Transcript Cultural Competency and Diversity Training Child & Family Services is committed to: Recruiting a diverse staff that reflects the communities we serve; Providing the.

Cultural Competency and Diversity
Training
Child & Family Services is committed to:
Recruiting a diverse staff that reflects the
communities we serve;
Providing the training and support necessary
to assure that our staff have the knowledge,
skills, attitudes, and values necessary to
provide quality services to all persons in a
respectful and dignified manner.
Child & Family Service’s Statement of
Principle
The principle of inclusion where staff,
clients and stakeholders feel supported,
listened to, and able to do their very
best;
Be committed to these principles at all
levels of our organization regardless of
title or role.
Recruiting Efforts
Updated job descriptions to reflect a desire for
diverse candidates.
Research and planning in regard to the placement
of advertising.
Networking with employees to find different
avenues for recruitment of staff.
The IS department provides data to illustrate a
program’s population in contrast to the current
staff.
At the program level, Directors and VP’s will be
implementing recruitment and retention strategies.
Training
Focus on the Agency commitment during
Human Resource and Program
Orientation classes.
Ongoing diversity and inclusion trainings.
Additional Agency Commitment
Annual Cultural and Linguistic
Competency Plans- outlining the goals for
the year.
A cross-functional Cultural and Linguistic
Committee.
The Cultural and Linguistic Competency
Website: http://culture.cfsbny.org/
Definitions of Key Terms
Diversity is…. “the quality of being different
or unique at the individual or group level.
This includes work style, parental status,
sexual orientation, gender, gender identity,
skin color, language, age, mental and physical
abilities—and more. Even when people
appear the same on the outside, they are
different!”*
*This definition is consistent with those of the United Way of America
Definitions of Key Terms (cont.)
Inclusion is…. “a strategy to leverage
diversity. Diversity always exists in social
systems. Inclusion, on the other hand,
must be created. In order to leverage
diversity, an environment must be created
where people feel supported, listened to,
and able to do their personal best.”*
*This definition is consistent with those of the United Way of America
Aspects of Culture or Ethnicity
History
Social Status
Value Orientations
Language and
Communication:
Verbal and Nonverbal
Family Life Processes
Healing Beliefs and
Practices
Religion
Art and Expressive
Forms
Diet/Foods
Recreation
Clothing
Why should we value our differences?
Valuing our differences means creating an
environment that:
Recognizes our uniqueness as individuals.
Respects our contributions as diverse employees
with a variety of ideas, viewpoints, and creative
problem solving skills.
Strengthens our workforce.
Allows us to better interact with our customers,
who represent a diverse population.
What prevents us from valuing our
differences?
Any personal beliefs, attitudes, and
actions, such as stereotypes and prejudices,
may prevent us from respecting differences
among our co-workers and our customers.
What are stereotypes and prejudices?
Stereotypes are generalizations about groups of
people. For example, “all women are bad
drivers” or “men can’t cook.”
Prejudice is judging someone based on a
stereotype. For example, “John rides a
motorcycle; therefore, he must be loud and
obnoxious.”
Each of us is responsible for recognizing any
stereotypes and prejudices we may hold to
ensure that our actions never result in
discrimination.
What happens when we act on
our stereotypes and prejudices?
Low morale and productivity;
Unhappy workforce;
High turnover;
Poor reflection of the Agency in
community;
Possibility of unlawful discriminatory
behavior.
Recommendations
 In working with clients, keep in mind
the centrality of respect in many
cultures.
 Don’t assume a title of address; ask the
client what he or she prefers (Mr.,
Mrs., Ms., Dr., family or given name).
Recommendations
 Even if you are knowledgeable about
the client’s culture, do not assume that
you are therefore knowledgeable about
the client’s personal experience of her
or his culture and identity.
Recommendations
 Use of self-disclosure in a way that
allows clients to assess your ability to
help them.
 Stay aware of the different meanings of
physical gestures, eye contact, silence and
other forms of nonverbal
communication.
Recommendations
 Consider what your office location,
accessibility, and furnishings
communicate about your awareness of
people of different ages; people who
have disabilities; religious or spiritually
oriented people; people of various
ethnicities; people who are gay, lesbian or
bisexual.
Recommendations
 Think about the meanings and
intentions in your use of humor as
carefully as you think about any other
communication with clients.
 Avoid psychological jargon.
 Ask the client about the meaning of his
or her use of a particular term.
Thank you for Participating!