Title: Delaware Cultural Competence Training
1 Delaware Cultural Competence Training August 10,
2010 Wilmington, DE
Tracy Johnson, Central RET Coordinator Kara
Endsley, CRET SERET Associate
2Todays Agenda
- Introductions and Warm-Up
- Our Objective
- SPF Overview and Cultural Competence in the SPF
SIG Program - The Cultural Fabric of Delaware
- Definitions of Cultural and Linguistic Competence
3Todays Agenda (contd.)
- 6. Compelling Needs for Cultural and Linguistic
Competence - 7. Group Activity
- 8. Key Ingredients for Culturally Competent
Provider - 9. Next Steps
- 10.Evaluation and Wrap-Up
4Workshop Objectives
- Participants will be able to define cultural
competency - Participants will become familiar with cultural
competency and describe its purpose in prevention
planning and programming - Participants will be able to identify the
relationship between cultural competency and the
SPF
5Questions to Consider
- How do you define culture and cultural
competence? - Why is cultural competence important within an
organization? - How does an organization achieve cultural
competence?
6Northeast Regional Expert Team
RI
DE
7SPF Overview
8SPF Examples
- Assessment What does the problem look like and
what resources do we have and need to solve it? - Capacity How can we build resources we need,
use the resources we have and mobilize community
people around the issue? - Planning Put together a blueprint for
addressing the problem
9SPF Examples (contd.)
- Implementation Putting the plan into action
- Evaluation Evaluating how we implemented the
plan, what worked and what were the results
10The SPF and Sustainability
- Applies to more than funding
- Sustaining outcomes, not programs
- Think sustainability from the beginning
- Look to the system to sustain outcomes
- Sustain prevention by making it everyones job!
10
11In Your Own Words
- HOW DO YOU DEFINE CULTURAL COMPETENCE?
- Delaware SPF-SIG defines cultural competency as a
comprehensive and sustainable approach to
substance abuse prevention and awareness by
integrating community values while utilizing
multiple strategies.
12The SPF and Cultural Competence
- To eliminate service and participation
disparities for people of diverse racial, ethnic,
and linguistic populations - To consider culture, gender, ability levels, and
sexual orientation in all aspects of the SPF - To improve the effectiveness and the quality of
the programs, policies and practices chosen to
achieve outcomes
12
13Cultural Competence and the SPF SIG Program
- Cultural competence is a critical component of
the SPF SIG program. - CSAP address the issue of cultural competence in
its publications, programs, training and
technical assistance and policy statements - SAMHSA informs applicants in its documents and
announcement regarding cultural competence.
14SPF SIG Cultural Competence Requirements
- Build a state- program-level database
consisting of the following descriptive
information - Plans and strategies designed to implement
culturally appropriate policies, programs
practices - Organizational capability experience of awardees
15SPF SIG Cultural Competence Requirements (contd.)
-
- Utilization, reliability validity of culturally
appropriate psychometric methods and measures - Types and utilization of culturally appropriate
adaptations with evidence-based programs,
policies, and practices.
16In Your Own Words
- HOW DO YOU DEFINE CULTURE?
17What is Culture?
Urban/City
?
SES
Culture
Traditions
Education
Acculturation
Nationality
Religion
Language
18Cultural Competence
- A set of behaviors, attitudes and policies
- that come together in a system, agency, or
- program or among individuals, enabling
- them to function effectively in diverse
- cultural interactions and similarities within,
- among, and between groups.
- Sources U.S. Department of Health and Human
Services
19Cultural Competence
- Cultural Competence is a point on a continuum
that represents the POLICIES and PRACTICES of an
organization, or the VALUES and BEHAVIOR of an
individual which enable that organization or
person to interact effectively in a culturally
diverse environment.
20What is Linguistic Competency?
- The capacity of an organization and its
personnel to convey information that is easily
understood by diverse audiences, including
persons of limited English proficiency, those
with low literacy skills, and individuals with
disabilities.
21Cultural and Linguistic Competency
- At all levels, a culturally and
linguistically competent system of care
acknowledges and incorporates - the importance of culture and language
- the cultural strengths associated with people and
communities - the assessment of cross-cultural relations
Source Cross, T. L., et al. (1989). Toward a
culturally competent system of care A monograph
on effective services for minority children who
are severely emotionally disabled. Washington,
DC CASSP Technical Assistance Center at
Georgetown University Child Development Center.
T-13.18
22Cultural and Linguistic Competency (contd.)
- vigilance of cultural and linguistic differences
- the expansion of cultural and linguistic
knowledge - the adaptation of services to meet unique
cultural and linguistic needs.
Source Cross, T. L., et al. (1989). Toward a
culturally competent system of care A monograph
on effective services for minority children who
are severely emotionally disabled. Washington,
DC CASSP Technical Assistance Center at
Georgetown University Child Development Center.
T-13.18
23Compelling Needs for Cultural Competence
- To respond to current and projected demographic
changes in the U.S. - To eliminate disparities in services to people of
diverse racial, ethnic, and cultural backgrounds - To improve the quality of services to all
24Compelling Needs for Cultural Competence (contd.)
- To gain a competitive edge in the marketplace
- To increase staff satisfaction
- To decrease the likelihood of liability/malpractic
e claims
25Compelling Needs for Cultural Competence (contd.)
- To meet legislative, regulatory, and
accreditation mandates - To add to the body of knowledge, awareness and
skill in the design, implementation, and delivery
of prevention programs, policies, and practices. - To promulgate the philosophy that an effective
program is a culturally competent program across
the board, i.e., agency, policies, staff, and
programs/practices.
26Fabric of Delaware Compared to U.S.
- Delaware 885,122 vs. US 307,006,550
- White Non-Hispanic 68.3 vs. 65.6
- African American 20.9 vs. 12.8
- Hispanic/Latino Origin 6.8 vs. 15.4
- American Indian 0.4 vs. 1.0
- Native Hawaiian/Pacific Islander 0.1 vs. 0.2
- Asian American 2.9 vs. 4.5
- Two races 1.4 vs. 1.7
- Living below poverty level 10.3 vs. 13.2
- Speak other language at home 9.5 vs. 17.9
27Enhancing Cultural Competence
- Valuing Diversity
- Awareness of the Dynamic of Difference
- Attitude
- Ability to Institutionalize
28Enhancing Cultural Competence (contd.)
- Cultural Knowledge Practice
-
- Adaptation to Diversity
- Cultural Self-Assessment
29Four Stages of Individual Cultural Competence
- Awareness
- Knowledge
- Skills
- Desire
30Four Stages
- AWARENESS
- The process of conducting a self examination
of ones own biases toward other cultures and in-
depth exploration of ones own culture. - KNOWLEDGE
- The process in which the professional seeks
and obtains a worldview of different cultural and
ethnic groups. - Recognizing different values
- What is important in your culture? Whats it like
in your native country?
31Four Stages
- SKILLS
- The ability to effectively apply awareness
and knowledge to interactions and relationships
with people from different cultures. - Aware of your culture and values but recognizing
that other values are different - Interaction will change
- DESIRE
- The motivation to engage in the process to
become culturally aware, knowledgeable, skillful,
and seek cultural encounters. - Make the cross-cultural connections/out of your
comfort zone - Fun part!
32Why is it Important to be Culturally Competent?
- Russian ice dance tribute to Aborigines offensive
to - Aborigines
- "They have got the whole thing wrong," .. there
were no traditional movements in the routine, the
music sounded more like it came from India or
Africa and the body paint looked like a
three-year-old child had drawn it on it said
Stephen Page, artistic director of the respected
indigenous group, the Bangarra Dance Company.
33GROUP ACTIVITY
34The Cultural Competency Cycle
Acknowledgment Cultures Profound Effect on
Health and Health Outcomes
Awareness of Cultural Differences Among People
Mentoring
Culturally Competent Health Care Providers
Respectful Interaction and Communication
Knowledge and Understanding of Culture
Revision and Refinement of Preventive
Interventions
Engagement and Integration of Cultural Knowledge
and Sensitivity into Preventive Interventions
Source Center for Cross-Cultural Health,
Continuing Education Committee. (modified)
T-13.37
35Knowing the Landscape
- An important first step in doing any
environmental strategy is to know the landscape
of the community - Conduct an inventory of the community
- Commonly spoken languages
- Socio-economic issues
- Neighborhood alliances
- Allegiances non-allegiances
- Municipal profiles
- Key leaders
36Ensuring Effective Participation in Planning Step
- Provide all coalition members with training on
prevention planning and risk and protective
factors - Provide opportunities for coalition members to
- Give a cultural perspective on risk factors and
how they may be viewed in different cultures - Assist with collecting data on risk factors
- Provide feedback on the criteria for risk factor
prioritization (importance and changeability)
from cultural perspective
37Looking at Cultural Relevancy
- Is the strategy culturally relevant and
applicable across sub-populations? - Will the strategy work with the sub-populations
you have identified, as well as with the
population as a whole? - What cultural elements such as language,
attitudes, values, norms and customs do you need
to consider in planning for implementation of the
strategy? - How might you involve the sub-populations in
looking at the appropriateness of a strategy?
38Cultural Considerations
- Technology access and availability
- Interpretation issues
- Working with people who speak different languages
- Working with individuals who are deaf or hard of
hearing - Religious/cultural issues
- Age issues
- Reaching/including small/under-represented
populations
39Delaware RFP
40Activity Questions
- If you could only choose one step to ensure
cultural competency, which step do you feel you
would spend the most time on and why? - Which step would you find the most challenging to
ensure cultural competency and why?
41Next Steps
42Wrap-Up
43Thank You