Cultural Competency and Diversity Planning in Aging Services

Transcription

1 Cultural Competency and Diversity Planning in Aging Services Health Shared Services Ontario Achieving Excellence Together Conference Thursday, June 15, :45-4:45 PM

2 Presenters Ms. Baljit Sadhal Project Manager Indus Community Services Ph: Ext. 245 Fax: Ms. Sue Matthiesen Managing Director, Aging Services CARF International Ph: , ext Fax:

3 Presentation Objectives Discuss how comprehensive cultural competency and diversity plans benefit organizations Explore how a cultural competency and diversity plan can be instrumental in addressing how the organization responds to the diversity of its stakeholders, (person served, family/caregivers, staff) Discover the best practice requirements related to the plans, using templates and implementation guidelines considered by organizations striving to enhance the lives of the people they serve.

4 What is Indus Community Services? Commitment to serve people of all backgrounds in a way that is culturally responsive and adheres to the highest standards of service Founded as India Rainbow Community Services of Peel in locations Staff of over 100 Family Services Health Services Newcomer Services Volunteering CARF accredited

5 What is CARF International? Founded September 27, employees 1,400 surveyors 5 offices One of the world s leading accrediting bodies for health and human services Almost 7,000 service providers with more than 50,000 accredited programs and services at 23,000 locations worldwide Accredited programs in 22 countries We are committed to helping organizations ASPIRE to Excellence in the programs and services they provide to enhance the lives of persons served across their life span

6 Canada has learned how to be strong not in spite of our differences, but because of them, and going forward, that capacity will be at the heart of both our success, and of what we offer the world. Our commitment to diversity and inclusion isn t about Canadians being nice and polite though of course we are. In fact, this commitment is a powerful and ambitious approach to making Canada, and the world, a better, and safer, place. London, United Kingdom, November 26, 2015 Address by the Right Honourable Justin Trudeau, Prime Minister of Canada

7 Some Fundamental Considerations Inclusion - A sense of belonging is important to individuals Both client and staff needs are important Lots of information about individuals is not visible Population being served in programs changes from year-to-year, so organizations benefit from implementing ways to continually track information and update their approaches

8 CARF s Standard The organization implements a cultural competency and diversity plan that addresses: Persons served, personnel, other stakeholders. Is based on the consideration of the following areas: Culture. Age. Gender. Sexual orientation. Spiritual beliefs. Socioeconomic status. Language. Is reviewed at least annually for relevance and updated as needed.

9 Cultural Competency Self-Assessment Who Is In Your Community? Organizations and individuals are at various levels of awareness, knowledge, and skills along the continuum of cultural competence. Engaging in self-assessment helps organizations to: Gauge the degree to which they are effectively meeting the needs and preferences of culturally and linguistically diverse groups Establish partnerships that can involve families, consumers and key stakeholders in meaningful ways. Key questions: Who are your key stakeholders? What are their needs and preferences? How do you adjust your program to meet their needs?

10 Concepts are Woven Throughout CARF Standards Functions impacting quality Role of leadership Services across the lifespan Aging Services Rights of persons served Role of the team Behavioral Health Personcentred care Cultural Competency and Diversity Planning Accessibility or removal of barriers to services Child and Youth Services Employment and Community Services Effectiveness of services Personnel practices Medical Rehabilitation

11 Canada s 2017 Best Diversity Employers Competition Recognizes employers across Canada that have exceptional workplace diversity and inclusiveness programs. Goes across many business sectors: government, human services, financial, transportation, manufacturing, retails, and others.

12 What are some key similarities among these exceptional workplace diversity and inclusiveness programs? Leadership priority A written strategy being implemented A team focused on strategy deployment: regional committee, employee resource group Linkages with the community Education for personnel Measurement of progress toward established targets

13 Cultural Competency and Diversity Planning is Related to Accessibility CARF s view of accessibility is Barriers, or lack thereof, for persons in obtaining services. This may be at the level of the individual persons served or the target population for the organization.

14 Accessibility Planning The organization assesses the accessibility needs of the persons served, personnel, other stakeholders. Implements an ongoing process for identification of barriers in the following areas: Architecture Environment Attitudes Finances Employment Communication Technology Transportation Community integration, when appropriate Any other barrier identified by persons served, personnel, or other stakeholders

15 Bringing a Cultural Competency and Diversity Plan to Life Various tools and approaches can help Diversity and Inclusion Strategy Equity Assessment Indus Committee (not required by CARF) Indus education Measuring outcomes Example from Indus Health Equity - Spiritual beliefs Provide space at all locations to practice faith observations. Spirituality, but not religious conversations are a part of our program. Add healthy foods and activities from a variety of cultures. BS

16 DIVERSITY & INCLUSION STRATEGY Indus Community Services is committed to promoting diversity & inclusion in all functions of the organization to achieve excellence & equitable outcomes for our clients, stakeholders, volunteers and the wider community. Diversity Refers to the unique characteristics that all of us possess that distinguish us as individuals and identify us as belonging to a group - includes race, ethnicity, gender, religion, sexual orientation, accent and more. (Hasting Institute) Inclusion Creating an environment in which people have both the feeling and reality of belonging and are able to work to their full potential. (Ontario Inclusion Learning Network) Equity The practice of ensuring a fair, inclusive and respectful treatment of all people. (Adapted from Ontario s Equity and Inclusive Education Strategy) Strategic Pillars Education & Training Change Management Through Policy Impact Assessment to Achieve & Sustain Excellence BS

17 Equity Assessment What is it? Data collection tool Collects client/caregiver information Identifies population characteristics Information helps to guide service planning Sample Questions What language would you feel most comfortable speaking in with your service provider? Which of the following best describes your racial or ethnic group? What best describes your gender? BS

18 Education/Training Approaches The key is to have a solid framework to integrate Diversity and Inclusion within Twice a year training for entire organization at Personal Development Days Indigenous Cultural Safety Training Orientation Package mandatory training for all new staff Diversity and Inclusion Regular Lunch & Learn by Diversity & Inclusion Committee BS

19 Outcome Measures Related to Cultural Competency Examples of measurement to demonstrate value of addressing these issues improved satisfaction Staff satisfaction survey include questions about Diversity & Inclusion framework effectiveness Changing needs of community Indus has a diverse and highly trained staff - members speak a variety of languages including English, French, Hindi, Punjabi, Tamil, Urdu, Bengali, Gujarati and Arabic. BS

20 It s an Ongoing Process: Steps to Developing Cultural Competency Cultural Awareness: Where are your gaps? self-awareness, cultural identity Cultural Knowledge: understanding beliefs and behaviours, sociological understanding Cultural Sensitivity: empathy, trust, acceptance, respect Cultural competence: assessment skills, developing your diversity and inclusion strategy BS

21 In Closing.Tips to Consider Review your intake/assessment tool to see if it is sufficient Consider the information you collect. How do you use the information to drive planning, personnel education, service delivery? Be Willing to Change! BS

22 Resources to Explore Multicultural health care resource center Checklist to meet Ethical and Legal Obligations to patients at end of life National Centre for Cultural Competence, Georgetown University, USA Regional Diversity Roundtable of Peel

23 There is no finish line, so love the journey.

24 Ms. Baljit Sadhal Project Manager Indus Community Services Ph: Ext. 245 Fax: Ms. Sue Matthiesen Managing Director, Aging Services CARF International Ph: , ext Fax: