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CULTURAL COMPETENCY Technical Assistance Pre-Application Workshop
CULTURAL COMPETENCYTechnical Assistance
Pre-Application Workshop
Growing diversity across the region, including in suburban communities.
Patients bring various perspectives about health based on their social and/or cultural backgrounds.
Cultural competence can improve provider-service recipient communication, trust and adherence to medical instructions – leading to better health outcomes.
WHY CULTURAL COMPETENCY?
Improve service delivery and reduce health disparities by …
Increasing understanding and the practice of cultural competency in nonprofit health and human service organizations.
INITIATIVE GOAL
TA Recipients
Steering Committee
Learning Community
TA Consultant
sEvaluator
Funders
KEY COMPONENTS
Cultural and linguistic competence is a set of
congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations.
'Culture' refers to patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups.
'Competence' implies the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities. [Adapted from Cross, T., Bazron, B., Dennis K., & Isaacs, M., 1989.]
WORKING DEFINITION
1. Build understanding of national best practices in cultural competency.
2. Strengthen awareness of how cultural competence, access and delivery of health services connects with health outcomes.
3. Enable health and human service providers to recognize and respond to the needs of their target populations.
INITIATIVE OUTCOMES
4. Engage the region’s foundations in supporting efforts to strengthen cultural competency.
5. Build the capacity of local providers to lead future cultural competency efforts.
OUTCOMES (cont)
Lead by Example
Organizational Sustainability
Infrastructure Development
Diversity Integration Organization and Community Inclusiveness
INITIATIVE OVERVIEW
Organizational FocusOrganizational
StructureCultural Competence
SustainabilityDiversity IntegrationPolicy ReviewAssessment / SurveyDevelopment of
Program IndicatorsSustainability PlanTrainingEvaluation
BOARD OF DIRECTORS
MANAGEMENT
STAFF
VOLUNTEERS
TA FRAMEWORK
Board
Employee
Workplace
Community
Service
Incorporate Inclusion and Diversity as an Organizational Value
Workforce with Best Talent / Increased Staff Satisfaction
Integrated Inclusive Work Environment
Positive ReputationIn all Communities
Integrated and Diverse Organization
Integration of Inclusion and Diversity in Decision Making / Organizational Development
Retention / Diverse Workforce
Increased Performance & Innovation / Flexibility
Community Partnerships and Involvement
Inclusive Policy and Service / Increased Access to Diverse / Underserved Consumers / Clients
To Organizational
Outcomes
To Diversity OutcomesFrom Current
INITIATIVE BENEFITS
People/Personnel Organization-Specific
Interaction1. Attitudes2. Motivation3. Skills
1. Policies2. Procedures
1. Leadership Support2. Planning3. Service Design
1. Direct Services2. Environment
Reduction in Disparities in Provision of Services
Technical Assistance1. Indicators of
success2. Systematic
feedback process
EVALUATION FRAMEWORK
Participants agree to:
• Participate in focus group(s) during learning community
• Complete two online surveys• Be available to participate in interviews
by evaluator as needed
EVALUATION REQUIREMENTS
We have developed a process and indicators for measuring changes in service provision and impact on our clients as we move toward organizational cultural competency
At staff meetings we regularly discuss cultural competency and inclusion
Become more intentional in actively listening to each other’s ideas even if they are different from theirs
A clearer definition of cultural competency/inclusion within the context of our organization and mission
The cultural competency committee has moved beyond discussion to actively implementing an action plan to continue progress toward organizational cultural competency
Formally adopted/sanctioned a process for ongoing discussion and planning for cultural competency / inclusion.
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80%
SAMPLE EVALUATION OUTCOMES
Up to 10 organizations will be selected.
Technical assistance term runs 12 months.
Organizations must meet Foundation’s general eligibility criteria.
Completed application can be mailed or emailed.
APPLICATION PROCESS
Application Consists of:
1. Cover Page
2. Statement of Commitment
3. Narrative Statement of Request
4. Copy of Organization’s IRS Letter
APPLICATION PACKAGE
Should address (within four pages):
1. Describe organization, and your experience with diversity and inclusion.
2. Describe conditions in your organization and/or community that explain your interest in cultural competency.
3. Discuss level of commitment of board of directors and capacity to sustain efforts.
4. Describe organization’s ability to dedicate staff resources and capacity to continue efforts beyond the TA period.
NARRATIVE STATEMENT
Evidence of organizational readiness (including commitment of the board).
Demonstrated understanding of the barriers affecting culturally competent delivery of services.
Evidence of commitment to sustain efforts beyond the TA period.
SELECTION CRITERIA
Application Deadline: Thursday, December 13, 2012@ 4:00 p.m.
Notification of Awards: Wednesday, March 6, 2013
T.A. Period: April 1, 2013 – March 31, 2014
APPLICATION TIMELINE
Carla Gibson – Senior Program Officer REACH Healthcare Foundation (913) 432-4196 / [email protected]
Adriana Pecina – Program OfficerHealth Care Foundation of Greater Kansas City(816) 241-7006 / [email protected]
Theresa Reyes Cummings – Director of Program Development Jackson County Community Mental Health Fund (816) 842-7055 / [email protected]
CONTACTS
