Cultural and Spiritual Competence

Cultural and Spiritual
Competence
Instructor: Tonia Moultry
Ohio Domestic Violence Network
National Advocacy Leadership Center • 2015
Agenda
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Introduction
Defining Culture
Anti- Oppression Definitions
Continuum of Culture
Being an ally/advocate
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Training Objectives
•  Participants will be able to define culture
•  Understand how culture impacts domestic violence
•  Participants will be able to identify two (2) ways to
be an ally
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Introduction
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Name
Where are you located?
How long have you been an advocate?
One cultural fact about yourself
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Circle of Culture
Exercise
•  Partner up with another advocate
•  Each person will take time to explain their culture,
try to share facts the other person doesn’t know
•  One person will speak for 2-3 minutes and then
switch
•  If you are the listener, you may ask clarifying
questions but don’t start sharing your story
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Circle of Culture
Disabili-es Race Gender Celebra%ons/Holidays Socioeconomic Status Music/art Geographical Loca%on Poli%cs Religion/ Spirituality Educa%on Food Values/Beliefs Appearance Ethnicity Codes of Conduct Family Roles Sexual Orienta-on National Advocacy Leadership Center • 2015
Na-onality Defining Culture
•  Most of culture is not
visible but is invisible
•  Culture is dynamic
and is more complex
than race, gender,
ethnicity or nationality
Definition is taken OCWTP Culture Diversity
Training
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Fruit Salad Exercise
•  Each person will pick
a fruit, it is okay to
pick the same fruit as
someone else
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The world is which you were born is just one
model of reality.
OTHER CULTURES ARE NOT FAILED
ATTEMPTS AT BEING YOU; they are unique
manifestations of the human spirit.
By Wade Davis
National Advocacy Leadership Center • 2015
Definitions
•  Stereotype : A generalization imposed on an
entire group
•  Prejudice: A pre-judgment, attitude, opinion based
on myth, missing information, misinformation, lies,
or stereotypes about people of a particular cultural
or social group.
•  Discrimination: An act showing of partiality or
prejudice in treatment; specific policies or actions
directed against the welfare of a group
Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556
National Advocacy Leadership Center • 2015
Oppression
•  The historically constructed personal, cultural,
and institutional manifestations of prejudice
against a particular group.
•  Oppression is a system of structured dis-equality
where the goods, services, rewards, privileges, and
benefits of the society are available to individuals
according to their presumed membership in social
identity groups. This system, of dis-equality or disequal allocation of resources is supported and
reinforced by the power structure (money, military,
police, etc.) of the society.
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Prejudice Oppression Power (ins%tu%onal, systemic) National Advocacy Leadership Center • 2015
What is Privilege?
•  Privilege: Choices, entitlements, advantages,
benefits, assumptions, and expectations granted
because of membership in the culturally dominant
group.
•  Privilege group membership is usually determined
by birth. Privilege includes those privileges
granted by society, as well as the assumptions and
expectations internalized by people of the privilege
group.
Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556
National Advocacy Leadership Center • 2015
Privilege Chart
Privilege/Power
Target
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Able bodied
Hearing
Heterosexual
Cisgender
Christian
Wealthy
Men and Boys
White/Caucasian
Adult (25 -65 years old)
Adapted from Ohio Violence Prevention Process
Disabled
Deaf/Hard of Hearing
Lesbian, Gay, Bisexual
Transgender, Intersex
Other religions
Poor
Women and Girls
People of Color
Children, Young people,
Elders
National Advocacy Leadership Center • 2015
What is an Ally?
•  Ally: One whose personal commitment to
dismantling oppression is reflected in a willingness
to educate oneself about oppression, challenge
one’s own prejudices, learn and practice skills of
anti-oppression, interrupt oppressive remarks,
behaviors, policies and institutional structures
Developed by cultural bridges, HC 81 Box 7015 Questa, NM 87556
National Advocacy Leadership Center • 2015
Targeting Exercise
•  Think of a time when you were targeted for some
oppressive behavior. You were excluded,
discriminated against, verbally or physically
abused because your membership in a target
group.
•  This should not be an event that is unresolved.
•  You will not share this experience out loud with the
group, unless you choose to do so.
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Targeting Exercise
•  Write down answers to the following questions:
–  What was the experience like? How did it feel?
–  Was the targeting intentional or unintentional?
–  Did anyone intervene? If so, what did they do?
–  If no one intervened, what would have wanted
an ally to do?
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Being an Ally Exercise
•  Think of a time when you wanted to be an ally or
had the opportunity to be an ally, but didn’t act.
Imagine that situation again and see yourself
acting as an ally?
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Being an Ally Exercise
•  Write down the answers to the following questions:
–  Why did you not act?
–  If that situation or a similar situation happened
tomorrow what you would do differently?
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What are the qualities
of an ally ?
•  Please list the qualities of an ally that you
identified from your own personal experiences or
that you heard others identify.
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Qualities of an Ally
•  Takes responsibility for their own education and
learning. Does not expect those in the target group
to teach them.
•  Speaks up for the targeted group when they are
not present.
•  Respectfully participates with other cultures
without taking over, taking up too much space
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Diversity and Human Rights Consortium: What is Cultural
Competency? By Jason Mak
THE CROSS MODEL OF
CULTURAL COMPETENCE
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Cultural Destruc%veness Cultural Incapacity Cultural Blindness •  Assumes one culture is superior and other cultures should be eradicated •  Believes everyone should be more like the “mainstream” •  Believes in superiority of one group and assumes a paternalis%c aQtude towards other cultures •  Maintains stereotypes •  Believes that culture makes no difference because we are all the same •  Believes that everyone should be treated the same way National Advocacy Leadership Center • 2015
Cultural Pre-­‐competence Basic Cultural Competence •  Recognize that there are cultural difference and begin to educate self •  Recognize shortcomings interac%ng in a diverse environment •  Accept the influence of their culture in rela%on to other cultures •  Accept, appreciate and accommodate cultural differences Advanced Cultural Competence •  Become comfortable interac%ng in diverse environments •  Begin to teach others about cultural differences National Advocacy Leadership Center • 2015
So what does this mean for me as
a domestic violence advocate?
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Article Discussion
•  In your experience, how you seen the intersection
of oppressions impact survivors?
•  How have you seen survivors impacted by
economic disparity or classism?
•  What steps can you take to address the barriers
that were identified for women of color?
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By Sujata Warrier
CULTURE HANDBOOK
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Cultural
Contradictions
•  “All cultures contain a spectrum of contradictions:
one end of the spectrum there may be a perceived
widespread acceptance of domestic and sexual
violence, while on the other end, there are long
standing traditions of resistance against violence
against women and children.”
(Warrier, 2005, p.7)
National Advocacy Leadership Center • 2015
Values and Norms
•  “Survivors come from different communities and
possess different values and norms. Thus,
survivors are unique individuals – their responses
to violence and intervention are shaped by a host
of factors”
(Warrier, 2005, p.7)
National Advocacy Leadership Center • 2015
Steps to Competency
•  Recognize and be aware of your own biases and
prejudices (we all have them!)
•  Be willing to have your biases and prejudices
challenged by co-workers and survivors
•  Listen to survivors, they are the experts on their
WHOLE lives
–  Gathering information on the survivor’s
interpretation of her culture helps paint a more
picture of her context
(Warrier, 2005, pp. 9-10)
National Advocacy Leadership Center • 2015
Steps to Competency
•  Recognize the power imbalance between you and
the survivor
•  Negotiate acceptance of different set of values
without imposing your own
•  Build cooperative and collaborative relationships
with diverse communities
(Warrier, 2005, pp. 9-10)
National Advocacy Leadership Center • 2015
Organizational Cultural
Competence
•  Provide training to all staff on cultural diversity
•  Display posters/brochures/materials that show
diversity
•  Develop policies that support diverse responses
•  Hire diverse staff
•  Engage the community to get input from those
being served on what would be helpful
(Warrier, 2005, p. 11)
National Advocacy Leadership Center • 2015
Resources
•  Mak, J. (2002, May 08). Diversity and human
rights consortium: What is cultural competency?.
Retrieved from
http://peer.hdwg.org/sites/default/files/T Cross
Model Information_0.pdf
•  Warrier, S. (2005). Culture handbook. San
Francisco: Family Violence Prevention Fund.
Retrieved from
http://www.futureswithoutviolence.org/userfiles/file/
ImmigrantWomen/Culture Handbook.pdf
National Advocacy Leadership Center • 2015
Resources
•  Paul Kivel http://www.paulkivel.com/index.php
•  cultural bridges to justice
http://www.culturalbridgestojustice.org/
•  Women of Color Network www.wocninc.org
National Advocacy Leadership Center • 2015
Thank You!!!
Contact information:
Tonia Moultry
Training & Technical Assistance Director
Ohio Domestic Violence Network
4807 Evanswood Drive, Suite 201
Columbus, Ohio 43229
Phone: 614-781-9651 ext. 231
Email: toniam@odvn.org
National Advocacy Leadership Center • 2015