Cultural Competence Self Assessment: Lessons Learned ODE Conference May 2007

1. Cultural Competence Self Assessment: Lessons LearnedODE Conference May 2007 James L. Mason, Ph.D. OCCAT Portland, Oregon

2. Rationale for Organizational Cultural Competence Self-Assessment • Establish Baseline Measures • Identify Multicultural Training Needs • Reveal Agency Resources and Talents • Show Progress w/Repeated Measures • Bring staff, administrator, and consumer perspectives into view James L. Mason OCCAT Portland, Oregon 2007

3. Cultural Self-Assessment: Procedural Issues • With any survey approach, be aware of its assets and liabilities. • Rationale for assessment should be conveyed to staff and relevant others (e.g., board members, funders, collateral agencies, customers, advocates). James L. Mason OCCAT Portland, Oregon 2007

4. Cultural Self-Assessment: Procedural Issues • Identify and notify personnel who will participate in the self-assessment survey. • Obtain the support of management, apprise them of the time lines, and elicit their involvement. • Record of the number and the demographic characteristics of respondents. James L. Mason OCCAT Portland, Oregon 2007

5. Cultural Self-Assessment: Procedural Issues • Convene the activity within an atmosphere that is comfortable and secure. • Emphasize to staff that their responses are confidential and/or anonymous. James L. Mason OCCAT Portland, Oregon 2007

6. Cultural Self-Assessment: Procedural Issues Inform staff that answering every question to the best of their ability is important. Let everyone know that they will get an opportunity to comment on the self-assessment process. James L. Mason OCCAT Portland, Oregon 2007

7. Cultural Self-Assessment: Procedural Issues Develop a demographic face sheet that: 1. identifies characteristics of the respondents (e.g., languages, education, work history, etc.); 2. allows one to see to what extent the sample is representative. 3. reveals other talents and assets of staff that may otherwise go unnoticed. James L. Mason OCCAT Portland, Oregon 2007

8. Prototypical Assessment Domains • Knowledge of Diverse Community • Personal/Professional Involvement • Community Linkages and Resources • Staff Development and Training • Policies and Procedures • Service Delivery and Practice • Outreach to Diverse Communities James L. Mason OCCAT Portland, Oregon 2007

9. Dimensions of Diversity • Ethnocultural Groups • Black or African Americans • Hispanic or Latino Americans • Asian Americans and Pacific Islanders • Native Americans and American Natives • Bi- or Multi-Racial • Euro ethnics • Non-Ethnic Cultural Groups • (e.g., women, lgbtq’s, people w/disabilities, the poor, street youth, homeless youth, etc. ) • Refugees and Immigrants • Survival vs. Opportunity James L. Mason OCCAT Portland, Oregon 2007

10. Socioeconomic Status Cultural/Racial ID Nationality Language Family Constellation Social History Educational Values & Practices Age & Life Cycle Spatial Patterns Gender & Sexuality Sexual Orientation Religion & Spirituality Political Orientation Perception of Illness/Disability Factors That Influence Diversity Within Groups James L. Mason OCCAT Portland, Oregon 2007

11. Demographic Change Economic/ Employment Situations Media Impact Diminished Infrastructure Geographic Isolation Perception of Social Service Programs Inter- and Intra-Group Relations Poverty and Family Functioning Cultural Conflicts Political Orientation Ecological Stressors Within Communities James L. Mason OCCAT Portland, Oregon 2007

12. Organizational Self-Assessment Questions: A Nominal Group Approach • What drives your assessment efforts? • What culturally diverse groups are you serving vs. who resides in the catchment area? • What are the cultural barriers/issues you face in providing quality services? • Describe the cultural key informants that might help you with analysis linkages and contacts you have within culturally diverse communities? James L. Mason OCCAT Portland, Oregon 2007