Cultural Competence Capacity Building

1. Cultural Competence Capacity Building Presented by Bruce E. Decker, Founder/Owner Collective Impact, LLC The catalyst for great results

2. Culture Defined • Patterns, traits, and products considered as the expression of a particular period, class, community, or population • Attitudes and behavior that are characteristic of a particular group or organization • Attitudes, feelings, values, and behavior that characterize and inform society as a whole or any group within it

3. Understanding culture is a process…

4. Understanding culture is a process… • Cultural Knowledge – Knowledge of some cultural characteristics, history, values, beliefs, and behaviors of a different group • Cultural Awareness – Openness to the idea of changing cultural attitudes • Cultural Sensitivity – Knowledge of cultural differences without assigning values to the differences • Cultural Competence – Ability to bring together different behaviors, attitudes, and policies and work effectively in cross-cultural settings to produce better results

5. Cultural Competence • There is no single definition, but many have come from diverse fields and disciplines. • In1989, the field of health and human services adopted a definition that has been highly influential (Cross, Bazron, Dennis, and Isaacs). • This definition has been widely adapted and modified over past 20 years.

6. Cultural Competence Definition (Cross, Bazron, Dennis, and Isaacs) • Cultural competence is a set of congruent behaviors, attitudes, and policies that come together in a system, agency or among professionals and enable that system, agency or those professions to work effectively in cross-cultural situations. • The word culture is used because it implies the integrated pattern of human behavior that includes thoughts, communications, actions, customs, beliefs, values and institutions of a racial, ethnic, religious or social group. • The word competence is used because it implies having the capacity to function effectively.

7. Generational Cohorts – Key Terms Generation The entire body of individuals born and living at about the same time, i.e., the “postwar generation” Cohort A group of persons sharing a particular statistical or demographic characteristic, i.e., the cohort of all children born in 1980 Generational Cohort Group of persons defined as a hybrid of both the birth rates identified by demographers and the major socio-historical events that occurred during that time period or influenced those coming of age then.

8. Why focus on generational cohorts? • Each generation has unique attitudes, values, characteristics, and skills based on influencing events in their life. • These shared experiences bond members together into cohorts with generational identities. • Although some events affect every group in society regardless of age (like attacks of 9/11), these events have strongest impact on the young – become life-defining events for those “coming of age.”

9. Things to consider. . . • There is some disagreement about exact age ranges and timeframes for each generational cohort • We are not social scientists or generational experts • Generalizations come from literature focused on US, upper-middle class college educated populations and has the most application to other westernized cultures

10. Generational Cohorts • Traditionalists (Veterans, The Great Generation, Silent Generation, G.I. Generation, Post-war Generation) • Born between 1922-1946 • Baby Boomers • Born between 1944-1964 • Generation X (Baby Busters, Latch-Key Generation, Thirteeners, the MTV generation) • Born between 1961-1981 • Millennials (Generation Y, Echo Boomers, Next Generation, or Nexters) • Born between 1981-2004 The timeframes for generational cohorts overlap due to disagreement among experts about the exact dates.

11. What defines the Traditionalists?

12. Traditionalists

13. What defines the Baby Boomers?

14. Baby Boomers

15. What defines Generation X?

16. Generation X

17. What defines Millennials? Globalization

18. Millennials

19. Cultural Factors Crossing all Generational Cohorts • Gender • Race • Ethnicity • Sexual orientation • Poverty • Disability or health condition • Geography • Spirituality • Political ideology

20. Cultural Competence in the Workplace • Currently, there are four generational cohorts in the workplace together • Adults are working longer into their “golden years” and this trend will continue • Generational attitudes and values impact creativity, innovation, and team work • Cultural competence is important at all levels of an organization – front desk, direct care, supervision, administration, board member, etc.

21. Workplace Attitudes & Skills

22. Generational Conflict • With 4 generations in the workplace, there are often 4 different approaches to work • Example – Traditionalist approach to work based on respect for authority and directive management style meets Gen Xer’s relaxed attitude toward authority and informal approach- conflict erupts! • When generational cohorts clash, result can be lost productivity increased turnover, low employee motivation, etc.

23. Cultural Competence Continuum • Cultural competence is a developmental process that evolves over an extended period. • Organizations, systems, and communities are at various levels of awareness, knowledge, and skills along the cultural competence continuum.

24. Cultural Competence Continuum

25. Culture Competence Continuum • Destructiveness – Attitudes, policies, structures, and practices that are destructive to a cultural group (e.g., exclusion). • Incapacity – Lack of capacity to respond effectively to the needs, interests, and preferences of culturally diverse groups (e.g., bias, discrimination, etc.) • Blindness – Expressed philosophy of viewing and treating all people as the same (e.g., ignoring cultural strengths, blaming consumers for their circumstances, etc.)

26. Culture Competence Continuum • Pre-competence – Level of awareness within of strengths and areas for growth to respond effectively to culturally diverse populations (e.g., hiring practices to support diversity, token representation on boards, etc.) • Competence – Demonstrate acceptance and respect for cultural differences (e.g., structures and strategies to ensure consumer participation, etc.) • Proficiency – Hold culture in high esteem and use this as a foundation to guide all endeavors (e.g., employ staff with expertise in cultural competence, advocate for populations traditionally underserved, etc.)

27. Sources • Cultural Competence Primer: Incorporating Cultural Competence into Your Comprehensive Plan, Community Anti-Drug Coalition of America (CADCA), National Community-Anti-Drug Coalition Institute, 2009 • Goode, Tawara D., Cultural Competence Continuum, National Center for Cultural Competence, Georgetown University for Child and Human Development, University Center for Excellence in Developmental Disabilities, Revised 2004. • Buahene, Adwoa K. and Kovary, Giselle, n-gen People Performance, Inc., The Road to Performance Success: Understanding and Managing the Generational Divide, 2003. • Stopper, Angela L.M., Managing in a Multi-Generational Workplace, Module One: Defining the Generational Cohorts, 2010. • National Center for Cultural Competence, Curricula Enhancement Module Series, Definitions of Cultural Competence, http://www.nccccurricula.info/culturalcompetence.html • TheFreeDictionary website, definition of culture, http://www.thefreedictionary.com/culture • Clark, Melinda, M.A., Ed.S., Hillman, Philipia, Ph.D., Igniting the Next Generation of Facilitators: Engaging Millenials in the Art and Practice of Facilitation, Touchstone Consulting Group, April 15, 2011