Submitted by Rufus Jones
This past weekend I attended a DEI Summit offered by Rotary District 7910 (Metro West and Central Massachusetts. There were over 200 registered participants from around the globe. One of the Breakout Room was a panel discussion on Cultural Competency. In a previous column we discussed what is Culture. This weeks entry defines these two concepts. In Part II we will see how an individual moves from Cultural Competency to Cultural Humility -The Continuum.
What is cultural competence?
Cultural competence is a type of social fluency gained by learning about another culture’s language, set of customs, beliefs, and patterns. It
enables service providers to tailor their approach to be culturally responsive and sensitive.
Cultural competence is a type of social fluency gained by learning about another culture’s language, set of customs, beliefs, and patterns. It
enables service providers to tailor their approach to be culturally responsive and sensitive.
What is cultural humility?
Cultural humility is an approach to sociocultural differences that is “self-first.” It emphasizes intersectionality and understanding one’s own implicit biases. This approach cultivates self-awareness and self-reflection, bringing a respectful willingness to learn to inter-personal interactions.
Cultural humility is an approach to sociocultural differences that is “self-first.” It emphasizes intersectionality and understanding one’s own implicit biases. This approach cultivates self-awareness and self-reflection, bringing a respectful willingness to learn to inter-personal interactions.
The benefits of cultural humility
Intersectionality, diversity, and inclusion are complex topics. In many ways, the only path to making any significant leap from multiculturalism to belonging is through cultural humility. Developing a workplace — as well as a society — that fosters cultural humility and inclusion takes the magnifying glass ’ searing heat off of underrepresented employees. It encourages people to lead with the assumption of their own bias first.
Intersectionality, diversity, and inclusion are complex topics. In many ways, the only path to making any significant leap from multiculturalism to belonging is through cultural humility. Developing a workplace — as well as a society — that fosters cultural humility and inclusion takes the magnifying glass ’ searing heat off of underrepresented employees. It encourages people to lead with the assumption of their own bias first.
Why is this so important?
Race, gender, sexuality, and national origin have all become hypersensitized topics in the world. In order to appear culturally competent, people feel the need to assume a defensive stance. After all, the risks of failure are too great . You could be branded a bigot, ostracize your colleagues, and even end your career. The fact is, though, we all have unconscious biases. They don ’t make us evil — they make us human. The idea of cultural competency gives us a false sense of exemption from these human flaws in perception. In one telling example from Cultural humility versus cultural competence, the researchers describe a nurse so convinced of her own expertise that she actually stereotyped a patient. This bias was based on what she’d learned about people of Hispanic descent in a cultural competency class.
What went wrong here? Is cultural competence doing more harm than good?
The problem with this idea is that we ask someone outside of the underrepresented group to state the importance of a different culture in any given scenario. It’s an example of prescribing the problem as the solution. If it were possible for people to do this with any level of accuracy, we wouldn’t have a need for cultural competency in the first place.
The problem with this idea is that we ask someone outside of the underrepresented group to state the importance of a different culture in any given scenario. It’s an example of prescribing the problem as the solution. If it were possible for people to do this with any level of accuracy, we wouldn’t have a need for cultural competency in the first place.
Sources: Checkout these link for a more detailed discussion
Submitted by Rufus Jones
This past weekend I attended a DEI Summit offered by Rotary District 7910 (Metro West and Central Massachusetts. There were over 200 registered participants from around the globe. One of the Breakout Room was a panel discussion on Cultural Competency. In a previous column we discussed what is Culture. This weeks entry defines these two concepts. In Part II we will see how an individual moves from Cultural Competency to Cultural Humility -The Continuum.
What is cultural competence?
Cultural competence is a type of social fluency gained by learning about another culture’s language, set of customs, beliefs, and patterns. It
enables service providers to tailor their approach to be culturally responsive and sensitive.
Cultural competence is a type of social fluency gained by learning about another culture’s language, set of customs, beliefs, and patterns. It
enables service providers to tailor their approach to be culturally responsive and sensitive.
What is cultural humility?
Cultural humility is an approach to sociocultural differences that is “self-first.” It emphasizes intersectionality and understanding one’s own implicit biases. This approach cultivates self-awareness and self-reflection, bringing a respectful willingness to learn to inter-personal interactions.
Cultural humility is an approach to sociocultural differences that is “self-first.” It emphasizes intersectionality and understanding one’s own implicit biases. This approach cultivates self-awareness and self-reflection, bringing a respectful willingness to learn to inter-personal interactions.
The benefits of cultural humility
Intersectionality, diversity, and inclusion are complex topics. In many ways, the only path to making any significant leap from multiculturalism to belonging is through cultural humility. Developing a workplace — as well as a society — that fosters cultural humility and inclusion takes the magnifying glass ’ searing heat off of underrepresented employees. It encourages people to lead with the assumption of their own bias first.
Intersectionality, diversity, and inclusion are complex topics. In many ways, the only path to making any significant leap from multiculturalism to belonging is through cultural humility. Developing a workplace — as well as a society — that fosters cultural humility and inclusion takes the magnifying glass ’ searing heat off of underrepresented employees. It encourages people to lead with the assumption of their own bias first.
Why is this so important?
Race, gender, sexuality, and national origin have all become hypersensitized topics in the world. In order to appear culturally competent, people feel the need to assume a defensive stance. After all, the risks of failure are too great . You could be branded a bigot, ostracize your colleagues, and even end your career. The fact is, though, we all have unconscious biases. They don ’t make us evil — they make us human. The idea of cultural competency gives us a false sense of exemption from these human flaws in perception. In one telling example from Cultural humility versus cultural competence, the researchers describe a nurse so convinced of her own expertise that she actually stereotyped a patient. This bias was based on what she’d learned about people of Hispanic descent in a cultural competency class.
What went wrong here? Is cultural competence doing more harm than good?
The problem with this idea is that we ask someone outside of the underrepresented group to state the importance of a different culture in any given scenario. It’s an example of prescribing the problem as the solution. If it were possible for people to do this with any level of accuracy, we wouldn’t have a need for cultural competency in the first place.
The problem with this idea is that we ask someone outside of the underrepresented group to state the importance of a different culture in any given scenario. It’s an example of prescribing the problem as the solution. If it were possible for people to do this with any level of accuracy, we wouldn’t have a need for cultural competency in the first place.
Sources: Checkout these link for a more detailed discussion