Five steps in developing cultural competence in the workplace
Ask participants to describe the meaning of a word before making any assumptions. In organizations where white people are the majority, people of color may be expected to conform to white standards and to be bicultural and bilingual.
Cultural diversity and human development.
Be sensitive to the fact that certain seating arrangements or decor might be appropriate or inappropriate depending upon the cultural group. In Asian communities, for example, a bonsai garden might be added outside and green tea might be provided in the waiting room.
Cultural identification often leads to misdiagnosis. How to bridge language barriers: Arrange for bilingual translators or volunteers for meetings.
Cultural competence steps
Identify barriers to working with the organization what is currently not working? Then find out if these groups access services and if they are satisfied with what they get. Diversity training Become aware of the cultural diversity of the organization. Cultural destructiveness. IL Programs which utilize culturally competent principles. Indicators of cultural competence: Recognizing the power and influence of culture Understanding how each of our backgrounds affects our responses to others Not assuming that all members of cultural groups share the same beliefs and practices Acknowledging how past experiences affect present interactions Building on the strengths and resources of each culture in an organization Allocating resources for leadership and staff development in the area of cultural awareness, sensitivity, and understanding Actively eliminating prejudice in policies and practices Willing to share power among leaders of different cultural backgrounds Evaluating the organization's cultural competence on a regular basis Cultural differences can either help or hurt the way an organization functions. Include different types of people in leadership positions to further the organization's multicultural vision and values. The journey toward cultural competence requires the willingness to experience, learn from those experiences, and act. Collect resource materials on culturally diverse groups for your staff to use. For example, in many racial and ethnic groups, elders are highly respected, so it is important to know how to show respect.
Structure equal time for different groups to speak at meetings. However, Ogbu states that the competencies minority children acquire or develop in the community are often different from competencies the children are required to demonstrate at school. The organization or community populations should determine the issues and events that they feel are important, so don't assume you know what is best.
Communicating Communication is the basic tool that the organization can use to unite people.
Cultural competence action plan
Slaughter Ed. A second vital ingredient in cultural competence is experience. Evidence of this surfaced when I received no nominations of programs that were culturally competent from the Southeast region of the United States. Understand your cultural identity. Increases participation and involvement of other cultural groups. A common problem is cultural dominance and insensitivity. Woodson was right about the first and second effects, knowledge alone cannot lead to the third effect. On your intake forms, include questions about race, ethnicity, language s , religion, and age, or ask the patient to discuss his or her cultural background during the initial interview. An organization needs to become culturally competent when there is a problem or crisis, a shared vision, and a desired outcome. An appreciation and acceptance of both commonalities and differences are essential to effective working relationships. Diversity training Become aware of the cultural diversity of the organization. An organization should be certain that the facility's location, hours, and staffing are accessible to disabled people and that the physical appearance of the facility is respectful of different cultural groups. The history and future of cross-cultural psychiatric services. The journey toward cultural competence requires the willingness to experience, learn from those experiences, and act.
Isaacs, M. Getting everyone to "buy in" can be aided with a committee representing all levels in an organization. Others may identify with their religion, gender, sexual preference, age, geography, socioeconomic status, or occupation.
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