Cultural competence applies to organizations and health systems, just as it does to professionals. A culturally competent organization:
Continually Assesses Organizational Diversity
- The organization conducts a regular assessment of members’ experiences working with diverse communities and/or focus populations.
- The organization regularly assesses the range of values, beliefs, knowledge, and experiences within the organization that would facilitate working with focus communities.
Invests in Building Capacity for Cultural Competency and Inclusion
- The organization has policies, procedures, and resources that facilitate the ongoing development of cultural competence and inclusion.
- The organization is willing to commit the resources necessary to build or strengthen relationships with groups and communities.
- Members are representative of the focus population.
Practices Strategic Planning that Incorporates Community Culture and Diversity
- The organization collaborates with other community organizations, and organization members are involved in supportive relationships with other community groups.
- The organization is seen as a partner by other community organizations and members.
Implements Prevention Strategies Using Culture and Diversity as a Resource
- Community members and organizations have had an opportunity to create and/or review audiovisual materials, public service announcements, training guides, printed resources, and other materials to ensure they are accessible to, and attuned to their community or focus population.
Evaluates the Incorporation of Cultural Competence
- There is a regular forum for a wide variety of community members to provide both formal and informal feedback on the impact of interventions in their community.
Developed under the Substance Abuse and Mental Health Services Administration’s (SAMHSA) Center for the Application of Prevention Technologies contract. Reference #HHSS277200800004C. For training and/or technical assistance purposes only.
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