7/27/2019 Sustainability Framework Handout

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Cultural Competency Consult ing, LLC

6950 E. 4th

Avenue www.culturalcompetencyconsulting.comDenver, Colorado 80220 E-mail - Jreyes2197@gmail.comTel. (720) 394-1378 Fax. (866) 345-2415

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Cultural Competence: Foundational Strategies for Sustainability

Foundational Areas for Sustainability

Personal

Organizational Advocate /

Change Agent

H

 

PERSONAL

• I make myself accountable to promote cultural competence, diversity andinclusion

• I am willing / open to receive helpful, nonjudgmental feedback that focuseson specific behaviors in culturally appropriate ways

• I am transparent about my beliefs (I say what I need to say)

• Am I passive or active at promoting equality / inclusion and integration

•

I am clear about my values and respond congruently• I am aware of intent and impact when I behave?

• I challenge my own assumptions and stereotypic thoughts

• I seek out people to talk with whose views are different from mine.

• I am aware of how I respond to my personal biases / power / privilege /classism / sexism / racism

AGENT / CHANGE AGENT

• When I see comments that devalue diversity, I step forward and addressthe situation? If not, I am aware of not doing so.

• I suggest diversity and cultural competency issues and topics for the

agenda at regular work team meetings• I ask for suggestions about ways to make the work environment more

inclusive

• I speak up and educate when I hear a derogatory comment, slur or joke

• I bring diversity or cultural concerns to the attention of my team leader 

• I challenge stereotypic comments and assumptions

• I engage colleagues in discussions about diversity and culturalcompetence

• I make sure that there is sensitivity to and awareness of different religiousand ethnic holidays and customs

7/27/2019 Sustainability Framework Handout

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Cultural Competency Consult ing, LLC

6950 E. 4th

Avenue www.culturalcompetencyconsulting.comDenver, Colorado 80220 E-mail - Jreyes2197@gmail.comTel. (720) 394-1378 Fax. (866) 345-2415

2

TIPS FOR CHANGE AGENTS: SURVIVING SYSTEMS

• Focus more on long term results / it’s a process

•

Tap into the “Coalition of the Committed”• Utilize / add / compliment existing systems

• Communicate effectively / be transparent

• Consider the repercussions of the changes

• Stay on task / don’t be derailed by resistance or complaints

• Be proactive not reactive

ORGANIZATIONAL Commitment from the top - Why is it important? What does it look like? Words vs Actions Diversity, cultural competence and inclusion is reflected in the

vision, mission and strategic plan of the organization Remove barriers to successful implementation Understand the relationship between laws, organizational policies

and organizational values. Publicly hold yourself accountable for the success of the diversity

initiative via annual reports, all-hands meetings and executive off-sites

Hold directors, managers and supervisors accountable for movingthe Strategic Diversity Management Plan to all levels of theorganization

Build and drive a structure for sustainability

Promote a culture of flexibility to attend to demographic changes Know your organization’s demographics and train staff on disparities

based on data collected Educate and train those identified as stakeholders of your 

organization Insure compliance with all HR policies Increase awareness and promote the value of an inclusive multi-

talented workplace Train managers to ensure that the best candidates for the job are

selected Train the board of directors about the value of diversity for program

development, understanding trends and business decisions Designate resources / funding for diversity recruitment