Cultural Competency.pptx
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Presentation on Cultural Competency for Lions Clubs made at ISAME Forum, Dhaka, Bangladesh
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Cultural Competency.pptx
- 1. http://www.free-powerpoint-templates-design.com nagaRAJU Cultural Competency: Membership Growth that Includes Everyone
- 2. Find someone exactly like you! nagaRAJU Likes same food Dislikes same food Wears similar clothes Speaks the same language Uses same body language Has the same daily routine
- 3. What is Cultural Competency? Membership Growth that includes multiple cultures nagaRAJU
- 4. 1. work ethically and effectively in intercultural settings. 2. handle a particular situation or task effectively 3. work with people from different cultural backgrounds 4. work with people from the same cultural background Cultural competency is the ability to nagaRAJU
- 5. Ability to understand and effectively engage with individuals and groups from different cultural backgrounds. Recognizing and respecting cultural differences, adapting to different contexts, practices and beliefs. nagaRAJU
- 6. Why Cultural Competency? Membership Growth that includes multiple cultures nagaRAJU
- 7. To work with culturally diverse members To ensure they feel welcome and valued To promote unity and a sense of belonging To avoid unintentional harm To promote our global reputation and reach nagaRAJU
- 8. Benefits of Cultural Competency Membership Growth that Includes Everyone nagaRAJU
- 9. Cultural differences are likely to separate us from each other. But, cultural competency brings about a collective strength that can benefit the entire humanity. nagaRAJU
- 10. Growth expands the pool of eligible members and increases the organization’s appeal. Collaboration breaks down barriers, minimizes misunderstanding and enhances harmony. Innovation Stimulates creativity, brings new perspectives, multiple points of view. nagaRAJU
- 11. Power of Cultural Competency: Drives Membership Growth and Inclusion nagaRAJU
- 12. How to achieve Cultural Competency? Membership Growth that Includes Everyone nagaRAJU
- 13. Strategies Develop guidelines & awareness Offer cross-cultural experience Bond with diverse populations Recruit to reflect diversity Create policies to support diversity Promote & assist competency nagaRAJU
- 14. Strategies – Role of Leadership Slido 1458307 nagaRAJU
- 15. Strategies – Role of Leadership Lead by example Provide resources foster collaboration Communicate importance Be accountable nagaRAJU
- 16. Challenges Prejudices and stereotypes Requires training Non-verbal variations Language barriers Resistance to change nagaRAJU
- 17. Conclusion Cultural competency is not only a way to achieve greater success, but also a moral and ethical imperative with an impact on society as a whole. nagaRAJU
- 18. THANK YOU www.slideshare.net/lionnagaraju/presentations https://youtube.com/c/NagarajuMnagaRAJU/videos Facebook: Malyala Nagaraju Send your comments to lionnagaraju@gmail.com 98664 11211
Editor's Notes
- In today's world, cultural competency is key to membership growth. We have always strived to make a positive impact on communities across the globe. In order to continue fulfilling our mission and addressing the pressing needs of society, it is crucial that we focus on diversity. Being able to understand, respect and appreciate cultural differences lays the foundation for success. In this presentation, we'll explore why cultural competency is important and offer effective strategies for developing it.
- It goes beyond mere tolerance. It is a celebration of inclusivity and diversity and fosters growth.
- It goes beyond mere tolerance. It is a celebration of inclusivity and diversity and fosters.
- It goes beyond mere tolerance. It is a celebration of inclusivity and diversity and fosters growth. The National Centre for Cultural Competence defines cultural competence as “the ability to participate ethically and effectively in personal and professional intercultural settings” 1. Option B is a general definition of competence. Otion C is a more specific definition of cultural competence. Option D is the opposite of cultural competence,.
- As Lions, we are united by our shared mission - to serve those in need and create a better future for all. However, in order to truly make a difference on a global scale, we must expand our membership base. The challenges facing our communities are vast and varied, and by growing in numbers, we can increase our collective impact. But growth should not be pursued solely for the sake of numbers; it should be driven by purpose and inclusivity. We need members who bring diverse perspectives, experiences, and cultural backgrounds to the table. This diversity will enable us to better understand the unique needs of different communities and tailor our services accordingly.
- Diversity is not just about representation; it is about fostering an environment where every voice is heard and valued. By embracing cultural competency within Lions Clubs International, we can ensure that everyone feels welcome and included. This means actively reaching out to underrepresented groups within our communities - individuals from different ethnicities, religions, genders, ages, abilities - so that their voices can contribute towards shaping our initiatives. Moreover, research has consistently shown that diverse teams are more innovative and effective in problem-solving. By embracing diversity within our membership base, we can tap into a wealth of knowledge and perspectives that will enable us to tackle complex challenges with greater success. instrumental in creating an inclusive and diverse membership base
- It allows organizations to tap into the collective wisdom and creativity of individuals from different cultural backgrounds, leading to innovative solutions and improved decision-making. By understanding different cultural norms, values, and communication styles, organizations can navigate intercultural interactions with sensitivity and respect. This reduces the potential for miscommunication and fosters harmonious relationships among members. When individuals from different cultural backgrounds feel welcomed, understood, and represented, they are more likely to join and actively participate in an organization.
- It allows organizations to tap into the collective wisdom and creativity of individuals from different cultural backgrounds, leading to innovative solutions and improved decision-making. By understanding different cultural norms, values, and communication styles, organizations can navigate intercultural interactions with sensitivity and respect. This reduces the potential for miscommunication and fosters harmonious relationships among members. When individuals from different cultural backgrounds feel welcomed, understood, and represented, they are more likely to join and actively participate in an organization.
- Ensure staff have the knowledge and skills to engage respectfully and effectively with individuals from diverse cultural backgrounds.
- Training and education programs that provide individuals with the knowledge, skills, and attitudes necessary for effective cross-cultural interactions. These programs should be designed to raise awareness about different cultures, challenge stereotypes, and provide practical strategies for building cultural competence.. Topics such as cultural awareness, cultural sensitivity, communication skills, and conflict resolution. Online courses or e-learning modules to provide comprehensive information about various cultures, including history, traditions, and values, quizzes and assessments. Facilitate cultural immersion experiences, such as study abroad programs or cultural exchanges to provide individuals with firsthand exposure to different cultures, allowing them to develop empathy, understanding, and appreciation for cultural diversity. Providing language support, offering scholarships or financial assistance, and accommodating different cultural practices and preferences.
- Leaders must set the tone and create a culture that values diversity, inclusivity, and cultural competency. Leaders should demonstrate cultural sensitivity and inclusivity in their own interactions and decision-making processes. This includes actively seeking diverse perspectives, addressing biases, and promoting equitable opportunities for all members. Leaders should allocate resources, such as time, funding, and personnel. This includes investing in training programs, cultural events, and diversity recruitment efforts. Leaders should encourage collaboration and teamwork by creating cross-functional teams, promoting mentorship relationships, and facilitating cultural exchange programs. Communicate the importance of cultural competency and its alignment with the organization's values and goals through internal communications, town hall meetings, and inclusion in strategic planning discussions. Set benchmarks and goals related to cultural diversity and regularly evaluate progress.
- Leaders must set the tone and create a culture that values diversity, inclusivity, and cultural competency. Leaders should demonstrate cultural sensitivity and inclusivity in their own interactions and decision-making processes. This includes actively seeking diverse perspectives, addressing biases, and promoting equitable opportunities for all members. Leaders should allocate resources, such as time, funding, and personnel. This includes investing in training programs, cultural events, and diversity recruitment efforts. Leaders should encourage collaboration and teamwork by creating cross-functional teams, promoting mentorship relationships, and facilitating cultural exchange programs. Communicate the importance of cultural competency and its alignment with the organization's values and goals through internal communications, town hall meetings, and inclusion in strategic planning discussions. Set benchmarks and goals related to cultural diversity and regularly evaluate progress.
- Fear of the unknown or a reluctance to challenge their own biases requires effective communication, education, and consistent leadership support. Lack of Resources including time, funding, and personnel. Organizations with limited resources may struggle to allocate sufficient support for such initiatives. Unconscious biases can manifest in subtle ways, such as assumptions, stereotypes, or microaggressions. Siloed approaches can hinder progress and limit the impact of cultural competency efforts. An ongoing process that requires continuous commitment sustainable in the long and evaluation.
- It is imperative that we prioritize both growth and diversity. By actively seeking out new members and embracing cultural competency, we can create an inclusive environment where everyone's contributions are valued. Let us come together and work towards membership growth that includes everyone, ensuring that our collective efforts leave a lasting legacy of positive change.
- Requires a concerted effort to create a culture that embraces diversity, fosters inclusion, and reaps the rewards of membership growth and engagement. As our world becomes increasingly diverse and interconnected, it is crucial for organizations to develop the skills, knowledge, and attitudes necessary to navigate cultural differences effectively. Benefits far outweigh the obstacles. Together, we can create an inclusive and diverse community that celebrates our differences and thrives on our shared values.