Northland Community and Technical College has developed courses in diversity at various healthcare facilities in northwestern Minnesota . These diversity courses are now available through a customized contract arrangement and may be customized to meet your organizational needs.

The diversity curriculum includes the following courses:

• Team Dynamics (12 hours)
  This module helps the organization identify its current state of ethno-relative development using a state-of-the-art tool known as the IDI, or Intercultural Development Inventory. Participants then apply the Developmental Model of Intercultural Sensitivity (DMIS) to exercises and activities to expand their intercultural awareness. The highlight of this module is the preparation and delivery of an intercultural event for staff, patients and families. This event builds a better integrated workforce, and also gives the organization a tool, if desired, for improved public relations.
• Identity Development (12 hours)
  This area will focus on identity development through self awareness, activities, films, and panel presentations specific to the healthcare realm. Learners will not only look at how they define their own culture, but will also take a focused look on how that culture fits in to the organizational structure. Learners will then develop their intercultural skills and become familiar with how to recognize differences, thus enhancing trust, receptiveness, and cooperation in all facets of the workplace environment.
• Intercultural Communication (16 hours)
  This module will focus on the many facets of intercultural communication and communication styles. Participants will be introduced to intercultural differences in communication including: high/low context, power distance, polychronic/monochronic, detached/attached/intuitive, and collectivism/individualism. Trainers will also introduce the concept of time management based on cultural background.
• The Wheel of Oppression Modules (8 - 56 hours)
  Trainers will focus on specific rungs in the oppression wheel. Trainers and administrators will choose, based on results from the IDI and the ICS, which areas require more development to advance the organization on the IDI continuum. These modules are individual and can be offered in 4-8 hour increments.
  • Age (8 hours)
  • Race (8 hours)
  • Socio Economic (8 hours)
  • Ability (8 hours)
  • Sexual Orientation (8 hours)
  • Spiritualism (8 hours)
  • Gender (8 hours)
• The Kolb Learning Style (4 hours)
  Trainers will utilize alternative assessment tools to illustrate personal and group styles when working in teams. All are self scored assessments that assist participants in the intercultural development process.
• Perception and Listening Skills (8 hours)
  Trainers will introduce the DIE model (Describe, interpret, evaluate) to participants. The goal in this module is to create a work environment that is free from judgment and allow individuals to accept ambiguity. Development of this area allows for change management within organizations.
• Valuing Differences in the Workplace (12-16 hours)
  Trainers will illustrate to learners the value associated with a diverse workplace. It is statistically proven that groups that are not homogenous are more effective, creative, and functional. This saves organizations a significant amount of money in employee training, retention, and prevents legal ramifications that can be costly on a variety of levels.
• Privilege (16 hours)
  This module will introduce to learners the concept of privilege and an understanding of those privileges. Privilege is the right, advantage, or immunity granted to or enjoyed by persons beyond the common advantage of all others; an exemption in many particular cases from certain burdens or liabilities. An example of this would be the ability for some groups to readily receive healthcare while others cannot. Recognition of those privileges creates an awareness and understanding among group participants which transcends into all facets of life.
• Managing Conflict (12 hours)
  This unit builds on the skills and awareness gained during the Team Dynamics project by helping individuals identify their own Intercultural Conflict Style. Using the Intercultural Conflict Style (ICS) tool, participants practice understanding, working with and caring for people of varying conflict styles to build bridges of understanding and respect as well as to manage and resolve differences. Practice with this tool allows individuals to gain confidence in their ability to communicate with and understand people of diverse cultures, races, ages and temperament.

We also have certified trainers who can administer and interpret the following diversity tools:

• Intercultural Development Inventory
• Intercultural Conflict Survey

Contact Information

Pat Balstad
Director of Lifelong Learning
Tel: (218) 681-0792
Email Pat Balstad