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DBHDS OCLC Building a Diverse and Inclusive Workforce Set 3

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Information about DBHDS OCLC Building a Diverse and Inclusive Workforce Set 3
Business & Mgmt

Published on February 26, 2014

Author: rodriguezccia1

Source: slideshare.net

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Frequently Asked Questions Building a Diverse & Inclusive Workforce Introduction- Interviewing for cultural and linguistic competence A culturally responsive organization is one that is relevant to participants of diverse cultural backgrounds and respectful of their beliefs, practices and values. The capacity to respond to the needs of diverse communities requires cultural knowledge, skills and values at all levels, from individual staff, to programs, organizations and systems. Cultural responsiveness is becoming more important for organizations. As communities across the state are increasingly diverse, organizations are finding that the cultural background of their leaders and staff are very different from participants in their programs. Considering these demographic changes, cultural responsiveness is crucial for ensuring that programs are effective and accessible to community members. Hiring staff that have that cultural knowledge, skills, and values is a critical means of ensuring this cultural responsiveness. One way to evaluate an applicant’s cultural and linguistic competence is to design interview questions that will help the hiring panel explore a candidate’s experience with and attitudes towards culturally and linguistically competent practices. Sample Interview Questions to Gauge Cultural & Linguistic Competence Use these sample questions to build interviews that help assess a job candidate’s knowledge and skills related to cultural competence. The questions have not been tested, nor does use of these questions guarantee a candidate is knowledgeable or skilled related to an organization’s specific cultural competency goals. 1. How do you perform a cultural assessment as part of your interaction with clients/patients/consumers? 2. Describe a time you negotiated a treatment plan with a client/patient/consumer in order to address his/her cultural beliefs or practices. 3. Share something you have learned about another culture through working with diverse clients/patients/consumer. 4. Describe a time you worked effectively with an interpreter. 5. Describe a time you heard someone make a prejudiced or inaccurate comment about a cultural group. How did you handle it? 6. Describe a project, interaction, or experience that would demonstrate your commitment to diversity and equity? 7. What do you do to stay current about developments in the field of diversity and equity? 8. This job will require interaction with people who are of diverse cultural backgrounds. Describe a time when you have encouraged this and how you handled it. IF CANDIDATES STATE THEY ARE BILINGUAL AND YOU WILL BE USING THEIR BILINGUAL SKILLS IN THE WORKPLACE Be sure to ask each candidate about her level of proficiency in English and the foreign language sought. It is also a good idea to conduct a conversational test during the interview using a bilingual interview panelist who has a known proficiency level. Part of the interview should include written exercises to test literacy levels. If you prefer, develop a policy for language testing and use a professional testing company to evaluate their language skills. 1 Set Three- Interviewing for a Culturally Competence Workforce For more information www.dbhds.virginia.gov/OHRDM-CLC.htm

Frequently Asked Questions Building a Diverse & Inclusive Workforce 9. What is the worst cross-cultural blunder you have committed? What would you do differently today? 10. Describe a time when you were required to work with a multicultural group of people to bring out divergent opinions and state a consensus. Did you agree with the consensus? If not, what did you do about it? Be Aware…. 11. Describe a cross-cultural problem which you solved on your last or current job and how you - Bear in mind that an applicant's first arrived at the solution. language may not be English, even if she 12. Please share any experience you have in speaks the language without a foreign working with individuals from backgrounds accent. Therefore, it may be a good idea to different from yours. How would this have candidates complete written tests in experience translate to working within a English and the foreign language. health care environment and with consumers? - While you can ask how an individual 13. What are some of the challenges you have learned a language, do not ask a job encountered in working with consumers from candidate about her country of origin or diverse populations? ethnicity. A candidate may deem such 14. Do you have experience working with questions as violations of the Equal individuals with Limited English Proficiency? Employment Opportunity Act, which states 15. What languages do you speak? If language that you cannot base a hiring decision on an other than English is offered, ask about individual's race, country of origin, gender, proficiency (conversational, fluent, read, write, age or family background. etc.) and if the proficiency has been tested. 16. Have you worked with interpreters? If yes, in what capacity and what was your scope of involvement? 17. Are you knowledgeable about a specific culture such that you could serve a mentor role in teaching other staff about that culture? 18. If you suspected a consumer was experiencing challenges (not following treatment plan, missing appointments, etc.) due to cultural preferences, what steps would you take to understand their preferences? 19. Have you ever participated in cultural competency training? Please describe the experience. 20. Have you ever participated, or worked in an organization that participated in a CLAS- or other organization-wide assessment of culturally and linguistically services? 21. How would you go about building rapport with a patient who is from a background different from yours? References Bode, Megan. (2007). Pilot Project Calls for Hiring Bilingual. Duke University Medical Center. Retrieved from http://hire-performance-radio.podcastpeople.com/posts/4990 Rial, Astrid. (2006). Bilingual Preferred- Tips for Recruiting. The Fordyce Letter. Multicultural Workforce Alliance. 2 Set Three- Interviewing for a Culturally Competence Workforce For more information www.dbhds.virginia.gov/OHRDM-CLC.htm

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