Cultural Competence Reflection Tool for Practitioners

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Step 1 of 5 - Organisation details

20%

Name*

First Last

Organisation*

Phone

Email*

Your Domain Responses and Scores

1. Attitudes, Values and Beliefs

Your views, perspectives and understanding of cultural and social differences.

1.1) I view cultural diversity as a cause for celebration.*

strongly agree

agree

undecided

disagree

strongly disagree

1.2) I am aware that cultural diversity is only one dimension of diversity. There are many other dimensions including gender, sexual orientation, socio-economic status, age and ability levels, which make each person unique.*

strongly agree

agree

undecided

disagree

strongly disagree

1.3) I believe that our values and beliefs are shaped by a range of complex and inter-related influences such as culture, life experiences and our environment.*

strongly agree

agree

undecided

disagree

strongly disagree

1.4) I believe that culture and identity are not static: they evolve and change over time just as individuals change over time.*

strongly agree

agree

undecided

disagree

strongly disagree

1.5) I recognise and reflect on my discomfort and uncertainty when encountering values, beliefs and behaviours that are different to my own. This helps me identify and acknowledge my biases and assumptions.*

strongly agree

agree

undecided

disagree

strongly disagree

1.6) I am aware that everyone has a ‘culture’ and that people tend to regard their own ‘culture’ as the standard or norm.*

strongly agree

agree

undecided

disagree

strongly disagree

1.7) I avoid imposing values and beliefs when they conflict with those of my clients.*

strongly agree

agree

undecided

disagree

strongly disagree

1.8) I am aware that non-verbal communication and body language can differ among cultures. For example, eye contact, hand gestures, personal space, nodding and posture can have different meanings according to different cultures.*

strongly agree

agree

undecided

disagree

strongly disagree

1.9) I understand economic, cultural and environmental migration ‘push’ and ‘pull’ factors and how they affect settlement experiences and outcomes.*

strongly agree

agree

undecided

disagree

strongly disagree

1.10) I believe people from migrant and refugee backgrounds vary in their capacity to adjust and navigate new environments. This is linked to factors such as: cultural views, English language proficiency, literacy levels, pre-arrival experiences, health and mental health status, exposure to racism and discrimination, economic opportunities, education and skills recognition and access to social support.*

strongly agree

agree

undecided

disagree

strongly disagree

1.11) I recognise that power differentials between practitioners and clients may be exaggerated as migrant and refugee clients are more likely to feel disempowered and reluctant to voice concerns or dissatisfaction.*

strongly agree

agree

undecided

disagree

strongly disagree

1.12) I believe that a lack of understanding and respect for cultural differences can result in underutilisation of services and poor adherence to interventions and treatment.*

strongly agree

agree

undecided

disagree

strongly disagree

1.13) Although it is important to build knowledge about different cultures, I believe that each person is an individual. It is therefore important to always check my assumptions, expectations and prior knowledge in my interactions with others.*

strongly agree

agree

undecided

disagree

strongly disagree

1.14) I believe the ultimate goal of cultural competence is to provide the highest quality of services to all clients.*

strongly agree

agree

undecided

disagree

strongly disagree

1.15) I recognise that achieving cultural competence involves a commitment to learning over a lifetime.*

strongly agree

agree

undecided

disagree

strongly disagree

YOUR RESULT

Hidden

1. Attitudes, Values and Beliefs

2. Health Literacy

Your understanding of health literacy and how it can affect your clients’ ability to access, process and use information.

2.1) When interacting with clients from migrant and refugee backgrounds, I am aware that their level of literacy in their native language may vary.*

strongly agree

agree

undecided

disagree

strongly disagree

2.2) I understand that health and health care are complicated and that I need to make it easier for my clients to understand information and navigate services.*

strongly agree

agree

undecided

disagree

strongly disagree

2.3) I assume every client has low health literacy as it is not possible to fully tell what a client will or will not understand.*

strongly agree

agree

undecided

disagree

strongly disagree

2.4) I understand that clients with low health literacy are less likely to remember spoken instructions.*

strongly agree

agree

undecided

disagree

strongly disagree

2.5) I understand that my clients’ ability to absorb and use health information can be impacted by stress and illness.*

strongly agree

agree

undecided

disagree

strongly disagree

2.6) I encourage my clients to ask questions after I provide information, explanations, or instructions.*

strongly agree

agree

undecided

disagree

strongly disagree

2.7) I reduce the complexity of the information I provide by using everyday language and short, concise sentences as well as diagrams and visual aids where possible.*

strongly agree

agree

undecided

disagree

strongly disagree

2.8) I do not use jargon, puns, jokes and culturally-specific terms as these can be confusing, irrelevant and hard to understand.*

strongly agree

agree

undecided

disagree

strongly disagree

2.9) I ask my clients to explain, in their own words, the information I have provided to make sure they understand what I have explained (the ‘teach-back’ technique)*

strongly agree

agree

undecided

disagree

strongly disagree

2.10) When checking for understanding, I am careful not to make my clients feel they are being ‘tested’ as this can increase anxiety and stigma.*

strongly agree

agree

undecided

disagree

strongly disagree

YOUR RESULT

Hidden

2. Health Literacy

3. Language Services

Your ability to effectively engage interpreters and translators when working with clients who have low English language proficiency.

This domain focuses on practitioners’ knowledge of engaging interpreters and translators. It does not include other areas of language services such as language aides and bilingual/bicultural workers, which would require a different knowledge and skill set. This tool serves as a guide, not an exhaustive exploration of all aspects of language services. It is designed to help us think about the fundamental knowledge and skills required for effective work with interpreters and translators.

We recognize that not all practitioners may have firsthand experience with using language services. However, we have included this section for everyone to complete as it explores the main considerations for engaging interpreters and translators, which is essential for practitioners who work in culturally diverse settings.

3.1) When deciding if an interpreter is needed, I assess my client’s English language proficiency by asking them open ended questions that require more than ‘yes’ and ‘no’ responses.*

almost always

often

sometimes

seldom

never

3.2) I will book an interpreter if a client asks for one irrespective of my opinion of their level of English language proficiency.*

almost always

often

sometimes

seldom

never

3.3) I ask my clients if they are familiar with interpreters and, where required, explain the purpose and benefits of engaging interpreters.*

almost always

often

sometimes

seldom

never

3.4) If my client refuses an interpreter, I attempt to address their concerns. For example, if they are worried about confidentiality, I might offer to book an interpreter from a different region.*

almost always

often

sometimes

seldom

never

3.5) When booking an interpreter, I provide information that will help to match my client with the most suitable interpreter (e.g. client’s preferred language and/or dialect, interpreter gender preference, subject matter, etc).*

almost always

often

sometimes

seldom

never

3.6) I only engage NAATI accredited/recognised interpreters and translators. I do not use family members or friends to interpret or translate written information.*

almost always

often

sometimes

seldom

never

3.7) I conduct a separate briefing with the interpreter before the consultation starts to ensure we have a shared understanding of how we can effectively work together.*

almost always

often

sometimes

seldom

never

3.8) I begin the session by outlining the process for good practice such as keeping statements brief and pausing for interpretation.*

almost always

often

sometimes

seldom

never

3.9) I address the client directly (not the interpreter) during the discussion.*

almost always

often

sometimes

seldom

never

3.10) I speak clearly, use plain language and avoid technical terms and jargon.*

almost always

often

sometimes

seldom

never

3.11) I invite the client to ask questions at regular intervals.*

almost always

often

sometimes

seldom

never

3.12) I summarise the discussion occasionally to ensure the client understands what is being interpreted.*

almost always

often

sometimes

seldom

never

3.13) At the conclusion of the session, I summarise the discussion and check whether the client is ready to end the discussion.*

almost always

often

sometimes

seldom

never

3.14) I offer to debrief the interpreter as this provides a mutual learning opportunity that can improve the quality of the service in the future.*

almost always

often

sometimes

seldom

never

3.15) When having written information translated, I ask community members from the relevant language background to check the accuracy and appropriateness of any material that I have had translated.*

almost always

often

sometimes

seldom

never

3.16) I can recognise breaches of conduct by an interpreter, and I would be prepared to address them through the appropriate channels (e.g. by referring to the AUSIT Code of Ethics for Interpreters and Translators).*

almost always

often

sometimes

seldom

never

YOUR RESULT

Hidden

3. Language Services

4. Service Delivery

Your capacity to recognise and respond to the needs of clients from migrant and refugee backgrounds in your assessments and interventions.

4.1) When meeting clients for the first time, I ask them how they prefer to be addressed and greeted (e.g. title, pronunciation of name, whether to shake hands, etc.)*

almost always

often

sometimes

seldom

never

4.2) When interacting with clients, I observe and respect non-verbal communication preferences. This might include the need for greater personal space, less direct eye contact, etc.*

almost always

often

sometimes

seldom

never

4.3) Before home visits, I check with clients about any culturally acceptable behaviours, courtesies, customs and expectations that would be important to acknowledge or observe.*

almost always

often

sometimes

seldom

never

4.4) I explain my role and what I can offer to address any differences in expectations of the service that clients might have. This is especially important where clients might be unfamiliar with the service system and consumer-centred approaches.*

almost always

often

sometimes

seldom

never

4.5) I seek to build rapport, understanding and trust by exploring and validating clients’ beliefs and views on the nature of the presenting problem.*

almost always

often

sometimes

seldom

never

4.6) When undertaking assessments and developing interventions, I seek to build a holistic picture of the individual within the context of their culture, identity, and environment.*

almost always

often

sometimes

seldom

never

4.7) I have an understanding of trauma-informed care and apply its core principles when working with clients affected by trauma.*

almost always

often

sometimes

seldom

never

4.8) I accommodate my clients’ preferences for family involvement. For example, booking longer appointment times and working collaboratively to develop goals and interventions.*

almost always

often

sometimes

seldom

never

4.9) Where required, I refer clients to culture-specific professionals and community services.*

almost always

often

sometimes

seldom

never

4.10) When collaborating with communities, I use a co-design approach that actively engages community members in defining issues and generating solutions.*

almost always

often

sometimes

seldom

never

4.11) When interacting with clients, I acknowledge that I am perceived to be in a position of authority and that a failure to recognise this can block my ability to consider my clients’ views.*

almost always

often

sometimes

seldom

never

4.12) I believe it is important for my clients to feel genuinely heard and understood. I ensure this by being attentive and creating a safe, trusting, and non-judgemental environment where my clients feel they can express their issues and concerns.*

almost always

often

sometimes

seldom

never

YOUR RESULT

Hidden

4. Service Delivery

5. Organisational Role and Responsibilities

The importance and value you place on cultural diversity in your role and work environment.

5.1) I display pictures, posters and artwork in my workspace that reflects and celebrates cultural diversity.*

almost always

often

sometimes

seldom

never

5.2) I advocate to have printed and media resources in reception areas that reflect the languages and cultural backgrounds of our local communities.*

almost always

often

sometimes

seldom

never

5.3) When using printed and media resources, I try to make sure they reflect the languages and cultural backgrounds of our local communities.*

almost always

often

sometimes

seldom

never

5.4) I check printed and media resources to make sure they do not have negative cultural or racial stereotypes before giving them to my clients.*

almost always

often

sometimes

seldom

never

5.5) I use a range of information sources to build my knowledge about migrant and refugee communities. This includes data, research, practice guidelines and translated resources.*

almost always

often

sometimes

seldom

never

5.6) I have links with bilingual professionals, service providers, networks, and community groups from the ethno-specific and settlement sectors. These relationships are important for referral and secondary consultation purposes, to build cultural knowledge and to gain a better understanding of the issues impacting migrant and refugee communities.*

almost always

often

sometimes

seldom

never

5.7) I intervene when I observe staff or clients being culturally insensitive, racially biased or prejudiced towards others.*

almost always

often

sometimes

seldom

never

5.8) I advocate for the review of my organisation’s mission statement, values, goals, policies, and procedures to make sure they promote and respond to cultural diversity and inclusion.*

almost always

often

sometimes

seldom

never

5.9) I regularly seek professional development opportunities and training to improve my cultural competence.*

almost always

often

sometimes

seldom

never

YOUR RESULT

Hidden

5. Organisational Role and Responsibilities

Your overall results and explanation

Hidden

Your total score for all domains

What your score means?

The maximum score = 310

If you scored more than 200

Your total score shows that you have many of the attitudes and beliefs that foster and promote cultural competence at the individual practitioner level. You also demonstrate good overall knowledge, as well as many of the skills and capabilities that are necessary to work effectively with clients from migrant and refugee backgrounds. It is important to remember that cultivating cultural competence is a lifelong endeavour. You should continue to learn and apply your knowledge.

If you scored between 100 and 199

While your total score indicates that you have many of the attitudes, beliefs and skills that foster and promote cultural competence at the individual practitioner level, there are still some areas where you could improve. It is important to remember that with time and effort, you can continue to develop your knowledge and skills. The very act of undertaking the reflection is a positive step towards acknowledging the importance of cultural competence in your role and work with clients from migrant and refugee communities.

If you scored below 99

Based on your total score, it appears there are several areas where you could improve your knowledge, understanding and skills related to cultural competence at the individual practitioner level. It is important to remember that with time and effort, you can continue to develop your knowledge and skills. The very act of undertaking the reflection is a positive step towards acknowledging the importance of cultural competence in your role and work with clients from migrant and refugee communities.

Next steps:

Whatever your score, it is important to continue to build on your strengths and to address areas that require further development. We suggest reviewing your domain scores to identify the specific areas where additional training and learning may be beneficial.

CEH offers a range of training options and further resources on cultural competence.

For training, go to: https://www.ceh.org.au/training/

For resources, go to: https://www.ceh.org.au/resource-hub/

If you would like more information or additional support, contact us at: https://www.ceh.org.au/contact/

A reminder that cultural competence does not have an endpoint. It is a process that requires ongoing learning and reflection.

Completing this tool is a great indicator of your commitment to improving your cultural competence, congratulations!

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Total Score

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Maximum Total Score

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1. Attitudes, Values and Beliefs Result

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2. Health Literacy Result

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3. Language Services Result

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4. Service Delivery Result

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5. Organisational Role and Responsibilities Result

Name

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