CULTURAL COMPETENCY

Technical Assistance Pre-Application Workshop

WHY CULTURAL COMPETENCY?

Growing diversity across the region, including in suburban communities.

Patients bring various perspectives about health based on their social and/or cultural backgrounds.

Cultural competence can improve provider-service recipient communication, trust and adherence to medical instructions – leading to better health outcomes.

INITIATIVE GOAL



Improve service delivery and reduce health disparities by …

Increasing understanding and the practice of cultural competency in nonprofit health and human service organizations.

KEY COMPONENTS

Steering Committee Funders TA Recipients Learning Community Evaluator TA Consultants

WORKING DEFINITION

Cultural and linguistic competence

is a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations. 'Culture' refers to patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups. 'Competence' implies the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities. [Adapted from Cross, T., Bazron, B., Dennis K., & Isaacs, M., 1989.]

INITIATIVE OUTCOMES

1.

Build understanding of national best practices in cultural competency.

2.

Strengthen awareness of how cultural competence, access and delivery of health services connects with health outcomes. 3.

Enable health and human service providers to recognize and respond to the needs of their target populations.

OUTCOMES (cont)

4.

Engage the region’s foundations in supporting efforts to strengthen cultural competency.

5.

Build the capacity of local providers to lead future cultural competency efforts.

INITIATIVE OVERVIEW

Lead by Example Organizational Sustainability Infrastructure Development Diversity Integration Organization and Community Inclusiveness

TA FRAMEWORK

          Organizational Focus Organizational Structure Cultural Competence Sustainability Diversity Integration Policy Review Assessment / Survey Development of Program Indicators Sustainability Plan Training Evaluation

BOARD OF DIRECTORS MANAGEMENT STAFF VOLUNTEERS

From Current



Board

INITIATIVE BENEFITS

To Diversity Outcomes Incorporate Inclusion and Diversity as an Organizational Value To Organizational Outcomes Integration of Inclusion and Diversity in Decision Making / Organizational Development



Employee Workforce with Best Talent / Increased Staff Satisfaction Retention / Diverse Workforce



Workplace Integrated Inclusive Work Environment Increased Performance & Innovation / Flexibility



Community



Service Positive Reputation In all Communities Integrated and Diverse Organization Community Partnerships and Involvement Inclusive Policy and Service / Increased Access to Diverse / Underserved Consumers / Clients

EVALUATION FRAMEWORK

People/Personnel

1. Attitudes 2. Motivation 3. Skills

Interaction

1. Leadership Support 2. Planning 3. Service Design 1. Direct Services 2. Environment

Organization-Specific

1. Policies 2. Procedures 1. Indicators of success 2. Systematic feedback process Reduction in Disparities in Provision of Services

EVALUATION REQUIREMENTS

• • •

Participants agree to:

Participate in focus group(s) during learning community Complete two online surveys Be available to participate in interviews by evaluator as needed

SAMPLE EVALUATION OUTCOMES

Updated our compliance policies, procedures and… Formally adopted/sanctioned a process for ongoing… The cultural competency committee has an active… The cultural competency committee has moved… A clearer understanding of the need for ongoing… A clearer definition of cultural competency/inclusion… Become more intentional in making an effort not to… Become more intentional in actively listening to each … Discussing and developing an organizational… At staff meetings we regularly discuss cultural… We are providing more inclusive/culturally… We have developed a process and indicators for…

0% 20% 40%

80% 100% 100% 80% 80% 80%

60%

60%

80%

80%

100%

100% 100% 100% 100%

APPLICATION PROCESS

Up to 10 organizations will be selected.

Technical assistance term runs 12 months.

Organizations must meet Foundation’s general eligibility criteria.

Completed application can be mailed or emailed.

APPLICATION PACKAGE

Application Consists of:

1. Cover Page 2. Statement of Commitment 3. Narrative Statement of Request 4. Copy of Organization’s IRS Letter

NARRATIVE STATEMENT

Should address (within four pages):

1. Describe organization, and your experience with diversity and inclusion.

2. Describe conditions in your organization and/or community that explain your interest in cultural competency. 3. Discuss level of commitment of board of directors and capacity to sustain efforts.

4. Describe organization’s ability to dedicate staff resources and capacity to continue efforts beyond the TA period.

SELECTION CRITERIA

Evidence of organizational readiness (including commitment of the board).

Demonstrated understanding of the barriers affecting culturally competent delivery of services.

Evidence of commitment to sustain efforts beyond the TA period.

APPLICATION TIMELINE

Application Deadline: Thursday, December 13, 2012

@ 4:00 p.m.

Notification of Awards: Wednesday, March 6, 2013 T.A. Period: April 1, 2013 – March 31, 2014

CONTACTS

   Carla Gibson – Senior Program Officer REACH Healthcare Foundation (913) 432-4196 / [email protected]

Adriana Pecina – Program Officer Health Care Foundation of Greater Kansas City (816) 241-7006 / [email protected]

Theresa Reyes Cummings – Director of Program Development Jackson County Community Mental Health Fund (816) 842-7055 / [email protected]