approaching difference differently in child and youth mental health

Approaching “difference” differently in child and youth mental health

An exercise…An exercise…

Where do you stand?

Plan for this workshopPlan for this workshop An exercise Some basic definitions An overview of “cultural competence” A description of the “anti-oppressive approach” The alternative: A blended approach to shape

practice Another exercise Wrap up and discussion

The challenge…The challenge…

How do we work across difference when providing services to children, youth and their parents and caregivers?

Some basic definitionsSome basic definitions

Identity:• How we see ourselves• Shaped by how others see us• Changes from time to time, and

place to place

Power:• Our ability to work towards our goals and

make changes in our lives Oppression:

• A situation where members of a group are prevented from working towards their goals and changing their lives

• A result of the group that the individual identifies with

Culture:• The ideas, norms, beliefs and values shared

by a group of people• Shapes the way people see the world• Helps to guide behaviour• Changes over time and across different

places• Any two people from the same cultural group

may interpret and understand ideas, norms, beliefs and values differently

In other words, culture is…In other words, culture is…

Behaviours

Artifacts

Ceremonies

Thoughts

Actions

Speech

Values and ethics

Culture and child and youth mental Culture and child and youth mental healthhealth

Service provision has shifted over time to include a focus on • Cultural inferiority/pathology (1960s)• Colour blindness (1970s and 1980s)• Cultural competency (1990s and 2000s)

Cultural competenceCultural competence

A way of providing services that:• Recognize and value cultural difference• Reflect a knowledge of different cultures• Meet culturally unique needs• Require particular knowledge, skills and

values on the part of workers

KnowledgeKnowledge

Attributes of different cultural groups Racism, discrimination, prejudice, etc. and

the impact of these on mental health Workers’ own cultural background and

practices Worldview of clients

SkillsSkills

Empathy

RespectPositive

communication Helping

Flexibility

Strong assessment and intervention

Knowledge of self and others

ValuesValues

Need to value cultural diversity and respect its contribution daily life

Acknowledge difference Acknowledge that no worldview is superior to

another

Limitations of cultural competencyLimitations of cultural competency

At the individual/personal level:• Difficult to ever become completely

“competent” At the client level:

• Overlooks the diversity that exists within cultural groups

• Views culture as fixed and unchanging

At the professional level:• Hard to translate concepts into practical

opportunities for development At a broader, system level:

• Focus is limited to the individual practitioner, not the organizational and social context

The alternative: The alternative: A blended approach to A blended approach to

shape practiceshape practice

The anti-oppressive approach to The anti-oppressive approach to practice (AOP) practice (AOP)

Focuses on power and oppression at micro and macro levels

Views identity as a complex web of race, culture, gender, class, etc.

Each of these is a site of power dynamics

Because of the diversity of identities people have, we can be someone who is oppressed and someone who oppresses

As service providers, our role is to support individuals/families as well as work towards change at organization and system levels

Another exerciseAnother exercise

In sum…In sum…

When used together, cultural competency + an anti-oppressive approach can be useful in guiding the way we work across difference

So what does this mean for So what does this mean for the way we work with the way we work with

children, youth, and families?children, youth, and families?

At the individual/personal level…At the individual/personal level…

Recognize our tendency to label the unfamiliar as pathology

Know cultural specifics (through mentoring and immersion)

Acknowledge the diversity that exists within and across cultures

Be involved in the community you serve Don’t be afraid to “fail forward”

At the client level…At the client level…

Make culture conscious Be a friend before there

is need Practice skills to work

across difference (both practical and relational)

At the professional level…At the professional level…

Look to elders and use their advice Educate one another Know that all interventions have cultural bias

(e.g., the intake process) Try a number of interventions, as one won’t

always work (draw from a range of best practices)

At the level of the system…At the level of the system…

Understand that individual problems are linked to material and social conditions

Work towards creating an organizational culture that embraces culturally appropriate/ anti-oppressive policies and practices

Value equity, inclusion and community

Head, heart and feet…Head, heart and feet…

What did you think about what you heard today?

How did it make you feel?

What has this made you want to do next?

Questions?Questions?

Tanya Witteveen

Research Associate

613.737.7600 Ext. 3483

twitteveen@cheo.on.ca

Dr. Purnima Sundar

Research and Knowledge Exchange Consultant

613.737.7600 Ext. 3485

psundar@cheo.on.ca