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Cultural Awareness


Cultural Awareness & Competency Committee Henrico Area CSB Celebrating 15+ Years Cultural Awareness Journey The Journey Continues An Ongoing Commitment Spring ... – PowerPoint PPT presentation

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Title: Cultural Awareness

Cultural Awareness Competency Committee Henrico
Area CSB
Celebrating 15 Years Cultural Awareness Journey
  • The Journey Continues
  • An Ongoing Commitment

Spring Celebration Celebrating 15 years and
Questions for Discussion
  • How to get started?
  • How are we going to structure this?
  • How to develop a plan?
  • How to monitor it?
  • How to sustain?

A Little About Henrico Area CSB
  • One of 32 Departments within the County of
  • Catchment area includes three counties, Charles
    City, Henrico and New Kent
  • 16 Locations including our day and residential
  • Provide a broad range of services in mental
    health, substance abuse and developmental
  • In FY08 provided services to 8,399 individuals,
    (unduplicated count).
  • We have about 400 P/T, F/T and hourly staff.

How to get started?
  • Start where you are
  • Know your organization
  • Get executive buy in
  • Understand the culture of your organization
  • Educate staff, have discussions to work towards
    getting started
  • Not something separate it is incorporated into
    how you do your normal work
  • There may be some kinks you have to work out

Every organization has a different journey or path
  • There is no cookie cutter plan or path
  • Remember everything is developmental and will
    morph and grow
  • Everyones plan will differ based on the needs of
    the person served, staff dynamics, the
    communities you serve and the culture of the
  • Begin where you are, it may not be ideally where
    you want to be, and thats ok
  • Acknowledge what you are already doing

How did Henrico Area CSB Start? Minority Support
  • Began in early 90s
  • Clinical Division
  • Few African American Clinicians working in
    different locations
  • Group sanctioned by agency
  • Assisted agency in having needed conversations,
    education and celebrations
  • Recognized by the Agency Management Team for
    creating awareness and a more supportive
    environment for all staff

  • Need some type of structure, oversight to ensure
    the work will be done
  • Lead person, A committee, workgroup, steering
  • The lead person should have passion, a champion
    who has credibility with staff and with upper
  • To be productive the lead person or committee
    needs to be able to make decisions for the agency
  • This will look different based on the size and
    resources of the organization
  • Provide a charge or charter to the committee or
    may have a mission statement

Henrico Area CSB Cultural Awareness and
Competency Committee Membership
  • One of the standing committees within the Agency
  • 2 Members per Division,
  • CSS,
  • Clinical Prevention
  • Administrative Services
  • Member of Agency Management Team
  • Member of Leadership Group
  • Consumer Representative
  • Chair of Committee
  • 2 year terms with possibility of a term renewal
    but it is not automatic

Committee Requirements
  • Staff volunteer with agreement from supervisor
  • Must be able to attend meetings
  • Try to obtain representation from different sites
  • Seek for diversity within the group, not all
    women, not all Boomers or Gen X ers for example
  • Role of staff on committee Disseminate
    Information, Gather information, Cheerleader,
    Trainer, Greeter, Champion, Representative

  • To promote a work environment in which people
    learn about each other in an atmosphere of
    openness, trust and respect
  • To respond effectively to the needs of a
    community that is becoming increasingly diverse
  • To ensure that this work is ongoing and effective
  • 1993

The Cultural Awareness and Competency Committees
  • Goal - CACCs objective is to build and expand
    the cultural competency of the workforce with the
    expectation of delivering culturally competent
  • Scope - The work of the CACC focuses on building
    cultural competence, cultural awareness, policy
    development, coordinating cultural diversity
    training and events, celebrations, community
    engagement and regular communications within the
    agency about initiatives.
  • 2009

Developing a CLC Plan
  • Assess Gather Information
  • Use an established tool
  • Building Bridges
  • CLAS standards
  • Create an assessment plan
  • Develop a Plan
  • Develop goals based on assessment
  • Make them measurable so that you know when you
    have achieved your goal
  • Make them attainable
  • Give a time frame, one year or two years
  • Implement
  • - Within the timeframes work towards
    implementing the goals
  • - Even though there is a committee it is an
    agency or organizational goal

Monitoring a CLC Plan
  • Monitor
  • Role of committee or lead person
  • Document
  • - Keep track of accomplishments
  • - Committee minutes,
  • PR Work
  • Keep initiatives, committee visible within the
  • Updates in Newsletter, send out information
    regarding upcoming events, committee members
    share developments of committee with their teams.
  • Report Out
  • Annual Report based on cultural and linguistic
  • Start Over
  • Review what has worked, what did not work,
    re-assess and develop and new plan
  • - Suggest yearly plans as our environment
    changes to quickly

Henrico Assessment Plan
  • FY10 Draft Implementation Plan for Agency
    Cultural and Linguistic Assessment
  • CACC suggests Building Bridges Agency assessment
    for agency and CLAS standards review.
  • AMT approves the use of the Building Bridges tool
    and assessment of CLAS standards
  • CACC develops a plan to complete Building Bridges
    Assessment with Agency, have a discussion of CLAS
    standards with CACC and AMT and develop questions
    related to cultural competence that will involve
    stakeholders. The information will be gathered by
    CACC and presented to Leadership Group for review
    to make any recommendations that may be added to
    the FY10 Agency Cultural Competency Plan.

Henrico Assessment Plan Assign Time Frames
  • Time frame July March 2010
  • Cecily to Leadership group in July
  • CACC/AMT to review CLAS standards in September
  • Focus groups to occur October December
  • Assessment with Leadership Group - January
  • Present data from all groups and CLAS standards
    discussion to Leadership group in March.
  • Leadership Group and CACC to update CACC plan
    March 2010

Closer Look at Building Bridges Organizational
Assessment Tool
  • Tool is from an organization out of Tucson
    Arizona, La Frontera Center, INC.
  • Worked with the Office of Minority Health and
    received a grant to develop an assessment tool
  • Takes a look at the Organization in four areas
  • Organization Environment
  • Public Relations working with the Community
  • Human Resources
  • Service Delivery

Building Bridges Assessment
  • Four categories and six stages
  • Stage 1 Cultural Oppression
  • Stage 2 Cultural Incapacity
  • Stage 3 Cultural Indifference
  • Stage 4 Cultural Pre-competence
  • Stage 5 Cultural Competence
  • Stage 6 Cultural Advocacy

Building Bridges Assessment
  • Using Organizational Environment
  • Think about your organization as it relates to
    visual representation looking at the examples
    provided in stages 1 6 where does your
    organization fall? Answer may be different for
    different agency sites.
  • Answers are placed on score card and information
    can be used towards developing a cultural
    awareness and linguistic plan.
  • There is a score card but at the end of the day
    it is really about the conversations, discussions
    about the culture of the organization that leads
    to areas of continued growth

FY10 Agency Cultural Competency Plan Provided as
an example below is a portion of the FY10 Plan
Objective Deliverable Frequency and Responsible Party
Agency Cultural Awareness and Competency Committee (CACC) Creates and implements yearly plan. Keep work of committee visible to all agency staff. Creates an annual report. Meets every six weeks. CACC and Agency Management Team (AMT)
Invite Director of the Office of Cultural and Linguistic Competency to Leadership Group State Director provides big picture view of Virginias vision July 2009 CACC
Complete an Agency Assessment Building Bridges Assessment Results of assessment used for planning tool Within FY10 Focus groups to occur CACC Committee and Agency Leadership Group
Increase awareness and adherence to CLAS standards CLAS standards are implemented. Online training tool developed CLAS presentation to Leadership group in July 2009. Education of CLAS standards occurs throughout FY10. CACC and Agency Staff
Update cultural competency plan based on agency wide assessment Updated plan with new objectives Within FY10 CACC/ Leadership Group
Develop a plan to provide linguistically appropriate access to services for non-English speaking clients Plan developed and known to three divisions within agency Reviewed at CACC meeting during development and at least annually thereafter CACC/ AMT
All staff must attend at least one diversity training per year Training is evident on staff training log At least yearly First Line Supervisors CACC Committee
CACC Committee Accomplishments
  • Program Cultural Competency Plans (2002 2005)
  • Diversity Training
  • Annual requirement for all staff, tracked on
  • 101 classes for new staff
  • Agency Assessment
  • Space on Intranet
  • CACC committee has own e-mail address
  • Brown Bags Opportunities for Discussions
  • 11 to 12 per year on relevant topic
  • Diversity Celebrations
  • Taste of Culture
  • Black History Month
  • Track Agency Statistics
  • of Minority Staff
  • Generational data
  • Ethnicity compliment of clients compared to staff
  • Member State Steering Committee
  • Sharing of articles via e-mail to all staff
  • Discuss World events (presidential campaign lead
    to great discussions)

CACC Committee Accomplishments
  • Diversity Bulletin Boards
  • Diversity Artwork and Magazines
  • Published information has diverse pictures
  • Language Bank
  • Toolkit for Team Discussions
  • Pictorial Human Rights Sign
  • Lobby Signage
  • Spanish
  • Vietnamese
  • Mandarin
  • Key materials in Spanish
  • Authorization for disclosure
  • Human Rights Brochure
  • Orientation Checklist, etc.
  • Financial Agreement
  • Phone Translation Services
  • CACC on Agency Intranet
  • Monthly Diversity information, Diversity Corner
    in the Agency monthly newsletter, Quality Matters

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Brown Bag Series Presents Medical Discrepancies
Among Minority Groups Dr. Arpita Aggarwal, VCU
Massey Cancer Center Wednesday, July 30, 2008
1200pm 100pm Woodman, Conference Room
C Please sign up on the Agency Intranet
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The Youth Family Services Unit is proud to
present the following Brown Bag lunch
Conversations With Single African American Female
Heads of Household "Helping Us Serve Them Better"
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Follow Up Brown Bags Scheduled for Working with
Gay and Lesbian Clients An Affirmative
Approach Dr. Steven Dixon is back to continue
discussions in an informal setting.
You wont want to miss these discussion
opportunities Monday, July 14, East Center Conf.
Room Tuesday, July 15, Woodman Rd, Conf. Rm.
B Noon 1 oclock
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Brown Bag Series Presents THE RACE FOR THE
Who will it be and what challenges will they
June 12, 2008 1230 pm 130 pm East Center,
Conference Room 23 Facilitator Bonnie
Marrow Please sign up on the Agency Intranet
Cultural Awareness Competency Committee
Presents Understanding me helps me understand
others Monday, January 23, 2006 830 am 1200
pm Woodman, Conference Room C Who should
attend? This workshop is designed for new staff
or staff who have not attended a beginning
cultural awareness class and all other staff
interested in self-awareness. Seating is limited
as this class is designed for a small group of
20. Please register on the intranet-training
site at http//virtual.henrico/mhmr/,
Example of Stats
  • For FY08 Henrico Area Mental Health Retardation
    Services, HAMHRS, employs a diverse workforce
    that is representative of the person served.
  • Approximately 55 of consumers served were
    White/Caucasian and 40 were Black/African-Americ
    an. The remaining 5 were Alaskan Native,
    American Indian, Asian/Pacific Islander, and
    multi-racial or other ethnic group. Of all
    consumers served 3 percent identified themselves
    as Hispanic.
  • As of 6/08, of the approximately 289 HAMHRS
    permanent employees 56 self identify as
    White/Caucasian, 42 Black/African-American and
    2 Asian, Hispanic and American Indian.

Lobby Signage Federal Limited English Proficiency
(LEP) Guidance, Office of Civil Rights
Requirement English, Spanish, Mandarin,
Vietnamese based on County Census
Diverse Pictures Reflects various ethnic groups
and age appropriate mural for childrens waiting
CACC Committee Presence
  • Keeping us in view
  • Logo for Committee
  • CAAC Bookmark with committee members and vision
  • New staff orientation
  • Agency Intranet
  • Diversity Bulletin Boards
  • Diversity Corner in Agency Monthly Newsletter
  • CACC yearly accomplishments part of Agency
    Management Report on Agency Internet
  • Special e-mail designated for staff to contact
    committee directly at

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Long Term Sustainability
  • Vary Strategies
  • Rotate staff on committee, new members new ideas
  • Keep visible
  • Know what works for your agency and what does not
    work. Be comfortable with tweaking something that
    doesnt work or stop doing it
  • Celebrate accomplishments
  • Expand initiatives (expand to community
  • Refresh classes and vary brown bags
  • Seek new materials
  • Keep learning
  • Have tangible tasks for the committee to deliver
  • Learn from others and share with others what has
    worked for you

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