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Beyond Cultural Competency to Behaviour Change

 2 Day Workshop

IPS has been at the forefront of research, development and delivery of cultural competency intervention programs CCIPs since 1998. This is based on Dr Westerman’s PhD research which  focused on clearly defining the skills, abilities and aptitudes that predict cultural competence – defined BY Aboriginal people through focus group methodologies. This information has then be used to design unique training programs which are not cultural awareness as they are about behavioural change. They are defined as being psychoeducational rather than awareness based. These programs ensure that the skills component of the workshop are successfully implemented by employing dual theories of stages of behavioural change with the neuroscience of racism. 

This training is best in the hands of psychologists – and best in the hands of Indigenous psychologists. 

Dr Westerman stands as an industry leader in this complex application of training and intervention in a way that has demonstrated measurable impacts on her participants. 

Participants outcomes include:

  1. Participants are able to complete the General Cultural Competency Profile (GCCP) to gauge their baseline cultural competencies at training commencement. The GCCP provides each participant with a personal feedback report which allows them to continually improve their skills as an individual cultural supervision plan.
  2. Better understand cultural competence and how to achieve focused, sustained shifts in core areas.
  3. Understand the predictors of racial bias individually and organisationally and develop practical skills associated with cultural change
  4. Increasing knowledge of Aboriginal health, history, and myths that drive racism in individuals and organisations and how this links with cultural competence
  5. The impact of Black Identity Formation as a construct for supervision and support of Aboriginal employees
  6. Managing the Retention of Aboriginal people in the workplace.
  7. The most common causes of employment cessation & how best to support Aboriginal employees
  8. Understand how the community culture and historical context impacts on employees
  9. Cultural Learning Style differences and impacts on supervision strategies, skills acquisition and mentoring. Differences in communication styles – some practical strategies in the provision of feedback and ensuring motivational and cultural fit in the workplace
  10. Culturally Competent Organisations – the common characteristics. Some best practice policies & organisational structures that work
  11. Increasing representation of Aboriginal employees across organisations. A look at recruitment strategies in accurately identifying a skilled workforce & leadership potential