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Cultural Competency, Sensitivity & Awareness Training for Healthcare Providers

Solutions for healthcare professionals wanting to make a meaningful impact on patient care through cultural competency

Are you wondering how to lay the groundwork for culturally competent care?

In today’s diverse healthcare environment, patients and team members come from various backgrounds, each with unique values, beliefs, and healthcare needs. Culturally competency in healthcare is not just a moral imperative but also a professional necessity. It improves patient outcomes, fosters trust, and enhances healthcare access and quality. By developing cultural competence, you can be at the forefront of delivering healthcare that truly makes a difference.

Our specialized Cultural Competency Training & Coaching Services will empower you with the knowledge and skills necessary to deliver patient-centered care that respects and celebrates the rich tapestry of cultures within the healthcare landscape.

Schedule a 15 Minute Solutions Call Today

Glen providing staff training

How Does it Work?

You may be wondering what makes my solutions different from other diversity training programs you’ve seen online. We fix broken systems and processes. Racism, sexism, ableism, etcetera are systemic issues that are related to organizational structures, policies, and procedures. Our tailored training programs equip you with practical knowledge and skills to change behavior, organizational culture, and organizational systems to achieve tangible results.

8-Module DEI Training Course

This broad cultural competency training starts with individual reflection, builds upon team dynamics, and ends with the organizational culture.

[MODULE 1] INTRODUCTION & OVERVIEW

Promoting cultural competence in the workplace

Our teams need to understand the differing levels of cultural engagement, from cultural knowledge to cultural competence. Workplace diversity and inclusion training should help people from a monocultural mindset to an intercultural/global mindset. An intercultural mindset can understand and see culture from its perspective and the perspective of others. Helping an organization move to an intercultural mindset requires understanding the levels of cultural competency. Knowing the levels of cultural engagement helps us understand the culture. It helps us determine what to want and expect from our workplace diversity and inclusion training.

Employees and Supervisors will learn:

  • The tangible benefits of diversity, equity, and inclusion (DEI) in the workplace.
  • Essential terms to build a common DEI framework and set targets in your DEI work.
  • The six traits of inclusive leaders.
  • Reflect on the interactions of race, identity, and culture.

*Some groups may choose to add the Intercultural Development Inventory (IDI ®) during this session.

[MODULE 2] BREAKING BIAS

Tools for dealing with implicit bias

Implicit bias primes how we see and perceive the world around us. The priming translates to the assumptions made about team members, their capability, and their competence in the workplace. In other words, our bias influences who we doubt and who gets the benefit of the doubt. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to categorize social worlds.

Employees and Supervisors will learn:

  • The definition of unconscious and implicit bias, how they differ, and the root causes of bias.
  • Through storytelling, how to recognize their own bias.
  • The impact of bias in the workplace.
  • Practical strategies to identify, reduce, and reduce bias’s negative impacts.

[MODULE 3] CREATING A CULTURE OF INCLUSION AND BELONGING

Best leadership development practices to support diversity, equity, inclusion, and belonging initiatives

Organizations often begin their DEI journeys with the hiring process yet struggle to fully embed equity, build accountability systems, support diverse hires, translate intent to action, and build diverse teams without tokenizing historically marginalized candidates and staff.

Employees and Supervisors will learn:

  • The key tenants of intersectionality and how it relates to anti-racism efforts, cultural competency, and our understanding of self.
  • How to identify critical choice points to integrate equity considerations meaningfully through the entire HR process, talent development, talent acquisition, and talent retention.
  • Key strategies to engage with protocols and tools to interrupt systemic bias in the talent acquisition process, assess candidates with an equity lens, pause for consideration of equity impacts, and hold decision-makers accountable for equity considerations.

[MODULE 4] POWER AND PRIVILEGE

Addressing the impact of privilege and power in the workplace.

The session will allow listening, journaling, and small group discussion. Based on the organization’s needs, this session may be facilitated by those in the dominant culture to encourage people in the dominant culture to do the necessary work of anti-racism and anti-white supremacy.

Employees and Supervisors will learn:

  • The role power plays in inequitable systems, including tips to avoid common deflection moves that serve to protect the status quo.
  • The difference between brave and safe spaces while unpacking who is protected by safe spaces.
  • Manage head, heart, and hands commitments in the workplace context, getting out of our heads, and feeling the pain of injustice.
  • The key tenants of intersectionality and how it relates to anti-racism efforts, cultural competency, and our understanding of self.

[MODULE 5] LEADING DIVERSE TEAMS

Building and leading diverse teams for equity and growth

Diversity is not without its challenges. Managing differences is not easy work, and we can easily slip into a monocultural mindset, more commonly known as my way or the highway. There is no sense in building a diverse and “exclusive team.” This lesson focuses on helping you “get real” as an inclusive leader.

Employees and Supervisors will learn:

  • The difference between supervising, mentoring, coaching, and training.
  • Best practices of inclusive leaders.
  • How their leadership journey can guide others toward growth.
  • Learn to manage team dynamics by using COG’s ladder.
  • Ten tips for putting intersectionality into practice.

[MODULE 6] HOW TO TALK ABOUT RACE AND IDENTITY IN THE WORKPLACE (Part 1)

Culturally Competent Conversations-Part 1 Unscripted Conversations, addressing conversations that happen in the moment.

“A critical difficulty we face in our organizations is that communication misunderstandings, conflicts, and problems across cultures are often grounded in very different approaches people take for resolving difficulties with one another. The ability to recognize and effectively respond to cultural differences in communication and conflict styles is critically important.” -Mitchell R. Hammer, Ph.D.

Employees and Supervisors will learn:

  • Their “default” communication and conflict resolution approach increasing, cultural self-understanding.
  • Culturally diverse approaches others use to communicate ideas and resolve conflict.
  • Techniques to better manage stress and anxiety that is often present in conflict situations.
  • Culturally responsive strategies to aid in communicating their goals and interests to others
  • A systemic process to interpret the statements and actions of others more accurately

[MODULE 7] HOW TO TALK ABOUT RACE AND IDENTITY IN THE WORKPLACE (Part 2)

Culturally Competent Conversations – Part 2 Planned Conversations

Part 2 will help participants prepare for crucial workplace conversation, helping your conversation stay focused on the main issues and work towards a value-driven solution.

Employees and Supervisors will learn:

  • Best workplace practices to foster effective communication and workplace harmony, leading to increased productivity and harmony.
  • How to expertly use the tools provided for guided workplace conversation involving race and identity.
  • Our teams and team leaders must embrace differences, learn to communicate across those differences, and understand how inclusive leadership increases productivity and workplace belonging.

[MODULE 8] BRINGING IT ALL TOGETHER

Exploring the next steps for success

For our organizations to grow, thrive, and reap the full benefits of workplace diversity, equity, inclusion, and belonging, our individual employees must self-reflect, understand their biases, and share their stories to grow and mature in the workplace. Our organizations must have clearly defined goals, implement culturally competent processes, and celebrate the well-defined wins, ensuring everyone feels included everyone in the process. Ultimately the organization must create an inclusive culture that values, recognizes, leverages, and retains diverse talent.

Employees and Supervisors will learn:

  • Key metrics to measure programming success.
  • Best practices to create a sustainable and inclusive work culture.
  • How to navigate each phase of the journey towards cultural competence.

Who can benefit from this training?

This training is for leaders who are learning to navigate and communicate across cultural differences without creating tension or workplace disruption.

The whole organization will learn:

  • How a diverse and inclusive workplace benefits everyone
  • How to apply the concepts of diversity, equity, inclusion, and belonging in their daily interactions
  • How to increase awareness of implicit bias and avoid its negative influence on recruiting, hiring, and other business decisions
  • How civility, cultural competency, and sensitivity can help prevent workplace misconduct
  • How positive attitudes and behaviors can lead to a more inclusive environment
  • How to effectively use empathy in a way that creates a sense of workplace belonging, sparking creativity and collaboration
  • How to overcome or mitigate workplace disruptions that arise from misunderstandings in intercultural communications

Schedule a 15 Minute Solutions Call Today

Start today! Let me help guide you through the challenges of implementing diversity & inclusion the right way.

You’re in Good Hands

Experience. I bring over twenty years of experience in working with diversity, inclusion and anti-racism.

Leadership. After being honorably discharged from my roles as an officer in the United States Air Force, I have worked in both the public and private sector. The past ten years have been spent in executive leadership, including serving as the first African-American executive director of a national nonprofit organization.

Tools. I have a variety of tools to help you achieve your goals related to:

  • Having crucial workplace conversations around racism and other forms of discrimination.
  • Improving intercultural communication.
  • Helping marginalized groups and remote workers feel connected.
  • Creating cultural competency benchmarks and measuring progress.
  • Best practices in marketing, use of images and corporate statements

Capability. I am a certified virtual presenter and I have the necessary tools and skills to connect with your team virtually or in-person. My virtual presentations are interactive and will keep participants engaged.

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