2011 Executive Seminar New York State Association for Psychiatric Rehabilitation

1. 2011 Executive SeminarNew York State Association for Psychiatric Rehabilitation April 27, 2011 Lenora Reid-Rose, MBA Coordinated Care Services, Inc. & NKI Center of Excellence for Culturally Competent Mental Health Care

2. Definition of Cultural Competence • An integrated set of behaviors, attitudes and skills, policies and procedures that come together to enable caregivers to work effectively and efficiently in multicultural situations • It is an attribute of a system, an individual or an agency (New York State Office of Mental Health, 1998, adapted fro m Cross et al. 1989)

3. Cultural competency is a business imperative with bottom line results in the form of products, and innovative strategies for business growth • it utilizes the awareness, knowledge and understanding of all people as an asset • It implies an ability to work within and among diverse individuals; understanding of diverse attitudes, beliefs, behaviors, practices, and communication patterns, attributable to a variety of factors (race, ethnicity, religion, SES, historical or social context, physical or mental ability, age, gender, sexual orientation, or generational and acculturation status)

4. Why is Cultural competency important Four key factors: • Buying power of various racial and ethnic cultural groups • Supplier power of various racial and ethnic cultural groups • Ingrained cultural competence practices and policies in the organization’s structure • Attracting and retaining diverse talent

5. Buying power • Projects opportunity for expansion of business model • Indicates potential of new and existing services (products) • Helps to target media and advertising to populations of focus

6. Supplier diversity • Visual indicator and economic indicator of cultural competence • Consumers buy from people with whom they feel comfortable • Engages different types of people

7. Ingrained diversity and inclusion policies and practices • US Department of Labor estimated in 2008 that 75% of those entering the US workforce would be women, immigrants, or people of color • Diverse group will have a higher probability of conflict if their differences and talents are not respected and utilized • Groups with various forms of individual and cultural diversity is a better team, more creative and has a diversity to thoughts and talents

8. Attract and retain diverse talent • Organizations demonstrating cultural competency has the ability to attract and retain staff from different cultural groups • Millennial workforce desires a diverse culture, seeks interaction and understanding, wants to work for an organization where they feel respected for their differences and talents

9. Impacting the bottom line • Develop and implement cultural competency organizational assessments • Implement a bonus structure • Pay for performance • Encourage organizations to share positive results with other leaders to spur competition • Standardize data collection and analysis on race and more finely grained ethnicity across systems and provider of services • Present data that: • Shows the relationship between patient and job satisfaction and cultural competency • Links quality, performance and outcomes • Highlights the disparities in care • Use data to inform program development