This document discusses cultural diversity and its impact on health care. It notes that culture includes factors like religion, ethnicity, language, gender, age, education, and socioeconomic class. Culture shapes a group's values, beliefs, behaviors and decision-making over time. A patient's cultural background influences their health beliefs, perspectives on illness and treatments. The document emphasizes the importance of cultural competence in health care, including understanding different cultural perspectives, using interpreters effectively, and employing models to understand a patient's experience of their illness.
The document discusses diversity in the healthcare industry from the perspective of millennials. Millennials define diversity more broadly than just race and gender to include life experiences and choices. However, diversity is still lacking in healthcare leadership which does not reflect the diverse patient population. As millennials make up more of the workforce, they will demand greater diversity that includes various backgrounds and perspectives to better serve all communities.
This document outlines concepts related to diversity and cultural competence in the workplace. It begins by defining key terms like culture, diversity, workforce diversity, equity and equality. It then discusses principles of cultural diversity and the benefits of diversity in the workplace. Challenges of managing diversity are presented along with strategies for how to manage a diverse workforce effectively. The advantages and disadvantages of managing diversity are compared. Responsibilities regarding equal employment opportunities are explained. Finally, the role of nursing managers in dealing with diversity is discussed.
This document discusses cultural competence and patient-centered care. It defines culture and cultural competence, and explains how developing cultural competence can improve health communication and care. It identifies several cultural factors that can influence patient-provider interactions, such as personal biases, nonverbal communication, and cultural values/beliefs. The document provides tips for developing cultural competence, including recognizing one's own biases, acquiring culturally competent skills, and learning about specific cultural groups' health beliefs and practices.
This document discusses cultural diversity in health care. It defines culture and explains that cultural diversity manifests both obviously through factors like religion, ethnicity, and gender, as well as less obviously through age, education, mobility, and sexual orientation. The document emphasizes that healthcare workers must be culturally competent by understanding how personal biases and values influence communication with patients from diverse backgrounds. It provides tips for acquiring cultural competence, such as being aware of different cultural health beliefs, customs, and language barriers when providing care.
This document outlines a presentation on cultural competence and culturally responsive practices in education. It includes definitions of key terms like culture, cultural competence, ethnicity, and race. It discusses the rationale for cultural competency training, including demographic shifts and limited preparation in educating diverse students. Models of cultural competence are presented, including Mason's cultural competence model and the cultural proficiency continuum. Components of cultural responsiveness are also discussed, including knowledge, skills, and attitudes. Five essential elements for systems to become more culturally competent are highlighted.
This document provides information on a continuing education course for massage therapists on diversity and cultural competency. The course objectives are to understand why cultural competency is important, guidelines for achieving it, and techniques for communicating with clients from diverse backgrounds. The course is provided by Advanced Fundamentals Education and covers definitions of culture, diversity, and cultural competence. It discusses the importance of cultural competence in healthcare and provides strategies for massage therapists to effectively relate to clients from different cultures.
The document discusses diversity in the healthcare industry from the perspective of millennials. Millennials define diversity more broadly than just race and gender to include life experiences and choices. However, diversity is still lacking in healthcare leadership which does not reflect the diverse patient population. As millennials make up more of the workforce, they will demand greater diversity that includes various backgrounds and perspectives to better serve all communities.
This document outlines concepts related to diversity and cultural competence in the workplace. It begins by defining key terms like culture, diversity, workforce diversity, equity and equality. It then discusses principles of cultural diversity and the benefits of diversity in the workplace. Challenges of managing diversity are presented along with strategies for how to manage a diverse workforce effectively. The advantages and disadvantages of managing diversity are compared. Responsibilities regarding equal employment opportunities are explained. Finally, the role of nursing managers in dealing with diversity is discussed.
This document discusses cultural competence and patient-centered care. It defines culture and cultural competence, and explains how developing cultural competence can improve health communication and care. It identifies several cultural factors that can influence patient-provider interactions, such as personal biases, nonverbal communication, and cultural values/beliefs. The document provides tips for developing cultural competence, including recognizing one's own biases, acquiring culturally competent skills, and learning about specific cultural groups' health beliefs and practices.
This document discusses cultural diversity in health care. It defines culture and explains that cultural diversity manifests both obviously through factors like religion, ethnicity, and gender, as well as less obviously through age, education, mobility, and sexual orientation. The document emphasizes that healthcare workers must be culturally competent by understanding how personal biases and values influence communication with patients from diverse backgrounds. It provides tips for acquiring cultural competence, such as being aware of different cultural health beliefs, customs, and language barriers when providing care.
This document outlines a presentation on cultural competence and culturally responsive practices in education. It includes definitions of key terms like culture, cultural competence, ethnicity, and race. It discusses the rationale for cultural competency training, including demographic shifts and limited preparation in educating diverse students. Models of cultural competence are presented, including Mason's cultural competence model and the cultural proficiency continuum. Components of cultural responsiveness are also discussed, including knowledge, skills, and attitudes. Five essential elements for systems to become more culturally competent are highlighted.
This document provides information on a continuing education course for massage therapists on diversity and cultural competency. The course objectives are to understand why cultural competency is important, guidelines for achieving it, and techniques for communicating with clients from diverse backgrounds. The course is provided by Advanced Fundamentals Education and covers definitions of culture, diversity, and cultural competence. It discusses the importance of cultural competence in healthcare and provides strategies for massage therapists to effectively relate to clients from different cultures.
Cultural Competency in the Clinical Setting
by Robert F. Jex, RN, MHA, FACHE
Wednesday, January 20, 2009
12:00 p.m. - 1:00 p.m. (Mountain)
Robert Jex, RN, MHA, FACHE is a Trauma System Clinical Consultant within the Emergency Medical Services and Preparedness at the Utah Department of Health. He has been a practicing RN for 33 years with experience in ER, OR, Med/Surg/ICU, Nursery, Labor and Delivery, and home health care. He has a BS in Zoology, an MS in Reproductive Physiology and a Master of Health Administration. Mr. Jex is a licensed long term care administrator, a Fellow in the American College of Health Care Executives, and a certified trainer in Cultural Competency.
This document provides an overview of transcultural nursing concepts and cultural competence in healthcare. It defines key terms like culture, ethnicity, religion, and discusses Giger and Purnell's model for assessing cultural variations. The document also summarizes Madeleine Leininger's Culture Care Theory, which focuses on discovering culturally appropriate caring behaviors. It outlines the basic assumptions and key concepts of the theory, including cultural diversity, universality, and the need to interface generic and professional care to provide culturally congruent nursing.
1) Culture is defined as a set of shared values, beliefs, and behaviors passed down through generations that influence how people view health, illness, and healthcare.
2) Cultural competence requires understanding and respecting cultural differences in areas like diet, family roles, communication, and beliefs about health and medicine.
3) Providing culturally sensitive care involves assessing important cultural factors for each patient, such as their views on authority, decision making, gender roles, and spiritual/religious beliefs, in order to understand their needs and perspectives.
The document discusses Transcultural Nursing Theory developed by Dr. Madeleine Leininger. It describes the theory's key concepts of culture care, cultural diversity and universality, and three modes of nursing care decisions. The theory views health and illness as influenced by culture and emphasizes delivering culturally congruent care. It has been influential in nursing practice, education, and research by providing insights into caring for diverse cultural groups.
The document discusses cultural concerns in nursing. It provides information on:
- The importance of being aware of and respecting a patient's cultural beliefs and practices in order to provide holistic care and gain their trust.
- Key cultural concepts like culture, cultural diversity, cultural sensitivity, and how stereotyping and bias can impact care.
- Various cultural influences on healthcare like physiologic characteristics, reactions to pain, gender roles, language and communication styles.
- An assessment tool called the Andrews/Boyle Transcultural Nursing Assessment Guide that can help nurses perform cultural assessments and provide culturally competent care.
This includes parameters to define cultural diversity and what is cultural diversity at work places,how to manage it followed by Indian cultural diversity
Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
This document discusses cultural diversity and various aspects of culture. It begins by defining culture and identifying different categories and levels of culture. It then examines elements of culture like language, narratives, practices, and taboos. It discusses perspectives on culture and explores industry, tourist, host, and tourism cultures. It analyzes organizational cultures like bureaucratic, clan, entrepreneurial, and market cultures. Finally, it touches on cultural diversity, managing diversity, and includes a case study on Disney expanding to Hong Kong.
This document discusses cultural competency in healthcare. It defines globalization using Princess Diana's death as an example. It then discusses health disparities between cultural groups and problems that can arise, such as inappropriate grouping of diverse cultures. The impact of cultural competency is described as leading to more successful patient education and outcomes. Models of cultural assessment and providing culturally competent care are presented, including Leininger's theory of transcultural nursing and Purnell's model of cultural domains. The importance of organizational cultural competence is discussed.
This document discusses transcultural nursing concepts and theories. It begins by defining transcultural nursing and describing key concepts related to it such as culture, ethnicity, and cultural identity. It then explains Madeleine Leininger's transcultural nursing theory and care concepts of cultural preservation, accommodation, and re-patterning. The document outlines the nursing process in transcultural care and concludes that nurses must be aware of and sensitive to patients' cultural needs to provide effective care.
Cultural diversity encompasses many aspects of human identity and experience, including language, race, ethnicity, dress, values, religion, family responsibilities, and political views. Language plays a key role in cultural diversity as it allows communication of a culture's beliefs and values and participation in family and community life. Race is generally defined by physical traits while ethnicity is based more on shared cultural heritage and influences within a group. Dress varies between cultures depending on tradition, climate, and customs.
Epistemology of cultural Competence in Nursing pptnashhaija
This document defines key terms related to cultural competence in nursing such as culture, cultural awareness, cultural competence, cultural sensitivity, transcultural nursing, and ethnocentrism. It also describes Campinha-Bacote's model of cultural competence, which views it as an ongoing process involving cultural awareness, knowledge, skills, encounters, and desire. The document instructs students to reflect on an example of culturally competent or incompetent nursing care.
Cultural diversity acknowledges that cultures contain broad groups that differ in language, race, ethnicity, dress, values, religion, responsibilities, and political views. Managing cultural diversity in the workplace requires recognizing that cultural groups have different values and treating diversity as an asset by providing tools, training, and programs to evaluate and monitor inclusion of diverse groups.
This document summarizes a seminar on transcultural nursing. It discusses the origins and definitions of transcultural nursing, focusing on the work of Dr. Madeleine Leininger in the 1950s. The purposes of transcultural nursing are outlined as making providers aware of diversity, giving competent care, and using a holistic approach. Various cultural health practices, beliefs, and roles are described for different ethnic groups. The document emphasizes the importance of cultural competence and providing culturally congruent care that fits a person's values and meanings.
This document provides an overview of transcultural nursing and several models of transcultural nursing. It begins with definitions of transcultural nursing and cultural concepts. It then discusses the historical origins and development of transcultural nursing. Several influential models are described, including Leininger's model of culturally congruent care, Giger and Davidhizar's model of six cultural phenomena, and Campinha-Bacote's model of cultural competence with its five constructs. The document serves to introduce some of the key thinkers and frameworks in the field of transcultural nursing.
Cultural Competence & Culturally Responsive Practices in Education Training b...Atlantic Training, LLC.
This document outlines a presentation on cultural competence and culturally responsive practices in education. It defines key terms like culture, ethnicity, race, and cultural competence. It discusses the rationale for cultural competency training, including demographic shifts and limited preparation for educating diverse students. The presentation covers models of cultural competence, including Mason's cultural competence model and Pedersen's developmental model. It also provides examples of culturally responsive practices and policies at the administrative, policy, and classroom levels. The goal is for educators to understand differences, embrace diversity, and improve outcomes for all students.
TRANSCULTURAL NURSING AND FUTURISTIC NURSINGvishnu vm
The document discusses the history and principles of transcultural nursing. It describes transcultural nursing as interacting with different cultures in a nursing context, based on anthropology and supported by research. The goal of transcultural nursing is to provide culturally congruent care to people of all cultural backgrounds. It also discusses challenges of transcultural nursing and the need for cultural competence among nurses.
This document discusses the concept of equality, including definitions, types, and importance in business. It notes that equality signifies equal treatment regardless of individual attributes and protects people from discrimination. For businesses, embracing equality and diversity improves creativity, decision-making, and customer service by drawing from a variety of experiences. The document also provides suggestions for how a company called TILC can improve their diversity policies, training, and daily operations to promote equality.
This document provides an overview of key concepts in equality and diversity for health and social care. It defines equality as creating a fair society where everyone can fulfill their potential, and diversity as valuing people's differences. It outlines protected characteristics under equality law such as age, disability, gender, race, religion, sex, and sexual orientation. Discrimination and harassment are discussed. The role of everyone in the health and social care system is to promote equality, diversity, and inclusion.
Cultural Competency in the Clinical Setting
by Robert F. Jex, RN, MHA, FACHE
Wednesday, January 20, 2009
12:00 p.m. - 1:00 p.m. (Mountain)
Robert Jex, RN, MHA, FACHE is a Trauma System Clinical Consultant within the Emergency Medical Services and Preparedness at the Utah Department of Health. He has been a practicing RN for 33 years with experience in ER, OR, Med/Surg/ICU, Nursery, Labor and Delivery, and home health care. He has a BS in Zoology, an MS in Reproductive Physiology and a Master of Health Administration. Mr. Jex is a licensed long term care administrator, a Fellow in the American College of Health Care Executives, and a certified trainer in Cultural Competency.
This document provides an overview of transcultural nursing concepts and cultural competence in healthcare. It defines key terms like culture, ethnicity, religion, and discusses Giger and Purnell's model for assessing cultural variations. The document also summarizes Madeleine Leininger's Culture Care Theory, which focuses on discovering culturally appropriate caring behaviors. It outlines the basic assumptions and key concepts of the theory, including cultural diversity, universality, and the need to interface generic and professional care to provide culturally congruent nursing.
1) Culture is defined as a set of shared values, beliefs, and behaviors passed down through generations that influence how people view health, illness, and healthcare.
2) Cultural competence requires understanding and respecting cultural differences in areas like diet, family roles, communication, and beliefs about health and medicine.
3) Providing culturally sensitive care involves assessing important cultural factors for each patient, such as their views on authority, decision making, gender roles, and spiritual/religious beliefs, in order to understand their needs and perspectives.
The document discusses Transcultural Nursing Theory developed by Dr. Madeleine Leininger. It describes the theory's key concepts of culture care, cultural diversity and universality, and three modes of nursing care decisions. The theory views health and illness as influenced by culture and emphasizes delivering culturally congruent care. It has been influential in nursing practice, education, and research by providing insights into caring for diverse cultural groups.
The document discusses cultural concerns in nursing. It provides information on:
- The importance of being aware of and respecting a patient's cultural beliefs and practices in order to provide holistic care and gain their trust.
- Key cultural concepts like culture, cultural diversity, cultural sensitivity, and how stereotyping and bias can impact care.
- Various cultural influences on healthcare like physiologic characteristics, reactions to pain, gender roles, language and communication styles.
- An assessment tool called the Andrews/Boyle Transcultural Nursing Assessment Guide that can help nurses perform cultural assessments and provide culturally competent care.
This includes parameters to define cultural diversity and what is cultural diversity at work places,how to manage it followed by Indian cultural diversity
Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
This document discusses cultural diversity and various aspects of culture. It begins by defining culture and identifying different categories and levels of culture. It then examines elements of culture like language, narratives, practices, and taboos. It discusses perspectives on culture and explores industry, tourist, host, and tourism cultures. It analyzes organizational cultures like bureaucratic, clan, entrepreneurial, and market cultures. Finally, it touches on cultural diversity, managing diversity, and includes a case study on Disney expanding to Hong Kong.
This document discusses cultural competency in healthcare. It defines globalization using Princess Diana's death as an example. It then discusses health disparities between cultural groups and problems that can arise, such as inappropriate grouping of diverse cultures. The impact of cultural competency is described as leading to more successful patient education and outcomes. Models of cultural assessment and providing culturally competent care are presented, including Leininger's theory of transcultural nursing and Purnell's model of cultural domains. The importance of organizational cultural competence is discussed.
This document discusses transcultural nursing concepts and theories. It begins by defining transcultural nursing and describing key concepts related to it such as culture, ethnicity, and cultural identity. It then explains Madeleine Leininger's transcultural nursing theory and care concepts of cultural preservation, accommodation, and re-patterning. The document outlines the nursing process in transcultural care and concludes that nurses must be aware of and sensitive to patients' cultural needs to provide effective care.
Cultural diversity encompasses many aspects of human identity and experience, including language, race, ethnicity, dress, values, religion, family responsibilities, and political views. Language plays a key role in cultural diversity as it allows communication of a culture's beliefs and values and participation in family and community life. Race is generally defined by physical traits while ethnicity is based more on shared cultural heritage and influences within a group. Dress varies between cultures depending on tradition, climate, and customs.
Epistemology of cultural Competence in Nursing pptnashhaija
This document defines key terms related to cultural competence in nursing such as culture, cultural awareness, cultural competence, cultural sensitivity, transcultural nursing, and ethnocentrism. It also describes Campinha-Bacote's model of cultural competence, which views it as an ongoing process involving cultural awareness, knowledge, skills, encounters, and desire. The document instructs students to reflect on an example of culturally competent or incompetent nursing care.
Cultural diversity acknowledges that cultures contain broad groups that differ in language, race, ethnicity, dress, values, religion, responsibilities, and political views. Managing cultural diversity in the workplace requires recognizing that cultural groups have different values and treating diversity as an asset by providing tools, training, and programs to evaluate and monitor inclusion of diverse groups.
This document summarizes a seminar on transcultural nursing. It discusses the origins and definitions of transcultural nursing, focusing on the work of Dr. Madeleine Leininger in the 1950s. The purposes of transcultural nursing are outlined as making providers aware of diversity, giving competent care, and using a holistic approach. Various cultural health practices, beliefs, and roles are described for different ethnic groups. The document emphasizes the importance of cultural competence and providing culturally congruent care that fits a person's values and meanings.
This document provides an overview of transcultural nursing and several models of transcultural nursing. It begins with definitions of transcultural nursing and cultural concepts. It then discusses the historical origins and development of transcultural nursing. Several influential models are described, including Leininger's model of culturally congruent care, Giger and Davidhizar's model of six cultural phenomena, and Campinha-Bacote's model of cultural competence with its five constructs. The document serves to introduce some of the key thinkers and frameworks in the field of transcultural nursing.
Cultural Competence & Culturally Responsive Practices in Education Training b...Atlantic Training, LLC.
This document outlines a presentation on cultural competence and culturally responsive practices in education. It defines key terms like culture, ethnicity, race, and cultural competence. It discusses the rationale for cultural competency training, including demographic shifts and limited preparation for educating diverse students. The presentation covers models of cultural competence, including Mason's cultural competence model and Pedersen's developmental model. It also provides examples of culturally responsive practices and policies at the administrative, policy, and classroom levels. The goal is for educators to understand differences, embrace diversity, and improve outcomes for all students.
TRANSCULTURAL NURSING AND FUTURISTIC NURSINGvishnu vm
The document discusses the history and principles of transcultural nursing. It describes transcultural nursing as interacting with different cultures in a nursing context, based on anthropology and supported by research. The goal of transcultural nursing is to provide culturally congruent care to people of all cultural backgrounds. It also discusses challenges of transcultural nursing and the need for cultural competence among nurses.
This document discusses the concept of equality, including definitions, types, and importance in business. It notes that equality signifies equal treatment regardless of individual attributes and protects people from discrimination. For businesses, embracing equality and diversity improves creativity, decision-making, and customer service by drawing from a variety of experiences. The document also provides suggestions for how a company called TILC can improve their diversity policies, training, and daily operations to promote equality.
This document provides an overview of key concepts in equality and diversity for health and social care. It defines equality as creating a fair society where everyone can fulfill their potential, and diversity as valuing people's differences. It outlines protected characteristics under equality law such as age, disability, gender, race, religion, sex, and sexual orientation. Discrimination and harassment are discussed. The role of everyone in the health and social care system is to promote equality, diversity, and inclusion.
Equality & Diversity Slideshare july 2015Patrick Doyle
This course aims to raise awareness of Equality & Diversity and encourage candidates to take a proactive approach within the workplace. Equality and Diversity can be compromised by values, opinions, and prejudice; this course explores how prejudice may develop and how they may influence people. Candidates gain awareness of discriminatory practice and gain knowledge on how to promote equal opportunities for all and recognise the value of diversity.
Duration: 3 Hours
Experience: None required
This course is suitable for: all staff currently working within health and social care settings in the United Kingdom. The course is designed to meet the training needs of domiciliary care agencies, care home or hospital settings and all staff. The course is also ideal for carers.
Number of Trainees: 15 maximum
Course Standard: Certificate of attendance
Equipment Needed: A range of learning materials will be provided
Candidates will cover:
•Defining Equality
•Defining Diversity
•Equal Opportunities
•Social & Individual characteristics including identity and Individuality
•Managing Different Beliefs, values and attitudes
•Understanding discrimination and prejudice
•Rights & Responsibilities
•Legislation
•Overcoming bad practice
By the end of the course Candidates will be able to:
•Define the terms equality and diversity
•Understand the concept of equal opportunities
•Discuss underpinning legislation
•Understand the concept of stigma
The document discusses the concepts of equality and diversity, defining equality as equal rights and treatment for all individuals, while defining diversity as differences from what is normal or expected. It outlines various types of discrimination prohibited under the Equality Act 2010, including direct, indirect, associative, and perceptive discrimination. The Equality Act 2010 aims to strengthen and streamline anti-discrimination legislation in the UK by protecting individuals from discrimination based on several characteristics.
The care value base is a set of standards that guide health and social care professionals to improve clients' quality of life. It focuses on fostering equality and diversity by recognizing individual needs, respecting rights and responsibilities, and maintaining confidentiality of client information. Professionals are expected to provide individualized care without discrimination and keep private information private in accordance with legal requirements.
The document discusses cultural pluralism and multiculturalism. It defines culture and cultural pluralism as the acceptance of different ethnic or social groups within a society that develop their own cultures, as long as they are consistent with the wider society's laws and values. Multiculturalism values diverse perspectives and cultural relativity. The goals of multicultural education are discussed, including recognizing differences and similarities among people, and encouraging cooperative social skills through a diverse curriculum.
Cultural values form the core of cultures and can include factors like time orientation, family obligations, communication patterns, interpersonal relationships, gender, education, socioeconomic status, and religious beliefs. Cultural diversity is important for businesses and communities to not only survive but thrive, as all community members need to feel respected and utilized. A culturally diverse workplace can provide benefits like improved customer service, access to new markets, and innovative ideas from a range of viewpoints, while a lack of diversity can lead to tensions, low morale, and poorer service quality.
The document outlines 15 caring skills and techniques used in care work: observation, social perception, working alongside, modelling, setting challenges, communication, encouraging adaptive behaviors, physical contact, creating trust, gaining compliance, distraction, reducing negative feelings and beliefs, disengagement, and using eye contact and facial expressions. These skills involve collecting client information, noticing behaviors, perceiving feelings and intentions, working with clients, demonstrating behaviors, suggesting activities, effective listening, encouraging healthy behaviors, touch, acting reliably, obtaining agreement, managing pain/anxiety, lessening emotions, temporary withdrawal, and facial expressions. Mastering these techniques allows care workers to better understand and assist their clients.
Ross will give opening and closing remarks at the faculty meeting. Ross will also discuss cultural diversity and provide information on defining cultural diversity, challenges related to diversity in education, and the need for a paradigm shift from ignorance to awareness and celebration. Other agenda items include classroom lists by Curry, standards and word walls by Curry, the master schedule by Tran, and clinic procedures by Rehmann, with time for general comments and questions from faculty.
Global Medicine - Containing cost of care through global medicine0neW0rldT0gether
Presentation by Cindy Mason, CMT, Ph.D. Stanford Research Associate, former fellow Stanford School of Medicine at Palo Alto Veterans Administration. Discussion of growing evidence and effectiveness of cheap and accessible alternatives to care for growing populations.
Assessing equity and diversity within the canadian healthcare systemgriehl
This presentation discussed assessing equity and diversity within the Canadian healthcare system. It covered topics such as acknowledging traditional Indigenous lands, learning objectives around inclusion and diversity, exploring concepts like tone policing and the differences between gender and sex. Examples of creating safe spaces through Indigenous art and awareness months were provided. The presentation also discussed concepts like cultural safety, the importance of asking patients "What matters to you?" and recognizing one's own privilege as an ally working with Indigenous communities.
Restoring balance through cultural safety & the medicine wheelgriehl
North American culture sees health as an individual problem, but we live in dynamic, intercultural communities. Health is multifaceted with issues related to mental, spiritual, emotional, and physical health. Our culture can be a barrier to caring for our clients. Each area of the medicine wheel needs to be balanced for wholistic health for the client, where the client is the person, family, group, or community. Indigenous teachings support addressing all areas of the person to achieve balance. Cultural safety stresses the importance of reflection and acceptance of differences. We should not treat everyone the same, but we do need to recognize and acknowledge our blind spots.
Denial in cancer patients by Raquel Rodriguez Quintana Jonathan McFarland
Raquel is a Psycho-oncologist working at Son Llatzer Hospital, in Palma de Mallorca. In this presentation she talks about Denial In Cancer Patients; an important and fascinating talk.
The document discusses cultural safety in healthcare. It aims to broaden understanding of the Platinum Rule of treating others how they want to be treated and exploring cultural aspects of nursing care. It compares the Bronze, Silver, Gold, and Platinum Rules. It emphasizes that cultural safety stresses the importance of relationships, partnerships, and allowing clients to determine what is or isn't safe for them culturally. The document promotes providing holistic care that addresses both medical and social factors impacting a client's health.
Ethnicity refers to a cultural group's shared social and cultural heritage. It is complex and not always clearly defined. Characteristics include common language, religion, traditions, and food preferences. Culture represents learned behaviors and influences how patients and nurses relate. It includes values, beliefs, and customs learned from family. Nurses must consider a patient's socialization, including extended family, community, and participation in cultural and religious practices and beliefs to provide appropriate care. Prejudice can negatively impact the care patients receive from nurses if present.
This document describes a crisis intervention team working in an immigration detention unit. It provides context about the difficult living conditions for detainees and outlines the team's approach. The team uses Gestalt therapy principles and a six-step model of crisis intervention. This involves actively listening, ensuring safety, providing support, examining alternatives, making plans, and obtaining commitment from clients. The team works to help clients regain control during their crisis and restore equilibrium through creative adjustment.
This document discusses diversity and sensitivity in the classroom. It provides information on cultural competence for educators, highlighting the importance of valuing diversity, self-assessment, managing differences, acquiring cultural knowledge, and adapting to student diversity. The document outlines a range of student backgrounds that may affect learning, from poverty and disability to affluence and nurturing home life. It emphasizes that educators must recognize both unique student differences and commonalities to teach effectively in a cross-cultural environment.
FNIM cultures in Saskatchewan Practical Nursing November 28 2019griehl
This document provides an overview of a presentation on First Nations, Inuit and Métis (FNIM) cultures in Saskatchewan. The presentation discusses key concepts like the medicine wheel, cultural competence, reflective practice and land acknowledgments. It encourages learning about residential schools and their impact, as well as Treaty rights and Indigenous health services. Storytelling is used to illustrate concepts. The goal is to help attendees broaden their understanding of applying the Platinum Rule of treating others how they want to be treated when working with diverse clients.
This document summarizes a class on diversity in healthcare. The objectives are for students to gain awareness of cultural awareness, cultural safety, and cultural competency in healthcare as well as gender in healthcare. Key topics discussed include cultural awareness, sensitivity, knowledge, competence, humility, and safety. The importance of understanding one's own culture and biases is emphasized. Definitions of family, sex, and gender are also provided.
Muhammad Saud KharalPhD in Social Science, Department of Sociology Faculty of Social and Political Sciences, Universitas Airlangga, Surabaya Indonesia.
Email: muhhammad.saud@gmail.com
This document discusses cultural diversity and cultural competence at Sandhills Endoscopy Center. It states that cultural diversity represents the existence of various cultural groups within a society. As a result, medical professionals need to provide customized care that acknowledges differences in culture, gender, religion, and socioeconomic factors.
Sandhills Endoscopy Center aims to provide care considering a patient's ethnicity, race, gender, age, sexual orientation, religion, and other characteristics. It discusses the importance of cultural competence in interacting effectively with diverse cultures and backgrounds. The document provides tips for medical professionals to be more culturally sensitive, such as not making assumptions, practicing active listening, overcoming language barriers, building trust, and learning about patients' cultures.
This document discusses the importance of cultural competency in healthcare. It defines culture and cultural competency, and notes that the US population is becoming more diverse. It also discusses how minorities experience greater health disparities due to socioeconomic disadvantages and access to care issues. The document then outlines the commitment of Schwab Rehabilitation Hospital to diversity, inclusion, and providing culturally competent care. It discusses challenges like language barriers, biases, and microaggressions, and emphasizes the importance of education and training to improve cultural competency among healthcare providers.
The hospice and its role in the community - د فيصل الناصرAlbert Seo
Faisal Abdul-Latif Al-Nasir FPC,MICGP,FRCGP,FFPC,PhD Professor of Family Medicine
Ex-Vice Predident
Arabian Gulf University
http://www.faisalalnasir.com
Cultural competence is important for healthcare providers to effectively serve an increasingly diverse patient population. It involves understanding a patient's cultural beliefs, practices, and values in order to provide quality care. Some key aspects of cultural competence include cultural awareness, knowledge, skill, and encounters. Without cultural competence, there can be misunderstandings between providers and patients that negatively impact care.
The medicine wheel tx planning and refferal 11 10-10Amburn
This document summarizes a presentation on the Medicine Wheel and its application to multi-discipline treatment planning and referrals. It discusses the Medicine Wheel's holistic circular approach and how its seven dimensions relate to addressing a person's physical, mental, emotional, and spiritual needs. Dimension 1 involves detox, while Dimension 2 refers to medical needs. Dimension 3 covers issues like abuse, trauma, and mental health. The presentation warns of high rates of issues like domestic violence and abuse in Native communities. It emphasizes referring clients to appropriate services beyond one's own limitations and providing ongoing support that recognizes healing from abuse may take longer than typical treatment timeframes.
The medicine wheel tx planning and refferal 11 10-10Amburn
The document discusses the Lakota Medicine Wheel model for treatment planning and referrals. It provides an overview of the medicine wheel, which views a person's well-being as interconnected across spiritual, physical, emotional, and social dimensions. Treatment needs are identified across these dimensions, with referrals made to address needs such as detoxification, trauma treatment, cultural exploration, relapse prevention skills, and developing a support system. The medicine wheel provides a holistic framework for understanding a client's issues and balancing the different areas of their life.
Ethics, Service-Learning, & Social ResponsibilityGRS UBC
This document discusses the importance of developing ethical and socially responsible learners in higher education. It notes that students need preparation to face challenges in the workplace, a diverse democracy, and an interconnected world. The document advocates teaching social responsibility, honesty, ethics and discernment of ethical consequences. It discusses how UBC aims to prepare students as exceptional global citizens who promote civil and sustainable values. The document also notes the importance of competence and conscience in the professions, and ensuring technical skills are coupled with ethical and socially considerate judgements. It emphasizes critical self-reflection and understanding one's own assumptions to shift perspective to others and conditions of injustice.
Session C - The use of self as a guide to sensitive and compassionate communi...JaspreetBhogal
This document discusses the importance of compassion in healthcare interactions. It defines compassion and explores how stress can negatively impact compassion for both patients and healthcare providers. The role of self-awareness and mindfulness are examined as ways to mitigate stress and practice compassion even during difficult interactions. Active listening is also discussed as a way to understand patients' experiences without judgment and show compassion.
This document discusses emergency preparedness and response for healthcare facilities. It covers topics like the fundamental paradox of preparing for unlikely emergencies, terrorism, weapons of mass destruction including chemical, biological, radiological and nuclear agents. Various disease categories are described based on their priority, means of transmission and potential impact. The document emphasizes the importance of healthcare workers understanding emergency response plans and their role in responding to different emergency situations.
This document provides an overview of safety policies and procedures for Chesapeake Medical Staffing employees, including emergency codes, disaster planning, hazardous materials, fire safety, and more. Universal safety principles should always be followed in clinical settings. The document reviews key safety elements and responsibilities of both the facility and individual employees to ensure a secure environment.
This document discusses domestic violence and abuse, including definitions, prevalence, risk factors, signs and symptoms, screening and documentation procedures for healthcare providers, and interventions to assist victims. It is intended for mandatory annual training of employees at Chesapeake Medical Staffing.
The document discusses the Health Insurance Portability and Accountability Act (HIPAA) and how it relates to protecting patient privacy and confidentiality. HIPAA aims to assure health insurance portability, reduce fraud, and guarantee confidentiality of health information. It requires covered entities like hospitals and healthcare providers to implement privacy protections for protected health information. HIPAA affects how patient information can be shared, used, and accessed according to regulations regarding consent, authorization, and permitted disclosures for treatment, payment, and operations. Staff must be trained on HIPAA policies and compliance is mandatory to avoid penalties for violations.
The document discusses infection control procedures for healthcare workers. It covers the goals of infection control training which are to educate workers on pathogen transmission in the workplace and apply principles to minimize risks. Standard precautions that should be used with all patients are outlined, including hand hygiene, use of gloves, gowns and masks. Additional contact and airborne precautions are described for patients with certain infections.
The document discusses bloodborne pathogens and safety protocols for employees of Chesapeake Medical Staffing. It covers mandatory training on bloodborne pathogens, personal protective equipment (gloves, gowns, masks, etc.), standard precautions to treat all blood and body fluids as infectious, and procedures for exposure incidents. The two main bloodborne pathogens discussed are hepatitis B and human immunodeficiency virus (HIV), along with their transmission routes and related safety practices.
This document discusses airborne pathogens and provides information about tuberculosis (TB), SARS, and their transmission. It notes that healthcare workers face greater risk of exposure to airborne pathogens than the general public and outlines recommended precautions like respiratory protection, isolation, and annual TB testing for workers. The document emphasizes the importance of early detection and treatment to control the spread of airborne illnesses like TB and prevent exposure.
This document discusses age-specific competencies in caring for patients of different ages. It covers growth and development from infancy through adolescence, highlighting physical, mental, communication and safety needs specific to each age group. The document is intended as training material for medical staff, emphasizing the importance of understanding age-appropriate needs and behaviors in providing quality patient care.
This document discusses several National Patient Safety Goals established by the Joint Commission for hospitals to implement in order to improve patient safety. It provides details on the goals for 2013 related to reducing catheter-associated urinary tract infections, using two patient identifiers, eliminating transfusion errors, reporting critical test results in a timely manner, labeling medications and properly managing anticoagulant therapy.
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Cultural Diversity
1. This material is the private property of Chesapeake Medical
Cultural Diversity and HealthCultural Diversity and Health
CareCare
2. This material is the private property of Chesapeake Medical
Cultural DiversityCultural Diversity
We all have it!We all have it!
Obvious manifestations include:Obvious manifestations include:
religionreligion
ethnicity (race)ethnicity (race)
national origin (language)national origin (language)
gendergender
3. This material is the private property of Chesapeake Medical
Cultural DiversityCultural Diversity
Less obvious manifestations include:Less obvious manifestations include:
ageage
educationeducation
socioeconomic classsocioeconomic class
mobility (including handicaps)mobility (including handicaps)
4. This material is the private property of Chesapeake Medical
What is Culture?What is Culture?
Culture is the sum total of the way ofCulture is the sum total of the way of
living; includes values, beliefs, standards,living; includes values, beliefs, standards,
language, thinking patterns, behaviorallanguage, thinking patterns, behavioral
norms, communications styles, etc.norms, communications styles, etc.
Culture guides decisions andCulture guides decisions and
actions of a group through time.actions of a group through time.
5. This material is the private property of Chesapeake Medical
Expressions of Culture inExpressions of Culture in
Health CareHealth Care
Health Belief SystemsHealth Belief Systems
define and categorize health and illnessdefine and categorize health and illness
offer explanatory models for illnessoffer explanatory models for illness
are based upon theories of the relationshipare based upon theories of the relationship
between cause and the nature of illnessbetween cause and the nature of illness
and treatmentsand treatments
define the specific “scope” of practice fordefine the specific “scope” of practice for
healershealers
6. This material is the private property of Chesapeake Medical
The Culture of WesternThe Culture of Western
MedicineMedicine
Common Practices in Western MedicineCommon Practices in Western Medicine
Meliorism – make it betterMeliorism – make it better
Dominance over nature – take controlDominance over nature – take control
Activism – do somethingActivism – do something
Timeliness – sooner than laterTimeliness – sooner than later
Therapeutic aggressiveness –Therapeutic aggressiveness –
stronger=betterstronger=better
Future orientation – plan, newer=betterFuture orientation – plan, newer=better
Standardization – treat similar the sameStandardization – treat similar the same
7. This material is the private property of Chesapeake Medical
Comparing Our Beliefs to OthersComparing Our Beliefs to Others
““Western”Western”
Make it betterMake it better
Control over natureControl over nature
Do somethingDo something
Intervene nowIntervene now
Strong measuresStrong measures
Plan ahead – recentPlan ahead – recent
is bestis best
Standardize – treatStandardize – treat
everyone the sameeveryone the same
““Others”Others”
Accept with graceAccept with grace
Balance/HarmonyBalance/Harmony
with naturewith nature
Wait and seeWait and see
Cautious deliberationCautious deliberation
Gentle approachGentle approach
Take life as it comesTake life as it comes
– “time honored”– “time honored”
Individualize –Individualize –
recognizerecognize
differencesdifferences
8. This material is the private property of Chesapeake Medical
Cultural CompetenceCultural Competence
Cultural competence is defined as a setCultural competence is defined as a set
of congruentof congruent behaviors, practices,behaviors, practices,
attitudes and policiesattitudes and policies that come together in athat come together in a
system or agency or among professionals,system or agency or among professionals,
enabling effective work to beenabling effective work to be
done in cross-cultural situations.done in cross-cultural situations.
9. This material is the private property of Chesapeake Medical
The Cultural CompetenceThe Cultural Competence
ContinuumContinuum
Requires Self ReflectionRequires Self Reflection
Where am I now?Where am I now?
Where could I be?Where could I be?
11. This material is the private property of Chesapeake Medical
Cultural CompetenceCultural Competence
DefinitionsDefinitions
Cultural DestructivenessCultural Destructiveness:: forcedforced
assimilation, subjugation, rights andassimilation, subjugation, rights and
privileges for dominant groups onlyprivileges for dominant groups only
Cultural IncapacityCultural Incapacity:: racism, maintainracism, maintain
stereotypes, unfair hiring practicesstereotypes, unfair hiring practices
Cultural BlindnessCultural Blindness:: differences ignored,differences ignored,
“treat everyone the same”, only meet“treat everyone the same”, only meet
needs of dominant groupsneeds of dominant groups
12. This material is the private property of Chesapeake Medical
Cultural CompetenceCultural Competence
DefinitionsDefinitions
Cultural Pre-competenceCultural Pre-competence:: explore culturalexplore cultural
issues, are committed, assess needs ofissues, are committed, assess needs of
organization and individualsorganization and individuals
Cultural CompetenceCultural Competence:: recognize individualrecognize individual
and cultural differences, seek advice fromand cultural differences, seek advice from
diverse groups, hire culturally unbiased staffdiverse groups, hire culturally unbiased staff
Cultural ProficiencyCultural Proficiency:: implement changes toimplement changes to
improve services based upon cultural needs,improve services based upon cultural needs,
do research and teachdo research and teach
13. This material is the private property of Chesapeake Medical
Acquiring CulturalAcquiring Cultural
CompetenceCompetence
Begins with awarenessBegins with awareness
Grows with knowledgeGrows with knowledge
Enhanced with specific skillsEnhanced with specific skills
Polished through cross-culturalPolished through cross-cultural
encountersencounters
14. This material is the private property of Chesapeake Medical
The Explanatory ModelThe Explanatory Model
Arthur Kleinman, Ph.D.Arthur Kleinman, Ph.D.
Use a culturally sensitive approach toUse a culturally sensitive approach to
inquiring about a health problem.inquiring about a health problem.
Ask your patient:Ask your patient:
What do you call your problem?What do you call your problem?
What do you think caused your problem?What do you think caused your problem?
Why do you think it started when it did?Why do you think it started when it did?
What does your sickness do to you? HowWhat does your sickness do to you? How
does it work?does it work?
How severe is it? How long do you think youHow severe is it? How long do you think you
will have it?will have it?
15. This material is the private property of Chesapeake Medical
Ask Your PatientAsk Your Patient
What do you fear most about your illness?What do you fear most about your illness?
What are the chief problems your sickness has causedWhat are the chief problems your sickness has caused
you?you?
Do you know anyone else with the same problem?Do you know anyone else with the same problem?
What have you done so far to treat your illness?What have you done so far to treat your illness?
What treatments do you think you should receive?What treatments do you think you should receive?
What important results do you hope to receive from theWhat important results do you hope to receive from the
treatment?treatment?
Who else can help you?Who else can help you?
16. This material is the private property of Chesapeake Medical
TheThe LEARNLEARN ModelModel
Berlin and FowkesBerlin and Fowkes
LListenisten to the patient’s perception of theto the patient’s perception of the
problem.problem.
EExplainxplain your perception of the problem.your perception of the problem.
AAcknowledgecknowledge and discussand discuss
differences/similarities.differences/similarities.
RRecommendecommend treatment.treatment.
NNegotiateegotiate treatment.treatment.
17. This material is the private property of Chesapeake Medical
InterpretersInterpreters
Qualifications:Qualifications:
Bilingual, bicultural,Bilingual, bicultural,
Understands English medicalUnderstands English medical
vocabularyvocabulary
Comfort in the medical setting,Comfort in the medical setting,
understands significance of theunderstands significance of the
health problemhealth problem
Preserves confidentialityPreserves confidentiality
18. This material is the private property of Chesapeake Medical
Multiple Roles of InterpretersMultiple Roles of Interpreters
Interpreters have multiple roles including:Interpreters have multiple roles including:
translator of languagetranslator of language
culture brokerculture broker
patient advocate: convey expectations,patient advocate: convey expectations,
concernsconcerns
19. This material is the private property of Chesapeake Medical
Working with InterpretersWorking with Interpreters
Use language to identify the interpreterUse language to identify the interpreter
as the go-between, not as the person toas the go-between, not as the person to
be blamed, e.g., the interpreter mightbe blamed, e.g., the interpreter might
say, “The doctor has ordered tests andsay, “The doctor has ordered tests and
this is what he says.”this is what he says.”
20. This material is the private property of Chesapeake Medical
Working with LanguageWorking with Language
Translation ConsiderationsTranslation Considerations
Language: consider meaningful descriptionLanguage: consider meaningful description
Navajo: Explain Penicillin as “the strong white medicineNavajo: Explain Penicillin as “the strong white medicine
shot you get for a cold”shot you get for a cold”
Minimize jargon, e.g., “machine to look at yourMinimize jargon, e.g., “machine to look at your
heart” instead of “EKG”heart” instead of “EKG”
Nonverbal communication comprises 60% of allNonverbal communication comprises 60% of all
communicationcommunication
Nodding may indicate politeness, notNodding may indicate politeness, not
comprehensioncomprehension
Bilingual interviewing takes at least twice as longBilingual interviewing takes at least twice as long
as monolingual interviews!as monolingual interviews!
21. This material is the private property of Chesapeake Medical
Responsibilities of HealthResponsibilities of Health
Care ProvidersCare Providers
Learn and use a few phrases of greeting andLearn and use a few phrases of greeting and
introduction in the patient’s native language.introduction in the patient’s native language.
This conveys respect and demonstrates yourThis conveys respect and demonstrates your
willingness to learn about his/her culture.willingness to learn about his/her culture.
Tell the patient that the interpreter willTell the patient that the interpreter will
translate everything that is said, so they musttranslate everything that is said, so they must
stop after every few sentences.stop after every few sentences.
22. This material is the private property of Chesapeake Medical
Responsibility of Health CareResponsibility of Health Care
ProvidersProviders
When speaking or listening, watch theWhen speaking or listening, watch the
patient, not the interpreter. Add yourpatient, not the interpreter. Add your
gestures, etc. while the interpreter isgestures, etc. while the interpreter is
translating your message.translating your message.
Reinforce verbal interaction with visual aidsReinforce verbal interaction with visual aids
and materials written in the client’s language.and materials written in the client’s language.
Repeat important information more thanRepeat important information more than
once.once.
23. This material is the private property of Chesapeake Medical
Your ResponsibilitiesYour Responsibilities
Always give the reason or purpose for aAlways give the reason or purpose for a
treatment or prescription.treatment or prescription.
Make sure the patient understands by havingMake sure the patient understands by having
them explain it themselves.them explain it themselves.
Ask the interpreter to repeat exactly what wasAsk the interpreter to repeat exactly what was
said.said.
Personal information may be closely guardedPersonal information may be closely guarded
and difficult to obtain.and difficult to obtain.
Patient may request or may bring a specificPatient may request or may bring a specific
interpreter to the clinic.interpreter to the clinic.
24. This material is the private property of Chesapeake Medical
ConsiderationsConsiderations
In some cultures it may not be appropriate toIn some cultures it may not be appropriate to
suggest making a will for dying patients orsuggest making a will for dying patients or
patients with terminal illnesses; this is thepatients with terminal illnesses; this is the
cultural equivalent of wishing death on acultural equivalent of wishing death on a
patient.patient.
Avoid saying “you must”, instead teachAvoid saying “you must”, instead teach
patients their options and let them decide,patients their options and let them decide,
e.g., “some people in this situation would...”e.g., “some people in this situation would...”
25. This material is the private property of Chesapeake Medical
Additional InformationAdditional Information
JCAHO requires education for all health careJCAHO requires education for all health care
providers regarding cultural diversity.providers regarding cultural diversity.
Visit these sites for more information:Visit these sites for more information:
www.ggalanti.com/articles.htmlwww.ggalanti.com/articles.html
www.ggalanti.com/concepts.htmlwww.ggalanti.com/concepts.html
www.ggalanti.com/cultural_profiles.htmlwww.ggalanti.com/cultural_profiles.html
www.nursingworld.org/ojin/topic20/tpc20_2.htmwww.nursingworld.org/ojin/topic20/tpc20_2.htm
www.diversityrx.org/www.diversityrx.org/
www.health.qld.gov.au/multicultural/cultdiv/default.aspwww.health.qld.gov.au/multicultural/cultdiv/default.asp
26. This material is the private property of Chesapeake Medical
Cultural Diversity and HealthCultural Diversity and Health
CareCare
It is because we are different that each of us is special.It is because we are different that each of us is special.