Building A
Culturally Competent Framework Through:
Diversity, Equity, and Inclusivity
Presenter:
YVONNE MATHIS, M.B.A.
PRESIDENT/CEO
THE MATHIS GROUP, LLC
September 18, 2014
8th Annual Nonprofit Summit: Sharing Ideas, Inspiring Action
Sponsored By: The Raymond John Wean Foundation
Workshop Objectives…
Participants will gain a better understanding of the
meaning of diversity/inclusion and equity.
2. Participants will gain a better understanding of
cultural competency.
3. Participants will learn that when embraced
collectively, diversity/inclusion and equity comprise
the “Action Took Kit” necessary to build a level
playing field and culturally competent non-profit
organization.
1.
An Interactive Participant Activity …
The Diversity “Is” Letter Game
1. Participants will use the Diversity Letter Game handout
to complete this activity.
2. Participants will jot down as many words they can
come up with from each letter in the word Diversity.
3. Participants will have an opportunity to share the
words they chose for each letter with the entire group.
4. Participants will have 5 minutes to complete this
activity.
D
I
V
E
R
S
I
T
Y
Diversity Is …

Any dimension that can be used to differentiate
groups and people from one another.

Showing respect for and appreciation of
differences in ethnicity, gender, age, national
origin, disability, sexual orientation, education,
and religion.
Common Definitions
of Diversity…
“The individual qualities characteristics,
customs, values and beliefs that are products
of our background and which distinguish
each of us as unique.”
“The mosaic of people who bring a variety of
backgrounds, styles, perspectives, values
and beliefs as assets to the groups and
organizations with which they interact.”
An Organizational
Diversity Definition …
“The collective mixture of
differences and
similarities that
includes
individual and
organizational
characteristics, values,
beliefs, experiences,
backgrounds,
preferences, and
behaviors.”
Dimensions of Diversity …
Visible
Diversity
Traits
Skin color
Gender
Physical Abilities
Religion
Marital Status
Culture
Personality
Behaviors
Body Size/Type
Parental Status
Ethnicity
Invisible
Diversity
Traits
Physical Traits
Age
Beliefs
Socio-economic Status
Values
Education
Communication Style
Work Background
Sexual Orientation
Habits
Geographic Location
Thinking Styles
Military Experience
Native born/non native
Level in Organization
7
The Three Dimensions of Diversity …
WHAT DIVERSITY LOOKS LIKE …
Diversity Is Not …

Equal Employment Opportunity (EEO)

Affirmative Action (AA)

Compliance Driven

Short-Term
EEO/AA LAWS …

Equal Pay Act of 1963

Title VII of the Civil Rights Act of 1964


Age Discrimination in Employment Act of 1967
(ADEA), as amended
Americans with Disabilities Act (ADA)
Distinction Between
EEO, Affirmative Action
and Diversity & Inclusion …
Equal
Employment
Opportunity
The enforcement
of statutes to
prevent employment
discrimination.
Affirmative
Action
Diversity &
Inclusion
The effort to achieve
parity in the workforce
through outreach and
eliminating barriers in
hiring.
Leveraging differences
in the workforce and
services if offers to
achieve better results.
Equal Employment Opportunity
Eliminates discrimination in human resources
policies and practices. Provides equal
access and opportunity – no one excluded
from participation. Legally mandated
Diversity
Affirmative Action
Level Playing Field
Inclusive of
Diverse productive workforce
all groups
More equitable and accessible
Focuses on
work environment
developing an
Inclusive environment where
environment
all employees valued
that maximizes
Work environment free
the potential of
from discrimination.
all employees by
valuing diversity
interpersonally
and institutionally.
Business necessity
given workforce trends.
Broader than ethnicity,
race, and gender.
Not legally mandated.
Targets
outreach to
underutilized
groups. Helps
to prevent
discrimination.
Measures good
faith efforts in
making
affirmative
action
progress for
minorities
and women.
Legally
mandated
Inclusion Is …



The state of being valued, respected, and
supported.
About focusing on the needs of every individual
and ensuring the right conditions are in place for
each person to achieve his or her full potential.
It should be reflected in an organization’s culture,
practices, and relationships that are in place to
support a diverse workforce and the clients it
serves.
Organizational Inclusion …
Equity of Practices
Organizational Culture
Voice & Participation
Extent to which the organization
provides fair and equitable
treatment to all employees and
groups.
Extent to which culture avoids
assimilationist strategies and is
open to learning from different
and non-traditional sources.
Extent to which the organization
draws upon diverse sources of
knowledge and experience for
planning and operations.
Benefits of Organizational
Diversity & Inclusion …










Improved understanding of those you work for, with, and around.
Creates a work environment that allows everyone to reach their full
potential.
Provides multiple perspectives on problem solving.
Better performance outcomes.
Increases employee productivity.
Increased retention rates.
Boosts employee morale.
Improved customer relations.
Reduces complaints and grievances.
It’s the right thing to do!
How Can Managers Promote
Diversity & Inclusion? …







Lead employees by example; respect people and differences in the
workplace and with clients you serve.
Create a welcoming, inclusive environment in
which to conduct business and meet with clients.
Incorporate diversity in policies, strategic plans, operational
procedures.
Learn and practice early conflict resolution strategies.
Practice regular, effective, and open communication; empower your
employees; requires trust.
Demonstrate executive commitment to diversity on an ongoing and
regular basis.
Walk the talk.
Culture Is…
The integrated patterns of the human behavior of a
racial ethnic, religious or social group that include:








Language
Thoughts
Communications
Actions
Customs
Beliefs
Values
Institutions
All Communication is Filtered Through
Individual Cultural Perspective …











Age
National origin
Race
Sexual orientation
Religion
Disability
Gender
Education
Work role/experience
Personality
Customs











Geographic location
Functional discipline
Languages used
Values
Communication style
Work Style
Learning style
Economic status
Family situation
Military experience
Philosophical perspective
A New Metaphor for American Culture …




The “melting pot” theory of American society has
evolved, instead consider a vegetable soup
metaphor.
You can easily identify and taste
the unique flavors of the
individual parts.
Members of various cultural groups
may not want to be assimilated, they
want their tastes, looks and texture
to remain whole.
To reap the business benefits of diversity, you must
employ inclusive work, communications, and
outreach strategies.
Organizational Culture …
Refers to the values, norms, beliefs, and
practices that characterize the functioning
of a particular institution.
Organizational Culture …
The expression of an
organization’s
collective values,
beliefs, and behaviors.
Key Questions
1. Do staff, volunteers, or program
participants “check their individual
identities at the door?”
2. What’s wrong with just being “colorblind” or “gender-blind” or whateverkind of blind?
3. Does the “way we’ve always done it”
close out contributions from staff,
volunteers, program participants and
community partners?
4. Is there some way you “ought to be”
in order to fit in the association and
its programs?
Impediments to Cross-Cultural
Communication …

Irrational
Assumptions

Misunderstanding

Prejudice

Fear
Cultural Competency Is…
The ability to respond effectively and
appropriately to different cultural/generational
contexts in the workplace.
Common Definitions
of Cultural Competency…
“The ability of organizations and systems to
function effectively in cross-cultural situations.”
“Cultural competency is an engaging, life-long
journey of expanding your horizons, thinking
critically about power and oppression, and
behaving appropriately.”
Cultural Competency…





Respect others’ opinions.
Acknowledge cultural/ generational
differences and historical injustices
without becoming defensive.
Be open to learning about other
cultures and ideas.
Give others the benefit of
the doubt in a dispute.
Seek first to understand others’
point of views; then to be understood.
Don’t stereotype.
Don’t judge others by
your own cultural
standards.
Don’t assume your
culture’s way is the only
way.
Don’t talk down to
anyone; communicate
effectively.
Cultural Competency…
To truly describe how organizations function in culturally specific
ways, we must broaden our definition of culture.




Many demographic groups may have their own specific
culture.
Culture can include norms, language, slang, symbols, music,
behaviors, the meaning of certain behavior, and patterns of
interaction or exchange.
These behaviors and practices are distinct from those of the
dominant culture.
Consequently, the term culture can refer to any subpopulation
group that identifies itself as different from the dominant
culture: persons with disabilities, gay men & lesbians, the
Amish, goths, nudists, etc.
Cultural Competency…
Organizations become culturally competent when:




They have organization structures that foster equity in
resource sharing, program development, and
administration.
Recruit people from a diversity of ethnic backgrounds.
Provide on-going training and education about race and
cultural issues (for clients and staff).
Plan cultural and social activities that are culturally
appropriate and inclusive of all organization participants.
Cultural Competency …
Cultural Competency should occur in at least 4 Levels in
organizations:
1.
2.
3.
4.
Individuals
Management Staff (commitment of organizational
leaders)
Organization as a whole
Linkages between the organization and its
external environment (local community; service
users; other organizations; political system).
Cultural Competency …
How it can be carried out in
your organizations
Action Tool Kit
For Organizations …
LEADERSHIP COMMITMENT:





Communicate and practice commitment to diversity
inclusion, and cultural competency often.
Reinforce diverse work and employment practices,
including diversity of thought.
Practice constructive conflict management.
Educate the workforce on the business value of diversity,
inclusion and the need to be culturally competent.
Mentor and coach culturally diverse employees.
Action Tool Kit
For Organizations …
LEADERSHIP COMMITMENT …






Explicit commitment to diversity and empowerment
among organizational leaders.
A strategic plan to increase cultural competency.
Diversity hiring.
On-going efforts to maintain a diverse workforce.
Recognition of issues in the organization related to the
interaction of power/status and gender/culture. (For
example, staff members may be assigned a mentor).
Staff training in cultural competency.
Evaluating the implementation of the cultural
competency plan as well as the outcomes produced.
Action Tool Kit
For Organizations …
LEADERSHIP COMMITMENT:




Acknowledge and accept differences in cognitive,
behavioral, philosophical, social, and communicative
styles that arise from different cultural generational
contexts.
Be role models for staff.
Seek to understand; ask for clarification or reasons for the
behavior.
Communicate policies, procedures clearly to employees if
you are a manager.
Action Tool Kit
For Organizations …
STAFF COMMITMENT:






Practice positive, constructive work habits in the
workplace; work cooperatively towards a common
goal.
Live up to the social contract; contribute to your
fullest potential; strive for excellence.
Recognize and respect others and their individuality.
Think before you speak and be sensitive to others.
Talk about your differences and ask tactful questions
about how people want to be treated.
Eliminate stereotypes and generalizations.
Action Tool Kit
For Organizations …
ORGANIZATIONAL COMMITMENT …







Have a cultural competency plan
Form advisory boards with diverse members.
Provide applications and other materials in different languages
and Braille; pre-test material to make sure it’s usable.
Provide translation services (including sign language).
Provide culturally acceptable treatments.
Providing cultural competency training.
Make sure service providers have specialized assessment and
treatment skills needed to treat diverse clients (ethnicity and
sexual orientation).
Action Tool Kit
For Organizations …
ORGANIZATIONAL COMMITMENT …
Recruitment outreach efforts should target a wide
variety of academic, professional and community
organizations for the most talented and qualified
persons in culturally diverse groups.
Action Tool Kit
For Organizations …
ORGANIZATIONAL COMMITMENT …
Make efforts to use the following methods for finding out about the
cultural backgrounds of service users:








Cultural guides
Establish linkages with community leaders
Staff should attend cultural events in the community
The organization can sponsor culturally specific events or multicultural gatherings.
Hiring and retaining a diverse workforce
Provide on-going staff training
Involving service users in organization governance, program
planning, and evaluation.
Service user controlled service delivery (for example, ethnic social
service agencies or feminist organizations).
An Ending Quote To Ponder …
“You must be the change
you wish to see in the world.”
Mahatma Gandhi