A Working Definition of Cultural Competency

Preamble:

Cultural Competency is defined as

"A set of behaviors, attributes and policies enabling an agency (or individual) to work effectively in cross cultural situations" (1) .

Cultural Competency is further defined in the terms of the following three Guiding Principles:

1. Commitment
2. Accessibility
3. Relevance

• Acknowledgment that institutional racism exists at all levels of the service delivery system; - in policy and in practice.
  
  
• Recognition that cultural differences exist - between and within groups; - that people of color think, feel and behave differently and cannot and should not be measured against the dominant culture.
  
  

• Opportunities to services, trainings & funding must be made available to all communities of color.
  
  
• Assurance that at least the same range of choices and level of services are available among all communities of color.
  
  
• Services are located within communities of color.
  
  
• There is a purposeful elimination of barriers to service.
  
  
• There is maintenance of bilingual/bicultural staff in all service areas.
  
  
• There are decentralized points of entry in order to access services.
  
  

• Services are delivered in a manner relevant to the client in a way that is meaningful and congruent with the client's class, language, culture belief, environment, concept of time, and spiritual and religious beliefs.
  
  
• Services are sensitive to:
  
  
  • Cultural differences in decision-making
    
    
  • Life events, including minority status, oppression experiences, world views, & immigration status, etc.
    
    
• Services are delivered by staff who are culturally competent.
  
  
• Services involve and respect resources existent within the communities - traditional or non-traditional.
  
  
• Services recognize the role of the community as well as personal problem solving.
• Services are delivered through organizations that have a staff & management composition reflective of their client community.
  
  
• There are steps taken, at the policy & operational levels, by the organization to insure continuation of progress made in establishing the Guiding Principles of Cultural Competency.
  
  
• There is an aggressive plan for recruiting, training, & retaining staff & volunteers of color throughout the organization.
  
  

IMPLEMENTATIONS OF GUIDING PRINCIPLES

• A recognition of the limitations of the service delivery system;
  
  
• A commitment to recruit, train, retain, and advance staff and volunteers of color who understand the history and context of institutional racism.
  
  

• An understanding of the history of institutional racism and its context.
  
  
• An appreciation for the various ways of learning especially within & among communities of color.
  
  

• An appreciation of the three Guiding Principles of Cultural Competency;
  
  
• An understanding of f the differences within and among communities of color.
  
  

• A documented commitment to cultural competency through approved policies related to funding recommendations;
  
  
• Education of policy makers to the importance of Cultural Competency.
  
  

• Services are provided by bilingual/bicultural staff of color who are recognized as knowledgeable in the field of health & human services.
  
  
• That the same breadth of service is offered at more than one location.
  
  
• The recruitment, retention and promotion of culturally competent staff of color at all levels of the organization.
  
  
• A review of all available data where services need to be delivered for specific communities of color.
  
  

• Whenever necessary, training's are offered in languages other than English.
  
  
• Offer the trainings at times that are culturally sensitive and fitting with the audience's concept of time and need for social interaction.
  
  
• Need to recognize that their services need to be delivered through the sponsorship or co-sponsorship of community-based agencies of color.
  
  
• Whenever possible, conduct trainings with a facilitator of color who is knowledgeable of the ethnic group to whom they are presenting.
  
  

• Is performed by researchers knowledgeable of the issues facing communities of color and whenever possible by researchers of color.
  
  
• The results for research investigations that affect communities if color is shared widely within the affected communities.
  
  

• Opportunities to receive funding will be made available to all communities of color through culturally appropriate means.
  
  
• Decision-makers will be inclusive of communities of color at all levels.
  
  

• An organized workplan to deliver services in the above manner.
  
  

• Bilingual/bicultural trainers who are knowledgeable of the topic to be discussed;
  
  
• Trainings that draw upon the history & richness of various ethnic experiences.
  
  

• Research needs to be relevant to the issues affecting communities of color and build upon the assets of the various impacted communities.
  
  

• Materials used to seek applications as well as application materials will be culturally appropriate.
  
  
• Outcomes are funded with an eye towards considering the value of cultural competency.
  
  

• Staff of color at all levels of the organization, are recruited, trained, promoted & retained in a manner that builds upon their expertise.
  
  
• Policy boards work aggressively to insure the full participation of representatives from the communities of color they serve.
  
  

• Trainings are offered by competent consultants of color who are knowledgeable about the topic being presented.
  
  

• Needs to have built in opportunities for continued review of findings that impact communities of color in order to maintain research in areas that are of current relevance.
  
  

• Funders hire staff and train volunteers who are trained in cultural competency. Funding applications utilize the four Guiding Principles of cultural competency in making decisions.
  
  

• Policy implications
  Board & staff policies must be updated to reflect Cultural Competency elements; Participant polices & procedures will need to be reviewed to be sure they are consistent with the definition
  
  
• Program implications
  Program outcomes may need to be reviewed in terms of meeting the elements of the definition; Additions or subtraction of program elements may occur in order to meet the indicators set forth within the definition;
  
  
• Mission implications
  The organization's mission may need to be reviewed in order to address the elements contained within the definition
  
  
• Review and certification of Culturally Competent programs, agencies, trainings, research &/or procedures are available.