Organizational Structure

Initiative has a culturally and linguistically competent organizational structure

This benchmark is organized by implementation levels (low, medium, and full). Each level corresponds with a list of suggested resources on the right.

Low Implementation

• PD is aware of differences between staff demographics and community.
• PD and partners lack specific strategies to attract diverse staff.
• Internal policies and procedures have not been reviewed for their support of diverse staff.
• Decision making and planning tends to be centralized with the PD and a few key staff.
• Professional development does not address cultural competence in depth.

Medium Implementation

• Core management group includes representatives from various cultural groups.
• The PD and the core team identify the importance of CLC.
• Staff recruitment utilizes a range of strategies to reach diverse audiences.
• Professional development includes a CLC framework for all training; clinicians and other service providers receive cultural competence training as needed.
• Ad hoc advisory groups are used to gather community input in planning.

Full Implementation

• Staff reflects the community and is culturally competent; diversity is represented on all levels including leadership.
• Initiative promotes the norm of attention to cultural differences in written materials, policies, and structures.
• Leadership demonstrates acceptance and respect for all.
• Decision making and planning processes are inclusive of a range of staff and stakeholders.
• Budget reflects commitment to CLC.
• Evaluation, strategic, and sustainability plans all reflect cultural competence.