CULTURAL COMPETENCY Technical Assistance Pre-Application Workshop

1. CULTURAL COMPETENCYTechnical Assistance Pre-Application Workshop

2. WHY CULTURAL COMPETENCY? • Growing diversity across the region, including in suburban communities. • Patients bring various perspectives about health based on their social and/or cultural backgrounds. • Cultural competence can improve provider-service recipient communication, trust and adherence to medical instructions – leading to better health outcomes.

3. INITIATIVE GOAL • Improve service delivery and reduce health disparities by … • Increasing understanding and the practice of cultural competency in nonprofit health and human service organizations.

4. KEY COMPONENTS

5. Cultural and linguistic competence is a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations. 'Culture' refers to patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups. 'Competence' implies the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities. [Adapted from Cross, T., Bazron, B., Dennis K., & Isaacs, M., 1989.] WORKING DEFINITION

6. Build understanding of national best practices in cultural competency. Strengthen awareness of how cultural competence, access and delivery of health services connects with health outcomes. Enable health and human service providers to recognize and respond to the needs of their target populations. INITIATIVE OUTCOMES

7. Engage the region’s foundations in supporting efforts to strengthen cultural competency. Build the capacity of local providers to lead future cultural competency efforts. OUTCOMES (cont)

8. INITIATIVE OVERVIEW Lead by Example Organizational Sustainability Infrastructure Development Diversity Integration Organization and Community Inclusiveness

9. Organizational Focus Organizational Structure Cultural Competence Sustainability Diversity Integration Policy Review Assessment / Survey Development of Program Indicators Sustainability Plan Training Evaluation TA FRAMEWORK BOARD OF DIRECTORS MANAGEMENT STAFF VOLUNTEERS

10. INITIATIVE BENEFITS From Current To Diversity Outcomes To Organizational Outcomes Incorporate Inclusion and Diversity as an Organizational Value Workforce with Best Talent / Increased Staff Satisfaction Integrated Inclusive Work Environment Positive Reputation In all Communities Integrated and Diverse Organization Integration of Inclusion and Diversity in Decision Making / Organizational Development Retention / Diverse Workforce Increased Performance & Innovation / Flexibility Community Partnerships and Involvement Inclusive Policy and Service / Increased Access to Diverse / Underserved Consumers / Clients • Board • Employee • Workplace • Community • Service

11. EVALUATION FRAMEWORK Technical Assistance People/Personnel Organization-Specific Attitudes Motivation Skills Policies Procedures Interaction Leadership Support Planning Service Design Indicators of success Systematic feedback process Direct Services Environment Reduction in Disparities in Provision of Services

12. EVALUATION REQUIREMENTS • Participants agree to: • Participate in focus group(s) during learning community • Complete two online surveys • Be available to participate in interviews by evaluator as needed

13. SAMPLE EVALUATION OUTCOMES

14. APPLICATION PROCESS Up to 10 organizations will be selected. Technical assistance term runs 12 months. Organizations must meet Foundation’s general eligibility criteria. Completed application can be mailed or emailed.

15. APPLICATION PACKAGE Application Consists of: • Cover Page • Statement of Commitment • Narrative Statement of Request • Copy of Organization’s IRS Letter

16. NARRATIVE STATEMENT Should address (within four pages): Describe organization, and your experience with diversity and inclusion. Describe conditions in your organization and/or community that explain your interest in cultural competency. Discuss level of commitment of board of directors and capacity to sustain efforts. Describe organization’s ability to dedicate staff resources and capacity to continue efforts beyond the TA period.

17. SELECTION CRITERIA Evidence of organizational readiness (including commitment of the board). Demonstrated understanding of the barriers affecting culturally competent delivery of services. Evidence of commitment to sustain efforts beyond the TA period.

18. APPLICATION TIMELINE Application Deadline: Thursday, December 13, 2012 @ 4:00 p.m. Notification of Awards: Wednesday, March 6, 2013 T.A. Period:April 1, 2013 – March 31, 2014

19. CONTACTS • Carla Gibson – Senior Program Officer REACH Healthcare Foundation (913) 432-4196 / carla@reachhealth.org • Adriana Pecina– Program Officer Health Care Foundation of Greater Kansas City (816) 241-7006 / apecina@hcfgkc.org • Theresa Reyes Cummings – Director of Program Development Jackson County Community Mental Health Fund (816) 842-7055 / trcummings@jacksoncountycares.org