Examines three models for child protection managers to respond to legislative mandates by implementing systemic changes to ensure culturally competent and equitable services to at-risk children. The cultural sensitivity model, designed to improve current services to the target population, calls for managers to relate closely to the target population by using focus groups, hiring staff from the target population, and partnering with population leaders and/or consultants to modify or redesign services. The self-reflective cultural sensitivity model requires managers to create dialogue through training with their staff on their personal reflections on the meaning of culture and the target population they serve. The cultural collaboration model employs all aspects of the other two models, plus requires dismantling institutional power bases and increasing shared decision-making. Diversity of staff creates a key building block toward achieving racial equality and cultural competence. Although no implementation plan exists, suggestions include: developing a shared vision plan, setting goals, initiating an integration timeline, and recording data through feedback channels to monitor results. These changes are costly, requiring both personal time and organizational financial investments, yet they can yield flexible, innovative, and responsive programs that are closely tied to the communities they serve. (IP)
