings). You are solely responsible for your User Content. You assume all risks associated with use of your User Content, including any reliance on its accuracy, completeness or usefulness by others, or any disclosure of your User Content that personally identifies you or any third party. You hereby represent and warrant that your User Content does not violate our Acceptable Use Policy (defined in Section 3.3). You may not represent or imply to others that your User Content is in any way provided, sponsored or endorsed by Company. Because you alone are responsible for your User Content, you may expose yourself to liability if, for example, your User Content violates the Acceptable Use Policy. Company is not obligated to backup any User Content, and your User Content may be deleted at any time without prior notice. You are solely responsible for creating and maintaining your own backup copies of your User Content if you desire.
3.2 License. You hereby grant (and you represent and warrant that you have the right to grant) to Company an irrevocable, nonexclusive, royalty-free and fully paid, worldwide license to reproduce, distribute, publicly display and perform, prepare derivative works of, incorporate into other works, and otherwise use and exploit your User Content, and to grant sublicenses of the foregoing rights, for the purposes of including your User Content in the Services. You hereby irrevocably waive (and agree to cause to be waived) any claims and assertions of moral rights or attribution with respect to your User Content.
3.3 Acceptable Use Policy. The following terms constitute our “Acceptable Use Policy”:
- You agree not to use the Services to collect, upload, transmit, display, or distribute any User Content (i) that violates any third-party right, including any copyright, trademark, patent, trade secret, moral right, privacy right, right of publicity, or any other intellectual property or proprietary right; (ii) that is unlawful, harassing, abusive, tortious, threatening, harmful, invasive of another’s privacy, vulgar, defamatory, false, intentionally misleading, trade libelous, pornographic, obscene, patently offensive, promotes racism, bigotry, hatred, or physical harm of any kind against any group or individual or is otherwise objectionable; (iii) that is harmful to minors in any way; or (iv) that is in violation of any law, regulation, or obligations or restrictions imposed by any third party.
- In addition, you agree not to: (i) upload, transmit, or distribute to or through the Services any computer viruses, worms, or any software intended to damage or alter a computer system or data; (ii) send through the Services unsolicited or unauthorized advertising, promotional materials, junk mail, spam, chain letters, pyramid schemes, or any other form of duplicative or unsolicited messages, whether commercial or otherwise; (iii) use the Services to harvest, collect, gather or assemble information or data regarding other users, including e-mail addresses, without their consent; (iv) interfere with, disrupt, or create an undue burden on servers or networks connected to the Services, or violate the regulations, policies or procedures of such networks; (v) attempt to gain unauthorized access to the Services (or to other computer systems or networks connected to or used together with the Services), whether through password mining or any other means; (vi) harass or interfere with any other user’s use and enjoyment of the Services; or (vi) use software or automated agents or scripts to produce multiple accounts on the Services, or to generate automated searches, requests, or queries to (or to strip, scrape, or mine data from) the Services (provided, however, that we may grant to the operators of public search engines permission to use spiders to copy materials from the Services for the purpose of and to the extent necessary for creating publicly available searchable indices of the materials, subject to parameters we may set from time to time).
3.4 Enforcement. We reserve the right (but have no obligation) to review any User Content, and to investigate and/or take appropriate action against you in our sole discretion if you violate the Acceptable Use Policy or any other provision of this Agreement or otherwise create liability for us or any other person. Such action may include removing or modifying your User Content, terminating your Account in accordance with Section 8, and/or reporting you to law enforcement authorities.
3.5 Feedback. If you provide Company with any feedback or suggestions regarding the Services (“Feedback”), you hereby assign to Company all rights in such Feedback and agree that Company shall have the right to use and fully exploit such Feedback and related information in any manner it deems appropriate. Company will treat any Feedback you provide to Company as non-confidential and non-proprietary. You agree that you will not submit to Company any information or ideas that you consider to be confidential or proprietary.
4. Indemnification
You agree to indemnify and hold Company (and its officers, employees, and agents) harmless, including costs and attorneys’ fees, from any claim or demand made by any third party due to or arising out of (a) your use of the Services, (b) your violation of this Agreement, (c) your violation of applicable laws or regulations or (d) your User Content. Company reserves the right, at your
expense, to assume the exclusive defense and control of any matter for which you are required to indemnify us, and you agree to cooperate with our defense of these claims. You agree not to settle any matter without the prior written consent of Company. Company will use reasonable efforts to notify you of any such claim, action or proceeding upon becoming aware of it.
5. Third-Party Links & Ads; Other Users
5.1 Third-Party Links & Ads. The Services may contain links to third-party websites and services, and/or display advertisements for third parties (collectively, “Third-Party Links & Ads”). Such Third-Party Links & Ads are not under the control of Company, and Company is not responsible for any Third-Party Links & Ads. Company does not review, approve, monitor, endorse, warrant, or make any representations with respect to Third-Party Links & Ads. You use all Third-Party Links & Ads at your own risk, and should apply a suitable level of caution and discretion in doing so. When you click on any of the Third-Party Links & Ads, the applicable third party’s terms and policies apply, including the third party’s privacy and data gathering practices. You should make whatever investigation you feel necessary or appropriate before proceeding with any transaction in connection with such Third-Party Links & Ads.
5.2 Other Users. Each user of the Services is solely responsible for any and all of its own User Content. You acknowledge and agree that we are not responsible for any User Content, whether provided by you or by others. We make no guarantees regarding the accuracy, currency, suitability, or quality of any User Content. Your interactions with other users are solely between you and such users. You agree that Company will not be responsible for any loss or damage incurred as the result of any such interactions. If there is a dispute between you and any other user, we are under no obligation to become involved.
5.3 Release. You hereby release and forever discharge Company (and our officers, employees, agents, successors, and assigns) from, and hereby waive and relinquish, each and every past, present and future dispute, claim, controversy, demand, right, obligation, liability, action and cause of action of every kind and nature (including personal injuries, death, and property damage), that has arisen or arises directly or indirectly out of, or that relates directly or indirectly to, the Services (including any interactions with, or act or omission of, other users or any Third-Party Links & Ads). IF YOU ARE A CALIFORNIA RESIDENT, YOU HEREBY WAIVE CALIFORNIA CIVIL CODE SECTION 1542 IN CONNECTION WITH THE FOREGOING, WHICH STATES: “A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS OR HER SETTLEMENT WITH THE DEBTOR.”
6. Disclaimers
THE SERVICES ARE PROVIDED ON AN “AS-IS” AND “AS AVAILABLE” BASIS, AND COMPANY (AND OUR SUPPLIERS) EXPRESSLY DISCLAIM ANY AND ALL WARRANTIES AND CONDITIONS OF ANY KIND, WHETHER EXPRESS, IMPLIED, OR STATUTORY, INCLUDING ALL WARRANTIES OR CONDITIONS OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE, QUIET ENJOYMENT, ACCURACY, OR NON-INFRINGEMENT. WE (AND OUR SUPPLIERS) MAKE NO WARRANTY THAT THE SERVICES WILL MEET YOUR REQUIREMENTS, WILL BE AVAILABLE ON AN UNINTERRUPTED, TIMELY, SECURE, OR ERROR-FREE BASIS, OR WILL BE ACCURATE, RELIABLE, FREE OF VIRUSES OR OTHER HARMFUL CODE, COMPLETE, LEGAL, OR SAFE. IF APPLICABLE LAW REQUIRES ANY WARRANTIES WITH RESPECT TO THE SERVICES, ALL SUCH WARRANTIES ARE LIMITED IN DURATION TO NINETY (90) DAYS FROM THE DATE OF FIRST USE.
SOME JURISDICTIONS DO NOT ALLOW THE EXCLUSION OF IMPLIED WARRANTIES, SO THE ABOVE EXCLUSION MAY NOT APPLY TO YOU. SOME JURISDICTIONS DO NOT ALLOW LIMITATIONS ON HOW LONG AN IMPLIED WARRANTY LASTS, SO THE ABOVE LIMITATION MAY NOT APPLY TO YOU.
7. Limitation on Liability
TO THE MAXIMUM EXTENT PERMITTED BY LAW, IN NO EVENT SHALL COMPANY (OR OUR SUPPLIERS) BE LIABLE TO YOU OR ANY THIRD PARTY FOR ANY LOST PROFITS, LOST DATA, COSTS OF PROCUREMENT OF SUBSTITUTE PRODUCTS, OR ANY INDIRECT, CONSEQUENTIAL, EXEMPLARY, INCIDENTAL, SPECIAL OR PUNITIVE DAMAGES ARISING FROM OR RELATING TO THIS AGREEMENT OR YOUR USE OF, OR INABILITY TO USE, THE SERVICES, EVEN IF COMPANY HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. ACCESS TO, AND USE OF, THE SERVICES IS AT YOUR OWN DISCRETION AND RISK, AND YOU WILL BE SOLELY RESPONSIBLE FOR ANY DAMAGE TO YOUR DEVICE OR COMPUTER SYSTEM OR BUSINESS, OR LOSS OF DATA RESULTING THEREFROM.
TO THE MAXIMUM EXTENT PERMITTED BY LAW, NOTWITHSTANDING ANYTHING TO THE CONTRARY CONTAINED HEREIN, OUR LIABILITY TO YOU FOR ANY DAMAGES ARISING FROM OR RELATED TO THIS AGREEMENT AND THE SERVICES (FOR ANY CAUSE WHATSOEVER AND REGARDLESS OF THE FORM OF THE ACTION), WILL AT ALL TIMES BE LIMITED TO A MAXIMUM OF FIFTY US DOLLARS (U.S. $50). THE EXISTENCE OF MORE THAN ONE CLAIM WILL NOT ENLARGE THIS LIMIT. YOU AGREE THAT OUR SUPPLIERS WILL HAVE NO LIABILITY OF ANY KIND ARISING FROM OR RELATING TO THIS AGREEMENT.
SOME JURISDICTIONS DO NOT ALLOW THE LIMITATION OR EXCLUSION OF LIABILITY FOR INCIDENTAL OR CONSEQUENTIAL DAMAGES, SO THE ABOVE LIMITATION OR EXCLUSION MAY NOT APPLY TO YOU.
8. Term and Termination.
Subject to this Section, this Agreement will remain in full force and effect while you use the Services. We may suspend or terminate your rights to use the Services (including your Account) at any time for any reason at our sole discretion, including for any use of the Services in violation of this Agreement. Upon termination of your rights under this Agreement, your Account and right to access and use the Services will terminate immediately. You understand that any termination of your Account may involve permanent deletion of your User Content associated with your Account. Company will not have any liability whatsoever to you for any termination of your rights under this Agreement, including for termination of your Account or deletion of your User Content. Even after your rights under this Agreement are terminated, the following provisions of this Agreement will remain in effect: Sections 2.2 through 2.6, Section 3, and Sections 4 through 10.
9. Copyright Policy.
If you believe that another user is, through the use of the Services, unlawfully infringing the copyright(s) in a work, and wish to have the allegedly infringing material removed, the following information in the form of a written notification (pursuant to 17 U.S.C. § 512(c)) must be provided to our designated Copyright Agent, who can be reached at the address set forth below:
- your physical or electronic signature;
- identification of the copyrighted work(s) that you claim to have been infringed;
- identification of the material on the Services that you claim is infringing and that you request us to remove;
- sufficient information to permit us to locate such material;
- your address, telephone number, and e-mail address;
- a statement that you have a good faith belief that use of the objectionable material is not authorized by the copyright owner, its agent, or under the law; and
- a statement that the information in the notification is accurate, and under penalty of perjury, that you are either the owner of the copyright that has allegedly been infringed or that you are authorized to act on behalf of the copyright owner.
Please note that, pursuant to 17 U.S.C. § 512(f), any misrepresentation of material fact (falsities) in a written notification automatically subjects the complaining party to liability for any damages, costs and attorney’s fees incurred by us in connection with the written notification and allegation of copyright infringement.
10. General
10.1 Changes. This Agreement is subject to occasional revision, and if we make any substantial changes, we may notify you by sending you an e-mail to the last e-mail address you provided to us (if any), and/or by prominently posting notice of the changes on the Services. If you have provided us with an e-mail address, you are responsible for ensuring that it is your most current e-mail address. In the event that the last e-mail address that you have provided us is not valid, or for any reason is not capable of delivering to you the notice described above, our dispatch of the e-mail containing such notice will nonetheless constitute effective notice of the changes described in the notice. Any changes to this Agreement will be effective upon the earlier of thirty (30) calendar days following our dispatch of an e-mail notice to you (if applicable) or thirty (30) calendar days following our posting of notice of the changes on any of the Services. These changes will be effective immediately for new users of the Services. Continued use of the Services following notice of such changes shall indicate your acknowledgement of such changes and agreement to be bound by the terms and conditions of such changes.
10.2 Dispute Resolution. Please read this Arbitration Agreement carefully. It is part of your contract with Company and affects your rights. It contains procedures for MANDATORY BINDING ARBITRATION AND A CLASS ACTION WAIVER.
- Applicability of Arbitration Agreement. All claims and disputes (excluding claims for injunctive or other equitable relief as set forth below) in connection with the Services or the use of any product or service provided by Company that cannot be resolved informally or in small claims court shall be resolved by binding arbitration on an individual basis under the terms of this Arbitration Agreement. Unless otherwise agreed to, all arbitration proceedings shall be held in English. This Arbitration Agreement applies to you and Company, and to any subsidiaries, affiliates, agents, employees, predecessors in interest, successors, and assigns, as well as all authorized or unauthorized users or beneficiaries of services or goods provided under this Agreement.
- Notice Requirement and Informal Dispute Resolution. Before either party may seek arbitration, the party must first send to the other party a written Notice of Dispute (“Notice”) describing the nature and basis of the claim or dispute, and the requested relief. A Notice to Company should be sent to: 45 Broadway, 29th Floor, New York, NY 10006. After the Notice is received, you and Company may attempt to resolve the claim or dispute informally. If you and Company do not resolve the claim or dispute within thirty (30) days after the Notice is received, either party may begin an arbitration proceeding. The amount of any settlement offer made by any party may not be disclosed to the arbitrator until after the arbitrator has determined the amount of the award, if any, to which either party is entitled.
- Arbitration Rules. Arbitration shall be initiated through the American Arbitration Association (“AAA”), an established alternative dispute resolution provider (“ADR Provider”) that offers arbitration as set forth in this section. If AAA is not available to arbitrate, the parties shall agree to select an alternative ADR Provider. The rules of the ADR Provider shall govern all aspects of the arbitration, including but not limited to the method of initiating and/or demanding arbitration, except to the extent such rules are in conflict with this Agreement. The AAA Consumer Arbitration Rules (“Arbitration Rules”) governing the arbitration are available online at adr.org or by calling the AAA at 1-800-778-7879. The arbitration shall be conducted by a single, neutral arbitrator. Any claims or disputes where the total amount of the award sought is less than Ten Thousand U.S. Dollars (US $10,000.00) may be resolved through binding non-appearance-based arbitration, at the option of the party seeking relief. For claims or disputes where the total amount of the award sought is Ten Thousand U.S. Dollars (US $10,000.00) or more, the right to a hearing will be determined by the Arbitration Rules. Any hearing will be held in a location within 100 miles of your residence, unless you reside outside of the United States, and unless the parties agree otherwise. If you reside outside of the U.S., the arbitrator shall give the parties reasonable notice of the date, time and place of any oral hearings. Any judgment on the award rendered by the arbitrator may be entered in any court of competent jurisdiction. If the arbitrator grants you an award that is greater than the last settlement offer that Company made to you prior to the initiation of arbitration, Company will pay you the greater of the award or $2,500.00. Each party shall bear its own costs (including attorney’s fees) and disbursements arising out of the arbitration and shall pay an equal share of the fees and costs of the ADR Provider.
- Additional Rules for Non-Appearance Based Arbitration. If non-appearance based arbitration is elected, the arbitration shall be conducted by telephone, online and/or based solely on written submissions; the specific manner shall be chosen by the party initiating the arbitration. The arbitration shall not involve any personal appearance by the parties or witnesses unless otherwise agreed by the parties.
- Time Limits. If you or Company pursue arbitration, the arbitration action must be initiated and/or demanded within the statute of limitations (i.e., the legal deadline for filing a claim) and within any deadline imposed under the AAA Rules for the pertinent claim.
- Authority of Arbitrator. If arbitration is initiated, the arbitrator will decide the rights and liabilities, if any, of you and Company, and the dispute will not be consolidated with any other matters or joined with any other cases or parties. The arbitrator shall have the authority to grant motions dispositive of all or part of any claim. The arbitrator shall have the authority to award monetary damages, and to grant any non-monetary remedy or relief available to an individual under applicable law, the AAA Rules, and this Agreement. The arbitrator shall issue a written award and statement of decision describing the essential findings and conclusions on which the award is based, including the calculation of any damages awarded. The arbitrator has the same authority to award relief on an individual basis that a judge in a court of law would have. The award of the arbitrator is final and binding upon you and Company.
- Waiver of Jury Trial. THE PARTIES HEREBY WAIVE THEIR CONSTITUTIONAL AND STATUTORY RIGHTS TO GO TO COURT AND HAVE A TRIAL IN FRONT OF A JUDGE OR A JURY, instead electing that all claims and disputes shall be resolved by arbitration under this Arbitration Agreement. Arbitration procedures are typically more limited, more efficient and less costly than rules applicable in a court and are subject to very limited review by a court. In the event any litigation should arise between you and Company in any state or federal court in a suit to vacate or enforce an arbitration award or otherwise, YOU AND COMPANY WAIVE ALL RIGHTS TO A JURY TRIAL, instead electing that the dispute be resolved by a judge.
- Waiver of Class or Consolidated Actions. ALL CLAIMS AND DISPUTES WITHIN THE SCOPE OF THIS ARBITRATION AGREEMENT MUST BE ARBITRATED OR LITIGATED ON AN INDIVIDUAL BASIS AND NOT ON A CLASS BASIS, AND CLAIMS OF MORE THAN ONE CUSTOMER OR USER CANNOT BE ARBITRATED OR LITIGATED JOINTLY OR CONSOLIDATED WITH THOSE OF ANY OTHER CUSTOMER OR USER.
- Confidentiality. All aspects of the arbitration proceeding, including but not limited to the award of the arbitrator and compliance therewith, shall be strictly confidential. The parties agree to maintain confidentiality unless otherwise required by law. This paragraph shall not prevent a party from submitting to a court of law any information necessary to enforce this Agreement, to enforce an arbitration award, or to seek injunctive or equitable relief.
- Severability. If any part or parts of this Arbitration Agreement are found under the law to be invalid or unenforceable by a court of competent jurisdiction, then such specific part or parts shall be of no force and effect and shall be severed and the remainder of the Agreement shall continue in full force and effect.
- Right to Waive. Any or all of the rights and limitations set forth in this Arbitration Agreement may be waived by the party against whom the claim is asserted. Such waiver shall not waive or affect any other portion of this Arbitration Agreement.
- Survival of Agreement. This Arbitration Agreement will survive the termination of your relationship with Company.
- Small Claims Court. Notwithstanding the foregoing, either you or Company may bring an individual action in small claims court.
- Emergency Equitable Relief. Notwithstanding the foregoing, either party may seek emergency equitable relief before a state or federal court in order to maintain the status quo pending arbitration. A request for interim measures shall not be deemed a waiver of any other rights or obligations under this Arbitration Agreement.
- Claims Not Subject to Arbitration. Notwithstanding the foregoing, claims of defamation, violation of the Computer Fraud and Abuse Act, and infringement or misappropriation of the other party’s patent, copyright, trademark or trade secrets shall not be subject to this Arbitration Agreement.
- In any circumstances where the foregoing Arbitration Agreement permits the parties to litigate in court, the parties hereby agree to submit to the personal jurisdiction of the state and federal courts located in New York, NY, for such purpose
10.3 Export. The Services may be subject to U.S. export control laws and may be subject to export or import regulations in other countries. You agree not to export, reexport, or transfer, directly or indirectly, any U.S. technical data acquired from Company, or any products utilizing such data, in violation of the United States export laws or regulations.
10.4 Disclosures. Company is located at the address in Section 10.8. If you are a California resident, you may report complaints to the Complaint Assistance Unit of the Division of Consumer Services of the California Department of Consumer Affairs in writing at 1625 North Market Blvd., Suite N 112, Sacramento, California 95834 or by telephone at (800) 952-5210.
10.5 Electronic Communications. The communications between you and Company use electronic means, whether you use the Services or send us emails, or whether Company posts notices on the Services or communicates with you via email. For contractual purposes, you (a) consent to receive communications from Company in an electronic form; and (b) agree that all terms and conditions, agreements, notices, disclosures, and other communications that Company provides to you electronically satisfy any legal requirement that such communications would satisfy if it were be in a hardcopy writing. The foregoing does not affect your non-waivable rights.
10.6 Miscellaneous. This Agreement shall be governed by the laws of the State of New York without giving effect to any conflict of laws principles that may provide the application of the law of another jurisdiction. This Agreement constitute the entire agreement between you and us regarding the use of the Services. Our failure to exercise or enforce any right or provision of this Agreement shall not operate as a waiver of such right or provision. The section titles in this Agreement are for convenience only and have no legal or contractual effect. The word “including” means “including without limitation”. If any provision of this Agreement is, for any reason, held to be invalid or unenforceable, the other provisions of this Agreement will be unimpaired and the invalid or unenforceable provision will be deemed modified so that it is valid and enforceable to the maximum extent permitted by law. Your relationship to Company is that of an independent contractor, and neither party is an agent or partner of the other. This Agreement, and your rights and obligations herein, may not be assigned, subcontracted, delegated, or otherwise transferred by you without Company’s prior written consent, and any attempted assignment, subcontract, delegation, or transfer in violation of the foregoing will be null and void. Company may freely assign this Agreement. The terms and conditions set forth in this Agreement shall be binding upon assignees.
10.7 Trademark Information. All trademarks, logos and service marks (“Marks”) displayed in connection with the Services are our property or the property of other third parties. You are not permitted to use these Marks without our prior written consent or the consent of such third party which may own the Marks.
10.8 Contact Information:
Social Current
1825 K St. N.W., Suite 600
Washington, DC 20006
Phone: 800-221-3726
webmaster@social-currentcoanet.org
January 31, 2022 @ 2:00 pm – 3:00 pm EST
As the U.S. grapples with the “Great Resignation,” both public human service agencies and nonprofit community-based organizations are experiencing significant difficulties in retaining staff and filling vacancies. Organizations are reporting vacancies as high as 30% or more. The reasons are complex, such as salary competition from other sectors, burnout in high-stress jobs, opportunities for more flexible work arrangements in other markets, and limitations in government hiring and contracting practices. While these workforce issues have long been a challenge, the ongoing COVID-19 pandemic and emerging economic challenges have made it clear that public and nonprofit human services agencies must rapidly adapt and innovate to build a modern workforce positioned to meet the demands of the future.
Join this webinar hosted by Social Current and the American Public Human Services Association (APHSA) to hear from public and nonprofit human services leaders about the collective workforce challenges, as well as promising approaches that, through partnerships, build organizational capacity to achieve our shared mission of supporting the well-being of people and communities.
Takeaways
- The impact of workforce shortages on public human services agencies and nonprofit community-based organizations
- Practice and policy solutions to address workforce challenges
- Examples of community and state policy changes and initiatives
Who Should Participate
- Executives
- Human resources leaders
- Directors and managers
Presenters
Alex Figueroa
Organizational Effectiveness Consultant
American Public Human Services Association
Tina Wright-Ervin
Organizational Effectiveness Consultant
American Public Human Services Association
Justin Brown
Cabinet Secretary for Human Services and Director
Oklahoma Department of Human Services
Ilana Levinson
Senior Director of Government Relations
Social Current
Robin Chapolini
Deputy Commissioner of Policy Development and System Enhancement
Philadelphia Department of Human Services
Lydia Bell
Chief Strategy Officer
Home of the Innocents
Edgar Ramirez
President and CEO
Chicago Commons
April 8, 2022 @ 2:00 pm – 3:30 pm EDT
Join us at the virtual barbershop as we talk about life … REAL life. Being Black in America means many things, but one of the most prevalent issues is experiencing racism daily on multiple fronts. From standard microaggressions on up to direct confrontations, the men who’ll be waiting on their haircuts at our barbershop have experienced it all.
Black Men in Leadership: From Conversation to Sustainable Action
In a climate where awareness around diversity, equity, and inclusion conversations has heightened, Black men are still few and far between in high-level leadership positions. Further, the limited number of Black males in leadership roles experience tremendous pressure characterized by fear, anxiety, and stress. Black males are often challenged with needing to comply with the cultural status quo and mask their authentic identities.
At this virtual barbershop, Black male executives across the U.S. will examine and discuss their leadership journeys. To drive toward meaningful change, we’ll uncover practical recommendations and strategies. During this conversation, we’ll discuss:
- How we can recognize the real experiences and challenges many Black men face in leadership positions
- The factors that influence the professional journey of Black males to the C-suite
- How best practices in diversity, equity, and inclusion can guide sustainable positive impact for Black men in leadership
About the Virtual Barbershop
The barbershop is the one of the few safe places where Black men feel very comfortable in having candid conversations on just about anything. All over America, the barbershop continues to serve as a second home and place of refuge, healing, and compassion for Black men.
This virtual space will feature several Black male executives from around the country, sharing their experiences and recommendations for advancing anti-racist leadership and championing equity-focused action in human services organizations. Just like in any barbershop, anyone is welcome to drop in at any time based on their availability and interest.
Catch Up with the Barbers on Previous Visits
- Leading Positive Change amid Social and Political Unrest
- Black Male Executives on COVID-19
- Addressing COVID-19 Disparities and the Vaccine Rollout
- Building Family Resilience by Supporting Black Fathers
- Supporting Black Students in the Classroom
Takeaways
- How dominant culture challenges Black males in leadership roles
- How best practices in diversity, equity, and inclusion can guide sustainable positive impact for Black men in leadership
- Strategies that positively impact Black men currently in leadership roles and create pathways for additional Black men aspiring to leadership
Who Should Participate
- Executives
- Directors
- Program managers
- Human resources staff
- Board members
The Barbers
Undraye P. Howard
Senior Director and Special Advisor to the CEO for Equity, Diversity, and Inclusion
Social Current
Romero Davis
Senior Program Manager for Equity, Diversity, Inclusion, and Engagement
Social Current
Waiting on a Haircut
Raphael Holloway
CEO
Gateway Center in Atlanta
Claude A. Robinson Jr.
Executive Vice President of External Affairs and Diversity
UCAN in Chicago
George Winn
COO
The Children’s Center in Detroit
Jesse McLean
Executive Director of Western Pennsylvania and Northeast Ohio
Pressley Ridge in Pittsburgh
Jonathan Palmer
Executive Director
Hallie Q. Brown Community Center in St. Paul, Minnesota
Julius Mullen Sr.
Executive Director
BASSE in Georgetown, Delaware
Reyahd D.J. Kazmi
Director of Business and Government Strategies
National Youth Advocate Program in Columbus, Ohio
Related Events
August 26, 2022 @ 2:00 pm – 3:30 pm EDT
Join us at the virtual barbershop as we talk about life … REAL life. Being Black in America means many things, but one of the most prevalent issues is experiencing racism daily on multiple fronts. From standard microaggressions on up to direct confrontations, the men who’ll be waiting on their haircuts at our barbershop have experienced it all.
Black Men in Leadership: From Conversation to Sustainable Action
In a climate where awareness around diversity, equity, and inclusion conversations has heightened, Black men are still few and far between in high-level leadership positions. Further, the limited number of Black males in leadership roles experience tremendous pressure characterized by fear, anxiety, and stress. Black males are often challenged with needing to comply with the cultural status quo and mask their authentic identities.
At this virtual barbershop, Black male executives across the U.S. will examine and discuss their leadership journeys. To drive toward meaningful change, we’ll uncover practical recommendations and strategies. During this conversation, we’ll discuss:
- How we can recognize the real experiences and challenges many Black men face in leadership positions
- The factors that influence the professional journey of Black males to the C-suite
- How best practices in diversity, equity, and inclusion can guide sustainable positive impact for Black men in leadership
About the Virtual Barbershop
The barbershop is the one of the few safe places where Black men feel very comfortable in having candid conversations on just about anything. All over America, the barbershop continues to serve as a second home and place of refuge, healing, and compassion for Black men.
This virtual space will feature several Black male executives from around the country, sharing their experiences and recommendations for advancing anti-racist leadership and championing equity-focused action in human services organizations. Just like in any barbershop, anyone is welcome to drop in at any time based on their availability and interest.
Catch Up with the Barbers on Previous Visits
- Leading Positive Change amid Social and Political Unrest
- Black Male Executives on COVID-19
- Addressing COVID-19 Disparities and the Vaccine Rollout
- Building Family Resilience by Supporting Black Fathers
- Supporting Black Students in the Classroom
Takeaways
- How dominant culture challenges Black males in leadership roles
- How best practices in diversity, equity, and inclusion can guide sustainable positive impact for Black men in leadership
- Strategies that positively impact Black men currently in leadership roles and create pathways for additional Black men aspiring to leadership
Who Should Participate
- Executives
- Directors
- Program managers
- Human resources staff
- Board members
The Barbers
Undraye P. Howard
Senior Director and Special Advisor to the CEO for Equity, Diversity, and Inclusion
Social Current
Romero Davis
Senior Program Manager for Equity, Diversity, Inclusion, and Engagement
Social Current
Waiting on a Haircut
Raphael Holloway
CEO
Gateway Center in Atlanta
Claude A. Robinson Jr.
Executive Vice President of External Affairs and Diversity
UCAN in Chicago
George Winn
COO
The Children’s Center in Detroit
Jesse McLean
Executive Director of Western Pennsylvania and Northeast Ohio
Pressley Ridge in Pittsburgh
Jonathan Palmer
Executive Director
Hallie Q. Brown Community Center in St. Paul, Minnesota
Julius Mullen Sr.
Executive Director
BASSE in Georgetown, Delaware
Reyahd D.J. Kazmi
Director of Business and Government Strategies
National Youth Advocate Program in Columbus, Ohio
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April 22, 2022 @ 1:00 pm – 2:00 pm EDT
This webinar is the first in a three-part series presented by the Black Women in Leadership Affinity Group that will explore the many dimensions of the Black woman in the workplace. This first webinar will debunk the myth of the Angry Black Woman.
These dynamic discussions will navigate the negative perceptions of the Black woman, the impact of our commitment to resilience, and how we use our influence to elevate our communities.
- Part 1: The
AngryPhenomenal Black Woman (April 22) - Part 2: It’s All Good … But It’s Not! (TBD)
- Part 3: Elevating How We Stand in Our Seats (TBD)
About the Black Women in Leadership Affinity Group
We are a courageous group of Black woman leaders who support one another to nurture and live our power, bolster engagement in personal and professional development, and leverage our network to be a catalyst for positive change in our communities. Given the impact of historical and existing structural racism that we must surmount, the affinity group aims to engage authentically, bringing our talent and vulnerability together to transcend societal norms. Through trainings, conversations, topical education, tools, and other resources, Black women leaders will learn and practice the teaching principles and habits of EDI-focused adaptive leadership skills.
The Social Current Leadership Through Affinity groups support leaders with shared cultural backgrounds as they build relationships, develop professional networks, and engage in training.
Current* groups include:
- Black Women in Leadership Affinity Group
- Latinx Leadership Affinity Group
- Allies for Equity, Justice & Inclusion
- Black Men’s Barbershop Affinity Group
Through the work of the affinity groups, emerging and senior leaders will develop solutions and address barriers that keep persons of color from advancing at rates equal to their counterparts. These leaders will have access to trainings that include adaptive leadership, psychological safety, and revolutionary leadership. Leaders will also receive mentoring from EDI cohort leaders.
* These four affinity groups are the result of a grant-supported inaugural project, but they are just the beginning. We recognize that there are marginalized groups not represented here and we hope to expand to other racial, ethnic, or cultural backgrounds, including, but not limited to, LGBTQ+, those with disabilities, and those considered Second Acts. Interested in forming a new leadership affinity group? Please contact Deb Smith to learn more.
Learning Objectives
- Navigating the negative perceptions of the Black woman
- Using the influence of Black women to elevate communities
- Self-care strategies that use an EDI lens to build personal and professional strength and resilience
- Solutions for supporting and advancing women of color in leadership roles
- Concepts of EDI, including psychological safety and implicit bias
Who Should Participate
- Focus on managers and supervisors
- Emerging and senior leaders
- Executives
The Barbers
Undraye P. Howard
Senior Director and Special Advisor to the CEO for Equity, Diversity, and Inclusion
Social Current
Romero Davis
Senior Program Manager for Equity, Diversity, Inclusion, and Engagement
Social Current
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December 1, 2021 @ 12:00 pm – 1:00 pm EST
Health and wellness continue to be at risk due to the COVID-19 pandemic and the emerging variants. Vaccines, despite their effectiveness in countering the pandemic, have become a political diversion at best and dangerously polarizing at worst. Although freedom of choice is important, considerations should be given to the myriad implications of a pandemic that continues to pose critical risks to the health and well-being of many citizens. For these reasons, companies across the country are mandating vaccinations for employees—whether as an internal organizational decision or in compliance with federal and regional mandates—with the burden falling on leaders to determine their organization’s path for creating and upholding vaccine policies.
Community-based organizations, many of which continue to be on the leading edge of the pandemic’s damaging effects on marginalized and high-risk populations, are working to navigate the current landscape in the best interest of the individuals, families, and communities they serve. This is done while also needing to support their most valuable asset—their employees.
Often, community members turn to the programs and services that community-based organizations provide to get advice and resources in making vaccine decisions for their families. This can put organizations and their staff in difficult situations that cannot be void of personal beliefs and biases. The scenario can also cause additional stress and division among team members and thwart a supportive and productive organizational culture. Leaders and human resources staff may find themselves struggling to make the right choices with and for their workforce during this period of “Great Resignation,” when recruitment and retention of staff and talent remain challenging.
In this panel discussion, you will hear from leaders who are dealing with difficult decisions every day to support their communities and their workforce. Participants can expect:
- A direct, authentic, and bold discussion with leaders of community-based organizations
- To address the issues and challenges community-based organizations are facing
- Idea sharing around steps that have been taken and their results
Because the stakes are high, the conversation will be direct, authentic, and bold. The fact is that we are in this together and our work has never been more critical.
Takeaways
- Current issues affecting community-based organizations as the COVID-19 pandemic continues
- Ways you can support your community and workforce during this difficult time
- Engage with a call to action identifying your next steps
Who Should Participate
- Chief executives
- HR directors
- Recruiters
- Benefits managers
- Supervisors
Panelists
Jill Huynh
Vice President of New Business Development
Beech Acres Parenting Center
Eric Schindler
CEO
Child & Family Resources
David Siler
Executive Director of Indiana
National Youth Advocate Program Inc. (NYAP)
Moderator
Ilana Levinson
Senior Director of Government Relation
Social Current
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July 20, 2022 @ 2:00 pm – 3:00 pm EDT
This webinar is the first in a three-part series presented by the Black Women in Leadership Affinity Group that will explore the many dimensions of the Black woman in the workplace. This first webinar will debunk the myth of the Angry Black Woman.
These dynamic discussions will navigate the negative perceptions of the Black woman, the impact of our commitment to resilience, and how we use our influence to elevate our communities.
- Part 1: The
AngryPhenomenal Black Woman (April 22) - Part 2: It’s All Good … But It’s Not! (TBD)
- Part 3: Elevating How We Stand in Our Seats (TBD)
About the Black Women in Leadership Affinity Group
We are a courageous group of Black woman leaders who support one another to nurture and live our power, bolster engagement in personal and professional development, and leverage our network to be a catalyst for positive change in our communities. Given the impact of historical and existing structural racism that we must surmount, the affinity group aims to engage authentically, bringing our talent and vulnerability together to transcend societal norms. Through trainings, conversations, topical education, tools, and other resources, Black women leaders will learn and practice the teaching principles and habits of EDI-focused adaptive leadership skills.
The Social Current Leadership Through Affinity groups support leaders with shared cultural backgrounds as they build relationships, develop professional networks, and engage in training.
Current* groups include:
- Black Women in Leadership Affinity Group
- Latinx Leadership Affinity Group
- Allies for Equity, Justice & Inclusion
- Black Men’s Barbershop Affinity Group
Through the work of the affinity groups, emerging and senior leaders will develop solutions and address barriers that keep persons of color from advancing at rates equal to their counterparts. These leaders will have access to trainings that include adaptive leadership, psychological safety, and revolutionary leadership. Leaders will also receive mentoring from EDI cohort leaders.
* These four affinity groups are the result of a grant-supported inaugural project, but they are just the beginning. We recognize that there are marginalized groups not represented here and we hope to expand to other racial, ethnic, or cultural backgrounds, including, but not limited to, LGBTQ+, those with disabilities, and those considered Second Acts. Interested in forming a new leadership affinity group? Please contact Deb Smith to learn more.
Learning Objectives
- Navigating the negative perceptions of the Black woman
- Using the influence of Black women to elevate communities
- Self-care strategies that use an EDI lens to build personal and professional strength and resilience
- Solutions for supporting and advancing women of color in leadership roles
- Concepts of EDI, including psychological safety and implicit bias
Who Should Participate
- Focus on managers and supervisors
- Emerging and senior leaders
- Executives
The Barbers
Undraye P. Howard
Senior Director and Special Advisor to the CEO for Equity, Diversity, and Inclusion
Social Current
Romero Davis
Senior Program Manager for Equity, Diversity, Inclusion, and Engagement
Social Current
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As we head into winter with the pandemic still raging, we wish our entire COA community health and safety. We know that many of our organizations provide essential services and have quickly implemented practices to reduce the spread of COVID-19. On behalf of the staff and board of COA, thank you for your continued service to your communities. We are inspired by your dedication and flexibility in this extremely difficult and ever-changing environment.
As organizations shift into and out of in-person work, the decision to move one way or the other is made even more challenging by conflicting guidance, mandates that vary across communities, and the unique challenges posed by virtual service delivery. Our hope is that this roundup of guidance from the field will help you make better informed decisions about how or if to return to conducting in-person work. We also hope that you’ll add your feedback and tips in the comments section to share your experiences and help our readers continue to adapt to this challenging time.
US Government Resources
Website of the Occupational Safety and Health Administration (OHSA)
From overview information to daily tips and updates, OHSA has an enormous amount of information about in-person work in the time of COVID-19. Find the latest guidance on hazard recognition, COVID-19 standards, medical information, and tips on control and prevention, as well as a number of other resources. Some materials are available in Spanish as well as English.
Website of OHSA’s Whistleblower Protection Program
This is the place to go to report unsafe working conditions, including unsafe conditions as they relate to COVID-19. You can also find information on the applicable law, COVID-19, how to create an anti-retaliation environment at your organization, and what to expect during a whistleblower investigation.
US Department of Labor COVID-19 Webpage
This site hosts a number of practical, nuts-and-bolts resources around workplace safety; wages, hours, and leave; unemployment insurance; and more, all as they relate to COVID-19. You will also find guidance on preventing the coronavirus at work, how to return to work during the pandemic, and how to keep the workplace safe until we can get a vaccine.
Workplace safety information is available in a number of languages, including Arabic, Brazilian Portuguese, Burmese, Chin, Chinese Simplified, Chinese Traditional, Croatian, French, French Creole, Hmong, Korean, Kunama, Nepali, Polish, Portuguese, Russian, Somali, Spanish, Swahili, Tagalog, Thai, and Vietnamese.
National Institute for Occupational Safety and Health Website
This site is especially useful as a resource for everything PPE, or Personal Protective Equipment. They have general tips on keeping staff safe, as well as information on the status of PPE supplies, what respirators are testing best, and crisis strategies on what to do if PPE runs low–a situation we saw at the beginning of the pandemic. There is also specific advice and strategies around navigating COVID-19 in schools, as well as how to reduce the risk of violence when having to confront clients who refuse to wear a mask or practice social distancing.
Center for Disease Control (CDC) Coronavirus Website
Of course, no government resource list would be complete without including all of the information available from the CDC. Here you will find helpful tips about wearing masks and which kinds of masks are most useful; the latest on COVID-19 symptoms and testing; the latest data and trends on cases; guidelines around quarantining and travel; and business-specific guidance and communication resources. Assistance in multiple languages is here as well.
Other resources
Returning to a Pre-Pandemic Workplace Resource Roundup from the Council on Nonprofits
The Council on Nonprofits walks through the factors an organization must weigh before returning to in-person work, and then provides their own list of resources for helping you with that decision. Some of our favorites include:
- Considerations for Community-Based Organizations from the Centers for Disease Control and Prevention, which offers specific advice for human and social service-type organizations looking to reduce community spread.
- Going Forward: Best Practices and Considerations for Nonprofit Re-engagement from the Oklahoma Center for Nonprofits, which guides organizations through guiding principles of engagement as they navigate the challenges of COVID-19.
- Reopening the Workplace: A Preliminary Guide for US Employers from Morgan Lewis LLP, which highlights key considerations around reopening or expanding operations and offers practical implementation steps.
- Take 10: Resume and Thrive Strategies from the Nonprofit Risk Management Center, which offers tips on cultivating the mental health and expectations of your workforce to foster a more successful future for everyone.
- Return to Work Resource Library from ThinkHR, which contains a number of videos, tip sheets, and more to help with all of the various challenges a team might encounter as a result of the pandemic.
Find their full list of resources here.
Reopening our Workspaces: A Playbook from Leading Edge
This playbook from the Leading Edge Alliance for Excellence in Jewish Leadership also takes on the considerations around returning to in-person work (or not) from a philosophical point of view. It walks through the many things an organization must weigh, including what impact their decisions will have on diversity, equity, and inclusion; team culture; organization values; and the opportunity that COVID-19 provides us all to “re-dream” what we could be doing.
The playbook contains decision trees to help leadership teams make careful, informed decisions about next steps in the face of the pandemic, as well as a wealth of practical tips and considerations on transitioning back to in-person work. The back half includes day-by-day checklists to help ease that transition.
Find the PDF of the playbook here.
HR Forms and Blog Posts from the Society for Human Resource Management (SHRM)
SHRM tackles the thorny HR issues that COVID-19 can surface and that staff may experience as they come into and out of the workplace. Their Coronavirus Resource page hosts back-to-work checklists, screening and notice forms, FAQs, COVID-19 culture quizzes, and more. Their blog posts offer troubleshooting advice on an array of issues such as social distancing, contact-tracing, and payroll. They also have articles that will help keep you up-to-date on what other companies’ HR departments are doing, providing inspiration and insight that might help your own organization.
Visit their Resource Page here. For more from SHRM, check out their helpful list of other reliable resources for workplace issues related to the coronavirus.
COVID-19 Return to Work Playbook from Kaiser Permanente
Kaiser Permanente’s all-in-one, clickable playbook offers tips on everything from the details of modifying workplace safety plans and COVID-19 screening to big-picture concerns such as the impact of the virus on the social drivers of health and emotional well-being. It even includes a section on specific guidelines for those who work in public services, which will be of special interest to the COA community.
What other resources have you seen or used that have been helpful? What re-opening tips and experiences would be helpful to other organizations like yours? Please share them in the comments below! Remember that you can always keep up-to-date on COA’s operational status during the pandemic on our COVID-19 Resources Page here
March 16, 2022 @ 3:30 pm – 4:15 pm EDT
Informing your work with relevant and trustworthy research is important—but it isn’t always easy to do. Information overload can be stressful. And exploring emerging data and trends can be time consuming. Luckily, the Social Current Knowledge and Insights Center can help.
Experienced librarians and other Social Current staff and partners with subject matter expertise provide professionals in the nonprofit social services sector with timely and useful information solutions. This includes on-demand, 24/7 access to thousands of online knowledge and resource assets, full-text articles, journals and publications, and real-world policies and procedures from social services organizations. Engaged organizations can also consult directly with librarians who provide reference services, such as research requests, subject compilations, and coaching to use information resources more effectively.
Join the Knowledge and Insights Center team for this session. They’ll provide an overview of services, instructions for using the online resources portal, and tips and tricks that make information searches and usage easier.
2022 Social Current Engagement Webinar Series
Join us to learn how your organization’s team can benefit from a Social Current engagement package and the exciting opportunities that connect you with colleagues across the network. All staff at organizations with 2022 Social Current Engagement Packages—and those interested in learning more—are encouraged to participate in this webinar.
In addition to delving into the month’s featured topic, we will preview any new or soon-to-be-released products, services, tools, and engagement opportunities. This webinar will include ample time for Q&A, as you explore ways to maximize the engagement experience for your organization and colleagues.
Register for upcoming webinars or download the recordings of past sessions.
- Jan. 21 at 4 p.m. ET — Social Current Hub preview
- Feb. 8 at 11 a.m. ET — Launch of the SPARK Exchanges
- March 16 at 3:30 p.m. ET—Knowledge and Insights Center
- April 21 at 12:30 p.m. ET — Public Policy Advocacy
- May 20 2 p.m. ET — Equity, Diversity, and Inclusion offering
- June 14 at 11:30 a.m. ET — Social Current Online HUB Demo
- July 26 at 3 p.m. ET — Knowledge and Insights Center
- Aug. 17 at 1 p.m. ET — SPARK Exchanges
- Oct. 20 at 3:30 p.m. ET — Equity, Diversity, and Inclusion offering
- Nov. 16 at 12:30 p.m. ET — Knowledge and Insights Center
- Dec. 7 at 10 a.m. ET — Topic Coming Soon
Takeaways
- Recommendations on what types of information resources are best for specific needs
- Tips and tricks on using business, research, and media databases effectively
- Examples of reference requests that address specific organizational needs
- Instructions on using the online resources portal
- Q&A with Social Current staff
Who Should Participate
- Any staff at organizations that have Social Current Engagement Packages
- Any staff at organizations interested in Social Current Engagement Packages
Presenters
Kirstin Anderson
Director of Content Strategy
Social Current
Megan Heinrichs
Senior Librarian
Social Current
Elizabeth Caldwell
Librarian
Social Current
Linda Freeman
Director of Network Engagement
Social Current
Abe Fallon
Senior Director of Client-Facing Applications & Data Insights
Social Current
Related Events
May 23, 2022 @ 1:00 pm – 4:00 pm EDT
Three CEU Credits (Social Work): Approved by the NASW-Michigan Social Work Continuing Education Collaborative. Please check with your local accrediting body for reciprocity.
This training introduces participants to a social identity framework focused on sexual orientation, gender identity, and gender expression (SOGIE). In addition to learning about SOGIE in the context of social identities, participants will also review best practices to enhance interpersonal and professional relationships with clients and peers who identify as LGBTQ+ or have diverse/expansive SOGIE.
This training series is interactive, and participants are asked to be on camera and able to interact with other participants through video, audio, and chat periodically. While this is an expectation of the training, we understand that there can be barriers to this type of involvement. Reach out to the trainers ahead of time at for more information or accommodations.
Objectives
- Why we are discussing SOGIE (statistics, evidence-based practices, personal narratives)
- Introduction to social identity framework
- The difference between assigned sex, gender identity, gender expression and sexual orientation
Who Should Participate
- Professionals who work with children, youth, young adults, and/or families who are at a beginner level of knowledge on sexual orientation, gender identity, and expression
- Participants can be individuals who directly with others or be involved in supervision, management, and leadership
- Case managers, social workers, foster parents, case supervisors, program staff, program managers, program directors, quality assurance
Courses in this Series
SOGIE 101
Monday, May 23 from 1-4 p.m. ET
Inclusive Data Collection: How to Ask About SOGIE In Systems of Care
Tuesday, May 24 from 1-4 p.m. ET
Family Support with LGBTQ Children
Wednesday, May 25 from 1-4 p.m. ET
Gender Affirming Care
Thursday, May 26 from 1-4 p.m. ET
About the Training Series
Ruth Ellis Institute has developed the following training content through researching how adult practitioners, government health and human service employees, and staff at community-based organizations leverage their existing experience to integrate more affirming practices for lesbian, gay, bisexual, transgender, and questioning (LGBTQ) youth.
The development of this curriculum is embedded within a LGBTQ-specific direct service organization, ensuring that on-the-ground implementation is informing training content. Ruth Ellis’ model connects:
- Youth and their families lived experience
- Direct practice
- Research and evaluation
- Coaching and consulting
- Policy and regulations
Content in SOGIE 101 has been developed under two internal review boards, Wayne State University (2015-2017), and Michigan Department of Health and Human Services (2018-2021). The Ruth Ellis Institute surveyed over 600 participants through a pre-test, post-test, and three-month follow up to measure SOGIE knowledge, attitudes, and behaviors. The curriculum features content where there were statistically significant changes in participants outcomes regarding increases in support toward LGBTQ youth. These two courses are recommended for professionals who have not previously attended a SOGIE and/or LGBTQ youth training.
Trainers
Angelika Lewis (she/her/hers)
Education and Evaluation Coordinator
Ruth Ellis Center
Jessie Fullenkamp (she/her/hers), LMSW
Education and Evaluation Director
Ruth Ellis Center