1. Cultural Competency and Diversity Training

2. Child & Family Services is committed to: Recruiting a diverse staff that reflects the communities we serve; Providing the training and support necessary to assure that our staff have the knowledge, skills, attitudes, and values necessary to provide quality services to all persons in a respectful and dignified manner.

3. Child & Family Service’s Statement of Principle The principle of inclusion where staff, clients and stakeholders feel supported, listened to, and able to do their very best; Be committed to these principles at all levels of our organization regardless of title or role.

4. Recruiting Efforts Updated job descriptions to reflect a desire for diverse candidates. Research and planning in regard to the placement of advertising. Networking with employees to find different avenues for recruitment of staff. The IS department provides data to illustrate a program’s population in contrast to the current staff. At the program level, Directors and VP’s will be implementing recruitment and retention strategies.

5. Training Focus on the Agency commitment during Human Resource and Program Orientation classes. Ongoing diversity and inclusion trainings.

6. Additional Agency Commitment Annual Cultural and Linguistic Competency Plans- outlining the goals for the year. A cross-functional Cultural and Linguistic Committee. The Cultural and Linguistic Competency Website: http://culture.cfsbny.org/http://culture.cfsbny.org/

7. *This definition is consistent with those of the United Way of America Definitions of Key Terms Diversity is…. “the quality of being different or unique at the individual or group level. This includes work style, parental status, sexual orientation, gender, gender identity, skin color, language, age, mental and physical abilities—and more. Even when people appear the same on the outside, they are different!”*

8. *This definition is consistent with those of the United Way of America Definitions of Key Terms (cont.) Inclusion is…. “a strategy to leverage diversity. Diversity always exists in social systems. Inclusion, on the other hand, must be created. In order to leverage diversity, an environment must be created where people feel supported, listened to, and able to do their personal best.”*

9. Aspects of Culture or Ethnicity History Social Status Value Orientations Language and Communication: Verbal and Nonverbal Family Life Processes Healing Beliefs and Practices Religion Art and Expressive Forms Diet/Foods Recreation Clothing

10. Valuing our differences means creating an environment that: Recognizes our uniqueness as individuals. Respects our contributions as diverse employees with a variety of ideas, viewpoints, and creative problem solving skills. Strengthens our workforce. Allows us to better interact with our customers, who represent a diverse population. Why should we value our differences?

11. What prevents us from valuing our differences? Any personal beliefs, attitudes, and actions, such as stereotypes and prejudices, may prevent us from respecting differences among our co-workers and our customers.

12. What are stereotypes and prejudices? Stereotypes are generalizations about groups of people. For example, “all women are bad drivers” or “men can’t cook.” Prejudice is judging someone based on a stereotype. For example, “John rides a motorcycle; therefore, he must be loud and obnoxious.” Each of us is responsible for recognizing any stereotypes and prejudices we may hold to ensure that our actions never result in discrimination.

13. What happens when we act on our stereotypes and prejudices? Low morale and productivity; Unhappy workforce; High turnover; Poor reflection of the Agency in community; Possibility of unlawful discriminatory behavior.

14. Recommendations In working with clients, keep in mind the centrality of respect in many cultures. Don’t assume a title of address; ask the client what he or she prefers (Mr., Mrs., Ms., Dr., family or given name).

15. Recommendations Even if you are knowledgeable about the client’s culture, do not assume that you are therefore knowledgeable about the client’s personal experience of her or his culture and identity.

16. Recommendations Use of self-disclosure in a way that allows clients to assess your ability to help them. Stay aware of the different meanings of physical gestures, eye contact, silence and other forms of nonverbal communication.

17. Recommendations Consider what your office location, accessibility, and furnishings communicate about your awareness of people of different ages; people who have disabilities; religious or spiritually oriented people; people of various ethnicities; people who are gay, lesbian or bisexual.

18. Recommendations Think about the meanings and intentions in your use of humor as carefully as you think about any other communication with clients. Avoid psychological jargon. Ask the client about the meaning of his or her use of a particular term.

19. Thank you for Participating!