Abstract:
Cultural competence is a term that is widely used but poorly defined and understood. We present the results of a nationwide survey of speech-language therapists (SLTs) working with a wide range of client groups. 124 participants completed an online survey, answering 10 open-ended questions about what cultural competence is, what helps and hinders practising in a culturally competent manner and what further training SLTs would like. Understandings of cultural competence varied considerably between participants. Some respondents demonstrated a deep knowledge, rich experience and innate values that enable them to work in a culturally competent manner. The majority, however, gave a descriptive account of cultural competence as knowing about “other cultures” and applying that knowledge in clinical practice. Participants emphasised the importance of support from colleagues. These included staff who are employed in that role (e.g. kaitakawaenga or Māori health staff) but also colleagues employed in allied health or administrative roles who happen to belong to the same cultural group as a client. Participants who had these supportive colleagues valued them highly and those without them identified a need for them. It is concerning that, although cultural competence is recognised as core business, many people identified workplaces systems and lack of time as barriers to culturally competent practice. The results of this study show that cultural competence should not be an individual pursuit. It is very difficult to practise in a culturally competent manner unless colleagues and managers are also striving for this and/or when systems do not provide sufficient flexibility and support. The findings of this research provide a valuable foundation for developments in cultural competence as the New Zealand SLT profession strives to enhance lives through partnership.
