Human services workers have a vast knowledge of working with people from diverse backgrounds. As a result, they are able to help clients realize the positive attributes relating to their cultural identity and utilize strategies to help them identify multicultural issues that may be presenting problems or areas of concern for the client.
2) When you think about working professionally with members of this group, are there traits, characteristics, or other issues about the group that you would be curious about, concerned about, or intimidated by? Why would understanding diversity issues be important to you as a human services worker? I would think that Native Americans would be harder to work with because they may not agree with everything the worker is trying to do. They may feel weak to ask for help. They have many beliefs that may come in the way of receiving help, such as using certain medicines or getting government help. It would be important to understand this group so that the service worker does not offend the client and can help them using their knowledge of their culture.
This aim of the assignment is to analyse the case study (Appendix 1) by integrating three main themes; Interprofessional teamwork, culture and diversity and social policy. Throughout, I will be developing a greater understanding of culture and diversity which is essential in order to provide culturally competence care to a diverse population. Furthermore, I will have a detailed knowledge on the value of Interprofessional team working within the health settings and its benefits on individual. Later, I will apply this knowledge on character ‘Amelia’ who is my main focus from case study. I will be using relevant literatures as an evidence and analyse current policies including legislations and guidance in relation to issues which Amelia and her family will be facing.
Read the articles “Applications in Social Justice Counselor Training: Classroom Without Walls” and “The Multicultural Workplace: Interactive Acculturation and Intergroup Relations” and review the APA Guidelines for Providers of Psychological Services to Ethnic, Linguistic, and Culturally Diverse Populations prior to considering the following scenario.
Research has found that Asian Americans seeking mental health treatment have a high dropout rate largely as a result of not being matched ethnically or linguistically with mental health professionals (Wang & Kim, 2010). Participant values acculturation has been found to be positively correlated with participant ratings of the counseling process, whereas the value of emotional self-control was found to be negatively associated (Wang & Kim, 2010). Similarly, a significant relationship has been established between multicultural competence and client-perceived working alliance and empathy thus implying the prospect that multicultural competence may have a component that is of more in-depth alliance and empathy (Wang & Kim, 2010). Studies have supported the “belief that student’s attitudes and beliefs about racial issues are an important part of multicultural competency development” (Ottavi, Pope-Davis & Dings, 1994, p.153).
The human resources department is an essential aspect to any healthcare organization. In order to reduce these disparities HR departments and their organizations recruit, train and educate a more diverse workforce (Fried, & Fottler, 2011, pg. 301). These diverse workforce employees will continue to be the new norm as the population increases. One of the main objectives of the human resource department is to make their employees culturally aware and provide them with the cultural intelligence that it takes to furnish their patients with the best quality
We are obliged to make sure that every child gets a healthy start in life. With all of our wealth and capacity, we just can’t stand by idly.
According to the results of a survey conducted, by 2050 the population of the United States will predominantly (more than fifty percent) consist of the non-whites. With this fact in mind, it would be highly advisable to meet the anticipated changes. in order to ensure a fully competent and ethnic-minded workforce. Different ethnic backgrounds come with their particular cultural specifications, which call for a person with an in-depth knowledge of these specifications in order to accord satisfactory attendance to the patients and clients (Mason, 2012). Furthermore, many patients and customers feel more at ease with someone they can relate to, be it ethnically, in terms of gender, background or even religion. It remains an unquestionable fact
When helping clients, it is important to be aware that diversity issues may be encountered everywhere. According to Barker (2003) diversity is defined as, “Variety, or the opposite of homogeneity…usually refers to the range of personnel who more accurately represent minority populations and people from varied backgrounds, cultures, ethnicities, and viewpoints,” (pg. 126).
For immigrated families do accomplish this, healthcare agencies, since they are a part of their support system, such as MBHSC must have connections to external services or organizations that can assist holistically as these families confront cultural shock and attempt to acclimate to America. The service coordinator of this case had no knowledge of external agencies to link the family with that could help them with purchasing ethnic food, made few attempts to fully understand what was verbally expressed during all interactions and had little knowledge of services that could assist the family with socialization. I believe that it is important that we not only provide mental health services, but provide a lifeline to contemporary integrated support. So, how exactly is this service coordinator culturally competent? If he or she unknowledgeable of resources that can assist this family mental health issues and ethnically. I decided to search
In regards to diversity training, a third of the SLPs reported not receiving training on multicultural issues as students. A greater percentage of the SLPs working in diverse or non-diverse urban areas had received more extensive training on multicultural issues than those working in rural areas. The survey revealed that SLPs had received training on topics within the questionnaire pertaining to delivery of service concerns more than topics related to cultural issues. With that in mind, half of the SLPs reported they had not received training at all on topics pertaining to cultural issues. When asked about continuing education, the participants mentioned they had received 1.5-3 different types of continuing education activities to gain further
This chapter talks about working in a multicultural environment. In the Student Support Center, all types of student come in and out for help. The reason is because we have different types of students on campus. Some of the people that work there are of a different culture. I enjoy meeting new people in the center and hearing things they have to say. There are times where I could not understand the things they would say but they have no problem with repeating themselves to help me understand. The experiences I get with working in a multicultural environment would be very helpful to me on my journey to become a social worker.
In regards to my personal knowledge and attitudes towards multicultural awareness, I have analyzed my results in the self-assessment. In the evaluation of my strengths
After reading the many articles on the notion of diagnosis and counseling with multicultural/ethnic patients, it has come to my attention that this focus is solely based on stereotypical attitudes. Sure, it can be said that it is important for a therapist to have a background of the patient’s heritage and culture, but doesn’t this necessarily mean that the outlook of the therapist will be put in a box by doing so? I think multicultural competency is a ridiculous way to improve patient-therapist relationships because of several reasons. First off, generalities and race-centralisms only hinder, not improve, the inner workings of a therapy session. Second, there is no real way to test
1. Which of the four barriers for multicultural teams (or groups) have you experienced in the past? What strategies or interventions were used in response to these barriers? After considering the interventions suggested by Brett, Behfar, and Kern (2006), explain how you might change the strategy if you encounter the barrier(s) in the future and if so, why? If you have not personally experienced any of these barriers during your education or work history, research an example of a barrier from literature, explain the intervention used in that example, and your suggestions for overcoming the barrier in the future.