Running head: Cultural Immersion and Agency Assessment Report

Cultural Immersion and Agency Assessment Report

AHS 8100 Guide Practicum in Administration of Human Services
Brittney Kuntzi
October 20th, 2015

Cultural Immersion and Agency Assessment Report

Cultural Immersion and Agency Assessment Report

The Delaware Adolescent Program, Inc. is a comprehensive school-based program that
provides pregnant and, or parenting teens the opportunity to complete their high school career
and receive prenatal care. A wonderful aspect of this program is that DAPI is a nondiscriminatory program, meaning they will service any individual, who is eligible, regardless of
race, ethnicity, cultural background, and socioeconomic status. According to DAPIs 2014
student ethnicity profile, the program served fifty-six percent of African Americans, twenty-six
percent of Caucasians, sixteen percent of Hispanics and two percent of other ethnicities. As you
can see, African Americans, Caucasians and Hispanics are the primary populations that DAPI
provides services to. Within my internship location, DAPIs Georgetown Center is currently
serving seven African Americans, two Caucasian and one Hispanic; these numbers fluctuate and
grow every week, due to new students entering the program.
After much deliberation, I have chosen to conduct my Cultural Immersion and Agency
Assessment on African American culture. I have come to this conclusion because African
American culture is something I am not too familiar with and I feel that I have a skewed
understanding of the culture, due to misinterpretations presented by the media. I tend to associate
a mixture of positive and negative stereotypes towards this population, but it is due to my lack of
understanding about their culture. I want to reverse my thinking and become fluent in African
American culture and develop a clearer understanding of who these individuals are. I believe that
when individuals conduct judgmental thoughts about others, its due to their lack of knowledge
and understanding about different cultural backgrounds. Within this assignment, I will provide a
brief history of African Americans, participate in an indirect and direct cultural immersion

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activity, conduct an agency assessment to determine DAPIs cultural competencies and perform a
NASW standards for cultural competence activity.

African American History

In 1619, the arrival of a Dutch ship, carrying twenty Africans, navigated its way to the
British colony of Jamestown, Virginia (History.com Staff, 2009). This event sparked the massive
growth of enslaved Africans, within the American colonies. The North American colonies were
expanding at an accelerated rate, which initiated the need for a cheaper, more plentiful labor
source. After the American Revolution, many Northern states had abolished slavery, but the
Southern states werent so keen on the idea because they relied heavily on their slaves to produce
and harvest cotton and tobacco. In 1808, Congress had outlawed the import of new slaves, but
the slave population had already tripled and half of the slaves were living in the pro-slavery
states of the South (History.com Staff, 2009).
In 1831, the Liberator, an abolitionist newspaper, was founded by William Lloyd
Garrison (History.com Staff, 2009). This gentleman was a journalist from Massachusetts and
became known as Americans most radical antislavery activist. The abolition movement was
supported by the slaves who wanted freedom and white settlers, such as Quakers, who didnt
support slavery. This movement was quickly destroyed because the growth of the cotton industry
was expanding quickly, which created a greater need for slave labor, in the Southern states. This
did not please the Northerners, who did not support slavery, so they constructed a plan to help
Southern slaves escape from their hellish environment. In the 1830s, the Underground Railroad
was becoming more established and helped to bring 40,000 to 100,000 slaves to freedom
(History.com Staff, 2009). An iconic individual, by the name of Harriet Tubman, helped rescue

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an additional 300 slaves and became a scout and spy for the Union forces in South Carolina
(History.com Staff, 2009).
On March 6th, 1857, the Dred Scott case created a mixture of frustrations and personal
victories. In the 1830s, Dred Scotts owner relocated Scott to a new territory that outlawed
slavery, which constituted Scott as being a free individual (History.com Staff, 2009). When Scott
returned to his prior location, he sued for his freedom because he had been temporarily living as
a free man. The Supreme Court concluded that Scott was still a slave and was not eligible to sue
for his freedom because he wasnt considered a citizen. This sparked immediate frustrations
among the Northern states, but the Southern states celebrated their victory because they wanted
slavery to stay consistent, for their own selfish reasons.
John Brown was an antislavery activist, who participated in the Underground Railroad
and fought to support his family and their needs. On October 6th, 1859, John Brown led a faction
of around fifty men, in an attempt to retrieve a large amount of ammunition from the federal
arsenal at Harpers Ferry, Virginia (History.com Staff, 2009). This ammunition would be utilized
to attack the slaveholders of Virginia, but their attempts were quickly overcome by the federal
and state governments. Even though John Brown was hanged for his treachery, his actions and
beliefs held strong and true, even after his demise. Due to Browns attempt to attack the
slaveholders, the Southern states took the opportunity to condemn all African slaves as unruly
and in need of disciplinary action, such as slavery (History.com Staff, 2009).
The Civil War commenced, due to the ongoing frustrations and tension between the
Southern and Northern states, which led to eleven Southern states to retract from the Union and
create their own Confederate States of America. When Abraham Lincoln became president in
1860, his views about slavery invoked the occurrence of the Civil War and the creation of the

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Confederate states of America (History.com Staff, 2009). As the war continued, Lincoln made
the bravest decision to announce the Emancipation Proclamation, on January 1st, 1863, which
stated that slaves, from any state, shall be then, thenceforward, and forever free (History.com
Staff, 2009). President Lincoln freed over three million slaves and caused the Southern states to
lose their labor source.
On May 18h, 1896, the Plessy vs. Ferguson case established the separate, but equal rule
that enforced the law that African Americans and Whites were to have separate seating on
railroad cars (History.com Staff, 2009). The goal was to not deviate away from the 14th
Amendment, but provide equal rights to both parties, but initiate separate quarters for each
group. Jim Crow laws were also enforced in the Southern states, which created segregation
between African Americans and Whites. African Americans would have separate schools, movie
theaters, restaurants, bathrooms and the list sadly continues.
In 1905, the National Association for the Advancement of Colored People (NAACP) was
created to fight for the equal rights of all African Americans. This powerful group embarked on a
continuous journey to attempt to abolish segregation, shortage of employment and housing,
lynching and hostility towards African Americans (History.com Staff, 2009). W.E.B. Du Bios
was the founder of this group and went on to spread the word about African American literature
and politics and spread the word about the Harlem Renaissance, which occurred in 1920. The
Harlem Renaissance consisted of the arrival of African American individuals to the New York
area, which sparked the beginning of a cultural phenomenon. This was the time for African
Americans to showcase their culture, which included music, art, politics and literature. The
Harlem Renaissance gave the world exposure to African American culture (History.com Staff,
2009).

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World War II was a historical moment for African Americans because they were eligible
to register to fight in the war. Even though this was a great milestone for African Americans, they
still experienced segregation. The War Department policy stated that blacks and whites were to
be organized into separate units, which caused a great deal of frustration for African Americans
(History.com Staff, 2009). African American serviceman, Dorie Miller was responsible for
rescuing wounded crewman and maned a gun post and Captain Benjamin O. Davis Jr. was
named the first African American general (History.com Staff, 2009). Despite these great efforts,
African Americans still experienced segregation and discrimination, even after making such
great strides. In July of 1948, President Harry Truman created a law that demanded that there
shall be equality of treatment and opportunity for all persons in the armed services without
regard to race, color, religion or national origin (History.com Staff, 2009). This was a great
victory for African Americans because they would finally receive the respect they deserved.
The Brown vs. the Board of Education was another huge victory for African Americans
because it concluded that the 14th Amendment was violated by allowing segregation in public
school systems. This verdict was classified as the turning point for African Americans because it
eradicated the law of separate, but equal. However, some states werent exactly thrilled with
this verdict and some states were forced to apply this rule through federal intervention
(History.com Staff, 2009).
Many of us know the story that accompanies Rosa Parks, who is considered to be the
mother of civil rights movement. Rosa Parks was arrested for violating segregation laws, in the
state of Alabama. Her arrest stemmed from not giving up her bus seat to a White man. Soon after
Parks arrest, Martin Luther King Jr. boycotted the bus company, which lasted for over a year. On
November 13, 1956, in Browder v. Gayle, the U.S. Supreme Court concluded that the bus

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companies segregation rules were unconstitutional and wasnt cohesive with the 14th Amendment
(History.com Staff, 2009).
The iconic African American milestone that still speaks volumes was the March on
Washington for Jobs and Freedom. This event was meant to demand the end of racial segregation
and provide African Americans the opportunity to secure employment and obtain the freedom
they deserve. Martin Luther King Jr. presented his I Have a Dream speech that touch
thousands of people, around the world. His speech exposed the hardships and struggles of
African American people. After much deliberation and obstacles, the Civil Rights Act was signed
on July 2nd, 1964, which ended segregation and allowed African Americans to have equal rights
(History.com Staff, 2009).
These historical milestones have paved the way for African Americans. Each event, both
negative and positive, has provided these strong, resilient individuals the opportunity to earn the
freedom and respect they so rightfully deserve. After conducting this research and becoming
more educated on African American history, I have a newfound respect for these individuals,
based on the hardships and obstacles they faced to get where they are today.

Cultural Immersion Activities

In-Direct Activity Film
The film that I chose to watch was Soul Food, which was directed by George Tillman, Jr.
and released in 1997. This film was about a tight-knit, African American family from Chicago,
who met for Sunday dinner every week. The family would meet at Big Momma Joes house and
cook all types of food, such as fried catfish, macaroni and cheese and cornbread. This was a time
for the family to connect and share their joys and sorrows, while eating some good soul food.

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Big Momma Joe had a stroke when she was receiving surgery to have her leg amputated, due to
her untreated diabetes. She slipped into a coma and thats when the family started to crumble
apart.
The movies major themes included the importance of a strong family unit, traditions and
the familys value of the older generation. This movie strongly demonstrated the value of family.
Each member of the family would come to Big Momma Joes to cook Sunday dinner and spend
quality time together. Big Momma Joe viewed cooking as a way to share their joys and sorrows,
by gathering and eating soul food. Soul food cooking was from the heart and it was meant to
bring the family together. She also mentioned that there needed to be more of this, within
families, now-a-days, which I completely agree. This African American family used food as a
way to connect with one another, develop traditions, such as Sunday dinners and build strong
family ties. Big Momma Joe had also mentioned that during slavery, most slaves didnt have
much to celebrate, so they used food as a way to give thanks and celebrate each other.
Throughout the movie, it was mentioned that holidays were a time to eat, see everyone in the
family and just be together and enjoy the company of those around them. Overall, I could
conclude that within the African American culture, family is massively valued and these bonds
are so strong that no matter what struggles, or obstacles they face, they will still be there for one
another. This was made apparent when one of the main characters cheated on his wife with his
wifes niece. The family was angered with him, but they didnt shun him, but rather made an
effort to help the couple mend their issues. Sadly, the couple got a divorce, but it was mentioned
how the ex-husband still came to family gatherings and made his appearance at special events
and holidays. Personally, it was very powerful and inspiring to witness such a strong family
connection; an affair couldnt and didnt cripple the family unit.

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Traditions, such as having Sunday dinners were a huge theme in this movie. It was
mentioned that Sunday dinner was a reoccurring tradition for forty years. In the film, when Big
Momma fell ill, part of the family failed to attend Sunday dinner, which broke their forty yearlong, family tradition. It was devastating to some family members and you could see the
disappointment on their faces. That further indicated their value of family and how important it
was to have that time together. The narrator of the film, Ahmad, was very saddened by his
familys behavior and them missing Sunday dinner. His need for family time and the
continuation of the tradition was apparent and he struggled with how to get everyone to stop
fighting and be a family again, like before. Traditions, such as Sunday dinner, are closely related
to their immense values towards family.
The value that the family put on Big Momma Joe, older generation, was so prevalent. In
the beginning of the film, whenever the family would disagree, she always had something wise
to say that would remedy the issue. She was the glue that kept the family together and when she
went into a coma, the family started struggling and having a hard time figuring out their
emotions. The young boy that narrated the film, Ahmad, said that the family couldnt handle the
situation and couldnt put blame on anyone for this misfortune. Big Momma Joe was the familys
rock and support and now that she was absent and her fate was grim, the family couldnt
comprehend what they should do next. At the end of the film, after Big Momma Joe passed
away, the family was able to heal after all of their struggles and continued their tradition of
Sunday dinner. When Big Momma Joe was on her death bed, Ahmad had come to visit her. She
asked him for a favor, but she began coughing uncontrollably, forcing Ahmad to have to leave
abruptly. He believed that she wanted him to get everyone together for Sunday dinner because
she knew the family needed it, in order to help rebuild their family. Her wisdom and guidance

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was exactly what the family needed and is exactly why the family depended on her for her kind
words and support.
This film was amazing and it showed me how much family is viewed in African
American culture. Family was the most prevalent theme of the film because whatever happened,
the solution was always family-based. Cooking wasnt about just eating and making food, it was
about the fellowship and what the soul food allowed the family to do and be, as a unit.

Direct Activity Interview

On October 20th, I had the pleasure of interviewing Mrs. Triwania Morris. Mrs. Morris,
her husband and two sons currently reside in Seaford, Delaware and she works as a
paraprofessional at a local school district. She aides the teacher in providing quality education
for pre-k students who require additional support. During the interviewing process, I asked Mrs.
Morris a plethora of questions, to assist me in learning more about her and her African American
culture. Some of her responses were not what I was expecting because they seemed to deviate
away from the African American cultural norms that she expressed, during the interview. After
the interview was completed, I was able to analyze her responses and formulate a description of
the interviews major interview questions and themes.
When Mrs. Morris and I spoke of family customs and her role, within the family, she
immediately stated that she and her husband share a dual partnership in parenting and as bread
winners for their family. Her immediate family consist of her husband, her two sons and herself.
Her husband was raised to believe that the success of his family merely relied on his ability to
provide for his family. However, Mrs. Morris kept restating that she always reminds her husband
that they are in this journey together and its important to work as a team to be successful. As

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stated by Mrs. Morris, the older generations still perceive that men should act as the head of
households, bringing in the income and women should cook, clean, raise the children and
provide the pleasures a working husband desires in the bedroom. However, this isnt the family
dynamic that is enforced, within their household because it doesnt correlate with what Mrs.
Morris and her husband believe in. There are certain things that her husband is better at
providing for their family and she holds other strengths. They work together so that wherein one
has a weakness, the other is stronger; they simply complement each other. Problems exist within
their family, as all do, but because they are a team, its merely a hiccup of life; nothing
detrimental to the success of their family and household. She and her husband have specific
responsibilities, such as the husband makes the final decisions about their childrens
extracurricular activities, while she focuses her attention on their childrens educational
decisions. However, she and her husband make a strong effort to instill the importance of
education, within their two sons, because they believe that education is the key to being
successful. Also, Mrs. Morris commented that it takes a village to raise a family and their inlaws, family and friends play a major role in ensuring the success of their family. Not only does
Mrs. Morriss immediate family share a dual partnership, but their extended family is an
extension off of their partnership because they all work together to create success in their entire
family. Overall, their family unit is very tight-knit and focuses on teamwork and partnerships to
develop strong bonds and equality among husband and wife. It was so interesting and refreshing
to listen to Mrs. Morris speak about her family and how everyone plays a pivotal role in their
familys success. There is limited pressure put on one partner to bring in the most money, or to
take care of the family because they work to create equal responsibilities. This family has created
a dynamic that works for them and it is proving to be successful, as stated by Mrs. Morris.

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During our conversation about how Mrs. Morris identifies and affiliates with her African
American culture, I was pleasantly surprised by her response. She stated, If you ask the African
American community, we are perceived as the Huxtables and are believed to place our positions
higher than families similar to ours; People often refer to us a bougie because we use Webster
dictionary syntax, limited slang and our overall immersion, within the African American
community is limited. Her response caught me off guard, yet was so compelling. It was as if she
was distancing herself from being affiliated with the African American culture, or maybe just the
negative aspects. Mrs. Morris went further into her response by stating that she and her family
arent the average African American family because their personal views conflict with that of
their African American community, hence why they are viewed as the Huxtables. For her, it is
about being yourself and doing what feels right for you, not what your cultural norms say you
should do and be. I found her response to be quite inspiring because she and her family are
creating their own path and doing what they believe is true. They havent abandoned their
African American cultural by any means, but they continue to develop their own, unique ways
that work for them, in order to be successful and happy, such as developing and instilling the
importance of partnerships and education.
A major theme that has been identified, within this interview is the idea of dual
partnerships. The next interview question that I asked Mrs. Morris was to identify any power
struggles, within her family unit. She has repeatedly emphasized how she and her husband
enforce a dual partnership, in order to be successful, within their family. However, I was curious
to uncover any struggles that might be occurring, even though they strive to develop equal
responsibilities between each other. She and her husband have routine power struggles
concerning their two sons, particularly pertaining to sports. She finds an imbalance in time used

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for sports and time used to rest, but her husband does not. Also, she feels as if her husband needs
to be more open, honest and appreciative of the great children that they has reared and that he
needs to express this to their sons more often. Mrs. Morris established that African American
men are plagued with being resilient and taught to be emotionless; a sensitive male is perceived
as being a weak provider. This perception of what men must be is effecting his ability to show
emotion, which comes off as being cold, at times. Her husbands inability to show emotion can
have a negative effect on how they work together, as a team because both parties must be open
and willing to compromise, in order to be successful in making decisions that evoke successful
outcomes.
Communication was a key theme, within this interview because we spoke about
communication, within Mrs. Morriss partnership with her husband and family. When I asked her
about how to effectively communicate, within her African American culture, she responded by
saying that communication is not effective, within the community because so much of their
communication is ineffective. Some African Americans fail to recognize the meaning about
deliberate words and therefore it is extremely had to fix an understanding to voice, rate, tone and
gesture. She believes that the African American community needs to stress the importance of free
speech to begin to effectively communicate. When the African American community understands
such, they can begin to be more tolerant and open to hearing opposing views and new ideas.
They will be less inclined to define the words that violated them, such as derogatory statements
and slurs. The conversations will be more about expression, than a tactic for creating confusion,
isolation, and demeaning amongst one another. Yet again, her response to this question was so
intriguing and eye-opening because she was identifying that her culture has difficulty
communicating effectively, which she has witnessed first-hand. She commented that she and her

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husband strive to be open-minded and willing to listen to others, as well as instill those traits
onto their two sons. Mrs. Morris expressed that the way their family communicates is a partial
reason why her family is viewed differently, among the African American community.
One last interview question that I believe was both informative and compelling was when
I initiated conversation that led Mrs. Morris to identify and verify customs, beliefs, and practices
that might be misinterpreted by established institutions, within the African American community.
I was very interested to see what Mrs. Morris had to say because I was aware of a few customs,
beliefs and practices that may be misinterpreted, so I wanted to see if my thoughts correlated
with her response. She began by discussing that not all tall, African American males want to play
basketball, nor are black athletes merely athletes, but some are exceptional students. This
misconception was a bit personal for Mrs. Morris because both of her sons are tall and play
sports, but many people asks if her sons play basketball. She mentioned how irritating it can be
when people assume that just because he sons are tall and black, that they must play basketball.
However, her sons play sports, but their interests in basketball are slim, as they play football and
participate in other recreational activities. She also mentioned that not all black males wearing
hoodies and sagging clothing are thugs. Clothing is a way to self-express and can be highly
misinterpreted as something negative. Also, Mrs. Morris commented that she hears people talk
about how African Americans abuse the welfare system, or need assistance from the state. This
may be true, but Caucasians do this, as well. I completely agree with Mrs. Morris and believe
that some people need assistance and some people abuse the system. Skin color has nothing to do
with who needs assistance and who abuses the system because anyone can do it. These
misinterpretations and stereotypes are due to societys lack of education about certain topics.
People create stereotypes and make false accusations because they arent informed. These

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statements and thoughts can be hurtful and quite offensive, whether we believe it to be, or not.
This question helped me to further analyze my misinterpretations and further correct my thinking
because I wouldnt want to offend anyone, due to my lack of knowledge about a specific topic.

Final Thoughts about Cultural Immersion Activity

The cultural immersion activities opened my eyes to the realities of African American
culture. The film that I had the great opportunity of viewing, Soul Food, established the immense
importance of family and how soul food helps bring African American families together to
share in their joys and sorrows. I also had a rare opportunity to interview Mrs. Morris and gain
insight on who she is, how she relates to her African American culture and her family dynamic. I
witnessed similarities, within the film and my interview, in regard to the sheer importance of
family values. After the interview and viewing the film, I had no doubt that the African American
community has strong family values. Family was the most relevant and prominent theme in both
of these activities. Plus, the film Soul Food provided a deep reference to how African American
males are viewed, which is to be the bread winners for their family. Mrs. Morris had commented
that the older generations view the male counterpart as the soul bread winner, while women are
viewed as the person who takes care of the children, cooks and cleans. However, Mrs. Morriss
family dynamic strayed away from this cultural norm, which I found to be quite refreshing
because I believe that many cultures have this same view. Communication seemed to be a major
theme, within both the film and the interview with Mrs. Morris. During Soul Food, many of the
main characters had difficulty communicating effectively because their views werent correlating
and they had a hard time relating with each other. Much of their frustrations were stemming from
their eldest family members illness. During the interview, Mrs. Morris commented that

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communication, within the African American community is ineffective. Some African Americans
fail to recognize the meaning about deliberate words and therefore it is extremely hard to fix an
understanding to voice, rate, tone and gesture. Within the film, a few main characters had a
difficult time communicating because they felt as if they were being attacked by others, creating
increased tension, raised voices and increased gestures. As Mrs. Morris was stating, its
important that the African American community exercise free speech, increase their tolerance
and be open to hearing opposing views and new ideas, which was established at the end of the
film.
My interview with Mrs. Morris was informative, yet extremely insightful because her
responses were not what I was expecting. She described her family as not being the typical
African American family and her responses made that clear to understand and identify. Although
she and her family shared similar values and views as their African American community, other
aspects of their life are carried out differently, such as working as a dual partnership with her and
her husband. I believe that its wonderful to incorporate different aspects of your culture, yet
incorporate your own personal views and values, which helps to further develop the African
American culture, or any culture. The film, Soul Food, was an excellent story that captured the
special bonds that the African American community shares and values, within their family and
friend groups.
I have developed a better understanding of this cultural group and it has made me face
my misinterpretations and stereotypes that I have created, towards this group of people. These
activities have given me the opportunity to challenge my knowledge and assist me in developing
cultural awareness of this beautiful cultural group. Ive discovered major themes, within each
activity, but I believe I have had a rare opportunity to interview someone who has identified their

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cultural groups flaws and is willing to rise above and strive to make a change, starting with her
family and how she and her husband present themselves to society.

Agency Assessment of Cultural Competence

Agency Community
The Delaware Adolescent Program, Inc. is located at the Stockley Center, which is
located near the town of Georgetown, Delaware. I took a drive through the town and my initial
reaction to the neighborhood was indescribable. I had driven through this town on multiple
occasions and even worked there, yet I never realized how specific areas of the town were so
unwelcoming. Certain areas of the neighborhood were beautiful, while majority of the areas were
run-down and unappealing. I remember driving down a street next to the train station and I
witness these large, brick buildings. I noticed a group of younger African American and Hispanic
children sitting on their front stoop, just staring at the road. Their clothes appeared to be tattered
and one child had shorts and a t-shirt on, with no winter jacket; mind you, it was about 50
degrees outside. Also, I witnessed a plethora of homes that almost seemed to be condemned, but
werent, which was saddening. There is a street that has multiple shops and restaurants, but,
again, this area seemed unwelcoming. I have noticed that some changes have been made,
through the course of the years, in order to spruce up the street. However, it still feels a bit
sketchy and not somewhere I would want to be during the evening, or daytime. That sounds
harsh, but that was how I initially felt. There were certain streets that I tended to avoid because
they appeared to be dangerous and uninviting. There was one particular street that was located
next to the train tracks, which was right off of route 9. I took a chance and drove down the road,
but immediately turned around because I felt unsafe. I witnessed more homes that looked

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condemned, or inhabited and the vibe of the area felt uneasy. The overall feel of the agencys
community felt dull and scary, in certain sections. Where the Georgetown Circle is, which
includes the presence of the Courthouses and other historical buildings is rather nice, but once
you venture into the town, it is like a whole different atmosphere.
There is a mixture of populations that work and live, within the agencys community. The
outskirts of Georgetown, where the homes were beautiful and kept, seemed to belong to a
handful of Caucasian and African American families. In the areas that were uninviting and
gloomy, seemed to be inhabited by a mixture of Hispanic, Caucasian and African American
families, but mostly by the Hispanic population. The populations that work, within the
community are diverse, but include a mixture of Caucasians, African Americans and Hispanics.
These populations are the most relevant in the agencys community, based on my observations
from my tour of Georgetown and my personal observations from living here for fifteen years.
The agencys neighborhood offers their community members a plethora of services.
Health centers, such as La Red, La Esperanza and Bayhealth play a pivotal role in the health and
well-being of the overall community. Local churches are also available throughout the entire
town of Georgetown. The Boys and Girls Club is located in the heart of the community and
assists in the growth of character development, life skill training and educational success for the
youth of the community. The Cheer Center is located just outside of Georgetown, but this service
helps assist elderly individuals with obtaining meals and they provide activities, such as
educational and exercise programs that stimulate the minds and bodies of their members. This
can all be provided for a small fee and they provide transportation, but for a small fee. There are
also counseling services, such as Fellowship Health Resources and Sussex County Counseling.
Employment services, such as Staffing Services and the Department of Labor, are available, in

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order to assist community members in locating and securing jobs. Overall, there are many
services that can help assist the members of the agencys community to find adequate solutions
for their immediate problems.
In regard to commercial services, the agencys community offers grocery stores, such as
Walmart, Redners and even a small establishment where the Hispanic population can purchase
foods and goods that wouldnt be found in neighboring retail stores. Banking establishments,
such as Fulton Bank, PNC, WSFS, Wilmington Trust and Citizens Bank can be discovered
throughout the entire community. Depending on your residence, some individuals can easily
walk to their bank location. The agencys community has a main post office, but there are many
drop off boxes that are strategically positioned around the community, in order to accommodate
the communitys postal needs. In regard to clothing stores, there isnt many options. Walmart and
a few, select clothing stores are located in close proximity of each other. There a few secondhand stores, such as Gods Way, but in order to have a larger selection of clothing, one must
venture out to neighboring towns, such as Seaford, Milford, or even Salisbury, MD. Within the
past few years, more gas stations and fast food restaurants have been surfacing. This also applies
to the many health care centers that are making their way into the community. Before, you would
have to venture to another town to fill up your tank, or find a decent restaurant to eat at because
the options that Georgetown offered were slim to none.
The African American population is definitely working and living, within the agencys
community. The African American population work, within many restaurants, retail stores and
businesses, such as Walmart, doctors offices, post offices and grocery stores. In addition,
majority of the African American students, who attend DAPI are residing in the Georgetown
location. According to the 2010 United States Census, 14.5% of African Americans inhabited the

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Georgetown area (United States Census Bureau, 2015). Due to DAPIs high rate of African
American enrollment and the Censuss data from 2010, its prevalent that the African American
population is in existence, within the Georgetown community.

Agency Access
The DAPI location in Sussex County, Delaware offers transportation to all of their
student members. DAPI has two, eight passenger vans that pick students up in the morning and
drop them off, afterwards. These vans are operated by DAPI volunteers and, or DAPI staff
members. Majority of the African American student members are too young to drive, or do not
possess a job to afford a vehicle and insurance. Majority of their families have one vehicle and it
is utilized to transport the parents, or guardians to work. Some families may have the means to
transport their child, but choose not to because they dont want their child attending the program;
this has happened on certain occasions, due to unknown factors. Also, the issue of Sussex
Countys transportation has plagued DAPI for years because there isnt adequate transportation
options, hence why DAPI has to supply transportation. If DAPI did not have the ability to supply
transportation, majority of their students wouldnt be able to get to the Center and receive their
services. On multiple occasions, staff members have personally driven to students homes to pick
them up, if they missed the DAPI transportation van. Below is a map of the agencys catchment
area. (See Figure 1a.)

Figure 1a. Agency Catchment Area

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Agencys Receptivity
As I entered the DAPI Center, I was welcomed by a quiet, yet welcoming waiting area.
The receptionist was visible through a glass window, but she didnt acknowledge my presence,
which was a bit awkward. I dont think she heard me enter the building, or she would have said
hello. I took a seat in one of the designated chairs, which were very comfortable. I noticed a
small coffee table with a photo album facing me. It appeared to be handmade, with a bunch of
lace glued to it, with the word, DAPI written across the top. As I opened the album, I
discovered a plethora of pictures of previous students and their babies. It was exciting to see how
joyous the students looked and the many activities they had participated in, such as cooking,
going to the zoo and participating in baby classes. As I sat the album down, I fixated my
attention on the posters that were strategically placed, within the waiting room. Majority of the
posters talked about drug and smoking prevention, sexual abstinence and the importance of
proper nutrition. Some posters presented inspirational quotes and sayings that would be very

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uplifting to someone who is young and pregnant. There were a few posters that discussed
breastfeeding and how DAPI is a strong advocate for breastfeeding. The waiting area was
terribly quiet and the receptionist had finally caught eyes with me and said hello, which was
muffled by the glass window. I saw a few brochures on a table, near the receptionists window,
so I went to retrieve a few. These brochures were focused on the services that DAPI offers and
resources that are available through DAPI, such as Telamon daycare services and DAPIs Storks
Nest. Then, my attention was directed to a staff member, who came to make a few copies. She
nodded her head and greeted me. I then heard loud conversations, coming from an area, within
the Center. Everyone was laughing and seemed to be having a great time. When I tried to figure
out where the voices were coming from, I noticed a room full of baby toys, rocking chairs and
baby rockers. The room was decorated with posters, wall art and a large mural of flowers. I also
noticed a large, blue blanket that was hanging from the wall. This blanket looked handmade
because it had quotes and sayings that appeared to be stitched into it. DAPI was stitched in the
center of the beautifully, crafted blanket and I thought it was a great addition to the waiting
room.
If I was a member of the African American population and I came to visit the DAPI
Center, I would have an overall, positive experience. There are some aspects of the Centers
waiting room that were quite welcoming, while other aspects were not unwelcoming. First, the
welcoming aspects that would make this population feel comfortable were the amount of
personal touches that were incorporated, within the waiting area. The blanket and photo album
definitely indicated DAPIs strong bond, which translates into a family dynamic. The posters and
brochures had images of all types of races, which indicates that the program is fully aware of
different cultures and they are willing to service them. I also believe that witnessing the

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interaction between the students and staff, within the lunch area would be comforting because
they were laughing and seemed to share a bond. The staff were holding the students babies and
talking about baby names. The atmosphere was comforting and made me feel like the staff really
cared. These items were comforting and would absolutely bring solace to the African American
population. Finally, the aspects of the Center that would evoke an uncomfortable feeling was the
lack of interaction from the receptionist and the breastfeeding posters. The African American
population tend to communicate through touch, a variety of vocal patterns and tend to be direct
and use gestures when speaking. The receptionist is the first point of contact and the glass
window makes it even harder for her to make direct contact with a client, without having to leave
her desk and walk out to the waiting room. I feel that when an African American client enters the
building, they should be directly greeted to ensure that they feel welcomed and noticed. The
breastfeeding posters might pose a threat to the African American populations ability to feel
comfortable because this topic might go against their cultural beliefs. If an African American
client witnesses a poster that states that DAPI is a strong advocate for breastfeeding and they
dont believe in this action, then a conflict arises, which could result in the clients willingness to
participate in the program. Personally, being a Caucasian female, I would feel a bit weary of this
information about DAPI because I dont know whether, or not I want to breastfeed and I surely
dont want to be pressured into doing so, if I chose not to. I believe that DAPI has their right to
advocate for breastfeeding, but their approach to presenting this information needs to be
adjusted, as to not offend, or scare off a client that possesses different values and beliefs.

Agencys Administrative and Staff Training

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The Delaware Adolescent Program, Inc. does and actively employs members of the
African American population; the non-profit organization is an equal opportunity workplace.
There are a plethora of African American employees, interns and volunteers that contribute to the
success of this program. The African American staff members offer valuable information that
can assist the program in how they interact and serve the African American population. In regard
to administrative and staff member trainings, DAPI is offered a plethora of diversity trainings
that are cross-cultural. Since DAPI is non-discriminatory against who they provide services to,
the members attend trainings that encompass a variety of diversity issues and cultures, including
the LGBT community, African American community and Hispanic community. The trainings are
meant to inform the DAPI staff members of cultural barriers and what they can do to increase
their competency, in order to serve diversified cultures, including the African America
population. The cross-cultural trainings can be accessed online, at all times and through
organizations who direct the trainings, on site. According to Mrs. Trivits, their leadership team is
expected to participate in these trainings, once a year, with the option of attending additional
trainings. DAPIs staff members have the opportunity to attend these trainings, either online, or
on site, with, or without the leadership team. The leadership team consists of the Center
Directors, Director of Education and their Hispanic Coordinator. Mrs. Trivits emphasized that the
trainings are not just about the African American population. She also made a very compelling
comment that pertained to DAPIs forty-seven years of experience. When DAPI was first
established, they tended to serve more African American teens. They took every measure to learn
and become culturally competent, in regard to the African American culture. Now, fast-forward
to 2015, DAPI has gained much experience with the African American culture and has
strengthened their African American cultural competencies. However, they continually strive to

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learn about new populations, such as the Hispanic population, all while staying educated about
the potential cultural shifts that may occur, within the African American culture. In essence,
DAPIs extensive experience has given them a rare opportunity to become well-equipped with
the adequate knowledge to properly service a plethora of populations, including the African
American population.

Agencys Funding
DAPIs funding is provided to support training and hiring practices that enhance
culturally sensitive services, for the African American population, as well as every population
that DAPI serves. As stated prior, DAPI serves an abundant amount of cultural groups, within the
community because they are an equal opportunity program. The program funding takes into
account the diversity of their members and strives to provide programs and services that
effectively meet the needs of these cultural groups, including the African American population.
In regard to DAPIs hiring practices, they are constantly employing individuals of diverse
cultures, in an effort to enhance their knowledge and build relationships with new cultural
groups, within the community. For example, DAPI recently hired a Hispanic Coordinator, who
works to reach out to the Hispanic and Latina community, in order to build relationships and
inform them about DAPIs services. Similar efforts have been made, in order to gain knowledge
about other cultures, within the agencys community, including African American culture. Many
of DAPIs professional staff members are African American and this would not be possible
without the assistance of adequate funding, which is graciously provided. DAPIs goal is to hire
and employ individuals who can strengthen DAPIs overall cultural competence towards many
different cultural groups and their funding assists them in doing so. Even though DAPI has

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limited funding, they ensure that they are spending their funds effectively, in an effort to stay
knowledgably and connected with diverse groups.

Agencys Staff Sensitivity

In regard to DAPIs staff sensitivity towards the African American population, I have
determined that their level of sensitivity is efficient. Through my observations, there was one
occasion that involved a few staff members, who were discussing the current events, within one
of their African American students life. A few judgmental phrases were presented and the use of
they language was present. I could tell that some of the staff members beliefs, compared to the
African American students beliefs were clashing. The staff members ignorance about African
American cultural caused them to formulate these judgmental thoughts. However, I did notice
that the remaining staff members would try to explain different aspects of the African American
culture, in reference to what they were discussing. There seemed to be a tad bit of resistance, but
the ignorant staff members seemed to be eager to gain further understanding. I never
encountered a change in attitude, or how they interacted with the African American students.
Their demeanor towards this population was very professional, yet welcoming. As the internship
progressed, I witnessed the staff members being very open and genuinely concerned about the
African American students, as well has their Caucasian and Hispanic students. The African
American students were very receptive to the DAPI staff members, which was pleasing to
witness. I believe that the staff members private conversations were utilized to help them discuss
their internal conflicts, in a professional manner. They used this private encounter, as a way to
gain clarity and further understand the African American culture. It was very insightful to
witness this because I am trying to approach these situations as learning experiences. Not

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everyone is going to agree with what others are doing, but it is our responsibility to be open to
these differences and shift our mindsets, in order to hinder negative thoughts and feelings.

Agency Programs and Services

Effort
The Delaware Adolescent Program, Inc. utilizes the assistance of the African American
population, in order to develop a culturally, sensitive program. Since DAPI provides their
services to an array of individuals, with diverse cultural backgrounds, the program administers a
pre-test and post-test to gauge the overall satisfaction of the students, within the program,
including the African American students. These tests are evaluated and the suggestions are
applied, in regard to how DAPI implements and provides their services. DAPIs main concern is
to create a program that is engaging, culturally sensitive and interactive, so their students can
fully benefit from the services they are receiving. Also, they strive to understand their students,
individual cultural backgrounds, in order to provide them with the best experience, as possible.
In regard to the African American population, DAPI gains cultural insights from their African
American committee members and professional staff members, in order to increase cultural
competency and develop programs that are well-suited for the African American population. In
addition to working with their African American professional staff members, DAPI utilizes the
assistance of a multitude of outside services and organizations, such as Alpha Kappa Alpha,
Delta Sigma Beta and the National Coalition of 100 Black Women. These African American
sororities, coalitions and faith-based organizations play a pivotal role in how DAPI designs and
administers their programs and services. The insights that are gained from DAPIs African
American professionals and outside resources are the perfect combination, in an effort to build a

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culturally, competent environment for these individuals. With DAPIs undeniable forty-seven
years of experience, they make constant strides to incorporate the views and inputs of their
valued African American professional staff members and outsides resources, in an attempt to
create the most effective, culturally competent programs and services for the African American
population.

Quality
According to Kim Trivits, Center Director, DAPIs staff members strive to remain
educated about diverse cultures, in order to promote high levels of cultural sensitivity towards
every client they provide services to. In regard to the African American population, Trivits
emphasized that they work diligently to never offend this population, or any other populations
they serve. DAPI is fully aware of the diversities that are present, within their surrounding
catchment areas and seek to always provide quality services, no matter who they are working
with. Members of the African American population are most definitely involved in assessing
DAPIs quality of services. As stated prior, DAPI has numerous African American staff members
and each individual contributes their thoughts and personal views that assist DAPI in developing
and adjusting programs and services that satisfy the needs of the African American population.
When DAPI is developing and, or evaluating programs and services for the African American
population and cultural barriers and, or problems are identified, these issues are addressed and
modified, immediately. The voices of the African American staff members play a pivotal role in
assisting in the program development and evaluation because they are able to provide important
insights that can facilitate the growth of African American, cultural competency, within the
Center.

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Effectiveness
DAPIs catchment area is heavily populated by the Hispanic and Latina community,
along with Caucasians and African Americans. The Sussex County DAPI location serves,
predominately, African American individuals. However, DAPI is striving to service more of the
Hispanic and Latina populations because their Hispanic and Latina student enrollment is
drastically low, considering their catchment area. However, 14% of the African American
population is inhabiting the Georgetown area, with many of them living in the agencys
catchment area. Since DAPI serves more African American individuals, it would seem that the
catchment area is predominately African American, but it has been proven otherwise. What is
interesting is that the Centers for Disease Control and Prevention found that Hispanics had the
highest rate of teenage pregnancies, in the United States, in 2012 (Raymundo, 2014). I believe
that is why DAPI is making such large efforts to attract the attention of the Hispanic community
because their rate of teen pregnancy is high. According to Mrs. Trivits, DAPI is working
diligently to gain the trust of this population, gain insight into their culture and hire individuals
who speak Spanish, such as their newly hired Hispanic Coordinator. Overall, the population
totals for African Americans are drastically lower in the agencys catchment area, yet they are the
most served by DAPI. The Hispanic and Latina populations are more prevalent in the catchment
area, but are serviced less by DAPI.
My understanding of how the African American population feels about the quality and
quantity of the programs available to them, through DAPI, is that they are quite satisfied.
Through previous pre-test and post-test of prior African American students, the tests have
indicated that their overall satisfaction of DAPIs services and programs available is adequate.

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Due to DAPIs lack of funding, they strive to partner with external resources, in order to provide
sufficient services and assistance for their members. DAPIs ability to outsource, provides their
members with a plethora of addition support systems, such as daycare options, therapeutic
counseling and mentoring services. I had a conversation with a current, African American
student and she said that she adores her teachers, especially Mrs. Monro; Mrs. Monro is the
Maternal Health instructor. She also commented on how she loves the activities that she and her
classmates participate in, such as cooking activities and spending time with her classmates, as a
group. She also mentioned that the program feels like a family, which made me reference back to
the film, Soul Food and the interview that I conducted with Mrs. Morris; the major themes,
within each activity was the importance of family values. This student was comparing her
experiences and relationships with her fellow peers and teachers as a family, which helped her to
feel welcomed and secure. In addition, she also commented that during Black History Month, her
teachers made an effort to incorporate activities that taught her and her classmates about African
American history, which she found to be interesting and fun. Mrs. Trivits, my site supervisor,
mentioned to me that she and her staff make valiant efforts to create a warm, welcoming,
educational environment for all of their members because they want them to feel important and
valued. Their efforts are definitely proving to be successful because this African American
student is experiencing this sense of family unity, within the program.

Efficiency

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DAPI coordinates extremely well with other services that address the needs of the
African American population. Due to DAPIs longevity, the staff members are well-versed in
cultural diversities and are able to identify services and resources that are available to assist them
in meeting the needs of the African American population. DAPI has actively connected with
community resources, set up linkages and used alternative service delivery systems that are
culturally sensitive to the needs of the African American population. These resources include the
Division of Public Health, State and Social services, local schools and culturally-specific
organizations, such as the National Coalition of 100 Black Women. The connections that DAPI
has created with other services, over the course of forty-seven years, has flourished into
partnerships. These partnerships are heavily valued by DAPI because it is how they are able to
provide, additional support that caters to the needs of their African American students, as well as
their other, cultural diverse students. The DAPI program encompasses all races and ethnicities,
which fuels their efforts to become further educated about these diverse cultures and cultivate
effective and satisfying experience for their students, including African Americans.

NASW Standards for Cultural Competence

The Cultural Competence Standards that I have chosen for review are Standards 10, 7
and 34. First, I will utilize Standard 10 to assess DAPIs cultural competence. Standard 10 states
that human service professionals provide services without discrimination, or preference in
regards to age, ethnicity, culture, race, ability, gender, language preference, religion, sexual
orientation, socioeconomic status, nationality, or other historically oppressed groups (Kiser,
2016, p. 342). As I have stated prior, DAPI is a comprehensive school-based program that
services pregnant and parenting teens and their families. There services are provided to anyone

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who is in need of their unique services, regardless of race, culture, language preference,
socioeconomic status and so forth. DAPI is known for being a non-discriminatory program that
creates a positive educational and welcoming environment to all who enter the program.
Throughout my internship, I noticed how incredibly welcoming and genuine the staff members
were with the students, regardless of race. These individuals would make daily efforts to check in
with the students and personally connect with them to discuss how they were doing, or how their
baby was doing. Throughout my research on African Americans core values, I noticed that this
population values strong family bonds and being personal in conversations (New Jersey
Preparedness Training Consortium, 2008). My exposure to this information has lead me to
understand the impact the staff members must have on the African American students. By
showing concern for the African American students well-being, providing support and talking to
them on a personal level mimics a family unit. I believe that this way of interaction helps the
African American students to feel welcomed and loved. My Site Supervisor told me that this
program is like a family because they all support one another and genuinely care about each
other. That dynamic is a great way to interact and become relatable with the African American
population.
Secondly, I will utilize Standard 7 to assess DAPIs programs and services cultural
competence. Standard 7 states that human service professionals ensure that their values and, or
biases are not imposed upon their clients (Kiser, 2016, p. 342). DAPIs staff members conduct
themselves in a professional manner that provides their students the opportunity to learn and
grow as individuals. The programs and services focus on educating these young women and
supporting them through their journey. Throughout my internship, I was exposed to a specific
struggle that a staff member faced when working with an African American student. I wont

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disclose any names, but when I was attending my internship, I had a staff member approach me
about an African American student. The staff member was informing me that the student needed
to be at the daycare after lunch so she could sign some paperwork. I told her that I would let the
student know and she proceeded to thank me. Then, she went on to say how the student was
acting lazy and didnt show initiative when trying to secure daycare. She continued to tell the
student that she needed to ask for help, if she didnt know what to do and not wait forever to take
care of an important task. This upset me because I couldnt believe that this woman was making
such a bold assumption about someone who she didnt even know that well. In completing this
assignment, I learned that African Americans have a strong sense of pride, which leads them to
not willingly ask for assistance. When I read this, it clicked in my head and made me realize that
the student wasnt being lazy, but rather had difficulty asking for help because that was what she
potentially believed in. The staff member passed her values onto the student, not knowing her
cultural background. DAPI is meant to provide support to their students, through different
program and services that they offer. It would have been nice to have seen the staff member
assist the student, instead of quickly judging and unknowingly pushing her personal values on
the student. I was only at my internship once a week and I prayed that this occurrence didnt
happen on a regular basis, when I wasnt present. Besides this occurrence, I never experienced a
staff member directly imposing their values and biases onto a student. I found that the staff
members were eager to educate their students with valid information from learning materials,
which would assist the students in developing their own thoughts and feelings about certain
topics. The information the staff members were teaching them were based on requirements from
DOE and through learning materials. From time to time, I would overhear staff members
conversing about specific students and how their values and beliefs werent correlating with that

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of the students. Personally, I would rather have the staff converse amongst themselves about
their struggles and not directly impose those thoughts and feelings onto their students.
Lastly, I will utilize Standard 34 to assess my personal cultural competence. Standard 34
states that human service professionals are aware of their own cultural backgrounds, beliefs,
values and biases. They recognize the potential impact of their backgrounds on their
relationships with others and work diligently to provide a culturally competent service to all of
their clients (Kiser, 2016, p. 345). This assignment has provided me the opportunity to get a
deeper understanding of myself, in regard to my personal cultural background and what my
values and beliefs are. Ive developed a new understanding of African American culture and have
noticed the difference in how I communicate with and perceive this population. The biggest
achievement of this activity, for me, was that I believe I have become secure in my beliefs, which
has helped me to be more accepting and understanding of other cultures. As I have stated prior,
the unknown scares people, which leads them to pass judgement and stereotype people. I know
that I have only learned about one cultural group, but this knowledge makes me interested in
knowing about other cultures and to be more in tune with how other people think and view the
world around them. Honestly, I used to pass negative judgements and stereotypes upon African
Americans and its something that Im not proud of. I know that my ignorance was keeping me
from understanding certain values and beliefs of these individuals. There was an instance when I
was at a local beach area and an African American man was talking to his partner really loud and
in an animated fashion. I couldnt comprehend why he was yelling so loudly. I could feel the
negative judgements generating in my head, but I quickly remembered the PowerPoint
presentation our class went through, about cultural competence. There was a slide that discussed
vocal tone, eye contact, gestures and touch, related to African Americans. I remember going over

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the section about vocal tones and how they exercise a wide range of volume and pitch. Honestly,
that moment was so enlightening because for the first time, I felt liberated. It feels refreshing to
not harbor those thoughts and be able to identify certain tones of voice, or values they might
present to me and know that its due to their culture and way of life. I would never intentionally
hurt someones feelings, or upset them in any way, but I know that it can happen if Im not
exercising self-awareness and being culturally competent.

Final Thoughts
This assignment has provided me great insight into the realities of the African American
culture. I was given the rare opportunity to connect with this population and fully comprehend
the magnitude of their history, cultural barriers, values, beliefs and views. My most favorable
activity, within this assignment was when I conducted the interview with Mrs. Morris. She
addressed cultural inadequacies, in which she felt were present, within the African American
culture, such as ineffective communication styles. In addition, Mrs. Morris spoke of how she and
her husband work as a team, instead of viewing the husband as the sole provider and the wife as
someone who simply cooks, cleans and takes care of the children. Their culture believes that a
man should be the main provider, but that isnt the dynamic of Mrs. Morriss family. She told me
that its great to embrace culture and be proud of who we are, but its also okay to do what we
believe to be right and not feel forced to participate in something that we truly dont believe in.
This was incredibly inspiring and it made me realize that potential changes in mindset, within
different cultures, can spark growth and new ideas of what cultures can come to believe. This
idea makes it even more important that human service professionals are maintaining a clear,
defined understanding of diverse cultures.

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In regard to my assessment of DAPIs cultural competence, towards the African
American population was overwhelmingly, educational and eye-opening. Part of the reason why
I favor this agency is because they offer their services to anyone who is in need, regardless of
race, socioeconomic status, cultural backgrounds, religious beliefs and so forth. They take into
consideration that their clients are members of diverse cultures and they make large efforts to
remain educated about these cultures, in order to provide quality, effective services and
programs. Their forty-seven years of experience has given DAPI the opportunity to develop
African American, cultural competencies and connect with neighboring resources, in an effort to
offer these individuals what they need to satisfy their immediate and future needs. I admire
DAPIs open-mindedness and abundant sensitivity towards the cultural groups they serve. Mrs.
Trivits stated that she doesnt believe that the color of someones skin should determine the level
of respect we bestow upon them. Everyone is equal and deserve to be treated with respect and
dignity, at all times. This mindset has fueled there passion to maintain and further strengthen
their cultural sensitivity, towards all populations, including African Americans.
Ive grown in my knowledge about African American culture and have come to
insightfully, recognize that we are all the same and that we should not be stereotyped and judged
by the color of our skin, or from the culture we originate. Becoming aware of my personal
stereotypes of people, I determined that these judgements are strictly created, due to my
ignorance. I am not ignorant anymore, which has opened my eyes to more than I could have
imagined. My views of the African American population have shifted and I no longer resort to
formulating judgements, or stereotypes because I am finally, informed. This new-found
knowledge has triggered my inspiration to want to learn more about African American culture
and other cultures. We must take what we dont know and grow from the experience, by

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educating ourselves to be more competent and open-minded to the differences we come into
contact with. Our society is full of diversity and our duty, as human service professionals is to
show a degree of respect and love for one another. Hatred and judgements create negativity that
hinders the growth of our knowledge about diverse groups. We provide a disservice to ourselves
when we act as if these differences are merely a joke, unnatural, or unnecessary. As we gain the
truth about diverse cultures, it will set us free and allow us to strengthen our cultural
competencies and become well-rounded, human service professionals.

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References
History.com Staff,. (2009). Black history milestones. HISTORY.com. Retrieved 14 October 2015,
from http://www.history.com/topics/black-history/black-history-milestones
Kiser, P. (2016). The human services internship (pp. 341-345). Boston, MA.
New Jersey Preparedness Training Consortium,. (2008). Cultural impact synopsis. New Jersey
Preparedness Training Consortium. Retrieved 14 October 2015, from http://www.njptc.org/training/materials/Rutgers/SSW_SchoolSocWkrs/CulturalImpact
%20Synopsis.pdf
United States Census Bureau,. (2015). Georgetown quickfacts from the US census bureau.
Quickfacts.census.gov. Retrieved 4 November 2015, from
http://quickfacts.census.gov/qfd/states/10/1029090.html