Guide to Membership

Recruitment, Retention,

Diversity and Inclusion

Member Service

The single most important task for any affiliate is to attract and engage new members.

Membership Plan

• Do you…– Have a single point of contact for

membership?– Have a Standard Operating Procedure (SOP)

for:• Collection of Membership• Processing Member Information• Storage of Member Information

Membership Plan

• Have you…– Implemented use of a standard membership

application to collect needed member information?

– Memorialized SOPs to sustain membership processing in the event of turnover in your membership person.

– Trained your volunteers/staff to address basic questions regarding membership?

Membership Plan

• You are:– Collecting, storing and using information

about your members– Regularly updating your member information

to maintain the integrity of your data– Processing membership in a timely manner– Sending benefits to your members in a timely

and regular fashion

Getting New Members

• How do we identify new member?

Why do people join NAMI?

• People join your affiliate for the services and opportunities you provide, including:– Meaningful involvement– One-on-one support– Support groups– Education courses– Newsletters– Training

Other ways you serve members

• Keeping them informed

• Keeping membership current

• Keeping consistent meeting locations and times

• Welcome new members and visitors

• Providing innovative opportunities

• Members Come In All Shapes and Sizes– Support needs differ dramatically– Look beyond typical– Manage relationships

Members

How to Interest Prospective Members

• Provide brochure

• Make them welcome

• Personal contact

Integrating New Members

• Assign a greeter / mentor

• Make newcomer’s experiences positive from their first point of entry

• Determine their needs, interests and skills

• Encourage their participation in committees

• Ask them to bring treats to the next meeting

Diversity and Inclusion

• Recent U.S. Census Bureau projections: “”Minorities” will be the majority by 2042

• The non-Hispanic white population will increase more slowly than other racial and ethnic groups; white will become a minority by 2050

• NAMI does not currently reflect the nation’s diversity.

• We already do a pretty good job of serving people from all walks of life.

• Sharing the experiences of mental health issues puts peers on an equal footing despite any cultural differences.

• We treat everyone the same, we treat everyone as equals.

Why Assess Your Program’s Cultural Competency?

National survey of people in recovery who use or don’t use peer support and are members of racial and ethnic minority groups:

• When asked why they weren’t in peer programs, many expressed concerns about not feeling understood or accepted.

• Even those who do use peer support felt that peer programs are sometimes disrespectful toward their cultural beliefs and values, even though the membership is caring.

Moral of the story…

Even if your program’s environment is welcoming, there are ways to be more responsive to people from different walks of life.

Definitions

Cultural Diversity: unique characteristics that all of us possess, both distinguishing us as individuals and identifying us as belonging to different groups.

Definitions

Cultural Competency is the ability to interact effectively and comfortably.

Definitions

Dynamics of Difference:

Power imbalances that influence interaction.

Definitions

• Most Prevalent Cultural Group refers to the most common cultural groups in your community.

http://www.census.gov/

Cultural Competence Components• Becoming aware

• Changing your attitudes about people who differ from you in terms of race, ethnicity, culture, sexual orientation, etc.

• Gaining knowledge about beliefs, customs, values and practices in different cultures.

• Understanding the Dynamics of the Differences:

• Adapting practices and skills to fit the cultural context of others.

A Tool to Assess & Enhance Services

• Becoming culturally competent is an ongoing process.

• This is your first step in an ongoing commitment to enhancing diversity and inclusion.

Self-Assessment Action Plan Implementation

5 Focus Areas

• Administration, Policies, and Guidelines

• Leaderships

• Services and Supports

• Program or Group Environment

• Communication and Language Capacity

Self-Assessment Action Plan Implementation

For each of the 5 focus areas:

• Review why the area is an important part of cultural competency

• Learn about where to look when conducting the assessment in that area

• Rate the program on how well it meets the given criteria

• Consider and act on ways to improve competency/practice in that area

Self-Assessment Action Plan Implementation

Who should be involved• Appoint a new Diversity Committee to complete this assessment

and bring the results back to the larger group to develop an action plan.

• Use already existing committees in this fashion.

Critical components:

1. Include people from diverse backgrounds in the assessment process.

2. Include both providers and recipients of services. Also, try to avoid the idea that cultural competency is only addresses by a specific group or committee since this effort should belong to your entire organization.

3. It is essential to make a commitment to act on the results of your assessment.

Common Challenges• Group leaders may feel they don’t have enough time, expertise, or support

to engage people from diverse cultures.

• Organizational leadership may feel there isn’t enough money or motivation to conduct a cultural competence assessment and act on the results.

• A single individual or committee becomes identified with this issue rater than it being fully integrated into the program’s structure, operation, and membership.

• While some peer providers or leadership are open to promoting inclusiveness, others may have a harder time embracing the idea.

• Sometimes staff and leadership are dedicated to cultural competence but participants may fear change or have biases to overcome.

Recognize Culturally Competent Peer Supporters

• Even if your program or group faces the challenges, peer supporters can exhibit the qualities of cultural competence.

Cultural CompetencyIn Mental Health Peer-run

Programs and Self-help Groups

A Tool To Assist And Enhance Your Services