VIRTUAL: Increasing Racial Equity in Employment Practices to Meet CLAS Standards


Description: This advanced training is essential for those in leadership, human resources, and hiring positions who are interested in effective solutions for advancing racial health equity through workforce development. CLAS (Culturally and Linguistically Appropriate Services) Standards require hiring and promoting a culturally and linguistically diverse workforce to develop policies and practices responsive to the populations in the service area. This training positions participants to complete the CLAS Self-Assessment, required of all DPH vendors, as well as a corresponding CLAS Workplan with specific goals and action steps related to increasing recruitment, promotion, retention and leadership of staff of color.

Part I: CLAS Standard: Governance, Leadership, Workforce
April 9th, 9am-12:30pm

  • Overview of CLAS Standards
  • Equal Employment Opportunity Commission guidelines
  • CLASy Equal Employment statements
  • Implicit bias in hiring: what the research says and strategies for preventing bias
  • Creating CLASsy job descriptions
  • Developing CLASsy interview questions
  • Using a CLASsy interview rubric to prevent bias during the interview process
  • Identifying CLASsy resources for posting jobs to reach applicants of color

Part II: CLAS Standard: Engagement, Continuous Improvement, and Accountability
April 16th, 9am-12:30pm

  • Overview of CLAS Self-Assessment
  • Assessment strategies for identifying racial equity  strengths and gaps
  • Developing a racial equity strategic workplan to meet CLAS Standards
  • Developing SMARTIE goals (Specific, Measurable, Attainable, Realistic, Timebound, Inclusive and Equitable)
  • Developing partnerships with organizations serving people of color


Participants will receive Human In Common’s Hiring for Diversity Toolkit, which includes:

  • Sample job postings embedded with CLAS standards
  • Sample interview questions to assess CLAS competencies
  • Places to send job postings to reach applicants of color
  • Interview rating rubric template to prevent bias
  • CLAS Self Assessment Tool
  • CLAS Strategic Workplan Template


Learning Objectives
Upon completion of this training, participants will be able to:

  • Identify a minimum of 3 benefits of implementing CLAS Standards
  • Identify at least 3 CLAS competencies related to racial equity to include in a job description
  • Create at least 3 interview questions to identify CLAS competencies in job applicants
  • Identify a minimum of 3 practices to advance CLAS Standards in recruitment
  • Identify at least 2 common pitfalls to avoid when trying to diversify the workplace
  • Identify at least 3 forms of data to use for the CLAS Self Assessment to identify racial equity strengths and gaps
  • Develop a CLAS workplan with a minimum of 2 goals and 6 objectives to advance racial equity in employment practices


Additional training opportunities:
For participants interested in practices to increase racial equity for clients, Human In Common recommends the following trainings hosted by AdCare and sponsored by the DPH Bureau of Substance Addiction Services:

  1. Applying CLAS Standards to Advance Racial Equity in Client Services
    Click here for more information
  2. Implementing a CLAS Self-Assessment and Workplan to Increase Racial Equity in Client Services
    Click here for more information
Led By
MA Department of Public Health, Bureau of Substance Addiction Services, Human in Common, & AdCare Educational Institute, Inc.
Event Type