The DMPS Cultural Proficiency Framework

1. THE GUIDING PRINCIPLES Core Values Regarding Culture

Culture is a predominant force
People are served in varying degrees by the dominant culture
There is diversity within and between cultures
Every group has unique culturally-defined needs
People have personal identities and group identities
Marginalized populations have to be at least bicultural
Families are the primary systems of support
The diverse thought patterns of cultural groups influence how problems are defined and solved
The absence of cultural competence anywhere is a threat to competent services everywhere
2. CULTURAL PROFICIENCY CONTINUUM

DESTRUCTION
*DENIAL

INTOLERANCE

REDUCTION

TOLERANCE

(INCAPACITY)

(BLINDNESS)

(PRECOMPETENCE)

*POLARIZATION

*MINIMIZATION

*ACCEPTANCE

Eliminate differences Demean differences Dismiss differences

Respond
inadequately to the
dynamics of
difference

Belief in the
superiority of
one's culture &
behavior that
disempowers
another's culture

Awareness of
the limitations of
one's skills or an
organization's
practices when
interacting with
other cultural
groups

The elimination of
other people's
cultures

Acting as if the
cultural differences
you see do not
matter or not
recognizing that
there are
differences among
& between cultures

OPPOSITION TO DIVERSITY (MONOCULTURAL)

MACRO AGGRESSIONS

3. Reactive Behaviors, Shaped by the BARRIERS

*ADAPTATION

Engage with
differences using
the essential
elements as
standards

PROFICIENCY
*INTEGRATION

Esteem & learn from

differences as a
lifelong practice

Knowing how to

Use the five

learn about & from
essential elements
individual &
of cultural
organizational
proficiency as the
culture; interacting
standard for
effectively in a
individual behavior
variety of cultural
& organizational
environments
practices
TRANSFORMATION TOWARD EQUITY (INTERCULTURAL)

MICRO AGGRESSIONS

Focuses on them being problems

Tolerates, excludes, separates
Diversity is a problem to be solved
Prevent, mitigate, avoid cultural dissonance & conflict
Stakeholders expect or help others assimilate
Information added to existing policies & procedures

COMPETENCE

CULTURAL RESPONSIVENESS

Focuses on us and our practices

Esteems, respects, includes
Diversity and inclusion are goals to be attained
Manage, leverage, facilitate conflict
Stakeholders adapt to meet needs of others
Existing policies, procedures, practices examined and
adapted to changing environment
4. Proactive Behaviors shaped by ESSENTIAL ELEMENTS

Unawareness of the Need to Adapt: Difficulty in

Assess Culture: The self-assessment of ones own culture

recognizing the need to make changes in response to diversity

within the environment
Resistance to Change: Hesitance to commit changes
in practices and perceptions influenced by culture
Systems of Oppression & Privilege: Disparities
based in legal separation, cultural norms, and limited access
A Sense of Entitlement: Beneficiaries of inequitable
privileges
Misuse & Abuse of Power & Privilege : Unequal
power dynamic that maintains the status quo

and its impact on the environment, and identifying the cultural

groups present in the system
Value Diversity: Develop an appreciation for the differences
among & between groups
Manage the Dynamics of Difference: Learn to respond
appropriately to the issues that arise in diverse environments
Adapt to Diversity: Modify and adopt new policies and
practices to support diversity and inclusion

Institutionalize Cultural Knowledge: Establish support,

build capacity, and display cultural changes in the organization

Adapted from: Nuri-Robins, Lindsey, Lindsey, and Terrell. Culturally Proficient Instruction ( 3rd ed) Corwin 2012;
*Adapted from M.R Hammer Intercultural Development Inventory, 2012; Updated for DMPS use December, 2015