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PORTANT? Culture is a strong part of people's lives. It influences their views, their values, their humor, their hopes, their loyalties, and their worries and fears. If you are from New Mexico or Montana, if your parents are Cambodian, French Canadian, or Native American, if you are German Catholic or African-American, if you are Jewish or Mormon, if you are straight or Gay, if you are a mixture of cultures your culture has affected you. So when you are working with people and building relationships with them, it helps to have some perspective and understanding of their cultures.

WHAT IS CULTURE? As community builders, understanding culture is our business. Whether you live in central Kansas or New York City, whether you live in Miami, Nevada, or the Pacific Northwest, you are working with and establishing relationships with people--people who all have cultures.

But as we explore culture, it's also important to remember how much we have in common. A person who grew up in Tibet, will probably see the world very differently than someone who grew up in Manhattan--but both people know what it is like to wake up in the morning and look forward to the adventures that of the day. We are all human beings. We all love deeply, want to learn, have hopes and dreams, and have experienced pain and fear.

At the same time, we can't pretend that our cultures and differences don't matter. We can't gloss over "Culture" refers to a group or community which differences and pretend they don't exist, wishing shares common experiences that shape the way its that we could be alike. And we can't pretend that members understand the world. It includes groups people that discrimination doesn't exist. that we are born into, such as race, national origin, This chapter will give you practical information about gender, class, or religion. It can also include a group how to understand culture, establish relationships we join or become part of. For example, it is possible with people from cultures different from your own, to acquire a new culture by moving to a new country act as an ally against racism and other forms of or region, by a change in our economic status, or by discrimination, create organizations in which diverse becoming disabled. When we think of culture this groups can work together, overcome internalized broadly we realize we all belong to many cultures at oppression, and build strong and diverse communionce. ties. What is culture? Here is one viewpoint.

Do you agree? How might this apply to you?

WHY IS CULTURE

IM-

This section is an introduction to understanding culture, and will focus on:

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 

What culture is The importance of understanding culture in community building  Envisioning your cultural community  How to get started in building communities that encourage diversity.  But first, it is important to remember that everyone has an important viewpoint and role to play when is comes to culture. You don't have to be an expert to build relationships with people different from yourself; you don't have to have a degree to learn to become sensitive to cultural issues; and you don't have to be a social worker to know how culture has affected your life. 

WHY IS UNDERSTANDING CULTURE IMPORTANT IF WE ARE COMMUNITY BUILDERS? The United States is becoming increasingly diverse. By the turn of the century one out of every three  Americans will be a person of color. According to James Banks, more than 8 million legal immigrants came to the U.S. between 1981 and 1990, and an undetermined number of undocumented immigrants enter the United States each year. In addition, the United States includes people of many religions, languages, economic groups, and other cultural groups. It is becoming clear that in order to build communi-  ties that are successful at improving conditions and resolving problems, we need to understand and appreciate many cultures, establish relationships with people from cultures other than our own, and build strong alliances with different cultural groups. Additionally, we need to bring non-mainstream groups into the center of civic activity. Why?   In order to build communities that are powerful

enough to attain significant change, we need large numbers of people working together. If cultural groups join forces, they will be more effective in reaching common goals, than if each group operates in isolation. Each cultural groups has unique strengths and perspectives that the larger community can benefit from. We need a wide range of ideas, customs, and wisdom to solve problems and enrich community life. Bringing non-mainstream groups into the center of civic activity can provide fresh perspectives and shed new light on tough problems. Understanding cultures will help us overcome and prevent racial and ethnic divisions. Racial and ethnic divisions result in misunderstandings, loss of opportunities, and sometimes violence. Racial and ethnic conflicts drain communities of financial and human resources; they distract cultural groups from resolving the key issues they have in common. People from different cultures have to be included in decision-making processes in order for programs or policies to be effective. The people affected by a decision have to be involved in formulating solutions--it's a basic democratic principle. Without the input and support of all the groups involved, decision-making, implementation, and follow through are much less likely to occur. An appreciation of cultural diversity goes hand-in -hand with a just and equitable society. For example, research has shown that when students' cultures are understood and appreciated by teachers, the students do better in school. Students feel more accepted, they feel part of the school community, they work harder to achieve, and they are more successful in school. If we do not learn about the influences that cultural groups have had on our mainstream

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history and culture, we are all missing out on an accurate view of our society and our communities. As you think about diversity, it may be helpful to envision the kind of cultural community you want to build. In order to set some goals related to building relationships between cultures, resolving differences, or building a diverse coalition, it helps to have a vision of the kind of cultural community you hope for.

so that's where skill building comes in. A culturally competent organization brings together knowledge about different groups of people -- and transforms it into standards, policies, and practices that make everything work.

WHAT IS THE DIFFERENCE BETWEEN "CULTURAL KNOWLEDGE," "CULTURAL AWARENESS," "CULTURAL SENSITIVITY," AND "CULTURAL COMPETENCE?" There are four levels to these concepts:

WHAT IS A CULTURALLY COMPETENT ORGANIZATION? WHAT IS "CULTURE?" Culture is defined as the shared traditions, beliefs, customs, history, folklore, and institutions of a group of people. Culture is shared by people of the same ethnicity, language, nationality, or religion. It's a system of rules that are the base of what we are and affect how we express ourselves as part of a group and as individuals. We all develop in some type of culture. Our environment determines what we learn, how we learn it, and the rules for living with others. These rules are transmitted from one generation to the next and are often adapted to the times and locale. The rules are absorbed by children as they develop, whether through word-of-mouth or just "osmosis." Organizations have a "culture" of policies, procedures, programs, and processes, and incorporate certain values, beliefs, assumptions, and customs. Organizational cultures largely echo mainstream culture in its sense of time orientation, perception, and use of time. An organizational culture may not lend itself to cultural competence,

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"Cultural knowledge" means that you know about some cultural characteristics, history, values, beliefs, and behaviors of another ethnic or cultural group.  "Cultural awareness" is the next stage of understanding other groups -- being open to the idea of changing cultural attitudes.  "Cultural sensitivity" is knowing that differences exist between cultures, but not assigning values to the differences (better or worse, right or wrong). Clashes on this point can easily occur, especially if a custom or belief in question goes against the idea of multiculturalism. Internal conflict (intrapersonal, interpersonal, and organizational) is likely to occur at times over this issue. Conflict won't always be easy to manage, but it can be made easier if everyone is mindful of the organizational goals.  "Cultural competence" brings together the previous stages -- and adds operational effectiveness. A culturally competent organization has the capacity to bring into its system many different behaviors, attitudes, and policies and work effectively in cross-cultural settings to produce better outcomes. Cultural competence is non-threatening because it acknowledges and validates who people are. By focusing on the organization's culture, it removes

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the need to place blame and assume guilt. Since becoming culturally competent focuses on the "how-  to" of aligning policies and practices with goals, everyone is involved in the process. This "inside-out"  model relieves the outsiders (or excluded groups) from the responsibility of doing all the adapting.  

new perspectives, ideas, and strategies. Decreases unwanted surprises that might slow progress. Increases participation and involvement of other cultural groups. Increases trust and cooperation. Helps overcome fear of mistakes, competition, or conflict. For instance, by understanding and WHY IS IT IMPORTANT TO BE accepting many cultures, everyone is more likely to feel more comfortable in general and less likely CULTURALLY COMPETENT? to feel the urge to look over their shoulders to be Diversity is reality. We are all connected through the sure they are being "appropriate" in majority increasing globalization of communications, trade, terms. and labor practices. Changes in one part of the world Promotes inclusion and equality. affect people everywhere. Considering our increasing diversity and interconnected problems, working together seems to be the best strategy for accomplishing our goals. Because social and economic change is coming faster and faster, organizations are understanding the need for cultural competence. We're realizing that if we don't improve our skills we're asking for organizational and cultural gridlock. Studies show that new entrants to the workforce and communities increasingly will be people of color, immigrants, and white women because of differential birth rates and immigration patterns. There are many benefits to diversity, such as the rich resource of alternative ideas for how to do things, the WHEN DOES AN ORGANIZATION opportunity for contact with people from all cultures NEED TO BECOME CULTURALLY and nationalities that are living in your community, COMPETENT? the aid in strategizing quick response to environmental change, and a source for hope and success in An organization needs to become culturally managing our work and survival. competent when there is a problem or crisis, a shared Benefits of building an organization's cultural vision, and a desired outcome. competence are:  

An organization is ready to become culturally Increases respect and mutual understanding competent when groups and potential leaders that will be collaborating have been identified, the needs among those involved. Increases creativity in problem-solving through of the cultural groups are identified, the organization

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knows what was done before and how it affected the some would say it's less likely to happen. But support groups involved, and the organization is open to from the top should be part of it. Getting everyone to learning and adapting to better fit current needs. "buy in" can be aided with a committee representing all levels in an organization. Such a committee can establish and facilitate the following action steps. If HOW DO YOU CREATE A CULpeople at all organizational levels are involved more TURALLY COMPETENT ORGANI- people are likely to be influenced to become more culturally competent. But, the process can be ZATION? complicated by the fact that some people don't want INDICATORS OF CULTURAL COMPEto be more culturally sensitive or don't understand TENCE: why the issue is important; be mindful of these realities as the process ensues.  Recognizing the power and influence of culture 

Understanding how each of our backgrounds affects our responses to others  Not assuming that all members of cultural groups share the same beliefs and practices  Acknowledging how past experiences affect present interactions  Building on the strengths and resources of each culture in an organization  Allocating resources for leadership and staff development in the area of cultural awareness, sensitivity, and understanding  Actively eliminating prejudice in policies and practices  Willing to share power among leaders of different cultural backgrounds  Evaluating the organization's cultural competence on a regular basis Cultural differences can either help or hurt the way an organization functions. Creating multicultural organizations makes us deal with differences and use them to strengthen our efforts. To reach these goals you need a plan for action.

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Develop support for change throughout the organization (who wants change and who doesn't?)  Identify the cultural groups to be involved (who needs to be involved in the planning, implementation, and reinforcement of the change?)  Identify barriers to working with the organization (what is currently not working? What will stop you or slow you down?)  Assess your current level of cultural competence (what knowledge, skills, and resources can you build on? Where are the gaps? )  Identify the resource needed (how much funding is required to bring about the change? Where can you find the resources?)  Develop goals and implementation steps and deadlines for achieving them (who can do what, when, and how?). Commit to an ongoing evaluation of progress (measuring outcomes) and be willing to respond to change (what does progress and success look like? What are the signs that will tell you that the A C T I O N S T E P S F O R A C H I E V I N G C U L T U R - organization is on the right track?).

AL COMPETENCE

References

How do you start this process? If achieving cultural Community Toolbox. (2015). Understanding Culture and competence is a top-down organizational mandate, Diversity in Building Communities. Retrieved from

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http://ctb.ku.edu/en/table-of-contents/culture/ cultural-competence/culture-and-diversity/main The Community Toolbox is a service of the Work Group for Community Health and Development at the University of Kansas