NAMRC Addresses Asian-American and Pacific Islander Hate

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Dear NAMRC Members, Colleagues, and Friends,

The National Association of Multicultural Rehabilitation Concerns (NAMRC) condemns racism and hate toward the Asian-American and Pacific Islander (AAPI) communities. Over the past year, we have been saddened by attacks on communities of color. Attacks on Asian-Americans have increased dramatically throughout the pandemic (03/24/2021, https://www.nbcnews.com/news/asian-america/there-were-3-800-anti-asian-racist-incidents-mostly-against-n1261257).  According to the Pew Research Center survey, three in 10 Asian Americans (31%) report having experienced racial slurs or racist jokes since the beginning of the pandemic (See https://www.pewresearch.org/social-trends/2020/07/01/many-black-and-asian-americans-say-they-have -experienced-discrimination-amid-the-covid-19-outbreak/). The shootings on March 16 only exacerbates the fear and pain that the Asian-American community continues to endure. We support the victims and families impacted by these senseless acts of violence. As a nation, we must continue to educate ourselves, speak up, and do whatever we can to end the violence against all marginalized populations.

As stated in a previous communication by Dr. Bob McConnell, we in the NAMRC community are well-equipped with a model for change, helping others attain cultural competence. As such, the NAMRC community continues to provide exemplary leadership in the rehabilitation community and beyond, toward promoting cultural competence, advocacy, creating change, and opportunities for all marginalized populations. We continue to affirm our commitment and provide leadership in addressing multicultural issues with our membership and beyond.

Respectfully,

Robin E. Dock, Ph.D., LCMHCS, ACS, CRC, CFMHE

National Association of Multicultural Rehabilitation Concerns (NAMRC)

President, January 2021 – December 2022

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ANNOUNCEMENT: NAMRC 27th Annual Virtural Training Conference

Click to download the NAMRC Call for Proposals (extended deadline)

Flyer for the 2021 27th Annual Virtual Conference July 15-16 for NAMRC. Beyond "isms" A New Rehabilitation Paradigm: Beyond "isms" to Equity. Questions: Terrie Hylton thylton@stepcentral.org terrye Fish fishte@wssu.edu namrc.org

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Open Letter to the NAMRC Membership

January 8, 2021

Open Letter to the NAMRC Membership—

The civil disobedience (a.k.a.) uprising, insurrection, riot, domestic terrorism, etc., which occurred on January 6th at our nation’s capital, has impacted each of us differently depending on our experiences, affiliation and perspective; but has effected everyone similarly in the recognition of its significance for our country. For persons of color, the appearance of an obvious double standard in the treatment of so-called protestors, there is an understandable and justifiable sense of righteous indignation and anger over what was witnessed. For those aligned with the President, there is obviously a frustration over the inability to be heard, in an election they have been convinced was stolen from them.

Clearly, what the events of the day have indicated is that the wounds in this country are deep, the divisiveness is real and severe, and the schisms have the potential to destroy the foundations of democracy. The events of the day, have given rise, to the people of good will, of a common recognition of the need for change. Now is the time to get beyond name calling and blaming, to seek strategies for betterment, and opportunities to find common ground. While retribution and punishment should appropriately be addressed, they do not represent, nor should they be regarded as solutions for the major differences in perspectives, situations and conditions that currently exist in America.

The critical first step in effecting change is recognition that change is necessary. I believe the events of January 6th have enabled us to achieve that essential first step; it has helped to create the opportunity for change. That step must be followed by a willingness among people of good will, to work on it to make it happen. I believe we have those people. Lastly, we need a plan for change, a model and tools to make it happen, and the commitment of resources to make it occur. Each of these, I believe, already exists and we must advocate collectively, assuring the commitment of necessary resources for this important end.

As we in the rehabilitation community move forward, there are two important commitments to be made:

  1. The acceptance of personal responsibility to help effect change; and all of the personal growth and investment of time that accompanies that commitment,
  2. An investment in the practice of dialogue; and the openness, active listening, learning and sharing of information that is an integral part of it.

The good news is that we in the NAMRC community have been equipped with an appropriate model for change, the model for helping others attain cultural competence. That basic three step model- self-awareness, increasing knowledge of cultures (others), and developing applications based on that knowledge, provides an appropriate blueprint for moving forward.

We are at the crossroads for change, we have the choice of patching an old road that keeps getting more potholes, or creating a new one to take us in a different direction. I am proud to be a part of an organization that is in the business of creating change and increasing possibilities for all marginalized populations.

In sincere reflection,

L. Robert (Bob) McConnell, DPA

On behalf of the NAMRC Board of Directors

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MAMRC and the Winter 2021 Symposium

Announcement from the Michigan Association for Multicultural Rehabilitation Concerns (MAMRC) for their Winter 2021 Symposium. Two of our very own NAMRC board of director’s members are presenters!

Accessible PDF: MAMRC_2021_SYMPOSIUM2021_Flyer

MAMRC Flyer for their Winter 2021 Symposium

MAMRC Flyer for their Winter 2021 Symposium

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JOB ANNOUNCEMENT: Faculty opening at the University at Buffalo

Logo for the University at Buffalo - SUNYUniversity at Buffalo-SUNY is especially interested in diversifying its faculty and are asking applicants to describe their experiences in promoting social justice, diversity, equity, and inclusion.

To see the full description of the opening an begin the application process go to:

https://www.ubjobs.buffalo.edu/postings/26835

 

Don’t hesitate to contact Dr. Tim Janikowski, email: tjanikow@buffalo.edu, if you have questions or want more information.

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National Disability Employment Awareness Month

NATIONAL DISABILITY EMPLOYMENT AWARENESS MONTH THEME ANNOUNCED

‘Inclusion Drives Innovation’

WASHINGTON – The U.S. Department of Labor’s Office of Disability Employment Policy announced today that “Inclusion Drives Innovation” will be the theme of National Disability Employment Awareness Month in October 2017.

“Americans of all abilities must have access to good, safe jobs,” said U.S. Secretary of Labor Alexander Acosta. “Smart employers know that including different perspectives in problem-solving situations leads to better solutions. Hiring employees with diverse abilities strengthens their business, increases competition, and drives innovation.”

Every October, NDEAM celebrates individuals with disabilities and their contributions and achievements to the American workforce.

ODEP created this year’s theme with input from a wide variety of its partner organizations, including those representing employers, people with disabilities and their families, and federal, state, and local agencies.

In 1945, Congress declared the first week of October as ‘National Employ the Physically Handicapped Week.’ In 1962, the word “physically” was dropped to acknowledge individuals with all types of disabilities. In 1988, Congress expanded the week to a month and changed the name to NDEAM. In 2001, ODEP was established and formally began selecting the NDEAM theme.

Agency Office of Disability Employment Policy

Date August 2, 2017

Release Number 17-0696-NAT

Contact: Bennett Gamble

Phone Number   202-693-6587

Email  Gamble.Bennett@dol.gov

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CRCC: Share My Why

Click here to download the accessible file: CRCC Share My Why

CRCC Share My Why

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WEBINAR: Ethical Considerations in Managing and Preventing Professional Burnout

Click here to download: Ethical Considerations in Managing and Preventing Professional Burnout

ASU invites you to: Ethical Considerations in Managing and Preventing Professional Burnout

  • Speakers: Dr. Angela Hall and Dr. Sekeria Bossie
  • July 29, 2020
  • 10AM to 1:30PM Central Time
  • Cost: $40

Session Description: Research shows that helping professionals such as counselors and therapists suffer from high rates of professional burnout.  The tendency of counselors to focus exclusively on the problems of others account for the high rates of stress, substance abuse, depression and even suicide in the field.  In addition to the personal ill effects of burnout, providing poor treatment for clients as a result of burnout can be considered unethical.

ASU Webinar 07292020 Flyer

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COVID-19 & Racism: A Virtual Event on August 5-7, 2020

Click here to download Covid-19 & Racism Flyer

Link here for registration link

Flyer for COVID19 and Racism

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Becoming Anti-Racist

Diagram for Becoming Anti-Racist which consists of four circles with various levels from becoming anti-racist to fear zone to learning zone to growth zone.

Click here to download the printout for this post

TO: NAMRC Members

In keeping with Dr. Temple’s appeal to start conversations that inspire change by building cross-cultural alliances, we share this chart, Becoming Anti-Racist chart was inspired by the work of Dr. Ibram X. Kendi and reflects his personal journey toward becoming anti- racist. First, we must define prejudice, discrimination, and racism:

  • Prejudice refers to irrational or unjustifiable negative emotions or evaluations toward persons from other social groups and it is primary determinant of discriminatory behavior (Fiske, Gilbert, & Gardner 2010).
  • Discrimination refers to inappropriate treatment of people of their actual or perceived group membership and may include both overt and covert behaviors, including microaggressions or indirect or subtle behaviors (e.g., comments) that reflect negative attitudes or beliefs about a non-majority group.
  • Racism refers to prejudice or discrimination against individuals or groups based on beliefs about one’s own racial superiority or the belief that race reflects inherent differences in attributes and capabilities. (Bailey, et al, 2017; Fiske, et al., 2010).

We encourage you to embark on your own personal journey with friends, family, and colleagues by discussing the different zones and taking action to reach and develop the growth zone.

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