Cultural Competency Statement of Purpose
CULTURAL COMPETENCY STATEMENT OF PURPOSE
Why create a culturally competent organization
Why create a culturally competent organization
- Cultural competence is integral to fully realizing Department of Developmental Services' (DDS) mission which is to join with others to create the conditions under which all people with mental retardation experience:
- presence and participation in Connecticut town life
- opportunities to develop and exercise competence
- opportunities to make choices in the pursuit of a personal future
- good relationships with family members and friends
- respect and dignity
Culture is a major determinant of the way in which different groups of people approach and use DDS supports and services. Consequently, there is a need to consider culture in developing and providing services to the individuals and families we serve. Developing cultural competency within the agency provides DDS with the capacity to respond appropriately to the unique needs of diverse populations.
Cultural competence is an important life skill. In realizing the goals of our mission statement it is important that we support our consumers and families in their efforts to develop cultural competency skills.
- As an organization we must become culturally competent to effectively support the principles of self-determination and effectively shift power to people
The goal of self-determination is to design supports around people not fit people to programs. To successfully accomplish the DDS must have a comprehensive knowledge and understanding of families and individuals representing diverse populations. By increasing our awareness and appreciation of differences and similarities we will become more responsive to their issues and needs.
People served by the department represent a diverse group of individuals and families with a myriad of ethnic, racial, religious and cultural backgrounds. The provision of more culturally sensitive and consequently effective services and supports requires expanding the involvement of these groups in the management and direction of programs and service. This is important for all service models including but not limited to supported living, community-training homes, supported employment, family support, respite, self-determination, congregate living, and nursing homes,
- As demonstrated by data released for the 2000 Census the Connecticut population is becoming increasingly diverse.
It is important that DDS as an organization is prepared for the challenges and opportunities arising from demographic changes in the population. Based on population projections it is clear the number of persons from these populations who have disabilities is increasing.
It is critical that the department is knowledgeable of projected demographic shifts and this information is considered in planning efforts.
- DDS as a state agency has a responsibility to ensure that all employees and consumers value diversity and are culturally competent
In providing effective responsive programs DDS employees must have an understanding of diverse population. By increasing our employee’s awareness and appreciation of differences and similarities both in the workplace and in the populations we serve we, as an organization will become better stronger and more responsive.
As DDS as an organization becomes more culturally competent the families and individuals we serve will also become more culturally competent.