Cultural Diversity & Sensitivity Training for Leaders

1. Supervisors Leadership (24hrs) TCOLE Course # 3737 AND UNIT NINE BCCO PCT #4 PowerPoint BCCO PCT #4 PowerPoint

2. UNIT NINE 9.0 Civil Rights, Racial Sensitivity & Cultural Diversity

3. Learning Objectives Learning Objective 9.0 : The participant will gain a working knowledge of Civil Rights, Racial Sensitivity, And Cultural Diversity Learning Objective 9.1: The participant will be able to describe the need for sensitivity to cultural diversity issues. Need for Diversity. Learning Objective 9.2: The participant will be able to discuss the requirements of Occupations Code 1701.352(b)(2)(A).

4. Learning Objectives Continued Learning Objective 9.3: The participant will be to discuss one’s own attitudes and values concerning cultural diversity. Learning Objective 9.4: The participant will be able to discuss strategies for addressing cultural insensitivity by individuals.

5. 9.1 Need for Cultural DiversitySensitivity to Cultural Diversity Issues A. Describe the need for sensitivity to cultural diversity issues.Needfor Diversity.

6. 9.1 Need for Cultural DiversitySensitivity to Cultural Diversity Issues – Cont’d B. Allpeace officers have the responsibility to be role models for their communities and their agency.

7. 9.1 Need for Cultural DiversitySensitivity to Cultural Diversity Issues – Cont’d C. Supervisors have an even higher responsibility for providing leadership and setting an exemplary role model than individual officers. SUPERVISOR

8. 9.1 Need for Cultural DiversitySensitivity to Cultural Diversity Issues – Cont’d D.. As discussed in Unit Six, there are specific legal consequences for agencies and supervisors for failure to understand and appreciate the need for the proper handling of diversity issues.

9. 9.2 Requirements of Texas Occupations Code 1701.352(b)(2)(A). A. 1701.352(b) The commission shall require a state, county, special district, or municipal agency that appoints or employs peace officers to provide each peace officer with a training program at least once every 48months that is approved by the commission and consists of:

10. 9.2 Requirements of Texas Occupations Code 1701.352(b)(2)(A). – Cont’d A. 1701.352(b) and consists of: (2) not more than 20hours of education and training that contain curricula incorporating the learning objectives developed by the commission regarding:

11. 9.2 Requirements of Texas Occupations Code 1701.352(b)(2)(A). – Cont’d A. (2) 1701.352(b) and consists of: (a.) civilrights, racial sensitivity, and cultural diversity

12. 9.3 Attitudes & Values concerning cultural diversity. A. Every individual is entitled to equalrights and dignities. They are entitled to them by virtue of being human and by the United States Constitution and Texas Constitution.

13. 9.3 Attitudes & Values concerning cultural diversity – Cont’d B. The right to be free implies the right to be different. C. We should try to always understand people different from us.

14. 9.3 Attitudes & Values concerning cultural diversity – Cont’d D. All people share certain common needs: 1. social needs 2. health 3. employment

15. 9.3 Attitudes & Values concerning cultural diversity – Cont’d D. All people share certain common needs: - Cont’d 4. shelter 5. food, and 6. positiveself-image

16. 9.3 Attitudes & Values concerning cultural diversity – Cont’d E. Individuals should be evaluated on their merit. 1. Because it is easier,

17. 9.3 Attitudes & Values concerning cultural diversity – Cont’d E. Individuals should be evaluated on their merit. 2.we tend to categorize people and make judgments about them rather than evaluate them on their individual character.

18. 9.3 Attitudes & Values concerning cultural diversity – Cont’d E. Individuals should be evaluated on their merit. 3. This leads to stereotyping.

19. 9.4 Strategies for addressing cultural insensitivity by individuals A.Consequences of insensitivity to the culture or ethnicity of : 1. a citizen 2. a female victim

20. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: A.Consequences of insensitivity to the culture or ethnicity of : 3. a juvenile 4. a peer

21. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: A.Consequences of insensitivity to the culture or ethnicity of : 6. a subordinate 7. a superior

22. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: A.Consequences of insensitivity to the culture or ethnicity of : 8. a city county council member, county commissioner, or State Senator.

23. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: A.Consequences of insensitivity to the culture or ethnicity of : 9. What is the credibilityincourt of a officer who has a history of cultural or ethnic bias?

24. Leader Discussion O.J. Simpson trial and where the previous behavior and words of one officer can and does have serious consequences for the case, the agency/department, the community, and the officer.

26. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling Problems 1. What are the best ways to handle unprofessional comments and jokes concerning any person’s cultural or ethnic background?

27. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling Problems 2.Communications can involve triggerwords which are sometimes called “hot buttons”. Trigger words ignitea response in another person

28. Leader Discussion What are the most effective ways to counsel a subordinate concerning the inappropriate use of “triggerwords” when referring to a person?

29. Leader Discussion What are the most effective ways to respond to a peer concerning the inappropriate use of “triggerwords” when referring to a person

30. Leader Discussion What are the most effective ways to respond to a superior concerning the inappropriate use of “triggerwords” when referring to a person

31. Leader Discussion What are the most effective ways to respond to a citizen concerning the inappropriate use of “triggerwords” when referring to a person?

32. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 1. Ignoring 2. Condoning

33. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 3. Punishing 4. Expressing disapproval

34. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 5. Expressing anger and outrage 6. Physical violence

35. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 7. Arrest

36. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 8. Asking why the person feels that it is necessary to use such language?

37. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 9. Discussion of consequences

38. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: B. Handling the problem (Continued) Options and consequences of each: 10.Referring the situation to the person’s superior

39. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 1. Supervisors should attempt to raise the level of competence of their subordinates through a. example,

40. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 1. Supervisors should attempt to raise the level of competence of their subordinates through b. counseling,

41. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 1. Supervisors should attempt to raise the level of competence of their subordinates through c. training.

42. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 2. Since all officers are required to receive training dealing with Civil Rights, Racial Sensitivity, and Cultural Diversity, it is important that

43. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 2. Cont’d: the supervisor and the agency - organizational culture reinforce those trainingobjectives.

44. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 3. The most successful peace officers are competent in understanding and communicating with persons of many cultures.

45. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: C. Providing Leadership 4. Peace officers who are multi-culturalare the most effective.

46. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: D. Characteristics of the Multi-Cultural Person 1. An appropriate sense of cultural pride.

47. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: D. Characteristics of the Multi-Cultural Person 2. A tolerance and even a fascination for difference.

48. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: D. Characteristics of the Multi-Cultural Person 3. A willingness to risk.

49. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: D. Characteristics of the Multi-Cultural Person 4. An interest in and a love of culture.

50. 9.4 Strategies for addressing cultural insensitivity by individuals - Cont’d: D. Characteristics of the Multi-Cultural Person 5. An ability to allow for different opinions and points of view.