Workshop F

1
Workshop F

• Managing Workplace Issues in a Culturally
  Competent Manner
• NHS Employers
• Mohamed Jogi
• Paul Deemer
• Maroline Lasebikan

2
Managing Workplace Issues in a Culturally
Competent Manner

• Aims of the workshop
• Using the knowledge and skills gained from the
  Breaking Through Programme and life experience,
  to help organisations achieve cultural competence
• Informing the emerging findings from the research
  project being undertaken by NHS Employers, the
  National Institute for Innovation and Improvement
  and Bradford University into the involvement of
  black and minority ethnic staff in disciplinary
  proceedings within the NHS

3
Managing Workplace Issues in a Culturally
Competent Manner

• What is Cultural Competence?
• The subject of cultural competency is complex and
  there are conflicting views and opinions
• To be effective cultural competency needs to be
  related to the local community and responsive to
  local people
• This is in line with delivering on
• The Darzi Report 2008
• NHS Constitution Jan 2009
• KSF Indicators

4
Managing Workplace Issues in a Culturally
Competent Manner

• Cultural Competence can be defined as
• a set of congruent behaviours, attitudes, and
  policies that come together in a system, agency,
  or among professionals that enables effective
  work in cross cultural situations Cross et al
  1989
• UNESCO have added to this definition Cultural
  competence is a programs ability to honour and
  respect those beliefs, interpersonal styles,
  attitudes and behaviours both of families who are
  clients and the multicultural staff who are
  providing services

5
Managing Workplace Issues in a Culturally
Competent Manner

• This can mean
• Learning to respect and value different cultural
  identities
• Ability of a system to provide care tailored to
  patients with diverse values, beliefs, behaviours
  meeting a patients, linguistic, social and
  cultural needs
• Services that are respectful of and responsive to
  .

6
Managing Workplace Issues in a Culturally
Competent Manner

• Key ingredients include
• Systems
• Processes
• Behaviours
• Knowledge
• Attitudes
• Learning
• Policies
• Commitment and institutional processes

7
Managing Workplace Issues in a Culturally
Competent Manner

• This can mean
• Organisationally mandating cultural competency
  into policy making, infra structures and practice
• Practice and service design identifying needs,
  client preferred choices
• Community engagement part of decision making,
  linguistic competency etc
• Workforce engagement involvement with service
  design and delivery

8
To deliver cultural competence we need to
consider

• Communication
• Commitment
• Competency
• Consultation

• Challenge
• Consistency
• Change
• Championing

9
To deliver cultural competence we need to consider

• What this means in terms of leadership.
• KSF Indicators Core 6 Equality and
• Diversity at level 4 define the roles and
  responsibilities as to
• develop a culture that promotes equality and
  values diversity

10
To deliver cultural competence we need to
consider delivering on KSF indicators

• interprets legislation to inform individuals
  rights and responsibilities
• actively promotes equality and diversity
• identifies and highlights methods and processes
  to resolve complaints as a consequence of unfair
  and discriminatory practice

• supports those whose rights have been compromised
  consistent with legislation, policies and
  procedures and good and best practice
• actively challenges individual and organisational
  discrimination
• evaluates the effectiveness of equality and
  diversity policies and procedures within the
  service/agency and contributes to the development
  of good and best practice

11
Group work Discussion

• Four corners of the room - each looking at
  cultural competence from a different perspective.
• Choose the discussion you wish to join
• Elect a leader / person to feedback
• Discuss the given headlines in turn, considering
  how you can use your knowledge and skills to
  bring others with you and leave a positive legacy

12
To deliver cultural competence we need to
consider

• Corner Two

Corner One

• Communication
• Commitment

• Competency
• Consultation

Corner Three
Corner Four

• Challenge
• Consistency

• Change
• Championing

13
Feedback
Corner One

• Corner Two

• Communication
• Commitment

• Competency
• Consultation

Corner Three
Corner Four

• Challenge
• Consistency

• Change
• Championing