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8/3/2019 Competency Ppt
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What is it?
Why do we need it?
What does it do?
Who is responsible?
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Behaviours, attitudes and policies
that enablesystems, organisations,professions and individualsto work effectively
in cross-cultural situations
What is cultural competency?
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improves health and wellbeing by integrating
culture into delivery of health services
focuses on capacity of health systems
more than awareness of difference
everyones responsibility - not special interestgroups
its not new !!good health policy & services meet consumersneeds
What is cultural competency?
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Everyone has a right to health care that meets
their needs
Australias diversity is increasing
Health system not always responsive
Health inequalities experienced by many groups
Health services, managers and practitioners areaccountable for meeting needs of all consumers
World-wide pressure to improve Bangkok Charter 2005, WHO World Health Report 2006
Why do we need cultural competency
in health?
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Improves equity & access for all groups
Good business practice
More effective service for healthconsumers and carers
Better use of health resources
Benefits
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Acknowledges benefits of diversity
Achieves best, most appropriate care for eachconsumer
Ensures self-determination for consumers andcommunities
Holds governments, health organisations and
managers accountable for meeting needs of thecommunities they serve
A culturally competent health system
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Governmentsall levelsPolicy decision-makers
all agencies / all levels of government (not just health!)
ManagersCEOs, finance, operational managers of health &related services
Professionsprofessional bodies and their members
Workers& practitionersin health & related organisations
IndividualsEveryone can learn and contribute
Whos responsible?
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New NHMRC guide
Aim
Target audience
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NHMRC Guide
Cultural competency in health:a guide for policy, partnerships and participation
Nationalfocus Complements existing work Generic approach
Applies to wide range of groups not specialised
Provides model 4 domains for action systemic, organisational, professional & individual
Focus on healthier living & environments, obesity &overweight Recognises gaps, identifies next steps Based on research, consultation & feedback Prepared by experts /researchers in public health
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Support development of health care servicesthat meet needs of culturally & linguisticallydiverse communities
High level policy & decision-makers
Impact on-the-ground health services
Anyone interested in health & relatedpolicy
Target audience
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Stimulate broader discussion
Ownership of issues Begin nationally supported, sustained
change
Provide ideas for next steps
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Principles
Four Dimensional Model
Developing Competency
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Adopt principles that underpin cultural
competency in health
Take action on infrastructure & humanresources that support cultural competency
Set standards establish specificcompetencies at system, organisation,professional and individual level
Systems, organisations,professions can
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1. Engaging consumers & communities and
sustaining reciprocal relationships
2. Leadership and accountability for sustainedchange
3. Building on strengths know the
community, know what works
4. A shared responsibility creatingpartnerships and sustainability
Principles forcultural competency
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Engaging consumers & communities and
sustaining reciprocal relationships
Promotion of healthier living and environments is areciprocal relationship
CALD background communities and health servicesengage, learn & exchange at all stages of health
care research, development and delivery
Principle 1
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Leadership and accountability for
sustained change
Begins at highest levels of systems,organisations and professions
Continues to individual development and
practice
Principle 2
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Building on strengths
know the community, know what works
Population health approach Use data, information on diverse
communities Acknowledge CALD experience
successful practice Understand risk factors & protective
behaviours
Principle 3
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A shared responsibility creating
partnerships and sustainability
Partnerships between health and humanservices, education and research sectors
Find systematic and long-term approaches
Principle 4
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Four dimensions for action
The Model
Source: Research and consultation report commissioned for NHMRC project
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Fosters culturally competent behaviour
through: Effective policies and procedures
Mechanisms for monitoring
Sufficient resources
Policies that support involvement of culturallydiverse communities in health matters
Action at Systemic Level
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Cultural competency is valued, integral tocore business, supported and evaluated
Skills and resources to support diverseclients are in place
Management committed to diversitymanagement
e.g. training for staff, cultural and linguisticdiversity in staffing
Action at Organisational Level
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Makes cultural competency important part
of education & professional development Professions develop cultural competence
standards
Guidance provided for working lives ofindividuals
Action at Professional Level
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Individuals develop optimum knowledge,attitudes, behaviours re cultural
competence Individual health professionals are
supported to work with diversecommunities
Individuals develop relevant, appropriate,sustainable health promotion programs
Action at Individual Level
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Competency = knowledge, conviction,capacity for action
Systems, organisations, professionalgroups & individuals can develop cultural
competencies in specific areas
Develop competencies
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Policy / Evaluation
e.g. a policy framework that directs &
supports cultural competency across healthsystem
Budgeting & resources e.g. high priority areas are specifically
budgeted for staff training, interpreter &language skills
Consumer participation e.g. reps of diverse communities are included
at all stages of service development &delivery
Specific competencies
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Management e.g. performance agreements hold managers
accountable
Education/skills e.g. professions consider cultural / linguistic
diversity in communication & health practice
Self-reflection e.g. individuals understand potential impact of
cultural & linguistic diversity on clients, &adapt practice to meet cross-culturalrequirements
Specific competencies
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Competence = knowledgeconvictioncapacity for action
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Case study scenarios
Next steps
Resources, contacts &
more info
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Research shows poor nutrition and lowfitness affect some CALD backgroundgroups more than others
How would cultural competency principles guidea media campaign to promote healthy eating andimprove fitness?
Case Study Scenario 1: Media campaign
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Use research
identify issues & key groups
Partnerships
work with relevant community leaders, share knowledge
Community engagement
get communities involved from planning onward
use consumer advisory group, focus groups
Methodology
select media outlets used by the CALD background group/s
you want to reach Evaluate
before & after data to assess impact
Culturally competent approaches
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A Muslim community leader notices lowphysical activity / reduced fitness amongMuslim women in her local area
What culturally competent strategies would helpfind a solution?
Case Study 2: Community group fitness
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Community involvement Muslim women initiate action, identify solutions
Reciprocity Culturally appropriate community consultation,
informal discussion, discuss barriers withincommunity & with local authorities
Sustainability Identify culturally appropriate solutions that have
ongoing support, e.g. women-only exercise classes,appropriate venues
Think about wider factors e.g. child care, transport etc. Share success
Evaluate & document outcomes, share learning withother cultural groups
Culturally competent strategies .
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Suggestions for projects & action at all
levels
Individual
Organisational
Professional Systemic
Next Steps
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Access toolkits or other material to developself-awareness & competencies
Take part in cross-disciplinary forums toshare information & skills, promote support &awareness
Look for opportunities to introduce or improvecultural competence discuss withcolleagues
Next steps for individuals
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Participate in partnership forums with govtsto apply the Model locally
Budget strategies mobilise resources,prioritise cultural competence
Management competencies andperformance measures
HR strategies recruitment, succession planning, education
Context-specific competencies for yourorganisation, its community & healthworkers
Next steps for organisations
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Demonstrate leadership
raise profile of cultural competency, recommendstrategies for professional practice
Participate in partnership forums with govts /other agencies on applying the model
Reflect principles of cultural competency inethical & other professional conduct codes
Develop policies and context-specificcompetencies for specific health professionalgroup
Promote information to members
Next steps: professional groups
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A specific resource for Aboriginal and TorresStrait Islander Peoples
National collaboration on framework for
culturally competent health practice
Address gaps in research, information andevidence base
Promote best practice diversityorganisations
Next steps across systems
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Institute for Health and Diversity
www.vu.edu.au/diversity
Cultural Competency for Healthy Living: a guidefor policy, partnerships and participation -www.nhmrc.gov.au
Multicultural Mental Health Australia
www.mmha.org.au
Centre for Culture, Ethnicity and Healthwww.ceh.org.au
How to find out more
http://www.vu.edu.au/diversityhttp://www.nhmrc.gov.au/http://www.mmha.org.au/http://www.ceh.org.au/http://www.ceh.org.au/http://www.mmha.org.au/http://www.nhmrc.gov.au/http://www.vu.edu.au/diversity8/3/2019 Competency Ppt
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Whos responsible?
Everybody