HLT 324V Week 1 Discussion 2

How does cultural competency occur? What can one do to become culturally aware? Describe an effective approach to using The Purnell Model when working with subcultures (immigration status, gender, political beliefs, socioeconomic status, sexual orientation, educational status, etc.).

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How does cultural competency occur?

Introduction

The phrase ‘cultural competency’ refers to an organization’s ability to get its underlying priorities and processes right, day in and day out. In other words, an organization must have a strong culture if it’s going to succeed at achieving high levels of cultural competency.

The phrase ‘cultural competency’ refers to an organization’s ability to get its underlying priorities and processes right, day in and day out.

The phrase ‘cultural competency’ refers to an organization’s ability to get its underlying priorities and processes right, day in and day out. This can be difficult for organizations because they have a tendency to stick with what they know and don’t automatically assume that everyone else does too. For example, if your business was founded by an immigrant who came from a different country than most of the people who work there now, then you’re probably going to want him or her included in this conversation—but it might not always make sense for them to be involved at every step along the way.

The same goes for people whose backgrounds differ drastically from yours: maybe some members of management don’t see eye-to-eye with some employees on how best practices should be done; maybe one group feels like their voice is being ignored (or even worse, considered irrelevant). These kinds of situations can cause conflict within an organization—and that’s when cultural competency becomes so critical!

How do organizations achieve such high levels of cultural competency?

• The importance of having a strong foundation.

• How to measure cultural competency levels within an organization.

What is an example of a Missouri organization that has been successful at becoming culturally competent in a specific population?

An example of a Missouri organization that has been successful at becoming culturally competent in a specific population is the St. Louis County Human Rights Commission. The commission is charged with enforcing laws against discrimination and protecting individuals from harassment based on their race, color or national origin.

The commission was created by the U.S. Congress in 1964 (as an amendment to Title VI) after it had been established as an Executive Order by President Kennedy before his assassination in 1963—and it has remained active ever since then!

The main goal behind this effort was to provide assistance for those who needed help understanding what they could do legally when faced with discrimination issues; but also how they could prevent themselves from being discriminated against in any way possible!

Takeaway:

To be culturally competent, an organization must understand the people it serves and their needs. It must also have a plan for how to meet those needs, including how to assess and improve your current practice. You can learn more about what cultural competency looks like in practice by visiting our website or reading our blog posts here on [your name].

Conclusion

So, how do you achieve cultural competency? Here are some tips that we hope you’ll find useful:

Start by asking yourself whether or not your organization has people of different races, ethnicities and cultures. If so, make sure they feel welcome at all levels of the organization so that they can tell others about it too! Be sure to include members’ feedback in any cultural competency training sessions too so everyone gets involved where appropriate.