Empowerment & Resiliency Within the Context of Culturally Competent Care

1. Empowerment & Resiliency Within the Context of Culturally Competent Care Birmingham Presents: Lee A. Underwood, Psy.D. USA Consulting Group April 21, 2006

2. More On Cultural Competency Quote “We cannot run society for the privileged and allow a significant proportion of the population to be marginalized. It impacts the quality of life for all of us if we have “throw away” people. An educational system which tolerates injustice is doomed to collapse” Leonard Noisette USA Consulting Group

3. Purpose • To identify practical steps in getting providers in the mental health and juvenile system better informed in culturally sensitive and resiliency-based interventions to assist in improving cross cultural communication • To learn techniques to empower and encourage in in the educational system USA Consulting Group

4. Benefits of Being Culturally Competent • To empower youth and increase staff and youth’s creativity • To expands one’s view of the world and life experiences • To reduces barriers to cross-cultural interactions • To improves observational skills USA Consulting Group

5. Learning Objectives • Increase awareness of promising interventions • Improve understanding of components of culturally competent care • Improve engagement skills with youth and their families • Monitor resiliency through effective relationships • Improve emotional and physical boundaries with youth and their families • Learn ways to eliminate culturally insensitive techniques USA Consulting Group

6. Overview of Modules • Benefits of Cultural Competency • Resiliency: Protective & Risk Factors • Culturally Competent & Empowered Interventions • Communication & Engagement Strategies • Personal Empowerment USA Consulting Group

7. Module 1 Benefits of Cultural Competency?

8. What is Cultural Competency? • Prevalence Rates • Rationale for Cultural Competency • What Is Cultural Competency? • Related Terms • More on Cultural Competency? USA Consulting Group

9. Prevalence Rates • US Represents 2% of World’s Population • US has 25% of World’s Prisoners • US Population of Racial Minorities are 27% • US Population of African-Americans is 14% and 15% are Hispanic speaking • Of the 2 Million Incarcerated, nearly 70% are African-Americans and Hispanic speaking USA Consulting Group

10. Prevalence Rates • One out of 5 African-Americans Males are in Prison Between the Ages f 18-24 USA Consulting Group

11. Prevalence Rates • Top Educational Issues: 80% of black male children are in special education classes. 16-24 year old black men are more than twice as likely than young white men to be both out of school and out of work (National Center for Educational Statistics,1997). USA Consulting Group

12. Prevalence Rates • Accordingto the U.S. Census concerning data on divorce, child custody and child support, 50% of all white children and 75% of all black children born in the last two decades are likely to live for some portion of their childhood with only their mothers. USA Consulting Group

13. Prevalence Rates • “Children growing up in homes with absent fathers are more likely to fail or drop out of school, engage in early sexual activity, develop drug and alcohol problems, and experience or perpetrate violence in greater numbers than children growing up in homes with fathers present.” Benson Cooke USA Consulting Group

14. Prevalence Rates • Over 1/5 or (26%) of the absent fathers live in a different state than do their children. • Approximately 40% of the children who are fatherless have not seen their father in at least a year, and about 50% have never visited in their father’s house. USA Consulting Group

15. Prevalence Rates Additional Information • The United States has the highest adolescent pregnancy rate among developed countries, with over 800 thousand teenagers becoming pregnant each year. Most of these adolescents are not ready for pregnancy, childbearing, or the demands of parenthood (CDC, 2000). • Preterm (or premature) birth is the leading cause of death among African American infants, and the second leading cause of death among white infants. In some states, infant mortality rates are slowly improving, however black women are still twice as likely to experience preterm (or premature) birth as white women. • Pregnancy rates for 15--19-year-olds were, in every state except one, higher for blacks than for whites. USA Consulting Group

16. Prevalence Rates • Black Americans are more likely to receive misdiagnoses of schizophrenia and less likely to receive accurate diagnoses of depression or other mood disorders. (Source: New York Times, August 27, 2001). USA Consulting Group

17. Rationale for Cultural Competency • To provide participants with an in-depth analysis of the psychological and sociological struggles of ethnic minority youth they pursue personal achievement • To examine specific obstacles, i.e., judicial, mental health, substance use, education issues confronting and impacting on ethnic minority youth USA Consulting Group

18. Rationale For Cultural Competency • To learn that negative engagement strategies increase the likelihood of damage • To acknowledge that providers must become culturally sensitive providers USA Consulting Group

19. What Is Cultural Competency? • Socially, culture patterns the ways its members perceive each other, relate to and interact with each other. It facilitates the ways they create, develop, organize, institutionalize and behaviorally apply their human potential in order to adapt to the conditions under which they live so as to satisfy their psychological, social and survival needs. To the degree that the shared beliefs and behavioral orientations of the members of a culture are consensually consistent, reasonably rational and realistic, are effectively and consistently socialized and reinforced, the culture is characterized by coherence, somewhat low levels of internal conflicts and contradictions, relatively smooth, automatic, coordinated operation, and thereby effectively functions in the interest of its members. Benson Cooke USA Consulting Group

20. What Is Cultural Competency? • It is very important to keep in mind that a culture is to a significant extent a historicalproduct, a socialproduct. A culture is socially manufactured, the handiwork of both deliberate and coincidental human social collusions and interactions. A culture also manufactures social products. Some of the most important social products it generates include its own cultural identity, and the social and personal identities of its constituent group and individual members (Wilson, 1998). USA Consulting Group

21. What Is Cultural Competency? Cultural Competency Refers to a set of congruent behaviors, practices, attitudes, and policies that come together in a system, agency, or individual to work effectively in a multi-ethnic, pluralistic and linguistically diverse community USA Consulting Group

22. Related Terms Examples of Institutional Racism • School Suspensions Before Standardized Tests • Three Strikes and Out • Crack Cocaine Versus Powder Cocaine • Overrepresentation of Minorities in Prison • Education Funding & School Districts • Gangster Rap Versus Hard Rock • Access to Tertiary Loans • Welfare Recipients & Fatherless Homes USA Consulting Group

23. More On Cultural Competency? • The Continuing presence of racism creates powerful emotions and uncertainty in the lives of ethnic minorities. Over the long haul, prejudice and discrimination can generate rage, anger, frustration, bitterness, resentment, grief, despair, or any combination of these emotions. Contending with racism can be energy consuming and keeps one on constant guard. Uncertainty comes from not knowing when racist events will happen or whether prejudice was the cause of an event. (Joseph L. White and James Cones III) USA Consulting Group

24. More On Cultural Competency? Additionally, cultural competency encompasses individual strengths, which includes: • A belief in the goodness of individuals-instead of viewing the youth who does not display skills as deficient; it is believed the youth has not had the experiences or opportunities to mastering essential skills. Given the skills, youth are able to transcend their current situation. • A belief that youth are motivated by how others respond to them. When adults accentuate the positive areas in a youth’s life, this may result in heightened motivation. USA Consulting Group

25. More On Cultural Competency? Strengths cont’d • A focus on the internal and external resources of individuals rather the solely the youth’s circumstances. • Explicitly seeking and building upon the individual strengths rather than the individual’s limitations. • Less focus on pathologies and deficits USA Consulting Group

26. More On What is Cultural Competency? Strengths Cont’d • A focus on past successes and ways in which the successes were achieved. • A focus on survivor skills rather than victim responses. • A focus on personal accomplishments and the accompanying steps to achieve such • Recognition of interpersonal strength (i.e.-accepts and gives criticism) USA Consulting Group

27. More On Cultural Competency Strengths Cont’d • Involves family involvement (a sense of belonging to the family) • A focus on intrapersonal strength (i.e.-demonstrates a sense of humor, provides criticism • A focus on affective strength (i.e.-asks for help, some insight into self-awareness) USA Consulting Group

28. More On Cultural Competency? • In sum, ethnic minority youth who are taught and guided through their rich history and proud heritage begin to develop the capacity to see themselves as limitless in their ability to make a difference in their lives. They also perceive themselves as possessing a viable, healthy self-identity and positive values. Lastly, students who value themselves are capable of striving for personal empowerment. -Benson G. Cooke USA Consulting Group

29. Module 2 Resiliency: Risk & Protective Factors

30. Resiliency • Resiliency • Protective Factors USA Consulting Group

31. Protective Factors • Protective factors refer to internal and external support systems that buffer the negative effects of trauma and disruptions. Internal factors include resiliency, self-appraisal and explanatory styles. External factors include the protective role of caregiver supervision and monitoring. USA Consulting Group

32. Resiliency Protective Factors • Family • Communicates with family • Constructive use of time at home • Family activities • Family support • Unconditional regard from a parent USA Consulting Group

33. Resiliency Protective Factors • Peers • Positive peer relationships • Has at least one person to confide • Values fairness • Ability to make friends • Ability to communicate disagreements • Ability to communicate wants USA Consulting Group

34. Resiliency Protective Factors • Individual • Values honesty and integrity • Self-control • Self-efficacy in prosocial roles • Problem solving skills • Plans, organizes and completes tasks • Emotional Stability and regulation USA Consulting Group

35. Resiliency Protective Factors • Education • School engagement and bonds • Attachment with academic achievers • Positive interactions with teachers • Educational aspirations • Caring & supportive school environment USA Consulting Group

36. Resiliency Protective Factors • Delinquency • Support & reinforcement in the community • Prosocial adult relationship • Extensive structured activities • Participates in faith community • Involved in community organizations USA Consulting Group

37. Resiliency • Protective Factors • Substance Use • Parents model health moderation • Effectively manages peer pressure • Free of distressing habits • Manages stress well • Positive self-concept USA Consulting Group

38. Module 2 Culturally Competent & Empowered Interventions

39. Culturally Competent Interventions • Concepts of Change • Key Interventions USA Consulting Group

40. Concepts of Change • In order for change to occur in staff members or youth alike, one must want to change. One must be open to the concept of change. Then and only then, must one be willing to work closely with others to engage the change process USA Consulting Group

41. Concepts of Change Change includes the following concepts: • Participation • Input • Collaboration • Ownership • Responsibility • Resolution USA Consulting Group

42. Concepts of Change Concepts of Change • Participation: When people recognize themselves as participants in any process involving change, it increases the likelihood that they might believe that they have been invited into a process welcoming their true expression of feelings, and thoughts about methods to transform themselves and their environment in ways that positively impact on self and others USA Consulting Group

43. Concepts of Change Concepts of Change Cont’d • Input:When people are asked to give their input, it increases the perception that what they think and say will be integrated into the framework of a process that facilitates the experience of inclusion. One consequence of this process can be increasing the feeling of being connected and associated with the group and/or team in a substantive manner USA Consulting Group

44. Concepts of Change Concepts of Change Cont’d • Collaboration: When people see themselves as included in a process of collaboration from beginning to end, they are more likely to believe that what they think and say is important to the working partnership of a group/team. Collaboration helps to facilitate a process in which people are motivated to become willing assets in jointly working together with another. Collaboration builds trust and positive interpersonal communication through a process of sharing diverse ideas, values and beliefs about how to accomplish a particular goal or objective USA Consulting Group

45. Concepts of Change Concepts of Change Cont’d • Ownership:When people assume more of a personal interest and give an increased level of attention to a task, activity or program as a team player in order to ensure its success. When ownership is taken on as a professional ethic, people are more likely to exhibit a commitment and/or duty to take on an assignment as necessary/essential toward the fulfillment of a particular goal or objective USA Consulting Group

46. Concepts of Change Concepts of Change Cont’d • Responsibility:When people assume responsibility, they recognize that they personally and professionally matter as a participant in the process of accomplishing a goal or objective. They identify with the process involved to see a particular goal/objective through to its conclusion and therefore see value to their participation, input and ownership as an agent of change • All of this helps to promote the spirit of participation as an agent of change. Benson G. Cooke USA Consulting Group

47. Concepts of Change Concepts of Change Cont’d • Resolutions: An expansion of the identity knowledge gained during earlier developmental periods • The completion of and separation from childhood roles • Coming to terms with the fear and anxiety produced by the anticipation of previously unexplored roles and responsibilities • Learning to attach meaning to personal and group-based knowledge and experiences • Exploring and developing commitments in a variety of identity domains • The reemergence of a new outer identity USA Consulting Group

48. Concepts of Change Stages of Change • Pre-Contemplation • Contemplation • Determination • Preparation • Maintenance USA Consulting Group

49. Concepts of Change • Pre-Contemplation • Consistent with the stage of denial • Tried to solve before, yet to no avail • As a result, gave up trying • Wished the problem did not exist • Out of sight, out of mind mentality • Change is not a realizable option USA Consulting Group

50. Concepts of Change • Contemplation • Consistent with the stage of bargaining • Tried to solve before, some success • As a result, contemplates change • Understands the nature of the problem • Views the problem as manageable • Change is an option, if conditions were favorable USA Consulting Group