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Cultural Competence in Disability Services
 From the November 2001 Disabilities newsletter.Along with person-centered planning, self-determination, and community-based instruction, cultural awareness is an essential ingredient in disability services. Lilah Morton Pengra, a disability services consultant in Buffalo Gap, South Dakota, urges disability service agencies to make cultural awareness a part of every meeting and training session. "People don't even know they have to learn about [cultural differences], says Dr. Pengra. "Many people think all differences are based on personality, not culture. [Service providers] need to understand culture from the service receiver's point of view." Culturally Responsive Services Because behaviors and attitudes are rooted in culture, disability services must be culturally responsive. Service providers need to understand each client's culture well enough to work within that culture to find appropriate work or housing placements, interpret behavior from the vantage point of that culture, and teach skills that are valued by that person and his or her family. For example, time may be conceptualized and valued in different ways. Dr. Pengra notes that the Eurocentric view of time as linear and as a critically important component of work tasks is not shared by some Native American cultures. Lakota, for example, view time as something more flexible and less important than the social relationships involved in a particular work task. Dr. Pengra explains that the first priority in providing job supports for a Lakota client should be to find a job placement where the employer has a similar view of time or where time is not critical to work success. Or, if the client wants to work where time is important, then learning about a job's time requirements should be taught within the context of Lakota culture, respecting the person's beliefs and not presenting the different views of time as "right" or "wrong" ways to behave. Culturally responsive services are essential to maintaining a client's sense of identity and self-esteem. "What is the message you're sending to a person if you say their culture is wrong? It's dehumanizing," Dr. Pengra emphasizes. Promoting Cultural Awareness Agencies and programs must promote cultural awareness among their staff. Dr. Pengra notes that this is a continuous process: "Have culture on the agenda at every meeting. Don't address it just in the context of a crisis. Talk about [cultural issues] all the time and get people comfortable talking about differences." Dr. Pengra notes that while it is a good idea for agencies and programs to hire people from the same cultural backgrounds as the people their agency or program serves, that is not enough. "One should not expect a staff member to teach [their colleagues] about a culture," she says. She recommends frequent workshops and presentations to train all staff members to recognize and respect how the choices, goals, and behaviors of their clients are appropriate within their own cultures. Books, clients' family members, and other culturally responsive agencies are good sources of information. Above all, Dr. Pengra reminds service providers that beliefs and practices vary among people from the same cultural background, depending on many factors, such as socioeconomic status, religious preference, and personal history. "You can't possibly learn everything about every culture. Don't use a cookie-cutter approach. When people come to you for services, first learn about their cultural backgrounds, then see how your program can be adapted to meet their needs."
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