Cultural CompetencyNorthwest Passage, LTD

What is it and why do we learn it?

We work with a diverse population of clients from many different cultures, ethnicities, religions, and backgrounds.

We have co-workers from the same set of diverse backgrounds.

When understanding factors of a person we stand to better serve them and improve health outcomes.

Cultural competence is fundamental to providing quality services that promote individual and family strengths, dignity, and self-reliance (Midwest Center, 2014)

Culture

Culture is a combination of behaviors, attitudes, beliefs, actions, and values of groups

These groups may be defined by race, religion, ethnicity, or social affinity.

(Cross et. al, 1998)

When is an organization culturally competent?

When groups function efficiently they are deemed competent.

Pairing of the words culture and competence means that the system has put forth the successful effort in hiring, education, assessment, and intervention strategies.

A continued effort to work toward improvement in the provision of services that take into account ones cultural needs.

(Cross et. al., 1998)

Why is cultural competency important?

It is vital for an organization to be culturally competent so that the clients can best be served.

Policies and practice that acknowledge person-in-environment and the entire biopsychosocial make-up of the client, increases the likelihood of a comprehensive intervention and promotes ethical practice.

Continuous dialogue and education needs to occur at all levels of an organization to improve health outcomes.

Cultural Competence

How to become culturally competent

Awareness/acceptance of the existence of diversity

Understanding the effects of assumptions

Self-awareness

Knowledge of other cultures

Interacting with others with a working knowledge of yourself and others

Awareness and Assumptions

Step 1: Awareness of Diversity

What is diversity?

• Showing variety

• When applied to people it helps to encompass both differences and similarities regarding characteristics, values, and beliefs

Awareness is the beginning of developing effective relationships with others.

Step 2: Understanding Assumptions

What comes to mind when you hear the following phrases?

• He acts like a thug or a wannabe gangbanger

• She’s always so manipulative

• That’s just attention seeking

• He never cares what we say; he has an ‘I don’t care attitude’.

Step 2 continued

Where diversity exists there is the potential for assumption…why?

• It is the way our brains help us make sense of the world

• The unknown or unfamiliar can be unsettling, even scary

• Perhaps those assuming are not aware that their own worldview may be different than another

Step 2 continued

Assumptions are often not made with hurtful intent, but that does not lessen the effect.

• Assumptions can limit our knowledge of what might really be true

• Assumptions can damage relationships

• And especially for our clients, assumptions can lead to mistrust

Step 3: Self-Awareness

This process can sometimes be uncomfortable

• Who am I?

• Have I ever experienced other’s assumptions (stereotyping)?

• Have I assumed about or stereotyped others?

• What groups do I feel uncomfortable working with?

• What groups do I know little about?

Step 4: Knowledge of other cultures

Gaining knowledge of others cultures can allow you to better understand behaviors, beliefs, and values.

Understanding and working to gain knowledge of various cultures can allow you to better identify client strengths.

Knowledge of other cultures can aid in identification of communication styles and client supports.

Step 4 continued

Educate yourself in a variety of ways

• The Spirit Catches You and You Fall Down: A Hmong Child, Her American Doctors, and the Collision of Two Cultures by Anne Fadiman

• The Road Back to Sweetgrass by Linda LeGarde Grover

• Amy Tan, Toni Morrison, Salvador Minuchin

• www.themoth.org www.onbeing.org www.nuwaythinking.com

• http://mcforculturalcompetence.weebly.com

• http://diversityrx.org/

Step 5: Working with others with Awareness

Be mindful

Be genuine

Understand that it is a process and you will make mistakes

Enter each relationship with a balance of knowledge and curiosity

Ask for feedback, help, time with a supervisor, therapist, or other mentor at Northwest Passage

References

Betancourt, J. R., Green, A. R., Carrillo, J. E., & Ananeh-Firempong, 2nd, O. (2003). Defining cultural competence: A practical framework for addressing racial/ethnic disparities in health and health care. Public Health Reports,118(4), 293-302. Retrieved from http://www.publichealthreports.org

Cross. T. L., Bazron, B.J., Dennis, K.W., & Isaacs, M.R. (1989). Towards a culturally competent system of care volume 1: A monograph on effective services for minority children who are severely emotionally disturbed.  Washington, D.C. CASSP Technical Assistance Center, Georgetown University Child Development Center.

Midwest Center for Cultural Competence (n.d.). Retrieved November 14, 2014, from http://mcforculturalcompetence.weebly.com