Values of Professional

Social Work II UNIT 3 CULTURAL SENSITIVITY AS A

VALUE OF SOCIAL WORK
Contents *Sindhu Sivan

3.0 Objectives
3.1 Introduction
3.2 What is Cultural Sensitivity?
3.3 Importance of Cultural Sensitivity in Social Work Practice
3.4 Process of Achieving Cultural Sensitivity
3.5 Practicing Value of Cultural Sensitivity in Social Work
3.6 How to Develop Cultural Sensitivity in Social Work Practicum?
3.7 Principles of the Value of Cultural Sensitivity
3.8 Let us Sum Up
3.9 Further Readings and References

3.0 OBJECTIVES
This unit talks about the concept and nature of cultural sensitivity as a value
of social work. It clarifies how social work professionals can make use of
this value and its important once in their profession. It describes the process
of developing cultural sensitivity. More specifically, the unit would cover:
 Meaning, importance and relevance of cultural sensitivity;
 Process of developing cultural sensitivity; and
 Expression of cultural Sensitivity in Social work profession.
After reading the unit, you would develop a comprehensive idea about the
importance of the cultural sensitivity as a value of social work profession.

3.1 INTRODUCTION
Culture is a universal phenomenon reflecting diversity, norms of behavior, and
awareness of global interdependence (Link &Ramanathan, 2011). The word
"culture" implies the integrated pattern of human behavior that includes thoughts,
communications, actions, customs, beliefs, values, and institutions of a racial,
ethnic, religious, or social group (Gilbert, Goode, & Dunne, 2007). Culture
often is referred to as the totality of ways being passed on from generation
to generation. The term "culture" includes ways in which people with disabilities
or people from various religious backgrounds or people who are gay, lesbian,
or transgender experience the world around them. Culture includes, but is not
limited to, history, traditions, values, family systems, and artistic expressions
of client groups served in the different cultures related to race and ethnicity,
immigration and refugee status, tribal status, religion and spirituality, sexual
orientation, gender identity and expression, social class, and abilities.
34 *Ms. Sindhu Sivan, Patrician Collage of Arts & Scince, Chennai
The Preamble to the NASW (2008) Code of Ethics states, "The primary Loyality
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mission of the social work profession is to enhance human well-being and
help meet the basic human needs of all people, with particular attention to
the needs and empowerment of people who are vulnerable, oppressed, and
living in poverty". And it continues, "Social workers are sensitive to cultural
and ethnic diversity and strive to end discrimination, oppression, poverty, and
other forms of social injustice". Social Work as an extensive profession needs
to work with people from different cultural backgrounds and at the same time,
it is important to promote effective practice among clients. But providing effective
practice and understanding the client has many implications and potential barriers,
which are difficult to understand with different cultural backgrounds. Culture
will always be involved when discussing and understanding the human being;
to lack knowledge of others' customs, values, and habits leads to poor
communication and a lack of sensitivity.
Cultural sensitivity is a set of skills that enables us to learn about and understand
people who are different from ourselves, thereby becoming better able to serve
them within their own communities. It is an acquired ability to see many values
and behaviors as cultural rather than universal. Thus cultural sensitivity as a
value of social work enables the professional to learn about people who are
from different communities and geographical locations, thereby serving them better
within their own communities. For cultural sensitivity, cultural competence is
required in a social worker which can be measured as "a set of academic
and interpersonal skills that allow individuals to increase their understanding
and appreciation of cultural differences and similarities within, among, and between
groups" (Woll.1996). Cultural sensitivity is an important social work value to
build effective relationships with clients so that they receive the best service
care possible without prejudice.
The term cultural sensitivity embodies the knowledge, understanding, skills, and
protocols that allow an individual or a system to provide services across cultural
lines in the best possible way. Cultural sensitivity permits social workers to
respond with respect and empathy to people of all nationalities, classes, races,
religions, ethnic backgrounds and other groups in a manner that recognizes,
affirms, and values their worth.

3.2 WHAT IS CULTURAL SENSITIVITY?

Culture shapes how people experience the world, yet it is not an easy term
to define. Culture is a set of values, social practices, and forms of expression
held in common by a group of people. Culture is a learned, shared, changeable,
diverse and cumulative experience that continues throughout adulthood, (Schusky
and Culbert, 1978). People within the group usually identify themselves and
are identified by outsiders according to ancestry, religion, language, traditions,
geography, religion, and socio-economic status. In fact, some people identify
themselves with a group because of their sex, physical or mental ability, academic
and professional background, category such as class, caste, title and state or
a country to which one belongs.
Definition-Cultural sensitivity is being aware that cultural differences and similarities
between people exist without assigning them a value - positive or negative,
better or worse, right or wrong. 35
Values of Professional Cultural Sensitivity means being aware that cultural differences and similarities
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exist and have effect on values, learning and behaviour.(Stafford, Bowman 1997)
Cultural sensitivity begins with a recognition that there are differences between
cultures .These differences are reflected in the ways that different groups
communicate and relate to one another .Cultural sensitivity is more than an
awareness that there are differences in culture in order to interact effectively.
A culturally competent person views all people as unique individuals and realizes
that their experiences, beliefs, values, and language affect their
perceptions.Recognizing differences among cultures is important, but we should
also be aware that differences also exist within cultures. The assumption that
a common culture is shared by all members of a racial, linguistic, or religious
group is erroneous. We must recognize our own cultural values and draw
parallels where possible; we should also identify any prejudices and stereotypes
that prevent us from communicating effectively with people from different cultures
realize that, like it or not, we most likely hold .some stereotypes about culture
and gender.
Cultural sensitivity is the awareness and sensitivity of other practices and cultures.
Cultural sensitivity skills can include assessing different cultures, how they should
be properly approached and how to communicate accordingly. Skills may also
include evaluating how certain cultural differences can affect how people work,
and how to value differences so that discrimination and harassment, either intended
or not, do not occur.
 An understanding of the cultural beliefs and values of others and how
they are influenced by them (Cultural & Spiritual Sensitivity -- A Learning
Module, 2009).
According to Anderson et al, the teaching of cultural sensitivity almost always
features awareness of several key points namely:
 The acknowledgement of cultural differences,
 Self-awareness,
 Knowledge of other cultures,
 Identification of value differences in different cultures,
 Identification of stereotypes,
 Empathy with others, and
 Understanding of the oppression and power inequities.
Diversity within a group is often greater than it is between groups. People
are different from one another in many aspects. The major forms of differences
can be of:
 Religion
 Sex
 Occupation choice

36  Caste and class

 Age Loyality
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 Sexual orientation
 Education
 Income prospects
 Length of time in the current region, country, city
 Degree of assimilation (if any) from one's family's original culture, and
 Familiarity or contact with one's culture's elders or other leaders (NACHC
Community Health Corps, 2008).
The term cultural sensitivity embodies the knowledge, understanding, skills, and
protocols that allow an individual or system to provide services across cultural
lines in the best possible way. Cultural Sensitivity permits us to respond with
respect and empathy to people of all nationalities, classes, races, religions,
ethnic backgrounds and other groups in a manner that recognizes, affirms, and
values their worth (NACHC, 2008). Cultural sensitivity means respecting the
diversities among the culture and valuing the uniqueness of every person. Social
workers need to be aware of the cultural differences of their clients while
providing individualistic services to them.

3.3 IMPORTANCE OF CULTURAL SENSITIVITY

IN SOCIAL WORK PRACTICE
NASW (National Association of Social Workers) "promotes and supports the
implementation of cultural and linguistic sensitivity at three intersecting levels:
the individual, institutional, and societal. Cultural sensitivity requires social workers
to examine their own cultural backgrounds and identities while seeking out
the necessary knowledge, skills, and values that can enhance the delivery of
services to people with varying cultural experiences associated with their race,
ethnicity, gender, class, sexual orientation, religion, age, or disability [or other
cultural factors]". Cultural attitudes can also affect the relationship with service
providers. A professional must keep this in mind while working with people
hailing from different entities. At times we may interpret the behaviour of others
as negative because we don't understand the underlying value system of their
culture. In the social work practice in various settings, cultural sensitivity is
important for several reasons. For example: In some communities and among
some tribes, the practice of polygamy is common. Similarly there are practices
which are specific to certain population with regard to periods in women,
delivery and after care of infants, and so on which are deeply related to
the social life of the people. Understanding of cultural sensitivity encourages
discovery of cultural differences as a way of understanding how groups use
different lenses to view the world (Green, 1982; Lantz and Pegram, 1989).
Cultural sensitivity in social work practice implies a heightened consciousness
of how culturally diverse populations experience their uniqueness and deal with
their differences and similarities within a larger social context. Concurrently,
cultural sensitivity requires social workers to use an intersectionality approach
to practice, examining forms of oppression, discrimination, and domination through
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Values of Professional diversity components of race and ethnicity, immigration and refugee status, religion
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and spirituality, sexual orientation and gender identity and expression, social
class, and abilities. Furthermore, it requires social workers to acknowledge
their own position of power vis-à-vis the populations they serve and to practice
cultural humility (Tervalon& Murray-Garcia, 1998).
The achievement of cultural sensitivity is an ongoing process. Cultural competence
is not just a statement of quality practice. Cultural sensitivity also requires advocacy
and activism. It is critically important to provide quality services to those who
find themselves marginalized; and it is also essential to disrupt the societal
processes that marginalize populations. Cultural competence includes action to
challenge institutional and structural oppression and the accompanying feelings
of privilege and internalized oppression. Although these standards and their
accompanying indicators describe an ideal state, the National Committee on
Racial and Ethnic Diversity (NCORED) encourages of their clients while providing
individualistic services to them.

3.4 PROCESS OF ACHIEVING CULTURAL

SENSITIVITY
Cross, T., Bazron, B., Dennis, K., and Isaacs, M. (1989) have discussed
a continuum of cultural competence and set forth six stages for the process
of achieving cultural competency in their work: "Towards a Culturally Competent
System of Care: A monograph on effective services for minority children who
are severely emotionally disturbed", namely, 1) cultural destructiveness, 2) cultural
incapacity, 3) cultural blindness, 4) cultural pre-competence, 5) cultural
competency and 6) cultural proficiency.
I. Cultural Destructiveness
There is also an assumption that one group is superior to another. It
acknowledges only one way of being and purposefully denies or outlaws
any other cultural approaches. Cultural destructiveness refers to the blatant
attempts to destroy the culture of a given group. It is at the far negative
end of the spectrum while cultural proficiency represents the positive end
of the continuum. Important characteristics of cultural destructiveness are:
 Believe that I (my family, my group, etc.) am superior to, and have
extreme biases against, those who are different.
 Overt message to those who are different is that they are not valued
or welcomed.
 Others are perceived as nonentities, expendable and/or undeserving.
 Harm to others is acceptable, appropriate, and/or justified.
 More of an absolutist worldview that highly values winning.
II. Cultural Incapacity
Cultural incapacity means an individual or organization lacks the capacity
to be responsive to different groups, but this is not intentional. Ignorance
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and unfounded fear is often the underpinning of the problem. Incapacity
 might consist of the failure to recognize when mistreatment is due to cultural Loyality
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differences thereby perpetuating its occurrence. The characteristics of cultural
incapacity are:
 Individual/group is not consciously deciding to be incapacitated; they
are simply taking care of their group. However, if the group reflects
the dominate culture, the process alone results in institutional or
systematic bias.
 Stuck in a mindless position; simply not aware of our behavior that
maintains this incapacitated state, however outsiders will experience
subtle messages that some cultures (groups) are neither valued or
welcomed; at best may be tolerated.
 Disproportionately apply resources to benefit their own group.
 Residual effects of incapacitation may be lower expectations for some
cultural, racial, ethnic groups (and/or other dimensions of diversity such
as gender, sexual orientation, age, etc).
 Those who are different are segregated for their good.
 More of a relativist worldview, (I'll take care of my own) that highly
values maintaining the status quo.
III. Cultural Blindness
People who are culturally blind are ignorant of cultural differences and
often perceive themselves as "unbiased". This is due to the fact that they
believe that "culture makes no difference" in relation to the way the group
acts or reacts. Cultural blindness fosters the assumption that people are
all basically alike, so what works with members of one culture should
work with members of all other cultures. Some of the characteristics of
cultural blindness are:
 Encourages assimilation and the suppression of difference.
 Discomfort recognizing difference and ignores (or unaware of) cultural
strengths.
 Denies that culture and dimensions of diversity (gender, ethnic group,
sexual orientation, etc.) are significant.
 Beliefs, policies, actions that assume world is fair and achievement
is based on merit: "should pull oneself up by own boot straps."
 Institutional attitudes that refuse to take responsibility for the impact
of their behavior/actions on others and often blame individuals/families
for the perceived failures.
 Does not recognize the reality of power/ privilege.
 Believes what is useful for the dominate group is universally applicable
and applies as such (one size fits all).
IV Cultural Pre-Competence:
Cultural pre-competence implies the movement towards cultural sensitivity. 39
Values of Professional In this phase individuals actively pursue knowledge about differences and
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attempt to integrate this information into delivery of services. There is a
recognition that cultural differences exist but those differences are
acknowledged as "differences" and nothing more. Cultural pre-competence
encourages learning and understanding of new ideas and solutions to improve
performance or services. Some of the characteristics of cultural pre-
competence are:
 Expressed commitment to valuing diversity but no clear plan for achieving
organizational cultural competence.
 Works at being inclusive.
 Ceases to expect those who are different will suppress their difference
and at the same time is not sure what to do when difference is
expressed - resulting in movement towards the status quo.
 Recognizes the need for consumer/family involvement and at the same
time often not sure how to integrate this voice/involvement.
 Expressed commitment to human/civil rights and social justice, as we
define them.
 Beginning to realize ethnocentric beliefs distort one's vision about those
who are different.
 Beginning to question the validity of segregation and/or assimilation.
 Recommends the need for improved services to specific poorly served
populations, with no action.
 Maintains a parental attitude towards the marginalized group; positive
outcomes are associated with how close the marginalized group can
approximate the dominate group in terms of language, appearance,
values and beliefs.
V. Cultural Competence
At cultural competence level the organization or individual has the capacity
to function in an effective manner within the context of the targeted group.
Acceptance and respect of differences, continual self-assessment, attention
to dynamics of differences, and continual expansion of knowledge about
the target group are important factors of competency. Cultural competency
involves actively seeking advice and consultation and a commitment to
incorporating new knowledge and experiences into a wider range of practice.
Effective plan and demonstrated actions of individual's and organization's
cultural competence include:
 Mindfully behave in a manner that demonstrates a value for diversity.
 Participants in rigorous/ongoing self examination into the manner in which
culture/heritage influences perceptions, attitudes and behavior about (and
towards) those who are culturally different.
 Works at being inclusive.
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  Ceases to expect those who are different will suppress their difference. Loyality
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 Willingness to stay engaged with others to integrate their values, beliefs
and associated needs into decision-making and action.
 Demonstrated commitment to human/civil rights, social justice, as defined
by the marginalized individual/group.
 Actively develops cross-cultural knowledge and skills.
 Continuously looks outside of one's own worldview to gain a more
accurate understanding.
 Mindfully engages in a mutually adaptive process, rather than segregate
and/or require assimilation.
 Actively seeks input from specific poorly served populations and takes
action to meet the defined needs.
 Adapts service delivery to meet the needs of a multi-cultural community.
VI. Cultural Proficiency
Cultural proficiency is at the positive end of the continuum. It is where
health and human service providers should strive to be. It involves pro-
actively regarding cultural differences and promotes improved cultural relations
among diverse groups. Individuals in this category hold culture in very
high esteem and they are regarded as specialist in developing culturally
sensitive practices. The important characteristics of cultural proficiency are:
 Realization that we (as individuals/groups) are both separate and also
connected, which requires the following understandings.
 Worldview shifts from absolutism/ethnocentrism [separateness] …to
universalism [both separate/connected].
 Attitude shifts from judgments, cruelty, unforgiveness, selfishness, etc.
[separateness] …to compassion (kindness, generosity, gentleness) to
self/others [both separate/ connected].
 Relationships shift from stereotyping [separateness] …to authentic [both
separate/connected].
 Policy shifts from exclusionary [separate] …to inclusionary [both
separate/connected].
Practices shift from destructive [separate] …to constructive [both separate/
connected) …to constructive [both separate]

3.5 PRACTICING THE VALUE OF CULTURAL

SENSITIVITY IN SOCIAL WORK
PROFESSION
Culture may affect how individuals cope with problems and interact with each
other. What is assessed as behaviourally appropriate in one culture may be
assessed as problematic in another. Accepted practice in one culture may be 41
Values of Professional prohibited in another. To fully understand and appreciate these differences, social
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workers must be familiar with varying cultural traditions and norms. Social
workers are responsible for ensuring that their practice is culturally competent,
safe and sensitive. The value of cultural sensitivity is vital at all levels of social
work practice. Generalised approaches to divergent population will result in
ineffective social work practice, which will wedge the needs of diverse cultural
groups of clients. Knowledge about cultures and their impact on the lives of
people is essential for social workers, whether they are practicing with individuals,
groups, families or communities. The value of cultural sensitivity will enable
social workers to address racial, ethnic and all other forms of differences and
to shape and provide appropriate social work practice.
Social worker's knowledge and skills related to cultural sensitivity can strengthen
and broaden social work practice. Individual's culture is influenced by many
factors, such as race, gender, religion, ethnicity, socio-economic status, sexual
orientation and life experience. Value of cultural sensitivity helps the social workers
to take into account that everyone has a unique culture and individual assessments
are necessary to identify relevant cultural factors within the context of each
situation for each client. This proposes wide range of opportunities and challenges
in practicing social work in a unique way. The value of cultural sensitivity
is very important especially in practicing social work in a country like India
where cultural diversities are enormous.
India is a country incredible for its diversity both biological and social. Its
diversity is expressed in terms of language, religion, caste, tribes, gender and
so on. In India people of almost all major religions of the world can be
found. There are hundreds of languages, variety of food habits, all hues of
costumes and myriad variety of cultures and subcultures. These differences
exemplify the importance of the value of cultural sensitivity in effectively practicing
social work with diverse population.
Social workers have their own cultural values and background along with their
professional life. Social workers need to understand the triad of cultural systems
namely, the culture of the client, culture of the social worker (self) and the
culture of the agency setting. The value of cultural sensitivity enables the worker
to understand the triad of cultural systems and provide culturally-relevant and
responsive services to the clients. On the one hand the value of cultural sensitivity
enables social workers to obtain a working knowledge and understanding of
clients' cultural affiliations, identities, values, beliefs and customs and on the
other hand it will motivate social workers to challenge all forms of oppression
experienced by culturally and linguistically diverse groups in the society.
Social Work practitioners can advance and promote culturally competent practice
with clients and within organizations, the social work profession, and communities
.Cultural sensitive social work leaders are able to create effective multicultural
work teams and incorporate and disseminate information on cultural competence
in professional activities (for example, committee work, scholarship, research)
and in other appropriate arenas .Social work practice in partnership with
marginalized clients and communities to strengthen these communities, encouraging
the use of power and facilitating client-community empowerment .Social work
professionals can advocate both within and beyond the profession for fair and
42 equitable treatment of clients and colleagues, especially those from marginalized
cultural groups. Social work practitioners can serve in roles in which they Loyality
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can make a difference in advancing multiculturalism inclusion and cultural
competence. Social work educators are able to develop the skill and confidence
in social work trainees to engage in and facilitate difficult conversations about
cultural differences and recognize and respect the strengths and differences in
professional and personal relationships with others .Social work profession can
address resistance to the adoption of culturally competent practice. Social work
organizations can engage colleagues in the identification and implementation of
strategies that strengthen and sustain inclusive multicultural organizations and
mobilize colleagues, clients, and organizations to address injustice, bias, and
isms on all levels. Advocate for multicultural membership on state regulatory
and licensing boards for the social work profession.

Check Your Progress I

Note: Use the space provided for your answer.
1. Briefly enlist the ways to practice the value of cultural sensitivity in social work
Profession.
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3.6 HOW TO DEVELOP CULTURAL SENSITIVITY

IN SOCIAL WORK PRACTICUM?
The value of cultural sensitivity in social work practice means to be sensitive
to issues regarding culture, race, gender, and sexual orientation of the client
while practicing social work with diverse population. Cultural sensitivity is a
process in which the worker strives to achieve the ability to effectively work
within the cultural context of an individual, family, or community from a diverse
cultural/ethnic background to provide the maximum possible support. A social
worker can develop the value of cultural sensitivity through enhancing the cultural
knowledge, cultural skill, and cultural attitude while practicing social work.
Specific goals that should be set to practice this value of cultural sensitivity
in social work include:
 Enhance knowledge, skills, and values in practice and policy development
relative to culturally diverse populations,
 Articulate specific standards to guide growth, learning, and assessment in
the area of cultural competence,
 Establish indicators so that social workers in all areas of practice can
monitor and evaluate culturally competent practice and policies in relationship
to these standards educate consumers, governmental regulatory bodies,
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Values of Professional insurance carriers, and others about the profession's standards for culturally
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competent practice,
 Maintain or improve the quality of culturally competent services provided
by social workers in agencies, programs, and private practice settings,
 Inform specific ethical guidelines for culturally competent social work practice
in agency and private practice settings, and
 Document standards for agencies, peer review committees, state regulatory
bodies, insurance carriers, and others.
Acquiring Cultural knowledge
Social workers are expected to have a broad understanding of how culture
can affect beliefs and behaviours. Acquiring cultural knowledge begins with the
recognition that behaviours and responses that are viewed one way in one
cultural context may be viewed in another way, or have a different meaning,
in another cultural context. Cultural knowledge is the process by which social
workers improve their knowledge and worldviews of different cultures. The
goal of cultural knowledge is to become familiar with culturally/ethnically diverse
groups, worldviews, beliefs, practices, lifestyles, and customs. The knowledge
can be gained by reading about different cultures, attending continuing education
courses on cultural competence, attending cultural diversity conferences and meets
as well as developing relationships and interacting with the target audience by
visiting their habitation.
Developing Culture friendly attitude
Social workers need to recognize, acknowledge and remain sensitive to and
respectful of the views of individuals, groups, communities and their uniqueness.
Culture friendly attitude helps the social workers to become aware of, appreciate,
and become sensitive to the values, beliefs, life styles and practices. This will
also help to mould the attitude of the social workers by examining the social
worker's biases and prejudices toward other cultures as well as exploring their
own cultural background. The values of dignity and worth of the person and
importance of human relationship will enable social workers to develop the culture
friendly attitude which respect all the differences of the diverse population.
Developing Cultural skills
Cultural skill means the skills of the social worker to practice with cultural
sensitivity with individuals, groups, families and communities. Social workers
who have learned cultural skill can individually assess each client's unique cultural
values, beliefs, and practices without depending solely on written facts about
specific cultural groups. It is extremely important to remember that each client
is a member of a specific cultural group. In order to develop cultural skills
a worker has to learn the language or local dialect of the group, understand
their customs and traditional practices and become familiar with their life style
by visiting and interacting with them extensively.
Demonstration of the Value of Cultural Sensitivity
Clients' cultural backgrounds may affect their help-seeking behaviours. The ways
44 in which social services are planned and implemented must be culturally sensitive
and responsive to client needs to be effective. Cultural sensitivity builds on Loyality
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the profession's ethics and values relative to self-determination and individual
dignity and worth and embraces the practices of inclusion, tolerance, cultural
humility, and respect for culture and diversity, broadly defined. Social workers
are required to address the struggle with ethical dilemmas arising from value
conflicts or special needs of marginalized clients (such as helping clients enroll
in mandated training or mental health services that are culturally insensitive).
Cultural sensitivity requires social workers to recognize the strengths that exist
in all cultures while renouncing cultural practices that violate human rights and
dignity. For example, some cultures subjugate women, oppress people based
on sexual orientation, or value the use of corporal punishment and the death
penalty. Cultural sensitivity in social work practice must be informed by and
applied within the context of NASW's Code of Ethics and the United Nations
Declaration of Human Rights.
Culturally sensitive social workers shall demonstrate
1. Knowledge and practice of the NASW Code of Ethics and Code of
Ethics for Social Workers (India);
2. Understanding of cultural humility as integral to client self-determination
and worker self-awareness;
3. Commitment to social justice and human rights;
4. Ability to describe and negotiate areas of conflict and congruity between
their personal and professional values and those of other cultures;
5. Ability to recognize the convergence and disparity between the values
and practices of the dominant society and the values and practices of
the historically oppressed, underrepresented, and underserved populations;
6. Respect for cultural differences and affirmation of cultural strengths;
7. Capacities to manage and effectively negotiate the ethical dilemmas
encountered in work with marginalized groups in relation to boundaries
conflicts in values and expectations power and privilege norms of behaviour
styles of advocacy diverse values and beliefs dual relationships styles
of conflict management;
8. Treat each person as an individual and celebrate and respect diversity
among individuals;
9. Reflect on their own cultural background and values (what they learned
growing up) so that they can more easily find parallels between their
own lives and that of the clients';
10. Build trust;
11. Learn about various cultures, especially those in the community being
served;
12. Explore factors that influence decision making in those cultures;
13. Confront misconceptions about various cultures. Challenge them to identify
when they are acting as if their cultural norms should be everyone's
norms; 45
Values of Professional 14. Communicate effectively with culturally and linguistically different clients
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through language acquisition, proper use of interpreters, verbal and
nonverbal skills, and culturally appropriate protocols;
15. Keep in mind the particular psychosocial stressors relevant to certain
groups. These include war trauma, living in refugee camps, migration,
displacement, acculturation stress, and socioeconomic status; and
16. Advocate for public policies that respect the cultural values, norms, and
behaviours of diverse groups and communities.
Culturally Sensitive Social Work Organizations will demonstrate
1. An administrative mission and purpose that embodies cultural competence
and cultural humility in the values, goals, and practices;
2. Effective recruitment of multilingual and multicultural staff;
3. Sensitivity to and respect for cultural and religious calendars as they
relate to our employees and people served;
4. Staff composition reflecting the diversity of the client population;
5. Service planning strategy that includes an assessment/analysis of the
client demographics compared with the demographic trends of the service
community;
6. Expanded service capacity to improve the breadth and depth of services
to a greater variety of cultural groups;
7. Meaningful inclusion of clients and community members representing relevant
cultural groups in decision-making and advisory governance entities, program
planning, program evaluation, and research endeavors;
8. Physical surroundings designed and decorated in a manner that is
welcoming to the diverse cultural groups served engagement in advocacy
to improve social issues relevant to targeted client groups;
9. A work climate that addresses workforce diversity challenges and promotes
respect for clients and colleagues of different backgrounds;
10. Advocacy for culturally competent policies and procedures from accrediting,
licensing, and certification bodies and contracting agencies; and
11. Inclusion of cultural competence and cultural humility in job descriptions,
performance evaluations, promotions, and training.
Social workers should accept an individual in his/her totality and ensure access
to needed services. In order to avoid unfair discrimination against different
ethnic and cultural groups a worker should examine the extent of understanding
of how his/her practice and delivery of services would be affected by personal
and structural issues surrounding cultural and ethnic differences and the theory
of 'Otherness'. If the profession does not address these issues, social workers
can find themselves reinforcing (usually unintentionally) oppression of such groups.
The ethical duty to work positively with difference and 'Otherness' issues is
presented and promoted by code of ethics of the professional associations
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like International Association of Schools of Social Work (IASSW) and Loyality
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International Federation of Social Workers (IFSW). All such international and
national codes are based on theories of what is 'good' in professional relationships,
e.g. respect and empowerment.

3.7 PRINCIPLES OF THE VALUE OF CULTURAL

SENSITIVITY
Principles of value of cultural sensitivity (Thomas 2015) include the following:
1. Need to be culturally aware and sensitive to one's own cultural
heritage, value and respect cultural differences.
Social workers are expected to respect and value the cultural, ethnic
and other forms of diversities and differences of the service seekers
and become fully aware of one's own cultural peculiarities.
2. Must have specific knowledge and information about the particular
identity of the group that one intents to work with.
Social worker must have appropriate knowledge and information about
the peculiarities of the culturally minority groups like, tribes, caste, class
and religious minorities. Social workers must strengthen their knowledge
base about target groups without prejudice and involve in the helping
process with non-judgmental attitude.
3. Need for better communication skills and regard for spirituality.
To be an effective and successful worker, a professional must learn the
language of the clients for better communication and have regard for
their spirituality.
4. Need to refrain from imposing life- styles.
A social worker must not impose his/her ideas, beliefs, customs and
life styles on the clients keeping in view the value of cultural sensitivity.
5. Need to provide culturally competent professional practice.
A social worker must promote culturally competent practice while engaging
in policy formulation, education, research and administration when working
with clients belonging to different ethnic, cultural, religious groups and
minorities.

Check Your Progress II

Note: Use the space provided for your answer.
1. Summarise the expression of value of cultural sensitivity in practice by social
work practitioners and Organizations.
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Values of Professional
Social Work II 3.8 LET US SUM UP
This unit describes the importance of applying the value of cultural sensitivity
in social work profession. It gives the clear picture of what is cultural sensitivity
and how to demonstrate this value in social work profession. Cultural sensitivity
and competence is never fully realized, achieved, or completed; it is a lifelong
process for social workers who will always encounter diverse clients and new
situations in their practice. Supervisors, colleagues, and workers should have
the expectation that cultural competence is an ongoing learning process integral
and central to daily supervision. Social workers should understand culture and
its functions in human behaviour and society, recognizing the strengths that exist
in all cultures. They should have a knowledge base of their clients' cultures
and be able to demonstrate competence in the provision of services that are
sensitive to clients' cultures and to differences among people and cultural groups.
Social work practitioners should obtain education about and seek to understand
the nature of social diversity and oppression with respect to race, ethnicity,
national origin, colour, sex, sexual orientation, gender identity or expression,
age, marital status, political belief, religion, immigration status, and mental or
physical disability.
Culturally competent and sensitive social workers have appreciation and respect
of cultural differences and strengths. Cultural sensitivity helps to build effective
relationships with clients so that they receive the best possible support. The
social workers who are respecting the value of cultural sensitivity will serve
in roles in which they can make a difference in advancing multiculturalism inclusion
and cultural competence. They develop the skill and confidence to engage in
and facilitate difficult conversations about cultural differences. They recognize
and respect the strengths and differences in professional and personal relationships
with others and address resistance to the adoption of culturally competent practice.

3.9 FURTHER READINGS AND REFERENCES

Barclay, G. & Mhlanga , B. (2000): Ethnic Differences in decisions on young
defendants dealt with by the Crown Prosecution Service. London: Home Office.
Ben-Ari , A &Strier , R (2010): Rethinking Cultural Competence: What Can
We Learn from Levinas? British Journal of Social Work, no. 40/7, pp.
2155-2167.
Benhabib , S. (2002): The Claims of Culture: Equality and Diversity in the
Global Era, New Jersey: Princeton University Press.
Berridge , D. & Brodie , I./Pitts , J./Porteous , D./Tarling , R. (2001): The
Independent Effects of Permanent Exclusions from School on the Offending
Careers of Young People, Home Office, Research, Development & Statistics
Directorate. London: Home Office.
Cross. T. L., Bazron, B.J., Dennis, K. W., & Isaacs, M. R. (1989). Toward
a culturally competent system of care: Vol.1 A monograph on effective services
for minority children who are severely emotionally disturbed. Washington, DC:
Georgetown University, Child Development Center, Child and Adolescent Service
system Program, Technical Assistance Center.
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Cultural & Spiritual Sensitivity -- A Learning Module for Health Care Loyality
CulturaltoSensitivity
ProfessionAs
as a
Value of Social Work
Professionals and Dictionary of Patients' Spiritual & Cultural Values for Health
Care Professionals, 2009. Developed by the Pastoral Care Leadership and
Practice Group of HealthCare Chaplaincy, New York, NY. Retrieved from
h t t p : / / w w w. h e a l t h c a r e c h a p l a i n c y. o r g / u s e r i m a g e s /
Cultural_Spiritual_Sensitivity_Learning_%20Module%207-10-09.pdf on 17/09/
2014
Fong, R. (Ed.). (2004). Culturally competent practice with immigrant and refugee
children and families. New York: Guilford Press.
Giger, J., Davidhizar, R., Purnell, L., Harden, J., Phillips, J., & Strickland,
O. (2007).American Academy of Nursing Expert Panel Report: Developing
cultural competence to eliminate health disparities in ethnic minorities and other
vulnerable populations. Journal of Transcultural Nursing, 18(2), 95-102.
Hibbs, C. (2014). Cissexism. Encyclopedia of Critical Psychology, pp. 235-
237. Retrieved from http://link.springer.com/referenceworkentry/10. 1007/978-1-
4614-5583-7_679
NACHC Community Health Corps. (2008). Prescription 4: Cultural Sensitivity.
Retrieved from www.communityhealthcorps.org/.../Prescription-4-Cultural-
Sensitivity-M on 14/10/2014.
NASW, Standards and Indicators for Cultural Competence in Social Work
Practice, 2015.
Thomas, Gracious (2015). Code of Ethics for Social Workers, New Delhi,
IGNOU.

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