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professional behavior in clinical practice

Cultural competence applies to organizations and health systems, just as it does to professionals. A culturally competent organization:

  • Continually assesses organizational diversity: Organizations should conduct a regular assessment of its members’ experiences working with diverse communities and focus populations. It also regularly assesses the range of values, beliefs, knowledge, and experiences within the organization that would allow for working with focus communities.
  • Invests in building capacity for cultural competency and inclusion: Organizations should have policies, procedures, and resources in place that make ongoing development of cultural competence and inclusion possible. It must also be willing to commit the resources necessary to build or strengthen relationships with groups and communities. Including representatives of the focus population within the organization’s ranks is especially useful.
  • Practices strategic planning that incorporates community culture and diversity: Organizations are urged to collaborate with other community groups. Its members are also encouraged to develop supportive relationships with other community groups. When these steps are taken, the organization is seen as a partner by other groups and their members.
  • Implements prevention strategies using culture and diversity as a resource: Community members and organizations must have an opportunity to create and/or review audiovisual materials, public service announcements, training guides, printed resources, and other materials to ensure they are accessible to, and attuned to their community or focus population.
  • Evaluates the incorporation of cultural competence: Community members must have a forum to provide both formal and informal feedback on the impact of all prevention interventions.