Cultural Immersion & Agency Assessment Report Page |1

Cultural Immersion & Agency Assessment Report

Wilmington University Graduate Center

Professor: Dr. Adrienne Bey Spring 2012

Administration of Human Services AHS 8100

April 19, 2012

By

Sharon A. Page

Pg. 327 Populations History and Major Milestones

An essential ingredient in cultural competence is knowledge of the collective history of your population, their experience in the United States and in their country of origin (if applicable), and the groups worldview as it has been influenced by historical experience. Using history books, articles, the Internet, and any other appropriate resources, note important historical milestones and landmarks through which your population may define itself. To understand the current demographics (how many members, where they are located, etc.), you can access U.S. Census information online at factfinder.census.gov/main/www/cen2000.html. History of Latino People in the United States The United States Census Bureau (2004) reports that, as of July 1, 2003, 39.9% Hispanics were in the United States, representing 13.5% of the entire population of the country. Two thirds (66.9%) are of Mexican origin, 14.3% are Central and South American, 8.6% are Puerto Rican, 3.7% are Cuban, and the remaining 6.5% are of other Hispanic origins. Demographically, Latinos are one of the fastest growing minority groups in the United States (Atkinson, Morten, & Sue, 1993; Perez & De La Rosa Salazar, 1993; Ponterotto & Casas, 1991) as cited in Arias (1998). As the Latino population in the United States increases, the number of gay Latino men will as well. Studies of the sexual behavior of adults in the United States have estimated that between 2% and 8% of males are exclusively gay (Friedman & Downey, 1994). Assuming that these percentages of gay males is constant across national, cultural, and ethnic groups, the number of gay Latino men relative to other ethnic minority gay men in the United States may be growing as the Latino population in the general United States population increases (Tajon, 2008). Morales (1990) suggested that Latino gay men live their lives in the gay community, the Latino

Cultural Immersion & Agency Assessment Report Page |3 community, and in the predominantly heterosexual white mainstream community, and that all of these communities have different expectations. The differences and stress often force Latino men into conflict as they attempt to meet the pressures, expectations and challenges. For many Latino gay men, managing these differences may determine how they choose to self-identify and how they identify with each of their other respective identities. This qualitative study examined and analyzed the psychological stressors of Latino gay men and how they were instrumental in the manner in which they managed and maintained their identities in the Latino community, the gay community, and in the heterosexual community (Tajon, 2008). Homosexuality vs Transgender Sexual orientation refers to an enduring pattern of emotional, romantic, and/or sexual attractions to men, women, or both sexes. Sexual orientation also refers to a persons sense of identity based on those attractions, related behaviors, and membership in a community of others who share those attractions. Research over several decades has demonstrated that sexual orientation ranges along a continuum, from exclusive attraction to the other sex to exclusive attraction to the same sex (American Psychological Association, 2008). However, the American Psychological Association defines sexual orientation in terms of three categories: Heterosexual - having emotional, romantic, or sexual attractions to members of the other sex Gay/Lesbian - having emotional, romantic, or sexual attractions to members of ones own sex Bisexual - having emotional, romantic, or sexual attractions to both men and women

This range of behaviors and attractions has been described in various cltures and nations throughout the world. Many cultures use identity labels to describe people who express these attractions. In the United States the most frequent labels are lesbians (women attracted to women), gay men (men attracted to men), and bisexual people (men or women attracted to both sexes). However, some people

may use different labels or none at all (American Psychological Association, 2008). Many identities fall under the transgender umbrella. The term transsexual refers to people whose gender identity is different from their assigned sex. Often, transsexual people alter or wish to alter their bodies through hormones, surgery, and other means to make their bodies as congruent as possible with their gender identities. This process of transition through medical intervention is often referred to as sex or gender reassignment, but more recently is also referred to as gender affirmation. People who were assigned female, but identify and live as male and alter or wish to alter their bodies through medical intervention to more closely resemble their gender identity are known as transsexual men or transmen (also known as female-to-male or FTM). Conversely, people who were assigned male, but identify and live as female and alter or wish to alter their bodies through medical intervention to more closely resemble their gender identity are known as transsexual women or transwomen (also known as male-tofemale or MTF). Some individuals who transition from one gender to another prefer to be referenced as a man or as a woman, rather than being called transgender (American Psychological Association, 2008). People who cross-dress wear clothing that is traditionally or stereotypically worn by another gender in their culture. They vary in how completely they cross-dress, from one article of clothing to fully cross-dressing. Those who cross-dress are usually comfortable with their assigned sex and do not wish to change it. Cross-dressing is a form of gender expression and is not necessarily tied to erotic activity. Cross-dressing is not indicative of sexual orientation (See Answers to Your Questions: For a Better Understanding of Sexual orientation and Homosexuality (PDF, 1MB) for more information on sexual orientation.). The degree of societal acceptance for cross-dressing varies for males and females. In some cultures, one gender may be given more latitude than another for wearing clothing associated with a different gender (American Psychological Association, 2008). The term drag queens generally refer to men who dress as women for the purpose of entertaining

Cultural Immersion & Agency Assessment Report Page |5 others at bars, clubs, or other events. The term drag kings refer to women who dress as men for the purpose of entertaining others at bars, clubs, or other events (American Psychological Association, 2008).

Pg. 328 Immersion Experience

In order to personalize what you have learned in the history part of your work, the next parts of the process involve learning about members of the populations personal lives and experiences.

There are several parts to this section, designed so that you may have an opportunity to explore and understand both some of the common threads in this populations experiences, and the very unique experiences of individuals as members of that population. The common threads will help you to understand some of the potentially general worldview, while the unique experiences will help you to avoid stereotyping. The two immersion experience I chose to use was through a film and documentaries as well as a personal interview.

Pg. 333 Film

While books convey through the medium of words, visual images can provide an immediacy of experience which is also very helpful. Select a film which is by, about, or specifically made for members of your chosen population. The film can be produced in another language, with subtitles, if

Cultural Immersion & Agency Assessment Report Page |7 this is appropriate. It may be a current film, or one available on DVD or VHS for home viewing, a documentary, or an educational film. Your schools video collection is also an excellent source of material for this part of the assignment, and can be accessed easily online. Film viewed: To Wong Foo, Thanks for Everything Julie Newmar Director: Beeban Kidron Company: Universal Pictures and Amblin Entertainment Year: 1995 The movie is a comedy starring Wesley Snipes, Patrick Swayze, and John Leguizamo as three New York drag queens that embark on a road trip. The film's title refers to an autographed photo of actress Julie Newmar that Patrick Swayzes character removes from a restaurant wall and the trio carries with them on their journey. Patrick Swayze plays Vida Boheme, a classy and long-reigning drag queen. With his understudy Noxeema Jackson (Wesley Snipes), Vida wins a New York drag stage contest and an all-expenses-paid trip to Hollywood. But when the inexperienced 'drag princess' Miss Chi Chi Rodriguez (John Leguizamo) cries at having lost the contest, soft-hearted Vida persuades Noxeema to take along Chi-Chi Rodriguez (John Leguizamo) as their protg so they decide to cash in the airline tickets so the three of them can take a car out West. While on the road they are pulled over by the racist, homophobic Sheriff who they think they accidently killed. After the ordeal, their car breaks down and they are offered a ride by a young man from a nearby town, where they become stranded for the weekend as they wait for the replacement part for their car to arrive. So they end up taking refuge in a bed and breakfast owned by a woman and her abusive car repairman husband. While there, they are confronted by the town's small-mindedness, though it does not focus on

their gender identities but rather, their status as females, which addresses the social difficulties faced by those who are not white heterosexual males. Vida, Noxeema, and Chi-Chi do what they can to be positive and they set out to improve the lives of the townspeople. Shortly after, their car is repaired and the three queens are finally able to leave, though they are now slightly saddened to leave behind their new friends. They eventually make it to Los Angeles where Chi-Chi, after having received many tips from Vida and Noxeema during their ordeal, wins the title of Drag Queen of the Year. Fittingly, the crown is presented by Julie Newmar herself. ********************************************************************************* Film viewed: Gay Latino LA: A Documentary about 3 Young Gay Men Director: Jonathan Menendez Company: Evolutionary Productions Year: 2011 The gay Latino community in Los Angeles is rich and full of life, culture, and history. From the streets of South Central LA to the buildings of the Mid-Wilshire District, this documentary is the untold story of the lives of three young gay Latino men, and their daily journeys into adulthood by recounting stories that reveal the role that family issues, relationships, social oppression, morality, machismo, religion, and culture play in forming their identity. With the recent suicides of gay youth due to emotional bullying that occurs at school, in the home, and within the gay community these drastic measures serve as red flags proving that such a film is deeply needed. With this being the first documentary of its kind, the films aim is to bring love to the home and families while attending to broken hearts. It addresses political issues about marriage, the idea of acceptance, and social oppression. Alex Aldana - 23 year old Mexican immigrant living in the heart of downtown LA Artsy and bohemian, Alex, confronted and overcame his fears of rejection, loneliness, and heartbreak

Cultural Immersion & Agency Assessment Report Page |9 by sharing his problems with his youth at work and engaging in relationships with other men. Brian Pacheco - a 22 year old post-Berkeley Salvadoran activist from East Hollywood Brian who is family oriented, is searching for meaning, direction and career-driven stability as he deals with issues of instability by coming out to his mother and sister after his recent return from the University of Berkley California. Carlos Gomez - a 22 year old Chicano ex-gangster from South LA Having been almost murdered by his younger brother for coming out to his family, Carlos turned to silence with his sexual identity. He deals with issues of drug usage and attempts to get away from the "hood life" which he has been trapped into because of his upbringing. His love life with other gangster type of guys brings meaning to his life.

Pg. 337 Personal Interview

The personal interview is your opportunity to have an in-depth, one-on-one contact with someone who has directly experienced some, or much, of what you have been learning. This personal experience may complement or supplement your reading, viewing, and cultural event experiences, or may provide a

completely different kind of insight. You may choose to interview a classmate, a friend, someone you meet at the cultural event you have attended, or someone you contact for this specific purpose. Always share with your interviewee the purpose of your interview: you are attempting to learn all you can so that you can provide culturally competent services to all people who are a part of your interviewees group, and assure them that their personal identity will remain confidential. Asking someone to share their insights and story is a very personal experience for the person you are interviewing. It is important to acknowledge that, to always be respectful and attentive, and to maintain her/his confidentiality by disguising any identifying information during the process of writing about your experiences. Because of the power issues, confidentiality concerns, agency policy, and other possible issues, please ensure that you do not interview a client of your agency, or someone whose name and identity you have learned in the course of your work at your agency. You might feel more comfortable if you prepare for the interview in advance by developing a list of questions that you think will help you gain insight. You may find that you will utilize all, some, or none of the questions, depending on the interests of your interviewee. However, preparing these ahead of time will help you be more comfortable and will provide the possibility of a framework within which to interview if desired.

Date of Interview: April 17 & 18, 2012 Name of Interviewee (disguised as needed): J.I. a McDonald Corporation executive Major Themes: Living as a Hispanic Gay Male 1) Please tell me about your country or state of origin

Came to the United States from Puerto Rico at the age of 9 years old and resided in New York. His mother was a single parent with three sons, all by different men, of which J.I. was the youngest. 2) The reason you and/or your family migrated [if applicable]

Cultural Immersion & Agency Assessment Report P a g e | 11 His mother came. In Puerto Rico, his mother was a welfare recipient all of her life, therefore she came to New York in search of a better opportunity. As a sophomore in high school he started working for McDonalds. At the age of 17 his mother passed away from AIDS so he dropped out of school and became a full time manager for McDonalds whereas now he works as a managers trainer for McDonald Corporation. 3) What is your current living situation?

He is 37 years old and resides with his domestic partner of 11 years 4) When did you first realize that you were gay?

When he arrived in the US at 9, he would have sleep overs with another 9 year old boy and the boy would touch him. He said that although he was young, he wasnt bothered by the touches and eventually began to enjoy the interaction with the little boy. After about a year or two, the boy moved away. As he got older, he dated women although he knew he was different. However, at 19 years old, while living with his girlfriend, he became reacquainted with his first experience, the little boy from the sleepovers, who was now living in another state. He went to visit and they finally addressed what had happened between them. When he returned from the visit, his girlfriend eventually told him that she wanted to have children and that was when he came to the realization that he wanted to live his life as a gay male. 5) Did you try to fight it?

Doesnt believe he tried to fight it, he just didnt accept it until he was older. 6) Being Hispanic, how do people treat you because of your sexual orientation?

To look at him and be in his company you would not know that he was gay. Therefore on the surface, hes not treated any differently. 7) What discriminatory actions have you encountered?

He has had more discriminatory actions as a Hispanic than as a gay Hispanic. He has heard an insensitive co-worker make a derogatory comment but felt it was more out of ignorance than out of racism or hatred. 8) Do you find yourself being shunned by your race? Not at all 9) How did your family respond to the news of your sexuality?

He struggled with what he thought his brothers would have to say because growing up he and his brothers played sports and they were very masculine. Therefore after his mother passed and he finally came out, he distanced himself from family his because he was afraid of how they would react. He stopped going to family reunions and holiday gatherings. His family thought he was shying away from

his mother passing but his cousin who he was close to and shared his family secret with empowered him to come out to his family and their response was they knew all along and never once judged him. 10) Is your sexuality frowned upon in your culture, as it is in some other cultures?

Culturally yes, but in his family and inner circle it is not. 11) Are you associated with any churches or religion and if you are, are you treated differently because of your sexual orientation?

Not associated with any churches or conforms to any particular religion although he remembers being taught about Catholics. He believes in a higher power and is not against going to church in the future. 12) How do you feel about same sex marriage and having and raising children?

He feels that it is important that all people be recognized as couples in the eyes of marriage, whether its the same sex or opposite sex. As far as children, having children is not his preference but he believes that having and raising children for those couples who desire it is a beautiful thing. 13) Did you and do you still have fear of being exposed to the AIDS Virus?

When AIDS was first exposed as a deadly disease, fear was the only emotion, but now that there have been major breakthroughs in the treatment of AIDS, the fear has subsided but that does not mean that you do not still have to practice safe sex. 14) How are you treated at work and how do you feel about your coworkers knowing your gay?

Just because he came out, he never stopped looking at himself as just a guy. Although he doesnt wear his sexuality on his sleeve, he doesnt shy away from it either. He has never been treated unfairly at work or singled out because of his sexuality but he doesnt walk around screaming to the world look at me Im gay. McDonalds recognizes domestic partnerships and he has his partner covered under McDonalds medical plan with the only downside being that he pays more than heterosexual couples, something that he plans to work on changing in the future. 15) Were you surprised to see how many gay professionals are in the work force?

He was not surprised at all but expressed that there are some people who choose to keep work and their personal life separate, which he feels is a form of being insecure with who they are. 16) How do you feel about flamboyancy in the gay community as it pertains to men?

Flamboyance is not something he chooses to endorse or practice. But he does realize that if he supports everyones right to be who they are, then he also has to support the way in which they choose to exercise their rights. As a gay male he understands that is part of the package and he is not against it even though he chooses not to practice it. 17) Is it stereotypical for society to believe that gay couples take on a male and female persona within their relationship, for example one partner as a husband and the other as a wife?

Cultural Immersion & Agency Assessment Report P a g e | 13 He feels that it is very stereotypical and he finds it very uncomfortable. He dislikes labeling himself because everyone automatically does it for him once they find out that hes gay. Its uncomfortable when people ask him or others who is the top and who is the bottom, or who cooks, clean, does the laundry, or how much money they each make in order to determine what label to place on his head. He understands thats the way society works, and at times he doesnt let it get to him, he just tries to learn to appreciate peoples level of ignorance. 18) How do you feel about me asking you these questions?

When I introduced myself and told him that I wanted to interview a Hispanic Gay Male, he laughed at first, because although he is all three, he said that he never looked at himself as anything other than just an ordinary guy. He had no problem with the questions and actually enjoyed the opportunity to share his thoughts and feelings as well as offering a look into the life of an ordinary guy.

Pg. 338 Summary and Synthesis

The cultural immersion you have experienced will have provided you with much new knowledge, experiences, and ideas about your chosen population. Hopefully, it will have given you an opportunity to address any biases or stereotypes you might have had as you entered this project and selected your population. You will have gained an overall understanding of your groups experiences, values, and worldview, and also an appreciation for the intra-group variation that distinguishes your population. While it may be difficult, if not impossible, to describe all of the experiences you had and the

things you learned, a summary will assist you in organizing your thoughts and ideas and will help to guide the subsequent assignment involving assessments. Summary of Immersion Project: Being gay is a sexual preference, as is being a heterosexual; its not a lifestyle, like being a jetsetter or a gigolo. Lifestyles are preferences and can be changed at your choosing; your sexuality is who you are; it is not something you choose. My experience and thought process has been challenged with this interview and I was glad that he was so open and honest about something so personal. I didnt want to come off as being offensive and insensitive and I shared those feelings with him. He was very warm and inviting and he made the interview a smooth process. He opened up my eyes to a lot because even though I have always looked at myself as being open minded and sensitive to others feelings, I have found myself being non maliciously ignorant, but nonetheless, ignorant. I too have expressed stereotypical views about things, that I can admit now that I am taking this class, that I just didnt understand, but instead of trying to get a better understanding I just allowed myself to maintain incorrect views. So I was very thankful to him for enlightening me so that I am now in a position to go enlighten others.

Pg. 339 Assessing the Field Work Agency

Social agencies have a culture of their own, a culture that is often palpable to clients as they walk in the door. The culture is made up of both visible and invisible elements. Visibly, an agency can be welcoming, or unwelcoming, depending upon its location, accessibly, layout, dcor, and staffing patterns. It can appear to reach out and embrace clients, or to hold them at arms length. Invisibly, an agencys culture might include its hierarchy and organizational structure, the patterns of behavior and interactions of its staff, and the overt as well as covert attitudes of staff members toward the client population. Some of these elements have an especial impact upon clients, whose perceptions are also

Cultural Immersion & Agency Assessment Report P a g e | 15 influenced by their own cultural beliefs about, and attitudes toward, and previous experiences with help-seeking and social agencies. Several issues might have an especial impact on clients who must cross cultures in order to access services. Considering these in the context of the knowledge gained from the immersion experience will assist the reader in understanding the experiences clients from the population studied might have in accessing services from the field placement agency. Name of Field Placement Agency: Wilmington HOPE Commission Address of Agency: 625 N Orange Street, 3rd Floor Wilmington, DE 19801 Agencys Community Simply walking around the agencys neighborhood can provide a great deal of helpful information. How can the feel of the neighborhood be described? What populations reside and work in your agencys community? In its catchment area? What other services, such as hospitals, community centers, schools, social agencies, etc., are available? What commercial services are available, such as grocery stores, banks, clothing shops, etc.? Are people in your selected population living and working in your agencys neighborhood? The neighborhood that my agency addresses is the entire City of Wilmington, zip codes 19801, 19802, and 19805. In 2010, the citys population was 70,851. However the last data reported by the census bureau is for the year 2000 showing Wilmingtons population at 72,051 with 56.4% of the citys population African American, White persons 35.5%, Hispanic or Latino origin 9.8%, Asian persons 0.7%, American Indian and Alaska Native persons 0.3%, persons reporting some other race 5.2% and persons reporting two or more races 2.0%. With the array of ethnicities that make up the city, comes an array of societal ills. Within these zip codes lies a vibrant community that is plagued by the ills of poverty, unemployment, substance abuse, mental illness, homelessness, teenage pregnancy,

violence, high school drop outs, low self-esteem and a sense of self-loathing. With all of the major issues that urban societies possess its hard to see all of the greatness that the city has to offer. The people seem lost and unmotivated; and the children have no ambition to go any further than what they can see outside of their windows. The doom and gloom that overshadows the neighborhoods hides a community that would shine bright as the morning sun. There are numerous museums, supermarkets and shopping areas, financial institutions, libraries, schools, along with two major hospitals and various health clinics, nursing homes, private practices, and entertainment attractions. Draw your agencys immediate community, indicating hospitals, schools, retail and social centers, social service agencies, and transportation routes.

Pg. 340 Access

How do members of your chosen population get to your agency? Do they use public transportation, travel long distances, and cross ethnic and cultural boundaries in order to reach your agency? Obtain a map of your agencys catchment area (this will vary widely from small neighborhood to state and beyond). Include your map with this part of the assignment. The Wilmington HOPE Commission does not provide direct client services via interpersonal contact onsite, although they are in the process of implementing a reentry service center catering to adult male offenders recently released from incarceration, where they will then be providing such direct contact services. Therefore transportation to the agency is not applicable.

If people do not come to your agency, how are information and services accessed?

Cultural Immersion & Agency Assessment Report P a g e | 17 At the moment, the Wilmington HOPE Commission provides indirect services to the Wilmington community through networking, partnerships, and community outreach throughout the city. There direct involvement may come in the form of fundraising, assisting with the preparation of community days, attending partnership meetings of programs that the Wilmington HOPE Commission sponsors or by neighborhood events catering to the revitalization efforts of the community. Since my agency does not offer direct client services, program services that my agency offers are actually taken to the programs recipients by way of community outreach.

Receptivity During hours when your agency is open to clients, walk through the front entrance, and into the waiting room. (If you are placed in a host agency, you may choose to explore either the social service department specifically, or the agency, school, hospital, etc. as a whole.) Sit down in one of the chairs designated for clients and look around the room, noticing the dcor, color scheme, furniture style, and anything else that catches your attention. Notice clients, the receptionist, and any other staff members, the noise level, the interactions between clients, and client and staff. Look at the literature, brochures, or other material available to clients in the waiting room. If you were a member of the population you have focused on, would you feel welcomed and comfortable? Do you see yourself reflected in the staff, in the dcor or color schemes, in pictures on brochures? Are they available in a language and format that you can understand?

Because the agency is not a direct service agency, none of the above applies to my internship experience.

Pg. 341 Administration and Staff Training

Agencies vary in the provision of training in cultural sensitivity, and may or may not include the group you have learned about as one of the focus points for diversity competence. From your personal experience with your agency, and from contacts with other staff members, are trainings, workshops, retreats, or other forums for discussion of diversity issues available to staff? Has there been a training that addresses the cultural issues that can contribute to cultural competence with your population? Does your agency employ members of your populations, both as professionals and as staff? The Wilmington HOPE Commission has one paid employee and one intern, however, the Commission indirectly utilizes the members of the population by way of volunteer service and funded programming, since the population that they service is all races and ethnicities who reside within the

Cultural Immersion & Agency Assessment Report P a g e | 19 city limits. However with Hispanics and African Americans being the majority of the population requiring such services, it is safe to say that the clientele reached mirrors the staff makeup. Both employees under the Executive Director are African American with only one of the two residing in the city. At the onset of the Commission, their goal was to staff community outreach workers to utilize them within the communities to help foster a better relationship with one another as well as to reduce the violence that has been plaguing the city. Due to funding issues, the outreach workers had to be let go. With the removal of the outreach workers, the only way the population was serviced was through the many partnerships that the HOPE Commission had formed.

Funding In many instances, agency funding is directed at specific services with specific populations, or tied to reimbursements for services, rather than the training and recruitment of a diverse workforce. Does your agencys funding support training and hiring practices that enhance culturally sensitive services to your population? Does the funding allow for cultural variations in programs and services, such as literature available, types of programs and services funded, outreach, frequency of contracts, and other factors that might vary culturally? When the HOPE Commission was established, there was a variety of service objectives that were to be met that was clearly defined by the allocated funding. This included monies that would allow for staffing, training, as well as the administration and running of the program services. However, with the mismanagement of the initial funds, caused the original vision of the Commission to not be met, thereby causing a change in the staffing and structure of the Commission. With the climate

of the Commission revamped, came a restructuring that caused funding to be distributed out for specific programs per population addressed, such as the HOPE Project, which services elementary school children with an incarcerated parent, the reentry center which plans to address the needs of exoffenders recently released from incarceration, with the understanding that the Commission itself would also need funding for staffing in order to maintain contact with community groups, existing programs, policy makers and public officials so that it would remain relevant and effective.

Pg. 342 Staff Sensitivity

A vital ingredient of a culturally sensitive agency is the way in which staff members talk about, or act toward, people in the client population. You have had both formal and informal opportunities to observe both professional and support staff during your placement experience. Have you found that staff is sensitive and aware of special client needs, nonjudgmental, and respectful of the population you have studied? Are any stereotypes or they language used in regard to your population? Are staff and professionals sensitive in the levels of formality/informality of address they use with clients? Everyone that I have come in contact with at the HOPE Commission has all shown a passion for the population that is serviced by the partnerships the Commission maintains. From community day in Southbridge, to the children serviced by the HOPE Project, to the incarcerated offenders who provided the necessary feedback for the Commission to gain the knowledge to know exactly what types of problems plague offenders upon reentry back into society, every population that is touched by the

Cultural Immersion & Agency Assessment Report P a g e | 21 Commissions hands are handled with sensitivity, compassion, and care.

Pg. 343 Agency Programs and Services

We have explored the more tangible and easily measured resources your agency utilizes to provide culturally congruent services to clients who are members of your population. In this next section, we will consider the ways in which agency programs are designed, administered, and evaluated, kinds and relevance of community outreach and involvement, and utilization of services by your population. Four criteria, effort, quality, effectiveness, and efficiency, will be used as guides to assist you in your evaluation process. You may find some of the answers to your questions through direct observation, and others in consultation with your supervisor, colleagues, and executive director or administrator. You will also need to refer to your agencys mission statement, policies, program descriptions, and any follow-up or evaluative studies your agency has performed. Effort

Has your agency made an effort to reach out to your populations community to secure input into program design, utilization, and administration? Are members of your population on committees within your agency that formulate and design programs, and is their input solicited in decision-making to develop culturally sensitive services? The HOPE Commission was the lead agency of the 2010 Participatory Action Research (PAR) Safe Communities Employment and Training project, a 52-week research project focused on identifying the root causes of crime and violence in Wilmington communities. This innovative project gave 15 community residents CHANGEMAKERS the opportunity to participate in an initiative that provided both paid work experience and work readiness skills training and also incorporated such experiences as community planning, community engagement and the visual arts. The HOPE Commission also partnered with the Department of Correction to provide a team of seven offenders, charged with various crimes and serving various sentences, to offer their expertise on what needs are most important and vital to an ex-offender upon reentry into society in order for them to sustain a life that is free from reoffending.

Cultural Immersion & Agency Assessment Report P a g e | 23

Pg. 344 Quality

How are programs and services evaluated for cultural congruence and sensitivity to the needs of your population? Are members of your population involved in assessing quality of services? Do the services offered take into account cultural variations and cultural barriers that your population might encounter in accessing services through agency programs? Are eligibility criteria that clearly reflect the biases of the dominant society? How can (does) your agency enhance services to your population to take cultural differences into account? Because of the nature of the services provided and the fact that the services are collaborative on the part of the HOPE Commission, I was not in a position to address this question in its entirety based on the Commissions contact within the partnership. However, as it pertains to the HOPE Project, which has a direct person from the Commission involved in the day to day activities of the program, it would be safe to say that no one being serviced in the program, children and families, are directly involved with the assessing of services, although minimal to no participation within the program would be the one sure direct way for the program manger to be aware of the programs lack of success

although they may be aloof as to the reason why the program is failing. Direct services to the children and families are provided by University of Delaware students through an internship program. At the present time there have been no issues of culture barriers or biases that have occurred. Effectiveness Do the numbers of clients from your population being served by your agency reflect their numbers in the agencys catchment area? What is your understanding of the ways in which clients from your population feel about the quality and quantity of the programs and services available to them? Are there unmet needs that members of the population can identify for which no appropriate services are available? With the Hope Commission being located in the heart of the City of Wilmington, and with the population addressed by the Commission residing in the City as well, the services are in direct correlation with the population. However, due to the increase of less and less funding being offered, it would be unfair to say that the entire population is being serviced and there are no unmet needs. However, there are an array of services that are offered through the partnerships that the HOPE Commission maintains that are addressing many of the population in the catchment area.

Cultural Immersion & Agency Assessment Report P a g e | 25

Pg. 345 Efficiency

Do your agencys programs coordinate well with other services that address the needs of your population? Has your agency reached out to community resources, set up linkages, and used alternative service delivery systems that are culturally sensitive to the needs of your population? Describe some of your agencys referral sources and resources. The HOPE Commission leverages existing resources by convening and collaborating with service providers to improve community access to various resources such as the South Wilmington Planning Network (SWPN), who now boasts nearly 40 agencies that work together on community development initiatives centered around three action groups: Environmental, Workforce and Economic Development; Healthcare and Preventative Services; Youth Development and Programs. This group is led by the Southbridge Civic Association, City Council, Neighborhood House Inc, Henrietta Johnson Medical Center, Nemours Health and Prevention Services, Delaware Transit Corporation and Wilmington Area Planning Council. The HOPE Project, that partners with Delaware State Universitys School of Social Work, and Eastside Community Schools, to provide counseling and case management services to students and

their families; develop individual and family goal plans; link students and their families to community resources; and visit families at home each month. The Wilmington Reentry Service Center under the direction and auspices of the HOPE Commission, will offer tightly coordinated programming delivered by service providers such as Connections, Probation and Parole, Department of Correction, Court of Common Pleas and Superior Courts, Social Security and Department of Motor Vehicle as well as other community services provides as needed. It is believed that this strategic approach will be the first steps to rebuilding families and transforming Wilmingtons most challenged neighborhoods.

Pg. 351 NOHS Standards for Cultural Competence

Review the NASW Standards for Cultural Competence in the context of your chosen population, considering your field placement agency, the programs and services offered, and your personal cultural competencies. Using one or more of the Cultural Competence Standards, assess your agency, your programs and services, and your personal cultural competencies. Standard(s) Selected for Review: STATEMENT 13 Human service professionals act as advocates in addressing unmet client and community needs. Human service professionals provide a mechanism for identifying unmet client needs, calling attention to these needs, and assisting in planning and mobilizing to advocate for those needs at the local community level. STATEMENT 16 Human service professionals advocate for the rights of all members of society, particularly those who are members of minorities and groups at which discriminatory practices have historically been directed. Agency: The Wilmington HOPE Commission

Cultural Immersion & Agency Assessment Report P a g e | 27 Program and Services: The Wilmington Reentry Center Personal Cultural Competencies: I believe that the two NOHS standards are being addressed by the implementation of a reentry center for the City of Wilmington. The latest comprehensive study, conducted by Thomas P Eichler, M.A., M.P.A., and published by Delaware Center for Justice and Metropolitan Wilmington Urban League states, in Delaware, Blacks represented 20% of the general population; 42% of those arrested for criminal offenses; 64% of the prison population; and 86.8% of those incarcerated for drug offenses. Although there are no current statistics, visiting any jail within the State of Delaware you will see a prison population dominated by the majority of Black inmates and with the City of Wilmington being predominantly Black, a reentry center to offer offenders returning to society a chance to succeed without the need to reoffend is the way the HOPE Commission is addressing the issues presented in Statements 13 and 16. In completing these workbook assignments, you have had the opportunity to gain direct personal experience in the process of attaining and applying culturally competent practice standards in social work. While you have focused specifically on one population for the purposes of this project, the process that you have learned is applicable in any setting. It is hoped that you will carry this process knowledge with you during the course of your career, and that you will find it helpful in the achievement of excellence in culturally sensitive social work practice. Final Thoughts: Although I find myself to be very liberal and open-minded, I thought that being a heterosexual female would make my target population find my questions intrusive and a bit racist. However, what I walked away with was a sense of comfortability that my invasion was not unwelcomed, but inviting. Being comfortable in your own skin, whether you have the same race, tastes, or hobbies is much more

important than trying to prove to the world that you are something (or someone) you are not!

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