SHARING DIVERSITY

1. The following resource was submitted with the purpose of distributing to AONE members as part of the AONE Diversity in Health Care Organizations Toolkit Submitted by: Kaweah Delta Health Care District Contact person: Gloria Grijalva, MS Interpreter Services Manager Visalia, CA

2. SHARING DIVERSITY Why Diversity is Important to Your Organization

3. What’s In a NameGloria Dolores Angela Paredes Grijalva • Gloria (generational name – Baby Boomer) • Dolores (middle name – ditto – Latina?) • Angela (Confirmation name – religious affiliation) • Paredes (maiden name) • De • Grijalva ( married name – Juan de Grijalva story)

4. Ice Breaker Exercise (Ejercicio de Rompehielos) • Your full name – something interesting about it • Who you work for • What populations you work with • What other language do you speak • What is diversity?

5. What is Diversity? Can be defined in many different ways. What does it mean to us?

6. Agricultural Schools City of Visalia Temp Help Agencies Industrial Food Processing Printers California Dairies County Offices Society of Human Resource Management for Tulare - Kings Counties

7. Age Cognitive style Culture Disability Economic background Education Ethnicity Gender Geographic background Language(s) spoken Marital/partner status Physical appearance Political affiliation Race Religious beliefs Sexual Orientation Characteristics

8. What is Diversity? • “Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement.” • The University of Tennessee Libraries Diversity Committee

9. Diversity….. • “Is the sense that no matter where you come from, who you are, or what your background is, there is a place for you.” • - Workforce Diversity Office, Ernest Orlando Lawrence Berkeley National Laboratory

10. Workplace Diversity…. • “Is a people issue, focused on the differences and similarities that people bring to an organization.” • Cornell University ILR School

11. CULTURAL & LINGUISTIC TOOLS

12. EXERCISE #2 • Do you have a diversity tool kit? • What’s in your tool kit? • Who are the populations you work with? • Internal (employees) • External (clients, patients, students, customers) • Are you dealing with demographic changes? • How are you preparing for those changes?

13. Kaweah Delta’s Demographics

14. KAWEAH DELTA TOOL KIT

15. Self-Study Questions • What impact will projected demographic changes have on your organization? • What issues or challenges should you and your organization begin addressing now? • What are the barriers to addressing the above issues? • What are the available resources and supports?

16. The Legal side of Language and Culture Is anyone watching us?

17. Legal Mandates • Are you aware of the Legislative, Regulatory and Accreditation Mandates that impact your organization. • What are they?

18. Title VI of the Civil Rights Act of 1964 Health and Safety Code of California Americans with Disabilities Act (ADA) Joint Commission AB 1195 (2005) Kaweah Delta (sample)

19. DEMOGRAPHICS

20. Changing Demographics in the United States • Demographics have moved beyond black and white – to a complex mosaic of races and ethnicities • - 35 million Hispanics • - 34.5 million Blacks • - 10.5 million Asian Americans • - 4 million Native Americans Most significant trend is the record growth of Hispanic Americans Persons with physical and mental impairments are the largest single “minority” (approx. 49 million).

21. TULARE COUNTY Demographics

22. Tulare County • Characteristics of People by Language Spoken at Home • (See MLA Data Center Results Handout)

23. Our Patients Are they also your clients, workers, students, customers, staff?

24. Who Are Our New Customers? Lahu Mixteco

25. Lahu Interpreters needed Language Line does not have Panational has one Solution – Test our staff 8 have been tested Mixteco Interpreters needed Often mistaken for Spanish speakers Language Line has Panational has limited use No internal staff identified Language Needs

26. Learning about the Lahu

27. Lahu (Mussur) • Earliest documentation known locates them in Southwestern China • Laos to Thailand • Salt Lake City to Tulare County • Groups: • Yellow, - Largest in Tulare County • Black, • Red, • White

28. Lahu Health Problems • Diabetes • High Blood Pressure • Cancer • Colon • Respiratory - Smoking is a Problem • Stomach

29. Laotian Populations • Lahu is majority of the minority • Approximately 1,500 in Visalia • Tulare County 1,700 • Mien, approximately 1,100 in Visalia • Hmong, approximately 800 in Visalia • Approximately 1,800 in Tulare County • Lao, approximately 400 in Visalia • Approximately 1,200 in Tulare County

30. Indigenous Communities from Mexico

31. Mixteco • Indigenous language from Oaxaca, Mexico • Is not a derivative of Spanish • If they speak Spanish, usually a second language • Large settlement in Farmersville • Many are farm workers

32. Next Steps • Data collection/tracking/reporting • Know who your “patients” (clients, workers, students) are • Check your communication tools (radio ads vs. television, illiterate populations, ideas don’t always translate) • Review your Tool Kit? Is it working? • Retool if necessary • Your tool kit is not permanent • One size does not fit ALL!

33. People Skills • Important • Know the competency of your bilingual staff • Is anyone checking their skill level • Formal/informal/slang • How are you helping them improve their knowledge base • Don’t assume • Read, write, culturally knowledgeable • Remember that their competency/or not reflects on your organization/business/professionalism!

34. Cultural Competency • “To be culturally competent doesn’t mean you are an authority in the value and beliefs of every culture. What it means is that you hold a deep respect for cultural differences and are eager to learn, and willing to accept, that there are many ways of viewing the world.” • -Okokon O. Udo, PhD • Integrative Health and Wellness • Northwestern Health Sciences University