SAMPLE DOCUMENT: Definitions of Diversity/Inclusiveness and Cultural Competence
Boulder County AIDS Project’s Definitions of Diversity and Inclusiveness
Diversity refers to the extent a group reflects individuals from different identifiable backgrounds.
Inclusiveness embraces the perspectives and contributions of each individual including their diversity. In the process of becoming more inclusive, organizations are inspired to develop increased awareness and sensitivity to the richness of the multiple identities and unique gifts brought by each individual. Inclusive nature is cultivated through curiosity, sensitivity and developing expanded awareness beyond one’s self. As one engages in relationships from this place of new awareness, accessing courage and initiative to challenge assumptions can lead to communicating in new ways and can build new bridges of communication.
Diversity and inclusiveness work together. While BCAP believes our organization functions best by reflecting those who are being served, we maitain a long-term commitment to honor, respect, and value the uniqueness of each idividual involved in our mission and to seek feedback from all as we continue to grow in our work together.
The Conflict Center’s Definition of Cultural Competence
Cultural competence is defined as a set of values, behaviors, attitudes, and practices within a system, organization, program or among individuals, which enables them to work effectively, cross culturally. Further, it refers to the ability to honor and respect the beliefs, language, interpersonal styles and behaviors of individuals and families receiving services, as well as staff who are providing such services. Striving to achieve cultural competence is a dynamic, ongoing, developmental process that requires a long-term commitment. Our focus on cultural competency includes but is not limited to race, ethnicity, sex, gender, sexual orientation, class, age, ability, religion, and language.
- Step 1: Creating Structure
- Step 2: Consultants/Training
- Step 3: Making the Case
- Step 4: Gathering Info
- Step 5: Creating a Blueprint
- Step 6: Implementing the Blueprint
- Sample Documents
- Board Development Grid
- Case Statements
- Consultant Interview Questions
- Definitions of Diversity/Inclusiveness and Cultural Competence
- Job Description for Committee Members
- Job Description for Director of Advocacy
- Job Description for Inclusiveness Coordinator
- Professional Development Plan
- Qualitative Responses
- Quantitative Responses
- RFP (Request for Proposal)
- Survey of Stakeholders
- Next Steps for Your Organization