SOCW 6520 WK 7 responses  Respond to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways: Name first and references after every person Respond to the blog post of three colleagues in one or more of the following ways: Share an insight      from having read your colleague’s posting. Validate an idea      in your colleague’s post with your own experience. Peer 1: Alicia Description of Diversity and/or Cultural Competence Considerations in your Agency Cultural competence is extremely important in the social work profession. The text describes cultural competence as “awareness, knowledge, and skills social workers need to develop in order to deliver culturally appropriate services” (Danso, 2015). Culturally competence can commonly be obtained through culturally sensitive training or being aware of one’s own cultural biases. Some may even find that working with various cultures may increase one’s ability to remain culturally competent. At my agency, we have a culturally diverse staff and we work with clients of all ages and races. When conducting intakes or assessments, clients are treated with respect no matter the culture. There are times where we have to modify intakes or assessments, or treatments as a means to respect the culture of the client. Clinicians at my field placement are also obliged to always advocate for diversity within client treatment, and they are sure to engage with every individual in a way that is respectful to the client’s cultural background. Reflection of Agency Learning Agreement Of the core competencies presented by CSWE, the second competency pertains to diversity and cultural competence. The competency is simply titled ‘Engage diversity and difference in practice’ and focuses on ensuring that the importance of diversity and difference is applied and communicated, as well as engaging clients as it pertains to their culture. Also, social workers should apply self-awareness to manage personal biases when working with clients of a different culture. The learning agreement highlights this competency as a means to ensure that student interns are aware of the importance of engaging in diversity. Student interns should be like social workers in practicing without bias, and the learning agreement goals help students work towards achieving this competency. In order to fulfil such competency, student interns should first be aware of any biases or reservations they may have in working with clients whom are different. In addition to such, interns should also be mindful of daily interactions with various clients and ensure to communicate and behave in a respectful manner despite differences. References Danso, R. (2015). An integrated framework of critical cultural competence and anti-oppressive practice for social justice social work research. Qualitative Social Work, 14 (4), 572-588. Peer 2: Audri In hospice home health services, it .

1. SOCW 6520 WK 7 responses
Respond
to the blog post of three colleagues Has to be responded to
separately and different responses in one or more of the
following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the
following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own
experience.
Peer 1: Alicia
Description of Diversity and/or Cultural Competence
Considerations in your Agency
Cultural competence is extremely important in the social work
profession. The text describes cultural competence as
“awareness, knowledge, and skills social workers need to
develop in order to deliver culturally appropriate services”
(Danso, 2015). Culturally competence can commonly be
obtained through culturally sensitive training or being aware of
one’s own cultural biases. Some may even find that working
with various cultures may increase one’s ability to remain
culturally competent.

2. At my agency, we have a culturally diverse staff and we work
with clients of all ages and races. When conducting intakes or
assessments, clients are treated with respect no matter the
culture. There are times where we have to modify intakes or
assessments, or treatments as a means to respect the culture of
the client. Clinicians at my field placement are also obliged to
always advocate for diversity within client treatment, and they
are sure to engage with every individual in a way that is
respectful to the client’s cultural background.
Reflection of Agency Learning Agreement
Of the core competencies presented by CSWE, the second
competency pertains to diversity and cultural competence. The
competency is simply titled ‘Engage diversity and difference in
practice’ and focuses on ensuring that the importance of
diversity and difference is applied and communicated, as well
as engaging clients as it pertains to their culture. Also, social
workers should apply self-awareness to manage personal biases
when working with clients of a different culture.
The learning agreement highlights this competency as a means
to ensure that student interns are aware of the importance of
engaging in diversity. Student interns should be like social
workers in practicing without bias, and the learning agreement
goals help students work towards achieving this competency. In
order to fulfil such competency, student interns should first be
aware of any biases or reservations they may have in working
with clients whom are different. In addition to such, interns
should also be mindful of daily interactions with various clients
and ensure to communicate and behave in a respectful manner
despite differences.
References

3. Danso, R. (2015). An integrated framework of critical cultural
competence and anti-oppressive practice for social justice social
work research.
Qualitative Social Work, 14
(4), 572-588.
Peer 2: Audri
In hospice home health services, it is important to practice
cultural humility. Patients come from a diverse set of
backgrounds with various religious and cultural beliefs and
customs observed (Min, 2005). Los Angeles is one of the most
diverse cities in the country, so naturally our census at Valley's
Best Hospice is a diverse mix of persons from various cultures
and ethnicities. Valley's Best Hospice is inclusive to all
patients seeking services, regardless of race, culture,
background, sexual orientation, or gender identity. The
organization values and encourages the practice of cultural
competency and diversity awareness and requires that all staff
receive training upon onboarding which reviews standards of
practice for equality and fairness practices observed
organization-wide (NHPCO, 1996). Some considerations
include, having multi-lingual employees on staff and spiritual
counselors that are well informed on the various customs and
beliefs of our population served.
Diversity and cultural competence is reflected in my learning
agreement in acknowledging the skill-set I will gain in having
the field-based learning experiences of interacting with persons
from various backgrounds, cultures, and religious beliefs. Given
the opportunity to come into the private homes of these family
members during such an important time in one's life, will allow
me to improve upon my cultural competency skills. I will have
the opportunity to not only learn more about various cultures
and belief systems but also, improve my engagement skills and
interpersonal skills; gain a better understanding on how to show

4. respect and be appropriate in providing end-of-life care.
Reference
Min, J. W. (2005). Cultural competency: A key to effective
future social work with racially and ethnically diverse elders.
Families in Society, 86(3), 347–358.
National Hospice and Palliative Care Organization (NHPCO).
(1996). Hospice code of Ethics: Volunteer training manual. The
Hospice Journal, Vol 11(2), 1996.
Peer 3: David
Diversity
refers to the extent a group reflects individuals, from different
identifiable backgrounds (Min.,2015).
The agency where I intern, A New Vision for You II,
provides inclusiveness which embraces the perspectives and
contributions of each individual including their diversity. In the
process of becoming more inclusive, we are inspired to develop
increased awareness and sensitivity to the richness of the
multiple identities and unique gifts brought by each individual.
An inclusive nature is cultivated through curiosity, sensitivity
and developing expanded awareness beyond one’s self (Hughes,
1993). As I engage in relationships from this new sense
awareness, accessing courage and initiative to challenge
assumptions can lead to communicating in new ways and can
build new bridges of communication.
Diversity and inclusiveness work together. We believe our
organization functions best by reflecting those who are being
served. We maintain a long-term commitment to honor, respect,
and value the uniqueness of each individual involved in our
mission and to seek feedback from all, as we continue to grow

5. in our work together.
Cultural competence
is defined as a set of values, behaviors, attitudes, and practices
within a system, organization, program or among individuals,
which enables them to work effectively, cross culturally (Min,
2005). Further, it refers to the ability to honor and respect the
beliefs, language, interpersonal styles and behaviors of
individuals and families receiving services, as well as staff who
are providing such services (Hughes, 1993). Striving to achieve
cultural competence is a dynamic, ongoing, developmental
process that requires a long-term commitment. Our focus on
cultural competency includes but is not limited to race,
ethnicity, sex, gender, sexual orientation, class, age, ability,
religion, and language.
References
Hughes, D., Seidman, E., & Williams, N. (1993). Cultural
phenomena and the research enterprise: toward
a culturally anchored methodology. American Journal of
Community Psychology, 21 (6), 687-
703.

6. Min, J. W. (2005). Cultural competency: A key to effective
future social work with racially and ethnically
diverse elders. Families in Society, 86(3), 347-358.