Transcript Dimensions of Culture Kansas SPF SIG

Dimensions of Culture
Defining and Applying Cultural Competence
for Kansas SPF-SIG Prevention Programs and
Services
Purpose
To create an understanding of the impact of
cultural competence on effective substance
abuse prevention, to develop strategic
approaches that address diversity in the
delivery of services, and to help prevention
programs implement the Office of Minority
Health National Standards for Cultural
Competence in Healthcare.
Objectives
(1) Share tools, strategies, and structures that may be used
to operationalize cultural competence in prevention
services.
(2) Address the barriers prevention programs face in efforts
to become more culturally competent, responsive, and
proficient.
(3) Use national standards to assess local capacity to
respond to diversity within SPF-SIG communities.
(4) Develop a plan to address priority needs in enhance
cultural competence among SPF-SIG grantees.
Process
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Self-Guided Learning and Reflection
Virtual Workshop Modules with Resources
Coalition Assessment and Action Planning
Individual Supportive Contacts
Submission of Priority Areas for Focus and
Action Plan by 5/21/10
The Need for Cultural Competence
• To respond to current and projected
demographic changes in the U.S.
• To eliminate long standing disparities in the
quality of prevention services to people of
diverse racial, ethnic, and linguistic
populations; and consideration of gender,
disabilities, and sexual orientation in delivery
of prevention services.
• To improve the effectiveness, quality of
services, and positive prevention outcomes to
targeted populations.
SPF Cultural Competence: 3 Levels
• State Level:
– Establish and monitor cultural competence as it
relates to the steps of the SPF
• Community:
– Implement policy and monitor prevention program
service delivery and evaluation
• Program Level:
– Deliver culturally appropriate prevention programs,
policies, and practices and implement culturally
tailored/designed and appropriate evaluation
CSAP Cultural Competence
Requirements for Funded States
Support implementation and maintain a state and program level data base consisting
of the following descriptive information:
– Types of plans and strategies designed to implement culturally
appropriate policies, programs & practices;
– Organizational capability & experience of awardees in
implementing culturally appropriate/competent prevention
interventions;
– Utilization, reliability & validity of culturally appropriate
psychometric methods and measures;
– Types and utilization of culturally appropriate adaptations with
evidence based programs, policies, and practices.
Potential Domains for Cultural
Competence
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Organizational Values
Governance
Planning and Monitoring/Evaluation
Communication
Staff Development
Organizational Infrastructure
Services/Interventions
(Lewin Group, et. al., 2002)
CSAP Definitions for
Cultural Competence
• A set of academic & interpersonal skills that allow individuals to
increase their understanding & appreciation of cultural differences
& similarities within, among & between groups. This requires a
willingness & ability to draw on community-based values,
traditions, & customs & to work with knowledgeable persons of &
from the community in developing focused interventions,
communications, & other supports. Orlandi et.al.,(1992)
• …the attainment of knowledge, skills & attitudes to enable
administrators & practitioners within systems of care to provide for
diverse populations. This includes an understanding of that group’s
or members language, beliefs, norms and values, as well as
socioeconomic & political factors that may have a significant impact
on their well-being, & incorporating those variables into
assessment & treatment. CSAP, (1993)
Definitions of Terms and Concepts
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Race: The biogenic traits that distinguish one
group from another. Within a race of people
there are many ethnic groups.
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Ethnicity: A population or group's common
cultural heritage, as distinguished by such
characteristics as norms and customs,
language patterns, values, and beliefs.
Definitions, Continued
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Culture: The shared traditions, customs,
beliefs, history, values, norms, and behaviors
that provide a group with a framework for
living.
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Worldview: The overarching mode through
which people interpret events and define
reality. A racial or ethnic group's psychological
orientation toward life.
...and a Few More Definitions
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Diversity: A range of differences in addition to
race and ethnicity and includes gender,
socioeconomic and educational groups, sexual
orientation, physical capacity, age, and
differences in spirituality and religion.
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Cultural Competence: A set of congruent
behaviors, attitudes and policies that come
together in a system or agency or among
professionals and enables them to work
effectively in cross-cultural situations.
Definition of Terms Activity
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After review and reflection on the
definitions provided, what struck you?
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How can these definitions help broaden
your organization’s understanding of
diversity and broad range of defining
cultural competence?
Cultural Identity
In what ways does:
1. Your self-identity impact your work in the
field of prevention?
2. The way you believe others see you impact
your work in the field?
Universality of Stereotypes
The Institute of Medicine (IOM) found that
stereotypes:
• Are activated automatically, which means they
are generated unconsciously
• Are held even by people who believe they do
not judge people based on social categories,
but are unconsciously influenced by implicit
biases and stereotypes in American society
Stereotypes, Continued
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Affect how we process and recall information
about others. People are more likely to
remember information about others that is
consistent with widely held social stereotypes
Guide expectations and perceptions and shape
our personal interactions, producing “”selffulfilling prophecies” (that is, our own beliefs
about how a situation should or will unfold
can actually influence the interaction so that it
meets our expectations)
In what ways does a lack of cultural
competence present consequences for
effective and comprehensive prevention
efforts in a community?
Benefits of an
Organizational Assessment
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Education of board, staff, and volunteers
regarding the impact of cultural influence and
the importance of enhancing their own
personal cultural competence
Identification of the prevention program or
organization's strength's in providing culturally
competence services
Understanding of community perceptions of
the organization's cultural competence
Benefits, Continued
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Identification of the harmful effects of the lack
of culturally competent prevention services
Justification to funders, staff, and other
stakeholders of the need to initiate and
commit to the process of improving the
cultural competence of prevention services
Identification of the specific actions needed to
begin improving the cultural competence of
the organization and the prevention services
and programs it provides
Factors to Consider in Culturally
Competent Services
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A thorough understanding of the historical
realities of slavery, segregation, migrations,
and civil rights
A contemporary understanding of the current
confluence of negative forces threatening
minority groups
An appreciation of and willingness to utilize
the vast spiritual resources of ethnic
communities
Factors to Consider, Continued
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Appreciation for the personal experience of
minority groups within the larger culture that
can be indifferent, fearful, and at times harmful
An understanding of the concepts of
marginalization and fractionalization as they
apply to minority groups
An understanding of the intolerable intra-psychic
tension and sense of worthlessness experienced
by some members of minority groups that can
also be a concomitant aspect of substance abuse
...a Few More Factors for
Consideration
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The ability to recognize and challenge cultural
biases and stereotypes encountered when
reviewing and considering models of
prevention
The capacity to apply cultural concepts of
pain, illness, wellness, and recovery to
prevention
A recognition of the need for treatment and
prevention professionals from minority groups
who can model and reinforce positive images
…and Finally, a Few More
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A willingness to explore styles of
communication with and among minority
groups as well as to gain an understanding of
their non-verbal behaviors
Ongoing exploration and understanding of
one's own cultural background and its
significance to cross-cultural situations
Recognition and validation of persons served
through meaningful cultural celebrations and
events that are inspiring and meaningful
Next Steps:
• Module One: Exploring and Defining Diversity (posted
3/26/10)
• Module Two: Organizational /Coalition Processes
(posted 4/2/10)
• Action Planning Tool for Identifying Priority Areas and
Leverage Points (posted 4/2/10)
• Module Three: Inclusivity in Community Planning and
Prevention Programming (posted 4/9/10)
• Review of process and resources during Individual TA
Calls (scheduled for 4/14/10 - 4/15/10 and 5/12/10 –
5/13/10)
• Submission of action plan (due 5/21/10)