Building Culturally Competent Organizations Copyright 2014 by The

Building Culturally Competent Organizations Copyright © 2014 by The University of Kansas

What is culture? • The shared traditions, beliefs, customs, history, folklore, and institutions of a group of people. • Cultural knowledge- Knowing about a culture • Cultural awareness- Understanding other groups • Cultural sensitivity- Knowing differences exist, but not assigning values • Cultural competence- Includes previous stages; adds operational effectiveness Copyright © 2014 by The University of Kansas

What are the types of diversity in an organization? • • • Ethnicity Gender Sexual orientation Social class Spiritual beliefs and practice Physical and mental ability Copyright © 2014 by The University of Kansas

Why is it important to be culturally competent? • • Increased respect Increased creativity Decreased unwanted surprises Increased participation from cultural groups Increased trust and cooperation Overcome fear of mistakes and conflict Promotes inclusion and equality Copyright © 2014 by The University of Kansas

When to become culturally competent: • An organization needs to be culturally competent when there is: • A problem or crisis • A shared vision • And a desired outcome • An organization is ready when: • Groups are identified • Needs are identified • Knows previous experiences • Are open to learning and adapting Copyright © 2014 by The University of Kansas

Action Steps for achieving cultural competence: Develop support for change Identify groups to be involved Identify barriers Assess current level of cultural competence Identify resources needed Develop goals, implementation steps and deadlines • Commit to an ongoing evaluation process • • • Copyright © 2014 by The University of Kansas

How to begin building a multicultural organization: • • • Form a committee Write a mission statement Research past experience; develop partnerships Use free resources Assess current cultural competence Ask about staff development needs Assign part of budget for staff/cultural development Include cultural competence in job description Ensure facility is accessible and respectful Collect resource materials Copyright © 2014 by The University of Kansas

How to manage the dynamics: • • • Establish a vision and context Recruit and outreach to community Sponsor diversity training Have organizational structure and operating procedures Use comfortable and respectful communication Understand "different, but similar" Maintain the commitment Provide strong leadership Provide activities Copyright © 2014 by The University of Kansas