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![Page 1: Cultural Competence: Supporting All Families Presented by Diana Autin, Family Voices @ SPAN-NJ At the National Family Voices Conference, May, 2007.](https://reader033.fdocuments.us/reader033/viewer/2022052401/56649ec75503460f94bd29a5/html5/thumbnails/1.jpg)
Cultural Competence:Supporting All Families
Presented by Diana Autin, Family Voices @ SPAN-NJAt the National Family Voices Conference, May, 2007
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The Pebble in the Pond…
“Do unto others as they would have you do unto them.”
The Platinum Rule• “Seek first to
understand, then to be understood.”
Steven Covey
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What Impacts Relationships?
• Status• Socially acceptable behavior• Body Language• How close we stand to each other• How we communicate & process
information• How we interpret silence• Comfort level with advocacy• How we approach & resolve conflict
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What Impacts Relationships?
• Parenting roles and functions• Expectations of children• Beliefs about appropriate
developmental goals & independence• Views about needing and accepting
“help” from non-family members• Fears about being judged unfavorably
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Cultural Continuum
• Cultural Destructiveness• Cultural Incapacity• Cultural Blindness• Cultural Pre-competence• Cultural Competence• Cultural Proficiency
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Impact of American Cultural values
• Individual Success– Getting ahead– Making money
• Value & purpose of education
• Competition
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Examine cultural values: Time
• What does it mean to be “on time?”
• How do you feel when someone arrives late to a meeting? Why?
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Examine cultural values: Communication
• Verbal communication– Rates of speech– Voice modulation– Pauses– Use of silence– Time between Q&A
• What is rude? Polite?
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Examine cultural values: Communication
• Nonverbal– Body language– Eye contact– Proximity– Deference– Respect
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Cultural Scanning• Is the behavior
– Innocent– Ignorant– Insensitive– Racist
• How to respond? Do we– Know the person– Value the
relationship– Have a history
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Cultural Reciprocity with Families
• Challenging power• Assuming risks• Sharing stories &
ourselves• Listening with the
heart• Involving those
affected• Offering alternatives• Balancing the scales
of justice and equity• Holding ourselves
accountable
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How Change Happens
“Power concedes nothing without a demand. It never has and it never will.”
-Frederick Douglas
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Agents of Cultural Competence
• Understand context, barriers to change, and stages of change
• Listen• Respond• Advocate• Pursue change• Intervene at the
systems level• Team with others• Facilitate
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Leadership in Cultural Competence
• Inspire and help people work toward the goal
• Share leadership• Recognize diverse roles• Become self-aware• Accept responsibility• Ask for help• Be open to constructive
criticism• Encourage & motivate
partners
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Know Yourself
• Who am I?• What am I doing here• What are my:
– Goals, purposes– Expectations– Motivations?
• What strengths & challenges do I bring?
• How can I best use my skills?
• How can I make space for others?
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Know Yourself
• In my family, children are expected to ___
• I feel like an outsider when _______
• I believe the most important thing in life is ______________
• My ethnic or cultural heritage is important to me because _____
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Self-Reflection• Roots, places of
origin• Ethnic group, socio-
economic class, religion, age group, community
• Social interactions with people from ethnic groups, socioeconomic classes, religions, age groups or communities different from your own
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Self-Reflection• Speaking language
other than English• Attitudes of your
family of origin on people from different backgrounds
• Values, beliefs, cultural messages re:– Family– Child-rearing– External relationships– Community– Health– Education
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Traits needed for Cultural Competence
• Trust• Hope• Shared
relationships• Honesty• Openness• Flexibility• Love
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Gaining Community Trust• Trust is not
automatic; it must be earned and it can be lost.
• Trust must be two-way: those who are not trusted, do not trust.
• Trust leads to belief in each other and in a cause.
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Developing Trust
• Be honest about the problems, the barriers, the potential negative consequences – as well as the potential benefit of action
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Developing Trust
• Be in it for the long haul. Don’t abandon ship after the first disappointment or failure.
• Admit mistakes.• Ask for help!!!• LISTEN!!!• Acknowledge others’
contributions.
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Honesty
• I don’t know.• I haven’t had this
experience before.• I’m confused.• I need your help.• I don’t understand.• I made a mistake.
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Openness
• Openness means letting go of the present to focus on what could be.
• “What would it look like, feel like, smell like, taste like, sound like, if it was good?”
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Flexibility
• Flexibility means willingness to change behavior based on circumstances and need.
• How have people accommodated your needs?
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Moving toward cultural competence
• How do we get there?
• What supports are needed?
• What is each of our roles in providing those supports?
• How can it be sustained?
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To See Clearly
• It is only with the heart that one can see clearly; what is essential is invisible to the eye. – The Little Prince Antoine de Saint
Exupery
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The Chinese characters that make up the verb “to listen” tell us something about this
skill.
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Gathering Community Knowledge
• Communities know:– Their history:
where they have been
– Their culture: who they are
– Sacred places– Dangerous places– What is important
to them
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Gathering community knowledge
• Encourage and support community members to find their voice.
• Be ready to hear what community members say.
• Respect the passion of the community for change.
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Sharing Community Knowledge
• Tell stories within the community to build shared knowledge
• Listen to the stories of families
• Help families share their stories with each other
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Partnering for Cultural Competence
• Committed Leadership from all partners
• Maintaining a partnership with good communication, clear decision-making, & specific responsibilities
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Myth: Cultural differences are unimportant
• Thoughts– All people should be
treated “the same”
• Feelings– Pressure– Resentment
• Behaviors– Failure to
accommodate differences
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Reality: Cultural Differences are Strengths to Build on
• Thoughts– Cultural differences
are strengths
• Feelings– Curiosity– Interest– Appreciation
• Behaviors– Affirm differences– Seek learning
opportunities
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Building Cultural Competence
• Quality information:– Develop accurate
“map” of strengths & needs of families from diverse communities –who’s important, what’s important, relationships
• Formal• Informal
– Know how others have addressed these issues
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Building Cultural Competence
• Ongoing:•Planning•Implementation•Evaluation•Revision of plan
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Developing a Plan
• Who will do what?• Under what
conditions?• To what extent?• What resources
do we need?• How will we
measure?
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Specific Suggestions
• Allow time for reflection, don’t always fill silent spaces
• Engage community leaders and cultural liaisons
• Modify communication methods, processes and materials to respond to individual circumstances
• Provide ongoing training and support in diversity, cultural competence, flexibility
• Provide qualified, trained and prepared interpreters when needed
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Implementing Changes to Enhance Cultural
Competence
• Bring about changes
• Monitor implementation to make sure improvements take place
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CommitmentPeople say, what is the sense of our small effort.They cannot see that we must lay one brick at a time, take one step at a time.A pebble cast into a pond causes ripples that spread in all directions. Each one of our thoughts, words and deeds is like that.No one has a right to sit down and feel hopeless.There’s too much work to do.