In the next five or more years, I see myself just beginning my career as an employment lawyer in either Connecticut or another state in the New England Region. An employment lawyer deals with the variety of problems and issues that arise in a diverse workplace and help those being denied their rights given to them by the state’s employment laws receive what they deserve in the workplace. These issues arise all the time in my different workplaces and involve people of all different ethic/racial backgrounds. I chose this type of law to pursue because growing up I have seen my parents, friends, and many others be denied certain rights to them as a employee and I could not do anything about it to help. It may be to late to solve the issues …show more content…
It is important to be culturally competent because every person in our country matters, they are all individuals who struggled and succeeded in life and just because everyone does not look or sound the same does not mean they do not matter as a person. In my line of profession, I have to be cultural competent because I plan to represent any person of any cultural or racial background. Growing up in a neighborhood that consisted all different types of races, I learned that it does not matter the color of someone’s skin or their ethnicity, what matters is the way the person treats you and the ones you love. I will represent anyone who shows they deserve certain rights as an employee and are having them taken away from them because of their ethnicity. If that person is not getting what they want for personal reasons, than I will place some questions into the situation, because that was brought onto them because they caused it, not because of their cultural …show more content…
After learning so much, about so many different cultures, my eyes have been opened up and I care more about the values of others and everything they believe in their cultures. I think it is a benefit to my own career path for me to be cultural competent because it could create new opportunities in my future. By being culturally competent towards all people, I will be more willing and accepting to take on any person’s case brought to me. The more cases I take on; and win, the better I will look in the eyes of my boss and the better chances I will have of moving up the corporate latter in the organization. It is also a benefit in life too, because you can gain many new friends and connections in this world by accepting everyone around you. In my opinion, it is not just about being culturally competent in the workplace, you should be accepting of every person’s culture around you all the time. The United States is becoming more and more diverse everyday, you should not be uncomfortable around other people because they are not the same race or have the same cultural backgrounds as
“Cultural competence is the ability to engage in actions or create conditions that maximize the optimal development of client and client systems” (Sue & Sue, 2013, p. 49). Multicultural competence includes a counselor to be aware of his or her biases, knowledge of the culture they are evaluating, and skills to evaluate a client with various backgrounds (Sue & Sue, 2013). Client assessment involves gathering information pertaining to the client’s condition. Making a culturally responsive diagnosis involves using the DSM-IV-TR axis (Hays, 2008). Following the axis backwards is ideal to discovering the client’s diagnosis, understanding the client’s ADDRESSING outline will help to come to a closer resolution for a diagnosis.
Cultural Competence is a substantiated body of knowledge based of cultural “values held by a particular cultural group and the ability to cohesively adapt to individualized skills that fit the cultural context, thus, increasing relationships between employees, managements, and stakeholders, including patience and research subjects. Cultural competency is critical to reducing disparities and improving access to high-quality services, respectful of and responsive to the needs of diverse working conditions and individualized characteristics. The main focus emphasizes the understanding of cultural competence provide internal resources with skills and perceptions to thoroughly comprehend ones cultural attitude, increase the ability to multicultural diversity, and the ability to effectively interact with other cultures (Shelley Taylor, 2006, pp. 382-383), which is absent within the case study of Joe and Jill. Essentially speaking, principles of cultural competence are acknowledgement to the importance of culture in people's lives, respect for cultural differences, an...
Cultural competence has to do with one’s culture. Culture affects among other factors, how children are raised, how families communicate, what is considered normal or abnormal, ways of coping with issues, the way we dress, when and where we seek medical treatment, and so forth. I should know because I come from a very cultural home where it is considered bad to talk to a male doctor about anything gynecological.
The absence of cultural competency in some health care providers, lack of community perspective integration in health care facilities, and low quality health care received by women in developing countries.These are the three most pressing health care concerns that need to be addressed in our ever changing world. The first of the issues I’ll be discussing is the lack of cultural competency amongst health care providers, as well as the shortage of education and training in cultural competency. As we all know and see the United States is a racially and ethnically diverse nation which means our health care providers need to be equipped with the necessary education and training to be able to provide for diverse populations. As an East African
Being Culturally Aware is very important because being culturally ware is another aspect to successful team working. People need to be aware of different;
Diversity has become more prevalent in today’s counseling community. With diversity comes culture and the competency of multiculturalism. Culture can be referred to as having values, beliefs, and behaviors shared by a group of people. It can also be referred to by different variables such as age, gender, socioeconomic status. There are many facets to culture that one may not realize. People’s cultural backgrounds impact how they think, feel, and behave. Understanding these factors can help modify the needs of members in a group setting. As an aspiring counselor, it is important for me to understand how my cultural background not only impacts my ability in working with a diverse range of people, but specific attitudes and beliefs can also enhance or interfere my ability to work within a group dynamic.
The cultural competence training (CCT) can be a basic requirement for mental health professionals working with culturally diverse children in the school-based setting. The CCT implementation may improve the quality of school-based mental health intervention providing and its strategies for East Asian immigrant children. For providing the CCT strategy among school professionals, who directly implement mental health interventions among immigrant children, I think obtaining opinions is worth to understand its necessity and feasibility. So, I may listen opinions from collaborative team members that would be mental health professionals, community individuals, and family members who have various perspectives and knowledge.
“Culture is often described as the combination of a body of knowledge, a body of belief and a body of behavior. It involves a number of elements, including personal identification, language, thoughts, communications, actions, customs, beliefs, values, and institutions that are often specific to ethnic, racial, religious, geographic, or social groups”.
Canada is a multicultural country where our government recognizes and ensures that the value and dignity of all citizens’ ethnic backgrounds, religions and languages are maintained (Government of Canada, 2017). In 2016, almost one-fifth of Canada’s population were immigrants. (Statistics Canada, 2017). With this continual increase in diversity, it is essential for students and future registered nurses to understand how to provide culturally competent care in any setting. Culture can be described as the specific characteristics and knowledge shared between individuals and/or groups within a society that encompasses elements such as language, beliefs, and values (Canadian Nurses Association, 2010). The Canadian Nurses Association (2010) defines cultural competence as “the application of knowledge, skills, attitudes, or personal
Cultural competence like so many other social constructs has been defined in various ways. One particular definition as determined by the Office of Minority Health states cultural competence is a set of behaviors, attitudes, and policies that are systematically exercised by health care professionals which enables the ability to effectively work among and within cross-cultural situations (Harris, 2010). Betancourt (2005) implied cultural competence is starting to be seen as a real strategy to help with improving healthcare quality and eliminating the injustices pertaining to healthcare delivery and healthcare access. This appeal is gaining favor from healthcare policy makers, providers, insurers and
when I become a social worker I feel that I will be able to accept my
What daily demonstrations lend themselves to the development of stronger relationships with regards to being culturally competent?
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Learning about the different culture we have is vital in bringing people together as it can make known aspects in our lives that are important as well show the common practices we may share thus the need to treat people differently based on what they believe. It is also important to note that when dealing with diversity issues, people will be more willing to deal with tough issues when presented with hope rather than when they know that or feel like there is no hope with regards to a certain condition (Ng & Metz,
When evaluating myself on the Cultural Proficiency continuum, I’d place myself at “Cultural Competence” part on the continuum. This evaluation takes into account my experiences and practices while working in various schools and interacting with students of varied cultures, needs and ability levels as both a teacher and a learner. An effective educator is continually maintaining this dual role of teacher and life-long student in order to not grow stagnant within the classroom; this dynamic allows for growth along the continuum toward maintaining cultural proficiency.