Cultural competency in the workplace, jocelyn boudreau, texas hiv std conference


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Discussion of the changing dynamics in the workplace as impacted by culture

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Cultural competency in the workplace, jocelyn boudreau, texas hiv std conference

  1. 1. Cultural Competency in the Workplace Jocelyn J Boudreau LCSW, LCDC 17 th Texas HIV/STD Conference
  2. 2. For the first time in history, 4 generations are working together in the same job market – sometimes in the same work place. 1982-2001 1965-1981
  3. 3. Each generation is shaped by specific external events… Events Economy Culture
  4. 4. Valuing Diversity <ul><li>Job seekers value diversity </li></ul><ul><li>90% of job seekers think diversity programs make a company a better place to work </li></ul><ul><ul><ul><ul><ul><li>Survey commissioned by The New York Times </li></ul></ul></ul></ul></ul>
  5. 5. When considering cultural differences, certain generalizations are utilized. Not everyone in a specific generation will exhibit all of these characteristics, but most will exhibit some of these traits .
  6. 6. Who Am I… <ul><li>How we see ourselves as unique individuals defines, in part, our identity. </li></ul><ul><li>Identity also comes in large part from membership in different groups </li></ul>
  7. 7. Dimensions of Diversity Person Race Physical Ability Sexual Orientation Ethnicity Gender Age Primary Dimensions Secondary Dimensions Education Marital Status Parental Status Work Background Income Geographic Location Military Experience Religious Beliefs Primary Dimensions Inborn difference - Have an impact throughout one’s life Secondary Dimensions Acquired or changed throughout one’s lifetime Have less impact – still impact self definition
  8. 8. The Changing Workplace Changing Composition of Workforce There are more women, people of color, and immigrants seeking opportunities The Economy Competition is intense
  9. 9. GI & Silent Generation (1901-1945) <ul><ul><li>Outlook: practical. </li></ul></ul><ul><ul><li>Work ethic: dedicated. </li></ul></ul><ul><ul><li>View of authority: respectful. </li></ul></ul><ul><ul><li>Leadership by hierarchy. </li></ul></ul><ul><ul><li>Relationships: personal sacrifice. </li></ul></ul><ul><ul><li>Perspective: civic. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>Approximately 10% of workforce The Multi-Generational Workforce
  10. 10. Messages that Shaped Them  <ul><ul><li>Make do or do without. </li></ul></ul><ul><ul><li>Stay in line. </li></ul></ul><ul><ul><li>Sacrifice. </li></ul></ul><ul><ul><li>Be heroic. </li></ul></ul><ul><ul><li>Consider the common good. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>
  11. 11. <ul><ul><li>Outlook: optimistic. </li></ul></ul><ul><ul><li>Work ethic: driven. </li></ul></ul><ul><ul><li>View of authority: love/hate. </li></ul></ul><ul><ul><li>Leadership by consensus. </li></ul></ul><ul><ul><li>Relationships: personal gratification. </li></ul></ul><ul><ul><li>Perspective: team. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>Baby Boom (1946 – 1964) Approximately 45% of workforce
  12. 12. Messages that Shaped Them  <ul><ul><li>Be anything you want to be. </li></ul></ul><ul><ul><li>Change the world. </li></ul></ul><ul><ul><li>Work well with others. </li></ul></ul><ul><ul><li>Live up to expectations. </li></ul></ul><ul><ul><li>Duck and cover. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>
  13. 13. Generation X (1965 – 1981) <ul><li>Generation X (1965-1985): </li></ul><ul><ul><li>Outlook: skeptical. </li></ul></ul><ul><ul><li>Work ethic: balanced. </li></ul></ul><ul><ul><li>View of authority: unimpressed. </li></ul></ul><ul><ul><li>Leadership by competence. </li></ul></ul><ul><ul><li>Relationships: reluctant to commit. </li></ul></ul><ul><ul><li>Perspective: self. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>Approximately 45% of workforce The Multi-Generational Workforce
  14. 14. Messages that Shaped Them  <ul><ul><li>Don’t count on it. </li></ul></ul><ul><ul><li>Remember--heroes…aren’t. </li></ul></ul><ul><ul><li>Get real. </li></ul></ul><ul><ul><li>Survive—staying alive. </li></ul></ul><ul><ul><li>Ask why. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>
  15. 15. The Multi-Generational Workforce <ul><ul><li>Work ethic: ambitious. </li></ul></ul><ul><ul><li>View of authority: relaxed, polite. </li></ul></ul><ul><ul><li>Leadership by achievers. </li></ul></ul><ul><ul><li>Relationships: loyal. </li></ul></ul><ul><ul><li>Perspective: civic. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>Generation Y/Millennials (1982-2001) Now Emerging into the Workforce
  16. 16. Messages that Shape Them  <ul><ul><li>Be smart—you are special. </li></ul></ul><ul><ul><li>Leave no one behind. </li></ul></ul><ul><ul><li>Connect 24/7. </li></ul></ul><ul><ul><li>Achieve now! </li></ul></ul><ul><ul><li>Serve your community. </li></ul></ul><ul><ul><li>Raines, C. (2003). Connecting Generations . Menlo Park, CA.: Crisp Publications.  </li></ul></ul>
  17. 17. Cultural Competency Requires &quot;Competency&quot;. Cultural competency requires people to overcome fear and discomfort and become fluent in four areas
  18. 18. Understanding <ul><li>Awareness and comprehension of how and why people may see the same situation differently </li></ul><ul><li>Empathy- the ability to make connections with others on an emotional level and put ourselves in other people's shoes. </li></ul>
  19. 19. Knowledge <ul><li>Factual information that supplants stereotypes and generalizations about people from diverse backgrounds and cultures. The more accurate information we have about others, the more likely it is we will develop appropriate opinions, feelings, and behaviors. </li></ul>
  20. 20. Acceptance <ul><li>Tolerance and respect that allows others the same freedom of behavior and style that we expect for ourselves. Ultimate respect sees value in having people contribute from the perspective of their background and culture. When our views of other people are not blemished or tarnished by negative cultural or racial characterizations, respect creates change through trust. </li></ul>
  21. 21. Behavior <ul><li>Ability to interact effectively with others different from ourselves. Ultimately, cultural competence is expressed through words and actions, one person to another. </li></ul>
  22. 22. The Challenge? <ul><li>Come out of our comfort zone </li></ul><ul><ul><li>Might be tedious </li></ul></ul><ul><ul><li>Might be embarrassing </li></ul></ul><ul><li>Learn a new way of communicating </li></ul><ul><li>Face realizations about current attitudes </li></ul><ul><li>Form a new awareness of self </li></ul>
  23. 23. Shifting Our Perception  The Golden Rule :  Do unto others as you would have them do unto you.  (assumes similarities)  Titanium Rule :  Do unto others, keeping their preferences in mind.  (accepts diversity)  Raines, 2003, pg. 34.
  24. 24. Strategies for Connection <ul><li>Initiate conversations about culture. </li></ul><ul><li>Ask about needs and preferences. </li></ul><ul><li>Offer options. </li></ul><ul><li>Personalize your style. (Use Titanium Rule.) </li></ul><ul><li>Build on strengths. </li></ul><ul><li>Pursue different perspectives. </li></ul><ul><li>  </li></ul>
  25. 25. The Big Payoff! An Expansion of BELIEFS - ATTITUDES <ul><li>We create awareness of differences </li></ul><ul><li>We become sensitive to our own heritage, and value and respect differences </li></ul><ul><li>We become comfortable with differences </li></ul><ul><li>We promote mutual respect </li></ul><ul><li>We stimulate strategic and critical thinking </li></ul>
  26. 26. An Expansion of KNOWLEDGE <ul><li>We understand the way culture influences our perception </li></ul><ul><li>We acquire specific knowledge & information about the individuals with whom we work </li></ul>
  27. 27. An Expansion of SKILLS <ul><li>We are able to appropriately generate a wider variety of verbal and non-verbal responses when dealing with differences </li></ul><ul><li>We are able to receive messages accurately </li></ul>
  28. 28. <ul><li>QUESTIONS </li></ul>
  29. 29. Resources <ul><li>Lancaster, L., & Stillman, D. (2002). When generations collide: Who they are. Why they clash. How to solve the generational puzzle at work. HarperCollins Publishers, Inc. ISBN: 0-06-662106-2. </li></ul><ul><li>Raines, Claire. (2003). Connecting Generations: The sourcebook for a new workplace. Crisp Publications, Inc. Menlo Park, California. ISBN: 1-56052-693-9. </li></ul><ul><li>Raines, Claire. (1997). Beyond Generation X: A practical guide for managers. Crisp Publications, Inc., Menlo Park, California. ISBN: 1-56052-448-9. </li></ul>