A Whole Organisation Approach to Embedding Cultural CompetenceGlynis Chang, SDN Children’s ServicesCharlotta Öberg, PRISMA Cross-Cultural Consultants

Equipping ourselves to serve our diverse communities through embedding culturally competent practicesExploring and planning our journey

Embedding Cultural CompetenceA Whole Organisation Approach

SDN’s Journey• Why: Our drivers• How: Our program and process• What: Our experiences and reflections • Where to: Our long-term Vision

Embedding Cultural CompetenceA Whole Organisation Approach

SDN’s Pathways Approach

SDN’s Pathways Attitude“Based on our values and philosophy, and our place in a wider community network of services, we will be fully “present” in every interaction and encounter. To do this we think that the interactions we are having may be the ‘first time, the only time or the last time’ that we have an opportunity to listen and connect”.

Pathways for families, staff & organisation

Why: Cultural Competence

Our Drivers

• Key initiatives - including building

capability and capacity

• Mindset shift

• Outcomes for children and families

• NDIS

Journey to Cultural Competence

Key Conditions – internal

• Connections to key initiatives

• Leadership development

• Practice stories

• Shared Vision and collaborative

practice

Key Conditions – external

• Deep commitment

• Internal leaders as trainers

• Trainers who understand

culture, model Cultural

Competence and can facilitate

multicultural mindsets

How: Our Program & ProcessCombining and Co-Creating

Cultural Competence tools + Our skills, knowledge, experience & expertise = A tailored, relevant, applied program

How: A Half Day ProgramFoundational Cultural Competence

• Delivered to over 380 SDN staff over the last 11 months

• All SDN staff will participate in the half day training program

• The half day training program will be part of induction for all new staff

•,

How: A Half Day Program

Foundational Cultural CompetenceReflections from staff about the program

“We work in a diverse world with diverse people –

understanding this is important”.

“Understanding and focusing on family differences and

perspectives”.

“Listening and talking to one another, valuing opinions and

sharing ideas to further grow our cultural competence”.

Foundational Cultural CompetenceReflections from staff about the program

“To be aware of what you can’t see under the surface and ask

questions to help build cultural competency”.

“I’ll share with my colleagues the “language” of culture”.

Foundational Cultural Competence Reflections from Trainers

“Each time I deliver this half day program, I learn more about

ways we can support each other to practice meaningful and

culturally competent conversations that will support children and

families”.

“I’ve observed a colleague using the language of cultural

competence in formal and informal situations”.

Foundational Cultural CompetenceReflections from Trainers

“We want to hear staff have skilful conversations about family

culture

with families and colleagues, and incorporate these findings

back into

their services”.

What: Experiences and ReflectionsFrom our journey to Cultural Competence

Challenges• Resources • Time and scheduling• Leading reflection in

practice• Willingness and capability to

engage in the mindset shift

Benefits• Innovation – new ways to

manage cultural challenges and create connection

• Scenarios – practice stories that resonate

• All on board

Where to: Our long-term Vision

Midway through our Journey

• Pathways for Families

• Pathways for Staff

• Pathways for the Organisation

ConclusionEmbedding Collaborative Consistent practices

Curiosity Mindset shift Listening

Building capability Co-ordinated Building capacity

Critical reflection Influencing Connecting

Understanding Sustainable Confidence