Policy Title: Cultural Competence in Strategy and Strategic Planning

Effective Date: 01.07.2019

Review Date: Annually

Approved By: Catherine Cooke, Director

1. Purpose

The purpose of this policy is to outline The Engine’s commitment to cultural competence and ensure it is explicitly expressed and integrated into our strategy and strategic planning. This policy provides guidance on how cultural competence is incorporated into our organisational strategy and how evidence of this integration is documented and reviewed.

2. Scope

This policy applies to all employees, managers, and leaders within The Engine, as well as any nominated group coordinators responsible for demonstrating compliance with cultural competence requirements.

3. Policy Statement

At The Engine, we recognise the importance of cultural competence in achieving our mission and strategic goals. Our commitment to cultural competence is reflected in our strategic planning and organisational strategy, ensuring that our approach to engaging with diverse communities, including Pacific and Maori populations, is respectful, inclusive, and effective.

4. Integration into Strategy

4.1. Strategic Objectives

Inclusion of Cultural Competence Goals: Our strategic plan includes specific goals and objectives related to cultural competence. These goals are aimed at improving our understanding, engagement, and support for diverse cultural groups.
Measurable Targets: We establish measurable targets for cultural competence, such as increasing the representation of diverse communities in our client base or improving feedback scores related to cultural inclusivity.

4.2. Policy and Procedures

Development and Implementation: We develop and implement policies and procedures that address cultural competence. These documents guide our interactions with clients, partners, and staff from various cultural backgrounds and are regularly reviewed and updated.
Compliance Monitoring: We monitor compliance with cultural competence policies through regular audits and reviews, ensuring that practices align with our strategic objectives.

4.3. Training and Development

Ongoing Training: We provide ongoing cultural competence training for all employees, including orientation programmes for new hires and refresher courses for existing staff. Training covers topics such as cultural awareness, effective communication, and addressing unconscious bias.
Integration into Professional Development: Cultural competence is a key component of professional development plans and performance reviews.

5. Documentation and Evidence

To demonstrate our commitment to cultural competence, the following documentation must be provided:

5.1. Strategic Plan Excerpts

Documentation Required: Excerpts from the strategic plan that detail goals, objectives, and initiatives related to cultural competence. These should highlight how cultural competence is integrated into our overall strategy.

5.2. Policy Documents

Documentation Required: Copies of all cultural competence policies and procedures, including any updates or revisions. This includes policies on hiring, training, and community engagement.

5.3. Training Records

Documentation Required: Records of cultural competence training programmes, including participant lists, training materials, schedules, and feedback. This demonstrates ongoing commitment to employee development in cultural competence.

5.4. Engagement Reports

Documentation Required: Reports or summaries of community engagement activities, partnerships, and consultations with Pacific and M?ori communities. This includes evidence of collaborative projects and feedback from community stakeholders.

6. Responsibilities

6.1. Leaders and Managers

Role: Ensure that cultural competence is integrated into departmental strategies and goals. Oversee the implementation of cultural competence policies and monitor adherence.
Reporting: Provide periodic updates on progress towards cultural competence goals and address any issues or challenges.

6.2. Group Coordinator

Role: Collect, review, and submit necessary documentation to demonstrate compliance with cultural competence requirements. Ensure that all evidence is current and accurately reflects our practices.

6.3. All Employees

Role: Participate in cultural competence training, adhere to cultural competence policies, and actively contribute to a respectful and inclusive workplace.

7. Review and Updates

Annual Review: This policy will be reviewed annually to ensure its effectiveness and relevance. Updates will be made as necessary to reflect changes in our strategic planning and cultural competence practices.
Feedback: We encourage feedback from employees and stakeholders to continually improve our cultural competence practices.

8. Contact Information

For any questions or additional information regarding this policy, please contact:

Designated Contact Person: Catherine Cooke
Email: businessadvice@theengine.biz
Phone: 09 869 3990

Failure to comply with this policy may result in disciplinary action, up to and including termination of employment. All employees are expected to uphold the principles of cultural competence as outlined in this policy.