Lessons Learned Our Journey on the Continuum of Building an Inclusive Community and Workplace

Transcription

1 Lessons Learned Our Journey on the Continuum of Building an Inclusive Community and Workplace A Guide for Embarking on Diversity and Inclusion Work Prepared by: Brandy Robinson, Diversity Coordinator Jennifer Moore, Manager Human Resources and Organizational Development Dufferin Child and Family Services September, 2011 Special Thanks to the Ontario Trillium Foundation for Providing Financial Support and Making This Important Initiative Possible 1

2 TableofContents PartA:Introduction DufferinChildandFamilyServices DufferinCounty PurposeandIntendedConsequencesofBuildingandInclusiveWorkplaceandCommunity PurposeofThisReport PartB:ContinuumofDevelopment Community PartC:ContinuumofDevelopment Agency FutureIntentions AppendixA:CommunityContinuumChart AppendixB:AgencyContinuumChart 2

3 DufferinChildandFamilyServices DufferinChildandFamilyServices(DCAFS)isamulti serviceagencyprovidingdevelopmental Support(DSS),Children smentalhealth(cmh)andchildprotectionservices(cps).ourdss teamprovidesthefollowingservices:servicecoordinationforadultsandyouthdiagnosedwith adevelopmentaldelay;medicallyfragiletechnologicallydependentrespiteprogramforyouth upto18yearswhorequireconsistentmedicalintervention;complexspecialneedsprogram foryouthupto18yearswhopresentwithsignificantchallengesinadditiontoacognitivedelay; EarlyChildhoodDevelopmentalProgramforchildrenupto6yearswhoeitherarediagnosed withoratriskofbeingdiagnosedwithadevelopmentalchallenge;aswellasbeingpartnersin RespiteServices.comandSpecialServicesatHome.OurCMHteamprovidesthefollowing services:childandfamilycounseling,forthoseyouthupto18andtheirfamilieswhoare impactedbyadisruptionintheirfamilyfunctioning;intensivechildandfamilycounseling,for thosefamiliespresentingwithmorecomplexneeds;crisisandassessment,foryouthupto18 whoareatimmediateriskofharmingthemselvesorothers;0 6IntensiveInterventionfor infantsandchildrenwhoaredemonstratingpossiblesymptomsofmentalhealthissues;sexual AssaultTreatment,foryouthupto18whohaveexperiencedsexualassault;andHeadwaters FamilyVisitCentre,asupervisedaccessandexchangeprogramfornon custodialparents.our CPSTeamprovidesallservicesasmandatedthroughtheChildandFamilyServicesAct. ThemajorityofourfundingisthroughtheMinistryofChildandYouthServices,withother fundingreceivedthroughtheministryofcommunityandsocialservices,ministryofthe AttorneyGeneralandtheMinistryofHealth.Weutilizegrantopportunitiesforspecialprojects andadditionalagencyorclientneedswhicharenotallottedforunderourregularfunding.we alsofundraisethroughthedufferinchildren sfundfordirectclientneeds. Ourintegratedapproachsimplifiesserviceaccessforthecommunitythroughacentralintake processandfacilitatesstrengthenedservicecoordination.westrivetoprovideaseamless continuumofcareforfamilies,youthandchildrenindufferincountyfromourwelcoming office. Wemodelourvisionofintegratedservicebyworkingcollaborativelywithourcommunity partnersandseekingfeedbackfromourclients,staffandthepublic.weengageour communityalongwiththefamiliesandchildrenweserveinachievingourmission tobea partner,resourceandleaderinsupportingandbuildingonthestrengthsofchildren,adultsand familiesinourcommunity.ourvisionistocreatestrongandresilientchildren,adultsand familiessupportedwithinasafeandwelcomingcommunity. 3

4 We have just under 80 permanent positions across the agency, and employ an additional 10 staff on average for casual positions. Our employees hold various level of education, the majority of which are in the social work field. While many of our employees have studied diversity through the course of their education, our knowledge and self reflection of diversity issues as a collective was not something we had consciously examined. We knew that the agency component of this work needed to include everyone in the organization, regardless of position, education or experience with diversity in order to best ensure some philosophical shifts in thinking resulting in positive outcomes for our clients and organization. We knew that we wanted our Values (see chart below), updated during our initial grant period, to be reflected in our daily interactions with our clients, the public and one another. 4

5 DufferinCounty DufferinCountyislocatedinsouth centralontario,canada.orangeville,thecountyseat,is locatedabout75kmnorth westoftoronto.dufferincountyhasanareaof1,442km2 (557squaremiles)andapopulationof54,436(2006).Therearethreetowns:Mono, OrangevilleandShelburne,andfiveruraltownships:Amaranth,EastGarafraxa,EastLuther GrandValley,Melancthon,andMulmur.OverhalfoftheCounty'spopulationlivesin Orangeville.DufferinCountywasoneofthelastareasofsouthernOntariotobesettled. i Intermsofindustry,agricultureplaysasignificantrole.DufferinCountyisalsoknownasa bedroomcommunity inthatwehavemanyresidentswhocommutedailytoworkinthe GreaterTorontoArea. WhilethereisnotasignificantrangeofethnicandvisibleminoritydiversityevidentinDufferin Countyviathe2006Census ii,thereisasignificantrangeofeconomic,developmentalandsocial diversityasperthechildren sreportcard iii.individualswhoclassifythemselveswithina marginalizedgroupofsocietyhavenothadsignificantoptionsaroundformalizedsupportand advocacy,norhadtherebeenverymuchpublicawarenessregardingmarginalization, oppressionorbuildinganinclusivecommunity. PurposeandIntendedConsequencesofBuildinganInclusiveCommunityand Workplace Asaleadershipteaminourorganization,wehadbeengrapplingwithdiversity,inclusionand anti oppressionintermsofhowweformallybeginbuildingonourstrengthsinthoseareas.a wonderfulopportunitypresenteditselfwhenastaffmemberofours,mariannebreadner, requestedtodoastudentplacementforhermaster sofsocialwork.sheintendedtodoher thesisondiversityissues,andwantedtoaddressourorganizationalgapsinthisarea,aswellas buildsomecommunitystrengthandpartnerships.ms.breadnercompletedherpracticum reportingtoseniorleadership,andtheresultsofhereffortshaveledusdownthecontinuum wefindourselvesontoday.ms.breadner sthesis,whendiversityhastodealwithdistance: ExaminingDiversityAwarenessinRuralSocialWork,includedresearchonourownstaffgroup regardingtheirknowledgeandattitudepertainingtothreemarginalizedgroupsinour community Lesbian,Gay,Bi SexualandTransgenderedPeople;PeoplewithDisabilitiesand Racializedpeople.Welearnedfromherresearchthatwehadworktodointernallyinbuilding ourcapacityforoptimalclientservice.simultaneoustoherresearchstudy,ms.breadner beganconnectingwithothersocialserviceorganizationsindufferincountytoassesswhat diversityservicesexisted,alongwithdeterminingagency sinterestsinworkingtogethertohelp 5

6 addresssomegapsinourcommunity.thegroupthatcametogetherasaresultofherinitiative isnowknownasthedufferindiversitynetwork,whichwillbeexplainedindetailsubsequently. Thepracticumculminatedwithaverywellreceivedcommunityforumondiversity,wherebya dynamicpanelofpeoplepresentedtheirrespectivediversityinitiativesandawarenessmaterial wasmadeavailable.theotherresultwasthesuccessfulapplicationforourfirstontario TrilliumFoundationgrant,whichhasenabledustomoveforwardalongthiscontinuum. Ourintendedconsequencesinembarkingalongthisjourneyweretocontinuetoimproveour clientservices;enhanceorganizationaldevelopment;createawelcomingenvironmentto everyone;andengageourcommunitywithsomeawareness,educationandprovokingthought. Therearemanyreasonsforourapproachbeinginclusiveofourcommunitypartners.We recognizedtheimportanceofacollaborativeapproachandthefactthatweweren ttheexperts inhowtomoveforwardonthiscontinuum,wewantedtoencouragesomejointresponsibility forcommunityawareness,andsomeconsistencyinphilosophicalapproachestodealingwith peoplereceivingasocialservice.therewasalreadyakeeninterestexpressedbylocalagencies todosomeworkinthisarea,andmanyofourcommunitypartnershadalsobeguntheirown internalinitiatives. Wefullyanticipatedareasofresistanceandchallengefrommanydifferentavenues.Wewere awarethatwewouldbechallengingsomepeople sintrinsicbeliefs;needingtoencourage professionaldevelopmentversustraining;andwithinacommunitywheretherewasn t necessarilyasenseofurgencyorneedforchange,instigatechange. PurposeofThisReport Thepurposeofthisreportistoprovideagenciesandcommunitieswithinformationregarding theprocesswehavegonethrough,specificactivitieswehaveundertaken,thelessonswehave learnedasaresult,andtheoutcomeswehaveachieved.thisreportisnotintendedasexpert adviceonhowtogoaboutdoingworkindiversityorcommunitydevelopmentaswearenot experts.wehave,however,learnedsomevaluablelessonsbasedontrialsandtribulations; researchandexpertsinthefield;supportfromothersinvolvedinthistypeofwork;and significantinsightfromourstakeholders,allofwhichweareverypleasedtoshareinthis document. 6

7 ContinuumofDevelopment:Community Ourworkbeganin2007withastudentpracticumledgatheringofcommunityprofessionalsto discussdiversityinourcommunityandwhetherornottherewasaninterestinaddressing equityissues.fromthereourdufferindiversitynetworkwasformed.thenetworkcame togethertoplanforacommunityinformationsessionwhichincludedapanelofdiversity expertswhoeachpresentedinformationforconsiderationand/orexplainedwhattheyhave doneintheircommunity.fiftypeopleattendedthissessionwhichwewereverypleasedwith consideringthesizeofourcommunityandthefactthatthiswasafirstattemptatbringing diversityissuestotheforefront.attheendoftheplacement,weweresuccessfullyawardeda twoyeargrantfromtheontariotrilliumfoundationtocontinuewithourwork,witha significantportionofthatmoneybeingspentonacoordinatorforourdiversityefforts. Withacoordinatorinplace,weengagedinsomegroupactivitiestoensurewehadacommon understandingoflanguageandterms;andagreedupondefinitionsweredeveloped.wethen developedaframeworkforaction,basedonsixprioritiesthatwereidentifiedthroughagroup exercise.exercisesusedinthisandallprocessesreferredtointhissectionarespecifiedinthe attachedchart AppendixA. Aspartofourgoals,werecognizedtheimportanceofbuildingournetwork,andofournetwork beingclearonits purpose.assuch,wedeterminedmembership,developedamission statementandtermsofreference. Anothergoalidentifiedhadbeentocreateatoolkit.Wedevelopedthistoolkitintheformofa website, amountofworkandresearchaswewantedtoensuretheinformationwasaccurate,current andofvalue.thereisamultitudeofresourcesandinformationonthewebsite,andwehave continuedtoupdateitregularly.thewebsitealsocontainsinformationaboutthenetworkand its members. Furthertothis,wefeltitwasveryimportanttoengageourcommunity.Wewantedtobuild fromthemomentumofthepreviouscommunityinformationsessioninacreativemanner.we learnedabouttheconceptofahumanlibrary,whereinindividualswhoidentifythemselvesas marginalizedagreetobe livingbooks whocanbeloanedouttoindividualsfromthe communityforahalfhouratatimeforthepurposeofthepublicbeingabletofacetheirown biasesthroughindividualconversationwithsomeonetheywouldotherwisenotnecessarilytalk with.wefollowedtheconceptdevelopedindenmark.detailedinformationonthisconcept, its historyandhowtoplanforahumanlibrarycanbefoundatwww.humanlibrary.org.we ensuredthatwehadasafeenvironmentforboththe books andthelenders,andpartnered withalocallibrarytohosttheevent.wehavenowhadintotalthreehumanlibraryeventsfor 7

8 thepublic,andtwoaimedatyouth.thereisgrowingmomentuminthecommunityfor diversityandequityissuesasevidencedbythemultitudeofpeoplewhoshoweduptodoa flashmobsonginordertopromotetheeventatalocalmarket.theflashmobcanbeviewed at Werecognizedthatcontinuingeducationwasvital,andthattheformatforthiseducation neededtobeengaging,relevantandallowpeoplechoicetodeterminewhatwasimportantfor themtolearnanddevelop.assuchweplanned DiversityDevelopmentDays.Thiswasa seriesofthreedayswhereinwehadamultitudeofspeakersandactivities,andgavepeoplea choiceaboutwhattheywantedtoparticipatein,withtheparameterthattheyhadto participateinatleastthreeactivities.stafffromnetworkagencies,alongwithdcafsstafftook part.thefeedbackfromthiseventwasexcellent. Subsequenttoourinitialgrantperiod,weweresuccessfulingarneringasecondgrantfromthe OntarioTrilliumFoundation,foraoneyearperiod.Whilewecontinuedtobuildonthe frameworkdeveloped,wealsowantedtoinviteprivatebusinesstoparticipate,anddevelopa resourceforournetworkmemberstouseintrainingtheirownstaffwithrespecttodiversity. Inaddressingthebusinessperspectivefirst,ithasbeenthemostchallengingfactorwehave dealtwith.giventhedemographicsofourcommunity,andtheapparentlackofpressingneed forchange,ithasbeendifficulttocreateabusinesscasetoenticeprivateenterprise.wedid reachouttovariousbusinessgroupsandinvitethemtoparticipate,howeverourattemptsthus farhavenotbeensuccessful. Withrespecttothetrainingcomponent,wedecidedtouseaveryrelevanttopicwhichis impactingeveryone,andhopethatthiswillbeafurtherwaytoreachouttoprivatebusiness. WefocusedontheAccessibilityforOntarianswithDisabilitiesAct(AODA)standardswhichare comingintoeffectacrosstheprovince.weplannedaneventwherebyamorningsession informedparticipantsabouttheactitself,andgavetipsonhowtointeractwithpeoplewith disabilities,andtheafternoonsessionfeaturedtwopeoplewithdisabilitiesdiscussingthe barrierstheyfaceeverydayandthepersonalimpactofthislegislation.wecreateda presentationregardingthelegislationitself,whichwillbeavailabletoallnetworkmembers,but moreimportantly,wepartneredwithalocalcompany,headwatersmedia,tocreatea meaningfuldvdwithindividualinterviewsofourafternoonspeakerseditedwithportionsof theevent.thelearningfromthedvdgoesbeyondjustaodaandincludesthoughtandchange provokingideasregardingequityingeneral.thisdvdwillalsobeavailablefornetwork members.wewillofferthepresentationanddvdtolocalbusinessaswell,inhopesthatwith aspecificresourcesuchasthis,itmaycreateengagement. 8

9 Whathavewelearnedthroughournetwork;theprocesseswehaveengagedin;theexercises wehaveused;andtheeventswehaveheld?firstly,wehavelearnedthatthereisagreatdeal moreworktobedone!wehavebeguntoscratchthesurfaceofbringingawareness,education andadvocacytoourcommunity,butwecanbuildonoursuccessesthroughengagementwith marginalizedindividualsandfurthercommunitymomentumacrosssectors. Wehavelearnedthataninclusiveprocessfordecision makingandsharedresponsibilityisvital inthesuccessofanetwork.althoughindividualshavedifferentstylesofprocessing,anditcan befrustratingforsomepeopletobeinvolvedwithratherlengthyprocessesfordecision making,themosteffectiveplansanddecisionsaremadewhenallmindsaregiventhetimeto process,andallvoicesaregiventheopportunitytospeak. Wehavelearnedthatanetworkneedstoevolveinthedevelopmentofpriorities.Assuch,we connectedwithothercommunitymemberstobeinvolvedwiththehumanlibraryevents,such thatourhopeisothersinthecommunitywillnowtakeresponsibilityfortheeventandwecan focusonnewawarenessinitiatives. Someofourbestlearninghascomefromthesharingcomponentwhichisastandingagenda item.atthattimewereviewlocalpressrelatedtodiversityalongwithresourcesweareusing inourrespectiveagencies.thisleadstoin depthdiscussionanddevelopmentofselfawareness,whichiskeytothiswork. Wearecontinuingwithournetworkbeyondthisgrantperiod.Wehavedevelopedarotating chairmodel,andalreadydeterminedthenextstepsweplantotake(whichincludea communitysurveytohelpusclarifypriorities).thenetworkhasbeenveryvaluable,andthe sumofallmembers knowledgeandexperiencehasenrichedtheoutcomeswehaveachieved. ContinuumofDevelopment:Agency ThetimingofourinternalworkwasinconjunctionwiththetimingoftheDufferinDiversity Network.WedevelopedaDiversityCommitteewithrepresentationfromallstaffgroups, management,boardofdirectorsandvolunteers.webeganourinternalworkwithreviewing resourcesanddevelopingcommondefinitionsofterms.staffreadresourcesprovidedtothem, andreflectedonthoseresourcesinapersonaljournal.wealsoengagedinaconceptof courageousconversations,wherebymanagementencouragedfront linestafftomeetand discussvarioustopicsrelatedtodiversity,equityandinclusion. 9

10 Wethendevelopedfivekeyprioritiesalongwithdefinitions,actionsneeded, recommendations,anticipatedresistanceandoutcomes.presentationsweremadetoallstaff regardingthesepriorities,andsubcommitteesweredevelopedforeach.ourprioritieswereas follows:becominganally;ismeducation;inclusion;supportingyouthandcommunication. Thecourageousconversationconceptwewerehopingtocontinueusinginrelationto BecominganAlly,wasnotwellattended,sowechangedourtactic,andheldtheDiversity Developmentdaysreferredtointheabovesection.Thisprofessionaldevelopmentopportunity heldagreatdealoffocusonhowonecanbecomeanally.tofollowthissession,annebishop, authorof BecominganAlly isattendingdcafsinnovember2011topresentfurther informationtoourstaffaboutthistopic. Ismeducationinvolvedmonthlycampaigns,focusedonadifferent Ism,includingableism, heterosexism,ageism,ethnocentrismandmentalhealthstigma.awarenessinformation,selfquizzesandposterswerevisiblethroughoutthebuildingandconversationencouraged. Wecreatedasafespacescommitteetoaddresstheinclusionpriority.Thefocusofthis committeeistobringforwardinternalissueswheretherehasbeenconflictorperceived inequities;talkthesethroughandworktowardssolutionsorwaystobreakdownbarriers. Asameanstosupportouryouth,wehavehostedtwoHumanLibraryevents,inpartnership withlocalhighschools.theseeventshavebeenverywellattendedandreceived,and accordingtoschoolpersonnel,haveelicitedagreatdealofconversationandcriticalthinking amongstouryouth. Intermsofcommunication,wehavepublishedDiversityDatesinourinternalnewsletter,and encouragedtheuseofthetoolkitwebsitementionedabove,tobeusedasaresource.wehave alsotakentheapproachthatasteadyrainsoaks,andassuchcontinuallydriveourmessaging wherevertheopportunitypresents. Detailsaboutthespecificactivitiesundertakeninrelationtotheseprioritiesarefoundin AppendixB. Whathavewelearnedfromtheinternalinitiativeswehavetakensincetheinceptionofthe firstgrantperiod?wehavelearnedthatinordertoembarkondiversityworkinternally,all staffacrossalllevelsoftheagencyneedtobenotonlyinvolved,butopentochangeand questionsaboutcurrentprocess.wehavelearnedthatitischallengingtoprovideblanket educationalopportunitiesthataremeaningfultoavarietyofpeople,giveneachindividual s levelofself awareness,opennesstothetopicandeducationalbackground(weareasocial workdominatedworkforce).wewouldstronglyadvisethatwhenorganizinganydevelopment opportunitychoiceisaffordedtotheintendedaudience.itwasveryimportantforusto 10

11 purposefullyusethewordsprofessionaldevelopmentversustrainingwhenpromotingour events,asthereisadistinctdifferencebetweenthetwo.trainingshouldresultinmeasured changetoknowledge.developmentmaynotincludenewknowledgeoffacts,perse,but furtherself awarenessbasedoninformationpresentedthatwilldrivebehaviouralchange. Wehavelearnedthatdiversitycannotbeaspecialproject,isolatedfromorganizational development.whileitisatopicthatrequiresspecialattention wecouldnothavecompleted whatwedidwithoutacoordinatordevotedtothiswork thisworkneedstobeapproachedas acomponentofwhatmakesuporganizationalcultureasawhole.whileweworkedonthekey prioritiesidentifiedabove,wealsoembeddedequityandinclusionthroughouttheorganization inavarietyofways.wemadechangestoexistingpoliciesandcreatednewpoliciesinlinewith diversityandequity.weupdatedouragencyvalues,asweredisplayedearlierinthis document.ourvaluesarenowincorporatedintoourperformanceappraisalsystem,holding eachofusaccountabletotrulypracticingthevalueswemutuallydevisedaspartofhowwedo business.wecreatedananonymouselectronicsuggestionbox,easilyaccessiblebyallstaff. Thishasbeenamechanismthroughwhichstaffcanforwardideastheyarenotcomfortable doinginperson.ourpracticeistoforwardthesuggestionalongwithseniorleadership responsetoallstaff.thesuggestionboxhasbeencontroversialfromtimetotime,asnot everythingcomingforwardhasbeenasuggestion(therehavebeencomplaintsversus suggestions).thereisalsoaquestionwegrapplewithregularlyaroundwhetherornotthis actuallyopenscommunicationordrivesitfurtherundergroundgivenpeoplearenothaving conversationsabouttheirconcerns.despitesomeofthechallenges,benefitshavebeenthat issuesbeingdiscussedatthefrontlinelevelarenowmorelikelytobebroughttotheattention ofseniorleadershipandcanbeaddressed.wehopethatourresponseshavebeensuchto encourageandensurestafftheycancomeforwardandhavepersonalconversations,andnot usethesuggestionboxastheironlymeansofexpression.wehavebeguntotakeamore consistentapproachtoseekingfeedbackfromstaffontheirfeelingsofvalueandrespectwithin theorganization,andhowtheleadershipteamisdoingintermsofeffectiveness.eachfallwe havebeendoinga ClimateCheck,astaffsurveymeasuringvariousmetricsofemployee engagement.wehaverealizedanotherimportantcomponenttodiversityandequitywork internallyisdoingwhatwecanasemployerstoensureourworkplaceishealthy.assuch,we havepartneredwithemployeewellnesssolutionsnetworktocreateacomprehensivewellness programfeaturingawidevarietyofprogrammingaccessibletoallstaff.itisacombinationof allofthesethingsthathasmovedusthroughorganizationalchangetowardsamoreinclusive organization. Wedidfeelitwasimportanttomeasureoursuccess.Althoughtheinformationabovespeaks tospecificchangestheorganizationhasundergone,wealsowantedtomeasureanydegreeof changeamongststaff.weusedtheoriginalsurveydonethroughourstudentpracticumin 11

12 2007,andre distributeditforthepurposeofcomparativeanalysis.ourcontrolgrouphas changedtoasmalldegreegivenstaffturnoverandleaves;andgiventhesurveyisanonymous, wedonotknowifthesamepeopleresponded.therewasadecreaseinresponserateby15%. Thisdecreasewasnotsurprising,inthatatthetimeofthepre surveyasanorganizationwe werenotcommonlyusingsurveys,howevertheyarenowregularoccurrences,whichmayhave ledtosurveyfatigue.therewasanimprovementinourscoresregardingpeoplewith disabilities,andfillthisin. FutureIntentions TheDufferinDiversityNetworkiscontinuingtobeactiveandmeetregularly.Wehaveadopted arotatingchairmodelwhichelicitssharedresponsibility.wehavesomeonechairthemeeting, andanothermembertakeminutes.thememberwhotakestheminutes,isthechairatthe followingmeeting.atthisjuncturewehavedecidedtoundertakeasurveyinthecommunity andcollectdataonreportedratesofperceivedinequities,aswellascollectpersonalstories regardinginequityinourcommunitythatwecanusetoinformourcommunityabouttheneed forworkinthisarea.hopefullythiswillleadtogreaterprivateenterpriseinvolvementaswell. Withrespecttoourinternalorganizationalwork,wearehavingamanagementinformation sharingandbrainstormingsessiontohelpstructurethedirectionleadershipwouldliketotake. Weneedtoconsiderwhethertocontinueusingalargecommitteeformat,ortohavesmaller groupsworkingonspecificprojects,resemblingourcurrentsubcommitteeset up. Regardlessofthespecificsofourfuturework,wehavelearnedthatasanorganization,our culturehasshiftedtoapointwhereconsiderationtodiversityandequityisincludedinall decisionmakingprocessandisquiteembeddedinvirtuallyallaspectsofourorganizational development.thereisstillplentyofworkahead thelandscapeofaforwardthinking organizationshiftsandadjustsregularlybutwearenotviewingdiversityandinclusionasa specialproject,ratheravaluewithinourorganizationthatwewillcontinuallystrivetoimprove recensement/2006/dp pd/prof/92 591/details/page.cfm?B1=All&Code1=3522&Code2=35&Custom=&Data=Count&Geo1=CD&Geo2=PR&Lang=E&Sea rchpr=01&searchtext=dufferin&searchtype=begins 1 cards/

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