Following a year-long planning process, DCBS is launching our two year strategic plan for diversity, equity, and inclusion (DEI). This signifies our renewed pledge for developing a diverse state agency community while creating an inclusive and equitable workplace climate.
We have heard and continue to hear from many voices during our crucial conversations. The contributions of groups and individuals have been essential in helping guide the DEI process toward creative and successful outcomes.
With these efforts in full force, it is with great pleasure that I welcome the new year with our series on cultural competency.
At DCBS, our workplace is composed of many diverse people. Continuing to learn how to respect, communicate, and collaborate with an increasingly diverse work culture is crucial to optimizing an agency’s productivity. It is increasingly important to collaborate in a working environment that keeps evolving.
Cultural competence is more important than ever, because through cultural competence, we develop the ability to communicate and interact effectively with people across cultures who have different beliefs and cultures than our own.
Together, we are capable of remarkable change. Your
ideas, suggestions, and feedback are exceptionally valuable as we move forward, both in the development of more curriculum and meeting the needs of our staff members.
Before moving forward, we need to understand the
different concepts used when talking about culture (from
the National Institute of Health).
Culture: An integrated pattern of human behavior
that includes thoughts, communications, languages,
practices, beliefs, values, customs, courtesies, rituals,
manners of interacting, roles, relationships, and expected
behaviors of a racial, ethnic, religious, or social group; the ability to transmit the above to succeeding generations.
Culture is always changing.
Culturally appropriate: Exhibiting sensitivity to cultural differences and similarities, and demonstrating effectiveness in translating that sensitivity to action through organizational mission statements,
communication strategies, and services to diverse cultures.
Agility: The ability to learn is a better indicator of future performance than competencies measured at a specific point in time. In today’s turbulent environment, the ability to learn has particular relevance.
Cultural awareness: Recognition of the nuances of one’s own and other cultures.
Cultural competence: The ability of people to use academic, experiential, and interpersonal skills to increase their understanding and appreciation of cultural differences and similarities within, among, and between groups.
Cultural humility: A lifelong process of self-reflection and self-critique. Cultural humility does not require mastery of lists of “different” or peculiar beliefs and behaviors supposedly pertaining to different cultures.
Rather, it encourages to develop a respectful attitude
toward diverse points of view.
Cultural sensitivity: Understanding the needs and emotions of your own culture and the culture of others.
As always, your feedback is valuable.