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Reaching New Heights Achieving Cultural Proficiency: Working with the Changing Populations of Family Planning Clinics 2007 Family Planning Project Directors.

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Presentation on theme: "Reaching New Heights Achieving Cultural Proficiency: Working with the Changing Populations of Family Planning Clinics 2007 Family Planning Project Directors."— Presentation transcript:

1 Reaching New Heights Achieving Cultural Proficiency: Working with the Changing Populations of Family Planning Clinics 2007 Family Planning Project Directors Meeting Austin, Texas November 13, 2007 Alfonso Carlon Center for Health Training

2 Center for Health Training June 19, 2007 Learning Objectives Define culture, cultural proficiency, community proficiency, diversity and parity Describe the power of a systems approach to cultural proficiency Explore steps to building organizational cultural capacity

3 Center for Health Training June 19, 2007 Exercise – Diversity Profile (Pam Wilson, Wilson Consulting Group, 2007) Silently complete (2 minutes) Find one person you do not know Share one item that is very different for you today than years ago One partner shares for 4 min, while the other listens, then switch when time is called

4 Center for Health Training June 19, 2007 What part of ourselves do we leave at home? What do organizations loose when they do not see, hear or understand this diversity?

5 Center for Health Training June 19, 2007 Culture Ones worldview, values, beliefs, customs and behaviors influenced by ones race, ethnicity, national origin, primary language, religious beliefs/spirituality, class/socioeconomic status, gender, sexual orientation, age, history, gender identity, geography, etc. Definitions

6 Center for Health Training June 19, 2007 Definitions Cultural Proficiency Possessing sufficient knowledge, skills, and experience to communicate effectively with and work together with someone from a different culture Community Proficiency Evolves from the concept of cultural proficiency and is tied to the history of a community (connected to the current actions you want to take)

7 Center for Health Training June 19, 2007 Definitions Diversity Having individuals or organizations of different backgrounds as a part of a group (static make-up of a group, rather than processes). Parity Being equal in process and outcomes and having the ability to equally participate in the planning and implementation of key activities, programs and policies

8 Center for Health Training June 19, 2007 Power of a Systems Approach Moves beyond cultural proficiency training for board, staff and volunteers Focuses on organizational components that impact cultural proficiency Promotes ongoing assessment and staging of recommendations for action

9 Components of Systems Assessment

10 Center for Health Training June 19, 2007 Terry Cross Model of Cultural Competency Offers an organizational and individual framework Describes cultural competency as movement along a continuum Can be at different stages of development simultaneously on the continuum --Terry L. Cross, Towards a Culturally Competent System of Care (Vol. 1), June 1989

11 Cultural Competency Continuum Advanced Competence (Responsibility) Basic Competence (Integration) Pre-Competence (Awareness) Blindness (Denial) Incapacity Destructiveness (Intolerance)

12 Center for Health Training June 19, 2007 Steps in the Assessment Process Meet with the organizations leaders Collect data and documents Conduct a management assessment Conduct staff and volunteer surveys Conduct client surveys and community assessment Review results and implement action planning process

13 Center for Health Training June 19, 2007 Case Study: Board Findings Board has a goal statement that explicitly incorporates a commitment to cultural proficiency. Staff not aware of Boards commitment.

14 Center for Health Training June 19, 2007 There were efforts to recruit more diverse staff. Lack of bilingual staff and no formal interpreter services. Case Study: Staff Findings

15 Center for Health Training June 19, 2007 LaWonderful agency has a client satisfaction survey in English and Spanish. Case Study: Client-Level Findings

16 Center for Health Training June 19, 2007 Staff identified specific populations they were reaching, but could not identify current organizational community partnerships. Case Study: Community Findings

17 Center for Health Training June 19, 2007 Where to go next? Action! Use a stages of readiness model to develop, launch, and sustain cultural and community proficiency efforts. Model informed by Prochaska and DiClementes stages of change Pre-contemplation Contemplation Preparation Action Maintenance

18 Center for Health Training June 19, 2007 Action! The key is evaluation of organizational progress from one stage to the next on any of the areas listed in the work plan. Tracking changes can inform a plan to address cultural proficiency within your organization.

19 Center for Health Training June 19, 2007 Stages of Readiness Model Examples Pre-Contemplation Contemplation Preparation Action

20 Center for Health Training June 19, 2007 Instructions Select an issue Identify the stage of readiness for your organization Brainstorm strategies Identify one strategy that will help move your organization to the next stage

21 Center for Health Training June 19, 2007 Application Stages of Readiness Model StageStrategy Pre-Contemplation Contemplation Preparation Action Maintenance

22 Application Stages of Readiness Model Reflection and Dyads

23 Culture can be vibrant and loud or sometimes quiet and subtle, but it is always there, shaping the ways in which we view the world. ~ Mona Lake Jones ~

24 Center for Health Training Thank You! Alfonso Carlon Project Director/Senior Staff Trainer


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