Cultural competence is an extremely necessary skill to master in the field of public health. However, I do not work directly with a specific population – but my work still involves teens. This population is considered an “at-risk” or “vulnerable” population where certain measures must be taken to ensure adequate services are provided in that area. My role at NARAL is to provide evaluation and administrative support to research and development teams. Whatever job is being done, a solid and concrete definition of cultural competency must be understood. I have decided to reblog this excellent piece on cultural competency.
What is Cultural Competence?
Core competence is a factor that cannot be easily replicated and gives the business a competitive advantage in delivering their product or service to customers. Core competencies are how a business does something.
Cultural Competence is the lens through which opportunities are identified and evaluated. Cultural competencies are how a business figures out what to do. 
Every business, no matter the size, has cultural competencies.
- Cultural competencies are a reflection of the founders’ personalities. It’s no coincidence that Google was started and led by Ph.Ds, Apple by a designer-perfectionist, and Amazon by a quant from a hedge fund.
- Cultural competencies are directionally set as you go from 0-20 people. If you achieve product-market fit, you will only deepen your cultural competencies. You can inject new culture via new (strong) leadership, but the existing leadership has to be receptive. The larger the organization, the harder…
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