Culturally Responsive Trauma-Informed Care Training
Our world is more culturally diverse than ever, with the workplace often held responsible for exposure to and necessity of collaboration with those with opposing perspectives and backgrounds than our own.
As a melting pot of cultural diversity, the workplace demands a more comprehensive skill set in tolerating others. Leading with empathy, acceptance of diversity, and the ability to treat others with respect and dignity is crucial.
All these are skills that can be learned.
When cultural differences are embraced and celebrated, fresh perspectives, creativity, and productivity can thrive and become a powerful force for success.
What is Culturally Responsive Trauma-Informed Care?
Leading organizations during times of collective trauma (COVID-19 and Racial Trauma) is especially challenging for all levels of leadership, staff, and clients.
We believe it is important to have a strategy of how to respond and support an organization through this difficult time. This pandemic and increasing racial tension have caused all human beings to pause and reflect on what is most important in life.
This unique model blends the pillars of traditional trauma-informed care with best practices in cultural responsiveness.
Culturally responsive trauma-informed care is the acknowledgment by a workplace or organization that cultural and implicit biases affect people depending on which culture they hail from. They give some people an upper hand while providing obstacles for others.
If your organization intends to support everyone, no matter their cultural background, it’s important that we start with the elephant in the room—people are different. They perceive things differently, and they are treated differently. If we want to achieve equity in an organization, the best course of action is to start by recognizing the strength in those differences.
Cultural Responsiveness:
“Proactively integrating meaningful attention to the cultural identities of clients and staff, and to the ways culture can shape people’s experiences of trauma and healing. Being culturally responsive also means systematically integrating awareness of culture into our services, policies, structures, and environments.”
Trauma-Informed:
“Actively working to decrease retraumatization and support resilience, healing, and well-being. Trauma-informed organizations recognize ongoing and historical experiences of discrimination and oppression, and are committed to changing the conditions that contribute to the existence of abuse and violence in people’s lives. A trauma-informed approach provides guidance on how trauma can affect people’s experience of services and what we can do to reduce traumatization at every level of our organizations.
How Does Your Business Stack Up?
Today, greater attention to racial equity exists, with stronger accountability among mainstream organizations regarding how well communities of color are served.
Is Your Business Prepared for 2021?
2020 threw a lot of curveballs at organizations and individuals. With the pandemic and racial unrest, there are many updates that we can no longer ignore. Because we live in a multiracial and multicultural society, acknowledging our differences and celebrating each other without prejudice is a must for any organization.
Do You Own A Business You Can Be Proud Of?
When it comes to addressing trauma in your organization, do you throw everyone in the same room for diversity training?
Do you genuinely acknowledge intersectionality?
The answers to these questions and more will help inform you about the treatment of employees of all races and cultures in your business.
Are You Culturally Responsive and Trauma-Informed?
Does your organization:
Examine cultural considerations?
Acknowledge societal, community, and individual barriers that people face?
Normalize trauma exposure?
Address the transgenerational impact of trauma?
Approach trauma through a relationship-focused framework?
Promote equity and cultural humility?
Work to decrease disparities?
“The crucial differences which distinguish human societies and human beings are not biological. They are cultural.”
— Ruth Benedict
Culturally Responsive & Trauma-Informed Webinar
The goals of this training are to establish a common language, define and understand biases, and understand how trauma may arise from micro-behaviors like microaggressions.
Culturally responsive trauma-informed care training aims to create the following:
Emotional and physical safety
Trustworthiness and transparency within the organization
Collaboration and cooperation regarding decision-making
Empowerment and increasing voices and choices
Support between colleagues
Equity and accounting for diverse backgrounds while addressing inequalities
What’s Included in This Training:
The culturally responsive trauma-informed training includes:
A review of definitions and developing a common language
A discussion on implicit biases and where they intersect with racism and privilege
Cognitive strategies for de-biasing
Understanding racialized trauma
A discussion on shame and defensiveness in the workplace
Group Training
2-day, Full-day, or 1/2-day interactive group training to engage with the basic concepts of Trauma-Informed Culturally Responsive Care.
The complete training is 16 hours long, but can be divided into sections to accommodate the needs of the agency.
Self- Study and Discussion Groups
This option breaks up the components of the group training into smaller lessons that can be watched at a team member’s own pace on their own time. This requires each participant to spend 30 min a day either watching, reading, and/or self-reflecting.
Virtual weekly one-hour affinity group discussions, led by a Col:lab Coach will take place to facilitate understanding, processing, and practicing the Trauma-Informed Skills of active listening and self-regulation.
*We recommend no more than 10 people per group.
Also Available in Webinars!
This includes one-hour, topic-focused webinars for skill-building.
These are great for a deeper dive on the skill-building of how to actively behave in a Trauma-Informed, Culturally Responsive manner. This modality does not include a group discussion. Leadership Coaches will be in communication about follow-up needs and training.
About Your Presenters:
Amanda Gibson, LCSW
Counseling | Coaching | Consulting
Associate Professor, School of Social Work USC & CSUS
I have worked for over 15 years in clinical and leadership roles in non-profit organizations specializing in helping people and organizations find the best version of themselves.
With Co-presenter Jacques Whitfield, JD
Sr. HR Consultant/Trainer
DEI Education Leader
CPS HR Consulting
Jacques brings over 20 years of experience in human resources management, employment relations, and legal compliance matters for employers both in the public and private sector.
Why Work With Us?
Throughout my years working with people as a therapist, I have developed a sense of insight and understanding of the struggles that many people face, especially those who have undergone trauma concerning their cultural background.
By working with me as a therapist, coach, and consultant, you’ll receive insight from years of experience as to how best to address issues of cultural and implicit bias in your organization to help all employees feel heard, seen, and respected.
Jacques’s career in human resources and consulting adds to the insight we’ll share with you in this webinar. Together, we’ve challenged organizations to educate their members and address the underlying inequalities to create safe and comfortable work environments.
Request a Customized Quote!
What Else Your Business Needs in 2021
Organizational Development
Organizations are made up of people. If you are looking to optimize your business and run everything more efficiently, then you’re going to have to invest in your employees and their well-being. Addressing cultural and implicit biases is a great place to start since many employees have vastly different cultural backgrounds that are seldom discussed in the workplace.
Leadership Coaching
Leaders are always looking to innovate and motivate their teams. Which leader is better able to influence their team—a leader who is aware of cultural and implicit biases, or one who is not?
As a leader, it is important to learn about others and their cultures to offer respect and inspire good work.
Be an Anti-racism Workplace
In the US, race is a significant cause of trauma and cultural bias. It is no secret that people of color experience more difficulty obtaining and keeping jobs because they face discrimination in much larger quantities.
Pursuing Anti-racism policies and practices is essential to any business in 2021.
Be a Trauma-Informed Workplace
Trauma is more common than we think. Understanding the effects of trauma on your colleagues and employees is an essential step in creating trauma-informed workplaces.
Beyond cultural responsiveness, businesses need trauma-informed practices at every level.
ACEs Training
Adverse Childhood Experiences (ACEs) are potentially traumatic experiences that people undergo as children. ACEs are known to affect mental health outcomes, making them more prone to suffer from mood disorders like depression or anxiety.
Learn more about ACEs and how you can help your employees reach their potential.
