Transcript It’s A Different World: Building A Cultural Competent Practice

Trisha M. Gadson, M.S.
Family Design Resources
April 8, 2010

Welcome to Las Vegas…what happens here
stays here.

Ask tough questions…test assumptions

No fear of retribution.






Be Open
No Dumping or Blaming
Participate
“OUCH” then Educate
Test assumptions &
Inferences
Confidentiality



Strides in diversity work is
made over time…a continuous
process.
It is the direct result of a desire
for personal growth. No magic
potions or quick fixes.
This workshop is a snapshot of
12+ hours of content. We will
move fast!




Define Terms
Explain the cultural &
tolerance continuums.
List the five disciplines of
organizational learning.
Identify techniques
needed to become
effective change agents.

To provide opportunities & experiences for
discussion that will promote confidence and
enhance your capacity to make diversity
and inclusion a part of your organizational
culture.

Five Disciplines of Organizational Learning
1.
2.
3.
4.
5.
Systems Thinking
Mental Models
Personal Mastery
Building a Shared Vision
Team Learning
The innate tendencies
of a system that lead
to growth or stability
over time
Looking at things not
as isolated events,
but as components
of larger structures.


“Cultural Competence work encompasses
more than race and gender to include all
those differences that make us unique.
People from diverse backgrounds are
inherently able to work and live together
with respect and harmony.”
(the National MultiCultural Institute)


“Prejudices, fears and stereotyping
about people who are different are
learned behaviors that often interfere
with healthy communication and trust
between individuals.
Just as these unhealthy behaviors are
learned, they can be unlearned. This
involves an intellectual and emotional
commitment.”
(the National MultiCultural Institute)
◦ As leaders our overall objective is to improve
outcomes for everyone we serve…
◦ If we fail to acknowledge the influence of culture
on the work we do, we limit our ability to
accomplish this goal.
Diversity is not:

Political Correctness – saying the right words
while having disdain in our actions & hearts.

Only a black & white thing.

Group think – expecting everyone to conform.

Therapy for the oppressed.
The fact or quality of being different
Encompasses acceptance and respect
Understanding that each individual is
unique
Recognizing our individual differences
Assumptions
Generalizations
Internal pictures
…that influence how we
understand the world and
define our actions
Action
Adopted beliefs
Conclusions
Assumptions
Added cultural and personal meaning
Selected data from what is observed
Observable data and experiences


Continually clarifying
and deepening your
personal vision…
Committed to a
lifelong journey of
learning

Cultivating individual growth


An expansion of realities
Willingness to step out of the box

Making different choices


Created by Dr. Milton Bennett
“As one’s experience of cultural
difference becomes more complex
and sophisticated, one’s competence
in intercultural relations increases.”







Family
Education
Gender
Orientation
Socioeconomics
Age
World

Personality traits – doer, thinker, leader,
optimist, idealist, extrovert / introvert, etc.

Internal dimensions – age, race, gender,
ethnicity, physical ability, sexual orientation

External dimensions – income, personal habits,
religion, appearance, marital status, education

Organizational dimensions – seniority, work
location, division / department, management
status

Cultural Sensitivity = Feelings

Cultural Awareness = Knowledge

Cultural Competence = Skill

National Mental Health www.mentalhealth.samhsa.gov
Intolerance ….Tolerance….Accepting….Embracing….Valuing….




By understanding cultures, one can avoid
stereotypes and biases.
Striving for cultural competence generally
improves overall outcomes.
Identity development can be influenced by
cultural differences.
Culture is a factor when assessing the needs of
families.


Cultural Competence – the continuous
process of learning about the cultural
strengths of others while being able to work
respectfully and effectively without imposing
personal biases.
How can you as a leader inspire the
development of cultural competence as a
skill?


Creates a picture of the future
utilizing diversity & inclusion tenets
Fosters genuine commitment rather
than just compliance…people excel
& learn because they want to…not
because they are told to
What are some
attributes
a leader may
need?
“Visioning Process”
PEOPLE TALKING ABOUT
VISION AND BEGINNING
TO PURSUE VISION
ENTHUSIASM
TOWARD
VISION
CLARITY OF SHARED
VISION

Conflicting Visions
Polarization

Perceived gap between
vision and reality
Discouragement

Not enough time
Lack of continued
commitment

Lack of relationships /
connectedness
Lack of trust
 Describe
 Be
what you saw…
as descriptive/detailed as
you can…

The capacity of members
of a team to suspend
assumptions and think
together…learning how to
recognize the patterns of
interaction.





Value diversity
Conduct self-assessments
Be conscious of the “dynamics” of difference
when interacting
Acquire cultural knowledge
Develop adaptations to service delivery that
is diverse.
National Center for Cultural Competency - http://www.gucchd.georgetown.edu








Seek input from under represented
groups.
Challenge stereotypes.
Don’t be willing to go along.
Model/Coach/Mentor.
Educate oneself.
Reach out for things not your own.
Advocate for others.
Be willing to listen to other people’s
stories.
(The National MultiCultural Institute)

Participate in/Promote Courageous
Conversations…
◦ An exchange where all parties don’t necessarily
agree. Differing views allows for the
opportunities to explore similarities and
differences in a respectful manner.
◦ It is OK to accept non-closure





Empower others
Develop others
Value diversity
Work for change
Communicate
responsibly
 The
capacity of an organization &
its personnel to:
◦ Communicate effectively & convey
information in a manner easily understood
by diverse audiences
 Including persons of limited English proficiency
 Persons who are not literate or have low literacy
skills
 Individuals with disabilities
(National Center for Cultural Competence, 2007)
1.
2.
3.
Make a commitment to expand
knowledge about culture.
Make commitment to understand
the various cultural groups served
by your agency.
Include culture and cultural
competence principles in service
plans.
Adapted from Child Welfare League of America – http://www.cwla.org
4.
5.
Be committed to promoting cultural
competence via training, hiring and
retention.
Create a safe, secure environment where
staff can explore and develop an
understanding for all cultures.
Child Welfare League of America – http://www.cwla.org

Recognizing that developing a competent
practice is an acquired skill via a series of
actions, identify three steps you will take to
develop your own competent practice……
◦ Individually & as an Organization
Trisha M. Gadson, M.S.
Development Specialist
Family Design Resources
471 JPL Wick Drive
Harrisburg, PA 17111
717-480-1071
[email protected]
www.familydesign.org