Hello everyone, my name is Emily Rangel, and I am a student at California State University Monterey Bay CSUMB. I am currently going into my senior year and working as an NPC intern through my field training program in Collaborative Human and Health Services.
The Article The Difference Between Cultural and Competence and Diversity By Tarsha Whitaker Calloway, published by NonProfit Pro, explained the difference between cultural competence and diversity.
The article defines cultural competence as “Cultural competency is when organizations have a set of principles, beliefs, and attitudes about cultural differences and experiences, and apply those principles, beliefs, and attitudes to operations as policy.”, and defines diversity as “Cultural diversity is the existence of a variety of cultural or ethnic groups in an organization, but does not equate to competency in serving those groups.” Highlighting the difference between the two terms commonly used interchangeably without recognizing the difference in definition. READ THE FULL ARTICLE HERE
How does an organization promote diversity and uphold cultural competence? One way to begin is with diversity, once an organization starts hiring diverse individuals ranging from culture difference, age difference, and gender identification. Hiring various individuals establishes a need to evaluate an organization’s principles and beliefs to ensure a positive attitude in the workplace to continue to grow and teach cultural competence. Furthermore, another way to promote cultural competence is by bringing equity to the workplace, ensuring all individuals are provided with the resources to do exceptional work. Lastly, an organization needs the ability of self-assessment to evaluate when adoption and changes are taking place to continue growing and developing.