Transcript 2011 Executive Seminar New York State Association for

2011 Executive Seminar
New York State Association for
Psychiatric Rehabilitation
April 27, 2011
Lenora Reid-Rose, MBA
Coordinated Care Services, Inc.
&
NKI Center of Excellence for Culturally Competent Mental Health Care
Definition of Cultural Competence
• An integrated set of behaviors, attitudes and
skills, policies and procedures that come
together to enable caregivers to work
effectively and efficiently in multicultural
situations
• It is an attribute of a system, an individual or
an agency
(New York State Office of Mental Health, 1998, adapted fro m Cross et al. 1989)
• Cultural competency is a business imperative with
bottom line results in the form of products, and
innovative strategies for business growth
• it utilizes the awareness, knowledge and understanding
of all people as an asset
• It implies an ability to work within and among diverse
individuals; understanding of diverse attitudes, beliefs,
behaviors, practices, and communication patterns,
attributable to a variety of factors (race, ethnicity,
religion, SES, historical or social context, physical or
mental ability, age, gender, sexual orientation, or
generational and acculturation status)
Why is Cultural competency important
Four key factors:
1. Buying power of various racial and ethnic
cultural groups
2. Supplier power of various racial and ethnic
cultural groups
3. Ingrained cultural competence practices and
policies in the organization’s structure
4. Attracting and retaining diverse talent
Buying power
• Projects opportunity for expansion of business
model
• Indicates potential of new and existing
services (products)
• Helps to target media and advertising to
populations of focus
Supplier diversity
• Visual indicator and economic indicator of
cultural competence
• Consumers buy from people with whom they
feel comfortable
• Engages different types of people
Ingrained diversity and inclusion policies and
practices
• US Department of Labor estimated in 2008 that
75% of those entering the US workforce would be
women, immigrants, or people of color
• Diverse group will have a higher probability of
conflict if their differences and talents are not
respected and utilized
• Groups with various forms of individual and
cultural diversity is a better team, more creative
and has a diversity to thoughts and talents
Attract and retain diverse talent
• Organizations demonstrating cultural
competency has the ability to attract and
retain staff from different cultural groups
• Millennial workforce desires a diverse culture,
seeks interaction and understanding, wants to
work for an organization where they feel
respected for their differences and talents
Impacting the bottom line
• Develop and implement cultural competency organizational
assessments
• Implement a bonus structure
• Pay for performance
• Encourage organizations to share positive results with other leaders
to spur competition
• Standardize data collection and analysis on race and more finely
grained ethnicity across systems and provider of services
• Present data that:
– Shows the relationship between patient and job satisfaction and
cultural competency
– Links quality, performance and outcomes
– Highlights the disparities in care
• Use data to inform program development