Organizational Cultural and Linguistically Responsive Assessment

An electronic assessment that will review the organization’s current foundation in addressing culture, language, and health disparities to determine a baseline and develop recommendations.

Learn More: In this section you will find articles, books, podcasts and other resources about the importance of conducting organizational Assessment.

Investing in Culturally and Linguistically Responsive 2 Behavioral Health Care in Oregon: https://static1.squarespace.com/static/5501f6d4e4b0ee23fb3097ff/t/61b7fa9e7dcd765c3878a960/1639447199689/2021+CCC+Behavioral+Health+Report+-+English.pdf

This study provides a step-by-step guide of how the Research Justice Institute assessed the needs of BIPOC communities in Oregon. “The aim of this research is to provide the Oregon Health Authority (OHA) and Coordinated Care Organizations (CCOs) with recommendations for culturally and linguistically responsive services for communities of color.” While every community is different this is a helpful guide in understanding how assessments can be community led to fully understand the experiences of the individuals being served. Cultural Responsiveness Organizational Self-Assessment Materials (We may have to purchase this to gain full access, but the tool focuses on assessing levels of cultural responsiveness within an organization)

https://www.cpedv.org/sites/main/files/cros_review_guide_with_materials.pdf?1533230426

https://www.cpedv.org/sites/main/files/file-attachments/cros_survey_sample.pdf?1474493125

https://www.cpedv.org/sites/main/files/file-attachments/cros_facilitation_guide_sample.pdf

BEYOND SELF-ASSESSMENT — ASSESSING ORGANIZATIONAL CULTURAL RESPONSIVENESS

Bowen, S. (2008). Beyond Self-Assessment — Assessing Organizational Cultural Responsiveness. Journal of Cultural Diversity, 15(1), 7–15

The National Center for Cultural Competence at Georgetown University

Cultural and Linguistic Competence Policy Assessment (CLCPA) https://nccc.georgetown.edu/assessments/clcpa.ph

Board [template – diversity, race, gender, profession]
Interviews and training for Board or Advisory Council
CEO
Individual coaching for CEO
Executive Team
Team coaching

Learn More: In this section you will find articles, books, podcasts and other resources about the importance of Governance,

Abreu, R. L., Sostre, J. P., Gonzalez, K. A., Lockett, G. M., Matsuno, E., & Mosley, D. V. (2022, March 24). Impact of GenderAffirming Care Bans on Transgender and Gender Diverse Youth: Parental Figures’ Perspective. Journal of Family Psychology. Advance online publication. http://dx.doi.org/10.1037/fam0000987
In this paper Dr. Abreu shares: (a) explored parents’ perceptions of how bans on gender affirming care affect their trans and gender diverse child and (b) asked parents what advice do they have for policymakers regarding the impact of these laws on the well-being of TGD youth.
Five themes regarding the impact that these anti-trans laws and bills have on TGD youth: (1) depression and suicidal ideation/risk of suicide, (2) anxiety, (3) increased gender dysphoria, (4) decreased safety and increased stigma, and (5) lack of access to medical care.
Parents provided direct feedback to policymakers: (1) transgender youth health is not a political issue, (2) decriminalize gender affirming medical care, (3) decrease discrimination and violence against trans people, and (4) become educated on trans healthcare issues.

Center for Substance Abuse Treatment (US). Improving Cultural Competence. Rockville (MD): Substance Abuse and Mental Health Services Administration (US); 2014. (Treatment Improvement Protocol (TIP) Series, No. 59.) Available from: https://www.ncbi.nlm.nih.gov/books/NBK248428/

This free whole encompassing resource. Chapter 1 provides a detailed introduction to Cultural Competence. Some of the core sections included: What is cultural competence, why is cultural competence important, how is cultural competence achieved, what is culture, what is race, what is ethnicity, among other topics. Chapter 2 focuses on core competencies for counselors and other clinical staff. Chapter 3 focuses on culturally responsive evaluation and treatment planning. Chapter 4 focuses on pursuing organization cultural competences such as organizational values, governance, planning, evaluation and monitoring, language services, etc. Chapter 5 reviews behavioral health treatment for major racial and ethnic groups. Chapter 6 reviews drug cultures and the culture of recovery.

Infusing cultural and linguistic competence into the recruitment and retention of home visitors– HRSA Maternal and Child Health
https://mchb.hrsa.gov/sites/default/files/mchb/programs-impact/clc-workforce-development.pdf

Developing Cultural and Linguistic Responsive Operations [Business plan to address what is needed to succeed]
Human Resources – hiring, retention, promotion
Sample cultural and linguistic responsive job description.
Where to advertise
Billing – private, public insurance, language billing,
Electronic Health Records –
Develop fields needed
Policy and Procedure – Protocols, licensing, accreditation
Review policies that may be affecting ability to serve others

Learn More: In this section you will find articles, books, podcasts and other resources about the importance of cultural and linguistic reposiveness in hiring, retention and promotion of BIPOC employees.

Are Your Diversity Efforts Othering Underrepresented Groups? by Lori Nishiura Mackenzie and Melissa V. Abad
https://hbr.org/2021/02/are-your-diversity-efforts-othering-underrepresented-groups

Summary: In pursuit of living up to anti-racist pledges, many companies have prioritized hiring “diverse” talent to increase representation of Black employees. But this “quick fix” for racial equity doesn’t actually create an environment that’s actually inclusive of people of color. Language is one part of the problem. The term “diverse” erases individuals’ racial, gender, and disability characteristics, and it can result in “othering” the very people you want to include. Fostering an inclusive culture requires not only getting the language right, but also seeking education about racial inequity, measuring more categories of race, and valuing inclusion in hiring, feedback, performance reviews, and promotions.

State Strategies to Increase Diversity in the Behavioral Health Workforce By Mia Antezzo, Jodi Manz, Eliza Mette, and Kitty Purington
https://www.nashp.org/state-strategies-to-increase-diversity-in-the-behavioral-health-workforce/#toggle-id-6

Summary Take-Aways
Engage BIPOC communities through planning and outreach.
Use data to understand behavioral health workforce needs
Align across state agencies and branches
Prioritize behavioral health in recruitment and retention of the health care workforce
Create a more culturally inclusive workplace for BIPOC professionals.
Leverage new and emerging funding opportunities to invest in diverse workforce.

Community Tool Box: Section 7. Building Culturally Competent Organizations
WHAT IS A CULTURALLY COMPETENT ORGANIZATION?
WHY IS IT IMPORTANT TO BE CULTURALLY COMPETENT?
WHEN DOES AN ORGANIZATION NEED TO BECOME CULTURALLY COMPETENT?
HOW DO YOU CREATE A CULTURALLY COMPETENT ORGANIZATION?
https://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/culturally-competent-organizations/main

V. Developing Cultural and Linguistic Responsive Services (Treatment, Prevention and Intervention)

Evidence Based Practices

Cultural and Linguistically Responsive EBPs for treatment and prevention.

Staff Training

Implementation of the National CLAS Standards

Workforce Development –

Develop bilingual/bi-cultural staff

Administrative, clinical and prevention staff including peers

Volunteers

Medical (RN, Psy., MD Psych) – Nursing assessment, Labs – Clinical certification, Psychiatric nursing, Psychiatric PA, Psychiatrist.

Partner with Universities. Residency. Internship. Practicums

Health Professional Shortage Area Benefits

Learn More: In this section you will find articles, books, podcasts and other resources about the importance of developing and/or adapting cultural and linguistic responsive evidence based practices; importance of staff training on cultural and linguistic responsiveness, importance of implementing the National CLAS standards)

A crash-course in cultural competence. Rust. (2006). A CRASH-COURSE IN CULTURAL COMPETENCE. In A CRASH-COURSE IN CULTURAL COMPETENCE. https://pubmed.ncbi.nlm.nih.gov/16774021/

CRASH is a mnemonic for the following essential components of culturally competent health care–consider Culture, show Respect, Assess/Affirm differences, show Sensitivity and Self-awareness, and do it all with Humility. The goal of the CRASH-Course in Cultural Competency is to build confidence and competence in the clinician’s ability to communicate effectively with diverse patient populations.

Sacred spaces: A source for Black healing | Shawntell Pace and Tanisha Pelham | TEDxUGASalon- https://youtu.be/s-pSe_G5EeU

In their talk, Shawntell Pace and Tanisha Pelham explore how creating and protecting sacred spaces can heal racial trauma. Shawntell Pace and Tanisha Pelham are doctoral candidates in the Counseling Psychology program. Pace holds a Bachelor of Arts in Radio, Television, and Film and a Masters in Higher Education Administration from Auburn University, as well as a Master of Education in Clinical Mental Health Counseling from the University of Georgia. Pelham holds a Bachelor of Science in Psychology and a Master of Science in Community Psychology from Florida A&M University. Their research observes the health impacts of race-based experiences on people of African descent. Pace and Pelham co-facilitate the Healing Circle, a sacred space that supports Black women at the University of Georgia throughout their emotional healing journeys. Shawntell Pace and Tanisha Pelham are doctoral candidates in the Counseling Psychology program. Pace holds a Bachelor of Arts in Radio, Television, and Film and a Masters in Higher Education Administration from Auburn University, as well as a Master of Education in Clinical Mental Health Counseling from the University of Georgia. Pelham holds a Bachelor of Science in Psychology and a Master of Science in Community Psychology from Florida A&M University. Their research observes the health impacts of race-based experiences on people of African descent. Pace and Pelham co-facilitate the Healing Circle, a sacred space that supports Black women at the University of Georgia throughout their emotional healing journeys. In their talk, Pace and Pelham explore how creating and protecting sacred spaces heals racial trauma.

A Systematic Review of Parenting Scales Measurement Invariance/Equivalence of by Race and Ethnicity: Recommendations for Inclusive Parenting Research

Rodriguez, V. J., La Barrie, D. L., Zegarac, M. C., & Shaffer, A. (2021). A Systematic Review of Parenting Scales Measurement Invariance/Equivalence of by Race and Ethnicity: Recommendations for Inclusive Parenting Research. Assessment. https://doi.org/10.1177/10731911211038630

Other Areas specific to your organization

There are infrastructure and other cultural Issues that will come up occasionally. Throughout the curriculum cultural Issues are addressed such as hours of operation, community events and others.

Linguistic Issues outside of our general scope may also come up including how to handle translations, interpreters, staff proficiency and others and we will address those to your needs.

Achieving Cultural And Linguistic Responsiveness is a journey, for an individual and for a system, department, division, agency, or organization. The good news is that by becoming culturally and linguistically responsive everyone wins: your clients and their families will be better served which will in turn provide better organizational outcomes; the state will also win by saving money from individuals not having to access the more costly services like state hospitals or emergency departments.

V. Developing Cultural and Linguistic Responsive Services (Treatment, Prevention and Intervention)

Evidence Based Practices

Cultural and Linguistically Responsive EBPs for treatment and prevention.

Staff Training

Implementation of the National CLAS Standards

Workforce Development –

Develop bilingual/bi-cultural staff

Administrative, clinical and prevention staff including peers

Volunteers

Medical (RN, Psy., MD Psych) – Nursing assessment, Labs – Clinical certification, Psychiatric nursing, Psychiatric PA, Psychiatrist.

Partner with Universities. Residency. Internship. Practicums

Health Professional Shortage Area Benefits

Learn More: In this section you will find articles, books, podcasts and other resources about the importance of developing and/or adapting cultural and linguistic responsive evidence based practices; importance of staff training on cultural and linguistic responsiveness, importance of implementing the National CLAS standards)

A crash-course in cultural competence. Rust. (2006). A CRASH-COURSE IN CULTURAL COMPETENCE. In A CRASH-COURSE IN CULTURAL COMPETENCE.

CRASH is a mnemonic for the following essential components of culturally competent health care–consider Culture, show Respect, Assess/Affirm differences, show Sensitivity and Self-awareness, and do it all with Humility. The goal of the CRASH-Course in Cultural Competency is to build confidence and competence in the clinician’s ability to communicate effectively with diverse patient populations. https://pubmed.ncbi.nlm.nih.gov/16774021/

Sacred spaces: A source for Black healing | Shawntell Pace and Tanisha Pelham | TEDxUGASalon- https://youtu.be/s-pSe_G5EeU

In their talk, Shawntell Pace and Tanisha Pelham explore how creating and protecting sacred spaces can heal racial trauma. Shawntell Pace and Tanisha Pelham are doctoral candidates in the Counseling Psychology program. Pace holds a Bachelor of Arts in Radio, Television, and Film and a Masters in Higher Education Administration from Auburn University, as well as a Master of Education in Clinical Mental Health Counseling from the University of Georgia. Pelham holds a Bachelor of Science in Psychology and a Master of Science in Community Psychology from Florida A&M University. Their research observes the health impacts of race-based experiences on people of African descent. Pace and Pelham co-facilitate the Healing Circle, a sacred space that supports Black women at the University of Georgia throughout their emotional healing journeys. Shawntell Pace and Tanisha Pelham are doctoral candidates in the Counseling Psychology program. Pace holds a Bachelor of Arts in Radio, Television, and Film and a Masters in Higher Education Administration from Auburn University, as well as a Master of Education in Clinical Mental Health Counseling from the University of Georgia. Pelham holds a Bachelor of Science in Psychology and a Master of Science in Community Psychology from Florida A&M University. Their research observes the health impacts of race-based experiences on people of African descent. Pace and Pelham co-facilitate the Healing Circle, a sacred space that supports Black women at the University of Georgia throughout their emotional healing journeys. In their talk, Pace and Pelham explore how creating and protecting sacred spaces heals racial trauma.

A Systematic Review of Parenting Scales Measurement Invariance/Equivalence of by Race and Ethnicity: Recommendations for Inclusive Parenting Research

Rodriguez, V. J., La Barrie, D. L., Zegarac, M. C., & Shaffer, A. (2021). A Systematic Review of Parenting Scales Measurement Invariance/Equivalence of by Race and Ethnicity: Recommendations for Inclusive Parenting Research. Assessment. https://doi.org/10.1177/10731911211038630

Other Areas specific to your organization

There are infrastructure and other cultural Issues that will come up occasionally. Throughout the curriculum cultural Issues are addressed such as hours of operation, community events and others.

Linguistic Issues outside of our general scope may also come up including how to handle translations, interpreters, staff proficiency and others and we will address those to your needs.

Achieving Cultural And Linguistic Responsiveness is a journey, for an individual and for a system, department, division, agency, or organization. The good news is that by becoming culturally and linguistically responsive everyone wins: your clients and their families will be better served which will in turn provide better organizational outcomes; the state will also win by saving money from individuals not having to access the more costly services like state hospitals or emergency departments.