Socw 6520 wk 7 responses | SOCW 6520 – Social Work Field Education III | Walden University

SOCW 6520 WK 7 responses 

Respond to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways: Name first and references after every person

Respond to the blog post of three colleagues in one or more of the following ways:

• Share an insight      from having read your colleague’s posting.
• Validate an idea      in your colleague’s post with your own experience.

Peer 1: Alicia

Description of Diversity and/or Cultural Competence Considerations in your Agency

Cultural competence is extremely important in the social work profession. The text describes cultural competence as “awareness, knowledge, and skills social workers need to develop in order to deliver culturally appropriate services” (Danso, 2015). Culturally competence can commonly be obtained through culturally sensitive training or being aware of one’s own cultural biases. Some may even find that working with various cultures may increase one’s ability to remain culturally competent.

At my agency, we have a culturally diverse staff and we work with clients of all ages and races. When conducting intakes or assessments, clients are treated with respect no matter the culture. There are times where we have to modify intakes or assessments, or treatments as a means to respect the culture of the client. Clinicians at my field placement are also obliged to always advocate for diversity within client treatment, and they are sure to engage with every individual in a way that is respectful to the client’s cultural background.

Reflection of Agency Learning Agreement

Of the core competencies presented by CSWE, the second competency pertains to diversity and cultural competence. The competency is simply titled ‘Engage diversity and difference in practice’ and focuses on ensuring that the importance of diversity and difference is applied and communicated, as well as engaging clients as it pertains to their culture. Also, social workers should apply self-awareness to manage personal biases when working with clients of a different culture.

The learning agreement highlights this competency as a means to ensure that student interns are aware of the importance of engaging in diversity. Student interns should be like social workers in practicing without bias, and the learning agreement goals help students work towards achieving this competency. In order to fulfil such competency, student interns should first be aware of any biases or reservations they may have in working with clients whom are different. In addition to such, interns should also be mindful of daily interactions with various clients and ensure to communicate and behave in a respectful manner despite differences.

References

Danso, R. (2015). An integrated framework of critical cultural competence and anti-oppressive practice for social justice social work research. Qualitative Social Work, 14(4), 572-588.

Peer 2: Audri

In hospice home health services, it is important to practice cultural humility. Patients come from a diverse set of backgrounds with various religious and cultural beliefs and customs observed (Min, 2005). Los Angeles is one of the most diverse cities in the country, so naturally our census at Valley’s Best Hospice is a diverse mix of persons from various cultures and ethnicities.  Valley’s Best Hospice is inclusive to all patients seeking services, regardless of race, culture, background, sexual orientation, or gender identity. The organization values and encourages the practice of cultural competency and diversity awareness and requires that all staff receive training upon onboarding which reviews standards of practice for equality and fairness practices observed organization-wide (NHPCO, 1996). Some considerations include, having multi-lingual employees on staff and spiritual counselors that are well informed on the various customs and beliefs of our population served.  

Diversity and cultural competence is reflected in my learning agreement in acknowledging the skill-set I will gain in having the field-based learning experiences of interacting with persons from various backgrounds, cultures, and religious beliefs. Given the opportunity to come into the private homes of these family members during such an important time in one’s life, will allow me to improve upon my cultural competency skills. I will have the opportunity to not only learn more about various cultures and belief systems but also, improve my engagement skills and interpersonal skills; gain a better understanding on how to show respect and be appropriate in providing end-of-life care.

Reference

Min, J. W. (2005). Cultural competency: A key to effective future social work with racially and ethnically diverse elders. Families in Society, 86(3), 347–358.

National Hospice and Palliative Care Organization (NHPCO). (1996). Hospice code of Ethics: Volunteer training manual. The Hospice Journal, Vol 11(2), 1996.

Peer 3: David

Diversity refers to the extent a group reflects individuals, from different identifiable backgrounds (Min.,2015). 

The agency where I intern, A New Vision for You II, provides inclusiveness which embraces the perspectives and contributions of each individual including their diversity. In the process of becoming more inclusive, we are inspired to develop increased awareness and sensitivity to the richness of the multiple identities and unique gifts brought by each individual. An inclusive nature is cultivated through curiosity, sensitivity and developing expanded awareness beyond one’s self (Hughes, 1993). As I engage in relationships from this new sense awareness, accessing courage and initiative to challenge assumptions can lead to communicating in new ways and can build new bridges of communication. 

Diversity and inclusiveness work together. We believe our organization functions best by reflecting those who are being served. We maintain a long-term commitment to honor, respect, and value the uniqueness of each individual involved in our mission and to seek feedback from all, as we continue to grow in our work together. 

Cultural competence is defined as a set of values, behaviors, attitudes, and practices within a system, organization, program or among individuals, which enables them to work effectively, cross culturally (Min, 2005). Further, it refers to the ability to honor and respect the beliefs, language, interpersonal styles and behaviors of individuals and families receiving services, as well as staff who are providing such services (Hughes, 1993). Striving to achieve cultural competence is a dynamic, ongoing, developmental process that requires a long-term commitment. Our focus on cultural competency includes but is not limited to race, ethnicity, sex, gender, sexual orientation, class, age, ability, religion, and language.

References

Hughes, D., Seidman, E., & Williams, N. (1993). Cultural phenomena and the research enterprise: toward

a culturally anchored methodology. American Journal of Community Psychology, 21 (6), 687-

703.

Min, J. W. (2005). Cultural competency: A key to effective future social work with racially and ethnically

diverse elders. Families in Society, 86(3), 347-358.