Cultural Diversity Training by OMH
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This document provides an overview of a cultural diversity training for North Carolina's public health system. The training aims to build foundations for culturally appropriate health services and covers topics like: increasing self-awareness of cultural understanding; learning about changing demographics; and developing a framework for cultural competence. It discusses concepts like culture, beliefs and values, dimensions of diversity, and provides examples of how culture influences healthcare experiences for minority patients. The goal is to help health services address the needs of an increasingly diverse population.
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Cultural Diversity Training by OMH
- 1. CULTURAL DIVERSITY TRAINING FOR NC PUBLIC HEALTH NC OFFICE OF MINORITY HEALTH AND HEALTH DISPARITIES
- 2. Developed by Office of Minority Health and Health Disparities NC Department of Health and Human Services Raleigh, NC and Forest Toms, PhD Training Research & Development, Inc. Hickory, NC
- 3. Goal of Training To build the foundation for culturally appropriate health services capable of serving an increasingly diverse population.
- 4. WORKSHOP OBJECTIVES Participants will have an opportunity to: ♦ Increase awareness of their own cultural understanding ♦ Increase awareness of cultural issues when working with minority communities ♦ Learn about changing demographics which are challenging health services
- 5. Training Overview Changing demographics Self awareness Awareness of cultural differences Socialization patterns Role of value and beliefs Overview of framework for developing cultural competence
- 6. “When we think… of Culture, we think of mainstream America; but when we think of Diversity the tendency is to think of minority groups.”
- 7. “American Culture” White middle – class values Dominant culture Mainstream culture European – American (Anglo)
- 8. OVERVIEW OF CULTURAL AWARENESS MULTICULTURAL PROCESS AWARENESS KNOWLEDGE DEVELOPMENT OF SKILLS
- 9. ASSUMPTIONS AND APPROACHES TO DIVERSITY DIVISIVE/PANDORA’S BOX ONLY BLACK/WHITE NOT AN ISSUE SHOULD TREAT EVERYONE THE SAME RESOURCES ALREADY DEALT WITH
- 11. What’s In a Name? African American – Black, Africans, Carribeans Hispanic/Latino – Mexican, Peurto Rican, Cuban, Salvadorian, Equadorian, Argentian, Honduran, Dominican, etc European/Anglo – White American Indian – Native American, Alaska Native, Aleutian Asian – Chinese, Filipino, Korean, Japanese, Vietnamese, Cambodian, Laotian, Hmong, Pacific Islander (Polynesian, Melanesian, Mecronesian)
- 12. USUS Population Composition 1990 - 2050 75.6 60.5 52.8 11.8 13.1 13.6 9.1 18.9 24.5 2.8 6.7 8.2 0.7 0.8 0.9 0 10 20 30 40 50 60 70 80 American Indian Asian/Pacific IslandHispanic Black White American Indian Asian/Pacific Island Hispanic Black White Percentage of US Population 2050 2030 1990 Source: U.S. Census Bureau American Indian Asian/Pacific Island Black Hispanic White
- 13. POPULATION PROJECTIONS for 2030 (US Census Bureau) Population increases: White Americans 25% African Americans 68% Asians Americans, Pacific Islanders, American Indians 79% Hispanic/Latinos 187%
- 14. North Carolina Racial and Ethnic Minority Population, 2000 Census Black 21.4% American Indian 1.2% White 70.2% Asian 1.4% Hispanic 4.7% Other 1.1%
- 15. North CarolinaNorth Carolina Differences in Population by RaceDifferences in Population by Race TRD,Inc. All Rights Reserved 0 10 20 30 40 50 60 70 80 White Afr. Am Hisp Asian Amer. Ind 1990 2000
- 17. Dimensions of Diversity Primary – Largely unchangeable human differences – Inborn – Influence our early socialization Secondary – Can be changed – Differences we acquire, discard and modify throughout our lives
- 18. Primary Dimensions of Diversity Sexual/AffectionalSexual/Affectional OrientationOrientation Unchangeable Differences AgeAge RaceRace PhysicalPhysical Abilities/QualitiesAbilities/Qualities GenderGender EthnicityEthnicity TRD,Inc. All Rights Reserved
- 19. Secondary Dimensions of Diversity Educational Background Geographic Location Income Marital Status Military Experience Household Composition Religious Beliefs Work Experience TRD,Inc. All Rights Reserved
- 21. CultureCulture Behavior patterns, arts, beliefs, institutions, and all other products of human work and thought American Heritage Dictionary, 1991 A view of the world and a means of adapting to the world Bilingual Health Initiative Task Force, 1994 Is reflected in, and influences beliefs and values, communication styles, health beliefs and practices
- 22. Culture Integrated Pattern Of Behavior ThoughtThought ArtifactsArtifactsActionAction SpeechSpeech
- 23. Culture Helps Us… Organizes Our Physical And Social Interaction Forms Our Identity Shapes Our Understanding And Perceptions
- 24. Culture Defines Family Roles Family Relationships Family Structure Attitude s And Practic es Styles Of Communicatio n Beliefs
- 25. Political Economic Goals CultureCulture Views Of Truth Social Relationships Visual Arts Literature Actions Personal Habits Communication Styles Performing Educational Social ExperiencesBeliefs Includes Includes Includes Includes Includes Includes Reflects May Result In Influences Influences Concepts: CultureConcepts: Culture
- 27. Beliefs and Values What we are used to thinking and doing What we feel or know is right, good , important Complex concepts with many dimensions Influence all other area of life and activity Affect how people think, feel, act Can cause conflict if people’s beliefs and values are not incorporated in health recommendations
- 28. Beliefs Concept Map Views Of Truth Religion Supernatur al Beings God Human Nature Values One Redeemable Many Bad Good BeliefsBeliefs Interpersonal Relations Time Orientation Focus Of Human Activity Relationship With Nature Influence Include Include Include May Be Considered May Include May Focus On May Be Perceived As Include Influence
- 29. Overview of Beliefs Comparison of Common Values Anglo-Americans – Mastery over nature – Personal control over the environment – Doing-activity – Time dominates – Human equality – Individualism/privacy – Youth – Self-help – Competition – Future orientation – Informality – Directness/openness/honesty – Practicality/efficiency – Materialism Other Ethnocultural Groups – Harmony with nature – Fate – Being – Personal interaction dominates – Hierarchy/rank/status – Group welfare – Elders – Birthright inheritance – Cooperation – Past or present orientation – Formality – Indirectness/ritual/”face” – Idealism – Spiritualism
- 31. Health Status – Minority Groups High risk for : – Heart disease, diabetes, cancer, homicides, infant mortality – African Americans – Stroke/diabetes, MVA, infant mortality American Indian – Diabetes, MVA, homicide - Hispanics – Diabetes - Asians/Pacific Islanders Teen pregnancy – African Americans – American Indians – Hispanics
- 32. Barriers to Health Services High rates of poverty Unemployment Cost of care Lack of insurance Location and hours of services Lack of transportation Lack of information Language Cultural differences between providers and clients
- 33. Visions of a Culturally Competent Healthcare System
- 34. Definition of Cultural Competence The process is ongoing and continuous. Cultural competence is a dynamic, developmental process and a state towards which we should strive, it takes a long-term and consistent commitment to achieve. It is not something that comes to the individual,the agency, or the system through a one-shot, quick-fix approach.
- 35. MOVING TOWARDS THE GOAL In order to move towards cultural competence, there must be a willingness and courage to confront all the feelings and attitudes that cultural competence and change indicate for the individual, the agency, and society in general. As Pinderhughes (1989) states, the multicultural staff engages in dialogue about their differences in perceptions and experiences.
- 36. OUTCOMES Failure to provide the opportunity to understand and process these differences among a multicultural staff can produce two outcomes: staff will cover over the conflict in perceptions and orientation and block off the confusion, frustration, and strong feelings. conflict can erupt and staff will become burned out and fatigued.
- 37. BEFORE TAKING ACTION Before developing programs and policies, agencies should understand cultural dynamics and the significance of cultural identify for themselves, their clients, and their work together. Opportunities for sharing and dialogue must be built into the structure of the agency or organization seeking to become more culturally competent.
- 38. UNDERSTANDING THE AGENCY ENVIRONMENT As part of the agency’s commitment, it should be recognized that cultural diversity and cultural competence require an understanding of the sociopolitical environment in which an agency operates.
- 39. Cultural Competency Continuum Cultural destructiveness -- attitudes, policies, and practices that are harmful to cultures and hence to individuals within the culture. Cultural incapacity -- the system or agencies lack(s) the capacity to help minority clients or communities. There is much bias. Cultural blindness -- the system and agencies provide(s) services with the belief that they are unbiased. The premise is that services are universally applicable.
- 40. Cultural Competence Continuum continued Cultural pre-competence -- agency recognizes its limitations in serving minorities and tries to improve services for a specific population. Cultural competence -- agencies are characterized by acceptance and respect for difference, continuing self- assessment regarding culture, careful attention to the dynamics of difference, continual expansion of cultural knowledge and resources, and various adaptations to service models to better meet the needs of minority populations. Cultural proficiency -- advanced cultural competence. Characterized by holding culture in high esteem.
- 41. Quiz QUIZ 1. T or F Race, age, gender and ethnicity are primary diversity differences that cannot be changed. 2. T or F Cultures have the same beliefs and values. 3. Thought, artifacts _________ and ___________ are integrated patterns of culture behavior. 4. T or F High poverty rates is not a barrier to health services. 5. T or F This agency should recognize that cultural diversity and cultural competence require an understanding of the socio-political environment in which it operates. Name:_________________________________ Date:__________________ (Fax Quiz to Crystal Hoggard, HR Assistant at 358-7869)