This session will cover cost-effective strategies for conducting evaluation studies in child and family services that use a co-design approach. It will address:
- Quasi-experimental design innovations in program evaluation for public and private child welfare agencies that take less than a year to complete and cost less than $70,000
- How to design evaluations so they meet the criteria for acceptance by the Family First Prevention Clearinghouse
- How to design and carry out your research in a way that pays attention to equity and authentic involvement of the community
Presenters will also present lessons learned from recent return on investment evaluations of Family Resource Centers in California, Colorado, Kentucky, and Tennessee. Participants will be encouraged to share their experience and wisdom related to the session’s topics.
Learning Objectives
- Quasi-experimental design innovations in program evaluation for public and private child welfare agencies that are brief and relatively inexpensive to complete
- How to design evaluations so they meet the criteria for acceptance by the Family First Prevention Clearinghouse
- A newly revised, comprehensive handout for this will be provided
- How to design and carry out your research in a way that pays attention to equity and authentic involvement of the community
- A brief checklist released in 2024 will be provided
Presenters
Peter Pecora
Managing Director of Research Services, Professor
Casey Family Programs
Brittany Mihalec-Adkins
Research Scientist II
Child Trends
As changemakers, many of us struggle with the most complex issues of our time. Systems of oppression are not only entrenched but interconnected. And even as we work to solve problems on the daily, a paralyzing thought can creep in … are we even solving the right problem?
Greater Good Studio has been working with social sector clients to reframe problems for the past 13 years. We have found that the original problem statement often has one or more of the following issues:
- It’s focused entirely on symptoms, while root causes continue undeterred
- It’s centering the wrong humans, or no humans at all
- It’s so vast that the only thing it inspires is overwhelm
Whether you’re a leader planning organizational strategy, or a mentor looking to better support your mentees, this workshop will give you concrete tools for tackling challenges in a more strategic, action-oriented, and equitable way. You will learn and practice methods for:
- Mapping root causes
- Writing positive goals
- Centering bright spots
These methods build on concepts, such as appreciative inquiry, positive deviance, and human-centered design, which Greater Good Studio has practiced with hundreds of clients across the social and public sectors.
Each participant will start with a challenge or issue that has them stuck. They will end the workshop with an ambitious-yet-achievable “positive goal,” as well as a plan to achieve that goal.
Organizational teams are encouraged to participate, as this experience is ideal for building alignment within groups.
Learning Objectives
- Map possible root causes to a problem
- Write “positive goals,” which make any challenge actionable
- Engage strategically with the people most impacted by their challenges
Presenters
Sara Cantor
Co-Founder and Co-Executive Director
Greater Good Studio
George Aye
Co-Founder and Co-Executive Director
Greater Good Studio
Related COA Accreditation standards: Service Standards
This workshop will equip participants with the knowledge and tools to create trauma-responsive organizations and programs by integrating SAMHSA’s guiding principles for a trauma-informed approach, Bruce Perry’s neuroscience framework, and effective evaluation strategies. Through hands-on activities, group discussions, and case study analyses, participants will learn how to enhance safety, trust, collaboration, and cultural competence in their practices while addressing systemic inequities and promoting healing.
Key components of this session include:
- Understanding Core Principles: Explore SAMHSA’s six guiding principles for a trauma-informed approach and Bruce Perry’s neuroscience insights to understand trauma’s impact and how to promote healing
- Application to Programs: Analyze case studies to identify gaps in trauma responsiveness and develop strategies to improve programs with trauma-informed and brain-friendly practices
- Evaluation Framework: Learn how to assess trauma responsiveness using an evaluation framework that emphasizes safety, trust, cultural competence, collaboration, and measurable outcomes
- Organizational Culture: Develop action plans for fostering trauma-sensitive organizational policies, supporting staff wellness, and building leadership that prioritizes safety and inclusion
- Integrating Equity, Diversity, and Inclusion (EDI): Consider how trauma intersects with systemic inequities and how to embed culturally relevant and equitable practices into trauma-informed care
Participants will leave with practical tools, including:
- Trauma-informed care principles cheat sheets
- Program evaluation templates
- Action plans for trauma-sensitive organizational change
- EDI and trauma-informed integration checklists
This session will offer an engaging, application-focused approach to strengthening trauma responsiveness and advancing equity in organizations and programs.
Learning Objectives
- Foundational trauma-informed principles
- How to apply trauma-informed and brain-friendly practices
- How tools can be utilized to evaluate the trauma responsiveness of programs, focusing on areas like safety, trust, cultural competence, and emotional outcomes
- How systemic inequities intersect with trauma and strategies for embedding EDI principles
- Create actionable plans for cultivating a trauma-sensitive organizational culture, including leadership development, staff wellness, and sustainable policies
Presenters
Rebecca Moore
Residential Clinical Director
Thornwell
Jeffrey Moore
Professor
Anderson University
Related COA Accreditation standards: Governance (GOV)
The diversity, equity, and inclusion (DEI) landscape has shifted dramatically, leaving organizations and leaders grappling with uncertainty. Rollbacks, resistance, and new federal mandates have challenged traditional approaches, creating a sense of urgency to redefine how inclusion and equity manifest in the workplace. Despite the challenges, one thing remains clear—fostering trust, collaboration, and accountability is critical for thriving workplaces. This workshop is designed for leaders, practitioners, and advocates who are looking to navigate this new era of inclusion with purpose and precision. It will provide a roadmap for moving beyond the limitations of traditional DEI frameworks into Human-Inclusive EQ (HI-EQ), a practical, human-centric approach that aligns inclusion efforts with compliance to create measurable, lasting impact.
Participants will gain actionable insights into:
- The pro/anti-DEI cycle and how it has shaped current organizational dynamics
- Navigating federal compliance, while maintaining a focus on inclusion and belonging
- Leveraging HI-EQ principles like universal worth, empathy and awareness, and accountability in action to rebuild trust and foster collaboration
This session isn’t about abandoning DEI; it’s about evolving it into something purposeful, compliant, and effective. You’ll leave equipped with tools like the Lever Mapping Worksheet and Metrics for Success Guide to immediately apply in your organization, ensuring your efforts drive both cultural and business outcomes.
Through an interactive format, we’ll explore how to navigate resistance, foster alignment across differing perspectives, and create inclusion strategies that work for everyone. Participants will also engage in hands-on exercises to personalize the concepts ensure they leave with a clear action plan tailored to their unique challenges.
As leaders and decision-makers, participants will leave with:
- Clarity on how to reconcile DEI goals with shifting regulations and expectations
- Tools to create inclusive cultures rooted in human values, trust, and measurable outcomes
- Confidence to guide their organizations through change without compromising their core missions
This workshop will empower participants to lead the next evolution of inclusion work, ensuring their organizations remain resilient, effective, and aligned with the broader goal of social impact. Whether you’re a seasoned DEI leader or new to navigating inclusion challenges, this session will offer fresh perspectives and actionable solutions for charting the path forward.
Join us to explore how inclusion can thrive in a post-DEI world where purpose, compliance, and meaningful action converge. Together, we’ll define what purposeful work looks like and build a future where everyone belongs.
Learning Objectives
- About the pro/anti-DEI cycle
- The dynamics that have shaped the current DEI landscape, including resistance, rollbacks, and shifting expectations
- How to navigate federal compliance with confidence
- How to align inclusion efforts with federal mandates while maintaining a focus on trust, collaboration, and accountability
- How to apply the Human-Inclusive EQ Framework (HI-EQ)
- How HI-EQ principles, such as universal worth, empathy and awareness, and accountability in action, can rebuild trust and foster thriving workplace cultures
- Develop actionable inclusion strategies
- Acquire tools, like the Lever Mapping Worksheet and Metrics for Success Guide, to create practical, measurable inclusion initiatives tailored to your organization
Presenters
Kelly Blackmon
Founder/Consultant
B.E. Consulting
Related COA Accreditation standards: Governance (GOV)
An effective board is a cornerstone of organizational success. By focusing on role clarity, strategic planning, and fostering a collaborative culture, leaders can unlock the full potential of their boards to drive impactful results.
This session will equip participants with the knowledge and tools needed to achieve these goals and elevate their governance practices. This session aims to provide board members, executives, and organizational leaders with actionable learnings and strategies to enhance board effectiveness.
Key themes include:
Role Clarity:
- Understand the distinct responsibilities of the CEO, executive team, and board members
- Highlight the importance of the board’s focus on strategic direction
- Explore best practices for defining roles to avoid overlaps and ensure accountability
Strategic Direction:
- Techniques for establishing shared ownership of organizational goals
- Methods to practice informed decision making
- Steps to develop a board work plan
Board Team and Culture:
- Recruitment strategies to attract diverse and qualified board members
- Approaches for creating an inclusive culture
- Continuous development methods, including mentoring, orientation, and succession planning
Effective Meeting Practices:
- Optimize board meetings using consent agendas and prioritizing strategic discussions
- Facilitation techniques to encourage productive discussions and achieve meeting objectives
- Post-meeting follow-up practices to ensure accountability and progress
Committees and Crisis Management:
- How to drive purpose of board committees to focus on strategic priorities
- How to develop a robust crisis communication plan to safeguard organizational reputation and trust
- How to align board activities with organizational goals, optimize decision making, and create high-performing governance teams
Learning Objectives
- Key opportunities to improve board operations, shown through real examples
- How to develop actionable plans for optimizing a board’s work
- How to address common challenges (lack of engagement, unclear roles, or inefficient meetings)
Presenter
Christina Gullo
Owner/Partner
True North Executive Solutions
As part of Social Current’s ongoing commitment to fostering diverse, equitable, and inclusive organizations and communities, we are offering complimentary 30-minute consultations at SPARK 2024. These one-on-one sessions will provide you with:
- Personalized guidance on equity, diversity, and inclusion (EDI) best practices for organizations
- Strategies to promote inclusion within your teams
- Answers to your specific EDI-related questions, challenges, and opportunities
- Resources to support your EDI initiatives
These 30-minute consultations will be held with Social Current EDI experts Undraye Howard, vice president of equity, diversity, inclusion, and engagement, and Romero Davis, director of practice excellence. You can reserve your in-person consultation online now. Choose Mountain Time to view them in the conference’s local time zone:
- Oct. 21 at 1:15 p.m.
- Oct. 21 at 3:45 p.m.
- Oct. 22 at 8:15 a.m.
- Oct. 22 at 1:15 p.m.
Make sure to book soon. These consultations are limited and given on a first-come, first-served basis. If you have any questions or are unable meet during the available times, please contact Undraye Howard of Social Current.
Special thanks to our partner Aramark for sponsoring these sessions.
In this highly interactive workshop, participants will spend time in intentional dialogue around DEIB (Diversity, Equity, Inclusion, & Belonging). They will begin by sharing stories of times they’ve felt included/excluded. Next, we will hear the stories of those most impacted by the child welfare system. These stories will come from the lived experience of one of the presenters and a selection of stories curated online by the Administration for Children & Families (ACF). Then participants will discuss how this relates to their personal and professional relationships, particularly with young people. The audience generally leaves this workshop feeling better connected with their colleagues and often remarks about how interactive and eye-opening the material is.
Learning Objectives
- Describe the qualities of a safe space to encourage cross-cultural connections.
- Identify ways that cultural diversity impacts belonging.
- Recognize your role in promoting cultural competency.
Presenters
Brice Mickey
Vice President of Diversity, Equity, & Inclusion
Beech Acres Parenting Center
Ryshel Bowling
Manager, Training and Licensing, Foster Care and Adoption
Beech Acres Parenting Center
Social Current supports organizations nationwide in embedding equity, diversity, and inclusion (EDI) in their culture and operations. To walk the walk and not just talk the talk, Social Current has made its own commitment, beginning its EDI journey when it was formed in 2021.
This session will offer insight into the work that must be done across an organization at all levels – staff and governance – to truly embrace and build operations, governance, and organizational culture of equity, diversity, inclusion, belonging, and antiracism. While the focus of each may take a different approach, to truly integrate and sustain an EDI culture requires ongoing involvement and investment of both staff and board members. One of Social Current’s staff leads and the chair of the board’s EDI committee will share their experience, including specific strategies and steps to take to move an organization forward on their journey. Candid reflection around barriers will help others to understand and prepare for the inevitable challenges that will be encountered along the way.
Learning Objectives
- The important role of both staff and board to advance EDI within an organization
- Approaches to advance EDI at an organization at the staff and governance levels
- Steps that can be taken and barriers that may be encountered when working to advance EDI within an organization
Moderator
Jody Levison-Johnson
President and CEO
Social Current
Presenters
Turaia Ahsan
Accreditation Coordinator
Social Current
Alexandra L. Cawthorne Gaines
Executive Director for Global Public Policy
JPMorgan Chase & Co
and
EDI Committee Chair
Social Current Board of Directors
In today’s diverse work environment, organizations are increasingly recognizing the importance of fostering an inclusive culture that values and leverages differences. Effective intercultural communication and understanding are essential for the success of any organization, particularly human services organizations that work with people with diverse backgrounds and lived experiences. The Intercultural Development Inventory (IDI) has emerged as a valuable assessment tool for organizations seeking to understand and develop intercultural competence among their employees. By utilizing the IDI, organizations can assess and enhance their employees’ ability to navigate cultural differences, foster an inclusive environment, and advance their equity, diversity, and inclusion (EDI) initiatives.
This workshop is designed to equip board members, executives, directors, and managers with the knowledge and skills to effectively use the IDI to deepen EDI principles across the organization. The session will provide participants with a fundamental understanding of the IDI, its application within the organizational context, and strategies for integrating intercultural competence into everyday practices for staff at all levels as indicated below:
How IDI data and experiences can drive employee satisfaction, outcomes, policy change, board engagement, and overall cultural humility:
- Employee Satisfaction: Utilizing IDI data and experiences can help organizations identify and address barriers to inclusion, leading to improved employee satisfaction, higher morale, and a sense of belonging among employees from diverse backgrounds.
- Outcomes: By leveraging IDI data and experiences, organizations can drive positive outcomes, such as increased collaboration, innovation, and productivity through improved intercultural understanding and communication.
- Policy Change: IDI data can inform the development and refinement of organizational policies and practices to better support diversity and inclusion, leading to a more equitable and inclusive work environment.
- Board Engagement: Sharing IDI data and experiences with the board can foster greater understanding of the importance of EDI initiatives and encourage board members to actively support and promote a culture of inclusion within the organization.
- Cultural Humility: Through the utilization of IDI data and experiences, organizations can foster cultural humility by encouraging individuals to reflect on their own cultural biases and assumptions, leading to a more respectful and inclusive organizational culture.
Learning Objectives
- The theoretical foundations of intercultural competence and its relevance to organizational success
- Gain proficiency in utilizing the IDI to assess and develop intercultural competence among staff
- Strategies for integrating intercultural competence development into leadership practices and organizational processes
- How to develop a strategic plan for deepening EDI principles and practices across an organization using the insights gained from the IDI
Presenters
Julius Mullen
Chief Inclusion Officer
Children & Families First
Edgard Martinez
EDI Program Manager
Children & Families First
In this intimate, informal workshop, panelists will work to initiate reflection and conversation among participants on how to create meaningful change in their organizations and communities. This session will focus on strategies for getting this work started, building champions and meaningful strategic partnerships, sustaining momentum, and navigating barriers given the current political landscape.
This will be a safe, welcoming space geared at those at the beginning of their EDI journey. Presenters and participants will work together to identify helpful resources, clear action steps, and networks to support forward progress.
Learning Objectives
Attendees will learn:
- 1-3 clear action steps on how to get an EDI journey underway
- 1-3 strategies for building champions and strategic partnerships
- 1-3 ways to sustain momentum for EDI work
- 2 resources to support their work
Panelists
Kelly Blackmon
Founder
B.E. Consulting
Lucia Garcia
Business Development Manager
Hillsides
Michelle Naples
Chief Integration Officer
Lutheran Social Services of WI and Upper MI
Sarah Hollstrom
Special Projects and Volunteer Manager
Family Forward
Facilitator
Emily Merritt
Senior Manager of Corporate Partnerships
Social Current