Cultural
Competency
is NOT Treating
Everyone the
Same
Peter Mastroianni,
Jeanene Robinson-Kyles,
Lacey Carter
HK 2020: Health Disparities and
Social Determinants of Health
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Focus on all SDES department accessibility
concerns
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Literature review
Hundreds of articles from sources such as
World Health Organization, U.S. Department of Health
and Human Services, American College Health Association,
the National Institute of Health, and Georgetown’s
National Center for Cultural Competence
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Informal SDES Survey
SDES department preliminary survey results
College campus specific reasons
for unequal access may include:
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Perceptions of discrimination
and insensitivity
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Relationships/communication
with providers/educators
Safety-perceived accessibly to
culturally sensitive care
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Language and literacy
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Availability and accessibility
of healthy foods, which
includes the marketing,
pricing and social norms
related to them
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Safe and affordable housing
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Physical accessibility/
transportation
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Opportunities for physical
activity that meet the needs of
the individual
Culture and views towards
health and health care
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Social norms re: food, exercise,
use of physical and mental
health resources, help-seeking
Recognition of the importance
of sleep
Definitions of beauty
Ways of dealing with stress
Use of appropriate
media/messaging
Best Practices and Recommendations

Consistent demographic data collection across departments (veteran,
disability, sexual orientation, gender identity expression, religion, nontraditional students, etc.) to track utilization rates and to collaborate
efforts with other departments/organizations to increase them.
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In general there seems to be underutilization of health care services for males,
multiracial, native American, and Latino/a students.
Increase targeted programming towards underserved populations or
those with known health disparities and retention rate disparities
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Increase partnerships with diverse student organizations
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Allow students to rate departments on their level of culturally competent
service on the departments’ student satisfaction surveys
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Institute on-going staff training on cultural competency, specific to the
services that the office provides
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Consider diversifying departmental staffing
Best Practices and
Recommendations
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Departmental committee on
sensitivity
Ask for accessibility
assessments from Diversity
Initiatives to accommodate
diverse students (i.e. services,
office space, forms,
marketing images)
Serve as student group
advisors as a way to build
relationships with targeted
student groups
Partner with Student Disability
Services to bring interpreters
to events and to assess
accommodations
Incorporate improvements in
cultural competency into
strategic plans
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Diversity policy of
department on the website
Satellite offices set up to
meet the student where
they are
Review office forms and
documents to ensure
cultural inclusivity
Routine review of policies
to examine impact on
specific target populations
Web-based services and
resources to reach students
who may not visit the office
Gender neutral bathrooms
RWC Diversity and Inclusion
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Diversity Statement
The University of Central Florida (UCF) Recreation and Wellness Center
(RWC) aspires to create an environment in which we celebrate the
differences we share across the spectrum of human diversity. Diversity is
vital to an individual's holistic development and the social fabric of the
university. We are committed to creating an inclusive environment
through hiring and developing culturally competent staff members,
outreaching to under-served populations and providing facilities and
programs that support all members of the UCF community. Our
expectation of the RWC community is to embrace an open-minded and
respectful attitude toward individual differences.
 One of the Four Goals of the RWC
Cultivate Diversity and Inclusiveness
RWC Diversity and Inclusion
Diversity Committee
Work with diversity partners at UCF and other universities to
gather information on various topics related to diversity and
inclusion. Use the information to develop activities that are
tailored to our student employees. Activity outlines will be
posted on SharePoint, so staff members can quickly access
and present at individual area trainings (developing
culturally competent staff members)
Engage in, and contribute to campus-wide diversity
initiatives (outreaching to under-served populations)
Continuously review programs and facilities to find areas of
improvement with an overall goal of becoming a place
where all UCF students feel included (providing facilities
and programs that support all members of the UCF
community)
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RWC Diversity and Inclusion
• Diversity Committee
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Training Modules
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ASL interpreter
Leadership/All Staff Training
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Challenging Stereotypes
Power and Privilege
Communication and Active Listening
Once a semester trainings for each
department
Special Events
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LGBTQ History Month
Diversity Week Event
Black History Month
Women’s History Month
• Hiring
– Reaching out to
underrepresented
populations
RWC Diversity and Inclusion at
a Glance
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Programs
Student Assisted Workout
Inclusive Recreation
Expo
International Week World
Cup
Sitting Volleyball
Wounded Warrior Camp
Cultural Dance Series
Women on Weights
•
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Facilities/Equipment
Gender Neutral Restrooms
Lactation Room
Accessibility Door
Pool Lift
Haul Safe System for use
at the Ropes
Course/Climbing Tower
Adaptive Fitness
Equipment
Private Circuit Room
Sport Wheel Chair
Where do I start?

The HK 2020: Health Disparities and Social
Determinants of Health subcommittee is here to help.

As the chair, your SDES department representative
can email Jeanene Robinson-Kyles to request an inservice to assist with improving culturally competent
services in your department and to decrease
utilization disparities across different demographics.
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The in-service would include methods of infusing
questions into student satisfaction surveys and
informal staff evaluations in order to assess the level
of cultural competency of the department.
Progress in Cultural
Competency Award
 This
award is meant to provide incentive
to departments to engage in initiatives
that improve the ability of the department
to provide culturally sensitive care or
service.
Description of Progress in Cultural
Competency Award
The award will go to the department that demonstrates a commitment
to the provision of culturally competent care, service, programming, or
staff development as demonstrated by a specific procedure/training/
or program. Commitment to Cultural Competency may be
demonstrated by any of the following:
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Intentional staff recruitment to address the needs of specific
student populations
Building or office accommodations
Program planning, outreach or marketing
Client satisfaction Measurement
Training or supervision that enhances culturally competent care or
programming
Informal staff evaluation that addresses cultural competency
Efforts to create an environment welcoming to diverse student
populations
Policy or procedures that consider the needs of diverse populations
A strategic plan that includes cultural competency goals