This Assessment is designed to gather a snapshot of the agency's cultural competence on - PowerPoint Presentation

Slide1

This Assessment is designed to gather a snapshot of the agency's cultural competence on an organizational level. The focus areas are represented by the Cultural Competence Continuum ranging from 1-Cultural Destructiveness to 6-Cultural Proficiency. Each inquiry includes a full description of behaviors which characterize each category on the continuum. Find the best description which currently represents your agency as a whole and circle the corresponding number below. It will be important to recall any corresponding thoughts, concerns, or notes regarding each response. There is a score sheet following the assessment which can be used to track the numerical value for each section as well as these supporting or mitigating reactions. Such annotations will significantly aid in future strategic planning processes.

Cultural Destructiveness ●MonoculturalCulturalIncapacity ●ExclusiveCultural Indifference ●ComplianceCulturalPre-Competence ●AffirmingCulturalCompetence ●CulturalProficiency ●InclusiveMake conscious efforts to destroy cultures that are different from them (because of values, beliefs, ethnocentricity, traditions, etc.) Slogan: "We're number one."Unable to be useful or helpful to other cultures (because of values, beliefs, ethnocentricity, traditions, etc.) Slogan: "We take care of our own."Because of values, beliefs, ethnocentricity, traditions, etc. believes that color, culture, and dimensions of diversity are unimportant because "All people are the same."Realizes inadequacy ofresponse to those whoare different andattempts to improveapproach to culturaldifference and otherdimensions of diversity."Nice policies, but limited action."Values and embracesdifferences. Selfexamination, culturalknowledge, culturalskills, adaptation ofservice to fit the needsof those who are different, commitment to cultural encountersof a different kind,involvement in aninductive learningprocess designed toexpand our knowledgeabout differnce."Mutual adaptationto difference."Mindfully/willfully areengaging in behaviors,values, traditions, etc.,of our own that demonstrate a valuefor other dimensionsof diversity. Organizingframe of reference isculture. "Hold culturein high esteem."123456

Cultural Inclusion Continuum

DemographicsWhat is your role the organization? (Mark more than one if applicable)__Board Member __CEO and Executive Positions __ Coordinator or other Middle Management

__General Staff __ Volunteer __ LTE position:_____________________________Other (please specify)__________________________2. Please mark as it corresponds to your position:__ Salary ___ Hourly Other(please specify)_____________________________ 3. How do you identify your gender?_____________________________________4. Circle the category indicating your age21-29 30-39 40-49 50-59 60 or older5. Which race/ethnicity best describes you? (Please choose all that apply)__ American Indian or Alaskan Native __ Asian/Pacific Islander__ Black or African American __ Hispanic American/Latin@__ White/Caucasian _____________________________________________

Organizational AssessmentIntentionally selects and recruits staff and service providers fluent in dominant language. Prevents or demeans the use of multiple languages.

Uses and maintains staff and service providers fluent in dominant language. Provides services in mainstream language only.Allows the use of dominant language only staff and service providers, regardless of client needs.Recognizes the importance of meeting the language needs in order to serve the client population. Takes steps to provide bilingual services and seeks bilingual service providers.Makes a commitment to recruit multilingual staff and service providers. Multilingual abilities among staff and service providers are highly valued and aggressively sought. Provides services in languages that meet the needs of populations served. Adopts policies and allocates resources to support multilingual capacities of staff.123456Promotes documentation that deliberately oppresses, discriminates, and stereotypes certain populations. Prevents or demeans the use of written language that values difference.Uses documentation that oppresses, discriminates, and stereotypes certain populations. Provides documentation from a mainstream perspective only. Discounts difference in documentation.Does not recognize the importance of using documentation that address cultural issues. Allows the use of documentation that oppresses, discriminates, and stereotypes certain populations.Recognizes the importance of using documentation that addresses cultural issues. Takes steps to train staff in the use of written language that addresses differences.Makes the commitment to ensure that documentation reflects and values differences. Evaluates and audits documentation to ensure that no population is marginalized.Has a system in place that ensures that all documentation reflects and values difference. Provides modeling and training to other organizations on culturally competent documentation techniques; shares forms and procedures.123456

Prevents or demeans the use of service methods that address cultural differences. Refuses to offer services that are needed. Refuses to deliver services in a way that is meaningful to the consumer.

Minimizes or tokenizes the use of service methods that cultural differences. Provides only mainstream services. Delivers services from a mainstream point of view only.Does not see the need to provide services that address and value difference. Provides services in the same way to all populations. Makes no effort to address needs that are not being met.Recognizes the benefit of providing services that address and value difference. Evaluates the need for additional services and explores ways to address those needs. Begins to seek input from the consumer population.Delivers services in a way that address and value difference. Makes a commitment to provide services that meet the needs of the population. Delivers services in a way that are meaningful to the consumer.Maintains a system that values and addresses the needs of the consumer at every level of the organization. Seeks input from the consumer population on all organizational issues. Provides modeling and training to other organizations.123456Does not value consumer input at allSolicits token consumer input only.Does not see the need for quality assurance.Realizes the importance of consumer satisfaction and takes steps to develop a process to evaluate and monitor the quality of service.Implements an effective process for evaluating and monitoring the quality of service.Is successful at providing quality services through effective evaluation and consumer input. Provides modeling and training to other organizations.123456

Creates material that intentionally perpetuates, stereotypes, and presents certain populations in a demeaning manner. Has a reputation as being a culturally biased organization.

Creates material perpetuating stereotpyes and presents certain populations in a demeaning way. Has a reputation as being a culturally insensitive organization.Creates material that ignores differences. Has a reputation as being culturally indifferent.Makes a commitment to review all material and organizational images for overt and hidden bias. Gains a reputuation for having a cultural awareness.Ensures that all written and visual material that represent the organization is respectful, written in multiple languages, and emphasizes the value of differences. Has an image of being culturally competent.Takes proactive stance on the advancement of cultural competence within the community. Is viewed by the community as a leader in the advancement of cultural competence. 123456Does not formally interact with other organizations due to bias. Maintains a staff that perpetuates prejudice and bias. Promotes status quo and laws that invalidate the rights of certain populations. Intentionally contracts with vendors and service providers who have demonstrated bias and disrespect to certain populations.Depicts organization in coalitions as being better than others. Displays a token representations of minority populations on staff and board. Speaks on behalf of supporting populations in efforts of self promotion. Contracts with vendors and service providers (intentionally or not) who have demonstrated bias and disrespect to certain populations.Promotes all groups as having the same needs. Does not address issues of difference in the make up of its staff and board. Is quiet on issues that affect the organization's various constituents. Contracts with vendors and service providers assuming a shared value. Recognizes the need to be connected with community groups that promote certain populations and seeks to correct the situation. Seeks to maintain a balanced, diverse board and management team. Recognizes the need to be political on certain issues (e.g. needs of clients). Recognizes the importance of contracting with vendors and service providers who demonstrate respect to all populations.Displays a commitment to partnering with groups to address community needs. Develops a balanced, diverse, and culturally competent board and management team. Creates various opportunities to participate in the political process. Contracts only with vendors and service providers who demonstrate respect to all populations.Partners with community leaders to bring attention to needs and possible solutions. Shares culturally competent policies and procedures with other organizations in the community. Takes a proactive position on issues of difference. Takes a proactive stance against vendors and service providers who demonstrate bias and disrespect to any population.123456

Disregards cross-cultural awareness knowledge, behavior, skills, staffing patterns, service provisions, program designs, etc. Discourages training.

Does not accept multiple perspectives as valid, advocates for “right” or “best” way. Does not offer or support training.Makes no effort to recruit, retain, or train staff in cultural competence. Does not include diverse perspectives in decision making processes.Supports basic cultural competence training for staff; provides free training and allows staff to attend during working hours. Provides for conflict resolution among staff.Provides ongoing cultural competence training on a range of topics. Implements proactive strategies to employ diverse staff to meet needs of populations served. Demonstrates ability to work with differing points of view.Provides resources and direction to involve staff at all levels of employment in receiving cultural competence training. Requires and facilitates regular cultural assessments at all levels of the organization.123456Promotes language that discriminates, oppresses, and stereotypes. Prevents or demeans use of multiple languages. Refuse to select and recruit bilingual staff.Makes remarks which reveal ignorance or fear of differences. Does not provide for oral or written language diversity to meet needs of population served. Uses token number of bilingual staff.Tolerates language which discriminates, oppresses, and stereotypes. Accepts the exclusive use of dominant language when conducting client sessions, regardless of client needs.Does not tolerate any use of language which discriminates, oppresses, and stereotypes; seeks ways to curb its use. Recognizes the importance of meeting the language needs of the client population. Offers language training to meet the needs of population served.Actively seeks to remedy situations in which language is used to discriminate, oppress, or stereotype. Values multilingual abilities among staff. Incorporates language issues into training programs. Seeks a balanced bilingual staff/client ratio.Never uses language which discriminates, oppresses, or stereotypes. Provides services in languages that meet the needs of populations served. Adopts policies and allocate resources to support multilingual capacity of staff.123456

Actively develops, promotes, and utilizes recruitment strategies that exclude certain populations in a deliberate effort to exclude them. Does not value or encourage diversity in the workplace.

Frames diverse populations as inferior in vision/mission statements. Frames cultural policy and procedures issues in condescending language.Adopts vision/mission statements that minimize differences. Adopts policies and procedures that minimize and discount difference; explains away destructive policies.Examines vision/mission statements for effectiveness. Reviews policies, assesses competencies, and identifies changes needed.Adopts meaningful culturally competent vision/mission statements that are translated into action. Frames policies and procedures in a language that demonstrates cultural enrichment and enhancement.Stresses culturally competent vision/mission statements in recruitment, orientation, and community presentations. Makes culturally competent policies and procedures available to other agencies.123456Actively develops, promotes, and utilizes recruitment strategies that exclude certain populations in a deliberate effort to exclude them.Does not value or encourage diversity in the workplace.Utilizes recruitment strategies that exclude certain populations in an effort to maintain mainstream culture. Uses ethnic and gender-specific advertisements. Practices token hiring.Allows the existence of recruitment strategies that exclude certain populations and does little or nothing to change them. Uses ethnic and gender-specific advertisements. Does not recognize specialized skills in recruitment.Questions recruitment strategies that exclude certain populations and explores ways to change them. Recognizes specialized skills in recruitment.Actively develops, promotes, and utilizes recruitment strategies that include and attract all populations. Exhibits ongoing self-monitoring of strategies for continuous improvement.Is successful in attracting and hiring a diverse workforce that includes all populations. Provides modeling and training to other organizations on diversity issues.123456

Actively develops and promotes staff development & training practices that deliberately oppress, discriminate, and stereotype certain populations in order to exclude them from the workforce. Punishes non-dominant language speakers. Redirects non-mainstream employees to low-paying jobs.

Utilizes staff development & training strategies that oppress, discriminate, and stereotype certain populations in order to promote and maintain a mainstream workforce. Provides token advancement and/or training.Allows the existence of staff development & training strategies that oppress, discriminate, and stereotype certain populations. Provides training that stresses assimilation.Begins to explore strategies that develop & train populations that have previously been excluded or discriminated against. Develops meaningful components for leadership development.Actively develops, promotes, and utilizes staff development & training strategies that reach out to all populations with the goal of maintaining a diverse workforce at all levels in the organization. Includes staff at all levels of employment in developing cultural competence training. Evaluates effectiveness of strategies.Is successful at maintaining a diverse workforce at all levels in the organization by actively developing, promoting, and utilizing staff development & training strategies that reach out to all populations. Advocates for and/or provides cultural competence training to other community organizations.123456Actively develops, promotes, and utilizes compensation & benefit strategies that deliberately oppress, discriminate, and stereotype certain populations.Utilizes compensation & benefit strategies that oppress, discriminate, and stereotype certain populations.Allows the existence of compensation and benefit strategies that oppress, discriminate, and stereotype certain populations and does little or nothing to change them.Makes a concerted effort to address compensation & benefit strategies that may oppress, discriminate, and stereotype certain populations.Implements a culturally competent compensation & benefit plan and evaluates periodically for effectiveness.Makes culturally competent compensation & benefit plan available to other agencies.123456

Please select just ONE criteria that in your opinion best describes our current organizational culture1

Practices and policies overtly benefit a dominant group and discriminate, exclude others. Harassing actions commonly go unaddressed. Hostile & unsafe environments are common for other than the dominant group which is reflected in all aspects of the organizational culture. 2Traditional power, privilege and influence are reinforced. Dominant culture in the organization is the only way to go. “Token" members from other groups are allowed only if they assimilate and comply.3Organization expresses commitment to dismantle discrimination and provides access to some members of previously excluded groups under a tolerance approach. Efforts to change profile of workforce are mainly at the lower levels and do not imply any structural change in the organization. 4Organization proactively acts to eliminate discriminatory practices. Recruits, supports and promotes hiring of disenfranchised populations. Non oppressive practices are part of the organizational culture, commonly practiced and promoted. Any harassment incident would not go unaddressed if denounced.5Organization starts to question limitations of organizational culture: mission, policies, structures, operations, services, management practices, climate, and starts moving beyond “nondiscriminatory,” “non-oppressive”. Committed to redesigning and implementing policies and practices to redistribute power, and ensure the inclusion, participation, and empowerment of all members.6Organization withholds a pluralistic and responsive organizational culture. Mission, values, structure, operations and services reflect multicultural contributions and needs. Leaders and members act on the organizational commitment to eradicate all forms of oppression within the organization and beyond. Workforce actively contributes to decision making, be that via consultation or direct participation. Staff with sense of empowerment, belonging and responsibility. Diverse needs from workforce and clientele are met. Organizations outreaches for local, national and global allies to eliminate all forms of oppression and to further equity practices across organizations.

Personal Experience at the OrganizationPlease select ONE rating for EACH of the following criteria that reflects how we fulfill your needs as a current employee:

 Fully agreeSomewhat agreeSomewhat disagreeFully DisagreeEconomic Support: salary & benefits correspondence with educational, skills and experience background432 1 Personal Fulfillment: work assignation corresponds with education & experience background. Work environment is positive for professional & personal growth432 1 Ethnic/Cultural Validation: your ethnic/cultural background is appreciated and actively contributes to organizational practices432 1 Organizational Affiliation: you feel like a full member of our organization, confident to actively contribute 432 1 Workload vs. Gratitude: your efforts are reciprocally noted and appreciated 432 1

EmpoweredCan share my perspectives, be heard, safely ask questions, most needs supported, regularly asked for input on policies/practices

ReaffirmedEncouraged to share my perspectives, organization supports some of my needs. Sometimes asked for input on policies/ practicesAcknowledgedOrganization sometimes flexible to my needs, occasionally asked for input on policies/practicesNeglectedBarely any organizational flexibility to my needs and rarely asked for input on policies/practicesInvisibleRarely informed, considered, consulted/no organizational flexibility to needs.543 21 Please identify your department:Please select the ONE rating that best describes your personal experience in your department:Mostly Equitable/Inclusive: Most of my needs are fulfilled, safe to disagreeSomewhat Equitable/Inclusive: Some of my needs fulfilled, can disagree in minor issuesInequitable and Exclusionary: Few or none of my needs fulfilled, limited or no way to disagree321Please select the ONE rating that best shows your personal experience working here: