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What is Culture and Cultural Competence?

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What is Culture and Cultural Competence? Cecily Rodriguez Director, Office of Cultural and Linguistic Competence DBHDS Today s Outcomes: Give a rationale for this ... – PowerPoint PPT presentation

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Title: What is Culture and Cultural Competence?


1
What is Culture and Cultural Competence?
Cecily Rodriguez Director, Office of Cultural and
Linguistic Competence DBHDS
2
Todays Outcomes
  • Give a rationale for this work
  • Explore the cultures with which we are affiliated
  • Define Cultural Competency
  • Look at some strategies to deepen your ability to
    provide culturally and linguistically appropriate
    services.

3
Rationale for Cultural Competency
Why We Cant Wait!
4
Why Cultural Competence?
  • Growing Population diversity
  • Disparities in access and outcomes
  • Limited staff with CLC expertise
  • Lack of organizational and systemic focus on CLC
    Efforts
  • Legal requirements related to language access
  • Federal and state expectations and accreditation
    criteria

5
What is culture?
DBHDS defines culture in the broad sense, as
there are other things in addition to race,
language, and ethnicity that contribute to a
persons sense of self in relation to others.
Multiple memberships in these subgroups
contribute to an individuals personal identity
and sense of own culture.
6
How is culture like an iceberg? Model from the
National Center for Cultural Competence
  • Visible Part
  • Ways of life
  • Laws and customs
  • Institutions
  • Rituals
  • Language
  • Hidden Part
  • Norms
  • Roles
  • Ideologies
  • Beliefs
  • Philosophy
  • Values
  • Tastes
  • Attitudes
  • Assumptions
  • Expectations
  • Myths

7
Dimensions of Culture
8
REMEMBER!
  • Using generalizations to understand a group of
    people is productive and helps one gain insight
    into communication styles and behaviors
  • Using stereotypes to categorize or judge people
    is destructive and discriminatory.

9
The Traditional Culture of the Health and Human
Services System
  • Emphasis on diagnosis and disability labels
  • Focus on interventions, goal setting, and data
    collection
  • Terminology, acronyms and jargon
  • Focus on professionals determining what is best
    for the individual and how to satisfy rules and
    regulations.

10
Traditional American Macro Culture
  • American culture has at its roots
  • Belief in the value of equality, self
    determination, self-reliance, and independence
  • Preference for informality and direct
    communication
  • Focus on clock time and calendars, meeting
    deadlines and punctuality
  • Faith in technology and sciences

11
Micro Cultures
  • Is a small unit of culture within a wider general
    culture. It is the identity and traits of a
    particular people within a dominant culture that
    is never lost to assimilation.
  • It is the customary beliefs, social forms and
    material traits of a racial, religious or social
    group.
  • There are many micro cultures living in the US
  • Immigrant communities
  • Minority communities
  • Religious communities
  • Ideological communities
  • Most people in micro cultures have to straddle
    their own culture and that of the macro culture
    to navigate daily life.

12
Examples of differences in macro and
micro/immigrant cultures related to disabilities
  • American Macro Culture
  • Sees disability caused by medical problems or
    physical trauma during pregnancy
  • Assumes it is best to do something about the
    disability. The focus in on improving the
    situation
  • Response to disability is to provide treatment
    and research.
  • Micro/Immigrant Culture
  • Sees disability as caused by a spiritual crisis
    (blessing or punishment). May blame some action
    like a susto
  • May take a wait and see approach. They may
    feel that the disability is there for a purpose
    and should not try to cure it.
  • May respond through prayer, talisman, rebalancing
    of the body (through food or drink). Use
    acupuncture or ceremonies to deal with or heal
    the disability.

13
WHAT IS CULTURAL COMPETENCE?
  • There are five abilities that are considered
    necessary to achieve individual cultural
    competence.
  • We value diversity
  • We are able to understand our own cultural views
    (and those of our affiliated organizations and
    systems)
  • We are aware of how culture may be affecting a
    life situation
  • We are willing and able to learn about other
    cultures
  • We are able to change our behavior to meet the
    needs of others and other cultures.

14
Strategies to improve cultural competence
15
National Standards on Culturally and
Linguistically Appropriate Services (CLAS)
  • Organized by themes
  • Culturally Competent Care (Standards 1-3)
  • Language Access Services (Standards 4-7)
  • Organizational Supports for Cultural Competence
    (Standards 8-14)

16
Definition of Cultural Competence
17
CLAS 1-3
  • Standards for Culturally Competent Care

18
CLAS 1-3
  • Take the time to recruit retain diverse and
    culturally competent employees
  • Participate in networks for diversity recruiting
  • Post in diverse papers and/or websites
  • Make accommodations for language and technology
    barriers for applicants
  • Host internal support groups for new hires

19
CLAS 1-3
  • DONT FORGET ADMINISTRATIVE STAFF!!
  • We spend a lot of time training health care and
    other professionals to provide culturally and
    linguistically competent services and supports.
  • BUT! families have to make appointments, ask
    questions about insurance, check in, and provide
    information at each visit.

20
CLAS 1-3
  • Minimal training activities for all staff
  • Cross cultural communication
  • Communicating complex information to individuals
    who possess low literacy skills or who are not
    literate or not verbal.
  • confronting bias, discrimination, and racism in
    health, mental health, and social service
    systems.

21
CLAS 4-7
  • Language Access Services

22
Definition of Linguistic Competence
  • The capacity of an organization and its personnel
    to communicate effectively, and convey
    information in a manner that is easily understood
    by diverse audiences including persons of limited
    English proficiency, those who have low literacy
    skills or are not literate, and individuals with
    disabilities.

23
Language Access Services
  • Ensure that interpreting and translating services
    are considered mission critical.
  • Budget for those costs as you would any overhead
    and consider them the cost of doing business, not
    just a luxury.
  • Request/require all bi-lingual staff to become
    certified interpreters and pay them for that
    additional skill when the perform it.
  • Train ALL staff to work effectively with
    interpreters

24
CLAS 4-7
25
Literacy
  • The NAAL (National Assessment of Adult Literacy)
    administered tests which revealed that an
    estimated 14 of US residents would have extreme
    difficulty with reading and written comprehension
  • Fourteen percent of adults (30 million people)
    have Below Basic health literacy. 

26
CLAS 8-14
  • Organizational Supports for
  • Cultural Competence

27
CLAS 8-14
28
CLAS 8-14
29
Whats Next?
  • The most important thing you can do to become
    more culturally competent is to understand your
    own culture and assess your bias and the lens
    with which you view your world.
  • Take the online tests to deepen your
    self-awareness.
  • https//implicit.harvard.edu/implicit/demo/
  • http//erc.msh.org/mainpage.cfm?file3.0.htmmodul
    eprovider languageEnglish
  • Take some time to learn about the culture and
    languages of the communities in your service area.

30
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31
For More Information
  • http//www.dbhds.virginia.gov/OHRDMCLC.htm
  • Cecily Rodriguez
  • Cecily.rodriguez_at_dbhds.virginia.gov
  • 804.786.5872
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