This document outlines SDN Children's Services' journey to embedding cultural competence through a whole organization approach. It discusses: 1. Why cultural competence is a priority, including key initiatives, a mindset shift, and improving outcomes for diverse families and children. 2. How SDN developed a tailored cultural competence training program combining tools with staff expertise, and delivered it to over 380 staff through half-day sessions, receiving positive feedback. 3. SDN's long-term vision of pathways for culturally competent practices among families, staff, and the organization as a whole as they continue their journey of reflection and growth.

1. A Whole Organisation
Approach to
Embedding Cultural
Competence
Glynis Chang, SDN Children’s Services
Charlotta Öberg, PRISMA Cross-Cultural Consultants

2. Equipping ourselves to serve
our diverse communities through
embedding culturally competent
practices
Exploring and planning our journey

3. Embedding Cultural Competence
A Whole Organisation Approach
SDN’s Journey
• Why: Our drivers
• How: Our program and process
• What: Our experiences and reflections
• Where to: Our long-term Vision

4. Embedding Cultural Competence
A Whole Organisation Approach

5. SDN’s Pathways Approach
SDN’s Pathways Attitude
“Based on our values and philosophy, and our
place in a wider community network of services,
we will be fully “present” in every interaction
and encounter. To do this we think that the
interactions we are having may be the ‘first
time, the only time or the last time’ that we
have an opportunity to listen and connect”.
Pathways for families, staff & organisation

6. Why: Cultural Competence
Our Drivers
• Key initiatives - including building
capability and capacity
• Mindset shift
• Outcomes for children and families
• NDIS

7. Journey to Cultural Competence
Key Conditions – internal
• Connections to key initiatives
• Leadership development
• Practice stories
• Shared Vision and collaborative
practice
Key Conditions – external
• Deep commitment
• Internal leaders as trainers
• Trainers who understand culture,
model Cultural Competence and
can facilitate multicultural mindsets

8. How: Our Program & Process
Combining and Co-Creating
Cultural Competence tools
+
Our skills, knowledge, experience & expertise
=
A tailored, relevant, applied program

9. How: A Half Day Program
Foundational Cultural Competence
• Delivered to over 380 SDN staff over the last 11 months
• All SDN staff will participate in the half day training program
• The half day training program will be part of induction for all new staff
•,

10. How: A Half Day Program

11. Foundational Cultural Competence
Reflections from staff about the program
“We work in a diverse world with diverse people – understanding this is
important”.
“Understanding and focusing on family differences and perspectives”.
“Listening and talking to one another, valuing opinions and sharing
ideas to further grow our cultural competence”.

12. Foundational Cultural Competence
Reflections from staff about the program
“To be aware of what you can’t see under the surface and ask questions
to help build cultural competency”.
“I’ll share with my colleagues the “language” of culture”.

13. Foundational Cultural Competence
Reflections from Trainers
“Each time I deliver this half day program, I learn more about ways we
can support each other to practice meaningful and culturally competent
conversations that will support children and families”.
“I’ve observed a colleague using the language of cultural competence in
formal and informal situations”.

14. Foundational Cultural Competence
Reflections from Trainers
“We want to hear staff have skilful conversations about family culture
with families and colleagues, and incorporate these findings back into
their services”.

15. What: Experiences and Reflections
From our journey to Cultural Competence
Challenges
• Resources
• Time and scheduling
• Leading reflection in practice
• Willingness and capability to
engage in the mindset shift
Benefits
• Innovation – new ways to
manage cultural challenges and
create connection
• Scenarios – practice stories that
resonate
• All on board

16. Where to: Our long-term Vision
Midway through our Journey
• Pathways for Families
• Pathways for Staff
• Pathways for the Organisation

17. Conclusion
Embedding Collaborative Consistent practices
Curiosity Mindset shift Listening
Building capability Co-ordinated Building capacity
Critical reflection Influencing Connecting
Understanding Sustainable Confidence