Inclusion and Implicit Bias: Enhancing Practice. Objectives. What do you see? 3/16/2016

Transcription

1 Inclusion and Implicit Bias: Enhancing Practice Oregon State University Extension 4-H and FCH Conference Portland, Oregon Terry L. Cross, PhD, MSW, LCSW March 16, 2016 Objectives Understand the role that implicit bias plays in hindering inclusion Examine the range and complexity of dynamics that operate when people of diverse backgrounds enter into helping relationships Know how the elements of the cultural competence framework can help improve both institutional and individual practice. What do you see? The awareness test 7LCLoidJh4 1

2 What is culture? The integrated pattern of human knowledge, belief, and behavior. The customary beliefs, social norms, and material traits of a racial, religious, or social group. Maslow s Hierarchy of Needs Formal laws/rules Food Spirituality Stories Family & parenting Ceremonies Art, music, dance Social activities Religious institutions Social rules Clothing Housing The Paradox: Are We All the Same Underneath? At the level of basic human needs? Yes At the level of how we go about meeting those needs? No 2

3 What is the best remedy for the common cold? Chicken soup? Vapor Rub? The Same But Different Culture is one group or people s preferred way of meeting their basic human needs What is competence? The state of being competent having the capacity to function or develop in a particular way; specifically: having the capacity to respond (Webster s Dictionary) 3

4 Individual Cultural Competence The state of being capable of functioning effectively in the context of cultural differences Elements of Cultural Competence 1. Awareness and acceptance of difference 2. Awareness of own cultural values 3. Understanding the dynamics of difference 4. Development of cultural knowledge 5. Ability to adapt practice to fit the cultural context of the client/family Dynamics of Difference Denial Passing Explicit Bias Group deprecation Self deprecation Assimilation Adjustment behavior Acculturation Coping Avoidance Anger / Activism Anger / Acting out Violence Implicit Bias 4

5 Defining Implicit Bias Attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner Both favorable and unfavorable assessments, activated involuntarily, without awareness or intent Residing deep in the subconscious Feelings and attitudes about other people based on race, ethnicity, age, and appearance Associations developed due to exposure messages, early life experiences, and the media Implicit Bias in Children FbvBJULVnc Key Characteristics-Implicit Bias Pervasive Implicit and explicit biases are related but distinct mental constructs. Do not necessarily align with our declared beliefs We tend to favor our own in groups Malleable: can be gradually unlearned 5

6 Necessary but not Sufficient for Human Services Cultural sensitivity Inclusion Cultural humility White privilege Implicit bias Cultural awareness Cultural relevance All of the above + specific skills = Cultural Competence What Sets Cultural Competence Apart Ability to adapt practice to fit the cultural context of the person served (personal/professional skills and behaviors) Organizational adaptation to diversity Policies Values Structure Services Not a destination but a journey Not just a personal responsibility! Cultural Competence Continuum Cultural Proficiency or Advanced Competence Basic Competence Pre-Competence Cultural Blindness Incapacity Destructiveness 6

7 Organizational Cultural Competence A set of congruent practice skills, attitudes, policies, and structures, which come together in a system, agency or among professionals and enable that system, agency or those professionals to work effectively in the context of cultural differences. Organizational Elements of Cultural Competence Valuing diversity Cultural self assessment of organization Managing for the dynamics of difference Institutionalization of cultural knowledge Adaptation to diversity Policies Values Structure Services Organizational Components Organization Cultural Competence 7

8 Questions? Thank you! Terry L. Cross, PhD, MSW, LCSW 8