James L. Mason, Ph.D. OCCAT April 2011 Portland, Oregon Organizational Cultural Competence Assessment and Training Portland Oregon 2011

◦ What culturally diverse groups will you serve? ◦ What drives your diversity efforts? ◦ What barriers do you face in recruiting, retaining and promoting diverse staff? ◦ Describe the linkages and contacts you have within culturally diverse communities? ◦ Identify any cross cultural “success stories” or examples of cultural strengths you have experienced. Why? How? Replicable? Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Organizational efficiency & cost  Resource acquisition and development  Historically under-employed groups  Creativity and productivity  Problem identification and solving  Workforce/Organizational appeal  Organizational growth and marketability  Organizational mission, vision, goal  Social responsibility/justice Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Demographic shifts  Diverse belief systems  Disparate service outcomes/Service disparities  Market share and utilization concerns  Formal and informal learning experiences  Accreditation, funding, and licensure issues  Inter- and intra-group conflicts  Historically underrepresented groups  Legal and civil rights, other liabilities Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Racial and Ethnic Cultural Groups ◦ Black or African Americans ◦ Hispanic or Latino Americans ◦ Asian Americans ◦ Native Hawaiian and Other Pacific Islanders ◦ Native Americans and American Natives ◦ European or White Americans ◦ Bi- or multiracial Americans  Non-Ethnic Cultural Groups ◦ e.g., women, people w/disabilities, low income, rural, poor, lgbtq’s, veterans, religious minorities)  Refugees and Immigrants Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Cultural Identity  SES  Nationality  Language/Style  Family Constellation  Social History  Sexual Orientation  Generational Status  Health Beliefs  Time Orientation  Age/Life Cycle  Spatial Patterns  Gender & Sexuality  Physicality  Religion/Spirituality Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Institutional biases  Community economics  Inter-group relations  Natural networks of support  Community history  Political climate  Workforce diversity  Community demographics  Other environmental stressors Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Natural Networks of Support  Merchants and Businesspeople  Natural Leaders & Community Elders  Faith-Based Institutions  Ethnic Media & Personalities  Advocacy Organizations  Collateral Agencies  Social Networks Organizational Cultural Competence Assessment and Training Portland Oregon 2011

 Learn of and share organizational and practice exemplars and strengths,  Discuss implications of demographic shifts and trends  Uncover community strengths and ecological stressors  Identify or prioritize cultural competence training needs Organizational Cultural Competence Assessment and Training Portland Oregon 2011