competency ppt

8/3/2019 Competency Ppt

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What is it?

Why do we need it?

What does it do?

Who is responsible?


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Behaviours, attitudes and policies

that enablesystems, organisations,professions and individualsto work effectively

in cross-cultural situations

What is cultural competency?


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improves health and wellbeing by integrating

culture into delivery of health services

focuses on capacity of health systems

more than awareness of difference

everyones responsibility - not special interestgroups

its not new !!good health policy & services meet consumersneeds

What is cultural competency?


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Everyone has a right to health care that meets

their needs

Australias diversity is increasing

Health system not always responsive

Health inequalities experienced by many groups

Health services, managers and practitioners areaccountable for meeting needs of all consumers

World-wide pressure to improve Bangkok Charter 2005, WHO World Health Report 2006

Why do we need cultural competency

in health?


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Improves equity & access for all groups

Good business practice

More effective service for healthconsumers and carers

Better use of health resources

Benefits


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Acknowledges benefits of diversity

Achieves best, most appropriate care for eachconsumer

Ensures self-determination for consumers andcommunities

Holds governments, health organisations and

managers accountable for meeting needs of thecommunities they serve

A culturally competent health system


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Governmentsall levelsPolicy decision-makers

all agencies / all levels of government (not just health!)

ManagersCEOs, finance, operational managers of health &related services

Professionsprofessional bodies and their members

Workers& practitionersin health & related organisations

IndividualsEveryone can learn and contribute

Whos responsible?


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New NHMRC guide

Aim

Target audience


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NHMRC Guide

Cultural competency in health:a guide for policy, partnerships and participation

Nationalfocus Complements existing work Generic approach

Applies to wide range of groups not specialised

Provides model 4 domains for action systemic, organisational, professional & individual

Focus on healthier living & environments, obesity &overweight Recognises gaps, identifies next steps Based on research, consultation & feedback Prepared by experts /researchers in public health


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Support development of health care servicesthat meet needs of culturally & linguisticallydiverse communities

High level policy & decision-makers

Impact on-the-ground health services

Anyone interested in health & relatedpolicy

Target audience


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Stimulate broader discussion

Ownership of issues Begin nationally supported, sustained

change

Provide ideas for next steps


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Principles

Four Dimensional Model

Developing Competency


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Adopt principles that underpin cultural

competency in health

Take action on infrastructure & humanresources that support cultural competency

Set standards establish specificcompetencies at system, organisation,professional and individual level

Systems, organisations,professions can


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1. Engaging consumers & communities and

sustaining reciprocal relationships

2. Leadership and accountability for sustainedchange

3. Building on strengths know the

community, know what works

4. A shared responsibility creatingpartnerships and sustainability

Principles forcultural competency


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Engaging consumers & communities and

sustaining reciprocal relationships

Promotion of healthier living and environments is areciprocal relationship

CALD background communities and health servicesengage, learn & exchange at all stages of health

care research, development and delivery

Principle 1


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Leadership and accountability for

sustained change

Begins at highest levels of systems,organisations and professions

Continues to individual development and

practice

Principle 2


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Building on strengths

know the community, know what works

Population health approach Use data, information on diverse

communities Acknowledge CALD experience

successful practice Understand risk factors & protective

behaviours

Principle 3


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A shared responsibility creating

partnerships and sustainability

Partnerships between health and humanservices, education and research sectors

Find systematic and long-term approaches

Principle 4


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Four dimensions for action

The Model

Source: Research and consultation report commissioned for NHMRC project


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Fosters culturally competent behaviour

through: Effective policies and procedures

Mechanisms for monitoring

Sufficient resources

Policies that support involvement of culturallydiverse communities in health matters

Action at Systemic Level


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Cultural competency is valued, integral tocore business, supported and evaluated

Skills and resources to support diverseclients are in place

Management committed to diversitymanagement

e.g. training for staff, cultural and linguisticdiversity in staffing

Action at Organisational Level


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Makes cultural competency important part

of education & professional development Professions develop cultural competence

standards

Guidance provided for working lives ofindividuals

Action at Professional Level


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Individuals develop optimum knowledge,attitudes, behaviours re cultural

competence Individual health professionals are

supported to work with diversecommunities

Individuals develop relevant, appropriate,sustainable health promotion programs

Action at Individual Level


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Competency = knowledge, conviction,capacity for action

Systems, organisations, professionalgroups & individuals can develop cultural

competencies in specific areas

Develop competencies


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Policy / Evaluation

e.g. a policy framework that directs &

supports cultural competency across healthsystem

Budgeting & resources e.g. high priority areas are specifically

budgeted for staff training, interpreter &language skills

Consumer participation e.g. reps of diverse communities are included

at all stages of service development &delivery

Specific competencies


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Management e.g. performance agreements hold managers

accountable

Education/skills e.g. professions consider cultural / linguistic

diversity in communication & health practice

Self-reflection e.g. individuals understand potential impact of

cultural & linguistic diversity on clients, &adapt practice to meet cross-culturalrequirements

Specific competencies


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Competence = knowledgeconvictioncapacity for action


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Case study scenarios

Next steps

Resources, contacts &

more info


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Research shows poor nutrition and lowfitness affect some CALD backgroundgroups more than others

How would cultural competency principles guidea media campaign to promote healthy eating andimprove fitness?

Case Study Scenario 1: Media campaign


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Use research

identify issues & key groups

Partnerships

work with relevant community leaders, share knowledge

Community engagement

get communities involved from planning onward

use consumer advisory group, focus groups

Methodology

select media outlets used by the CALD background group/s

you want to reach Evaluate

before & after data to assess impact

Culturally competent approaches


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A Muslim community leader notices lowphysical activity / reduced fitness amongMuslim women in her local area

What culturally competent strategies would helpfind a solution?

Case Study 2: Community group fitness


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Community involvement Muslim women initiate action, identify solutions

Reciprocity Culturally appropriate community consultation,

informal discussion, discuss barriers withincommunity & with local authorities

Sustainability Identify culturally appropriate solutions that have

ongoing support, e.g. women-only exercise classes,appropriate venues

Think about wider factors e.g. child care, transport etc. Share success

Evaluate & document outcomes, share learning withother cultural groups

Culturally competent strategies .


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Suggestions for projects & action at all

levels

Individual

Organisational

Professional Systemic

Next Steps


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Access toolkits or other material to developself-awareness & competencies

Take part in cross-disciplinary forums toshare information & skills, promote support &awareness

Look for opportunities to introduce or improvecultural competence discuss withcolleagues

Next steps for individuals


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Participate in partnership forums with govtsto apply the Model locally

Budget strategies mobilise resources,prioritise cultural competence

Management competencies andperformance measures

HR strategies recruitment, succession planning, education

Context-specific competencies for yourorganisation, its community & healthworkers

Next steps for organisations


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Demonstrate leadership

raise profile of cultural competency, recommendstrategies for professional practice

Participate in partnership forums with govts /other agencies on applying the model

Reflect principles of cultural competency inethical & other professional conduct codes

Develop policies and context-specificcompetencies for specific health professionalgroup

Promote information to members

Next steps: professional groups


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A specific resource for Aboriginal and TorresStrait Islander Peoples

National collaboration on framework for

culturally competent health practice

Address gaps in research, information andevidence base

Promote best practice diversityorganisations

Next steps across systems


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Institute for Health and Diversity

www.vu.edu.au/diversity

Cultural Competency for Healthy Living: a guidefor policy, partnerships and participation -www.nhmrc.gov.au

Multicultural Mental Health Australia

www.mmha.org.au

Centre for Culture, Ethnicity and Healthwww.ceh.org.au

How to find out more
http://www.vu.edu.au/diversityhttp://www.nhmrc.gov.au/http://www.mmha.org.au/http://www.ceh.org.au/http://www.ceh.org.au/http://www.mmha.org.au/http://www.nhmrc.gov.au/http://www.vu.edu.au/diversity


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Whos responsible?

Everybody

competency ppt

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