There are four dimensions of cultural competence, which work together to improve service delivery.
Systemic
To achieve effective policies, procedures and mechanisms, sufficient resources are needed to foster culturally competent practice.
Example: The Victorian Government recognises that effective communication is essential to the delivery of high quality service. The Department of Human Services (DHS) allocates resources for eligible organisations to access interpreters through their language services credit line.
Organisational
Recognising that cultural competency is integral to core business, and management is committed to diversity at all levels of the organisation.
Example: A metropolitan public hospital has embedded within their client booking system a requirement for an interpreter and a policy that staff ask a new client in which language they prefer to receive their treatment.
Professional
Recognising cultural competency as an important component of education and professional development.
Example: Cross Cultural Communication education is provided to medical students as part of a core curriculum.
Individual
Worker - acknowledges that cultural is one of many factors that needs to be considered when working with clients.
Example: A health professional is aware of the impact that Ramadan will have on their client when scheduling appointments.
The above diagram illustrates how four dimensions of cultural competence are interrelated.
- The system supports the organisation.
- The organisation and profession support the individual.
- The individual informs the organisation, profession and system by applying their knowledge, conviction and capacity for action.
Source: ‘Cultural Competency in Health: A Guide for policy, partnerships and participation.' National Health and Medical Research Council, ACT (2005)
Culturally competent organisations employ six essential principles. Find out what they are .
Useful online information: Download tipsheet here