Cultural Competence Checklist for Workers

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Below is a cultural competence self-assessment checklist. Please fill out as directed. Not only does this checklist give you some indication about your practice, it also gives you some ideas about how to make your practice more culturally competent.

Directions: Please read each statement and write in each box with a number from 1-3 which most closely reflects your practice:

1 = I frequently do this
2 = I occasionally do this
3 = I rarely or never do this

The Office, Materials and Resources

___ I seek information from people and other community contacts to assist me in adapting my practice to the diverse needs and preferences of people.

___ I advocate for the review of my agency's mission statement, policies and procedures, etc. to ensure that they incorporate principles and practices that promote cultural diversity and cultural competence.

___ I attend training sessions which enhance my cultural competence.

___ I have a well-established network with individual workers from local ethno-specific services.

___ I work collaboratively with ethno-specific agencies in our area.

___ All over the office space there are posters, pictures and other materials that reflect the cultural diversity of the communities my agency serves.

___ I have printed information in languages other than English readily available.

___ When reprinting information materials about the service I seek to include information in different languages and use images that are culturally appropriate.

___ In the reception area we display a large interpreter sign that can be used by people to indicate their preferred language of choice.

Communicating with People

___ For people who speak languages other than English, I attempt to learn basic greetings.

___ I am competent and confident in determining the language used and in using accredited interpreters.

When interacting with people who have limited English proficiency I always keep in mind that:

___ limited English does not equate with limited intellectual functioning.

___ limited English has no relation to the ability of a person to communicate in their first language.

___ people may or may not be literate in their first language or English.

Values, Assumptions and Attitudes

___ I explore my own values, beliefs, assumptions and attitudes about cultural diversity and how they impact on how I work with people using the service.

___ I avoid imposing my values.

___ In every situation, I discourage colleagues, service users and others from using racial and ethnic slurs by helping them understand the impact their language can have on others.

___ I intervene in an appropriate manner when I observe other staff or service users engaging in behaviours that show cultural insensitivity or prejudice.

___ I understand and accept that disability and responses to disability are defined differently by different cultures.

___ I recognise and respect that some people may or may not want to have anything to do with their own culture or community.

___ I understand and respect that factors such as gender, class, and age have different significance in different cultures.

___ I understand and respect that religion and other beliefs may influence how people understand and respond to disability.

If you frequently responded '1 ', you are engaged in practices that recognise and promote cultural diversity and you aim to deliver a culturally competent service to people with disability. If you frequently responded '2' or '3' you may need to change your practices to respond more effectively and efficiently to the need of people from a NESB with disability For all the questions where you responded with '2' or '3' you might want to consider how you can change your practices to be more culturally competent.