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Overview
Diversity at Cayman ABA is expressed through management's commitment to equality and the treatment of all individuals with respect.
Cayman ABA is committed to developing a rich culture, a diverse workforce and a healthy work environment in which every employee is treated fairly, is respected and has the opportunity to contribute to the success of the company, while having the opportunity to achieve their full potential as individuals.
Diversity at Cayman ABA refers to all the characteristics that make individuals different from each other. It includes characteristics or factors such as religion, race, ethnic origin, language, gender, sexual orientation, disability, age or any other potential factor of difference.
Cayman ABA understands that the wide range of experiences and perspectives resulting from such diversity promotes innovation and business success. Diversity management makes us creative, productive, responsive, competitive and creates value for our shareholders.
Scope
This policy applies to all current employees of Cayman ABA, including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants.
Commitment from Cayman ABA
We are opposed to all forms of unlawful and unfair discrimination. All employees, no matter whether they are part-time, full-time or temporary, will be treated fairly and with respect. When Cayman ABA selects candidates for employment, promotion, training or any other benefit, it will be on the basis of their aptitude and ability.
We are opposed to any form of illegal and unfair discrimination. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect.
When Cayman ABA will select candidates for employment, promotion, training or any other benefit, it will be on the basis of their skills, abilities and merit.
Cayman ABA is committed to:
Create an environment in which the individual differences and contributions of all team members are recognized and valued.
Create a working environment that promotes dignity and respect for every employee.
Attract and retain a skilled and diverse workforce that best represents the talent available in the communities in which our assets are located and our employees reside
Ensure appropriate selection criteria based on diverse skills, experience and perspectives is used when hiring new staff, including Board members. Job specifications, advertisements, application forms and contracts will not contain any direct or inferred discrimination.
Ensure that applicants and employees of all backgrounds are encouraged to apply for and have fair opportunity to be considered for all available roles.
Provide, to the greatest extent possible, universal access to safe, inclusive and accessible premises that allow everyone to participate and work to their full potential.
Comply with equal opportunity and anti-discrimination legislation
Not tolerate any form of intimidation, bullying, victimisation, vilification or harassment and to take disciplinary action against those who violate this policy.
Provide training, development and advancement opportunities for all staff based on merit.
Encourage anyone who feels they have been discriminated, to express their concerns so that we can take corrective action.
Encourage employees to treat everyone with dignity and respect.
Regularly review all our employment practices and procedures so that fairness is maintained at all times.
Ensure to the greatest extent possible that all panels that Cayman ABA organizes or participates on include representation of each gender.
Set measurable objectives for gender diversity which will be monitored and reviewed against the effectiveness of this policy and associated procedures.
Monitor and report annually on diversity and inclusion performance commitments.
Cayman ABA will inform all employees that an equality and diversity policy is in operation and that they are obligated to comply with its requirements and promote fairness in the workplace.
Cayman ABA’s equality and diversity policy is fully supported by senior management and its Directors. Our policy will be monitored and reviewed annually to ensure equality and diversity are continually promoted in the workplace.
Employer Responsibilities
All employees of Cayman ABA have a responsibility to treat others with dignity and respect at all times.
All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events.
All employees are also required to attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility.
Manager Responsibilities
Managers are responsible for understanding their role in promoting diversity, communicating and implementing policies and procedures effectively and working with staff to integrate the values of diversity into employment practices.
Build a workforce that is provided with opportunities to develop skill and experience for career advancement, learning and development.
Executive management will lead and approve policy review, revision as appropriate and monitoring of data collected.
Compliance, Training, Review & Breach
All directors, officers and employees are responsible for complying with the Company's diversity policy and for reporting violations or alleged violations in accordance with that policy.
Managers and staff will receive the resources, training and support necessary to implement this policy.
This policy will be reviewed on an ongoing basis to reflect changing legislation, demographics and organizational priorities.
Any breach of this diversity policy must be reported directly to the management team. Anyone who contravenes this diversity policy may be subject to disciplinary action, including dismissal.
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Description textPurpose
This policy affirms our organization’s commitment to ethical, high-quality, patient-centered care in the delivery of applied behavior analysis (ABA) services, regardless of funding source or stakeholder interest.
Policy Statement
Patient as Primary Beneficiary:
Our organization recognizes the patient as the primary beneficiary of all services provided, regardless of the source of funding or contractual arrangements. All treatment planning, implementation, and clinical decision-making processes are guided by the needs and interests of the individual receiving services.Resolution of Conflicts in Patient’s Best Interest:
In cases where competing interests arise among stakeholders—including, but not limited to, caregivers, funding agencies, and third-party payers—our policy is to resolve such conflicts in a manner that prioritizes the best interest of the patient. Clinical integrity and ethical standards will never be compromised in favor of administrative or financial pressures.
Organizational Practice and Clarification:
While we do not currently maintain a separate policy or statement explicitly identifying the patient as the “primary recipient” of services, our organization consistently makes decisions aligned with this principle in practice. Our clinical protocols, ethical guidelines, and staff training reflect this commitment to patient-centered care.
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Cayman ABA is committed to treating all people in a way that allows them to maintain their dignity and independence by providing safe, high quality client and family-centered care to the diverse communities we serve. Integral to this is the ability to communicate effectively with our clients and families, regardless of their language.
Cayman ABA knows that language barriers can have serious impacts on the clients and their families' experience. Clients with limited English proficiency may have trouble accessing care, struggle with client-provider communication and patient education, have lower client satisfaction, and sometimes face inequitable medical care.
Cayman ABA will take reasonable steps to ensure that persons with Limited English Proficiency (LEP) have meaningful access and an equal opportunity to participate in our services, activities, programs. The policy of Cayman ABA is to ensure meaningful communication with LEP clients and their authorized representatives involving their treatment. The policy also provides for communication of information contained in vital documents, including but not limited to, waivers of rights, consent to treatment forms, financial and insurance benefit forms, etc. All interpreters, translators and other aids needed to comply with this policy shall be provided without cost to the person being served, and clients and their families will be informed of the availability of such assistance free of charge.
Language assistance will be provided through use of competent bilingual staff, staff interpreters, or technology and telephonic interpretation services. All staff will be provided notice of this policy and procedure, and staff that may have direct contact with LEP individuals will be trained in effective communication techniques, including the effective use of an interpreter.
Translation Services
Cayman ABA provides our clients with information to access translation/interpretation services. Clients with LEP can request translation services, either verbally or in written form, by sending an email to info@caymanaba.com.
When translation services are requested, a member of our Clinical Operations team will provide the family with the following options for translation services:
Client’s Family/Friends as Interpreters:
It may be appropriate to ask family/friends to act as interpreters when soliciting only non-clinical information and the patient has given consent to do so. Cayman ABA staff are mindful that patients may be uncomfortable discussing their personal health information in front of family members, and there may be cultural sensitivities regarding how much information is communicated to a patient, all clinical interpretation must be through a professional interpreter.
Translation/interpretation services company on behalf of the Client:
Cayman ABA will reach out to the translation service requested by the family, and coordinate their attendance in meetings with the client or to review documentation and interpret on behalf of the client. This can be done remotely or in-person. In these circumstances and in accordance with Cayman ABA’s Privacy & Confidentiality Policy & Procedure, we have a responsibility to uphold client’s confidentiality whenever a translator/interpreter is used. Therefore, the client and interpreter will be asked to sign a Release of Information Form and Non-Disclosure Agreement.
If at any time, the parent/caregiver objects to allowing the use of a translator/interpreter for proficiency purposes, it will in no way jeopardize their relationship with Cayman ABA.