Community Vision

3.0

May 16, 2023

Recommend

CEO approval

Business outlook

Pros

The supported individuals Making a direct difference in someone’s life Providing care to people who have been abused or neglected and helping them heal Very progressive when it comes to disabilities $30 copay with Kaiser Some counseling through Canvas There’s some really amazing staff Flexibility in hours You can technically go to school and still work this job Some of the coordinators are absolutely amazing and are incredibly involved in the houses. A lot of them will go out of their way to make sure you’re supported, even working outside of their scheduled hours. A lot of them work unpaid overtime and are on call constantly. The trainer, Edwin, is awesome. He works direct care sometimes and has a very informed and compassionate view of what the job is like. You can go on some really awesome outings with your SI There’s a very good support system for the SIs It’s very easy to become a coordinator since they’re constantly leaving

Cons

Close to zero support from HR, several issues will arise in the houses and HR will be utterly incapable/unwilling to directly address it. They’re more concerned with not upsetting longterm employees than they are making sure the workplace is discrimination free. They will mislead you to think that they’ve addressed the problems but won’t actually talk to the person because they can’t “force someone to change their beliefs”. 90% of the people in the office have never worked direct support and thus have no idea the mental and physical strain it takes on a DSP. They prioritize their own comfort and wishes over what’s best for SIs and their DSPs. They can’t keep coordinators unless the person is willing to be exploited for less money than they could make doing overtime as a DSP, they’re overworked and underpaid, all of the good ones are gone in less than a year because of how much is expected of them. Coordinators don’t have any power to keep DSPs safe from discrimination from other staff or the SIs and HR refuses to address issues (leaving them wide open for workplace discrimination lawsuits). The pay isn’t very good unless you’re willing to drive upwards of 75+ miles a day (not getting paid for mileage or gas most of the time) or are willing to work significant overtime. CVI is incredibly regressive when it comes to social justice. While they’re great at being progressive about disability justice, there are very few protections against racism, sexism, sexual harassment, transphobia, xenophobia, or other isms. HR seems uncomfortable and incapable when it comes to directly addressing discrimination in the workplace and is more willing to allow issues to continue than to have hard conversations. This is part of why the longterm staff of CVI are often old, racist white women. CVI refuses to give anti-racist education because of the fear they’ll lose their staff that’s easiest to control and exploit, they’d rather lose amazing DSPs who are significantly better with the SIs and are trauma informed due to those staff being harassed at work.

Community Vision Response

This was a tough review to read, but certainly an honest perspective, which is all we can ask for--so thank you. Racism, sexism, homophobia, transphobia, ableism, ageism, and all other forms of discrimination are not tolerated here. That said, there isn't a workplace on earth who has figured out how to eradicate these completely, so they way we address the issues is what really matters. I hear you that you believe we don't do a good job with addressing these matters, and I'm not going to dispute that. It's messy and imperfect so there are times we will get it wrong and there will be times where we actually make progress. Your voice in the matter helps us get better, seriously! We believe it is important to bring these issues to light when and where they occur, provide clarity on what behavior is okay and what is not okay, and offer support where it may be needed in hopes that each employee will reflect on their poor choices and change their behavior. If after given the opportunity to learn and change, an employee chooses to continue the behavior, then they likely choose to no longer partner with CV. We reject the notion that older employees are the only people in need of re-education; we all need to learn, and process, and develop, and grow, and do better, all of the time. CV has many things in the works to address equity and inclusion and have been making changes to do better, but you're not wrong--we have a long way to go! Being that HR has been involved all along, this review is not exactly encrypted. I truly am sorry that you do not feel supported in this situation. I will highlight your review with our DEI Committee as it provides some context into the challenges we are working to address. We will also remain committed to addressing these issues, having hard conversations, and supporting an inclusive workplace. Lastly, we very much agree that Direct Support Professionals all over the country should make a living wage! We spend a considerable amount of time with State Legislators trying to convince them of this. Disability services providers all over the State are urging lawmakers to properly fund this system. If you notice, most providers doing this work are only able to pay between $18-$20 for a typical DSP role (those not having to drive excessive miles each day or agree to uncertain schedules). If you'd like to learn more about what we are doing to address many of the issues you've brought up (in a broader sense), we welcome further conversation. It's not easy to speak up like you've done, so we commend the courage and invite more open dialogue.

Alright pay, very fulfilling work, but close to 0 support from administrative staff - Direct Support Specialist Community Vision Employee Review

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