Reproduction of these materials only by author's explicit permission. Bringing People to the Table to Help Iowa’s Minority Youth John-Paul Chaisson-Cardenas.

Reproduction of these materials only by author's explicit permission.

Bringing People to the Table to Help Iowa’s Minority Youth

John-Paul Chaisson-Cardenas

National Resource Center for Family Centered Practice

Reproduction of these materials only by author's explicit permission.

Building CoalitionsShared Power

Shared Language

Common GoalsFlexibility of Method

Shared Resources

TRUST

Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.

"Like the miner's canary, the Indian marks the shift from fresh air to poison gas in our political atmosphere,

and our treatment of the Indian. . . marks the rise and fall in our democratic faith:'

---- 1953 Felix Cohen

Reproduction of these materials only by author's explicit permission.

In 1967 Dr. Martin Luther King, Jr., said to his staff: "We're going to take this movement and. . . reach out to the poor people in all directions in this country. . . into the Southwest after the Indians, into the West after the Chicanos, into Appalachia after the poor whites, and into the ghettos after Negroes and Puerto Ricans. And we are going to bring them together and enlarge this campaign into something bigger than just a civil rights movement for Negroes:'

Reproduction of these materials only by author's explicit permission.

Building CoalitionsShared Power

Shared Language

Common GoalsFlexibility of Method

Shared Resources

TRUST

Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.

Culturally Competent Culturally Competent

&&

Strength Based PracticeStrength Based Practice

Reproduction of these materials only by author's explicit permission.

Cultural CompetenceCultural Competence

For the individual:For the individual:

““The state of being The state of being capable of capable of functioning functioning effectively in the effectively in the context of cultural context of cultural differences.”differences.”

** Cross, T. L., Bazron, B. J. & Benjamin, M. P. (1996).

Reproduction of these materials only by author's explicit permission.

Cultural CompetenceCultural Competence

For the organization:For the organization:

““A set of congruent A set of congruent practice skills, attitudes, practice skills, attitudes, policies and structures, policies and structures, which come together in a which come together in a system, agency or those system, agency or those professionals to work professionals to work effectively in the context effectively in the context of cultural difference.”of cultural difference.” ** Cross, T. L., Bazron, B. J. & Benjamin, M. P.

(1996).

Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.

Culturally Culturally Specific Specific

SkillsSkills

CulturalCulturalInquiryInquirySkillsSkills

IntrapersonalIntrapersonalSkillsSkills

Reproduction of these materials only by author's explicit permission.

Elements of Culturally Competent Practice

Self-awareness (Organization & Individual)

Knowledge (Organization & Individual)

Personal Involvement (Organization & Individual)

Resources and linkages (Organization & Individual)

Practice (Organization & Individual)

Staffing (Organization)

Organizational Policies (Organization)

Reaching-out to Communities/Image Marketing

(Organization)

Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.

The Assessment

Whatever you are looking for? (you will find it!)

The assessment process is an intervention within it self?

Who is invested in the assessment process?

Reproduction of these materials only by author's explicit permission.

Table 1. Network Member Activities for the“Work With” Relationship

Figure 1. Illustrations of the “Work With” Relationship

Figure 1a Circle Drawing

Figure 1b Multidimensional Scaling Diagram

Agency #

Outdegree Indegree

Number Percent Number Percent

1 9 75.0% 6 50.0%

2 5 41.7% 7 58.3%

3 7 58.3% 9 75.0%

4 9 75.0% 2 16.7%

5 9 75.0% 11 91.7%

6 9 75.0% 10 83.3%

7 3 25.0% 3 25.0%

8 9 75.0% 6 50.0%

9 8 66.7% 8 66.7%

10 9 75.0% 4 33.3%

11 9 75.0% 9 75.0%

12 9 75.0% 9 75.0%

13 1 8.3% 12 100.0%

Avg Degree

(std dev)

7.4(2.588)

7.4(2.949)

Max Nodal Degrees 12 12

Avg Geodesic Distance

1.417

Avg Density(std dev)

61.5%(0.4865)

Reproduction of these materials only by author's explicit permission.

Table 3. Network Member Activities in the“Joint Staff Trainings” Relationship

Figure 3. Illustrations of the“Joint Staff Trainings” Relationship

Fig. 3a Circle Drawing

Fig. 3b Multidimensional Scaling Diagram

Agency # Outdegree Indegree

Number Percent Number Percent

1 6 50.0% 2 16.7%

2 2 16.7% 8 66.7%

3 5 41.7% 5 41.7%

4 9 75.0% 0 0.0%

5 5 41.7% 6 50.0%

6 9 75.0% 2 16.7%

7 1 8.3% 1 8.3%

8 2 16.7% 5 41.7%

9 3 25.0% 5 41.7%

10 4 33.3% 4 33.3%

11 3 25.0% 6 50.0%

12 3 25.0% 2 16.7%

13 3 25.0% 9 75.0%

Avg Degree(std dev)

4.2(2.423)

4.2(2.606)

Max Nodal Degrees 12 12

Avg Geodesic Distance 1.979

Avg Density(std dev)

35.3%(0.4778)

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"Washing one's hands of the conflict between the powerful and the powerless means to side with the powerful, not to be neutral."

-- Paulo Friere

Reproduction of these materials only by author's explicit permission.

Building CoalitionsShared Power

Shared Language

Common GoalsFlexibility of Method

Shared Resources

TRUST

Reproduction of these materials only by author's explicit permission.

The Leaders

Leaders are developed not born!!

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Rescuer

Victim

Persecutor

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Ethnocentric StagesEthnocentric Stages EthnorelativeEthnorelative Stages StagesD

enia

l

Def

ense

Min

imiz

atio

n

Acc

epta

nce

Ad

apta

tion

Inte

grat

ion

Cultural

Destructiveness

Cultural Blindness

Cultural

Pre-Competence

Basic Cultural Competence

Advanced

Cultural

Competence

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MeetingMeetingWhen you are gathering people together into a coalition you must keep a few questions in mind:

Are the people in your team representative of the community?

What is your role on the team?

What power dynamics will affect the group process?

What would facilitate the meeting?

The details (time, place, length of meeting, formal or informal setting, translation, room setting, publicity, speakers, agenda, decision making mechanisms, etc..

Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.

“If you have come here to help me, you are wasting your time. But if you have come because your liberation is bound up with mine, then let us work together.”

-- Lilla Watson, Brisbane-based Aboriginal educator and activist