Final Report - RI Department of Children, Youth & Families

APPENDIX C: DEFINITIONS, CORE VALUES AND
STANDARDS OF CULTURAL COMPETENCE FOR RHODE
ISLAND’S SYSTEM OF CARE FOR CHILDREN, YOUTH AND
THEIR FAMILIES
CULTURE
DEFINITIONS 22
The thoughts, ideas, behavior patterns, customs, beliefs, values, skills, arts, religions and
prejudices of a particular people at a given point in time.
CULTURAL DIVERSITY
The rich mixture of ethnic, racial, religious, national and individual characteristics that
colors the landscape of the world in which we live.
CULTURAL COMPETENCE
The ability of individuals and systems to respond respectfully and effectively to people of all
cultures, classes, races, ethnic backgrounds and religions in a manner that recognizes,
affirms and values the worth of individuals, families, and communities and protects and
preserves the dignity of each.
CULTURAL COMPETENCE IS FOR EVERYONE
CULTURAL COMPETENCE CORE VALUES 23
Cultural competence is a personal and organizational commitment to learn about one another and
how individual culture affects how we act, feel and present ourselves in the work place. The
purpose of cultural competence is the sharing of knowledge about all aspects of culture [gender,
religion, age, sexuality, education, etc.], not just the racial/ethnic culture of people of color.
Cultural competence is an enrichment process, which allows everyone to share and learn. We
have to be as willing to share our culture as to learn about another person’s.
The vision, mission and goals are the tools the organization can use to create an organizational
culture where employees feel comfortable discussing cultural difference and learning about the
cultures of other employees and the population served. The organization can also further
discussion of diversity by holding events or meetings which encourage people to explore different
cultures and have open and honest discussions about difference. Organizations should be willing
to allocate resources - money, time , people - to ensure that cultural competence is a priority in the
organization.
Each organization has a culture. The communication of the organizational culture should start at
the initial interview and continue throughout an employee’s time with the organization. While the
organization should value difference and be willing to mediate between individual and
professional needs of employees, employees should be equally committed to the organizational
22 Adapted from Advancing Cultural Competence in Child Welfare Initiative, Child Welfare League of America,
September 1997.
23 Adapted from Advancing Cultural Competence in Child Welfare Initiative, Child Welfare League of America,
September 1997.
System of Care Task Force Report (January 2003) 73