Are you a cultural competency wombat? Take this quiz to find out

Posted on by Vu

The term “cultural competency” has been thrown around a lot. For instance: “We must be more culturally competent in our outreach efforts in order to synergistically shift the paradigm for collective impact.” And also: “Stop being so culturally incompetent! In many cultures, staff are expected to make the Executive Director a mango lemonade while he naps!”

We all agree that Cultural Competency is a good thing, but do any of us really understand what it is? I mean, sure, there are tons of research papers and books and stuff on the subject, but who actually reads them when we all have so much work to do and Season 3 of Downton Abbey just started?

Cultural Competency is complex, and we can delve deep into it for hours. But for this post, I just want to spend a few minutes discussing cultural competency and how it manifests in the basic logistics of community engagement. Let’s begin by checking to see how culturally competent you currently are.

Question 1: You are leading a committee to talk about community safety and you want to ensure participation from residents of color. Where should you have the meeting? A. At my office downtown; it’ll make it easy for everyone, since downtown is a central location. B. At the local bar, since it’s an informal place where people can be free to express their opinions. C. Maybe a library, or a community center, some place with easy parking.

Question 2: You are thinking of having food at this meeting. What should you order? A. Prosciutto finger sandwiches, baked brie and dried pears, crudités and olives, accompanied by a nice pinot noir. B. Grilled pork banh mi’s (Vietnamese sandwiches), spring rolls C. Pita and hummus, chicken skewers, fruit.

Question 3: You want communities of color to be well-represented at this meeting. How should you go about outreaching? A. Send out flyers, emails, and Facebook messages. B. Call up the various ethnic organizations and ask them send out word to their community members. C. Have information translated and placed in ethnic media such as newspapers and radios, send staff to physically visit various places with translated materials.

Scoring: Give yourself 0 points for every A answer, 17 points for every B, and 900 points for every C. If you got 0 to 900 points, you are a cultural competency goblin*. If you have 901 to 1816 points, you are a cultural competency wombat*. If you have 1817 to 2700 points, you are a cultural competency platypus*.

Now that you have your score, let’s get on to the tips to make us all become more culturally competent!

Tip 1: Do not assume a person of color is culturally competent. How dare you automatically think I am qualified to talk about cultural competency! People of color can be just as culturally incompetent as everyone else. Why, just over the holiday break I managed to offend people from at least four separate cultures.

Tip 2: Ask questions, but check your assumptions. Assumptions lead to annoying questions like “Vu, what’s the best Vietnamese restaurant in Seattle?” How the heck would I know? A better question would be “Vu, do you know what the best Vietnamese restaurant in Seattle is?” (“No clue; I’m vegan.”)

Tip 3: Be where people are. I mean literally, geographically. Come down to the neighborhood. Ironically, I’ve attended a bunch of meetings about cultural competency that are held downtown, known to many of us as “The Maze of $8-Per-Hour Parking and the Endless Gnashing of Teeth.” Move your meetings around and check out all the cool locations where real people naturally congregate. Expecting people to come to you all the time is culturally insensitive. Plus, you can learn more about people and cultures by being where they are.

Tip 4: Have food at your community events, but try to avoid pork. Sounds kind of harsh, since bacon is so delicious and they’ve incorporated it into so many great things like chocolates and vodka. But several cultures and religions avoid pork, so you can make it easier on yourself and ease the mind of a ton of people by just not having it there. At VFA, whenever we have a public event, such as our Tet Celebration on 2/8, we just don’t have pork, since many of our friends who may attend are Muslim. When in doubt, go with chicken.

Tip 5: Be considerate of circumstances and challenges. Take into consideration childcare, transportation, and other factors as you engage communities. Not everyone has a car or knows how to take public transit. Have volunteers to watch over children and have appropriate games and activities for them.

Tip 6: Be careful giving out swag items. I was attending a meeting regarding improving the education system and how to get communities of color to be engaged in the process. At the end, as we left, we were each given a gift bag. I looked inside. It was a bottle of wine. Each person got a bottle of wine! Several cultures and religion do not encourage alcohol consumption, so this was in poor taste, especially in combination with a serious discussion on education. Swag items are fine, but make sure they are appropriate. Pens, note pads, travel-size hand sanitizer, flash drives, and food, especially vegan chocolates, are good. Avoid alcohol, weapons, and stuff made of leather or other animal products.

There are so many different cultures, and each culture is so complex, that it would be impossible to be completely competent. Competency, then, is an evolving process, a sense of self, and a willingness to ask questions and challenge one’s deeply-held beliefs. Or something profound like that. Look, I only scored 934 points, and Downton Abbey is on.

(*These titles are only to illustrate a point. In order to be an official Cultural Competency Platypus or even Unicorn, please follow directions here)

How to schedule a meeting without being punched in the pancreas

Posted on by Vu

pug-1209129_960_720As a field, we have a lot of meetings. And we totally suck at scheduling them. Each week, I get at least a dozen emails like this: “Dear Vu, my name is John, and I am from Unicycles for Peace, a nonprofit dedicated to replacing violence with the joys of unicycling. I would like to meet with you to see how our organizations could collaborate. Let me know what works best for you.”

Now, this email is very sincere and courteous, but it makes me want to punch the meeting requester in the pancreas. Not at first, of course, but gradually, due to a series of irritating emails. What’s best for me may be 10:30am on 10/20 at my office, so I write back with “How about 10:30am on 10/20 at my office?” Then they would write back with, “Sorry, I have another meeting at that time. How about 5pm on 10/23?” Of course, that doesn’t work for me, so I write back, “Sorry, can’t do that time, how about 6pm?” This could go on for several days or years.

I am proposing a set of rules that we all in the field follow which I hope will make us more efficient and lessen our chances of getting punched in the pancreas.

The Official Rules for Scheduling Nonprofit Meetings

Rule 1, the List of Three: The meeting initiator must propose, in his initiation email, at minimum three dates and times of when he is available, these aforementioned times being preferably spread over several days. We use that line all the time: “Please let me know what works best for you.” That’s euphemism for “I want to sound thoughtful, but really I just don’t feel like looking at my calendar and proposing several dates that I’m free. Why don’t you do it, and I’ll see if it works for me.” Hell no. That’s lazy. You initiated the meeting; you look at your calendar. It takes a long time to look at my insane schedule to see three times that would work for me. Do you think I just sit in my cubicle watching clips of The Daily Show all day long? Of course not. There’s also the Colbert Report.

If none of the three times that the initiator proposed works for the meeting grantor, it is now the responsibility of the meeting grantor to set parameters (e.g, “this month is awful for me”) and propose a separate set of at least three times that work for him. This List of Three shall be perpetuated in turn by both parties until a mutually agreeable time is determined.

Rule 2, the Burden of Travel: The meeting initiator must bear more of the burden of travel when determining the meeting location. It is discourteous for the initiator to ask the grantor to come to his or her office, especially if it’s downtown, where parking fees tend to add up to Mitt Romney’s yearly tax savings. It’s like asking someone out. You make it convenient for them. You go and pick them up. You don’t say, “I’m so happy you agreed to go out with me. Can you pick me up at my place at 8?” What next, you ask them to drop by Tamarind Tree and pick you up some spring rolls on the way too?  Negotiations can be made to find a mutually acceptable venue, but overall, the initiator must bear the majority of the burden of travel.

Rule 3, the Courtesy of Confirmation: Meeting initiators are responsible to confirm the meeting before it happens, and to ensure the exchange of cell phone numbers in the event of lateness or last-minute cancelation. The other party may also confirm, though it’s not required. Whoever confirms, there should be no more than one confirmation per meeting.

Rule 4, the Payment of the Tab: If you initiated and you have an expense account, offer to pay if you’re meeting for coffee or lunch. If you don’t have one, you can still offer to be polite, or go Dutch. Most nonprofit workers don’t have expense accounts. We EDs of small organizations usually spend 50 bucks or more of our personal money each week on coffee meetings, lunches, dinner, etc. It’s OK; we like to think of the children (Specifically: “Those darn children! They never have to pick up a tab! No wonder their phones are nicer than mine.”)

Rule 5, the Price of Postponement: Once the meeting is scheduled, whoever is the latest to request to reschedule the appointment now bears the burden of picking up the tab. That’s right, you move our lunch appointment, you pay for lunch. You move it multiple times, I’m also ordering the most expensive dessert on the menu.

Rule 6, the Burden of Rescheduling: Whoever canceled the meeting for any reason now has the responsibility to reschedule the meeting, following Rule 1. If within a month this does not occur, the other party may follow up with a reminder, but the burdens of the List of Three, of travel, and of picking up the tab, all fall on the party that requested the reschedule. This reminder is the only time where it’s acceptable to send the line “let me know what works best for you” without having to include a List of Three.

Rule 7, the Role of the Assistant:  Assistants are wonderful and magical, like unicorns, and all of us would like to have one. But most of us do not. If you have one, ensure your assistant does not cause aggravation to those with whom they are trying to schedule a meeting. “Dear Vu, Edward would like to meet with you to discuss which baby animals are cuter, bunnies or baby porcupines, since this new study shows that looking at cute animals increases work place productivity. Are you free next Wednesday at 3pm to meet at our office downtown?”

As I mentioned in a previous post, out of collegial camaraderie, executive directors should never use their assistant to schedule a meeting with another executive director, unless the second ED has an assistant too. It’s like “Have your people contact my people,” but you have people, and I don’t have people. Most of us are our own people! And if your people have no scheduling skills, I may respond back with something like “I’m sorry, this year is really awful for me.”

Rule 8, the Price of Failure: Whoever stands up the other party, whether intentional or not, must pay the price for this insult. in addition to buying all stood-up parties lunch, the offender must send an apologetic email with significant groveling and new times, based on Rule 1, the List of Three. If both parties for some reason simultaneously stood one another up, no further action is necessary, for they are both idiots.

These above rules are by no means comprehensive, and there are always exceptions. If you can think of other rules, please put them in the comment section. Overall, if we can agree to abide by a set of rules, it may make our work easier. I promise if you follow the ones above, I will not punch you in any internal organ. Rules for scheduling group meetings and conference call etiquette will follow later, after I catch up on the Daily Show.

@nonprofitwballs

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We must prepare our organizations for the zombie apocalypse

Posted on by Vu

zombie apocalypseOur part-time Development Director, Rachel, is psychic. Her gift is uncanny. She accurately predicted, for example, that we would not be getting this major grant that we had applied to. Now she has been freaked out because she senses an earthquake is going to happen, a big one that will cause bridges to collapse. So she asked the Red Cross to come to a VFA staff meeting a deliver a short training on earthquake preparedness.

“All right,” said David of the Red Cross, who has an awesome beard, “who has done some emergency preparation at home?” A couple of us raised our hands. “Great,” he said, calling on people, “what steps have you taken?” We threw out answers like bought a first-aid kit, got a hand-crank radio, flashlight, etc. I was hoping he wouldn’t call on me, because I’m not sure if squirreling away vodka and olives-soaked-in-vermouth counted as emergency preparation.

The session scared the hell out of us by making us realize several things. First, we are not prepared at home. None of us have a minimum of three days’ supply of water, for instance. “Ideally,” said David, “you want seven days. One gallon of water per person per day.” It doesn’t need to be fancy, he said. We could, for example, just use empty two-litter soda bottles and fill them with tap water and put them in the closet. “Also,” he said, “designate an out-of-state contact to relay information, since local phone lines will probably be tied up with thousands of people all simultaneously trying to contact their families. If you call someone out-of-state, though, it’ll much more likely get through.”

Second, we are not prepared at the office. “So if an earthquake happens right now,” said David, his awesome beard making him look and sound very wise, “what would you do first?” Panic, I said. We all laughed. (I am sure the Red Cross never heard that one). However, after the laughter came the sad realization that that is exactly what might happen in an emergency. During a severe earthquake, the cubicles will probably collapse. Especially mine, which is right next to my top-heavy bookshelf, something that will likely fall over, trapping me under my cube. Fires might break out from our poor electric wiring. Our building is old, so fortunately, the asbestos ceiling tiles will probably fall down and put out the fires.

Considering that many of us spend more time at the office than at home, nonprofits must do a better job with our own emergency preparations. Not just for our own sake, but for the sake of our clients. “If an emergency happens,” said David, “community members may be relying on you guys for leadership, information, and services.” Crap, we thought, that’s right. Although we don’t focus on emergency preparedness programs, people in the area may still come to VFA during emergencies, because we’re one of the few nonprofits they know. We have to set a good example and manage a semblance of organization should something happen.

Sufficiently terrified by the training—and all good emergency prep trainings are terrifying—the VFA staff started dividing up tasks. Teresa and Connie updated our first-aid kits. Rachel and James went to Grocery Outlet to buy nonperishable food, water, and tools like flashlights and batteries. Others cleared the VFA office of rusty chairs and other junk that could kill us.

I was transferring heavier items from the top of my bookshelf to the bottom, and thinking of how to secure the whole thing to the wall, when Rachel and James came back with our emergency rations. They had bought flashlights, canned goods, several gallons of water, a giant tub of peanut butter, and several boxes of Wheat Thins. They laid them out in the middle of the office on the floor, then promptly got caught up in other work and forgot about everything. Several hours later, the supplies were still in the middle of the room. Unfortunately, this is what happens with emergency prep. It becomes urgent for two seconds, then completely deprioritized.

“Clean this up!” I said, fuming. “During an earthquake, I don’t want us getting killed by the flying canned goods we got in preparation for the earthquake!”

Obviously, we have a long way to go. But now we have flashlights, whistles, updated first-aid kits, glowsticks, emergency blankets, a radio, other tools, and enough water and food to last us a few days.  This is very important, because even if Rachel is wrong and an earthquake doesn’t hit soon, I am sure that the zombie apocalypse is coming any time now. I can feel it. I am psychic too. After all, I did accurately predict that no one at VFA would be getting pay increases last fiscal year.

How Nonprofit With Balls got its name; it’s more complicated than you think

Posted on by Vu

 

balls 2Recently, a new nonprofit came to meet me at the VFA office, which I appreciated, since I’m a very busy person, and meeting at my office allows me to watch a second episode of “The Daily Show” on hulu.com. This particular advocacy organization was trying to advance education in Seattle, and they wanted to see about collaborating with VFA. “Luke” came on time and was very friendly.

“Two separate people mentioned you, Vu, as someone we should talk to,” he said, beaming. He went on to present his concept, which was not altogether a horrible idea for advancing education. But I had this sinking feeling in my stomach. He was going to ask VFA to pull together a focus group.

“We’re trying to really engage communities of color, so we’re hoping you would do a focus group of 15 or 20 people for us to listen to.”

Every week, VFA gets some sort of request to rally our community members: “Vu, the seawall is breaking! Can you recruit several immigrants and refugees to give input?” The following week: “Vu, the combined sewers are overflowing! We want to get the Vietnamese community’s thoughts!” It is rarely anything fun: “Vu, a delegation is going to Hawaii to study the effects of hula and mild inebriation on nonprofit executives’ burnout rates, and we’d like you to come.”

“To be frank,” I said, “we are at capacity. We have only three full-time staff here at VFA running several programs and projects. I’m afraid that unless there are resources provided, I cannot ask my team to tackle any additional responsibilities.”

Luke looked perplexed and started talking about the importance of the effort he is trying to advance. I told him that if he wants effective collaborations, he should go to his funders and advocate for a more equitable financial support of organizations that are out there on the ground doing direct work so that we can have more capacity for advocacy. He became irritated and extremely defensive.

“So basically,” he said, “you want me to go back to my funders and say ‘Vu won’t play ball unless we give him money.’ I can’t do that.”

Luke must be new to Seattle. In a city known for process and indirectness, it was rather refreshing to hear him talk so bluntly. It had a certain symphony, like a wrench thrown into a blender.

“Play ball? Listen, we small ethnic nonprofits are knee-deep in balls! We have balls flying at us from every corner, from the City, from the County, from the School District, from organizations like yours. Usually without any funding to support our operations. We can’t juggle your balls for you!”

Kidding, I would never say that; at least, not while sober. What I said was, “The traditional ways of engaging communities of colors do not work. If you want to rally a few people to ‘listen’ to, then I am sure you can succeed in the short term. If you want long-term impact, I am telling you that you and others will need to shift your traditional way of doing and funding things. You can either hire a multicultural team of outreach staff, or you will need to work with cultural organizations; either way or preferably both, it will take resources because it takes much more effort to reach communities of color.”

He was visibly annoyed. “I am not looking for a handout, Vu,” he said, “you know what, if you just write down how much it’ll cost to pay for a few hours of someone’s time to call up people and how much facilities and food and other expenses will be, we’ll figure out a way to pay for them.”

I told him I didn’t have time to sit down and figure out his budget for him. And that even when there are resources, sometimes we have to turn down great projects because they do not align with our strategic plan.

“That really saddens me,” he responded, “and when this effort is huge and successful, and the Vietnamese community’s voice is missing, we’ll both understand why.”

I smiled. There was no point arguing further with him.

“All right,” he said, “how about this? We get lunch, you and I, and you bring just one Vietnamese client. Just one. You know what they say, the journey of ten thousand steps begins with one step, so can you do that? Just one client.”

“Luke,” I said—

“Just one!”

“Do you know what it takes to coordinate even something as simple as that? First I have to figure out which clients I know, then I have to call up four or five of them to see if any are interested. If one is interested, I have to find a slot that works with your schedule, my schedule, and this other person’s schedule. Also, I’d be more than glad to have lunch with you, but I am 90% certain that a client will not join, because they work during the day.”

Our time was up. I started feeling a pang of guilt. Perhaps I was a little too harsh. “Listen,” I said, “I want to be sure there is no misunderstanding between us—”

“Oh, there’s not,” he said, smirking, “I heard you loud and clear.”

“I don’t BS,” I said, staring him in the eye, “if you want real community engagement, help change the traditional way of doing things.”

I walked him out and sat down at my computer to write my follow-up thank-you email. Was I out of line? Was I taking out some sort of unconscious frustration on Luke? I don’t doubt his or his organization’s intentions. Perhaps he just came at a bad time. Every month, we get a dozen similar requests, usually from well-meaning and well-funded organizations. My staff work ridiculous hours managing programs and several capacity building and other projects. I’ve never worked with a more dedicated team. Is it unreasonable then for me to feel protective and to get annoyed at people like Luke, who seem to think we ethnic nonprofits have unlimited time and that we are selfish when we refuse to “collaborate” and “play ball” with mainstream organizations vastly better funded than we are?

Luke responded back, and we are having lunch in a couple of weeks. I’ll keep you updated. [Read Part 2, my lunch with Luke]

—

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Collective Impact: resistance is futile

Posted on by Vu

honey-bees-326337_960_720In the past few years, the concept of Collective Impact has covered lots of ground, with great results. Concerted efforts can kick some serious butts. Look what Strive has accomplished. Characteristics of CI are a common agenda, shared measurements, mutually reinforcing activities, constant communication, a backbone organization, and monthly happy hours.

However, like taking naps at work, Collective Impact should be done strategically and sometimes not at all. Recently, I’ve started seeing it become more and more like the Borg in Star Trek, a species that assimilates other life forms in a quest for dominance and perfection. Controlled by a hive mind that neutralizes any sort of individualism, and comprising billions of annexed individuals, they are strong and terrifying, like an army of zombie robots, each with one eye that has a laser beam. Resistance is futile, since any entity that tries to put up a fight is either assimilated and loses its identity, or else destroyed.

That, unfortunately, is what it feels like sometimes by those of us on the ground, the nonprofits that work directly with individuals and families. While no one is arguing with the importance and effectiveness of collective impact, it can be a little frustrating. Three or four times this year, we were told by various funders we need to align with The Borg. (There are several great CI efforts all around, so by “The Borg,” I am not referring to any specific one). Program officers, who are the Sherpas on the oftentimes Everestian slopes of foundation applications, have seen this shift in paradigm and have been trying to be helpful. Once a while, I get a call like this:

Program Officer: I’m calling to provide some feedback on your proposal. Are you in a secure location?

Me: Yes. I just walked into the bathroom.

PO: You need to mention a little bit more about your work with the Borg. The review team is looking for projects that really align with the Borg’s strategy.

Me: All right, we can expand that section. Thank you.

PO: I never called you. This conversation never happened.

Sometimes, we actually align with the Borg, in which case I’m happy to expand on how wonderful it is to be assimilated into the Borg hive mind. But occasionally we do not align. Heck, once in a while it makes no sense to be. As powerful as the Borg are in Star Trek, they were never able to assimilate members of Species 8472, which looks kind of like bugs, but that’s neither here nor there. Species 8472 is just so biologically different and incompatible, assimilation would only lead to disaster. A parallel can be made with collective impact efforts that try to involve communities of color, who have unique strengths and needs. Oftentimes, the first instinct is to assimilate everyone under one umbrella, and that could work. However, sometimes it does not work, and it may not necessarily be anyone’s fault. Several umbrellas may be needed.

Another frustration I’ve seen is funders’ shifting the funding priorities from direct service work to collective impact efforts and backbone organizations. Queries about support for direct impact programs often come back with “Sorry, we are now prioritizing funding the Borg’s work. Maybe you should go talk to them.” This is extremely frustrating. While the push is for everyone to align with CI efforts, the funding is not equitable. Direct service organizations, especially the ones that focus on communities of color, can only be involved in these amazing, region-wide efforts if we are strong and stable and have credibility with our clients. VFA has been getting requests to join various CI efforts and we have become more and more involved. If we were to shut down our after-school, leadership, parental engagement, and community-building work, no one would approach us, because we would have no connection or credibility. In order for these major collective impact efforts to succeed, funders must continue funding direct service organizations in parallel.

Much more importantly, however, is that clients may not be able to afford the time that it often takes for Borg-like efforts to achieve perfection. CI usually takes years. A kid who is failing school or an elder who needs food doesn’t have years. I just talked to a principal of a school with 90% low-income kids of color. She would love a common agenda and shared measurements and fully supports the work in this area. But right now her school desperately needs an after-school tutoring program because many students are several grades behind and they go home to empty houses and get no support.

In the Star Trek universe, there are few things more terrifying than a Borg invasion. They sweep through and assimilate or destroy everything. They absorb all resources. Collective impact should not have to be like that. The premise for collective impact is that we can do things much better by working together than by working in isolation. This is a premise that all of us on the ground fully believe in. But funding must be equitable and direct service must be simultaneously supported.