Establishing a Healthcare Cultural Competency Council


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The delivery of culturally competent healthcare is expected of all healthcare practitioners in an orderly functioning pluralistic society. The Healthcare Cultural Competency Council (HC3) ensures the delivery of safe and quality care across multiple cultural groups' beliefs regarding health and wellness.

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Establishing a Healthcare Cultural Competency Council

  1. 1. Strategic Issues Establishing a Healthcare Cultural Competency Council (HC³)© PRESENTATIONBYJZDanielsCo.Ltd.
  2. 2. Introduction The healthcare sector characteristics in the United States: ● Serves a very culturally diverse population. ● Composed of many racial and ethnic groups within our population ● Reflected in other groups with which patients may identify inclusive of: ● Individuals with disabilities ● Groups that have certain beliefs that shape their understanding of illness ● Individuals who practice an alternative lifestyle. Clinicians display similar characteristics It is estimated that 24 percent of all physicians in the US were born outside the US and 36+ million of us were also born outside the US. It is inescapable that cross cultural doctor-patient interactions are expected, and medical practitioners need to be competent if not proficient in dealing with patients whose cultures differ from their own and whose notions of wellness may also differ.
  3. 3. Healthcare Cultural Competence Council Its Necessity: It is inescapable that cross cultural clinician- patient interactions are expected, and medical practitioners need to be competent if not proficient in dealing with patients whose cultures differ from their own and whose notions of wellness and health may also differ.
  4. 4. Patients’ cultures impact: Their understanding of health, illness and disease etiology – their explanatory model How they access health care services – disparity How they respond to health care interventions – safety and security How trust is extended – competency and sensitivity
  5. 5. Patients who perceived their visit as having been patient-centered received fewer diagnostic tests and referrals. (J Fam Pract 2000;49:796–804) Others have reported that physicians who have visits characterized by the greatest amount of patient-centered communication also have the lowest expenses for diagnostic testing. (Ann Fam Med 2005;3:415–21)
  6. 6. Healthcare Cultural Competency Council (HC³)© Purpose Statement - Model TO: ● Collaborate with the organization’s leadership to achieve delivery of high quality healthcare services to a culturally diverse clientele ● Achieve satisfactory outcomes for all patients ● Provide advice and counsel to the care provider based on performance evidence ● Ensure that care is delivered by a racially and ethnically diverse staff that is operationally integrated ● Ensure that the communities from which they come are conversant with the commitment the care provider has made to deliver high quality services.
  7. 7. The Council emphasizes: ● Clinicians should be able to recognize and respect the differing cultural perspectives of patients. ● That this is important for the purpose of effective clinical functioning in order to achieve compliance and appropriate healthcare outcomes for patients. ● Working successfully with patients of different cultural backgrounds, practitioners need to demon- strate the appropriate attitudes, awareness, knowledge and skills. The council has a role to play in advancing the commitment the care provider has made to deliver high quality and appropriate services regardless of the race, ethnicity, disability, life style choices, gender or any other human facet a care receiver brings in the process of receiving services.
  8. 8. Enhance access to the best healthcare provider resources Recommend and see to the implementation of changes to ensure culturally competent care to a diverse patient population Tracking, recruiting and retention of a diverse workforce Critically observe employee cultural competency training and its evidentiary impact on best practices Develop new community initiatives to recruit qualified employees Ensure the selection of outstanding, diverse employees to participate in professional development programs. Advance the community outreach agenda
  9. 9. Council Mandate ►Examine the dynamics between clinicians, staff, subscribers, and family particularly the nature of the interaction, examples, metrics, solutions and recommendations for the purpose of supporting or advocating changes to service delivery to achieve cultural proficiency and full integration of these practices across the enterprise
  10. 10. Advocate for Cultural Safety within the enterprise Cultural Safety is ensuring that all clinicians understand and respect the different cultural underpinnings of the patients they serve and are working with and ensure that there is no confrontation, challenge or denial of cultural identity in the process of delivering care. Cultural Safety is an embedded practice that recognizes the need to overcome cultural biases in care services and institutions in order to ensure that all individuals and communities have equal rights and equitable access to processes and services which are relevant to them. Safety you are accustomed to
  11. 11. The Seven Dimensions of Healthcare Quality Characteristic Definition Efficacy Is the care or procedure useful Appropriateness Is it right for this patient? Accessibility Can the patient get it? Acceptability Does the patient want it? Effectiveness Is it carried out well? Efficiency Is it carried out in a cost- effective way? Continuity Did it progress without interruption, with appropriate follow-up, exchange of information and referral
  12. 12. Collaborate in developing and implementing a menu of cultural competency training curricula for all clinical and non-clinical staff, reflecting a long term, sustained strategy for cultural competence and exceptional care and service
  13. 13. Promote research in health care disparities. Deploy improved measurement tools in addition to the Picker Inpatient Survey (a questionnaire designed to focus on specific dimensions of patients' experiences) Assess inpatient satisfaction as it relates to issues important to diverse cultural populations and consistent with the organization’s mission
  14. 14. Tracking Metrics Review comprehensive quality reports and surveys to ensure there are no significant differences based on race/ethnicity or insurance in terms of nursing core metrics (the Picker Survey, the PPSQ-Program for Patient Safety and Quality Ambulatory Satisfaction Survey, and the SERS-Safety Event Report System) Collect language data in ambulatory surveys in large enough samples to provide broad-scope information on culturally diverse populations
  15. 15. Importance of this Competency Interpersonal Effectiveness: Is a fundamental attribute in achieving appropriate healthcare outcomes. It is demonstrated when there is awareness of people’s feelings and is particularly critical during the patient-provider interaction when the patient is not precisely verbalizing their feelings and the provider is not indicating by their reaction that they care about the patient’s concerns and issues. To achieve the support and compliance of a care receiver interpersonal effectiveness is a fundamental attribute.
  16. 16. One of the signals that may be overlooked is the aspect of patient literacy………… and its related partner – Shared Decision Making (SDM)
  17. 17. What is literacy?* It is the degree to which an individual can obtain, process, and understand information to communicate with others or make basic decisions Health literacy is the defined as being able to process and understand information about health and medical treatments to make basic decisions. *Department of Health and Human Services,
  18. 18. The HC³© should be knowledgeable regarding the service demographic of the facility and query the extent to which issues of patient and family literacy are addressed and assess their impact on patient satisfaction
  19. 19. Competency framework Uses of a competency model Recruiting & selection Assessment Business process Career roadmaps Performance management Succession planning Training & development Recognition & rewards
  20. 20. Reports:
  21. 21. Thank You J Z Daniels Company Limited