Cultural and Spiritual Competence

1. Cultural and Spiritual Competence Instructor: Tonia Moultry Ohio Domestic Violence Network

2. Agenda • Introduction • Defining Culture • Anti- Oppression Definitions • Continuum of Culture • Being an ally/advocate

3. Training Objectives • Participants will be able to define culture • Understand how culture impacts domestic violence • Participants will be able to identify two (2) ways to be an ally

4. Introduction • Name • Where are you located? • How long have you been an advocate? • One cultural fact about yourself

5. Circle of Culture Exercise • Partner up with another advocate • Each person will take time to explain their culture, try to share facts the other person doesn’t know • One person will speak for 2-3 minutes and then switch • If you are the listener, you may ask clarifying questions but don’t start sharing your story

6. Circle of Culture

7. Defining Culture • Most of culture is not visible but is invisible • Culture is dynamic and is more complex than race, gender, ethnicity or nationality Definition is taken OCWTP Culture Diversity Training

8. Fruit Salad Exercise • Each person will pick a fruit, it is okay to pick the same fruit as someone else

9. The world is which you were born is just one model of reality. OTHER CULTURES ARE NOT FAILED ATTEMPTS AT BEING YOU; they are unique manifestations of the human spirit. By Wade Davis

10. Homework Discussion • Frontline Video: A Class Divided (“The Daring Lesson” and “Day Two”). http://www.pbs.org/wgbh/pages/frontline/shows/divided/etc/view.html • What did the children’s body language indicate about the impact of discrimination? • How did the negative and positive labels placed on a group become self-fulfilling prophecies? • Is the training exercise still appropriate? Could it be harmful?

11. Definitions • Stereotype : A generalization imposed on an entire group • Prejudice:A pre-judgment, attitude, opinion based on myth, missing information, misinformation, lies, or stereotypes about people of a particular cultural or social group. • Discrimination: An act showing of partiality or prejudice in treatment; specific policies or actions directed against the welfare of a group Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556

12. Oppression • The historically constructed personal, cultural, and institutional manifestations of prejudice against a particular group.  • Oppression is a system of structured dis-equality where the goods, services, rewards, privileges, and benefits of the society are available to individuals according to their presumed membership in social identity groups. This system, of dis-equality or dis-equal allocation of resources is supported and reinforced by the power structure (money, military, police, etc.) of the society.

14. What is Privilege? • Privilege:Choices, entitlements, advantages, benefits, assumptions, and expectations granted because of membership in the culturally dominant group. • Privilege group membership is usually determined by birth. Privilege includes those privileges granted by society, as well as the assumptions and expectations internalized by people of the privilege group. Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556

15. Privilege Chart Privilege/Power Target Disabled Deaf/Hard of Hearing Lesbian, Gay, Bisexual Transgender, Intersex Other religions Poor Women and Girls People of Color Children, Young people, Elders • Able bodied • Hearing • Heterosexual • Cisgender • Christian • Wealthy • Men and Boys • White/Caucasian • Adult (25 -65 years old) Adapted from Ohio Violence Prevention Process

16. What is an Ally? • Ally: One whose personal commitment to dismantling oppression is reflected in a willingness to educate oneself about oppression, challenge one’s own prejudices, learn and practice skills of anti-oppression, interrupt oppressive remarks, behaviors, policies and institutional structures Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556

17. Targeting Exercise • Think of a time when you were targeted for some oppressive behavior. You were excluded, discriminated against, verbally or physically abused because your membership in a target group. • This should not be an event that is unresolved. • You will not share this experience out loud with the group, unless you choose to do so.

18. Targeting Exercise • Write down answers to the following questions: • What was the experience like? How did it feel? • Was the targeting intentional or unintentional? • Did anyone intervene? If so, what did they do? • If no one intervened, what would have wanted an ally to do?

19. Being an Ally Exercise • Think of a time when you wanted to be an ally or had the opportunity to be an ally, but didn’t act. Imagine that situation again and see yourself acting as an ally?

20. Being an Ally Exercise • Write down the answers to the following questions: • Why did you not act? • If that situation or a similar situation happened tomorrow what you would do differently?

21. What are the qualities of an ally ? • Please list the qualities of an ally that you identified from your own personal experiences or that you heard others identify.

22. Qualities of an Ally • Takes responsibility for their own education and learning. Does not expect those in the target group to teach them. • Speaks up for the targeted group when they are not present. • Respectfully participates with other cultures without taking over, taking up too much space

23. Diversity and Human Rights Consortium: What is Cultural Competency? By Jason Mak The cross model of cultural competence

26. So what does this mean for me as a domestic violence advocate?

27. Article Discussion • In your experience, how you seen the intersection of oppressions impact survivors? • How have you seen survivors impacted by economic disparity or classism? • What steps can you take to address the barriers that were identified for women of color?

28. By SujataWarrier Culture Handbook

29. Cultural Contradictions • “All cultures contain a spectrum of contradictions: one end of the spectrum there may be a perceived widespread acceptance of domestic and sexual violence, while on the other end, there are long standing traditions of resistance against violence against women and children.” (Warrier, 2005, p.7)

30. Values and Norms • “Survivors come from different communities and possess different values and norms. Thus, survivors are unique individuals – their responses to violence and intervention are shaped by a host of factors” (Warrier, 2005, p.7)

31. Steps to Competency • Recognize and be aware of your own biases and prejudices (we all have them!) • Be willing to have your biases and prejudices challenged by co-workers and survivors • Listen to survivors, they are the experts on their WHOLE lives • Gathering information on the survivor’s interpretation of her culture helps paint a more picture of her context (Warrier, 2005, pp. 9-10)

32. Steps to Competency • Recognize the power imbalance between you and the survivor • Negotiate acceptance of different set of values without imposing your own • Build cooperative and collaborative relationships with diverse communities (Warrier, 2005, pp. 9-10)

33. Organizational Cultural Competence • Provide training to all staff on cultural diversity • Display posters/brochures/materials that show diversity • Develop policies that support diverse responses • Hire diverse staff • Engage the community to get input from those being served on what would be helpful (Warrier, 2005, p. 11)

34. Resources • Mak, J. (2002, May 08). Diversity and human rights consortium: What is cultural competency?. Retrieved from http://peer.hdwg.org/sites/default/files/T Cross Model Information_0.pdf • Warrier, S. (2005). Culture handbook. San Francisco: Family Violence Prevention Fund. Retrieved from http://www.futureswithoutviolence.org/userfiles/file/ImmigrantWomen/Culture Handbook.pdf

35. Resources • Paul Kivel http://www.paulkivel.com/index.php • cultural bridges to justice http://www.culturalbridgestojustice.org/ • Women of Color Network www.wocninc.org

36. Thank You!!! Contact information: Tonia Moultry Training & Technical Assistance Director Ohio Domestic Violence Network 4807 Evanswood Drive, Suite 201 Columbus, Ohio 43229 Phone: 614-781-9651 ext. 231 Email: toniam@odvn.org