Enrollment Management Association Cultural Competency

Enrollment Management Conference 2018
Rosetta Eun Ryong Lee
Seattle Girls’ School
Cultural Competency:
What Leaders Need to Know
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

About Seattle Girls’ School

Goals
 Cultural Competency
 Assessing Where You Are
 Priming for Change (or Sustaining It)
 Assessing and Reassessing
 Resources

Basic Definitions
Diversity: Difference, Variety
Diversity is Value Added:
Business Portfolio
Biodiversity
Creativity
Innovation

Dimensions of Identity and Culture
This model of identifiers and culture was created by Karen Bradberry and Johnnie Foreman for NAIS Summer Diversity Institute,
adapted from Loden and Rosener’s Workforce America! (1991) and from Diverse Teams at Work, Gardenswartz & Rowe (SHRM 2003).

Basic Definitions
Inclusion: A sense of belonging,
worthiness, and value one feels in an
organization
Are you an owner or an employee?
Are you “in the family” or are you a guest?

Inclusion Parable:
The Giraffe
and the Elephant

Basic Definitions
Equity: providing opportunities and
access to all so that every person can
achieve his/her full potential. Equitable
treatment involves acknowledging
diversity, recognizing and celebrating
our differences, and eliminating the
barriers that prevent the full
participation of all peoples.

Equality vs Equity
Everybody gets a shirt versus everybody
gets a shirt that fits.
Giving everybody some insulin in
equality. Giving only people who are
diabetic some insulin is equity.
What is “fair”?

Equality vs Equity

Culture [consists] primarily of the
symbolic, ideational, and intangible
aspects of human societies… It is the
values, symbols, interpretations, and
perspectives that distinguish one
people from another.
James A. Banks
What is Culture?

Cultural Competency:
Many Models
Cultural competence is a set of
congruent behaviors, attitudes and
policies that come together in a
system, institution or individual and
enable that system, institution or
individual to work effectively in cross-
cultural situations.
Terry Cross

The Jones Model of Cultural Competence
Cultural Self-
Awareness
Cultural
Intelligence
Cross-Cultural
Effectiveness
Skills
Countering
Oppression
through
Inclusion

Cultural Competency: Key Elements
Value Orientation
Diversity as Value Added
Respect
Relationships
Equity
Thought Orientation
Knowledge
Awareness
Systems Thinking
Action Orientation
Consciousness Building
Capacity Building
Assessment
Adaptation

21st Century Education and Excellence
 Critical Thinking
 Collaboration
 Communication
 Creativity
 Cosmopolitanism

An Educational Imperative
The Moral Case
The Academic Case
The Economic Case
Institution Excellence
Teacher Excellence
Student Excellence

Process Break
What is new or thought
provoking about what you
have heard so far?
Where is your school and
team in its shared
understanding of diversity,
inclusion, equity, and
cultural competency?
What makes you think
so?

From Exclusive to Inclusive:
Developmental Stages

Hallmarks of Earlier Phases
 People feel pressure to fit in
 People fear speaking up
 “Who you know” is more important than “what you
know” (relationship-based culture)
 You only trust those closest to you (cliques)
 Denial of differences is considered a virtue (“we
don’t see differences here”)
 It’s hard for outsiders to learn the rules (sink or
swim to prove yourself)

Hallmarks of Later Phases
 People can bring their full selves to school
 The school encourages and welcomes people to
contribute different opinions and points of view
 There is a performance driven culture
 People form dynamic and diverse groups (trust)
 Differences are seen as additive and productive
 Success is explicitly defined, and the school supports
people in achieving it
 The school has an interactive culture
 People have the competencies to adapt to different
cultural contexts.

Everybody Has a Role
 CC Elements and Goals (All)
 CC in Athletics (AD and Coaches)
 CC in Finances (Business, HR, Admissions, and
Development)
 Cultural Proficiency for Teacher Administrators
(Department Heads, Dean of Faculty)
 Culturally Competent Leaders (Heads and Practitioners)
 Culturally Fluent Organization Development (Heads
and Practitioners)
 Inclusion Planning Tool (Policy, Practice, Event, etc.)
 Inclusive Classroom Practices (Teachers)
 Librarian Cultural Competency Standards (Librarians)
 Recruitment to Retention (Admissions and Hiring)

Stages of Recruitment to Retention
 Recruiting
 Interviewing
 Admitting
 Starting before the first school year begins
 Information and education opportunities
 Mentoring and coaching
 Community and collaboration opportunities
 Leadership opportunities
 Sustaining the connection – “Stay Interviews”
 Developing life-long learners
 Renewing and reorienting

Process Break
What is new or thought
provoking about what you
have heard so far?
Where does the school
and your team thrive, and
where can it grow or
improve?

Our School, Our Children
Old School Diversity or
21st Century Cultural Competency?

Presenter Information
Rosetta Eun Ryong Lee
6th Faculty and
Professional Outreach
Seattle Girls’ School
2706 S Jackson Street
Seattle WA 98144
(206) 805-6562
rlee@seattlegirlsschool.org
http://tiny.cc/rosettalee

Enrollment Management Association Cultural Competency

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