Cultural Competence

Introduction

“We may have different religions, different languages, different colored skin, but we all belong to one human race." Kofi Annan ( Ghanian Diplomat, 7th UN Secretary General, 2001 Nobel Peace Prize Winner; b. 1938 ). The development of cultural competence can have far-reaching effect not only on the client but also the counsellor and the communities to which they strives. Sue’s (2001) multidimensional model of cultural competence includes three dimensions of cultural competence Foci individual, professional, organizational, societal. Group-specific attributes appropriate action depends on the target group; components attitudes, knowledge and skills. This paper will look on the multidimensional model of cultural competence and how

important it is for a career development to understand cultural basis. Cross et al 1989 stated that cultural competence is a set of congruent behaviour, attitudes and policies that come together in a system, agency or among professionals enable the system to work effectively in cross cultural situation.
Professional ethics compel counselors to ensure that their cultural values and biases do not override those of the client (ACA, 2005).

Hence, as Sue 2007 stated a counsellor should not cause their individual cultures impact their personal and professional live, such as their professional, self-awareness, knowledge and skills. For example, in certain job vacancy shows sexism while others show classism your address will not afford you to get a job. While being cognizant of one’s own culture, beliefs, and values, it is crucial that the counsellor don’t become culturally encapsulated. Cultural encapsulation puts counselors at risk of using stereotypes, becoming judgmental, and imposing their values on their clients. Stereotypes, perceptions, and beliefs that counselors hold concerning groups that are culturally different could hinder their ability to form helpful and effective relationships. Collaborative relationships might be difficult to form in the presence of such hindrances. To combat these counselors need to develop multicultural competence for their profession and continuing education within the society as it evolve every day. A culturally competent counselor does not see her or his group’s cultural heritage, history, values, language, traditions, arts/crafts, as superior to that of others. A culturally competent counselor is open to the values, norms, and cultural heritage of clients and does not impose her or his values/beliefs on clients (Sue & Sue,

2007).
Cultural competence improves an organization and individual sustainability by reinforcing the values of diversity and flexibility in address the changing needs of a client. As a counsellor cultural competence does not mean learning a set fact about a specific group but it is an ongoing process. Most importantly professionals need to identify their own diversity in order to become cultural competent. I think that on individual could have their own basis and still deal with the diverse individual. A counsellor should help their client development coping skills not to impose their own belief and the client.

Base on societal norms biases can be decreased by a positive diversity climate, positive cooperative contact and creation of a common in-group identity. Given this, what are some programmatic non-cognitive interventions school systems or other organizations could create to prepare high school students for the increased diversity of their work lives. It cannot start at the college level. The need for multicultural competent counselors is increasing as the population of various ethnic minority groups grows. This session conveyed the need for counselors to work together and empower ourselves with skills to meet the challenges and demands of diverse client groups.