1. building Multicultural competency
Introductions
Building competency internally (personal) and externally (programs, services, etc. for students) as it is a priority of the division
January 12, 2017

2. Multicultural Competency
What does multicultural competency mean to you?
Pair & share

3. Culture Activity

4. Questions How did you feel in your culture?
How did if feel to interact with another culture?

5. Multicultural Competency
Multicultural competency is the ability to effectively work and interact with diverse groups and to be able to effectuate change and create equitable and culturally responsive solutions. Individuals should demonstrate personal and interpersonal awareness, acceptance, and respect for cultural differences as well as develop cultural skills and knowledge.
Definition we use in Student Life & Leadership and hope to adopt division-wide in Student Affairs.
What words or phrases resonate with you in reading the definition? Why?

6. Multicultural Competency
Multicultural competency is the ability to effectively work and interact with diverse groups and to be able to effectuate change and create equitable and culturally responsive solutions. Individuals should demonstrate personal and interpersonal awareness, acceptance, and respect for cultural differences as well as develop cultural skills and knowledge.
effectively work and interact (increased efficiency as our society gets more diverse)
personal and interpersonal awareness (self-reflection is critical aspect of developing competency)
develop cultural skills and knowledge (an ongoing process)

7. Components of Multicultural Competency
Awareness
Attitude
Knowledge
Skills
Adapted from Pedersen’s Conceptual Framework for Developing Cultural and Cross-Cultural Competence (1994)
Awareness: It is important to examine diversity-related values and beliefs in order to recognize any deep-seated prejudices and stereotypes that can create barriers for learning and personal development. Many of us have blind spots when it comes to our beliefs and values; diversity education can be useful for uncovering them.
Attitude: Values and beliefs impact cross-cultural effectiveness because they convey the extent to which we are open to differing views and opinions. The stronger we feel about our beliefs and values, the more likely we will react emotionally when they collide with cultural differences. For example, people of color and white Americans tend to have different values and beliefs about diversity and equality; the differences are, in part, the result of uniquely different exposure to oppression and discrimination. Examination of own beliefs and values
Knowledge: The more knowledge we have about people of different cultures, the more likely we are able to avoid stepping on cross-cultural toes. Knowing how culture impacts problem solving, managing people, asking for help, etc. can keep us connected in cross-cultural interactions. Accumulation of factual information
Skills: One can have the “right” attitude, considerable self awareness, and a lot of knowledge about cultural differences, yet still lack the ability to effectively manage differences. If we have not learned skills or have had little opportunity to practice, our knowledge and awareness are insufficient to avoid and manage cross-cultural landmines. Integration and practice

8. Components of Multicultural Competency
Awareness: It is important to examine diversity-related values and beliefs in order to recognize any deep-seated prejudices and stereotypes that can create barriers for learning and personal development. Many of us have blind spots when it comes to our beliefs and values; diversity education can be useful for uncovering them.
Attitude: Values and beliefs impact cross-cultural effectiveness because they convey the extent to which we are open to differing views and opinions. The stronger we feel about our beliefs and values, the more likely we will react emotionally when they collide with cultural differences. For example, people of color and white Americans tend to have different values and beliefs about diversity and equality; the differences are, in part, the result of uniquely different exposure to oppression and discrimination.
Knowledge: The more knowledge we have about people of different cultures, the more likely we are able to avoid stepping on cross-cultural toes. Knowing how culture impacts problem solving, managing people, asking for help, etc. can keep us connected in cross-cultural interactions.
Skills: One can have the “right” attitude, considerable self awareness, and a lot of knowledge about cultural differences, yet still lack the ability to effectively manage differences. If we have not learned skills or have had little opportunity to practice, our knowledge and awareness are insufficient to avoid and manage cross-cultural landmines.

9. Improving Multicultural Capacity
“Authentic multicultural understanding results from honestly recognizing and confronting the sociopolitical realities that impact the lived experiences of all people. Becoming aware of oneʼs own biases as well as recognizing sociopolitical issues such as oppression, racism, power and privilege, function as initial strategies that naturally lead into the cultural competence sequence.” (Stith-Williams & Haynes, 2007)

10. Benefits of Multicultural Competency in Higher Education
Educational Benefit
Critical thinking skills
Cognitive development
Greater satisfaction with University experience

11. Benefits of Multicultural Competency in Higher Education
Business Rationale
Prepares students for a diverse and global workplace
Greater innovation and effectiveness in workplace

12. Benefits of Multicultural Competency in Higher Education
Social Justice/Humanitarian Goals
Reduction of bias and prejudice
Fairness
Addresses current discrimination
Equity as a democratic process

13. Benefits of Multicultural Competency in Higher Education
Leadership rationale
Effective leadership that is more inclusive
Addresses conflict that can arise in a pluralistic society
Great leadership requires understanding different perspectives

14. Multicultural Competency
How do you plan on building multicultural competency for yourself? In your area?
What questions do you still have regarding building multicultural competency?

15. Actions Learn about yourself. Learn about different cultures.
Interact with diverse groups.
Attend diversity-focused events.
Adapted from the Clay (2010)

16. Questions? Comments?
Floyd Lai Associate Director, Multicultural Programs Student Life & Leadership Cross-Cultural Center (University Student Union 3400)

17. References
Clay, R. A. (2010). How do I become culturally competent? Retreived from competent.aspx Pedersen, P. (1994). A handbook for developing multicultural awareness (2 ed.). Alexandria, VA: American Counseling Association.Stith-Williams, V. & Haynes, P. (2007). A resource manual for developing cultural competence. Retrieved from essment/disproportionality/cultural_competence_manual.pdf