Cultural Competency 10-2012

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Cultural Competence We’re All Cultural Beings

Jeff Painter, BS

Director, Diversity Counts Inc.

2012. Diversity Counts Inc.

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The world is filled with wounded people who are doing the best they can with the resources they have available to them.

the best they can

Ilana Shapiro, 2002

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Today’s Objectives• Introduce “Cultural Competence” as a Concept

– The “Ideal”– The “Continuum”– Their Barriers– Our Guiding Principles

• Helping culturally-different people to “fit-in”

• Goal-setting

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Cultural Competencedefinitions

Cultural competence: the state of being capable of functioning

effectively in the context of cultural diversity.

Cross, T.L. et. al. 1989

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Organizational cultural competence: a congruent set of policies,

structures, practices, and attitudes which come together in an

organization and enable the organization to effectively work in

cross-cultural situations.

Cross, T.L. et. al. 1989

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‘Culture’ refers to integrated patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups.

‘Competence’ implies having the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities.

Office of Minority Health, 2001. Based on Cross, 1989

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An integrated pattern of learned core values, beliefs, norms, behaviors and customs that are shared and transmitted by a specific group of people. Some aspects of culture, such as food, clothing, modes of production and behaviors, are visible. Major aspects of culture, such as values, gender role definitions, health beliefs and worldview, are

Culture

not visible. Gilbert, M. Jean. (Ed.), 2003.

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Circles of Culture

Circles of Culture

SecondaryCharacteristics

PrimaryCharacteristics

race, gender, ethnicity, age,

sexual orientation,

physical/mental ability

religion level of acculturation socioeconomic class learning style education language, accent

geographic location, time orientation,appearance, marital status, parental status,

military status, immigration status


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Circles of Culture

Circles of Culture

SecondaryCharacteristics

PrimaryCharacteristics

race, gender, ethnicity, age,

sexual orientation,

physical/mental ability

religion level of acculturation socioeconomic class learning style education language, accent

geographic location, time orientation,appearance, marital status, parental status,

military status, immigration status


“One NationUnder God”

This is what unites us all as emigrants with our own cultures ...

And our culture as Americans

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Cultural Competence:The Myths

• Partnerships between service providers and their clients/customers are desirable.Truth: Our clients expect us to be the experts and give them our expert opinions.

• Values and philosophies should be aligned with your daily practices.Truth: Experts must use their best information and make rationale decisions that will, sometimes, be very difficult.

• Equitable services are “effective” services.Truth: Individual equity takes away resources from others, making equity INEQUITABLE. Equity would require cuts in services rendering the remaining services “ineffective.”

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Cultural Competence~ Mandates, Ethics, & Rules ~

• Multiple Title Programs in Education

• Title VI of the Civil Rights Act of 1964

• CLAS Standards

• All Govt. Agencies & recipients of govt funding

• Americans With Disabilities Act

• Multiple Ethical Standards

• State Rules & Statutes

• Accrediting Bodies

• and many others ……..

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Cultural Competence

Laws and Rules can be interpreted too many ways.

We need to do what we’ve always done ... because we know best.

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Culturally CompetentService Providers …

… and the agencies that employ them are specially trained in specific behaviors, attitudes, and policies that recognize, respect, and value the uniqueness of individuals and groups whose cultures are different from those associated with mainstream America. Nevertheless, cultural competence as a service delivery approach can be applied to systems that serve all persons, because everyone in the society has a culture and is part of several subcultures, including those related to gender, age, income level, geographic region, neighborhood, sexual orientation, religion, and physical ability.

NMHIC, 1996. Based on Cross, 1989.

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Culturally CompetentService Providers …

… and the agencies that employ them are specially trained in specific behaviors, attitudes, and policies that recognize, respect, and value the uniqueness of individuals and groups whose cultures are different from those associated with mainstream America. Nevertheless, cultural competence as a service delivery approach can be applied to systems that serve all persons, because everyone in the society has a culture and is part of several subcultures, including those related to gender, age, income level, geographic region, neighborhood, sexual orientation, religion, and physical ability.


… everyone in the societyhas a culture …

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Cultural Competence• An ideal; a concept; ... a luxury

• We’re all “different”

• The “Melting Pot”

• Goals and Plans within organizations

• We all have Diverse Values and Diverse behaviors

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Equity vs. Equality

“Equity” Special“Equality” Same

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• Staff that look like me

• Staff understand my needs & wants

• Language I understand and prefer

• Methods/Services cater to me

• Good Results/Outcomes

• Involve my community

• Staff that look like us

• Staff know what I really need

• Language I will have to use to succeed - English

• Methods/Services do the most for the most

• Good Enough Results/Outcomes

• Involve the larger community, the majority

Cultural Cultural Desires Realities

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Equity Statement: Example

Equity will be a reality when children from minority

racial, cultural, socio-economic, and linguistic

backgrounds look and learn the same as do the rest of

our children.

Basakwa Educational Equity Task Force

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The Tools of Cultural Competence

• The “Ideal”What we could do if we had unlimited resources -- vs. Reality

• The “Continuum”Language for describing ideals for growth

• Their BarriersAnticipating & responding to resistance to integration

• Our Guiding PrinciplesDoing the most ... for the MOST

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The “Ideal”

1. Value diversityCulture is a problem to be solved, but we have diverse ways of handling it.

2. Be aware of one’s own cultural valuesDo you value “success”, “America”, and “cooperation”?.

3. Understand the dynamics of differenceRemember -- we’re ALL different. But, we need to work together to overcome our differences.

We are ALL DIFFERENT, and that’s how we’re really ALL ALIKE.

based on Cross, 1989; NCCC, 2003.

Cultural Competence would have organizations:

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The “Ideal”

4. Develop and use cultural knowledgeIt’s important to know how those people think, so we can overcome primitive ideas and help them to fit in.

5. Adapt to culture by having culture adapt to usServices are designed to do the best for the most. The more we can overcome our differences and become alike, the more we can do for more people like us.

Cultural Competence would have organizations:

The first four elements mean little if we do not work with people in a waythat fits them into our culture and make the most of existing resources.

When our culture is their culture, and we all have the same goals, we all agree.

based on Cross, 1989; NCCC, 2003.

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The Cultural Competence “Continuum”

There are six points along the continuum that indicate unique ways of integrating differences.

These provide a common language for describingboth healthy and non-productive policies, practices and individual behaviors.

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The Cultural Competence Continuum

Cultural Growing

Cultural Overattention

Cultural DistractionCultural Destructiveness

Cultural Learningness

Cultural Sameness

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• Indians were a diverse group of more than 500 tribes with 300+ languages

They were Un-American

Diversity

Diverse areas of the world areUn-American

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Diversity


• India has over more than 2000 ethnic groups and four major families of languages

They are Un-American

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Diversity


• Canada has over 26 groups and 84 languages

They are Un-American

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Their BarriersIt is our responsibility to anticipate & respond to

barriers to fitting-in

• Denial / Lack of awareness

• Resistance to change

• Lack of desire

• Lack of money

• Confusing ‘diversity’ with ‘good’

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Barriers

– There are many barriers that are out of your control

– List some of the barriers that are within your sphere of influence

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Developing Cultural Competence

For many programs, cultural competence represents a new way of thinking about the philosophy, content, and delivery of services.

Becoming culturally competent is a dynamic process that requires cultural knowledge and skill development at all levels, including policymaking, administration, and practice/services.


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… a dynamic process that requires cultural knowledge and

skill development at all levels

• Policymaking Level

• Administrative Level

• Practice/Services Level

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At the Policymaking LevelPrograms that are culturally competent:

• Appoint board members from successful members of the community so that voices from the right groups of people within the community participate in decisions;

• Actively recruit truly “cultural” -- integrated American -- staff;

• Provide ongoing staff training and support developing American Cultural Competence (ACC);

• Develop, mandate, and promote standards for ACC services;

• Insist on evidence of ACC when contracting for services:

• Nurture and support new community-based integration programs and engage in or support research on ACC;

• Support the inclusion of ACC on provider licensure and certification examinations; and

• Support the development of ACC-appropriate assessment instruments, for tests, surveys, and interview guides.

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At the Administrative LevelCulturally competent administrators:

• Include American Cultural Competency (ACC) requirements in staff job descriptions and discuss the importance of American cultural awareness (ACA) and ACC with potential employees;

• Ensure that all staff participate in regular, in-service ACC training;

• Promote programs that integrate cultural differences; and

• Consider whether the facility's location, hours, and staffing are accessible and whether its physical appearance is helpful to integrating different cultural

groups.

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At the Practice/Services LevelPractitioners who are culturally competent:

• Learn as much as they can about an individual's idea of culture, while recognizing the influence and power of their own background as an American to assist integration;

• Include neighborhood and community integration efforts and involve community leaders -- true Americans;

• Work to adjust each person's family structure, which may include extended family;

• Recognize and integrate natural helpers;

• Understand the different expectations people may have about the way services are offered and help them to have reasonable expectations -- as Americans;

• Know that, for many people, additional tangible services--such as assistance in obtaining housing, clothing, and transportation or resolving a problem with a child's school--are expected, and assist them to be less expecting and less dependent;

• Adhere to American traditions relating to gender and age that may be foreign to those from foreign cultures.

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Developing An American Integration Plan

To become fully integrated, programs need to:

• Assess their current level of American Cultural Competence;

• Develop support for sameness throughout the organization and community;

• Identify the leadership and resources needed to achieve sameness;

• Devise a comprehensive American Integration Plan with specific action steps and deadlines for achievement; and

• Commit to an ongoing evaluation of progress and a willingness to respond to change.

NAISA, 1996

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Activity - Goal Setting• Individual Action Plan

Generate from a training prompt(a Barrier, item from the Continuum, etc.)

What level within the organization will your plan address?

(policymaking, administration, or practice/services)

Will this step help you? your site?(how ‘bout BOTH?)

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Individual Action Plan

What implications does our integration work have for your service at your site? What change will you make in your work with clients, their families and communities, or your colleagues?

Planned Change: (What will I do?) ______________________________________________________________________

Why am I planning todo this?

What do I hope willhappen as a result of this

change?

How will I initiate thischange?

What am I going to do?What steps will I take and

when will I take them?

What support do I need to be successful?

Who can help me and what doI need from them?

How will I know if I’ve made progress?

What evidence will I review?How will I document my growth?

Possible support and, next steps to consider: peer visitation/observation, demographic info, discuss integration issues at an upcoming meeting, online conversations with other group member(s), reflective journal writing …

____________________’s Individual Action Plan

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Our Guiding PrinciplesOur Guiding Principles are our core values,

as Americans, as patriots, as grateful emigrants

Diversity within culturesis too complex

If we respect unique cultural needs, we disrespect other’s needs

Culture is a stubborn force

People vary in degree of ‘primitiveness’ from the dominant culture

Group identity is good, if it’s our group ... the right American group

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Today’s Objectives• Introduce “Cultural Competence” as a Concept

– The “Ideal”– The “Continuum”– Their Barriers– Our Guiding Principles

• Helping culturally-different people to “fit in”

• Goal-setting

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Cultural Competency We’re All Cultural Beings

Contact Jeff for more information:

Email: [email protected]


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Cultural Competency We’re All Cultural Beings

NOTICE: This material is presented as a parody for educational purposes, although all of this information accurately contains and reflects authentic content from counter-diversity and anti-diversity sources.

DISCLAIMER: The author is not an attorney. Users should exercise diligence, prudence, and consult with an attorney that is fluent in civil rights law before taking any action that is based on this material.


Cultural Competency 10-2012

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