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Delaware Cultural Competence Training August 10, 2010 Wilmington, DE

Delaware Cultural Competence Training August 10, 2010 Wilmington, DE. Tracy Johnson, Central RET Coordinator Kara Endsley, CRET & SERET Associate. Today’s Agenda. Introductions and Warm-Up  Our Objective  SPF Overview and Cultural Competence in the SPF SIG Program

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Delaware Cultural Competence Training August 10, 2010 Wilmington, DE

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  1. Delaware Cultural Competence Training August 10, 2010 Wilmington, DE Tracy Johnson, Central RET Coordinator Kara Endsley, CRET & SERET Associate

  2. Today’s Agenda • Introductions and Warm-Up •  Our Objective •  SPF Overview and Cultural Competence in the SPF SIG Program • The Cultural Fabric of Delaware • Definitions of Cultural and Linguistic Competence

  3. Today’s Agenda (cont’d.) • 6. Compelling Needs for Cultural and Linguistic Competence • 7. Group Activity • 8. Key Ingredients for Culturally Competent Provider • 9. Next Steps • 10.Evaluation and Wrap-Up

  4. Workshop Objectives • Participants will be able to define cultural competency • Participants will become familiar with cultural competency and describe its purpose in prevention planning and programming • Participants will be able to identify the relationship between cultural competency and the SPF

  5. Questions to Consider • How do you define culture and cultural competence? • Why is cultural competence important within an organization? • How does an organization achieve cultural competence?

  6. Northeast Regional Expert Team ME VT NH NY MA CT RI PA NJ MD DE

  7. SPF Overview

  8. SPF Examples • Assessment – What does the problem look like and what resources do we have and need to solve it? • Capacity – How can we build resources we need, use the resources we have and mobilize community people around the issue? • Planning – Put together a blueprint for addressing the problem

  9. SPF Examples (cont’d.) • Implementation – Putting the plan into action • Evaluation – Evaluating how we implemented the plan, what worked and what were the results

  10. The SPF and Sustainability • Applies to more than funding • Sustaining outcomes, not programs • Think sustainability from the beginning • Look to the system to sustain outcomes • Sustain prevention by making it everyone’s job! 10

  11. In Your Own Words HOW DO YOU DEFINE CULTURAL COMPETENCE? Delaware SPF-SIG defines cultural competency as a comprehensive and sustainable approach to substance abuse prevention and awareness by integrating community values while utilizing multiple strategies.

  12. The SPF and Cultural Competence • To eliminate service and participation disparities for people of diverse racial, ethnic, and linguistic populations • To consider culture, gender, ability levels, and sexual orientation in all aspects of the SPF • To improve the effectiveness and the quality of the programs, policies and practices chosen to achieve outcomes 12

  13. Cultural Competence and the SPF SIG Program • Cultural competence is a critical component of the SPF SIG program. • CSAP address the issue of cultural competence in its publications, programs, training and technical assistance and policy statements • SAMHSA informs applicants in its documents and announcement regarding cultural competence.

  14. SPF SIG Cultural Competence Requirements Build a state- & program-level database consisting of the following descriptive information: • Plans and strategies designed to implement culturally appropriate policies, programs & practices; • Organizational capability & experience of awardees

  15. SPF SIG Cultural Competence Requirements (cont’d.) • Utilization, reliability & validity of culturally appropriate psychometric methods and measures; • Types and utilization of culturally appropriate adaptations with evidence-based programs, policies, and practices.

  16. In Your Own Words HOW DO YOU DEFINE CULTURE?

  17. What is Culture? Urban/City ? SES Traditions Culture Education Nationality Acculturation Religion Language

  18. Cultural Competence “A set of behaviors, attitudes and policies that come together in a system, agency, or program or among individuals, enabling them to function effectively in diverse cultural interactions and similarities within, among, and between groups.” Sources: U.S. Department of Health and Human Services

  19. Cultural Competence Cultural Competence is a point on acontinuumthat represents thePOLICIES and PRACTICES of anorganization, or the VALUES andBEHAVIOR of an individual whichenable that organization or person to interact effectively in a culturallydiverse environment.

  20. What is Linguistic Competency? The capacity of an organization and its personnel to convey information that is easily understood by diverse audiences, including persons of limited English proficiency, those with low literacy skills, and individuals with disabilities.

  21. Cultural and Linguistic Competency At all levels, a culturally and linguistically competent system of care acknowledges and incorporates: • the importance of culture and language • the cultural strengths associated with people and communities • the assessment of cross-cultural relations Source: Cross, T. L., et al. (1989). Toward a culturally competent system of care: A monograph on effective services for minority children who are severely emotionally disabled. Washington, DC: CASSP Technical Assistance Center at Georgetown University Child Development Center. T-13.18

  22. Cultural and Linguistic Competency (cont’d.) • vigilance of cultural and linguistic differences • the expansion of cultural and linguistic knowledge • the adaptation of services to meet unique cultural and linguistic needs. Source: Cross, T. L., et al. (1989). Toward a culturally competent system of care: A monograph on effective services for minority children who are severely emotionally disabled. Washington, DC: CASSP Technical Assistance Center at Georgetown University Child Development Center. T-13.18

  23. Compelling Needs for Cultural Competence • To respond to current and projected demographic changes in the U.S. • To eliminate disparities in services to people of diverse racial, ethnic, and cultural backgrounds • To improve the quality of services to all

  24. Compelling Needs for Cultural Competence (cont’d.) • To gain a competitive edge in the marketplace • To increase staff satisfaction • To decrease the likelihood of liability/malpractice claims

  25. Compelling Needs for Cultural Competence (cont’d.) • To meet legislative, regulatory, and accreditation mandates • To add to the body of knowledge, awareness and skill in the design, implementation, and delivery of prevention programs, policies, and practices. • To promulgate the philosophy that an effective program is a culturally competent program across the board, i.e., agency, policies, staff, and programs/practices.

  26. Fabric of Delaware Compared to U.S. • Delaware: 885,122 vs. US: 307,006,550 • White Non-Hispanic: 68.3% vs. 65.6% • African American: 20.9% vs. 12.8% • Hispanic/Latino Origin: 6.8% vs. 15.4% • American Indian: 0.4% vs. 1.0% • Native Hawaiian/Pacific Islander: 0.1% vs. 0.2% • Asian American: 2.9% vs. 4.5% • Two races: 1.4% vs. 1.7% • Living below poverty level: 10.3% vs. 13.2% • Speak other language at home: 9.5% vs. 17.9%

  27. Valuing Diversity Awareness of the “Dynamic of Difference” Attitude Ability to Institutionalize Enhancing Cultural Competence

  28. Cultural Knowledge & Practice Adaptation to Diversity Cultural Self-Assessment Enhancing Cultural Competence (cont’d.)

  29. Four Stages of Individual Cultural Competence • Awareness • Knowledge • Skills • Desire

  30. Four Stages AWARENESS: The process of conducting a self examination of one’s own biases toward other cultures and in- depth exploration of one’s own culture. KNOWLEDGE: The process in which the professional seeks and obtains a worldview of different cultural and ethnic groups. • Recognizing different values • What is important in your culture? What’s it like in your native country?

  31. Four Stages SKILLS: The ability to effectively apply awareness and knowledge to interactions and relationships with people from different cultures. • Aware of your culture and values but recognizing that other values are different • Interaction will change DESIRE: The motivation to engage in the process to become culturally aware, knowledgeable, skillful, and seek cultural encounters. • Make the cross-cultural connections/out of your comfort zone • Fun part!

  32. Russian ice dance tribute to Aborigines offensive to… Aborigines "They have got the whole thing wrong," ….. there were no traditional movements in the routine, the music sounded more like it came from India or Africa and the body paint looked like “a three-year-old child had drawn it on it” said Stephen Page, artistic director of the respected indigenous group, the Bangarra Dance Company. Why is it Important to be Culturally Competent?

  33. GROUP ACTIVITY

  34. The Cultural Competency Cycle Acknowledgment Culture’s Profound Effect on Health and Health Outcomes Awareness of Cultural Differences Among People Mentoring Culturally Competent Health Care Providers Respectful Interaction and Communication Knowledge and Understanding of Culture Revision and Refinement of Preventive Interventions Engagement and Integration of Cultural Knowledge and Sensitivity into Preventive Interventions Source: Center for Cross-Cultural Health, Continuing Education Committee. (modified) T-13.37

  35. Knowing the Landscape • An important first step in doing any environmental strategy is to know the landscape of the community • Conduct an inventory of the community • Commonly spoken languages • Socio-economic issues • Neighborhood alliances • Allegiances & non-allegiances • Municipal profiles • Key leaders

  36. Ensuring Effective Participation in Planning Step • Provide all coalition members with training on prevention planning and risk and protective factors • Provide opportunities for coalition members to: • Give a cultural perspective on risk factors and how they may be viewed in different cultures • Assist with collecting data on risk factors • Provide feedback on the criteria for risk factor prioritization (importance and changeability) from cultural perspective

  37. Looking at Cultural Relevancy Is the strategy culturally relevant and applicable across sub-populations? • Will the strategy work with the sub-populations you have identified, as well as with the population as a whole? • What cultural elements such as language, attitudes, values, norms and customs do you need to consider in planning for implementation of the strategy? • How might you involve the sub-populations in looking at the appropriateness of a strategy?

  38. Cultural Considerations • Technology access and availability • Interpretation issues • Working with people who speak different languages • Working with individuals who are deaf or hard of hearing • Religious/cultural issues • Age issues • Reaching/including small/under-represented populations

  39. Delaware RFP INFORMATION & DISCUSSION

  40. Activity Questions • If you could only choose one step to ensure cultural competency, which step do you feel you would spend the most time on and why? • Which step would you find the most challenging to ensure cultural competency and why?

  41. Next Steps

  42. Wrap-Up

  43. Thank You GRACIAS MERCI

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