Cultural Competence Organisational Challenges

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Cultural Competence Organisational Challenges
presented by Sophie Diamandi Uni SA, School
of Social Work and Social Policy Gosia Skalban
Metropolitan Domiciliary Care Cultural Diversity
in Ageing, 2007, National Conference,
Melbourne June 7th and 8th, Sofitel Hotel.
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Metropolitan Domiciliary Care (MDC)

• MDC provides services to people with reduced
  capacity, assisting them to stay living in their
  own homes
• MDCs services include physical assistance,
  rehabilitation social support
• 8 client service are (CSA) teams services
  provided from 5 sites
• Approx. 9500clients/month
• 29 CALD
• 74 different COBs
• Approx 800 staff
• 12 CALD

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CALD Strategy 2004-06

• Key action area
• Employee recruitment retention program
• Recruitment strategies
• Person specification documents
• Certificate III scholarship
• Staff language register
• Flexible responsive service framework
• CALD Service Coordinators
• Multicultural dementia programs
• Cultural competence training

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Cultural competence training

• Working with interpreters training
• Site based Harmony Day activities
• Community cultural connection sessions
• Team based presentations from ethnic community
  workers, visits to places of worship
• 2005/02 28 sessions, gt 5000 staff

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Cultural competence training

• Cultural competence training partnership with
  University of SA
• Training tailored to different professional
  streams incl. front line staff, managers/team
  leaders and Executive
• 14 sessions 1 day or 1.5 days
• To date 241 staff trained
• 5 sessions remaining -100 staff

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Cultural competence training
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Cultural Competence training - Uni SA School
of Social Work and Social Policy

• First Phase of Building Capacity for
  Organisational Cultural Competence
• Cultural Competence training - One Day - Focus
  on
• Knowledge building
• Cultural awareness
• Skills development

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Identifying key organisational issues

• Individual /Staffing
• Professional
• Systemic Policies and Procedures
• Organisational

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• Individual/Staffing
• PMAs role change
• less satisfying
• Inflexible, working hours .6
• Morning hours limits attendance at staff
• meetings
• Insufficient time to travel b/w jobs
• OHS issues shoes off at door, manual
• handling, carer interference
• Orientation/Induction
• Insufficient info on care plan re
  culture/language
• Some inconsistency b/w PMAs in relation to
  services provision across sites

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Professional Issues

• Professional Development
• competing workload demands need for
• professional development
• External opportunities
• Professional supervision
• Limited strategic planning opportunities
• Need meetings across sites within professional
  streams
• A number of professions working in isolation at
  some sites

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Systemic Policies and Procedures

• Service policies/guidelines gift policy, able
  bodied adults in the home, transport requests,
  service provision to the home address only,
  equipment write off, cleaning large houses
  standard of cleanliness
• Staff Training
• IT training for personal support staff
• Access to language classes
• Performance management
• Transparent policies required re staffs cultural
  expertise and clear
• performance management criteria required
• Information/communication
• Organisational flow of information
• Caller ID linked to CME data base
• Staff gender
• Personal care lack of suitable qualified male
  staff

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Organisational

• Brokered services varying satisfaction with
  agencies
• Communication flow
• IT - limited training access for PMAs at some
  sites
• Signage welcoming, user friendly in different
  languages
• across all sites
• Work loads consideration for complexity of
  culture,
• language, time in cultural competency work
• Employment HR recruitment and selection
  procedures
• sensitivity to cultural factors
• Assessment proformas review for Cultural
  Competency
• Aboriginal CALD Consultants profile across
  all sites
• CALD Service Co-ords needed for each team
• Orientation program stronger focus on Cultural
  Competence
• Refresher program on Cultural Competence made
  available to all staff

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Strategies for Organisational Challenges

• Report and present findings to Executive
• Ongoing Cultural Competency training of all staff
• Consultation with all staff identifying key
  issues and challenges
• Consultation with clients and communities
  identifying key issues and challenges
• Cultural Audit of Policies and Procedures
• Strategic plan to implement Cultural Competency
  across the organisation - service delivery,
  policies and procedures, systems,

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Title of Presentation Here
For further information
presented by name
Sophie Diamandi University of South Australia
Ph [phone], Mob [phone] or Gosia
Skalban Metropolitan Domiciliary Care Ph (08)
84406837, Mob [phone]