Embracing Cultural Competency. Brigette Rouson and Monika K. Moss. Principles of Respectful Engagement . Make room in the conversation for everyone Be aware of intent and impact Value differences Try it on Step up, Step back Practice “both, and” thinking Make your discomfort your ally
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Embracing Cultural Competency
Brigette Rouson and Monika K. Moss
Principles of Respectful Engagement
The Power Shuffle
Cultural Competency is a journey in which awareness of self and others from a cultural lens including an understanding of historical realities and levels of privilege, power, and oppression that exist. This awareness is honored and factored into the interaction in appreciation of the person, group, organization or community and their assets in its own cultural context.
The process should enhance the quality of life, create equal access to necessary resources, and partner with the community to foster strategic and progressive social change.
Every organization has historical baggage with regards to:
Source: Flipping the Script: White Privilege and Community Building (Potapchuk, Leiderman, Bivens, Major, 2005)
3. Expert power that comes from wisdom, knowledge, experience, skills, reputation.
4. Ideological power that comes from an idea, vision, or analysis..
5. Obstructive power stemming from the ability to coerce or block (i.e., whether implicit, threatened or demonstrated).
6. Personal power energy, vision, ability to communicate, influence, emotional intelligence, psychological savvy, etc.
7. Co-powering an idea from the Latino community that leaders are responsible to work mindfully towards supporting others’ personal power by modeling, validating, feedback.
8. Collaborative power that comes from our ability to join our energies in partnership with others in collective effort.
9. Institutional power economic, legal, and political power directly wielded by institutions.
10. Cultural power from the perspective of the dominant culture, these are the cultural norms, conditioning, and privilege regarding race/c1ass/gender/age (often invisible).
11. Structural power covertly or implicitly exercised by dominant institutions (such as lending or grantmaking institutions).
What came to mind in standing for your own identities?
What do you think are ways that the power differences may show up in your work in the field of service and volunteer management?
Level of Intervention
Internalized Privilege + Superiority
Claiming one’s Identity