CULTURAL COMPETENCY AND DIVERSITY POLICY AND PLAN

CULTURAL COMPETENCY AND

DIVERSITY

POLICY AND PLAN

Reviewed 2/2021

PHILOSOPHY, PURPOSE, STATEMENT ON INTENT:

It is the intent of OPARC that its employees behave in a manner representative of its ethical

codes of conduct and moral commitment to provide quality programs and services for those we

serve, their families, our employees, and all stakeholders including but not limited to our

funders and business partners.

POLICY:

It is the policy of OPARC to maintain a written Cultural Competency and Diversity Plan that

describes how the language and cultural needs of our persons served, their families, our

employees and business partners are met. It is OPARC’s policy to effectively and respectfully

provide services to people of all cultures, ages, races, genders, sexual orientation, socio-

economic status, languages, ethnic backgrounds, spiritual and religious beliefs in a manner that

recognizes values, affirms, and respects the worth of the individuals and protects and preserves

the dignity of each person. OPARC adheres to the equal employment opportunity (EEO) policy

and non-discrimination practices.

I. CULTURAL COMPETENCY AND DIVERSITY PLAN

Introduction:

Cultural competency is an integral part of OPARC. Employees of OPARC who are in direct

contact with persons served and their families, other employees and/or other stakeholders will

demonstrate the following:

• Recognize, value, affirm and respect the worth of each individual they come in contact

with, and protect and preserve the dignity of each

• Utilize appropriate resources to ensure language needs of persons are met

• Assess resources that match the cultural and diversity needs of each individual

• Utilize culture-specific information provided in training and/or employee orientation to

assist in identifying and determining the cause of culture-based issues and

miscommunication, and to resolve these issues

OPARC ensures non-discriminatory and respectful services to recipients, their families, other

employees and stakeholders by employing both internal and external cultural competency

practices. Ongoing improvement and widespread dissemination of these efforts evidences

OPARC’s commitment to the provision of culturally appropriate services and care. OPARC as a

provider of services geared toward advocacy and independence and choice for the persons we

serve, accommodates, facilitates, treats, and assists persons of all cultures, ages, races,

genders, sexual orientation, socio-economic status, languages, ethnic backgrounds, spiritual

and religious beliefs.

All employees, persons served, their families and business partners have access to OPARC’s

Cultural Competency and Diversity Plan, as the essential plan elements are included in

employee materials, client materials, and on our website at www.oparc.org (the link can be

found in the gray bar at the bottom of each page). It is also available separately, upon request.

II. INTERNAL CULTURAL COMPETENCY AND DIVERSITY PRACTICES

(1) OPARC seeks staff members that are committed to their community and our mission,

represent a variety of cultural backgrounds, and are capable of communicating in cross-cultural

situations. Discrimination is not tolerated and employees will conduct services in a manner

that recognizes values, affirms and respects the worth of the individuals and families we serve,

other employees and stakeholders, and protect and preserve the dignity of each person.

Attached are OPARC’s policies in the Employee Handbook to support this philosophy: Equal

Employment Opportunity, Policy Against Harassment, Employee Ethics Policy and

Accommodating Employees with Disabilities.

(2) When necessary and requested, translation services for recipients and their families will be

provided. The interpreter will assist with translating any intake, service plans, evaluations or

other documents shared with the person served and the people they choose to share this

information with. If a client is in need of interpretive services and OPARC does not have

someone available, OPARC will contact the appropriate agency to assist with this translation. If

a person is bilingual, OPARC employs a number of individuals who will assist with

interpretation. All OPARC programs employ a minimum of one bilingual case manager.

(3) OPARC provides much of its information in alternate format, including bilingual translation,

video presentations and group translation services.

(4) OPARC provides training that is comprehensive, behaviorally and theoretically based

cultural competency training and education is identified and offered throughout the year.

Characteristics of the training include:

• Acceptance and respect for differences

• Careful attention to dynamics of difference

• Continuous expansion of cultural knowledge and resources

Training is based on the following learning techniques:

• Assessment and awareness of personal biases, values and expectations

• Content on general culture-specific:

Language

Family structure

Variety of physical and intellectual disabilities

Specific trainings identified include:

• Cultural Diversity Training

• Community/Employer/Business Partner Sensitivity and Diversity Training

• CPI (Crisis Intervention)

III. EXTERNAL CULTURAL COMPETENCY PRACTICES

OPARC employees notified of their responsibilities pertaining to delivering culturally competent care

and may obtain a copy of the Cultural Competency and Diversity Plan on the website: www.oparc.org

OPARC will provide interpreter services for persons served and their families as necessary, when

requested, to ensure availability of effective communication regarding services, history or vocational

training. Interpreters are available when technical, medical or service information is to be discussed, as

appropriate. The use of a family member or family friend will be used as appropriate.

OPARC utilizes and has informal relationships with a variety of traditional and nontraditional

organizations to enhance service delivery and maximize resources for persons served, their families,

employees and other stakeholders. These include:

• Regional Centers

• Department of Rehabilitation

• TAY Services

• Local School Districts

• Local Colleges and Universities

• Community Access Center

_________________________________________________________ ______________________

Stacey Proctor, President/CEO Date