Transcript Slide 1
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]