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Building Culturally Competent Organizations

Building Culturally Competent Organizations. What is culture?. The shared traditions, beliefs, customs, history, folklore, and institutions of a group of people. Cultural knowledge- Knowing about a culture Cultural awareness- Understanding other groups

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Building Culturally Competent Organizations

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  1. Building Culturally Competent Organizations

  2. What is culture? • The shared traditions, beliefs, customs, history, folklore, and institutions of a group of people. • Cultural knowledge- Knowing about a culture • Cultural awareness- Understanding other groups • Cultural sensitivity- Knowing differences exist, but not assigning values • Cultural competence- Includes previous stages; adds operational effectiveness

  3. What are the types of diversity in an organization? • Ethnicity • Gender • Sexual orientation • Social class • Spiritual beliefs and practice • Physical and mental ability

  4. Why is it important to be culturally competent? • Increased respect • Increased creativity • Decreased unwanted surprises • Increased participation from cultural groups • Increased trust and cooperation • Overcome fear of mistakes and conflict • Promotes inclusion and equality

  5. When to become culturally competent: • An organization needs to be culturally competent when there is: • A problem or crisis • A shared vision • And a desired outcome • An organization is ready when: • Groups are identified • Needs are identified • Knows previous experiences • Are open to learning and adapting

  6. Action Steps for achieving cultural competence: • Develop support for change • Identify groups to be involved • Identify barriers • Assess current level of cultural competence • Identify resources needed • Develop goals, implementation steps and deadlines • Commit to an ongoing evaluation process

  7. How to begin building a multicultural organization: • Form a committee • Write a mission statement • Research past experience; develop partnerships • Use free resources • Assess current cultural competence • Ask about staff development needs • Assign part of budget for staff/cultural development • Include cultural competence in job description • Ensure facility is accessible and respectful • Collect resource materials

  8. How to manage the dynamics: • Establish a vision and context • Recruit and outreach to community • Sponsor diversity training • Have organizational structure and operating procedures • Use comfortable and respectful communication • Understand "different, but similar" • Maintain the commitment • Provide strong leadership • Provide activities

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