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National Native Addictions Partnership Foundation Inc.

Cultural Safety & Competency

A k h t ti bA workshop presentation by:Nora Bressette, past Executive Director, Nimkee Youth Solvent Abuse Treatment

Centre and presently, Curriculum Coordinator, National Native Addictions

Partnership Foundation (NNAPF),and,

Michael Martin, Research Manager, NNAPFMichael Martin, Research Manager, NNAPF


Presentation Overview

T d ib d i l f th ‐ To describe and give examples of the Stepping Stone stages of the cultural

t ticompetency continuum‐ To reflect upon your organization’s structures, policies and procedures, and to plan/implement culturally competent practices‐ To conduct a cultural competency self‐ and p yorganizational‐assessment

Stepping Stones of CulturalNational Native Addictions Partnership Foundation Inc.

Stepping Stones of Cultural Competency

S i S f C l l 1. Stepping Stones of Cultural Competency as noted in handout:Cultural HumilityCritical ReflectionCritical ReflectionCultural AwarenessCultural SensitivityCultural SafetyCultural SafetyCultural Competence


Stepping Stones of Cultural CompetencyCompetency

NNAPF’s Stepping Stones for Cultural Safety h F El (E h W Fi uses the Four Elements (Earth, Water, Fire,

and Air) to explain the progression to Cultural S f Th f l i d i h Safety. The four elements are required in the physical realm of all human beings and there i f i i f h f are a variety of interpretations of these four

elements. The following is an example of an Ojib iOjibway perspective:


Cultural Humility

E h h l d li Earth represents the land we live on. The teaching of the earth "is to show respect for all BEINGS and to know the importance of all beings." Thus, p g ,beginning to understand Cultural Safety from the element Earth would Safety from the element Earth would ensure Cultural Humility by respecting all beings not just human beings all beings not just human beings.


Critical Reflection

Water represents healing and medicines. p gThe teaching of water is "the place of deep introspection and reflection " The deep introspection and reflection. The second step to cultural safety would be Critical Reflection because of need for Critical Reflection because of need for self‐reflection.


Cultural Awareness

Fi h h f M h Fire represents the heart of Mother Earth. The teaching of fire is "the place of knowledge and wisdom." The third step to Cultural Safety is Cultural p yAwareness because it is the knowledge and wisdom of self and others and wisdom of self and others "distinctive spiritual, material, intellectual and emotional features and intellectual and emotional features and to value systems, traditions and beliefs."


Cultural SensitivityAi t b i i Th t hi f i Air represents new beginnings. The teaching of air is “He (Waynaboozhoo or Original Man) looked up into the sky and noticed that the clouds were fleecy into the sky and noticed that the clouds were fleecy white, pure, and cold just like the snow at the tops of the mountains. He knew that high above the Earth gthere must be layers of air and elements that he had no name for. Nonetheless, he knew that something

h h h ld i ll h ” (Bwas up there that held it all together.” (Benton‐Banai, 1988). Cultural Sensitivity is the next step to developing insight of what culture is and the diverse developing insight of what culture is and the diverse relationship as the intention of Cultural Sensitivity.


Cultural Safety“C lt l f t b d lt l “Cultural safety moves beyond cultural awareness, knowledge and sensitivity and involves reflecting upon cultural historical and structural differences upon cultural, historical, and structural differences to analyse power imbalances, institutional discrimination, colonisation and relationships pwith colonisers, as they apply to healthcare. Cultural safety requires ongoing self‐reflection and

i i l h f i id organisational growth for service providers to address inequities and respond effectively to First Nations people ” (NNADAP Renewal Process 2011)Nations people. (NNADAP Renewal Process 2011)


Cultural Competence“Cultural competence enables health and service providers,both on and off reserve, to be aware of their ownworldviews and attitudes towards cultural differences,ensuring the respect and effectiveness in their interactionsensuring the respect and effectiveness in their interactionswith First Nations people. It requires improving knowledgeof, and openness to, the cultural realities andenvironments of the clients they serve; which will enablethem to work effectively cross‐culturally and to valuediversity. To achieve this, it is also necessary for Indigenousdiversity. To achieve this, it is also necessary for Indigenousknowledge to be translated into current realities tomeaningfully inform and guide direction and delivery ofh l h i d i b i ”health services and supports on an ongoing basis.”(NNADAP Renewal Process 2011)


Why is it so Important?L k f lt l k l d i t d ithLack of cultural knowledge associated with:improper diagnosis,l k f i lilack of active compliance,social resistance and legal challenges,can influence assessment and use,Ethno‐cultural factors which can affect the

d f damount and type of care; and,cultural competency has potential to reduce i itiinequities


Why is it so Important?B th lit f /d t ti f lt llBoth quality of care /detection of culturally‐specific diseases shown to increase with provision of culturally‐sensitive health careof culturally sensitive health care.Cultural competency improves client‐provider relationship and communication with clients.relationship and communication with clients.Cultural competence facilitates client‐provider interaction that is consistent/with client’s values, / ,beliefs, and expectations.Development of cultural competence requires p p qtraining and education.


Why is it so Important?

I lt i tiImproves cross‐culture communication.Increases awareness of cultural issues.Obtains better client acceptance of treatment plan.pCulture sensitivity training should not be regarded as being the norm for all regarded as being the norm for all communities, as variability exists even within a cultural group.within a cultural group.


Organizational Competency

O i i l C l 2. Organizational Culture 3. Organizational Governance and Policy 3 g yDevelopment (top down):Mission Statement supported byMission Statement, supported by,Board of Directors, directed to,Executive Director, delivered through,Program Managers & all StaffProgram Managers & all Staff


Cross Sector Definition

“ f b h i “….a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or amongst professionals and enables that system, p f y ,agency, or those professionals to work effectively in cross‐cultural situations ”effectively in cross cultural situations.(Cross, Bazron, Dennis,& Isaacs,1989)


Specific to Policy Development

F i F GForming a Focus GroupPreparing for Policy DevelopmentDeveloping Cultural Competency PolicySeeking Approval from Board of DirectorsSeeking Approval from Board of DirectorsCommunicating Cultural Competency PolicyPolicyImplementing Cultural Competency PolicyEvaluating Cultural Competency Policy

S ifi d j


Specific to program and project development

P tip

PreparationEstablishing a Participatory ProcessA i C i N dAssessing Community NeedsDeveloping Goals and Objectives of the Program/ P j tProjectDeveloping Program/ Project ActivitiesS li i i d All i RSoliciting and Allocating ResourcesMarketing PlanEvaluation Plan


Service delivery, feedback, future

S i D li 5. Service Delivery AssessmentPl iPlanningInterventionOutcome EvaluationAdvocacy

6. Client Feedback 7. Interpreting Your Results Future Plan


NNAPF Tools to assist

T lkit titl d “I di t t A Toolkit entitled: “Indicators to Assess Cultural Competency Along Honouring Our St th El t ” (NNAPF )Strengths Elements” (NNAPF 2013)

Goals: To provide a basic understanding of p gcultural competency indicators specific to workforce aspects for both program managers p p g g(community) and directors/supervisors (treatment centre) in a First Nations work ( )setting.


Course Overview

M t i l /B k d R di Materials/Background Reading: Indicators to Assess Cultural Competency l H i St th El talong Honouring our Strengths Elements

Method: Using lesson plans and exercises g pthat engage the target audience into critical thinking concerning the importance of g g pcultural competency as part of the overall human resource planning process.p g p


Course OverviewM d l / El t C it D l t • Module / Element 1 – Community Development, Universal Prevention and Health PromotionM d l / El t E l id tifi ti d • Module 2 / Element 2 ‐ Early identification and InterventionM d l / El t S d Ri k • Module 3 / Element 3 ‐ Secondary Risk Reduction

• Module 4 / Element 4 Active Treatment• Module 4 / Element 4 ‐ Active Treatment• Module 5 / Element 5 ‐ Specialized TreatmentM d l 6 / El 6 C F ili i• Module 6 / Element 6 ‐ Care Facilitation


Additional InformationC ff d i thi i i l dCourses offered in this series include:• Supporting the Use of Cultural Practices.

C ll b i b W d I di • Collaboration between Western and Indigenous Practices.P t l f I di P titi S ifi t • Protocols for Indigenous Practitioners Specific to Substance Abuse Treatment, Cultural Interventions and HealingInterventions, and Healing.

• Community Development as a Cultural Practice and Culture‐specific Strategies.and Culture specific Strategies.

/


Questions / Answers?

Q ti d di i ?Questions and discussion?

NNAPF and its Renewal Partners hope thispwork contributes to a better understandingof Indigenous knowledge and of theg gessential contribution it can make, not onlytowards the treatment of addictions andsubstance abuse, but also toward therestoration of Indigenous identity acrossg yCanada.


For more information…

F i f ti thi t tiFor more information on this presentationor any of NNAPF’s work, please contact theN ti l N ti Addi ti P t hiNational Native Addictions PartnershipFoundation (NNAPF) by phone at 306‐763‐

b il t d i @ f4714 or by email at [email protected]

Thank you on the behalf of NNAPF from:y f f fNora Bressette at [email protected], andMichael Martin at mmartin@nnapf orgMichael Martin at [email protected]

cultural safety competency - fnhma.ca · treatment plan. yculture ... along hihonouring our st...

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