Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Cultural Competency Recommendations


Published on

Created in preparation for a Board of Trustees meeting, this presentation details the recommendations related to cultural competencies at our institution.

Published in: Education
  • Be the first to comment

  • Be the first to like this

Cultural Competency Recommendations

  2. 2. OUR 50 YEAR LEGACY
  3. 3. 50 YEAR LEGACY • Acknowledgement – many achievement we have been a part of – people who made achievements possible – next 50 years • Our legacy – Were we the first? – What areas did we advance most? – Did we set the example? – What could we have done differently?
  4. 4. DIVERSE COMMUNITY • Student body – over 1800 international students – at least 39% non-white ethnicities (22% no response) • Mission – emphasizes “responsiveness to our surrounding, diverse communities” – Do we reflect that diversity in services, employees, and leadership roles? – How can we demonstrate understanding and appreciation of cultures we serve?
  5. 5. THE NEXT 50 YEARS
  6. 6. CHALLENGES WE FACE • Meaningful collaboration – ODEI, Student Life, IP, Student Government, DSS, GDEC – hosted open discussion to exchange ideas, discuss key themes, brainstorm desired outcomes – functional areas throughout campus will be asked to contribute, help guide discussion
  7. 7. CHALLENGES WE FACE • Key themes identified by faculty, staff, students – desire to clearly define what cultural competencies are – desire to showcase diversity and our commitment to inclusion – desire to address overall tense campus environment and fear it produces – desire to come together and have opportunity to discuss differences – desire to see leadership involved and supportive of efforts – desire to create opportunities for courageous conversations
  8. 8. IDEAL LEARNING ENVIRONMENT • Attributes – appreciates varying global and diverse perspectives across curriculum – supports multicultural values, where everyone feels like they belong, regardless of building they are in – interactions with others who listens and respects perspectives • Attributes every college strives to create
  10. 10. A MULTIFACETED MODEL • No quick fixes • Requires commitment beyond words • Includes awareness, attitudes, knowledge, and skills
  11. 11. AWARENESS WITHOUT BLAME • Starting conversation on identify, family, and culture allows reflect, observe, participate, and experience • Before people safe enough to participate, healing needs to occur • Bridges need to be acknowledged, repaired, or built • Actively disengaged, afraid to voice thoughts, participate in events, fear of being labeled
  12. 12. AWARENESS WITHOUT BLAME • Climate – difficult, sensitive, highly personal topics – occur without blaming or alienating others – identifying actions and not individuals or groups • Focus – creating safe environment – explore, discuss, participate without feeling judged or labeled
  13. 13. AWARENESS WITHOUT BLAME • AWARENESS EFFORTS INCLUDE: – facilitating Building Bridges experiences to share, experience culture – creating promotional campaigns, “I am Green River” – showcasing student diversity through video interviews on family, cultural celebration, reason for GRC – showcasing employee diversity through blog articles on family history, cultural celebration, and reason for GRC – showcasing connections through IP Campus Talks
  14. 14. ATTITUDE & BEHAVIOR • How do we handle incidents of concern and communicate that back to our students? • How do we encourage diverse perspectives and freedom of expression, while maintaining a supportive, respectful environment?
  15. 15. ATTITUDE & BEHAVIOR • ATTITUDE EFFORTS INCLUDE: – holding open forums and panel discussions in response to recent events so people become aware of campus policies and practices, can ask questions, and feel safe – routinely communicating policies on anti-discrimination, Title IX, harassment, and more through student channels, clubs, and support services – exploring ways in which we can foster a supportive, respectful environment, when freedom of expression makes others feel uncomfortable
  16. 16. KNOWLEDGE & EXPERTISE • Unlimited pool of resources related to subject matter expertise – faculty in numerous fields – committees dedicated to diversity – entire department “committed to the creation of a more welcoming, inclusive and supportive environment based on knowledge, acceptance and respect” – great efforts celebrating diversity through annual conferences and campus events
  17. 17. KNOWLEDGE & EXPERTISE • Climate – difficult, sensitive, highly personal topics – occur without blaming or alienating others – identifying actions and not individuals or groups • Focus – creating safe environment – explore, discuss, participate without feeling judged or labeled
  18. 18. KNOWLEDGE & EXPERTISE • KNOWLEDGE EFFORTS INCLUDE: – capturing campus events and conferences for those that could not attend – ensuring that all campus events contain basic elements such as historical context, learning moments, audience engagement opportunities, and next steps – incorporating book focused on culture, diversity, inclusion into the One Book series – facilitating through ODEI, lunch and learn sessions engaging students and employees
  19. 19. KNOWLEDGE & EXPERTISE • KNOWLEDGE EFFORTS INCLUDE: – contracting with an outside organization with expertise in diversity, cultural competence, bias, social conditions, and more to facilitate discussions in safe and respectful manner – providing access for all employees to online training modules on the topics of Sensitivity Awareness, Diversity Awareness, and Discrimination Awareness – selecting external training program for administrators that provides in-depth knowledge and establishes cross-campus connections
  20. 20. SKILLS & COMPETENCIES • Often we’re unsure how to measure cultural competencies – people tend to think of this as interaction with people who are different than us – skills gap requires self-reflection, exposure to learning moments, active experimentation, and opportunity for shared experiences
  21. 21. SKILLS & COMPETENCIES • SKILLS EFFORTS INCLUDE: – defining cultural competencies – articulating how cultural values relate to the work we do – examples of competencies and values could include: • self-awareness • reflection • perspective taking • valuing others • community involvement
  23. 23. STAKEHOLDERS NEEDED • Human Resources – provide introductory training options accessible to every employee through SafeColleges – identify external training program for administrators – assist Deans/Directors in understanding value of diversity in staffing – include diversity questions in every application so committees understand value applicant places on diversity – recognize completion of diversity training through digital badging – share author ability on HR blog with ODEI to provide dedicated space to promote events and highlight diversity
  24. 24. STAKEHOLDERS NEEDED • Marketing & Communications – design, develop, and implement marketing campaign that focus on our diverse student and employee perspectives, values, and commitment to Green River • Media Services – capture, stream, and showcase events on campus for those that can not attend
  25. 25. STAKEHOLDERS NEEDED • ODEI – lead campus building bridges experiences and courageous conversations to create welcoming environment – sponsor campus events that help create a welcoming, inclusive environment – collaborate with staff, faculty, and students across institution to volunteer at events – recognize commitments, completion, and innovations in diversity best practices for students, faculty, and staff
  26. 26. STAKEHOLDERS NEEDED • GDEC – recommend potential definitions for cultural competencies – develop set of cultural diversity values that drive work we perform – partner with faculty in bringing topics of diversity into instruction – recognize faculty and employee commitment, completion, and innovation in diversity practices
  27. 27. STAKEHOLDERS NEEDED • Student Clubs and Student Government – provide lunch learning opportunities related to diversity, in collaboration with ODEI, to engage campus in meaningful experiences • Faculty – encourage faculty to bring diversity topics into instruction – encourage faculty to allow accommodations based on diversity
  29. 29. TRAINING FUNDING NEEDED • Training by itself is never the answer – difference between what people say they want and what they actually need – to support meaningful change, training must compliment existing efforts • Training support needed – Intercultural Development Inventory Qualified Administrator training • $1600 per participant – external facilitator • at least $10,000 to provide multiple campus workshops
  30. 30. TRAINING FUNDING NEEDED • Clarification – this is not an HR initiative – my role is to assess situation and make recommendations that support existing departments, committees, or subject matter experts across campus – funding may come partially from HR and partially from other sources – continue to work with departments to determine priorities for training needs and make recommendations
  31. 31. TRAINING FUNDING NEEDED • Development ahead – look forward to partnering with right people and supporting institutional efforts – gladly meet with with any stakeholder identified regarding these recommendations