Journal Reflections for Modual 4.3 - Cultural Competency and Equity

[Editors note:  The following is a journal entry addressing the CPM course taught by Dariush Khaleghi for module 4.3]

1 Do you have any biases, conscious or unconscious? How do they impact your attitude, behavior, and life in general? How about at work and in your role as a public service manager?

Logically, since everyone has different life experiences that shape how they respond to people, and since biases would seem to be relative to how others see the world, everyone including myself must have biases. How they impact my attitude, behavior, and life in general would be difficult to say and probably vary greatly between particular instances.

I suspect my self evaluation of this subject would be biased enough to be nearly worthless.


2 Why are diversity, inclusion, and equity important in the workplace? What is the purpose of Equal Employment Opportunity and the Affirmative Action?

Our American government has based on the premise that all people are created equal, and therefore should be granted the respect that a human life intrinsically warrants. Hence interacting with people independent of their differences is a primary principle of our society.

The purpose of those particular laws appear to be specific attempts to correct specific unjust practices that occurred in the past within our society.


3 What is the relationship between motivation, leadership, and managing diversity effectively? What are the consequences of not proactively managing diversity?

As leaders it is important to strive towards the ideal. In the area of diversity, that means treating each individual with respect and dignity.

4 Define cultural competency and its impact in service delivery? What are some of the barriers to achieving it? And, how can they be removed?

Cultural competency is gaining an understanding of the traits, commonalities, and background of other groups of people. By being able to understand the context within which others are acting, it is much easier to empathize with them, understand the motivations behind their actions, interact with them in inoffensive ways, and appreciate their uniqueness.

The largest barriers to cultural competency would tend to be the unconscious presumption that others are like ourselves in ways that they may not be.

The best way to overcome that would be to seek more to understand than to be understood. Asking the questions of “Why would a reasonable, rational, and decent individual do something like that?” would be a good start.


5 How should you as a leader demonstrate your commitment to diversity, equity, and inclusion?

Ideally, I would like to treat each person with respect and dignity.

Secondly, I believe management should be giving others the opportunity to succeed. That opportunity should be given because they are a human being and should not be withheld due to whatever specific traits they may possess.

Journal Reflections for Modual 4.2 - Public Perception and the Rold of Media

[Editors note:  The following is a journal entry addressing the CPM course taught by Adam Miller for module 4.2]

Reflect on recent news media coverage of your organization or another public agency:

Recently, the Muckleshoot Tribe purchased the Emerald Downs horseracing track.

The story can be found in the local print media here, here, and here