Community Mental Health & Substance Abuse Services of St Joseph County
2017 Cultural Competency and Diversity Plan
Policy
CMHSAS-SJC values diversity as the full utilization of all human resource potential and will not discriminate on the basis of race, color, national origin, age, disability or sex. We seek to understand and value differences in promoting mental health and substance abuse services that empower people to succeed. There will be an ongoing and continuous commitment to create and promote an inclusive work and service provision environment that values our differences. (See policy 6.02 for full policy and procedure)
Standards
CMHSAS-SJC will utilize the following standards to support its policy on cultural competency and diversity:
- Recognize that cultural considerations are not limited to ethnicity, but may also include religious, language, rituals, financial status, sexuality, disability, or other attributes
- Value and respect individuality including cultural differences among persons supported, employees, stakeholders, and community members
- Require that all persons supported will be treated fairly and with respect and that all CMHSAS-SJC employees will generate and support a work environments in which persons served, employees, community members and stakeholders, are respected, valued and welcomed
- Value employees from diverse backgrounds in bringing a different perspective, ideas and solutions
- Implement strategies to recruit, retain, and promote at all levels a diverse staff and leadership represent the demographic characteristics of the service area
- Provide special consideration of tools or methods to recruit a diverse workforce
- Collaborate with and support stakeholders and other agencies to help ensure that the cultural and diversity needs within the community are being addressed
- Offer and provide language assistance services, including bilingual staff and interpreter services, at no cost to each customer with limited English proficiency at all points of contact, in a timely manner during all hours of operation
- Ensure that staff at all levels and across all disciplines receive ongoing training/education in cultural competency and diversity
Goals:
- CMHSAS-SJC provides equal employment opportunities for the good of the public without regard to race, color, national origin, ancestry, sex, religious creed, age, mental or physical disability, veteran status, socioeconomic status, medical condition, marital status, sexual orientation, sexual harassment, or pregnancy.
- Recruit applicants who will enhance the cultural diversity of employees and who demonstrate the commitment of providing culturally competent services.
- Ensure that staff are adequately trained in Limited English Proficiency and Cultural Competency for adequately preparing them to meet the cultural and diversity needs of the community and population served.
- Provide services that are in a culturally competent atmosphere and demonstrate acceptance for the individuals’ cultural values, beliefs, age, gender, sexual orientation, social economic status, and language, as well as the ability to apply the understanding in delivering cultural competent and linguistic services to each customer.
- Eliminate any barriers that may restrict the employment opportunities available to women, minorities, veterans, individuals with disability, and other individuals who may not fit into categories that are otherwise representative of our community.
Objectives /
Actions/Tasks
/Responsibility
/Target Date
- Provide and/or make available cultural diversity and LEP training as part of the orientation of new staff and annual trainings that support the CMHSAS-SJC policy, standards and goals on cultural competency and diversity.
- Annually research trainings offered through Relias Learning on cultural competency and diversity and communicate these opportunities to staff members.
- Offered trainings will include the areas of culture, age, gender, sexual orientation, spiritual beliefs, socioeconomic status, and language. If these areas are not all covered through Relias Learning trainings to research for other options.
- Management/supervisory staff will mentor, evaluate and monitor cultural diversity/competence and require additional staff training when a cultural competency is not adequate and/or as necessary.
- Review annual census data whether any significant changes in demographics have occurred and update cultural competency and diversity plan accordingly.
- HR bring census data to Manager/Supervisor Team (MST) for review
- Analyze the workforce by race, national origin, gender, and relevant categories. Accomplishments and shortcomings will be noted and corrective actions recommended to the Executive Director and MST.
- Utilize the section on diversity on the annual Organizational Climate Survey for identifying gaps or opportunities for improvement in the area of diversity
- Compare the ratings of CMHSAS-SJC to the National average for these items. In the future, St Joe will be able to also compare results from year to year.
- Bring results, comparison and initial analysis to MST for discussion and development of identified areas for improvement
- CMHSA-SJC will seek to have a diverse provider network panel to meet the needs of its customers.
- Design and deliver services in a manner that will be most effective and respectful given the cultures and language needs of the individuals served.
- Impact of culture is incorporated into the treatment planning process and monitored through the quality record review process and consumer satisfaction surveys.
- Bring results and initial analysis record review to MST for discussion and development of identified areas for improvement
- MST will have representative(s) visit the Amish community to ensure that CMHSAS-SJC is meeting their needs. Information will be brought back to Clinical Director and MST
- Ensure that data on the individual customer’s race, ethnicity, and spoken/written language are collected in electronic health records, and/or integrated into the management information systems and periodically reviewed for demographic changes.