PCCYFS 2012 Annual Spring Conference Cultural Responsiveness: Supporting Line Staff Presented By: Jorge Velázquez, Jr., MPA

PCCYFS 2012 Annual Spring Conference 2 Our Discussion Introductions Relevant Terms and Concepts Knowing where you are Ethnicity and Racial Identity Activities Why pay attention to Cultural Competency Perceptions Summary Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 3 Culture Culture: (Latin cultura, to cultivate): –the integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for learning and transmitting knowledge to succeeding generations; –the customary beliefs, social forms, and material traits of a racial, religious, or social group; –the set of shared attitudes, values, goals, and practices that characterizes an institution or organization the set of values, conventions, or social practices associated with a particular field, activity, or societal characteristic. [1] [1] From Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 4 Competence Competence: –Competence concerns the actions and behaviors identified by change agents as contributing in their experience to the perceived effectiveness of change implementation. –Competencies are those behaviors required for satisfactory (‘threshold competence’) or excellent (‘superior competence’) performance in a job. [2] [2] From Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 5 Cultural Competence The ability of individuals and systems to respond respectfully and effectively to people of all cultures, classes, races, ethnic backgrounds, sexual orientations, and faiths or religions-in a manner that recognizes, affirms, and values the worth of individuals, families, tribes, and communities, and protects and preserves the dignity of each. [3] [3] From June 30, Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 6 Where Am I…Questionnaire Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 7 Discussion Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 8 Cultural Humility Cultural Humility: [4] Continually engage in self-reflection and self-critique. Check power imbalances that exist in the dynamics of case worker/manager- family/client. Develop and maintain mutually respectful and dynamic partnerships with communities on behalf of families/clients. Acknowledge the individual’s own cultural perspective (sometimes referred to as their “world view”). [4] Adapted from Murray-Garcia, J. & Tervalon, M., (1998). Cultural humility versus cultural competence: A critical distinction in defining physician training outcomes in multicultural education. Journal of Health Care for the Poor and Underserved, 9(2), 117. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 9 Connecting Cultural Competence With Cultural Humility… A cultural competence framework calls for expert knowledge and understanding the diverse and complex needs of people from various cultural groups. Being competent in cultures other than our own is an important management skill. A cultural humility perspective challenges us to learn from the people with whom we work (other managers, supervisors, workers, clients), reserve judgment, and bridge the cultural divide between our perspectives. [5] [5] Adapted from presentation for the National Child Welfare Workforce Institute, by Dr. Robert M. Ortega and Dr. Kathleen Coulborn, University of Michigan School of Social Work, Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 10 Cultural Competence + Cultural Humility = Cultural Responsiveness Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 11 Skills for Bridging Perspectives: Active listening: focusing attention on what is being said and responding in culturally appropriate ways to indicate you are listening. Reflecting: using the person’s words to say back to them what it is you heard. Reserving judgment: Rather than “mind- guard” remain open to what is being said through remaining silent and letting their words sink in. Develop an understanding: Try to enter their world, consider yourself in the context of the person’s world (and as part of their culture and cultural experience). Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 12 Video Clips Knowing Who You Are: Helping youth in care develop their racial and ethnic identity. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 13 Questions for Supervisors/Managers What are your overall impressions of the practice concepts and issues brought up in the video clips regarding racial and ethnic identity? What 3 things highlighted would you want to address in the day to day practice of your unit or office? Did the film raise any red flags for you about current practices of working with youth and families around issues of cultural and ethnic identity? What are they? Possible solutions? How do these issues impact Family Involvement or Family Planning meetings? Ideas for working with staff on these concepts? Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 14 Culture Culture: (Latin cultura, to cultivate): –the integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for learning and transmitting knowledge to succeeding generations; –the customary beliefs, social forms, and material traits of a racial, religious, or social group; –the set of shared attitudes, values, goals, and practices that characterizes an institution or organization the set of values, conventions, or social practices associated with a particular field, activity, or societal characteristic. [1] [1] From Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 15 Competence Competence: –Competence concerns the actions and behaviors identified by change agents as contributing in their experience to the perceived effectiveness of change implementation. –Competencies are those behaviors required for satisfactory (‘threshold competence’) or excellent (‘superior competence’) performance in a job. [2] [2] From Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 16 Cultural Competence The ability of individuals and systems to respond respectfully and effectively to people of all cultures, classes, races, ethnic backgrounds, sexual orientations, and faiths or religions-in a manner that recognizes, affirms, and values the worth of individuals, families, tribes, and communities, and protects and preserves the dignity of each. [3] [3] From June 30, Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 17 Cultural Humility Cultural Humility: [4] Continually engage in self-reflection and self-critique. Check power imbalances that exist in the dynamics of case worker/manager- family/client. Develop and maintain mutually respectful and dynamic partnerships with communities on behalf of families/clients. Acknowledge the individual’s own cultural perspective (sometimes referred to as their “world view”). [4] Adapted from Murray-Garcia, J. & Tervalon, M., (1998). Cultural humility versus cultural competence: A critical distinction in defining physician training outcomes in multicultural education. Journal of Health Care for the Poor and Underserved, 9(2), 117. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 18 Connecting Cultural Competence With Cultural Humility… A cultural competence framework calls for expert knowledge and understanding the diverse and complex needs of people from various cultural groups. Being competent in cultures other than our own is an important management skill. A cultural humility perspective challenges us to learn from the people with whom we work (other managers, supervisors, workers, clients), reserve judgment, and bridge the cultural divide between our perspectives. [5] [5] Adapted from presentation for the National Child Welfare Workforce Institute, by Dr. Robert M. Ortega and Dr. Kathleen Coulborn, University of Michigan School of Social Work, Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 19 Cultural Competence + Cultural Humility = Cultural Responsiveness Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 20 Skills for Bridging Perspectives: Active listening: focusing attention on what is being said and responding in culturally appropriate ways to indicate you are listening. Reflecting: using the person’s words to say back to them what it is you heard. Reserving judgment: Rather than “mind- guard” remain open to what is being said through remaining silent and letting their words sink in. Develop an understanding: Try to enter their world, consider yourself in the context of the person’s world (and as part of their culture and cultural experience). Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 21 Video Clips Knowing Who You Are: Helping youth in care develop their racial and ethnic identity. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 22 Questions for Supervisors/Managers What are your overall impressions of the practice concepts and issues brought up in the video clips regarding racial and ethnic identity? What 3 things highlighted would you want to address in the day to day practice of your unit or office? Did the film raise any red flags for you about current practices of working with youth and families around issues of cultural and ethnic identity? What are they? Possible solutions? How do these issues impact Family Involvement or Family Planning meetings? Ideas for working with staff on these concepts? Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 23 Why Racial and Ethnic Identity? The “challenge of preserving one’s sense of personal continuity over time, of establishing a sense of sameness of oneself, despite the necessary changes that one must undergo in terms of redefining the self” (Harter, 1990.) During the process of identity development, especially during adolescence, we may experiment with multiple selves and multiple roles within a number of major dimensions, including religious affiliation, occupation, social class, gender, immigration status, sexual orientation, and race and ethnicity. pdf Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 24 Why Racial and Ethnic Identity? Some of these identities are to be kept, nurtured, and committed to over a lifetime. Others are worn briefly and discarded. Development of a healthy racial and ethnic identity can help youth establish consistency in their life with regard to how they view themselves and can be an important anchor from which positive outcomes are possible. de.pdf Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 25 Iceberg Analogy Cultural Responsiveness: Supporting Line Staff jv/2012 Adapted by Jorge Velazquez from Gary R. Weaver, "Understanding and Coping with Cross-cultural Adjustment Stress“. Culture, Communication and Conflict: Readings in Intercultural Relations, 2 nd Ed.,  Where we tend to make assumptions and start to draw conclusions about others – inaccurate.  Where we learn about others over time. Gaining trust, through honest engagement. People tell their story.

PCCYFS 2012 Annual Spring Conference 26 Our “Lenses” Perception: a: awareness of the elements of environment through physical sensation ; b: physical sensation interpreted in the light of experience; c: quick, acute, and intuitive cognition: appreciation; d: a capacity for comprehension. [4]appreciation [4] From June 30, 2008http:// Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 27 Culture affects… Values Beliefs Thoughts Communication Actions Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 28 Cultural Competency Behaviors Attitudes Policies Enable systems, agencies or professionals to work effectively in cross-cultural situations. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 29 Why is this important? Cultural competence is an ongoing process, not a destination. By actively working on cultural competence and including its principles in our daily work, we enhance our ability to meet the needs of families, tribes and communities. Organizations that strive for cultural competence consistently work to achieve a better understanding of the needs of their service population. These organizations realize that their mission is to assist children and families achieve better outcomes and reach their goals by developing policies, programs, and practices which are culturally competent and linguistically appropriate for the diverse families we are working with today. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 30 Group Exercise Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 31 Broader Cultural Influences Community/Neighborhood Society/Government Family/Friends Informal Formal Informal Formal Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 32 Why is this important? Culture defines us as individuals; it makes us who we are. Everyone has culture, which influences how each of us sees others. Organizations have distinct cultures that are developed by their mission and goals. Communities have different cultures influenced by their members, the environment, and socioeconomic conditions. Cultural Responsiveness: Supporting Line Staff jv/2012

PCCYFS 2012 Annual Spring Conference 33 Final Thoughts Cultural Responsiveness: Supporting Line Staff jv/2012