Suspending Judgment: A Key to Being Culturally Competent

Presented byTinisha L. AgramonteDirector, Outreach and Retention Office of Diversity and InclusionU.S. Department of Veterans Affairs

WORKSHOP OBJECTIVES Briefly explore the concepts and definitions of culture and cultural competencyBriefly discuss the benefits of a culturally competent organization (effective Diversity Management)Identify personal biases and judgmentsDiscuss and Practice strategies to suspend judgmentIncrease participants ability to effectively communicate across cultural lines

WORKSHOP GUIDING PRINCIPLEYou Dont Know What You Dont Know!

WORKSHOP METHODOLOGYLecture, small group discussions, and role plays

CultureWhat is Culture? Definition: the sum total of the way of living; includes values, beliefs, standards, language, thinking patterns, behavioral norms, communications styles, etc. Guides decisions and actions of a group through time.

Cultural CompetencyCultural Competence Definition

A set of congruent behaviors, practices, attitudes and policies that come together in a system or agency or among professionals, enabling effective work to be done in cross-cultural situations

GUIDING DIVERSITY MANAGEMENT PRINCIPLEThe shifting demographics in this country require VAs employees to be CULTURALLY COMPETENT to effectively accomplish its mission and to realize its vision

Department of Veterans Affairs MissionTo fulfill President Lincolns promise To care for him who shall have borne the battle, and for his widow, and his orphan by serving and honoring the men and women who are Americas veterans. What changes has the VA seen w/regards to its veteran demographic population?

What is required/ will be required as a result of the changing demographics?

Diversity DataPROJECTIONS:

By 2050, Latino and Asian populations will double, and the Black population will grow by 71%.

The US will attract 1 million immigrants a year, most of Latino or Asian origin.

By 2030, 1 in 4 US residents will be Latino or Asian.

Cultural Competence, Effective Diversity Management, Mission AccomplishmentThe Connection & BenefitsDiversity ManagementGoes beyond legalistic and moral approaches to EEO to develop a workplace that allows all employees to perform at their individual bestFocuses on mission effectivenessremoving attitudinal, physical, and/or institutional barriers, with regards to diversity, that compromise the organizations ability to meet its mission.Employs tactics to leverage strengths, talents, competencies, etc.

The issue sold out in the US and UK in 72 hours, and was immediately rushed to reprint 30,000 extra copies for American newsstands, another 10,000 for Britain and 20,000 more in Italy. I guess black models can sell magazines after all, right? African-American women shell out 80 percent more money on cosmetics and twice as much on skin care products than the general market.

VA Mission and Diversity ManagementHow are they related?

VAs Diversity Management program is committed to building a workplace collaboration of cultures to enhance the support provided to veterans. Differences in experience, education, geography, language and perspective are treated as value-added contributions rather than distractions. Diversity programs may include outreach to the community and affinity groups to find how better to serve veterans of various demographics and how better to find qualified employment candidates and address a wide range of employee workplace concerns and workforce trends.

Murphy Brown Time

Who Is the Norm?

POLITICALLY CORRECT COMMENTS, OBSERVATIONS ???

What is Diversity To You?

Diversity DimensionsDigital CompetenceCommunication StylesLanguageReligionIncomeMilitary ExperienceWork ExperienceGeographic LocationOccupationsVALUESAppearanceWork StylesMarital StatusParental StatusEducationSexual OrientationAgeGenderEthnic HeritageRaceMental AbilitiesPhysical AbilitiesSize Primary Secondary

SocializationWho and what established your ruler???All encompassing educational process through which Values, Goals, Beliefs, Attitudes, and Gender roles are acquiredPrimary method of learning culture; That framework of shared designs for livingdetermines boundaries around what is right/wrong, good/bad, etc.

Our Perception is Based On:Life experiences (Pleasure vs. Pain)Parental InfluencePeer-group influenceMedia influenceEducation vs. Socialization

The Cultural Competence Continuum

Where Am I Now?Where Could I Be?

The Cultural Competence Continuum

Cultural Competence Definitions

Cultural Destructiveness: forced assimilation, subjugation, rights and privileges for dominant groups onlyCultural Incapacity: racism, maintain stereotypes, unfair hiring practicesCultural Blindness: differences ignored, treat everyone the same, only meet needs of dominant groups

Cultural Competence Definitions, cont.

Cultural Pre-competence: explore cultural issues, are committed, assess needs of organization and individualsCultural Competence: recognize individual and cultural differences, seek advice from diverse groups, hire culturally unbiased staffCultural Proficiency: implement changes to improve services based upon cultural needs, do research and teach

When Cultural Incompetence OccursConflicts arise, leading to Discrimination allegations/GrievancesLow morale, productivity, tense working relationshipsMishaps, terminations, resignations, retention issuesBullying or workplace violenceIneffective mission accomplishment (honoring veterans as heroes by providing outstanding care)

Benefits of Workforce Diversity & Inclusion(Cultural Competence, Effective Diversity Mgt)Improved understanding of those you work for, with, and around.Creates a work environment that allows everyone to reach their full potential.Provides multiple perspectives on problem solving.Better performance outcomes.Increases employee productivity.Increased retention rates.Boosts employee morale.Improved customer relations.Reduces complaints and grievances.Its the right thing to do!

Acquiring Cultural Competence

Starts with Awareness

Grows with Knowledge

Enhanced with Specific Skills

Polished through Cross-Cultural Encounters

To Suspend Judgment One Must:Seek first to understand before being understoodObserve and Actively listen without judging-remember listening does not equate to agreeingBe willing to allow people to feel what they feelBe willing to commit to future actionsway ahead

Questions

Office of Diversity and InclusionTinisha AgramonteDirector, Outreach and Retention202-461-4030

http://www.diversity.hr.va.gov

*1*