The topic of diversity and cultural competence elicits emotions, and often, personal reactions for employees in organizations. Our approach is non-judgmental. Everyone has a level of cultural competence depending on their personal experience and knowledge of the topic. Often some individuals' reactions to diversity initiatives are linked to misconceptions and past trainings they have attended that limit the topic to either race relations or gender issues. For example, some trainings simply focus on cultural norms of a single group without addressing the skills needed to promote understanding of the skills necessary to become culturally competent. Cultural competency training, in contrast, strives to validate every individual's diversity and background and focuses on skill development. This approach sets a tone of acceptance and comfort because everyone is accepted as a culturally diverse individual. This creates a safer environment for audience participation. We also find that using humor and personal examples to present delicate topics allows the audience to be more receptive to both the didactic information as well as experiential exercises.
		Once we have conducted a general assessment, we begin the training process. The goal at this stage is to have participants develop a clear understanding of cultural competence. This stage deals with two primary elements. First, the individual enters into a process of conducting a self- assessment of their concepts and skills related to cultural competence. Second, the individual is directed to apply these skills to their current work setting. The second stage encourages participation and elicits ideas of how to formalize a more culturally competent environment at work. We strive to develop a collaborative environment with the intent of empowering participants to think "out of the box". This process is presented with the underlying idea that there is strength in diversity and that great ideas emerge in an environment where diversity is valued.