The Office of Cultural and Linguistic Competence (OCLC) was established in 2008 to lead efforts to eliminate disparities in Virginia's mental health, intellectual disability, and substance use disorder system. Over the past five years, the OCLC has expanded the number of organizations addressing disparities, provided support for language access, and developed initiatives to incorporate cultural competence into planning, quality, contracts, and workforce training. The OCLC focuses on language services planning, workforce diversity and inclusion, organizational cultural competence training and consultation, and cultural competence resource development.
Cultural and Linguistic Competence Initiatives at Virginia Dept. of Behaviora...Cecily Rodriguez
This document discusses cultural and linguistic competence initiatives at the Virginia Department of Behavioral Health and Developmental Services. It defines cultural competence and linguistic competence, outlines federal laws requiring them, and presents strategies for implementing them, including hiring diverse staff, using interpreters, and providing materials in multiple languages. The document emphasizes planning and assessment, leadership support, and community partnerships as critical to effectively serving diverse populations.
The document describes a diversity fellowship program at the Westchester Institute for Human Development (WIHD) that aims to improve recruitment of underrepresented groups, build cultural competence, and increase diversity within developmental disabilities networks. Two diversity fellows, Asad Ahmed and Allison Elwell, will partner with community organizations to address needs in diverse communities and enhance cultural competence at WIHD. They will also work with the Westchester County Department of Social Services to educate staff on diversity and inclusion.
Building a Culturally Competent Organization: The Quest for Equity in Health ...Nathan (Andy) Bostick
Cultural competency in health care describes the ability of systems to provide care to patients with diverse values, beliefs and behaviors, including the tailoring of health care delivery to meet patients' social, cultural and linguistic needs. A culturally competent health care system is one that acknowledges the importance of culture, incorporates the assessment of cross-cultural relations, recognizes the potential impact of cultural differences, expands cultural knowledge, and adapts services to meet culturally unique needs. Ultimately, cultural competency is recognized as an essential means of reducing racial and ethnic disparities in health care. This guide explores the concept of cultural competency and builds the case for the enhancement of cultural competency in health care.
This document provides an introduction and overview of considerations for better practice in language service provision. It discusses the growing linguistic diversity in Victoria as revealed in the 2011 Census. It outlines the purpose of the guide, which is to encourage continuous improvement in language services. It then defines language services and describes the methodology used to develop case studies of better practice. Finally, it discusses considerations that have emerged since the previous guide, including a focus on client and community participation, cultural competence, and health literacy.
This document summarizes the need for literacy services in Central Texas. Over 164,000 adults lack a high school diploma and thousands drop out each year. Over 121,000 adults lack minimum literacy skills for GED classes and 147,000 adults struggle with English. Limited literacy costs businesses $20 billion annually in lost productivity. Investing in literacy programs could increase individual earnings by over $73 million annually. Low literacy is linked to higher rates of poverty, crime, and children being less prepared for school. The luncheon highlights success stories and initiatives to address literacy needs through holistic programs, partnerships, and support from local government.
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...Atlantic Training, LLC.
This document provides an overview of diversity and inclusion training presented by the Deputy Assistant Secretary of the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. The training objectives are to define diversity, raise awareness of diversity issues, and recommend tools to foster cohesion. Diversity is defined as people bringing varied backgrounds and perspectives. Distinctions are made between equal employment opportunity, affirmative action, and diversity and inclusion. Primary and secondary dimensions of diversity are identified. Benefits of workforce diversity and inclusion include improved performance and productivity. The business, economic, and human imperatives for diversity are discussed. Best practices for promoting diversity and inclusion are recommended.
Creating an Infrastructure to Address the Needs Of a Diverse PopulationJJAnthony
John Anthony developed and led several initiatives to increase diversity at a major nonprofit organization. This included expanding recruitment of minority candidates, developing leadership programs that promoted many minorities to senior roles, and establishing roundtables and conferences to address issues impacting diverse communities. He also created networking and career development resources that reached hundreds of minority professionals across the country.
The Office of Cultural and Linguistic Competence (OCLC) was established in 2008 to lead efforts to eliminate disparities in Virginia's mental health, intellectual disability, and substance use disorder system. Over the past five years, the OCLC has expanded the number of organizations addressing disparities, provided support for language access, and developed initiatives to incorporate cultural competence into planning, quality, contracts, and workforce training. The OCLC focuses on language services planning, workforce diversity and inclusion, organizational cultural competence training and consultation, and cultural competence resource development.
Cultural and Linguistic Competence Initiatives at Virginia Dept. of Behaviora...Cecily Rodriguez
This document discusses cultural and linguistic competence initiatives at the Virginia Department of Behavioral Health and Developmental Services. It defines cultural competence and linguistic competence, outlines federal laws requiring them, and presents strategies for implementing them, including hiring diverse staff, using interpreters, and providing materials in multiple languages. The document emphasizes planning and assessment, leadership support, and community partnerships as critical to effectively serving diverse populations.
The document describes a diversity fellowship program at the Westchester Institute for Human Development (WIHD) that aims to improve recruitment of underrepresented groups, build cultural competence, and increase diversity within developmental disabilities networks. Two diversity fellows, Asad Ahmed and Allison Elwell, will partner with community organizations to address needs in diverse communities and enhance cultural competence at WIHD. They will also work with the Westchester County Department of Social Services to educate staff on diversity and inclusion.
Building a Culturally Competent Organization: The Quest for Equity in Health ...Nathan (Andy) Bostick
Cultural competency in health care describes the ability of systems to provide care to patients with diverse values, beliefs and behaviors, including the tailoring of health care delivery to meet patients' social, cultural and linguistic needs. A culturally competent health care system is one that acknowledges the importance of culture, incorporates the assessment of cross-cultural relations, recognizes the potential impact of cultural differences, expands cultural knowledge, and adapts services to meet culturally unique needs. Ultimately, cultural competency is recognized as an essential means of reducing racial and ethnic disparities in health care. This guide explores the concept of cultural competency and builds the case for the enhancement of cultural competency in health care.
This document provides an introduction and overview of considerations for better practice in language service provision. It discusses the growing linguistic diversity in Victoria as revealed in the 2011 Census. It outlines the purpose of the guide, which is to encourage continuous improvement in language services. It then defines language services and describes the methodology used to develop case studies of better practice. Finally, it discusses considerations that have emerged since the previous guide, including a focus on client and community participation, cultural competence, and health literacy.
This document summarizes the need for literacy services in Central Texas. Over 164,000 adults lack a high school diploma and thousands drop out each year. Over 121,000 adults lack minimum literacy skills for GED classes and 147,000 adults struggle with English. Limited literacy costs businesses $20 billion annually in lost productivity. Investing in literacy programs could increase individual earnings by over $73 million annually. Low literacy is linked to higher rates of poverty, crime, and children being less prepared for school. The luncheon highlights success stories and initiatives to address literacy needs through holistic programs, partnerships, and support from local government.
Diversity and Inclusion in the VA Workforce by U.S. Department of Veterans A...Atlantic Training, LLC.
This document provides an overview of diversity and inclusion training presented by the Deputy Assistant Secretary of the Office of Diversity and Inclusion at the U.S. Department of Veterans Affairs. The training objectives are to define diversity, raise awareness of diversity issues, and recommend tools to foster cohesion. Diversity is defined as people bringing varied backgrounds and perspectives. Distinctions are made between equal employment opportunity, affirmative action, and diversity and inclusion. Primary and secondary dimensions of diversity are identified. Benefits of workforce diversity and inclusion include improved performance and productivity. The business, economic, and human imperatives for diversity are discussed. Best practices for promoting diversity and inclusion are recommended.
Creating an Infrastructure to Address the Needs Of a Diverse PopulationJJAnthony
John Anthony developed and led several initiatives to increase diversity at a major nonprofit organization. This included expanding recruitment of minority candidates, developing leadership programs that promoted many minorities to senior roles, and establishing roundtables and conferences to address issues impacting diverse communities. He also created networking and career development resources that reached hundreds of minority professionals across the country.
Hesboners Luke Ajwang is seeking a challenging position offering career advancement. He has 8 years of experience coordinating community health projects in Kenya, including HIV/AIDS programs. Currently he is the Monitoring and Evaluation Officer for Deaf Empowerment Kenya, where he oversees Global Fund activities and inclusive education projects. He has strong skills in project management, monitoring and evaluation, staff supervision, training, and interpersonal communication.
The Administration on Intellectual and Developmental Disabilities awarded grants to 14 centers to develop diversity fellowship programs. The Westchester Institute for Human Development's program aims to: support fellows from diverse backgrounds; increase knowledge of cultural competence, workforce diversity, and community collaboration; and enhance cultural competence at WIHD. The two fellows partnered with the Westchester County Department of Social Services to create materials promoting diversity awareness among staff, and with Open Door Family Medical Centers to develop a training on cultural competence in healthcare.
This summary provides the key details about the 17th Annual IMI Conference on Intercultural Relations in 3 sentences:
The conference will take place on March 10, 2016 at American University and will feature sessions on cultural competence in business, healthcare, and communities with speakers from various organizations. It will include a welcome, 3 panel sessions on different topics, and a keynote speech from pollster John Zogby. The goal of the conference is to discuss best practices for cultural competence and provide a forum for participants to learn from and network with other leaders.
Mark Webster Pathways to development through Local Faith CommunitiesDevelopment Futures
The document discusses pathways to development through local faith communities. It notes that international trends favor increased engagement of faith groups in development. Specifically, it mentions faith groups' influence, reach in delivering health services, and potential contributions in areas like capacity building, cross-sector alliances, resilience, and effectiveness. The document also emphasizes the need for evidence about faith-based activity and contributions to inform policymaking and best practices.
Lilian Ogutu Wagara has over 15 years of experience in program facilitation, project coordination, and stakeholder engagement. She currently works as a Program Officer at the National Gender and Equality Commission, where her responsibilities include developing work plans, budgets, and project proposals; representing the Commission at meetings; organizing conferences and workshops; and monitoring and evaluating various programs. She holds a Master's degree in Peace Studies from the University of Bradford and a Bachelor's degree in Psychology from Maharaja Sayajirao University.
This document contains ideas and suggestions from a meeting discussing ways to strengthen collaboration between Community Health Network Areas (CHNAs). Key ideas discussed include:
- Developing a unified regional voice and brand for CHNAs to increase understanding of their role in communities.
- Increasing communication, data and resource sharing between CHNAs through an inter-CHNA email list and other virtual meeting options.
- Advocating and educating communities on preventative healthcare approaches and social determinants of health to empower residents and enact policy changes.
Consulting on health equity policy and programingCecily Rodriguez
Health equity means ensuring the highest level of health for all people, regardless of factors like race, ethnicity, or income. Many health inequities are caused by social and economic policies that have disadvantaged minority groups for generations, resulting in worse health outcomes and higher healthcare costs. Achieving health equity supports improving overall health, healthcare quality, and lowering costs. This document discusses available consultations to help organizations implement foundational health equity policies, improve data collection on diverse groups, recruit a diverse workforce, provide cultural competence training, and ensure inclusive community engagement and strategic planning to promote equitable care for all.
This document provides information about the 3rd Annual Statewide Refugee Mental Health Council Summit held on July 7, 2016 in Virginia. The summit aimed to gather information on best practices to address barriers to mental health care for refugees, gather policy recommendations, and create a network for collaboration. The schedule included keynote speakers on social determinants of mental health and stress management. Breakout sessions covered topics like the intersection of domestic violence and refugee populations, cultural determinants of mental health, and building community connections and resiliency for refugees. The summit concluded with a panel discussion from refugee community representatives.
Refugee Health Prevention Grant Orientation TrainingCecily Rodriguez
The document provides an overview of the Virginia Department of Behavioral Health and Developmental Services (DBHDS). It describes DBHDS as the public mental health, intellectual disability, and substance abuse services system for Virginia, comprised of 40 community service boards and 16 state-operated facilities. It reviews key terms, services provided, state and federal laws regarding discrimination and language access, and northern Virginia community resources. The intended audience is medical liaisons learning about the behavioral health system.
Growing and managing and multicultural workforce nvlalc 2014Cecily Rodriguez
The document discusses growing and managing a multicultural and multilingual workforce. It emphasizes the importance of cultural competence, including valuing diversity, conducting self-assessments, and adapting to different cultural contexts. It also discusses legal protections against discrimination and outlines best practices for recruiting, selecting, and retaining a diverse staff, such as considering cultural fit in the interview process and providing opportunities for leadership roles. The document advocates lighting a fire within employees by empowering, inspiring, and motivating them on an ongoing basis through everyday conversations and affirmation.
By the end of this session, participants will be able to:
Understand the ethical, legal, and practical case for providing culturally and linguistically appropriate services in health and health care
Define the CLAS Standards by theme
Describe what culturally and linguistically appropriate services look like in practice
Have an emerging capacity to develop plan for cultural competence in your own organization
The new look of workforce diversity final versionCecily Rodriguez
This document discusses diversity and inclusion in the workplace. It provides definitions of key terms like diversity, inclusion, and diversity initiatives. It also outlines several frameworks that are important for building an inclusive culture, including legal, business, cultural, and demographic frameworks. Challenges to inclusion like bias, lack of cultural awareness, and an overly narrow view of "cultural fit" are also examined. The overall message is that understanding different perspectives and leveraging diversity can help organizations be more successful and inclusive.
Professional Competency Areas Self AssessmentUT Austin: ACA
This document contains a personal and professional competencies assessment tool for student affairs professionals. The assessment allows individuals to rate their skills and competencies in seven key areas identified by ACPA and NASPA as important for the field. These include advising and helping, assessment/evaluation/research, equity/diversity/inclusion, ethical practice, human/organizational resources, leadership, and personal foundations. Users are instructed to rate their abilities from weak to very strong in over 200 items across the seven competency areas. The tool is meant to help users identify strengths and areas for growth to guide professional development.
This document provides a summary report of refugee mental health partnership activities in FY16 that were funded by the Virginia Department of Health. It describes several training programs, conferences and initiatives aimed at improving refugee mental health. These included a refugee mental health summit, language access conference, cultural competence trainings, interpreter trainings, peer support programs for adolescent refugees, orientation trainings for resettlement providers, community awareness sessions, and an ESL mental health module. The report provides details on participants, locations, and goals of each program. An evaluation of one training program is included in an appendix.
This presentation introduces the concepts of cultural competency and health disparities and biases that may arise when treating patients of different backgrounds.
C. Godfrey Jacobs Legislative Updates ILSC 2013SandyPham
C. Godfrey Jacobs, Program Manager Health Determinants & Disparities Practice SRA International, discusses Legislative Updates - CLAS Standards & What They Mean for Hospitals and Interpreters
Easter Seals UCP aims to maximize the potential of individuals with disabilities through opportunities, choice, and community inclusion. They recognize the importance of cultural competence given the diversity among those they support and their staff. Cultural competence means embracing differences, finding similarities, and being open-minded and curious to learn about other cultures. Staff are expected to be open to different cultural experiences and acknowledge that personal outcomes will be influenced by culture. Easter Seals UCP works to provide language assistance and address barriers to community participation while being sensitive to cultural implications. They conduct community events to identify and solve local problems, ensuring cultural competence in organizational oversight and service delivery.
A report on a project which aimed to increase the capacity of HIV services and organisations to work with culturally and linguistically diverse (CALD) communities, and to increase the inclusion of people living with HIV/AIDS (PLWHA) from CALD backgrounds in the strategic planning of HIV/AIDS services. This paper was presented by Nandini Ray from the Multicultural HIV/AIDS and
Hepatitis C Service at the AFAO HIV Educators Conference 2008.
New Requirements And Challenges Joint Commission Cultural Competency Requir...mlw0624
The document discusses new requirements by the Joint Commission for hospitals to improve cultural competency and meet CLAS standards. It focuses on workforce and human resource issues, recommending that hospitals target diverse recruitment, provide cultural competency training to staff, and get staff input on improving care for diverse patients. Hospitals will be evaluated on these organizational supports and readiness factors during accreditation reviews starting in 2012.
The National Training Initiative awarded grants to 14 University Centers for Excellence in Developmental Disabilities (UCEDDs), including the Westchester Institute for Human Development (WIHD), to develop diversity fellowship programs. The goals of these programs are to improve recruitment and employment of underrepresented groups in the UCEDD network and developmental disabilities workforce. Asad Ahmed and Allison Elwell have been selected as Diversity Fellows at WIHD. They will work with the Westchester County Department of Social Services to implement a diversity awareness campaign and with Open Door Family Medical Centers to develop a plan to further cultural and linguistic competency among employees. The Fellows' objectives are to increase their knowledge around issues like cultural competence, complete a self-
The document discusses the importance of cultural and linguistic competence in health promotion and education. It notes that the US population is becoming more diverse and health disparities exist between cultural groups. It provides definitions for key terms like culture, ethnicity, race, and discusses models of cultural competence. The document outlines strategies for health educators to incorporate cultural and linguistic competence into their work, such as understanding the communities they serve, providing training to staff, and ensuring programs are appropriate and accessible to diverse groups. Standards are needed to address competence in health education programs and professional preparation.
Hesboners Luke Ajwang is seeking a challenging position offering career advancement. He has 8 years of experience coordinating community health projects in Kenya, including HIV/AIDS programs. Currently he is the Monitoring and Evaluation Officer for Deaf Empowerment Kenya, where he oversees Global Fund activities and inclusive education projects. He has strong skills in project management, monitoring and evaluation, staff supervision, training, and interpersonal communication.
The Administration on Intellectual and Developmental Disabilities awarded grants to 14 centers to develop diversity fellowship programs. The Westchester Institute for Human Development's program aims to: support fellows from diverse backgrounds; increase knowledge of cultural competence, workforce diversity, and community collaboration; and enhance cultural competence at WIHD. The two fellows partnered with the Westchester County Department of Social Services to create materials promoting diversity awareness among staff, and with Open Door Family Medical Centers to develop a training on cultural competence in healthcare.
This summary provides the key details about the 17th Annual IMI Conference on Intercultural Relations in 3 sentences:
The conference will take place on March 10, 2016 at American University and will feature sessions on cultural competence in business, healthcare, and communities with speakers from various organizations. It will include a welcome, 3 panel sessions on different topics, and a keynote speech from pollster John Zogby. The goal of the conference is to discuss best practices for cultural competence and provide a forum for participants to learn from and network with other leaders.
Mark Webster Pathways to development through Local Faith CommunitiesDevelopment Futures
The document discusses pathways to development through local faith communities. It notes that international trends favor increased engagement of faith groups in development. Specifically, it mentions faith groups' influence, reach in delivering health services, and potential contributions in areas like capacity building, cross-sector alliances, resilience, and effectiveness. The document also emphasizes the need for evidence about faith-based activity and contributions to inform policymaking and best practices.
Lilian Ogutu Wagara has over 15 years of experience in program facilitation, project coordination, and stakeholder engagement. She currently works as a Program Officer at the National Gender and Equality Commission, where her responsibilities include developing work plans, budgets, and project proposals; representing the Commission at meetings; organizing conferences and workshops; and monitoring and evaluating various programs. She holds a Master's degree in Peace Studies from the University of Bradford and a Bachelor's degree in Psychology from Maharaja Sayajirao University.
This document contains ideas and suggestions from a meeting discussing ways to strengthen collaboration between Community Health Network Areas (CHNAs). Key ideas discussed include:
- Developing a unified regional voice and brand for CHNAs to increase understanding of their role in communities.
- Increasing communication, data and resource sharing between CHNAs through an inter-CHNA email list and other virtual meeting options.
- Advocating and educating communities on preventative healthcare approaches and social determinants of health to empower residents and enact policy changes.
Consulting on health equity policy and programingCecily Rodriguez
Health equity means ensuring the highest level of health for all people, regardless of factors like race, ethnicity, or income. Many health inequities are caused by social and economic policies that have disadvantaged minority groups for generations, resulting in worse health outcomes and higher healthcare costs. Achieving health equity supports improving overall health, healthcare quality, and lowering costs. This document discusses available consultations to help organizations implement foundational health equity policies, improve data collection on diverse groups, recruit a diverse workforce, provide cultural competence training, and ensure inclusive community engagement and strategic planning to promote equitable care for all.
This document provides information about the 3rd Annual Statewide Refugee Mental Health Council Summit held on July 7, 2016 in Virginia. The summit aimed to gather information on best practices to address barriers to mental health care for refugees, gather policy recommendations, and create a network for collaboration. The schedule included keynote speakers on social determinants of mental health and stress management. Breakout sessions covered topics like the intersection of domestic violence and refugee populations, cultural determinants of mental health, and building community connections and resiliency for refugees. The summit concluded with a panel discussion from refugee community representatives.
Refugee Health Prevention Grant Orientation TrainingCecily Rodriguez
The document provides an overview of the Virginia Department of Behavioral Health and Developmental Services (DBHDS). It describes DBHDS as the public mental health, intellectual disability, and substance abuse services system for Virginia, comprised of 40 community service boards and 16 state-operated facilities. It reviews key terms, services provided, state and federal laws regarding discrimination and language access, and northern Virginia community resources. The intended audience is medical liaisons learning about the behavioral health system.
Growing and managing and multicultural workforce nvlalc 2014Cecily Rodriguez
The document discusses growing and managing a multicultural and multilingual workforce. It emphasizes the importance of cultural competence, including valuing diversity, conducting self-assessments, and adapting to different cultural contexts. It also discusses legal protections against discrimination and outlines best practices for recruiting, selecting, and retaining a diverse staff, such as considering cultural fit in the interview process and providing opportunities for leadership roles. The document advocates lighting a fire within employees by empowering, inspiring, and motivating them on an ongoing basis through everyday conversations and affirmation.
By the end of this session, participants will be able to:
Understand the ethical, legal, and practical case for providing culturally and linguistically appropriate services in health and health care
Define the CLAS Standards by theme
Describe what culturally and linguistically appropriate services look like in practice
Have an emerging capacity to develop plan for cultural competence in your own organization
The new look of workforce diversity final versionCecily Rodriguez
This document discusses diversity and inclusion in the workplace. It provides definitions of key terms like diversity, inclusion, and diversity initiatives. It also outlines several frameworks that are important for building an inclusive culture, including legal, business, cultural, and demographic frameworks. Challenges to inclusion like bias, lack of cultural awareness, and an overly narrow view of "cultural fit" are also examined. The overall message is that understanding different perspectives and leveraging diversity can help organizations be more successful and inclusive.
Professional Competency Areas Self AssessmentUT Austin: ACA
This document contains a personal and professional competencies assessment tool for student affairs professionals. The assessment allows individuals to rate their skills and competencies in seven key areas identified by ACPA and NASPA as important for the field. These include advising and helping, assessment/evaluation/research, equity/diversity/inclusion, ethical practice, human/organizational resources, leadership, and personal foundations. Users are instructed to rate their abilities from weak to very strong in over 200 items across the seven competency areas. The tool is meant to help users identify strengths and areas for growth to guide professional development.
This document provides a summary report of refugee mental health partnership activities in FY16 that were funded by the Virginia Department of Health. It describes several training programs, conferences and initiatives aimed at improving refugee mental health. These included a refugee mental health summit, language access conference, cultural competence trainings, interpreter trainings, peer support programs for adolescent refugees, orientation trainings for resettlement providers, community awareness sessions, and an ESL mental health module. The report provides details on participants, locations, and goals of each program. An evaluation of one training program is included in an appendix.
This presentation introduces the concepts of cultural competency and health disparities and biases that may arise when treating patients of different backgrounds.
C. Godfrey Jacobs Legislative Updates ILSC 2013SandyPham
C. Godfrey Jacobs, Program Manager Health Determinants & Disparities Practice SRA International, discusses Legislative Updates - CLAS Standards & What They Mean for Hospitals and Interpreters
Easter Seals UCP aims to maximize the potential of individuals with disabilities through opportunities, choice, and community inclusion. They recognize the importance of cultural competence given the diversity among those they support and their staff. Cultural competence means embracing differences, finding similarities, and being open-minded and curious to learn about other cultures. Staff are expected to be open to different cultural experiences and acknowledge that personal outcomes will be influenced by culture. Easter Seals UCP works to provide language assistance and address barriers to community participation while being sensitive to cultural implications. They conduct community events to identify and solve local problems, ensuring cultural competence in organizational oversight and service delivery.
A report on a project which aimed to increase the capacity of HIV services and organisations to work with culturally and linguistically diverse (CALD) communities, and to increase the inclusion of people living with HIV/AIDS (PLWHA) from CALD backgrounds in the strategic planning of HIV/AIDS services. This paper was presented by Nandini Ray from the Multicultural HIV/AIDS and
Hepatitis C Service at the AFAO HIV Educators Conference 2008.
New Requirements And Challenges Joint Commission Cultural Competency Requir...mlw0624
The document discusses new requirements by the Joint Commission for hospitals to improve cultural competency and meet CLAS standards. It focuses on workforce and human resource issues, recommending that hospitals target diverse recruitment, provide cultural competency training to staff, and get staff input on improving care for diverse patients. Hospitals will be evaluated on these organizational supports and readiness factors during accreditation reviews starting in 2012.
The National Training Initiative awarded grants to 14 University Centers for Excellence in Developmental Disabilities (UCEDDs), including the Westchester Institute for Human Development (WIHD), to develop diversity fellowship programs. The goals of these programs are to improve recruitment and employment of underrepresented groups in the UCEDD network and developmental disabilities workforce. Asad Ahmed and Allison Elwell have been selected as Diversity Fellows at WIHD. They will work with the Westchester County Department of Social Services to implement a diversity awareness campaign and with Open Door Family Medical Centers to develop a plan to further cultural and linguistic competency among employees. The Fellows' objectives are to increase their knowledge around issues like cultural competence, complete a self-
The document discusses the importance of cultural and linguistic competence in health promotion and education. It notes that the US population is becoming more diverse and health disparities exist between cultural groups. It provides definitions for key terms like culture, ethnicity, race, and discusses models of cultural competence. The document outlines strategies for health educators to incorporate cultural and linguistic competence into their work, such as understanding the communities they serve, providing training to staff, and ensuring programs are appropriate and accessible to diverse groups. Standards are needed to address competence in health education programs and professional preparation.
Supporting Diversity & Culture in Classrooms - Wilmaris Rodriguez VazquezWilmarisRodriguezVaz
In a classroom setting, both teachers and students must be equally involved in the strategies designed to ensure that all are able to learn in a culturally diverse environment.
Cultural Competency in the Disability Sector Hawaii 2014.pptxHamish Robertson
This document discusses cultural competency in the disability sector and coping with complexity in the 21st century. It notes that Australia's population is aging and becoming more diverse, which has implications for demands on care providers. It emphasizes the need to address vulnerability and respond organizationally by developing capabilities rather than focusing only on culture or awareness. This includes workforce development, partnerships, research and evaluation to provide equitable, high quality care for an increasingly complex population. It advocates taking a systems perspective and engaging philosophically to accommodate diversity and complexity in health care.
Cultural and Linguistic Competence in Healthcare - AFACCT 2023 (2).pptxLucindaStanley
This presentation discusses cultural and linguistic competence in healthcare. It begins by defining key terms like culture, linguistic, competence, and cultural and linguistic competence. It then covers topics like the impact of cultural and linguistic competence on patients, educators, and future healthcare professionals. It discusses achieving cultural competence through awareness, knowledge, skills, and interaction. The presentation emphasizes the importance of cultural competence for avoiding misunderstandings and providing high quality, equitable care for all patients.
Lois Wessel - Communicating with your ClientsPlain Talk 2015
"Communicating with your Clients: Tools for Health and Social Service Providers" was presented at the Center for Health Literacy Conference 2011: Plain Talk In Complex Times by Lois Wessel, RN, CFNP, Associate Director for Programs, Association of Clinicians for the Underserved.
Description: This session will discuss how professionals who interact with clients with limited literacy can make their institution, office setting, forms and face-to-face interactions understandable and welcoming to clients with low health literacy. The session will consider how language, culture and literacy come together and can potentially cause barriers to communication and will look at strategies to prevent and overcome these barriers.
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The House of Refuge program provides comprehensive support to empower families with children who have disabilities. Its mission is to offer tailored resources and guidance to help families embrace their circumstances with confidence and create an inclusive environment. The program focuses on fostering acceptance, growth, and potential through a range of services designed for each family's unique needs.
Culturally Inclusive Debt Collection Practices in California: Strategies for ...Cedar Financial
Explore how Debt Collection Agencies in California prioritize cultural sensitivity in their interactions with diverse communities. This PDF delves into strategies and practices employed to foster understanding and respect, ensuring a fair and considerate approach to debt recovery. Learn about the evolving landscape of debt collection in California and discover how agencies adapt to better serve consumers while upholding ethical standards. Download now for valuable insights into responsible debt collection practices.
#DebtCollection
#CaliforniaFinance
#CulturalSensitivity
#CommunityEngagement
#DebtRecoveryStrategies
#FinancialInclusion
#DiversityandInclusion
#ConsumerRightsCA
#EthicalDebtCollection
#PDFSubmission
#CedarFinancial
#California
Using the CLAS Standards to support health equity 06032021.pdfCecily Rodriguez
By the end of the session, participants will be able to understand the case for providing culturally and linguistically appropriate health services, define the CLAS standards, and describe what culturally appropriate services look like in practice. The document discusses the principal standard of providing effective, equitable, understandable and respectful quality care that is responsive to diverse cultural needs. It covers the CLAS standards themes of governance, leadership, workforce, communication and language assistance, and engagement for continuous improvement. Key aspects of each theme are defined such as policies, leadership qualities, recruitment, interpreting services, translation, community engagement and grievance processes.
Creative professional with a record of documented achievement and measurable performance in various industries. Strategic leader committed to providing expertise in multiple aspects of successful program development, implementation and management. Excel in managing multiple projects concurrently with strong attention to detail, problem-solving, high accountability, and follow-through capabilities. Demonstrated ability to manage, motivate, and build cohesive teams that achieve results. Successful in utilizing a consultative approach to access key decision makers or benefactors, network effectively, and create synergistic relationships.
The document discusses cultural competence in healthcare and its importance for both providers and patients. It defines culture and competence, noting that culture refers to integrated patterns of human behavior of social groups, while competence is the ability to function effectively within diverse cultural contexts. The document outlines tips for healthcare providers to interact effectively with patients of different cultures through understanding, communication, and addressing cultural barriers like stereotyping. Developing cultural competence helps create comprehensive patient care plans and better health outcomes.
Similar to Strengthening Families Webinar Key Concepts in CLC April 2013 (20)
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
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How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Strengthening Families Webinar Key Concepts in CLC April 2013
1. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
KEY CONCEPTS FOR CULTURALLY AND
LINGUISTICALLY APPROPRIATE FAMILY
STRENGTHENING PROGRAMS
Page 1
2. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Discussion
• Important definitions
• Strategies for engagement and
outreach
• Office of Cultural & Linguistic
Competence
Page 2
3. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
What Is Culture?
Culture can be defined
culture in the broad sense,
as there are other things in
addition to race, language,
and ethnicity that contribute
to a person’s sense of self in
relation to others. Multiple
memberships in these
subgroups contribute to an
individual’s personal identity
and sense of own “culture”.
Page 3
4. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Culture as an Iceberg
Visible Part:
Age
Race
Gender
Language
Physical abilities
Cultural artifacts
Hidden Part:
notions of modesty
conception of beauty
ideals
body language
Attitudes toward elders
governing child-raising
definition of sin
relationships to animals
tempo of work
patterns of superior / subordinate relationships
concepts of humor
eye contact behavior
social interaction
Page 4
6. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Culture Gives Context,
Meaning, and Direction
• It is a filter through which people
process their experiences and events
of their lives.
• It influences people’s values, actions,
and expectations of themselves.
• It impacts people’s perceptions and
expectations of others.
• It informs our understanding of when
support is needed.
• It influences how and from whom we
seek support.
• It influences how we attempt to
provide support.
Page 6
7. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Why is Cultural Competence
Important ?
Legal Requirements
• Title IV of the US Civil Rights Act
• Executive Order 13166
• CLAS Standards
Research on Health Disparities
• US Surgeon General Report on Disparities in
Mental Health
• Institute of Medicine’s “Unequal Treatment
Report”
• President’s New Freedom Commission Report
Page 7
8. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Cultural Competency
Cultural
Competence
Value
Diversity
Conduct Self
Assessment
Manage the
Dynamics of
difference
Acquire and
institutionalize
cultural
knowledge
Adapt to the
cultural
Contexts of
your
community
And incorporate the above in all aspects of policy making, administration, practice, service
delivery and involve systematically consumers, key stakeholders and communities.
Page 8
9. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Linguistic Competency
Linguistic competence - The
capacity of an organization and its
personnel to communicate
effectively, and convey information
in a manner that is easily
understood by diverse audiences
including persons of limited English
proficiency, those who have low
literacy skills or are not literate, and
individuals with disabilities.
Linguistic competency requires
organizational and provider capacity
to respond effectively to the health
literacy needs of populations
served.
Page 9
9
10. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
What makes an organizations
culturally competent?
Cultural Competence
Do our practices inhibit or prohibit engagement?
Do we seek meaningful inclusion of cultural considerations
throughout the planning process?
Do we promote meaningful Family involvement?
Do we get regular feedback from service users?
Do we have ONGOING training that develops a workforce able to
work cross culturally?
Page 10
11. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
What makes an organization
linguistically competent?
Linguistic
Competence
Offer TTY
and other
assistive
technology
devices
Offer materials
in
Alternative
formats
(e.g.,
audiotape,
Braille,
enlarged print )
Use qualified
translation
Services
especially for
legally
binding
documents
Print
materials in
Easy to read,
low literacy,
picture and
symbol
formats
Utilize ethnic
media
in languages
for outreach
to
diverse
communities
Page 11
13. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Organizational Self
Assessment
• Is “partnership” in the
mission?
• Is it mentioned in the values?
• Operating procedures:
– Who represents the
organization in
partnerships?
– Who decides in which
partnerships the
organization may
engage?
Adapted from Cornelia Ramsey, PhD, MSPH, Center for Clinical and Translational Research, Virginia
Commonwealth University
Page 13
14. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Building Relationships
Partnerships combine
the knowledge,
wisdom and
experience of
complementary
community agencies
to solve shared
health, social and
economic challenges.
Minnesota Department of Human Services
Page 14
15. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Communication
Communication should be interactive
not about “selling”
The outcome may include attracting
new staff and board members,
increasing referrals, attracting new
participants, increasing your
volunteer capacity or getting into new
geographic markets.
Writing, speaking, connecting with
people one-on-one – are all effective
communication methods that are
relatively inexpensive.
Minnesota Department of Human Services
Page 15
16. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Barriers leading to nonparticipation
1. Organizational
approach to inclusion,
diversity, openness
2. History & how it
influences the
present
3. Individual
experiences and
perceptions
Adapted from Cornelia Ramsey, PhD, MSPH, Center for Clinical and Translational Research, Virginia
Commonwealth University
Page 16
17. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Ask & Listen!
• Ask how is the community voice integrated into
strategies?
– Logistics - who, what, where, when, how
– Philosophy - both sides compromise, communities
want to be heard, communities are forgiving, willing to
compromise
• Ask what do non-participants tell you?
– Issues of recruitment vs. retention – understand the
differences
Adapted from Cornelia Ramsey, PhD, MSPH, Center for Clinical and Translational
Research, Virginia Commonwealth University
Page 17
18. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Community Engagement
Goals
• Learn about the specific cultures
present in the community as well as
the needs and issues that impact
them
• Engage cultural brokers as a way to
introduce you to key community
informants
• Be flexible with your agenda and
expectations
• Ensure that partnerships are
reciprocal.
• Be present in the community
• Understand that relationships take
time to be built and that just one
negative event can destroy them
Page 18
19. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
OCLC Goal
Support a system that delivers services in a culturally
and linguistically sensitive manner to consumers that
are receiving service in Virginia’s mental health,
intellectual disabilities, and substance use disorder
and prevention system which will aid and enhance the
opportunities for recovery and person-centered
practices.
Page 19
20. DBHDS
OCLC- What we do
Virginia Department of
Behavioral Health and
Developmental Services
Language
Services
Planning at
Secretariat,
Agency, and
Local level
CLC
Resource
Development
OCLC
Workforce
Diversity, and
Inclusion
(Recruitment,
Retention, and
Succession)
Organization
al CLC
Training and
Consultation
Page 20
21. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Office of CLC - What We Do…
Training and Consultation
•
•
•
•
•
•
•
•
•
Cultural and linguistic competence planning
Cross cultural communication and conflict resolution
Working with interpreters
Attracting and retaining a diverse workforce
Working with diverse populations
Cultural competence in new employee orientation
Interpreter training for bilingual staff
Adaptations to evidence-based practices
CLC policy development and evaluation
Page 21
22. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Office of CLC - What We Do…
• Partner with stakeholders to provide regional training and
technical assistance on implementation of cultural and linguistic
competent activities and services.
• Provide nominations to expand the diversity of boards and
advisory committees
• Support organizations when developing new programs and
initiatives to ensure best practices around working with
communities of color are considered.
• Provide educational materials to stakeholders on the CLAS
Standards.
• Develop mechanisms to collect and analyze data related to
CLC.
• Support stakeholders with special projects related to limited
English proficient consumers and communities.
Page 22
23. DBHDS
Virginia Department of
Behavioral Health and
Developmental Services
Contact Us
1220 Bank Street Rm .433
Richmond, VA 23219
804.786.5872
cecily.rodriguez@dbhds.virginia.gov
Google Groups- “VA DBHDS Cultural and Linguistic Competence”
Facebook – Virginia Dept. of Behavioral Health and Developmental Services
Page 23
23
Editor's Notes
It takes a village to raise a child….it also takes a village to develop a community.Some are formal with written agreements and others will be informal But no matter how formal or informal, the most effective partnerships bring beneficial outcomes to all the parties involved. This occurs when you have discussed and agreed upon a common shared goal, the methods you will employ to achieve the goal and how you will measure your success.