Multicultural Ethical Summary

Cultural competence is the ability to acknowledge, understand, respect and communicate with cultures and ethnicities different from one’s own. It encourages the acceptance of individual’s differences in appearance, behavior, and culture which offers positive changes in the way people interact with others. Furthermore, it offers an awareness and sensitivity to diverse cultures that often goes unrecognized (Hanser & Gomila, 2016). By fully understanding how to effectively interact with people from diverse cultures, the individual maximizes their ability to interact, not only in professional settings with staff and clients but in our growing society as a whole. Also, being culturally competent is beneficial because while it improves interactions between people of

It have been proven effective in providing services to individuals from a wide spread of diverse backgrounds. Cultural competence is understanding a set of congruent behaviors, knowledge, attitudes and policies that enable effective work in cross-cultural situations (Bazron, Cross, Dennis, & Isaacs, 1989). This means that an individual trains to understand different cultural groups. Cultural competency training is beneficial to all human service organizations because it aims to increase the knowledge and skills to improve one’s ability to efficiently serve different cultural groups therefore eliminating biases and

In the collateral-collectivist cultures (African-American, Hispanic and Asian), emphasis is placed on the family, above all else. This means that in these cultures, even education is second to the needs of a family. When teaching children from these cultures, it is important not be ethnocentric, but rather understand the structure of their cultures. As teachers, we cannot be colorblind; for it is a disservice to those we teach.

In the field of human services, “cultural competency” has become a common buzz meant to address in part the . The intention being, that workers are able to achieve some level of knowledge and training that prepares them to work with

Children have multiple or prolonged exposure to trauma, experience various symptoms and reactions, and long for progressive techniques to heal their pain.

"Cultural competence is 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 (Cross et al., 1989; Issacs & Benjamin, 1991). Operationally defined, cultural competence is the integration and transformation of knowledge about individuals and groups of people into specific standard, policies, practices, and attitudes, used in appropriate cultural settings to increase the

Although discrimination and racism is common in today’s society, it is not rare to find a child with many mixed heritages.

Cultural competence is a group of similar manners, attitudes, and strategies that collaborate in a system, organization or among experts and facilitate that system, organization or those professions to perform efficiently in cross-cultural states. A culturally competent health and wellness program provides services that take action to past inequities, existed realities, varied values, behaviors, and beliefs. It adapts advances to gather the diverse requirements of multicultural populations. Cultural competency can be implemented into our health and wellness programs by training the staff and health care experts of the programs to understand a patient’s diverse values, behaviors, beliefs, and modify treatment to meet the patients' community,

Recent data have cited that Asian Americans are the fastest-growing ethnic community in the United States. As a result, the United States will experience developing and new societal changes. This introduces the urgency for cultural competence. Cultural competence is the ability to communicate and work with multicultural and diverse people. Therefore, this capability will help accommodate for the expanding society. By being able to learn and discuss topics concerning racial relations, this can lead to stronger connections being formed with communities outside of our own.

The National Child Traumatic Stress Network (NCTSN) was stablished by Congress in 2000 and brings a comprehensive focus to childhood trauma. This network raises the average standard of care and improves access to services for traumatized children, their families and communities throughout the United States. The NCTSN defines trauma‑focused cognitive behavioral therapy (TF‑CBT) as an evidence‑based treatment approach that is shown to help children, adolescents, and their caregivers overcome trauma‑related difficulties. It is designed to reduce negative emotional and behavioral responses following a traumatic event. The treatment addresses distorted beliefs related to the abuse and provides a supportive environment so the individual can talk about their traumatic experience. TF‑CBT also helps parents cope with their own emotional issues and develop skills to support their children.

The U.S. today has more immigrants than any other nation. The nation’s foreign-born population is projected to reach 78 million by 2060, making up 18.8% of the total U.S. population, according to new Census Bureau population projections. Yet while Asian and Hispanic immigrants are projected to continue to be the main sources of U.S. immigrant population growth, the new projections show that the share of the foreign born is expected to fall among these two groups. Today, 66.0% of U.S. Asians are immigrants, but that share is predicted to fall to 55.4% by 2060. And while about a third of U.S. Hispanics (34.9%) are now foreign-born, the Census Bureau projects that this share too will fall, to 27.4% in 2060.

The United States has become increasingly a culturally diverse society. The understanding of cultural relativism in a multicultural working environment can be of a great importance to the success or failure of an organization. What is cultural competency? Before we explain it, let’s take a step back and analyze culture, cultural diversity, and Cultural relativism.

Reading this article definitely left me with an open mind on reconsidering what I now consider “right” and “wrong”, but not just in cases of social work or working with families but in my everyday life. Because we cannot define ourselves without including our culture I believe it safe to day that we are indeed defined by our culture. This increases the possibility of “false consensus effect” playing a huge part on our judgment simply because it is what we believe to be “right”. “False consensus effect”, stands out to me because it’s a lot like pluralistic ignorance expects we don’t consciously know that it is taking effect. It’s important to know how to handle

     Finally, the individual needs to be comfortable when dealing with the dynamics of diversity. This person will need to utilize a process framework in addressing diversity. This means take the time to understand both sides of the story before deciding who was wrong. Sometimes a saying may be interpreted wrong because it may be acceptable in one culture but not the other. A diversity mature individual will take the time to ask questions to better understand the situation, and then provide a solution to help both parties resolve the matter in a peaceful way. This technique will allow employees to regain focus and continue performing at peak levels.

Defined as the ability of providers and organizations to effectively deliver health care services that meet the social, cultural and linguistic needs (Georgetown University, 2004) Cultural competence is an ideal that spans across not only healthcare, but also law enforcement. Utilizing the same mindset as the healthcare industry, law enforcement has the dubious task of deciphering how to provide a service meant for all and ensure that the needs of all citizens and businesses are met. According to Terry Cross (1988), culturally competent agencies are characterized by acceptance and respect for difference, continuing self-assessment regarding culture, careful attention to the dynamics of difference, continuous expansion of cultural knowledge and resources, and a variety of adaptations to service models in order to better meet the needs of minority populations. The culturally competent agency works to hire unbiased employees, seeks advice and consultation from the minority community and actively decides what it is and is not capable of providing to minority clients.