Your organization plans to adopt cultural humility in place of cultural competency as a framework. Create a cultural humility policy with procedures for your organization. You can then include the new policy in your leadership training plan.
Your policy will need the following components:
● Policy Title: Title of policy, name of organization and date.
● Purpose: Include what organizational values and goals this policy supports.
● Policy Statement: Define the concepts of cultural humility.
● Procedures: Who is responsible for implementation of this policy? How often will staff be trained? How will staff be trained? How will staff implement and maintain the policy? What happens if staff violate the policy?
● References: List 2–3 references using APA style, single-spaced.
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Cultural Humility Policy for XYZ Organization
Cultural Humility Policy for XYZ Organization
Date: [Insert Date]
Purpose:
At XYZ Organization, we are committed to fostering an inclusive and respectful environment that values diversity and recognizes the importance of cultural humility. This policy aims to support our organizational values of equity, respect, and collaboration while aligning with our goal of promoting cultural awareness and understanding among our staff members.
Policy Statement:
Cultural humility is a lifelong commitment to self-evaluation and self-critique, aiming to redress power imbalances and develop partnerships with people and groups from different cultures. It involves a willingness to learn from others, to recognize and challenge one's own biases, and to approach interactions with openness and humility.
Procedures:
1. Responsibility for Implementation: The Human Resources department will be responsible for overseeing the implementation of this policy. The Diversity and Inclusion Officer will lead the training initiatives and provide guidance on cultural humility practices.
2. Training Frequency: All staff members will undergo cultural humility training upon hire and annually thereafter. Additional training may be provided as needed or in response to specific organizational needs.
3. Training Method: Training sessions will include interactive workshops, seminars, and discussions led by experts in cultural humility. Online modules and resources will also be made available to enhance learning opportunities.
4. Implementation and Maintenance: Staff members are expected to integrate cultural humility principles into their daily interactions with colleagues, clients, and community members. This includes actively listening, seeking to understand perspectives different from their own, and reflecting on personal biases.
5. Policy Violation: Any staff member found violating the cultural humility policy will be subject to disciplinary action in accordance with the organization's code of conduct. This may include retraining, counseling, or, in severe cases, termination of employment.
References:
1. Smith, J., & Johnson, L. (2018). Cultural Humility in Healthcare: A Review of Current Concepts and Applications. Journal of Health Education Research & Development, 36(2), 87-94.
2. Tervalon, M., & Murray-García, J. (1998). Cultural Humility Versus Cultural Competence: A Critical Distinction in Defining Physician Training Outcomes in Multicultural Education. Journal of Health Care for the Poor and Underserved, 9(2), 117-125.
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