• Share an insight from having read your colleague’s posting.
• Expand on your colleague’s posting.

blog 1–Veronica

The National Association of Social Workers (NASW) has recently issued standards in cultural competence that compel social workers to endeavor to provide culturally competent services to a progressively diverse client populations (NASW, 2001) (Armour, et al, 1925). Within its curriculum policy statement according to Armour, et al (1925), Council on Social Work Education (CSWE) delivers a wide mandate for the infusion of multicultural content into academic courses. It is, nonetheless Armour, et al (1925) suggest, in the application of knowledge about cultural disparities through a supervised internship or work environment that the training in multicultural competencies is incorporated. The diversity and/ or cultural competence consideration in my agency is social and cultural diversity inclusive of ethnicity.

Nowhere, with the exclusion of mixed racial families, is there a level of social contact as guarded as that of a therapy group in which members regularly express and act out their deepest thoughts and feelings (Tsui & Schultz, 1988). Since ethnic and racial groups that are cultural minorities according to Tsui & Schultz (1988) are similarly numerical minorities in most therapy groups, the latter becomes a small-scale version of the larger society; in them, the power relationship with the different racial and ethnic groups are re-enacted dynamic. Subsequently, the issues of race and color are emotionally loaded concerns in our society Tsui & Schultz (1988) suggest therapists, whatever their racial or ethnic group, may inhibit their stereotypes as well as fail to work through them. Such unsettled bias Tsui & Schultz (1988) argues, is an important variable that can harm the therapeutic work of the group. Consequently, before therapeutic work with mixed racial groups begins, the power association among the minority and the majority must be comprehended; such an understanding is crucial before trying to deal with cultural differences Tsui & Schultz (1988) opine.

With 2 leading demographic necessities of the aging population as well as improving racial/ethnic diversity of the older population, present and future generations of racially and ethnically diverse elders are assumed to experience multifaceted and diverse sets of service needs (Min, 2005). Above all, the social work profession requires a strategic method to working with present and future generations of diverse elders. Min (2005) depicts information that permits a better comprehension of future issues as well as problems facing racial/ethnic minority elders and debates how social work can effectively as well as successfully deal with these potential needs. Five particular proposals suggest: reconceptualize race/ ethnicity and diversity in social work practice, identify and develop a conceptual framework for social work with racially and ethnically diverse elders, consider a multidisciplinary community-oriented and neighborhood-based approach, advance culturally competent gerontological social work with diverse elders, and strengthen gerontological social work education with an emphasis on cultural competencies (Min, 2005) opines

References

Armour, M. P., Bain, B., & Rubio, R. (1925). An evaluation study of diversity training for field instructors: A collaborative approach to enhancing cultural competence. Journal of Social Work Education, 40(1), 27-38.

Min, J. W. (2005). Cultural competency: A key to effective social work with racially and ethnically diverse elders. Families in Society: The Journal of Contemporary Social Services, 86(3), 347-358.

Tsui, P., & Schultz, G. L. (1988). Ethnic factors in group process: Cultural dynamic in multi-ethnic therapy groups. American Journal of Orthopsychiatry, 58(1), 136-142. doi:http://dx.doi.org.ezp.waldenulibrary.org/10.1111/j…

blog 2– jehan

• A description of diversity and/or cultural competence considerations in your agency

A Second Chance Inc. (2021) is committed to treating families with dignity and respect, providing culturally competent services, providing positive supportive systems, and networks to all families. They embrace the many perspectives of their staff and clients, as they are essential to the flourishing of diverse ideas, skills, knowledge, innovations, and beliefs. That is why A Second Chance, Inc., has cultivated a culture and climate that supports the recruiting, hiring, and promotion of minorities, women, people living with disabilities, older Americans, and the LGBTQ community. Also, prioritizing resources to meet family needs. Including advocating for the additional needs of the community and families. Workers are equipped to assess the family. Therefore, their training provides practical experiences which foster competency in the issues regarding the child welfare system. Workers are trained in the areas of child development, permanency planning, issues of separation and loss, behavior management, human diversity, and sensitivity to issues of ethnicity, race, socio-cultural and economic status (A Second Chance In, 2021). They are also instructed to remain mindful of the relationship between the children and their biological parents by including those parents in the process of decision-making and goal planning.

• An explanation of how diversity and/or cultural competence might reflect your agency learning agreement

The agency learning agreement indicates that the agency activities will aid me in engaging in self-reflection about personal biases related to the client population and discusses it with the supervisor. Should develop a diversity or cultural competency plan that allows me to understand the cultural needs and culturally responsive when communicating with clients. One of A Second Chance Inc.’s objectives is to prepare workers culturally competent to appropriately service children and families in kinship or foster care (A Second Chance Inc.,2021). They are trained in kinship and foster care casework to understand how families work as a ‘system”. They examine family dynamics and understand how comprehensive assessment can help guide through the social work process. The agency believes that kinship is a family preservation model. The family system is disrupted when a child is removed from the home by the state agency and placed in out-of-home care with a relative. Consequently, workers are trained to immediately empower the family. This training emphasizes the worker’s responsibility to empower and equip the family with life skills that will enable them to better handle everyday situations. They are also trained to help the family regain the sense of control believed to be lost as a result of the state agency’s intervention. In their efforts to empower the family, the worker will demonstrate faith in the families, respects their privacy and cultural beliefs, and openly verbalize the expectations and the limits for the families during their working relationships.

A Second Chance, Inc. (2021, June 23). https://www.asecondchance-kinship.com/.

blog 3– Lachandra

Diversity/cultural competence I a vital part out of the nine competencies in social work. “Client diversity can occur in many areas, including race, ethnicity, culture, age, gender, sexual orientation, religion, spirituality, political philosophy, socioeconomic class, education, family background, and life experiences” (Birkenmaier & Berg-Weger, 2018, pp 145). I work with children that have developmental disabilities. Their ages range between 7-18 years of age starting from elementary school, middle school through high school. Diversity is very limited at the organization it is dominantly African American. Even though there is limited diversity at the organization I am still able to learn from clients about their religious beliefs, education, culture, gender, family background, and life experiences. This helps the counselor and me to be able to get a better understanding of how to serve the clients and why the clients are experiencing what they are experiencing that can trigger their mental health. The cultural competence at the organization is respecting the traditions at the organization, child-rearing practices. Language is another form of being culturally aware by even though an individual may speak English there are different dialects that an individual may speak example would be “Ebonics” which is American black English regarded as a language in its own right rather than as a dialect of standard English.

Diversity and cultural competence reflect my agency learning agreement by interning at mfbhc it demonstrates cultural awareness by recognizing and integrating diverse populations’ values about family roles, structure, norms, and beliefs. Demonstrates cultural humility by managing personal biases when partnering with families. Communicates in a culturally responsive way recognizing various family structures, norms, and values.

References:

Birkenmaier, J., & Berg-Weger, M. (2018). The practicum companion for social work: Integrating class and fieldwork(4th ed.). New York, NY: Pearson.