If you have come here to help me, you are wasting our time.

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2 If you have come here to help me, you are wasting our time. But if you have come because your liberation is bound up with mine, then let us work together. Lilla Watson

3 When I dare to be powerful - to use my strength in the service of my vision, then it becomes less and less important whether I am afraid. Audre Lorde

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5 Positive movement along the [cultural competence] continuum results from an aggregate of factors at various levels of an agency's structure. Every level of an agency (board members, policymakers, administrators, practitioners, and consumers) can and must participate in the process. Terry L. Cross

6 Cultural Competency Continuum (used with permission) 6

7 Strategies To challenge Discrimination Training HR Quality Assurance Accountability Practitioners and Stakeholders Mandate Policies Organizational Change Framework Partners Evaluation Research Communities of Practice

8 Social exclusion physically and socially isolates racialized groups from equally participating in and benefiting from educational, economic, political, and health systems Charlotte Reading

9 Another thing is, people lose perspective. It is a cultural trait in America to think in terms of very short time periods. My advice is: learn history. Take responsibility for history. Recognise that sometimes things take a long time to change. Winona LaDuke

10 Increase First Nations Decision- Making and Control Be Without Prejudice to First Nations Interests Function at a High Operational Standard Improve Services The Vision Healthy, Self-determining and Vibrant BC First Nations Children, Families and Communities Community-Driven, Nation-Based Foster Meaningful Collaboration and Partnership Develop Human and Economic Capacity First Nations Health Council

11 Among the Canadian and global public, there is lack of information about the conditions of First Nations. Moreover, the lack of knowledge and understanding of Canadian Aboriginal history creates a large gap in the identities and cultural heritage of all Canadians. Cindy Blackstock

12 Terry L. Cross At each level [of the organization] the principles of valuing difference, selfassessment, understanding dynamics, building cultural knowledge, and practice adaptations can be applied. When, at each level, progress is made in implementing the principles, and as attitudes, policies, and practices change in the desired direction, an agency becomes more culturally competent.

13 What we have is because someone stood up before us. What our Seventh Generation will have is a consequence of our actions today. Winona LaDuke

14 Initiating Diversity Organizational Change Evaluation & Ongoing review Agency Commitment & Vision Change/ Advisory Team Implement actions Initial Diagnosis & Strategy Revise Change Strategy CULTURE Ongoing Communication, Training and Education Barrier/ Culture assessments Internal & External Demographic Assessments Supportive Policies & Procedures AM McInnis & NJ McLaren, 2000

15 I believe that when we understand where we come from and what happened to us as a people we will we take action to change our lives. We all grew up in a dysfunctional atmosphere that was created for us through the Colonization process. Gerry Oleman

16 Winnipeg Regional Health Authority,! CULTURAL PROFICIENCY AND DIVERSITY FRAMEWORK! 16

17 Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day. Francis Hesselbein!

18 TINA LOPES

19 Building a culturally safe and respectful organization that genuinely addresses individual and institutional racism is a substantial and complex undertaking. Achieving this outcome requires sustained commitment and a comprehensive strategy, including the active involvement of Aboriginal stakeholders.! Hunter New England Health Aboriginal and Torres Strait Islander Strategic Leadership Committee

20 Cultural /Racial Differences Pathologies Just Get Over it!! Pain Tolerant! Alcohol Intolerant! Late- Indian Time! Involved Families! Drug Seeking! Neglectful Parents!!!! Damaged! Traumatized! Alcoholics! FASD! Diabetic! Impoverished! Uneducated! Addicted! Need to be Saved!!! Residential Schools are Closed! Treaties being negotiated! Canada has been settled! Harper Apologized! Had Truth and Reconciliation! Colonization is Over!! Three Common Colonial Narratives PHSA ICC Program 2014

21 Initiatives related to cultural competence have fostered cross-cultural health care and created mutual ground to initiate a dialogue about issues of difference; however, a critical analysis of racism and an understanding of the macro-level workings of the health care system are necessary to design and implement policy changes to ensure truly accessible health services for racialized and marginalized peoples. McGibbon & Etowa!

22 Tina Lopes 2014 (Adapted from T. Lopes & B. Thomas, Dancing on Live Embers: Challenging Racism in Organizations; and J. Geronimo, Ontario Anti-Racism Secretariat)

23 Institutional racism, by its very nature, is entrenched throughout an organization. To address it effectively requires a complex combination of strategies.! Hunter New England Health Aboriginal and Torres Strait Islander Strategic Leadership Committee

24 The large-scale impact of seemingly inconsequential changes (such as relationship building) supported large-scale impacts (such as increased system responsiveness) across multiple child and youth service organizations. McGibbon & Etowa!

25 FIRST NATIONS AND ABORIGINAL CULTURALLY COMPETENT AND RESPONSIVE STRATEGIC FRAMEWORK (CCRSF) First Na)ons and Aboriginal People Health and Well- Being Outcomes FIRST NATIONS PERSPECTIVES ON WELLNESS LAND Land is the foundation around which First Nations people centre their cultural identity. It sustains and nourishes people physically, emotionally, spiritually and mentally. CCRSF & TRUE NORTH GOALS LEADERSHIP & STAFF Cultural competency is foundational in achieving organizational change and it begins with staff and leadership Goal: Develop the best workforce FAMILY In First Nations families, each family member has a role and responsibility. Family is the support base; it is where people come from. It is a broad concept including who one cares for, support systems, or traditional family systems. COMMUNITY Communities are where families come together to address the wellness of community members. Communities are where people come from and where they live and work. There are many different kinds of communities. NATION Nations are communities that work together to achieve specific goals or objectives. Nations are the broader community outside one s immediate and extended families and communities. STRUCTURAL & CLINICAL PROCESSES Structural & clinical processes provide a support base for one s work. This means developing innovative structures and processes to form the support base for cultural competency practice. Goal: Innovate for Sustainability SAFE ENVIRONMENTS This represents the access of culturally safe environments where people work and receive services, as well as culturally safe services delivery practices, which increase access and safety. Goal: Provide the best care MEANINGFUL & STRATEGIC PARTNERSHIPS Working with First Nations and Aboriginal leadership and communities through respectful partnerships and collaborations is integral to improving health. Goal: Promote better health for our communities

26 I went around complaining, Somebody should do something! and then I realized I was somebody! Gerry Oleman