A Practical Guide to Creating Effective Culturally Competent Workforce Management Training for Supervisors and Managers

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In 2005 the City of Portland, Oregon identified cultural competence as an essential requirement for managers and supervisors in the City. This determination was based on the changing demographics of the workforce and the changing dynamics of the work environment.
•The workforce is becoming increasing diverse in age, gender, race and many other factors including work ethic, sense of time, work/life balance, and communication style, etc.
•Workforce expectations are shifting, deference to systems (organizations) is diminishing. The need for autonomy, creative expression, opportunity to affect the workplace/environment, upward mobility, and low tolerance for monotony are on the increase. To date over 750 City program managers and supervisors have successfully participated in the City of Portland “Culturally Competent Management Certificate” training program. One result of this program and other initiatives undertaken by the City is that retention of diverse employees has increased significantly. Another outcome is that complaints of discrimination have dropped by 80%. This workshop will provide participants with a practical step-by-step guide to the design and implementation of effective cultural competence training for managers and supervisors. The design process presented in this workshop is applicable to designing training programs to address a wide variety of diversity issues.


Keywords: Culturally, Competent, Workforce, Management
Stream: Learning, Education, Training
Presentation Type: Workshop Presentation in English
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Joseph M. Quinones

Senior Manager, Bureau of Human Resouces, City of Portland
Portland, Oregon, USA

Born into a migrant farm worker family on the West Coast of the United States, I lived the first 18 years of my life in a society that condoned and legalized racism and segregation. Fortunately, for all of us, there were individuals and groups that opposed the status quo and worked hard to change the racist attitudes and institutions that governed society at all levels. I first heard of the civil rights movement among black people while in my early teens. Though heartening and inspiring, that effort seemed distant in time and geography until the advent of the farm workers movement led by Cesar Chavez in California, which affected me and my family directly. That was the beginning of my personal journey toward an understanding of racism, social oppression and the dynamics of inclusion. I have been employed most of my adult life addressing issues of equality and justice. I went from laborer in the fields to skilled craftsman to community activist to teacher/counselor, to human resources manager. For the past 18 years I have been a diversity development program manager and consultant on diversity and inclusion issues.

Ref: D08P0207