Diversity Leadership in the 21 st Century: Creating Welcoming Environments

1. Diversity Leadership in the 21stCentury: Creating Welcoming Environments James L. Mason, Ph.D. OCCAT April 2011 Portland, Oregon Organizational Cultural Competence Assessment and Training Portland Oregon 2011

2. Creating Welcoming Environments: Staff and Organizational Development Self-Assessment Questions • What culturally diverse groups will you serve? • What drives your diversity efforts? • What barriers do you face in recruiting, retaining and promoting diverse staff? • Describe the linkages and contacts you have within culturally diverse communities? • Identify any cross cultural “success stories” or examples of cultural strengths you have experienced. Why? How? Replicable? Organizational Cultural Competence Assessment and Training Portland Oregon 2011

3. Rationale For a Culturally Diverse Workforce • Organizational efficiency & cost • Resource acquisition and development • Historically under-employed groups • Creativity and productivity • Problem identification and solving • Workforce/Organizational appeal • Organizational growth and marketability • Organizational mission, vision, goal • Social responsibility/justice Organizational Cultural Competence Assessment and Training Portland Oregon 2011

4. Rationale for Culturally Competent ServiceDelivery • Demographic shifts • Diverse belief systems • Disparate service outcomes/Service disparities • Market share and utilization concerns • Formal and informal learning experiences • Accreditation, funding, and licensure issues • Inter- and intra-group conflicts • Historically underrepresented groups • Legal and civil rights, other liabilities Organizational Cultural Competence Assessment and Training Portland Oregon 2011

5. Dimensions of Diversity • Racial and Ethnic Cultural Groups • Black or African Americans • Hispanic or Latino Americans • Asian Americans • Native Hawaiian and Other Pacific Islanders • Native Americans and American Natives • European or White Americans • Bi- or multiracial Americans • Non-Ethnic Cultural Groups • e.g., women, people w/disabilities, low income, rural, poor, lgbtq’s, veterans, religious minorities) • Refugees and Immigrants Organizational Cultural Competence Assessment and Training Portland Oregon 2011

6. Cultural Factors That Influence Diversity Among Individuals and Within Groups • Cultural Identity • SES • Nationality • Language/Style • Family Constellation • Social History • Sexual Orientation • Generational Status • Health Beliefs • Time Orientation • Age/Life Cycle • Spatial Patterns • Gender & Sexuality • Physicality • Religion/Spirituality Organizational Cultural Competence Assessment and Training Portland Oregon 2011

7. Environmental Factors That Influence Staff Development • Institutional biases • Community economics • Inter-group relations • Natural networks of support • Community history • Political climate • Workforce diversity • Community demographics • Other environmental stressors Organizational Cultural Competence Assessment and Training Portland Oregon 2011

8. Natural Helpers and Leaders • Natural Networks of Support • Merchants and Businesspeople • Natural Leaders & Community Elders • Faith-Based Institutions • Ethnic Media & Personalities • Advocacy Organizations • Collateral Agencies • Social Networks Organizational Cultural Competence Assessment and Training Portland Oregon 2011

9. Consider staff and organizational development as an opportunity to: • Learn of and share organizational and practice exemplars and strengths, • Discuss implications of demographic shifts and trends • Uncover community strengths and ecological stressors • Identify or prioritize cultural competence training needs Organizational Cultural Competence Assessment and Training Portland Oregon 2011