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1. Copyright © 2014 by The University of Kansas
Building Culturally Competent
Organizations

2. Copyright © 2014 by The University of Kansas
What is culture?
• The shared traditions, beliefs, customs, history,
folklore, and institutions of a group of people.
• Cultural knowledge- Knowing about a culture
• Cultural awareness- Understanding other groups
• Cultural sensitivity- Knowing differences exist, but
not assigning values
• Cultural competence- Includes previous stages;
adds operational effectiveness

3. Copyright © 2014 by The University of Kansas
What are the types of diversity in an
organization?
• Ethnicity
• Gender
• Sexual orientation
• Social class
• Spiritual beliefs and practice
• Physical and mental ability

4. Copyright © 2014 by The University of Kansas
Why is it important to be culturally
competent?
• Increased respect
• Increased creativity
• Decreased unwanted surprises
• Increased participation from cultural groups
• Increased trust and cooperation
• Overcome fear of mistakes and conflict
• Promotes inclusion and equality

5. Copyright © 2014 by The University of Kansas
When to become culturally
competent:
• An organization needs to be culturally competent when
there is:
• A problem or crisis
• A shared vision
• And a desired outcome
• An organization is ready when:
• Groups are identified
• Needs are identified
• Knows previous experiences
• Are open to learning and adapting

6. Copyright © 2014 by The University of Kansas
Action Steps for achieving cultural
competence:
• Develop support for change
• Identify groups to be involved
• Identify barriers
• Assess current level of cultural competence
• Identify resources needed
• Develop goals, implementation steps and
deadlines
• Commit to an ongoing evaluation
process

7. Copyright © 2014 by The University of Kansas
How to begin building a multicultural
organization:
• Form a committee
• Write a mission statement
• Research past experience; develop partnerships
• Use free resources
• Assess current cultural competence
• Ask about staff development needs
• Assign part of budget for staff/cultural development
• Include cultural competence in job description
• Ensure facility is accessible and respectful
• Collect resource materials

8. Copyright © 2014 by The University of Kansas
How to manage the dynamics:
• Establish a vision and context
• Recruit and outreach to community
• Sponsor diversity training
• Have organizational structure and operating procedures
• Use comfortable and respectful communication
• Understand "different, but similar"
• Maintain the commitment
• Provide strong leadership
• Provide activities