CLC Organizational Structure
A culturally competent organizational environment is created through policies and practices that support a diverse staff and emphasize inclusive processes. Considering cultural competence when creating the Initiative’s infrastructure goes a long way towards ensuring the cultural competence of the Initiative itself.
Recruitment and Professional Development
Policies and procedures that provide guidance for the recruitment and professional development of diverse staff, as well as organizational assessments of CLC, reflect an organization’s commitment to cultural competence. Procedures that outline how to list open positions in a variety of media that reach out to diverse audiences, including non-English media, will help with the recruitment of a culturally representative staff. As communities undergo demographic changes such as growing immigrant populations or greater economic disparities, it becomes more important for school districts’ hiring practices to reflect those changes.
Capacity Building
It is equally important for mental health providers to enhance their capacity to work with linguistic minorities and other underserved groups. Policies that ensure ongoing, high-quality professional development often begin with self-assessment instruments, and may include specific topics as well as skill-building activities to foster cultural awareness among staff. Common topics for professional development include increased understanding of different cultures, e.g., cultural histories, mental health constructs, nonverbal cues, diversity within and between groups, experiences of racism, and the dynamics of immigration and refugee status. Additional topics extend to issues of economic diversity including poverty, single-parent families, lack of support networks, and education levels which may have implications for the types of services needed in order to meet student and family needs.
Leadership
Leaders set the tone for how important CLC is within the Initiative, and model when and how to consider issues related to diversity. Leaders can address resistance to CLC issues through cultivating relationships with allies who in turn can influence others to recognize and respond to diversity issues. In addition, written policies can support the development of leadership among diverse staff members so that individuals from varied economic and cultural backgrounds can occupy senior staff positions. Internal procedures for performance reviews, conflict resolution strategies, and grievance procedures can accommodate and allow for differences in communication styles, values, and behaviors.
Planning
SS/HS Initiatives typically use many types of plans that address strategic planning, communications, sustainability, implementation, and evaluation goals. Creating a process for an inclusive, grass-roots approach helps to ensure that these plans are reflective and responsive to the variety of groups and perspectives present in a community. For example, creating a mechanism that gives consumers and direct service staff an opportunity to review and comment on proposed data collection methods (gaining consent, surveying students and parents, etc.) can maximize success. Similarly, having a policy to include community participation in the planning process provides important information about how well the Initiative’s plans are responding to community needs and values. Community and staff input, as well as active participation in the implementation and evaluation components of the program, add tremendous value to the overall Initiative throughout the life of the grant and beyond.
Budget
Policies and procedures that have specific resource allocations in the budget speak to the overall commitment of an organization. Budget items that reinforce a culturally competent organizational structure include funds for professional development, language services such as translation of program materials or the use of interpreters, and communications strategies to reach diverse audiences.
Review
As the Initiative’s work progresses, a regular review of policies and procedures can ensure alignment with the changing needs of the community. Evaluation of the organization’s adherence to policies and procedures is also important, because good policies and procedures can only be successful if they are followed.
