Any cultural competence training should be designed with the specific audience in mind: their professions, job functions, and organization culture. Therefore, it is very important to conduct a pre-training assessment of the needs of the organization and relevant history.

We encourage trainers to obtain answers to the following questions:

What do you want to accomplish with this training?

Why do you believe your organization needs training?

Have there been any concerns expressed by providers, employees, patients?

Who are your patients and what are their primary needs? (To ascertain intersectional demographics.)

Is there anyone else in your organization [besides the individual(s) with whom the trainer is communicating] who can help identify your specific training needs?

Who is advocating for this training? What is the involvement/degree of support of leadership? Will supervisors be attending this training?

What experiences have you had with cultural competence training in the past? What has seemed to work well, what has seemed not to work well, and why?

Are there non-discrimination policies protecting staff and patients?

Do you collect sexual orientation and/or gender identity and expression data of your staff, patients/clients? What does the data tell you?

Do you have openly LGBTQIA staff? An LGBTQIA staff affinity group? Would they be comfortable with [the trainer] contacting them for their observations and suggestions?

Will this training be mandatory? If not, how will you encourage your providers and staff to attend?

Will the training be recorded and made available to any providers or staff who are unable to attend?

Is there an institutional plan for follow-up (i.e., to assess opportunities and needs for technical assistance post-training).