NGOs and Cultural Competence

By Taylor Kelly
M.A. Candidate 2019

Monday, 13 November 2017

Is cultural competence – respect for cultural differences – a key aspect for the success of an NGO? The quick and easy answer is yes, particularly because NGOs tend to help everyone, everywhere. So, how does an NGO achieve cultural competence? This post explains what cultural competence is, explores its principles, lists examples of diversity that NGOs may encounter, and presents some key ways in which an organization can implement this practice into their mission.

Here are two definitions of cultural competence from the U.S. Department of Health and Human Services:

“Culturally competent – the ability to provide services to clients that honor different cultural beliefs, interpersonal styles, attitudes and behaviors and the use of multi-cultural staff in the policy development, administration and provision of those services.”

“Cultural competence - Having the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors and needs presented by consumers and their communities.”

There are three main concepts that help to explain how someone can be culturally competent: cultural knowledge, cultural awareness, and cultural sensitivity. Cultural knowledge means knowing the characteristics, values and beliefs of a certain culture or group. Cultural awareness is being adaptable, flexible, and open to new ideas. Lastly, cultural sensitivity is the ability to recognize that there are differences when it comes to different cultures but not labeling the differences as being better or worse.

Together, these three concepts equal cultural competence, and recognizing and achieving the three will help NGOs to succeed. According to the Community Tool Box website, there are seven benefits of cultural competence:

1. Increases respect and mutual understanding among those involved;

2. Increases creativity in problem-solving through new perspectives, ideas, and strategies;

3. Decreases unwanted surprises that might slow progress;

4. Increases participation and involvement of other cultural groups;

5. Increases trust and cooperation;

6. Helps overcome fear of mistakes, competition, or conflict. For instance, by understanding and accepting many cultures, everyone is more likely to feel more comfortable in general and less likely to feel the urge to look over their shoulders to be sure they are being "appropriate" in majority terms.

7. Promotes inclusion and equality.

According to an article on Community Tool Box’s website that focuses on achieving cultural competence, a culturally competent organization is one that acknowledges the concepts of cultural knowledge, cultural awareness, cultural sensitivity, and diversity, and uses this acknowledgement to implement standards, policies, values, trainings, and practices within the organization. Here, taken from several sources, are 10 steps that can be taken for an organization to achieve cultural competence:

1. Make a commitment to expand knowledge about diversity, define your vision for cultural competence;

2. Learn about yourself and your own diversity;

3. Research and learn about other cultures (which could include attending diversity training conferences); this will help you value diversity;

4. Interact with other people who have different beliefs, values, and come from different backgrounds;

5. Create a safe environment for diversity;

6. Understand the dynamics of diversity, institutionalize cultural knowledge;

7. Be active in local communities;

8. Self-assess, constantly;

9. Implement policies and guidelines that adhere to all types of diversities;

10. Communication and Dialogue – keep the channel of communication on all levels open.

What are the different types of diversity that NGOs may encounter? These might include: Marginalized or socially excluded groups, nationality, ethnicity, native language, race, gender, sexual orientation, social class, spiritual beliefs and practice, physical and mental ability, age, educational status, Family status, and health status.

Cultural competence is a concept that every organization, and especially NGOs, should consider and implement into their programs, policies, and trainings. Without it, an organization fails to truly understand who they are communicating with and helping. This could result in a program failing, a push back from the community, or consequences that affect future programs. Being culturally competent becomes especially important when an NGO has a project that is designed to help develop or serve a community that is not within their own country. Therefore, implementing cultural competence is a key source to success for an organization, and especially an NGO.

What now?

Link to a comprehensive outline for implementing cultural competence into any organization: http://ctb.ku.edu/en/enhancing-cultural-competence

Link to article that explains different methods to improve working with local communities: https://www.theguardian.com/global-development-professionals-network/2015/oct/20/12-ways-the-un-donors-and-ngos-can-work-better-with-local-humanitarians

Resources:

https://nccc.georgetown.edu/curricula/culturalcompetence.html

http://www.apa.org/gradpsych/2010/09/culturally-competent.aspx

http://ctb.ku.edu/en/table-of-contents/culture/cultural-competence/culturally-competent-organizations/main

https://www.childwelfare.gov/pubPDFs/resources/KS_CulturalCompetencyTraining2.pdf\

http://www.apta.org/CulturalCompetence/Achieving/

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