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Reaching New Heights
Achieving Cultural Proficiency:Working with the Changing Populations
of Family Planning Clinics
2007 Family Planning Project Director’s MeetingAustin, Texas
November 13, 2007
Alfonso CarlonCenter for Health Training
Center for Health Training June 19, 2007
Learning Objectives Define culture, cultural proficiency,
community proficiency, diversity and parity
Describe the power of a systems approach to cultural proficiency
Explore steps to building organizational cultural capacity
Center for Health Training June 19, 2007
Exercise – Diversity Profile (Pam Wilson, Wilson Consulting Group, 2007)
Silently complete (2 minutes) Find one person you do not know Share one item that is very different for you today
than 10-15-20 years ago One partner shares for 4 min, while the other
listens, then switch when time is called
Center for Health Training June 19, 2007
What part of ourselves do we leave at home?
What do organizations loose when they do not see, hear or understand this diversity?
Center for Health Training June 19, 2007
Culture
One’s worldview, values, beliefs, customs and behaviors influenced by one’s race, ethnicity, national origin, primary language, religious beliefs/spirituality, class/socioeconomic status, gender, sexual orientation, age, history, gender identity, geography, etc.
Definitions
Center for Health Training June 19, 2007
Definitions Cultural Proficiency
Possessing sufficient knowledge, skills, and experience to communicate effectively with and work together with someone from a different culture
Community Proficiency
Evolves from the concept of cultural proficiency and is tied to the history of a community (connected to the current actions you want to take)
Center for Health Training June 19, 2007
Definitions Diversity
Having individuals or organizations of different backgrounds as a part of a group (static make-up of a group, rather than processes).
Parity
Being equal in process and outcomes and having the ability to equally participate in the planning and implementation of key activities, programs and policies
Center for Health Training June 19, 2007
Power of a Systems Approach Moves beyond cultural proficiency training for
board, staff and volunteers
Focuses on organizational components that impact cultural proficiency
Promotes ongoing assessment and staging of recommendations for action
Components of Systems Assessment
Center for Health Training June 19, 2007
Terry Cross—Model of Cultural Competency Offers an organizational and individual framework
Describes cultural competency as movement along a continuum
Can be at different stages of development simultaneously on the continuum
--Terry L. Cross, Towards a Culturally Competent System of Care (Vol. 1), June 1989
Cultural Competency Continuum
Advanced Competence (Responsibility)
Basic Competence (Integration)
Pre-Competence (Awareness)
Blindness (Denial)
Incapacity
Destructiveness (Intolerance)
Center for Health Training June 19, 2007
Steps in the Assessment Process Meet with the organization’s leaders
Collect data and documents
Conduct a management assessment
Conduct staff and volunteer surveys
Conduct client surveys and community assessment
Review results and implement action planning process
Center for Health Training June 19, 2007
Case Study: Board Findings Board has a goal statement that explicitly
incorporates a commitment to cultural proficiency.
Staff not aware of Board’s commitment.
Center for Health Training June 19, 2007
There were efforts to recruit more diverse staff.
Lack of bilingual staff and no formal interpreter services.
Case Study: Staff Findings
Center for Health Training June 19, 2007
LaWonderful agency has a client satisfaction survey in English and Spanish.
Case Study: Client-Level Findings
Center for Health Training June 19, 2007
Staff identified specific populations they were reaching, but could not identify current organizational community partnerships.
Case Study: Community Findings
Center for Health Training June 19, 2007
Where to go next? Action! Use a stages of readiness model to develop,
launch, and sustain cultural and community proficiency efforts.
Model informed by Prochaska and DiClemente’s “stages of change”
Pre-contemplation Contemplation Preparation Action Maintenance
Center for Health Training June 19, 2007
Action! The key is evaluation of organizational progress
from one stage to the next on any of the areas listed in the work plan.
Tracking changes can inform a plan to address cultural proficiency within your organization.
Center for Health Training June 19, 2007
Stages of Readiness Model
Examples
Pre-Contemplation
Contemplation
Preparation
Action
Center for Health Training June 19, 2007
Instructions Select an issue Identify the stage of readiness for your
organization
Brainstorm strategies
Identify one strategy that will help move your organization to the next stage
Center for Health Training June 19, 2007
Application—Stages of Readiness Model
Stage Strategy
Pre-Contemplation
Contemplation
Preparation
Action
Maintenance
Application—Stages of Readiness Model
Reflection and Dyads
Culture can be vibrant and loud or sometimes quiet and subtle, but it is always there, shaping the ways in which we view the
world.
~ Mona Lake Jones ~
Center for Health Trainingwww.centerforhealthtraining.com
Thank You!
Alfonso CarlonProject Director/Senior Staff [email protected]
