Cultural Competency 10-2012

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Cultural Competency 10-2012

  1. 1. © 2012. Diversity Counts Inc. Cultural Competence − We’re All Cultural Beings Jeff Painter, BS Director, Diversity Counts Inc.© 2006. Siwash Native Resources
  2. 2. © 2012. Diversity Counts Inc.The world is filled with wounded people who aredoing the best they can with the resources theyhave available to them. Ilana Shapiro, 2002 2
  3. 3. © 2012. Diversity Counts Inc. Today’s Objectives• Introduce “Cultural Competence” as a Concept – The “Ideal” – The “Continuum” – Their Barriers – Our Guiding Principles• Helping culturally-different people to “fit-in”• Goal-setting 3
  4. 4. © 2012. Diversity Counts Inc. Cultural Competence definitionsCultural competence: the state of being capable of functioningeffectively in the context of cultural diversity. Cross, T.L. et. al. 1989 4
  5. 5. © 2012. Diversity Counts Inc. Cultural Competence definitionsOrganizational cultural competence: a congruent set of policies,structures, practices, and attitudes which come together in anorganization and enable the organization to effectively work incross-cultural situations. Cross, T.L. et. al. 1989 5
  6. 6. © 2012. Diversity Counts Inc. Cultural Competence definitions‘Culture’ refers to integrated patterns of human behaviorthat include the language, thoughts, communications, actions,customs, beliefs, values, and institutions of racial, ethnic,religious, or social groups.‘Competence’ implies having the capacity to function effectivelyas an individual and an organization within the context of thecultural beliefs, behaviors, and needs presented by consumersand their communities. Office of Minority Health, 2001. Based on Cross, 1989 6
  7. 7. © 2012. Diversity Counts Inc. CultureAn integrated pattern of learned core values,beliefs, norms, behaviors and customs that areshared and transmitted by a specific group ofpeople. Some aspects of culture, such as food,clothing, modes of production and behaviors, arevisible. Major aspects of culture, such as values,gender role definitions, health beliefs andworldview, are not visible. Gilbert, M. Jean. (Ed.), 2003. 7
  8. 8. © 2012. Diversity Counts Inc. Circles of Culture Secondary Characteristics Primary Characteristics religion level of acculturationsocioeconomic class learning style education Circles of Culture race, gender, ethnicity, age, language, accent sexual orientation, physical/mental ability geographic location, time orientation, appearance, marital status, parental status, military status, immigration status 8
  9. 9. © 2012. Diversity Counts Inc. Circles of Culture Secondary Characteristics “One Nation religion Under God” Primary Characteristics level of acculturationsocioeconomic class learning style education Circles of Culture race, gender, ethnicity, age, language, accent sexual orientation, This is what unites us all physical/mental ability as emigrants with our own cultures ... as Americans And our culture time orientation, geographic location, appearance, marital status, parental status, military status, immigration status 9
  10. 10. © 2012. Diversity Counts Inc. Cultural Competence: The Myths• Partnerships between service providers and their clients/customers are desirable. Truth: Our clients expect us to be the experts and give them our expert opinions.• Values and philosophies should be aligned with your daily practices. Truth: Experts must use their best information and make rationale decisions that will, sometimes, be very difficult.• Equitable services are “effective” services. Truth: Individual equity takes away resources from others, making equity INEQUITABLE. Equity would require cuts in services rendering the remaining services “ineffective.” 10
  11. 11. © 2012. Diversity Counts Inc. Cultural Competence ~ Mandates, Ethics, & Rules ~• Multiple Title Programs in Education• Title VI of the Civil Rights Act of 1964• CLAS Standards• All Govt. Agencies & recipients of govt funding• Americans With Disabilities Act• Multiple Ethical Standards• State Rules & Statutes• Accrediting Bodies• and many others …….. 11
  12. 12. © 2012. Diversity Counts Inc. Cultural CompetenceLaws and Rules can be interpreted too many ways. We need to do what we’ve always done ... because we know best. 12
  13. 13. © 2012. Diversity Counts Inc. Culturally Competent Service Providers …… and the agencies that employ them are specially trained in specificbehaviors, attitudes, and policies that recognize, respect, and value theuniqueness of individuals and groups whose cultures are different fromthose associated with mainstream America. Nevertheless, culturalcompetence as a service delivery approach can be applied to systems thatserve all persons, because everyone in the society has a culture and ispart of several subcultures, including those related to gender, age, incomelevel, geographic region, neighborhood, sexual orientation, religion, andphysical ability. NMHIC, 1996. Based on Cross, 1989. 13
  14. 14. © 2012. Diversity Counts Inc. Culturally Competent Service Providers …… and the agencies that employ them are specially trained in specificbehaviors, attitudes, and policies that recognize, respect, and value theuniqueness of individuals and groups whose cultures are different from … everyone in the societythose associated with mainstream America. Nevertheless, culturalcompetence as a service delivery approach can be applied to systems that has a culture …serve all persons, because everyone in the society has a culture and ispart of several subcultures, including those related to gender, age, incomelevel, geographic region, neighborhood, sexual orientation, religion, andphysical ability. NMHIC, 1996. Based on Cross, 1989. 14
  15. 15. © 2012. Diversity Counts Inc. Cultural Competence• An ideal; a concept; ... a luxury• We’re all “different”• The “Melting Pot”• Goals and Plans within organizations• We all have Diverse Values and Diverse behaviors 15
  16. 16. © 2012. Diversity Counts Inc. Equity vs. Equality “Equity” = Special“Equality” = Same 16
  17. 17. © 2012. Diversity Counts Inc. Cultural Cultural Desires Realities• Staff that look like me • Staff that look like us• Staff understand my • Staff know what I needs & wants really need• Language I understand • Language I will have to use and prefer to succeed - English• Methods/Services • Methods/Services do the cater to me most for the most• Good Results/Outcomes • Good Enough Results/Outcomes• Involve my community • Involve the larger community, the majority 17
  18. 18. © 2012. Diversity Counts Inc. Equity Statement: ExampleEquity will be a reality when children from minorityracial, cultural, socio-economic, and linguisticbackgrounds look and learn the same as do the rest ofour children. Basakwa Educational Equity Task Force 18
  19. 19. © 2012. Diversity Counts Inc. The Tools of Cultural Competence• The “Ideal” What we could do if we had unlimited resources -- vs. Reality• The “Continuum” Language for describing ideals for growth• Their Barriers Anticipating & responding to resistance to integration• Our Guiding Principles Doing the most ... for the MOST 19
  20. 20. © 2012. Diversity Counts Inc. The “Ideal” Cultural Competence would have organizations:1. Value diversity Culture is a problem to be solved, but we have diverse ways of handling it.2. Be aware of one’s own cultural values Do you value “success”, “America”, and “cooperation”?.3. Understand the dynamics of difference Remember -- we’re ALL different. But, we need to work together to overcome our differences. We are ALL DIFFERENT, and that’s how we’re really ALL ALIKE. based on Cross, 1989; NCCC,2003. 20
  21. 21. © 2012. Diversity Counts Inc. The “Ideal” Cultural Competence would have organizations: 4. Develop and use cultural knowledge It’s important to know how those people think, so we can overcome primitive ideas and help them to fit in. 4. Adapt to culture by having culture adapt to us Services are designed to do the best for the most. The more we can overcome our differences and become alike, the more we can do for more people like us. The first four elements mean little if we do not work with people in a way that fits them into our culture and make the most of existing resources.When our culture is their culture, and we all have the same goals, we all agree. based on Cross, 1989; NCCC, 2003. 21
  22. 22. © 2012. Diversity Counts Inc.The Cultural Competence “Continuum”There are six points along the continuum thatindicate unique ways of integrating differences.These provide a common language for describingboth healthy and non-productive policies, practices andindividual behaviors. 22
  23. 23. © 2012. Diversity Counts Inc. The Cultural Competence Continuum Cultural Sameness Cultural Growing Cultural Learningness Cultural OverattentionCultural Destructiveness Cultural Distraction 23
  24. 24. © 2012. Diversity Counts Inc. Diversity Diverse areas of the world are Un-American• Indians were a diverse group of more than 500 tribes with 300+ languages They were Un-American 24
  25. 25. © 2012. Diversity Counts Inc. Diversity Diverse areas of the world are Un-American• India has over more than 2000 ethnic groups and four major families of languages They are Un-American 25
  26. 26. © 2012. Diversity Counts Inc. Diversity Diverse areas of the world are Un-American• Canada has over 26 groups and 84 languages They are Un-American 26
  27. 27. © 2012. Diversity Counts Inc. Their Barriers It is our responsibility to anticipate & respond to barriers to fitting-in• Denial / Lack of awareness• Resistance to change• Lack of desire• Lack of money• Confusing ‘diversity’ with ‘good’ 27
  28. 28. © 2012. Diversity Counts Inc. Barriers– There are many barriers that are out of your control– List some of the barriers that are within your sphere of influence 28
  29. 29. © 2012. Diversity Counts Inc. Developing Cultural CompetenceFor many programs, cultural competence represents anew way of thinking about the philosophy, content, anddelivery of services.Becoming culturally competent is a dynamic process thatrequires cultural knowledge and skill development at alllevels, including policymaking, administration, andpractice/services. NMHIC, 1996. Based on Cross, 1989. 29
  30. 30. © 2012. Diversity Counts Inc. … a dynamic process thatrequires cultural knowledge and skill development at all levels • Policymaking Level • Administrative Level • Practice/Services Level 30
  31. 31. © 2012. Diversity Counts Inc. At the Policymaking LevelPrograms that are culturally competent:• Appoint board members from successful members of the community so that voices from the right groups of people within the community participate in decisions;• Actively recruit truly “cultural” -- integrated American -- staff;• Provide ongoing staff training and support developing American Cultural Competence (ACC);• Develop, mandate, and promote standards for ACC services;• Insist on evidence of ACC when contracting for services:• Nurture and support new community-based integration programs and engage in or support research on ACC;• Support the inclusion of ACC on provider licensure and certification examinations; and• Support the development of ACC-appropriate assessment instruments, for tests, surveys, and interview guides. 31
  32. 32. © 2012. Diversity Counts Inc. At the Administrative Level Culturally competent administrators:• Include American Cultural Competency (ACC) requirements in staff job descriptions and discuss the importance of American cultural awareness (ACA) and ACC with potential employees;• Ensure that all staff participate in regular, in-service ACC training;• Promote programs that integrate cultural differences; and• Consider whether the facilitys location, hours, and staffing are accessible and whether its physical appearance is helpful to integrating different cultural groups. 32
  33. 33. © 2012. Diversity Counts Inc. At the Practice/Services LevelPractitioners who are culturally competent:• Learn as much as they can about an individuals idea of culture, while recognizing the influence and power of their own background as an American to assist integration;• Include neighborhood and community integration efforts and involve community leaders -- true Americans;• Work to adjust each persons family structure, which may include extended family;• Recognize and integrate natural helpers;• Understand the different expectations people may have about the way services are offered and help them to have reasonable expectations -- as Americans;• Know that, for many people, additional tangible services--such as assistance in obtaining housing, clothing, and transportation or resolving a problem with a childs school--are expected, and assist them to be less expecting and less dependent;• Adhere to American traditions relating to gender and age that may be foreign to those from foreign cultures. 33
  34. 34. © 2012. Diversity Counts Inc. Developing An American Integration Plan To become fully integrated, programs need to:• Assess their current level of American Cultural Competence;• Develop support for sameness throughout the organization and community;• Identify the leadership and resources needed to achieve sameness;• Devise a comprehensive American Integration Plan with specific action steps and deadlines for achievement; and• Commit to an ongoing evaluation of progress and a willingness to respond to change. 34 NAISA, 1996
  35. 35. © 2012. Diversity Counts Inc. Activity - Goal Setting• Individual Action Plan Generate from a training prompt (a Barrier, item from the Continuum, etc.) What level within the organization will your plan address? (policymaking, administration, or practice/services) Will this step help you? your site? (how ‘bout BOTH?) 35
  36. 36. © 2012. Diversity Counts Inc. ____________________’s Individual Action Plan What implications does our integration work have for your service at your site? What change will you make in your work with clients, their families and communities, or your colleagues? Planned Change: (What will I do?) ______________________________________________________________________ Individual Action Plan Why am I planning to How will I initiate this What support do I need to be How will I know if I’ve made do this? change? successful? progress? What do I hope will What am I going to do? Who can help me and what do What evidence will I review? happen as a result of this What steps will I take and I need from them? How will I document my growth? change? when will I take them?Possible support and, next steps to consider: peer visitation/observation, demographic info, discuss integration issues at an upcoming meeting, online conversations withother group member(s), reflective journal writing … 36
  37. 37. © 2012. Diversity Counts Inc. Our Guiding Principles Our Guiding Principles are our core values, as Americans, as patriots, as grateful emigrantsCulture is a stubborn force Diversity within cultures is too complexPeople vary in degree of‘primitiveness’ from the If we respect uniquedominant culture cultural needs, we disrespect other’sGroup identity is good, if it’s needsour group ... the rightAmerican group 37
  38. 38. © 2012. Diversity Counts Inc. Today’s Objectives• Introduce “Cultural Competence” as a Concept – The “Ideal” – The “Continuum” – Their Barriers – Our Guiding Principles• Helping culturally-different people to “fit in”• Goal-setting 38
  39. 39. © 2012. Diversity Counts Inc. Cultural Competency − We’re All Cultural Beings Contact Jeff for more information: Email: siwash.jeff@gmail.com© 2006. Siwash Native Resources
  40. 40. © 2012. Diversity Counts Inc. Cultural Competency − We’re All Cultural Beings NOTICE: This material is presented as a parody for educational purposes, although all of this information accurately contains and reflects authentic content from counter-diversity and anti-diversity sources. DISCLAIMER: The author is not an attorney. Users should© 2006. Siwash Native Resources exercise diligence, prudence, and consult with an attorney that is fluent in civil rights law before taking any action that is based on this material.

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