Department of Social Work MSW Online Field Supervisor Training

Characteristics of Cultural Competency in Organizations:

1. Values diversity

2. Engages in cultural self-assessment

3. Manages dynamics of difference (conflict resolution, respect for diverse opinions)

4. Institutionalization of cultural knowledge and practice

Areas to Consider in the Development of Cultural Competence:

POLICY:

~Agency Standards
~Mission Statement
~Cultural Competence Policy Statement
~Job Qualifications
~Interview Questions
~Culturally Competent Evaluation

STRUCTURE:

~Community Advisory Committee
~Review Procedures (recruitment/staff)
~Cultural Consultants
~Cultural Plans (training)
~Cultural Coordinator
~Facility/Decor (multi-cultural)

ATTITUDE (values):

~Self Assessment
~Training
~Increased Contact With Healthy Community Members
~Staffing
~Normalize Conversation

PRACTICE:

~Extended Family Support
~Identity Enhancement
~Values Clarification
~Culturally Relevant Assessment ~Cultural Mapping (person in the environment)

Adapted from National Indian Child Welfare Association, (NICWA) 1993

ACTIONS STEPS TOWARDS ORGANIZATIONAL CULTURAL COMPETENCE

1) Review your mission statement (involve people of color in the development of the statement).
2) Embrace empowerment models- giving responsibility out - as an organizational goal.
3) Systematically review services: Are we serving people of color? How well? Keep updated on numbers of people of color served; solicit input from minority organizations regarding needs of communities.
4) Assess key implementers (leaders such as CEO, Executive Director, etc.) regarding: bias, cultural competence in their performance reviews.
5) Be informed about the range of attitudes and values regarding difference in the community-communities of color and the mainstream. (Ex: there are over 470 American Indian publications currently in the U.S.)
6) Have a policy regarding resolution of conflicts involving cultural issues.
7) Establish direct access to advisors: “cultural consultants” , key informants from diverse ethnic communities.
8) Make sure all staff get ongoing cultural competence training specifically geared for their level of competence.
9) Have available access to services in other languages and sign language interpreters.
10) Commit resources to culturally-specific services.
11) Maintain data about communities of color you serve.
12) Foster development of new, innovative, culturally appropriate services (informed by research/data).
13) Adjust the composition of your advisory committees, boards, etc., to reflect your client group, not just the general population ratio.
14) Have written policies on hiring people of color.
15) Be open to feedback from clients of color and willing to adapt services as needed.

Terry Cross, Executive Director, 1993, Northwest Indian Child Welfare Association, Inc.

CHOOSING AN “IDEAL” COMMUNITY CONSULTANT
Input from the community is critical in developing cultural competence. It may be necessary to chose a community consultant to provide insight into your organization. Below are guidelines to follow when choosing a consultant. This is not meant to be an exhaustive list, but rather a place to begin.

COMMUNITY RECOGNITION: Are they well known and respected in their community of color?

COMMUNITY INVOLVEMENT: Do they participate in social events, serve on boards, parent committees, and other community activities in their community?

ADVANCED IDENTITY DEVELOPMENT: Are they comfortable with themselves as a person of color? Do they approach cross cultural situations positively?

SUB-GROUP DIVERSITY AWARENESS AND SENSITIVITY: Do they know area sub-groups within their community of color? Are they able to bridge between groups effectively?

ARTICULATE IN AT LEAST TWO WORLD VIEWS: Can they bridge effectively between groups?

CULTURAL KNOWLEDGE:
Are they familiar with the history and contemporary issues in their culture? Are they articulate about current structures, practices, and important players in social services in their cultural community? Are they familiar with the unique mental health issues, healing practices, world view, etc. (bonding, extended family, cultural identity) of their culture?

KNOWLEDGE AND ABILITY TO MANAGE DYNAMICS OF DIFFERENCE: Do they effectively deal with bias, ethnocentrism, bigotry, conflict resolution in a constructive manner to facilitate understanding and growth?

Adapted from NICWA

RECRUITMENT OF CULTURALLY COMPETENT STAFF

1. Identify ethnic publications, radio stations and cable T.V. channels for each of the cultural groups you wish to target. Actively use various media for advertising positions.
2. When developing job descriptions, include cultural competence as a qualification for the position: awareness of cultural values and beliefs, willingness to be flexible and examine own cultural biases, ability to communicate with clients in their native language or dialect
3. Identify and contact different ethnic organizations. Mail specific job postings and follow up with a telephone call.
4. Utilize current staff of color to assist in recruitment activities.
5. Develop and maintain a positive working relationship with undergraduate and graduate schools of social work. Serve as a field placement for students to expose students of color to agency.
6. Participate in career day programs.
7. Organize and host professional receptions for professional of color to familiarize potential candidates with the agency.
8. Identify key organizations, institutions (churches) and leaders in communities of color who can assist in recruitment.

EXAMPLE INTERVIEW QUESTIONSVERSATILITY AND INTERACTION:
This job will require interaction with people who are of diverse cultural backgrounds. Describe a time when you have encouraged this and how you handled it.
What is the worst cross-cultural blunder you have committed? What would you do differently today?
Describe a time when you were required to work with a multicultural group of people to bring out divergent opinions and state a consensus. Did you agree with the consensus?
If not, what did you do about it?
PERCEPTION AND ANALYSIS:
Describe a cross-cultural problem which you solved on your last or current job and how you arrived at the solution.

Adapted from:
Toward a Culturally Competent System of Care”,T. Cross, B. Bazron, K. Dennis, M. Isaacs

STAFF RETENTION:
~Pay attention to the unique needs of culturally diverse staff.
~ Develop opportunities for upward mobility, skill enhancement and promotions.
~ Provide culturally sensitive training activities for all staff and management. Training should focus on developing cultural knowledge and the function of culture in a person’s life.
~ Conduct a comprehensive orientation on the agency’s mission, services and resources, training and educational opportunities, and professional development.
~ Encourage and support the development of support/issues groups for culturally diverse staff.
~ Adjust leave time to accommodate cultural differences in holidays or important community events.
~ Adapt the physical environment to include cultural artwork, pictures, artifacts to demonstrate agency concern and commitment to diversity.
~ Host luncheons, celebrations to acknowledge cultural holidays or events. Include ethnic foods and decor.
~ Provide information to culturally diverse staff on the formal and informal politics of the work place, and agency communication styles.
~Develop a mentor program to assist new staff.

Adapted from: Terry Cross NICWA 1990