The InVisionary
We have likely all heard the phrase, “a chain is only as strong as its weakest link.” At InVision Human Services, we believe that our success can only be as strong as the pillars that make up who we are, and what we represent, as an organization. Beyond our mission of building person-centered services for people who experience disabilities, lies our philosophy, vision, core values, and guiding principles; all of which define the why and how behind the work we do for the people we support, but also for our team members.
As a part of our strategic plan for the past year, and the year(s) to come, InVision has and will continue to prioritize the pillars of our culture that define who we are – both as a whole organization, and as individuals within. Our foundation is rooted in person-centered approaches, diversity, inclusion, and acceptance; which leads us to build upon our greatest asset: the people that make up InVision – team members and people supported alike.
April is a month full of awareness holidays discussing a variety of important topics. This April, amid all the noise surrounding diversity, equity, and inclusion (DEI) we want to recognize Celebrate Diversity Month – established as an international observance in 2004 as a way to celebrate, understand, and appreciate others “regardless of who they are, what they are, or how they live.”
“When you create space and encourage people to use their voices, we maximize the potential of each of our employees,” Cheryl Travis, Human Resources (HR) manager and chair of InVision’s DEI Committee, said. “This also advances us as an organization, because there is more being contributed.”
DEI is threaded into the framework of InVision’s guiding principles and core values, as they support our efforts of inclusion and belonging. DEI offers opportunities for people to talk about and share their cultures with others. This makes way for education, increased awareness, and developing skills for navigating difficult conversations. Additionally, our DEI efforts support our strides toward our organizational goal of reaching the clinically enhanced residential provider status under the updated Office of Developmental Programs (ODP) guidelines.
InVision has always been an organization built on the fundamental beliefs and practices of DEI. Amid the ongoing political climate, we are reinforcing our commitment to DEI initiatives – with the full support of our leadership team.
In February of this year, President and Chief Executive Officer (CEO) of InVision, Kim Love, shared a company-wide communication emphasizing the importance of DEI, and a listing of official updates to our policies and procedures regarding DEI initiatives. Accompanying these documents, Kim shared the following statement:
The one thing that will never change is our commitment to Diversity, Equity, and Inclusion. Although governmental and corporate entities are stepping away from DEI initiatives, here at InVision, we are leaning into them. We are an organization that embraces differences, regardless of your race, gender identification, sexual orientation, religious affiliation, or where you were born. We see you; we hear you; we recognize you, and we welcome you – now and always.
InVision’s DEI Committee was created to work alongside our employee engagement, family engagement, and safety committees, to ensure we are maintaining standards of safety and inclusivity, as well as enhancing our company culture and communication. Comprised of team members from across InVision – including departments such as HR, Learning and Development, Compliance, Program Operations, and Direct Support Professionals (DSPs) – the team members who have volunteered to be a part of this committee are passionate about its cause.
While still early in its formation, and subject to evolve over time, the committee will be responsible for spearheading DEI initiatives at InVision. This includes reviewing policies, procedures, and job descriptions for use of inclusive language, improving our trainings and resources, and increasing awareness. The committee with also work to magnify DEI education, individual self-expression, and an overall understanding of inclusion within our organization. Additionally, as the committee gains its footing, they are collaborating with an outside consultant to ensure InVision’s DEI efforts are on the right track.
“When you embrace DEI, you embrace self-education,” Cheryl added. “You embrace putting in the work to develop your own understanding of the challenges others face to become a true ally. Allyship is a very important part of DEI. True allyship says you don’t just feel sorry for a person who has been marginalized, but you stand with them. It means you have educated yourself and will act as an advocate for inclusive behavior, which is a lot more empowering!”
As an extension of our vision of a future where all people are heard, their choices valued, and their life visions honored, the creation of InVision’s DEI Committee is a testament to our commitment to amplifying the voices and experiences of our team members and the people we support. With their first monthly meeting this past February, the committee already began having open, vulnerable, passionate, and respectful conversations about DEI within professional boundaries.
While it is too soon for definitive plans, the committee is developing a DEI strategy, as well as exploring methods of internal outreach surrounding topics such as cultural and religious holidays – whether it be trainings, information and resource sharing, or hosting cultural meals and events. In addition, the committee is looking to set a baseline of psychological safety within our working environments to encourage everyone at InVision to present as their best selves, feel comfortable and confident speaking up and bringing new ideas to the table, and express and receive constructive criticism without consequence.
Inclusion is all about providing opportunities to people regardless of their backgrounds – an element of our hiring and professional growth programs we will continue to stand behind. As Kim summed up beautifully, we openly accept and celebrate all people for who they are, as they are, and where they are in life. By strengthening this essential element within our organization, we are committing to the evolution and inevitable changes that the future has in store for our DEI efforts. This is not only the right thing to do, but a path we are familiar with, and look forward traveling together as we work toward the growth of these initiatives.
As a part of our strategic plan for the past year, and the year(s) to come, InVision has and will continue to prioritize the pillars of our culture that define who we are – both as a whole organization, and as individuals within. Our foundation is rooted in person-centered approaches, diversity, inclusion, and acceptance; which leads us to build upon our greatest asset: the people that make up InVision – team members and people supported alike.April is a month full of awareness holidays discussing a variety of important topics. This April, amid all the noise surrounding diversity, equity, and inclusion (DEI) we want to recognize Celebrate Diversity Month – established as an international observance in 2004 as a way to celebrate, understand, and appreciate others “regardless of who they are, what they are, or how they live.”
Importance of DEI at InVision
DEI is an integral part of InVision’s culture, as we are a proud employer, supporter, and advocate for people of all walks of life. When thinking of DEI, demographic characteristics such as race, gender identity, and sexual orientation may come to mind, but DEI is much more than these characteristics. It also includes everything that makes us unique – where we come from, our backgrounds, our life experiences, cultural and religious beliefs and practices, and even our professional backgrounds and departments in which we work. DEI also entails taking a step further than acceptance and working toward an understanding of the things that make us different.
“When you create space and encourage people to use their voices, we maximize the potential of each of our employees,” Cheryl Travis, Human Resources (HR) manager and chair of InVision’s DEI Committee, said. “This also advances us as an organization, because there is more being contributed.”
DEI is threaded into the framework of InVision’s guiding principles and core values, as they support our efforts of inclusion and belonging. DEI offers opportunities for people to talk about and share their cultures with others. This makes way for education, increased awareness, and developing skills for navigating difficult conversations. Additionally, our DEI efforts support our strides toward our organizational goal of reaching the clinically enhanced residential provider status under the updated Office of Developmental Programs (ODP) guidelines.
InVision’s DEI Policy and Procedure
InVision has always been an organization built on the fundamental beliefs and practices of DEI. Amid the ongoing political climate, we are reinforcing our commitment to DEI initiatives – with the full support of our leadership team. In February of this year, President and Chief Executive Officer (CEO) of InVision, Kim Love, shared a company-wide communication emphasizing the importance of DEI, and a listing of official updates to our policies and procedures regarding DEI initiatives. Accompanying these documents, Kim shared the following statement: The one thing that will never change is our commitment to Diversity, Equity, and Inclusion. Although governmental and corporate entities are stepping away from DEI initiatives, here at InVision, we are leaning into them. We are an organization that embraces differences, regardless of your race, gender identification, sexual orientation, religious affiliation, or where you were born. We see you; we hear you; we recognize you, and we welcome you – now and always.
Introducing InVision’s DEI Committee
InVision’s DEI Committee was created to work alongside our employee engagement, family engagement, and safety committees, to ensure we are maintaining standards of safety and inclusivity, as well as enhancing our company culture and communication. Comprised of team members from across InVision – including departments such as HR, Learning and Development, Compliance, Program Operations, and Direct Support Professionals (DSPs) – the team members who have volunteered to be a part of this committee are passionate about its cause. While still early in its formation, and subject to evolve over time, the committee will be responsible for spearheading DEI initiatives at InVision. This includes reviewing policies, procedures, and job descriptions for use of inclusive language, improving our trainings and resources, and increasing awareness. The committee with also work to magnify DEI education, individual self-expression, and an overall understanding of inclusion within our organization. Additionally, as the committee gains its footing, they are collaborating with an outside consultant to ensure InVision’s DEI efforts are on the right track.
“When you embrace DEI, you embrace self-education,” Cheryl added. “You embrace putting in the work to develop your own understanding of the challenges others face to become a true ally. Allyship is a very important part of DEI. True allyship says you don’t just feel sorry for a person who has been marginalized, but you stand with them. It means you have educated yourself and will act as an advocate for inclusive behavior, which is a lot more empowering!”
As an extension of our vision of a future where all people are heard, their choices valued, and their life visions honored, the creation of InVision’s DEI Committee is a testament to our commitment to amplifying the voices and experiences of our team members and the people we support. With their first monthly meeting this past February, the committee already began having open, vulnerable, passionate, and respectful conversations about DEI within professional boundaries.
While it is too soon for definitive plans, the committee is developing a DEI strategy, as well as exploring methods of internal outreach surrounding topics such as cultural and religious holidays – whether it be trainings, information and resource sharing, or hosting cultural meals and events. In addition, the committee is looking to set a baseline of psychological safety within our working environments to encourage everyone at InVision to present as their best selves, feel comfortable and confident speaking up and bringing new ideas to the table, and express and receive constructive criticism without consequence.
Inclusion is all about providing opportunities to people regardless of their backgrounds – an element of our hiring and professional growth programs we will continue to stand behind. As Kim summed up beautifully, we openly accept and celebrate all people for who they are, as they are, and where they are in life. By strengthening this essential element within our organization, we are committing to the evolution and inevitable changes that the future has in store for our DEI efforts. This is not only the right thing to do, but a path we are familiar with, and look forward traveling together as we work toward the growth of these initiatives. 
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