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 Competancy

27 views

Published on

Presenters Amber Booth and Veronica Guydon
"Building a New Framework for Better Social Solutions"

Published in: Education
  • Be the first to comment

  • Be the first to like this

Cultural Competancy

  1. 1. Building a New Framework for Better Social Solutions: Introduction to Cultural Humility Facilitator: • Amber Booth • Veronica Guydon
  2. 2. OBJECTIVES • Define Diversity and Inclusion in relation to UAMS and it’s mission • Explain importance of diversity and inclusion in the workplace • Discuss tough cultural situations through interactive discussion and exercise • Recognize unconscious biases • Develop strategies for overcoming those biases and pre- programmed idea • Assess ways to apply information to daily personal and professional lives.
  3. 3. UAMS MISSION STATEMENT The mission of UAMS is to improve the health, health care and well- being of Arkansans and of others in the region, nation and the world by: • Education of current and future health professionals and the public; • Providing high quality, innovative, patient- and family-centered, health care and also providing specialty expertise not routinely available in community settings; and • Advancing knowledge in areas of human health and disease and translating and accelerating discoveries into health improvements.
  4. 4. UAMS CORE VALUES • Integrity • Respect • Teamwork • Creativity • Excellence • Safety • Diversity and Health Equity – We are committed to the importance of the diversity of UAMS leadership, faculty, staff and learners in order to enhance the education of our learners, reduce racial and ethnic health disparities in our state, and honor the unique contributions provided by a diversity of values, beliefs, and cultures.
  5. 5. The Four Agreements 1. “Stay engaged,” 2. “Speak your truth,” 3. “Experience discomfort,” and 4. “Expect and accept non-closure.” Acosta, D., & Ackerman-Barger, K. (2016). Breaking the Silence. Academic Medicine, 1. doi:10.1097/acm.0000000000001416
  6. 6. The Six Conditions 1. “Establish a racial context that is personal, local, and immediate,” 2. “Isolate race while acknowledging the broader scope of diversity,” 3. “Develop an understanding of race as a social/political construction of knowledge, and engage multiple racial perspectives to surface critical understanding,” 4. “Monitor the parameters of the conversation by being explicit and intentional,” 5. “Establish agreement around a contemporary working definition of race,” and 6. “Examine the presence and role of Whiteness and its impact on the conversation.” Acosta, D., & Ackerman-Barger, K. (2016). Breaking the Silence. Academic Medicine, 1. doi:10.1097/acm.0000000000001416
  7. 7. Let’s Start Building!
  8. 8. Foundation and Framework Cultural Competence • Cultural competence is a set of congruent behaviors, attitudes, and policies that come together in a system, agency or among professionals and enable that system, agency or those professions to work effectively in cross-cultural situations. Diversity and Inclusion • Diversity • Quality or state of having many different forms, types, ideas, etc. • State of having people who are different races or who have different cultures in a group or organization • Inclusion • Covering or including everything • Open to everyone: not limited to certain people • Including the stated limits and everything in between Reference: Natural Center for Cultural Competence www.ncccurricula.info/cultural competence.html
  9. 9. Why Cultural Humility • Cultural sensitivity- Importance of not assigning more value to one culture over another • Cultural competence- having an awareness of one’s own cultural identity and views about difference • Cultural humility- willingness to suspend what you know, (or what you think you know) about a person based on generalizations of their culture. You are open to what they have determined is their personal expression of their culture
  10. 10. Brick By Brick
  11. 11. Dimensions of Diversity •Primary dimensions •how we categorize others and ourselves •They shape our basic self-image •often use to self- identify •Secondary dimensions • differences we acquire and sometimes discard or modify over time • enhance one’s life experiences
  12. 12. Answer: • Race is a social construct used to categorize human groups. It refers to a person's physical characteristics, such as bone structure and skin, hair, or eye color. • Ethnicity, however, refers to cultural factors, including nationality, regional culture, ancestry, and language. http://www.diffen.com/difference/Ethnicity_vs_Race
  13. 13. http://theydiffer.com/difference-between-race-ethnicity- nationality-and-culture/
  14. 14. Race card activity
  15. 15. Implicit Bias and its Everyday Impact
  16. 16. What is Implicit bias? •The attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. •Activated involuntarily, without awareness or intentional control. •Can be either positive or negative. •Everyone is susceptible. http://kirwaninstitute.osu.edu/wp- content/uploads/2016/07/implicit-bias-2016.pdf
  17. 17. How We Acquired Them: •Experiences •Media
  18. 18. Why Implicit Bias Matters? •Implicit bias matters because everyone possesses these unconscious associations, • Implicit bias affects our decisions, behaviors, and interactions with others. •Implicit biases can be positive or negative, both can have harmful effects when they influence our decision-making. http://kirwaninstitute.osu.edu/wp- content/uploads/2016/07/implicit-bias-2016.pdf
  19. 19. Types of Biases • Competency proving- frequent efforts made by minority group to demonstrate they are qualified • Color-blind racial attitude- the belief or idea that discrimination no longer exist based on race • Tokenism- when a member of a group is treated as a representative for the whole, instead of an individual • Failure to differentiate- when members of a minority group are mistaken for one another • Status leveling- when a person from an underrepresented group is assume to belong to a lower social category or position Fairplay Workshop Evaluation, 2017
  20. 20. “Whiteness” and Its Role? What is it? • Whiteness refers to the social construct, and the dominate culture of the majority race in the US. • Whiteness: • group size, • group power • group discrimination • and group appearance How does it affect society? • Considered the norm; neutral • Assist in influence of : • policy • education reform • healthcare “The Meaning of Whiteness”, Mikhail Lyubansky, Ph.D.
  21. 21. Privilege: What is it? • “a right, favor, or immunity, granted to one individual or group and withheld from another.” –Webster’s Dictionary Examples Male, White, Cis-gender, Able-bodied Who Has it? EVERYONE!!
  22. 22. What is the Solution? http://kirwaninstitute.osu.edu/wp- content/uploads/2016/07/implicit-bias-2016.pdf
  23. 23. What’s in Your Wallet? Let’s Talk Values!
  24. 24. Which is most important to you? A. Justice B. Individuality C. Faith
  25. 25. Which is least important to you? A.Kindness B.Loyalty C.Respect
  26. 26. Which is most important to you? A. Self-Control B. Honesty C. Wisdom
  27. 27. Micro-Inequities • Micro-inequities are subtle, often unconscious, messages that devalue, discourage and impair workplace performance • They are conveyed through facial expressions, gestures, tone of voice, choice of words, nuance and syntax. Repeated sending, or receiving, of micro-inequities can erode commitment and loyalty and have the cumulative effect of diminishing overall workforce performance "Micro-affirmations & Micro-inequities" Mary Rowe (c)2008
  28. 28. People Who Experience Micro-Affirmations Feel • Included • Appreciated • Supported • Endorsed • Seen • Heard • Valued
  29. 29. Conclusion • Define Diversity and Inclusion in relation to Springdale and it’s mission • Explain importance of diversity and inclusion in the workplace • Analyze tough cultural situations through interactive discussion and exercise • Recognize unconscious biases • Develop strategies for overcoming those biases and pre-programmed idea • Assess ways to apply information to daily personal and professional lives.
  30. 30. Building New Framework for Better Social Solutions
  31. 31. Thank You for Your Patience and Time!

×