What Does a Culturally Competent Organization Look Like?research.floridahospices.org › Presentations › What Does a Culturally... · 15-07-2010 ·

What Does a Culturally What Does a Culturally Competent Organization Competent Organization

Look Like?Look Like?

Cal Jackson, NTL DPCCal Jackson, NTL DPCDiversity PractitionerDiversity Practitioner

July 15, 2010July 15, 2010

1

What Does a Culturally Competent What Does a Culturally Competent Organization Look Like?Organization Look Like?

I.I. Cultural Competence in Cultural Competence in the Workplacethe Workplace

II.II. Use of SelfUse of Self

III.III. TransformationTransformation

ExerciseExercise

•• Who is your Facilitator?Who is your Facilitator?–– Likes, dislikesLikes, dislikes–– HobbiesHobbies–– Past VocationsPast Vocations–– ReligionReligion–– PoliticsPolitics–– Geographic OriginGeographic Origin

33


19651965

““ThemThem”” “Us”

Bias ↔Unconscious Incompetence

Limited Opportunities

Limited Roles

Monolithic Identity

vs.Main Strategy

“Righting Wrongs”Main StrategyMain Strategy““Status QuoStatus Quo””

5

20072007

““White MenWhite Men””

42%

58%

WhiteWhiteWomenWomen

Blacks/African

Americans

Hispanics/Latinos Asians

Native Native AmericansAmericans ImmigrantsImmigrants

GLBTGLBTPeopleWith

Disabilities

6

20072007

“Them”

42%

58%

“Us” “Us”

“Us” “Us”

“Us” “Us”

“Us” “Us”

“Us”vs.

7

Conscious Incompetence Conscious Competence

White Men

WhiteWomen

African Americans

Hispanics/Latinos

AsiansNative

Americans

Immigrants

GLBT

PeopleWith

Disabilities

Blacks

Arab Americans

MixedRace

Muslims

ChristiansJews

Buddhists

Hindus

21st Century Diversity

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What Hinders Development of a What Hinders Development of a Diverse Board?Diverse Board?

When looking for new board When looking for new board members, trustees tend to seek members, trustees tend to seek

those from their immediate circles those from their immediate circles of influence, most of whom look of influence, most of whom look like, think like and experience life like, think like and experience life

just like they do.just like they do.Joe Watson, CEO, StrategicHireJoe Watson, CEO, StrategicHire

1212


Board RepresentationBoard Representation•• Blacks, Hispanics & Asians Blacks, Hispanics & Asians -- <14%<14%

•• Blacks, Hispanics & Asians Blacks, Hispanics & Asians -- approx. approx. 30% of U.S. population30% of U.S. population

Source: Booz Allen HamiltonSource: Booz Allen Hamilton

If there is a Board that does If there is a Board that does not have any diversity, either not have any diversity, either they donthey don’’t want to have it or t want to have it or

they haventhey haven’’t looked at allt looked at all

Ira D. HallIra D. HallRetired CEO of Utendahl Capital Retired CEO of Utendahl Capital

ManagementManagement

"Finding diverse board members is a "Finding diverse board members is a recruiting process that requires both recruiting process that requires both board members and management to board members and management to get out of their comfort zones," he get out of their comfort zones," he

says. "It was not easy, and was says. "It was not easy, and was sometimes frustrating, but it was sometimes frustrating, but it was

definitely worth the effort. definitely worth the effort. The organization has literally come The organization has literally come

alive again."alive again."Ron Lutz, Board ViceRon Lutz, Board Vice--Chairman Chairman –– Dallas ChallengeDallas Challenge

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How Do You Build a Diverse Board of How Do You Build a Diverse Board of Directors?Directors?

•• AfricanAfrican--American, Hispanic and Asian Business American, Hispanic and Asian Business DirectoriesDirectories

•• Chambers of Commerce Chambers of Commerce

•• Nonprofit Board Training Nonprofit Board Training

•• Small Business OwnersSmall Business Owners

•• Leadership Orlando, Jacksonville, TampaLeadership Orlando, Jacksonville, Tampa……

1616

How Do You Build a Diverse Board of How Do You Build a Diverse Board of Directors?Directors?

•• and most importantly Cultural Competence Education.and most importantly Cultural Competence Education.



•Talented•Capable•Connected•Resourceful•Supportive•Culturally Competent?

Historic Demographic ChangesHistoric Demographic Changes

0%

10%

20%

30%

40%

50%

60%

70%

80%

1967 2006 2050

WhiteAf. Amer/BlHisp/LatAsian

19

Florida Village of 100Florida Village of 100

••FloridaFlorida’’s population is s population is approximately 18 million.approximately 18 million.

49 Would Be Male

Florida Village of 100

51 Would Be Female

23 Would Be Under 18 Years Old

59 Would Be 19 to 64 Years Old


18 Would Be Over 65 Years Old

65 Would Be Caucasian / White (Non-Hispanic)


<1 Would Be American Indian

17 Would Be Hispanic/Latino (of any race)

15 Would Be African-American / Black

5 Would Be Multi-Racial / Ethnicity

2 Would Be Asian-American

ForeignForeign--Born By County : Born By County :

Broward 27.7%Broward 27.7%Escambia 3.0%Escambia 3.0%Duval 8.7%Duval 8.7%MiamiMiami--Dade 51.4% Dade 51.4% Orange 15.5%Orange 15.5%Palm Beach 19.0%Palm Beach 19.0%Hillsborough 13.0%Hillsborough 13.0%

23 Would speak a language other than English as their primary language


17 Would Be Foreign Born

75 Christians


3 Jewish

1 Buddhist

3 “Other” Faiths

12 With No Religion at All

6 Do Not Identify with any Belief


80 Would Be high-school graduates

22 Would have a college education

25 would not read at a basic level (food label, child’s story, or job app)

19 Would have a disability


83 would have health insurance

13 Would live in poverty

Florida

Population 18,328,340

Total Deaths 176,8111.0% of population

Medicare Beneficiaries 3,361,613

Medicare Beneficiary Deaths 134,23675.9% of total deaths

Medicare Hospice Patients95,931

54.3% of total deaths71.5% of Medicare deaths

Medicare Hospice Patient Deaths66,634

37.7% of total deaths49.64% of Medicare deaths

2008 Demographics & Hospice Utilization2008 Demographics & Hospice Utilization

2828Hospice AnalyticsHospice Analytics

2008 Hospice Patients by Race2008 Hospice Patients by Race


County-Specific Information Medicare Beneficiaries Medicare BeneficiariesWho Died

Medicare BeneficiariesWho Died

With Hospice

Medicare BeneficiariesWho Died

Without Hospice

Compare: Florida 3,361,613 134,236 66,634 67,602

Compare: National 46,572,643 1,928,269 722,735 1,205,534

Who Was Missed?Who Was Missed?2008 Counties & Hospice Patients2008 Counties & Hospice Patients


2008 Medicare Beneficiaries Who Died Without Hospice: 2008 Medicare Beneficiaries Who Died Without Hospice: RaceRace


2008 Florida2008 Florida

Hospice PatientsHospice Patients•• White White 85,56285,562•• Black Black 6,8886,888•• Other Other 563563•• Asian Asian 324324•• Hispanic 3,704Hispanic 3,704•• N. American Native 55 N. American Native 55

Hospice Patients die Hospice Patients die without Hospicewithout Hospice•• White 56,474White 56,474•• Black Black 7,2697,269•• other other 617617•• Asian Asian 354354•• Hispanic Hispanic 3,3263,326•• N. American Native 39N. American Native 39


I.I.

II.II. Use of SelfUse of Self

III.III. Transformation (Self / Transformation (Self / Organization)Organization)

Organizational SelfOrganizational Self--Assessment Assessment for Cultural Competencyfor Cultural Competency

•• Diversity ROIDiversity ROI–– Pressure from senior leadership to show ROIPressure from senior leadership to show ROI–– Pressure from competitive economic issues re: Pressure from competitive economic issues re:

expendituresexpenditures……specifically diversity costsspecifically diversity costs–– Pressure from critics who say the benefit has Pressure from critics who say the benefit has

never been assessednever been assessed–– Pressure from management doing more with Pressure from management doing more with

lessless

The Path from an Exclusive Club The Path from an Exclusive Club to an Inclusive Organizationto an Inclusive Organization

Source: Kaleel Jamison Consulting Grp

At the Intersection we come up with BETTER ideas…

…and we come up with MORE of them



• Extended staff meetings• Onboarding process• Creating a Pipeline Strategy for success• New definition of competent / qualified• New definition of leadership

– Leaders as carriers of information make the connection– Nurturing leaders– Facilitating leaders– Connecting leaders– Inspirational leaders


““Diversity includes everyone; specifically, it is Diversity includes everyone; specifically, it is the the uniqueunique combinations of human combinations of human characteristics of self and others.characteristics of self and others.””

Cultural Competence is the ability of Cultural Competence is the ability of individuals and organizations to individuals and organizations to effectively effectively understandunderstand and and addressaddress the the uniqueuniqueperspectives and perspectives and businessbusiness needs of all needs of all populations.populations.

BCBSF Diversity Awareness and Cultural BCBSF Diversity Awareness and Cultural Competence Education Strategy TimelineCompetence Education Strategy TimelineMission: Design and offer educational programs to increase the knowledge, skills and cultural competence of our employees, providers, and sales partners to better understand and serve our growing diverse member base.

“Awareness”Diversity Bus.Case & EducationInitiative

“ Discovery”Cultural Diversity

Skills Dev.

“ Transformation”Culturally Competent

Behavior / Action

“CulturalCompetence”in LeveragingDiversityNaturally

“Exploration”Cultural DiversityEducation

Chaired by CEO

4141

The High Cost of Cultural The High Cost of Cultural InIncompetencecompetence

•• The owner of a The owner of a senior community senior community in Fort Wayne, IN + in Fort Wayne, IN + race / ethnic discrimination in hiring for years =race / ethnic discrimination in hiring for years =$650,000$650,000

•• East Valley Diagnostic Imaging East Valley Diagnostic Imaging + + race discriminationrace discrimination= = $150,000$150,000

•• Austrian Airlines Austrian Airlines + + age discriminationage discrimination = = $500,000$500,000

•• FedexFedex + + Employment BiasEmployment Bias = = $1.57 Million$1.57 Million

4242

•• AmtrakAmtrak + + Racial Discrimination = Racial Discrimination = $8 Million$8 Million

•• MonsantoMonsanto (a Chevron Company) + (a Chevron Company) + age +age + race + race + disability discriminationdisability discrimination = = $18 Million$18 Million

•• Sprint Nextel Sprint Nextel + + targeting older workers during targeting older workers during layoffs = layoffs = $57 million$57 million

•• BoeingBoeing + + gender discrimination = gender discrimination = $72.5 million$72.5 million

•• GEGE + + gender discriminationgender discrimination = = $500 million$500 million

The High Cost of Cultural The High Cost of Cultural InIncompetencecompetence


• Cultural Incompetence provides FREE marketing / advertising


http://www.dennys.com/en/cms/Diversity/36.html

Find inspiration from fields or Find inspiration from fields or cultures other than your cultures other than your

own own –– and dare to explore and dare to explore the connectionsthe connections


Diversity Drives InnovationDiversity Drives Innovation

Staff for InnovationStaff for Innovation


Let diversity drive disruptive innovation and develop new

business models


Employee Resource Groups

Key Actions to Creating an Inclusive Key Actions to Creating an Inclusive Work EnvironmentWork Environment

1.1. Tie to Vision, Mission, Strategy, and DirectionTie to Vision, Mission, Strategy, and Direction

2.2. Provide visible leadership to the effort and its Provide visible leadership to the effort and its importanceimportance

3.3. Be clear about new competencies and new Be clear about new competencies and new expectationsexpectations

4.4. Support and join your staffSupport and join your staff’’s cultural s cultural competency effortscompetency efforts

9 Key Actions to Creating Inclusive 9 Key Actions to Creating Inclusive Work EnvironmentWork Environment

6.6. Create an infrastructure to integrate/support Create an infrastructure to integrate/support new peoplenew people

7.7. Create opportunities for crossCreate opportunities for cross--generational work generational work teamsteams

8.8. Treat people as talentTreat people as talent

9.9.Hold people accountable for coaching and Hold people accountable for coaching and developing diverse teamsdeveloping diverse teams

Cal Jackson, Diversity Cal Jackson, Diversity Practitioner, BCBSFLPractitioner, BCBSFL 5151


•• Your Action Plan:Your Action Plan:1.1.What should my organization What should my organization

stop doingstop doing??2.2.What should my organization What should my organization

keep doingkeep doing??3.3.What should my organization What should my organization

start doingstart doing??

Thank You Thank You for your Participation.for your Participation.

Cal JacksonSr. Diversity [email protected]

(904) 905-0839

Documents

What Does a Culturally Competent Organization Look Like?research.floridahospices.org › Presentations › What Does a Culturally... · 15-07-2010 ·