2.3 creating a culturally responsive person centred …...centred practice across your organisation....
TRANSCRIPT
Workbook2.3PersonCentredPracticeAcrossCultures
Aculturallyresponsivepersoncentredorganisation-keyelementsJuly2016
futures UPFRONT
ThisworkbookhasbeendevelopedforNationalDisabilityServicesby:BarbelWinter,ManagingDirector,futuresUpfrontandMariaKatrivesis,ConsultantandTrainerFirstpublished(July2016)©futuresUpfrontFormoreinformationandforpermissiontoreproducepleasecontact:futuresUpfrontemail:[email protected]:www.futuresupfront.com.au ProducedbyNDSNSWLevel18,1CastlereaghStSydney,NSW2000FundedbyNSWDepartmentofFamilyandCommunityServices.©ThispublicationiscopyrightAllrightsreserved.ExceptasprovidedintheCopyrightAct1968(Commonwealth),nouseofthiswork,whichiswithintheexclusiverightofthecopyrightowners,maybemade.ContactNDS0292563100ndsnsw@nds.org.auwww.nds.org.auAboutNationalDisabilityServicesNationalDisabilityServicesisthepeakbodyfornon-governmentdisabilityservices.Itspurposeistopromotequalityserviceprovisionandlifeopportunitiesforpeoplewithdisability.NDS’sAustralia-widemembershipincludesmorethan1000non-governmentorganisations,whichsupportpeoplewithallformsofdisability.NDSprovidesinformationandnetworkingopportunitiestoitsmembersandpolicyadvicetostate,territoryandfederalgovernments.
Table of Contents
1. Preface......................................................................................................................21.1 Howtousethisworkbook?...................................................................................................21.2 Whatisthisworkbookabout?...............................................................................................31.3 Outcomes:.............................................................................................................................31.4 Whoisthisworkbookfor?....................................................................................................31.5 Howlongwillittaketocomplete?........................................................................................3
2. TheWorkbook...........................................................................................................42.1 Definitions.............................................................................................................................4
2.1.1 Whatis‘personcentred’?.................................................................................................42.1.2 Whatisculturalcompetence?..........................................................................................42.1.3 Culturallyresponsivepractice...........................................................................................5
2.2 Whataretheparallelsbetweenpersoncentredandculturallyresponsivepractices?........62.3 Aculturallyresponsivepersoncentredorganisation............................................................72.4 Gettingstarted......................................................................................................................9
3. Conclusion................................................................................................................13
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1. Preface
ThisworkbookispartofaseriesofresourcesforthedisabilityservicessectordesignedbyfuturesUpfrontforNDSwithfundingprovidedbytheNSWDepartmentofFamilyandCommunityServices;Ageing,DisabilityandHomeCare.
1.IndividualPractices–workingwithpeoplefromCALDbackgroundswithdisability
1.1Empathy–apracticetoconnectacrosscultures
1.2Activelistening–unconditionalpositiveregardacrosscultures
1.3Choicemaking–cross-culturaldifferencesandwhatcanwelearnfromthem
1.4ReflectivePractice–whydifferentpointsofviewmatter
1.5Workingeffectivelywithinterpreters
2.OrganisationalPractices–buildingaculturallyresponsiveorganisation
2.1Terminologyanddata–aguidetounderstandingculturaldiversityanddisability
2.2Makingthebusinesscase–whydiversityisgoodforbusiness
2.3Aculturallyresponsivepersoncentredorganisation–keyelements
2.4Leadingtowardsculturalresponsiveness–apracticalguideformanagers,teamleadersandcoaches
2.5Buildingadiverseworkforce–practicalstrategies
2.6Valuingbilingualworkers–strategiestorecruit,trainandretain
3.CommunityEngagement–workingalongsidediversecommunities
3.11Community@atime–culturallyresponsivecommunityengagementprinciplesandelements
3.2MakingLinks–networkingwithCALDCommunities
3.3Cross-culturalstory-basedmarketing–1story@atime
Thisworkbookispartof“Organisationalpractices-buildingaculturallyresponsiveorganisation”series.
1.1 How to use this workbook? Thisworkbookcanbeusedinmanydifferentways,including:
´ Asaself-pacedlearningprogrambyanindividual
´ Asaself-pacedlearningprogramforagroup
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´ Aspartofformaltrainingorganisedbyanorganisation
´ Aspartofcoachingandmentoring.
Thisworkbookincludesexercisesandopportunitiesforreflections(whenworkingbyyourself)ordiscussions(whenworkingwithothers).
Thereisplentyofroominyourworkbooktotakenotesandmakecomments.
1.2 What is this workbook about? Thisworkbookconsolidatesthelearningfromalltheworkbooksinthisseriesbygivingyouaframeworkforembeddingculturallyresponsivepersoncentredpracticeacrossyourorganisation.
1.3 Outcomes: Bytheendofthisworkbookyouwillbeableto:
´ Definepersoncentred,culturalcompetenceandculturallyresponsivepracticeandunderstandthebasicstoapplyingthemtoyourownandyourorganisation’swork
´ Understandtheparallelsbetweenpersoncentredandculturallyresponsivepractice.
´ Reflectonthefoundationprinciplesthatunderpinculturallycompetentpersoncentredorganisations
´ Usetheideasoutlinedinthisworkbookassteppingstonestowardsbuildingaculturallycompetentpersoncentredorganisation
1.4 Who is this workbook for? ´ Leadersandotherpeopleinanorganisationwhocanaffectchange
´ Peoplewhowanttoinfluencechange
1.5 How long will it take to complete? Readingthroughtheworkbookandconsideringthecriticalquestionswilltakeyouaboutonehour.Completingalltheexercisewilltakemuchlonger,especiallywhenusedasaguideforeffectingorganisationalchange.
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2. The Workbook
2.1 Definitions
2.1.1 Whatis‘personcentred’?
Personcentredapproachesare:
“waysofcommissioning(funding),providingandorganisingservicesrootedinlisteningtowhatpeoplewant,tohelpthemliveintheircommunitiesastheychoose.Peoplearenotsimplyplacedinpre-existingservicesandexpectedtoadjust,rather,theservicestrivestoadjusttotheperson.Personcentredapproacheslooktomainstreamservicesandcommunityresourcesforassistanceanddonotlimitthemselvestowhatisavailablewithinspecialistservices.”1
Thekeyprinciplesthatunderpinperson-centredpracticeare:
´ thepersonisatthecentre
´ theirwidersocialnetworkisinvolvedasfullpartners
´ thereisapartnershipbetweentheperson,theirfamilyandtheserviceprovider
´ thewholeoflifeisconsidered
2.1.2 Whatisculturalcompetence?
Culturalcompetenceisdefinedas:
“asetofvalues,behaviours,attitudes,andpracticeswithinasystem,organisation,programoramongindividualsandwhichenablesthemtoworkeffectivelycrossculturally
Itreferstotheabilitytohonourandrespectthebeliefs,language,interpersonalstylesandbehavioursofindividualsandfamiliesreceivingservices,aswellasstaffwhoareprovidingsuchservices.Strivingtoachieveculturalcompetenceisadynamic,ongoing,developmentalprocessthatrequiresalongtermcommitment”.2
1ValuingPeople–ANewStrategyforLearningDisabilityforthe21stCentury.GuidanceforImplementationGroups,http://valuingpeople.gov.uk 2Denboba,D.,U.S.DepartmentofHealthandHumanServices,HealthServicesandResourcesAdministration(1993).MCHB/DSCSHCNGuidanceforCompetitiveApplications,MaternalandChildHealthImprovementProjectsforChildrenwithSpecialHealthCareNeeds
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However,inourexperiencethetermculturalcompetencecanbeconfusing.Theterm‘competence’isusedintheVocationalEducationandTraining(VET)sectortoidentifyskillsorknowledgethatanindividualisproficientwith.Itisalsousedasameasurefordeterminingwhethersomeonehaspassedorfailedaspecifiedunitofcompetency.Weareoftenaskedbyindividualsandorganisationstoratetheirlevelofculturalcompetency.
Althoughwecontinuetouseculturalcompetencetodescribetheworkrequiredatanorganisationallevel,theterm‘culturallyresponsivepractice’betterdescribestheworkrequiredatanindividuallevelandisbetteralignedto‘person-centred’practice.
2.1.3 Culturallyresponsivepractice
Tobe‘culturallyresponsive’meansbeingwillingtoconsidertheworldthroughanotherperson’seyes.Evenwhenweshareasimilarbackgroundweoftenthink,feelandrespondtothingsinlifedifferently–thinkaboutage-relatedperspectivesorgender-influencedviews.Workingwithpeoplemeanslearningtoworkwithdiversewaysofseeingandbeingintheworld.Unintentionally,wecanassumethatwhatandhowwevalueanddothingsisuniversallyapplicableand/orthatcommontraitscanbeappliedtopeoplewithsimilarbackgrounds.Humansdonotallseeorrespondtotheworldthesameway.
‘Culturallyresponsivepractice’isaboutappreciatingthistendencyinourselves,andeachother,andbeingwillingtolearnaboutandconsidereachperson’sperspective.Peopleareuniqueregardlessofwhatmayatfirstappeartobesimilarities.Thiswayofworkingallowsustogettotherealheartofeachperson’sneeds.Essentially,itisaboutlisteninganddevelopingarespectfulcuriosityaboutwhopeopleare,whatmotivatesandinfluencesthem,andhowthisimpactsthewaystheyliketobe,andfeelbestsupported,intheworld.
Theterm‘responsive’isimportanthere.Itacknowledgesthat‘culturallyresponsivepractice’requiresacommitmenttoaneverunfoldingprocessoflearning.Eachpersonwillseeandexperiencetheworldthroughtheirownculturallens,andwhatmakesupthatculturallensisgoingtobedifferentforeachindividual.Sotheprocessisalwaysevolving,andourabilitiestoremaincuriousandconsiderpeople’sneedsfromtheiruniqueculturalperspective,whichitselfcanchangeandgrow,isthekey.
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2.2 What are the parallels between person centred and culturally responsive practices?
Table1:Parallelsbetweenpersoncenterednessandculturalresponsivenessattheindividuallevel:
Person-centred Culturallyresponsive
Understandself Understandselfinthecontextofculture
Understandpersonallens Understanddifferent,culturallydiverselenses
Understandpersonalvalues,beliefsandtheirimpact
Understandpersonalvalues&beliefsinthecontextofculture
Understandimpactofcultureonthe‘makingof’personalvaluesandbeliefs
Exploretheimpactofconsciousandunconsciousprejudice
Acceptexistenceofconsciousandunconsciousprejudicesandcontinuallychallengeoneselfandothers
Table1outlinessomeoftheimportantparallelsbetweenpracticesthatare‘personcentred’and‘culturallyresponsive’.Thecommonlinkistheneedtostartwithunderstanding‘self’.Thisrequiresanhonestcuriosityaboutwhatourownbeliefsandvaluesarei.e.gettingtoknowourownculturallens.Fromtherewecanbegintoappreciatetheimpactoffactorssuchashowwe’vebeenraised,wherewelive,whowespendtimewith,wherewe’vebeentoschoolorwork,andourpersonalityonhowwethinkandactintheworld,whatwevalue,andhowthesecanchangeovertime.Thenextstepistogainawarenessofhowourviewsandbeliefsarenotnecessarilysharedbyotherpeople.Wedonotallseetheworldthesamewayevenifweappeartohavesimilarbackgrounds.
WhenworkingwithpeoplefromCALDbackgroundswithdisabilitywearelikelytoencounterawiderangeofviewsandbeliefsthatdonotnecessarilymatchourown.Eachpersonwillbedifferent.Personcentredculturallyresponsivepracticerequiresustobeawareofandrespondtothis,andappreciatetherolecultureplaysinshapingeachofus,oftenunconsciously.Thestartingpointisalwaysunderstandingourselves.Wecanthenapproacheachpersonawareofhowourownculturallyderivedperspectivesand
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preferencesmightinfluencehowweseetheotherperson,and,therefore,interpret,defineandrespondtotheirneeds.
Individuals,professionsandorganisationsallhavecultures,andeachareimportanttoacknowledgeandunderstand.Doingthisenablesustoappreciatehowcultureinfluencesthewaytheworldisstructured,whatsocietiesvalue,andhowindividualsbehave.Ifthisremainsunconsciouswearenotabletoseeandappreciatethedifferencesthatareimportanttolivingourlivesinwayswevalueandenjoy.
Itisthecombinationofbeingabletofocusoneachperson,whoistheproductoftheiruniqueculturalexperiencesandviews,andunderstandinghowourownculturalperspectivesimpactourabilitytodothis,thatisthestrengthofpersoncentredculturalresponsivepractice.Understandingthatcultureisnotuniform,perspectivesaredeeplypersonal,andourwayofseeingtheworldisjustthat,ourway,andmaynotbethesameasanotherperson’s,iscentraltobeingabletoworkwiththispractice.
2.3 A culturally responsive person centred organisation
Figure1:Culturallyresponsivepersoncentredorganisation:Amodel
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Figure1abovedescribesvisuallythethreekeyelementsrequiredforbuildingaculturallyresponsivepersoncentredorganisation.
´ Personisatthecentre
´ Waysofworking
´ Foundationprinciples
Thepersonisatthecentreofeverythingwedo:Eachofusistheexpertinourownlives.WhenworkingalongsideapersonfromCALDbackgroundwithdisabilityweneedtostartfromapositionofrespectfortheirculturalworldviewandresistapplyingourown.
Thepersonatthecentreinfluencesallofourwaysofworking.Aculturallyresponsivepersoncentredorganisationcriticallyreflectsoneveryaspectofhowitdoesitsworkandiscommittedtoeffectingchangethroughoutthewholeorganisation.Itappliesacriticalreflectivelenstothefollowingthreeareas:
´ organisationalpracticesandsystems:howdoesourorganisationalculture,governance,leadershipandworkforceinfluenceimpactonhowwedoourwork?
´ individualpractices:becomingawareof‘self’andtheroleofcultureinourownandthelivesofpersonsfromCALDbackgrounds.Howdowesupportourworkerstodevelopculturalself-awarenessandareabletoapplyitwhenworkalongsideapersonfromCALDbackgroundswithdisability.
´ communityengagement:focusesonhowweconnect,engageandnetworkwiththepeoplewesupport,theirfamilies,andcommunities.
Theseareasofourworkarenotmutuallyexclusivebutoverlap,symbolisingtheconnectionsandrelationshipsbetweenthem.Forexample,itishardtoseparatewhencriticallyreflectingonorganisationalvalues,theinfluenceourownpersonalvalueshaveonorganisationalpractice.
Youwillnotethatthesethreeareasrepresentedinthediagramalignwiththeareaswehavefocusedoninthisworkbookseries.Thecriticalquestionscontainedinthemwillfacilitatediscussionandprovideyouwithastartingpointtoexploreyourjourneytowardsaculturallyresponsivepersoncentredorganisation.
Finally,aculturallyresponsivepersoncentredorganisationisfoundedontheprinciplesofhumanrights,asocialmodelofdisability,socialjustice,culturalcompetenceandpersoncentredpractice.Theseunderpinaculturallyresponsivepersoncentredorganisation.
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Workbook Exercise
Chooseoneofthetopicsyouhavealreadycompleted(egWorkbook2.6–Valuingbilingualworkers).Howwouldyouapplythefoundationprinciplesoutlinedin2.3abovetothisareaofwork?
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Socialmodelofdisability..........................................................................................................
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Culturalcompetence................................................................................................................
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2.4 Getting started Thestartingpointforbuildingaculturallycompetentpersoncentredorganisationisawholeoforganisationcommitmenttoeffectingchangeatalllevelsoftheorganisationandapplyingaprocesstoguideandsupportthatchange.
“(Weneedto)…stopcreatingculturesof“them”and“us”.Beforewe–andourorganizations-canbecomeadvocatesoragentsofchangewemustfirstseeourselvesaschangetargets.Startingwithoneselfcanbeseennotonlyasapreconditionforauthenticitybutalsoasoneofthestrongestqualityindicatorsofperson-centredwork.AsSmull,BourneandSanderson(2009)noteusingasmallsetofperson-centredvalue
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basedskillsandtoolsthroughoutalllevelswilldrivechangethroughoutthewholesystem.”3
ü Step1: Undertakeanauditofeveryaspectofyourorganisation’spracticestocriticallyevaluateyourcurrentbusinessandtodevelopasystemicprocessforguidingandoversightingculturalchange. Awholeoforganisationauditshould:
1. DeterminethedegreetowhichyourorganisationiseffectivelyrespondingtoeachpersonitsupportsaswellastheCALDcommunitiesitworksalongside.
2. EstablishpartnershipsthatinvolvethepersonsfromCALDbackgroundswithdisabilityyousupport,theirfamilies,andcommunitiesinameaningfulway.
3. Identifytheskills,trainingandresourcesneededtobuildtheorganisation’sculturallyresponsivepersoncentredpractice.
4. Planstrategicallyforthesystematicincorporationofcornerstoneprinciplesandvaluesacrossallpolicy,structuresandpractices.
5. ReviewpoliciesandworkpracticestoidentifythegapsandbarriersintheprovisionanddeliveryofservicesandprogramstopeoplefromCALDbackgroundswithdisability.
6. Identifystrategiestoredressthegapsandprioritisetheminaccordancewithyourorganisation’sresources.
7. Identifytheresources(human,time,physical,financial)andskillsneededtoimplementthestrategiesbytheorganisation.
ü Step2: Buildauditoutcomesintostrategicplan
Culturallyresponsivepersoncentredpracticeneedstobeincorporatedintoeveryaspectofanorganisation’soperations,policiesandprograms.Buildingtheauditoutcomesintothestrategicplanincreasesthelikelihoodofitsimplementationandeffectingorganisationalchangeatorganisationalculturallevel.
ü Step3:Developaculturallyresponsivepersoncentredworkforce
´ Activelyrecruitforculturallyresponsivepersoncentredworkers´ Buildtherequirementtoworkinculturalresponsivepersoncentred
waysintojobadvertisements,jobdescriptionsandperformanceappraisals
´ Activelyrecruitforbilingual/biculturalskillsandforpeoplefromdiversebackgrounds
´ Diversifyyourrecruitmentstrategies
3Source:http://trainingpack.personcentredplanning.eu/index.php/en/becoming-a-person-centred-organisation(Accessedon17/05/2016)
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´ Buildreflectivepracticeintoteammeetingsandprofessionaldevelopmentopportunities
´ Encouragestafftoexploretheimpactoftheirpersonalvaluesontheirworkpractice
´ Identifyskillsdevelopmentandtrainingneedsofallworkersregardingculturallyresponsivepersoncentredpracticeanddevelopaskillsdevelopmentplanofaction.
Workbook Exercise
Organisationalcultureisinfluencedbythevalues,leadershipandthepeopleofanorganisation.Howwillyouengagepeopleatalllevelsoftheorganisation(personswithCALDbackgroundswithdisability,theirfamilies,CALDcommunities,workers,governanceboard,leaders?).......................................................................................................................
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Whatarethreebarriersandthreeenablersofculturallyresponsivepersoncentredpracticeinyourorganisation?...............................................................................................................
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Howdoyouknowthattheseareenablers/inhibitors?
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Whatchangescanyouoryourorganisationmakenowtostrengthentheenablers?
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Whatchangescanyouoryourorganisationmakenowtominimisetheinhibitors?
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Whowillberesponsibleformakingsurethesechangeshappen?...........................................
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Reflection/Comments:...........................................................................................................
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3. Conclusion
Buildingaculturalcompetentpersoncentredorganisationrequiresembracingourownandthemanyotherdiversewaysofseeing,beingin,andunderstandingtheworld.Webringourvalues,oftenunconsciously,totheworkwedo.Knowingthisistheimportantstartingpointforsuccessfullymovingtowardsamoreinclusiveandrespectfulpracticewiththepeoplewesupport.
Beingcuriousaboutwhatmakesuswhoweeachare,andhavingawillingnesstotakethetimetoexplorethat,willenableustogettoknowbothourselvesandourclientsbetter.Wearetheninamuchbetterpositiontounderstandandrespondtotheircoreneedsinwaysthatmakesensetothem,andinwaysourclientsvalue.
Thisisacontinuousprocessthatwillenrichourworkthemorewestepintoit.Ittakestimetofindcomfortwiththiswayofworkingandrequiresourpatience.Aboveall,personcentredculturallyresponsivepracticeisaboutrecognisingthatweallhavedifferentwaysofbeingintheworld,thateachperson’spointofviewdeservesequalrespectandconsideration,andthatwemustunderstandourselvesbeforewecanmeaningfullyidentifyandassistotherswiththeirneeds.
Bepreparedtobechallengedandenjoythelearningalongtheway.
Reflection
Whataresomeofthetakeawaymessagesfromthisworkbook?Aretherethingsyoudisagreewith?Wastheresomethingthatsurprisedyou?
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