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Delaware Cultural Competence Training

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Delaware Cultural Competence Training August 10, 2010 Wilmington, DE Tracy Johnson, Central RET Coordinator Kara Endsley, CRET & SERET Associate TEAM * * Elaine ... – PowerPoint PPT presentation

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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
2
Todays 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

3
Todays 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

4
Workshop 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

5
Questions to Consider
  1. How do you define culture and cultural
    competence?
  2. Why is cultural competence important within an
    organization?
  3. How does an organization achieve cultural
    competence?

6
Northeast Regional Expert Team
RI
DE
7
SPF Overview
8
SPF 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

9
SPF Examples (contd.)
  • Implementation Putting the plan into action
  • Evaluation Evaluating how we implemented the
    plan, what worked and what were the results

10
The 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
11
In 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.

12
The 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
13
Cultural 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.

14
SPF 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

15
SPF 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.

16
In Your Own Words
  • HOW DO YOU DEFINE CULTURE?

17
What is Culture?
Urban/City
?
SES
Culture
Traditions
Education
Acculturation
Nationality
Religion
Language
18
Cultural 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

19
Cultural 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.

20
What 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.

21
Cultural 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
22
Cultural 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
23
Compelling 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

24
Compelling 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

25
Compelling 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.

26
Fabric 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

27
Enhancing Cultural Competence
  • Valuing Diversity
  • Awareness of the Dynamic of Difference
  • Attitude
  • Ability to Institutionalize

28
Enhancing Cultural Competence (contd.)
  • Cultural Knowledge Practice
  • Adaptation to Diversity
  • Cultural Self-Assessment

29
Four Stages of Individual Cultural Competence
  • Awareness
  • Knowledge
  • Skills
  • Desire

30
Four 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?

31
Four 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!

32
Why 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.

33
GROUP ACTIVITY
34
The 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
35
Knowing 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

36
Ensuring 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

37
Looking 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?

38
Cultural 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

39
Delaware RFP
  • INFORMATION DISCUSSION

40
Activity 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?

41
Next Steps
42
Wrap-Up
43
Thank You
  • GRACIAS
  • MERCI
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