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Multicultural Competence Frontline Human Service Providers

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Recommended: Theories and Models of Multiculturalism

Definitions of multicultural Competence Frontline Human Service Providers, was collaboratively written by L. Caldwell, D. Tarver, D. Iwamoto, S. Herzberg, P. Cerda-Lizarraga, and T. Mack. The article was published by the journal of Multicultural Counseling and Development. This article explores different definitions provided by ninety nine different human service providers who are on the frontline serving in the helping capacity. All information they have in counseling was gain from firsthand experience. Color blindness, client focused, acknowledgement of cultural differences, textbook consistent, resources driven, skills-based, and self-integrated, are used throughout the article as terms that are frequently used to define multicultural. The …show more content…

Frontline human service providers are considered practitioners, including case managers, social service providers, program administrators, program administrators, and agency. These frontline worker are gatekeepers to the counseling professions, due to the fact that indirectly influence the public look on the counseling profession. If clients from different ethnic and undeserved groups have a negative experience at the point of entry, they will most likely influence whether or not they decide to continue to pursue mental health …show more content…

Color blindness focused on the client rather than the racial and ethical differences. Client focuses was based on the whether the frontiers were focused on the clients without factoring their own cultural identity. Acknowledgment of cultural difference is the core theme. Its bases is formed on the understanding of the client’s culture and becoming aware of the differences in the culture. Textbook consistency was derived from finding out if multicultural company is like the definition in textbooks. Resource driven looked into whether or not respondents were willing to researcher utilize community resources in order to become enlighten about client’s culture. Skill based puts emphasis on the frontiers sense helping skills to produce empathy and understanding. Self-integration represents the provider’s worldview, self- awareness and knowledge about cultural

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and proper attitude to work effectively among a cross-cultural background. This allows the agency or to better serve the population and provide care equally. Its limits are only based off the knowledge and skills of the agency or organizations employees. Having bilingual employees will help but they also need

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The purpose of the book is “to sensitize providers and those learning to be providers to the complex issues involved in cross-cultural service delivery” (Pg. 3). Furthermore, the author writes the goal of Cultural Diversity: A Primer for the Human Service is to train culturally competent human service providers (Pg. 2). In chapter two, “What It Means to Be Culturally Competent,” we learn about the importance of being culturally competent. Cultural competence is the ability to provide effective services cross-culturally (Diller, 2015, Pg. 17).

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If nurses lack of understanding regarding community demographics and cultural differences, they can have unintentional bias, and stereotype patients due to a lack of awareness of the cultural demographics of the community they serve (Camphinha-Bacote, 2011). Cultural competence is the understanding of different cultures and how that impacts the provision of patient care. Cultural competence in nursing is defined as one willingness or the desire to understand a patient’s culture, the ability to learn about a defined cultures belief system, and to work effectively as a healthcare provider understanding the dynamics of the patient’s culture as it relates to their relationships and care (Kardong-Edgren et Al.,

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Giddens states that culturally competent care means conveying acceptance of the patient’s health beliefs while sharing information, encouraging self- efficiency, and strengthening the patient’s

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Perhaps the best first step, and simplest, in response to the lack of cultural competency is for physicians in health care settings to place greater emphasis on cultural sensitivity and awareness trainings to improve treatment for Hispanics. The emphasis on this solution is an important starting point that will help increase the effectiveness of future initiatives in health care. Emphasis on cultural sensitivity and awareness is most efficacious in resolving cultural competency because the solution is both practical and simple. By providing training programs within health care settings that specifically focus on cultural sensitivity and awareness, physicians will learn to respond effectively to their Hispanic patients’ needs that show knowledge of their cultural differences. “One-size-fits all” types of prevention and treatment models cannot be applied to Hispanic patients and expect beneficial outcomes, thus “the challenge is for physicians to move beyond their belief systems and values and expand their world views to validate how others function”

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After taking the self-assessment survey for quality and culture, I would like to improve and understand how cultural competence can have a real impact on clinical outcomes. Taking from some of the questions I answered wrong, it make me wants to be cultural competent. There are a few questions I am surprised and shocked, that I answered them incorrectly. I do understand that with training, I will start to gain cultural competence but it will take consistent individual practice on my part to develop and maintain individual cultural competence. Cultural competence can lead to, health literacy, health equity, and fewer diagnostic errors, which might help the patient expand their choices and access high quality medical providers because patient

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As a woman of color, I believe it is essential that I become aware of my own biases in order to help individuals that have different beliefs, values, and cultural practices. When I was done completing the “Multicultural Counseling Competencies: A Self Examination” assessment, I became aware of my strengths, weaknesses, and areas where I need to grow as a future college counselor. To begin with, I notice that I questioned myself continuously whether I take the time to evaluate the limits of my competency when helping a student from a different cultural heritage from mine.

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Mental health service and cultural competency play an important role in the enhancement of wellness and resilience of clients served. Multicultural competency and diversity continue to impact counselor education, training, theories and interventions. Counseling organizations must reflect cultural competency in many different ways in order to impact a wide range of clients. For this essay, Ms. Katherine Carter was interviewed. She is the director and a licensed Marriage & Family therapist at The Westminster Center.

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Introduction: Due to the growing economy, population diversity is significantly increasing and it is urging health care providers to understand and communicate with diverse cultural and ethnic populations. From here, the term cultural competency was originated and it’s defined as a” set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals and enables that system, agency, or those professionals to work effectively in cross-cultural situations”.(1) Health care providers need to treat patients holistically with respect of their cultural values and traditions, which may interfere and sometimes complicate a recommended treatment, not to mention a significant disparities in oral and general health in these minorities of cultural population have been noticed.(2,3) It is important to mention that perception of seeking professional care varies significantly among different ethnic and cultural groups resulting in poor oral health and negligence of seeking professional care. Therefore, health care quality and effectiveness require a thorough understanding of traditions, cultural values, attitude and background of the diverse cultural groups seeking dental care.(2) Literature review:

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Hallmarks of cultural competence, including role development and self-discovery, play an instrumental part in the cultural diversity within an organization as a whole. Diversity stems from the top, from CEO’s and executive boards, and trickles down to employees and patients. However, one thing I learned in this course is that people hold biases that they are unaware of and that cultural competence does not happen overnight. With this acquired knowledge, it has been brought to my attention about which implicit biases I hold and how I can work to eliminate them. Secondly, language access services, as an aspiring speech-language pathologist, play a direct role in my future career because I want to give a voice to the often misunderstood.

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How you, as a social worker, might interpret the needs of Paula Cortez, the client, through the two cultural lenses you selected. How you, as a social specialist, may decipher the requirements of Paula Cortez, the customer, through the two social focal points you chose. Cultural competence in social work is the primary guideline of social work education and practice. According to Carpenter (2016) As the population in the United States continues to diversify rapidly, the requirement for culturally competent social work administrations is similarly as essential as it ever has been.

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The way a person thinks about health, “whether that is our ‘philosophy’, our ‘worldview’, our ‘framework’ influences what we do as individuals in practice,” as well as how we deliver the health service. These elements allow us to think about healthcare in our own culturally acceptable way, this isn’t always an acceptable way of delivering the service to people with views different to our own. Cultural competence is an approach that aids in influencing the service and the education of healthcare professionals. (Taylor, K., & Guerin, P., 2010). Cultural competence is defined as a knowledge and understanding of cultures, histories and contemporary realities and awareness of protocols, combined with the proficiency to engage and work effectively in a cultural context congruent to the expectations of the people of that culture.

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The focus on multiculturalism in counseling has come a long way since the beginning of the profession. During the start of the profession the focus was not on multiculturalism at all, the concept was nonexistent. However, this all began to change in the 60s due to a combination of events. It was identified as an issue by author Wrenn, that multiculturalism was excluded from the code of ethics on top of this we had the civil and women’s rights movements. These events created a focus on multiculturalism that had never been there before.

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Multicultural Education: Theory and Application For the purpose of this study, Multicultural Education as conceptualized by Banks (1984) and complimented by Campinha-Bacote’s Process of Cultural Competence in the Delivery of Healthcare, partially forms the theoretical framework. Banks identified the following five concepts as dimensions of multicultural education: Content Integration, Knowledge Construction, Equity Pedagogy, Prejudice Reduction, and an Empowering School Culture and Social Structure. According to Banks (1993), the many passionate debates on multicultural education generally obscured the theory, research, and growing consensus among multicultural education specialists about its nature, aims, and scope and a significant gap

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This helps in diversity-sensitive counselling which introduces the concept that includes age, culture, disability, education level, ethnicity, gender, language, physique, race, religion, residential location, sexual orientation, socioeconomic situation and trauma (Corey et al., 2010). From this perspective, practising counsellors should be able to be multiculturally competent professionals in order to recognise their practices as ethical. In order to provide proper aid American Psychological Association has established specific guidelines in 2003 Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists (APA, 2003). Besides from being an ethical reference, these guidelines are also published to aid psychologists to increase their knowledge and skills in multicultural education, training, research, practice and organisational

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