Diversity/Cultural Competence

Diversity, multiculturalism, equal opportunity, oppression training, and cultural competency are terms and processes that often times become very confusing. Many people resist the discussions because of their own frustration with past trainings and/or experiences; while others use sessions as mere risk management strategies without any plans for follow through. Often times the issues exceed race or gender and include many different dimensions of diversity including but not limited to personality, primary, secondary, organizational, societal, era and more. Whether you were born with or born into…we have significant similarities and differences – all of which need to be understood. This understanding is further complicated through a lack of self knowledge and the need to find the solutions outside of the truth of who we each individually and collectively are.

In addition, Emilio is also part of the consulting group at IMCI Additional Information.

Content Areas:

  • Exploring Our Cultural Assumptions, Awareness and Hot Buttons
  • Understanding Culture and the Impact on Identity
  • Fostering A Respectful Work Place of Choice/Building Inclusive Work Environments
  • Culturally Competent Customer Service
  • Culturally Competent Care (CLAS)
  • Cultural Audits and Assessments

Sample Training Objectives

Depending upon the particular area of focus and upon completion of training, participants will be able to:

  • Understand why cultural competence is integral to success
  • Communicate the benefits of cultural competence and how to integrate competence throughout the organization
  • Examine personal assumptions and stereotypes and understanding how those assumptions impact our relationships with internal and external customers (awareness, bias, tolerance)
  • Recognize the importance of ongoing cultural competency knowledge and skills in working effectively in a multicultural environment
  • Generate strategies for facilitating diversity related issues
  • Understand and define terminology to include but not limit to cultural identity, cultural competence, discrimination/harassment, and policy, implementation
  • Improve communications, conflict resolution, change skills, personal goals and action planning

imci1If you are looking at ways to value the richness of diversity, audit the culture of your organization, address forms of oppression, and interested in learning what it means to become a cultural ally; contact us to discuss your plans and/or needs.

 

Thank You for Your Support. Contributions for Coaching Can Also Be Made Here.
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