The population is more culturally diverse today than any other time in history and nurses are increasingly challenged to become culturally competence (Bearskin, 2011). Andrews and Boyle (2016) refer to cultural competence as the assimilation of one’s beliefs, values, knowledge and cross-cultural experiences, as well as meeting the broader responsibilities of effective communication, and accessibility to expert and safe healthcare. In general terms cultural competence equates to equitable health care. However, studies such as Bearskin (2011) shows that, despite medical and technological advances, healthcare disparity continues to impact mariginalized communities. Irrespective to education and socioeconomic status black and brown people encounter …show more content…
These are real issues requiring solutions; however, it is necessary to point out that healthcare disparities continue to exist between people of color and white people with similar wealth, education, and access to healthcare services. This suggests that racial/ethnic bias, in this case implicit bias, has a significant influence on the treatments healthcare professionals provide. Implicit bias refers to the unconscious judgment of patients and communities based on preconceived associations, and result in disadvantaged or advantaged healthcare treatment (FitzGerald & Hurst, 2017).
Nurses pledge to act ethically and work for the welfare of the patient. Treatment that is bias compromises ethics and is contrary to the ethos of the nursing profession. Unlike racist ideology and overt bias, implicit bias occurs outside the awareness of the couscious. Providers fail to recognize their bias, thus, do not see their actions as unethical and harmful. Dispite the challenge brought on by disassociation, the association between bias—exolicit or implicit—and ethical dilemma is
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Cultural competency training is a common intervention that can be done in group settings or administered individually online. Training can include self-assessments and education on cultural awareness. Other methods of intervention are self-reporting via survey and the Implicit Association Test (IAT) (Andrews & Boyle, 2016). Self-reporting requires honest and open self reflection. Schultz and Baker (2017) identified that cognitive dissonance may compromise the reliability of self-reporting. Skewed answers produce unreliable results, which limits the benefit of the survey. The IAT is a popular strategy and yielded a lot of information on bias. However, it fails to identify the root of the bias (Maina, Belton, Ginzberg, Singh, & Johnson, 2018). Increasing racial and ethnic diversity in the work force is another strategy to resolve bias and disparity in healthcare. Diversity in healthcare opens a connection to many communities; however, adding diversity to the rank and file is not enough. The culture of bias and discrimination must also be resolved. Moceri’s (2012) study indicate that Latino nurses who routinely saw or experienced discrimination in the workplace were more likely to leave the job. That is not to suggest the strategies are meaningless. There limits must be recognize and corrective actions implemented
Oliver, M. N., Wells, K. M., Joy-Gaba, J., Hawkins, C. B., & Nosek, B. A. (2014). Do Physicians' Implicit Views of African Americans Affect Clinical Decision Making? The Journal of American Board of Family Medicine, 27 (2), 177-188. Retrieved from www.jabfm.org
The absence of cultural competency in some health care providers, lack of community perspective integration in health care facilities, and low quality health care received by women in developing countries.These are the three most pressing health care concerns that need to be addressed in our ever changing world. The first of the issues I’ll be discussing is the lack of cultural competency amongst health care providers, as well as the shortage of education and training in cultural competency. As we all know and see the United States is a racially and ethnically diverse nation which means our health care providers need to be equipped with the necessary education and training to be able to provide for diverse populations. As an East African
Working as a research nurse at the Ohio State University, I often encounter patients that
Management activities include educating the group and providing support for the acceptance and respect for various racial, cultural, societal, geographic, economic and political backgrounds.” Management should encourage and spearhead an increase in both ethnic and racial diversity amongst health care workers into management positions. According to Cohen, et-al, (2002) “by having medically trained health care policymakers who will accurately reflect the diverse American culture can eventually, have a substantial influence on the future of health care policy for all Americans”
The United States’ population is currently rising exponentially and with growth comes demographic shifts. Some of the demographics shifts include the population growth of Hispanics, increase in senior citizens especially minority elderly, increase in number of residents who do not speak English, increase in foreign-born residents, population trends of people from different sexual orientation, and trends of people with disabilities (Perez & Luquis, 2009). As a public health practitioner, the only way to effectively eliminate health disparities among Americans, one must explore and embrace the demographic shifts of the United States population because differences exist among ethnic groups (Perez, 2009). We must be cognizant of the adverse health conditions for each population and the types of socioeconomic factors that affect them. Culture helps shape an individual’s health related beliefs, values, and behaviors. It is more than ethnicity and race; culture involves economic, political, religious, psychological, and biological aspects (Kleinman & Benson, 2006). All of these conditions take on an emotional tone and moral meaning for participants (Kleinman & Benson, 2006). As a health professional, it is one’s duty to have adequate knowledge and awareness of various cultures to effectively promote health behavior change. Cultural and linguistic competencies through cultural humility are two important aspects of working in the field of public health. Cultural competency is having a sense of understanding and respect for different cultural groups, while linguistic competency is the complete awareness of the language barriers that impact the health of individuals. These concepts are used to then work effectively work with various pop...
Baccalaureate-prepared nurses should demonstrate cultural awareness and competence in their practice in order to provide quality care to diverse populations in the society (Kersey-Matusiak, 2012). The US health care system faces disparities in the health status of different cultural groups such as the racial and ethnic minorities, the economically disadvantaged groups and rural populations (Jeffreys, 2006). Cultural competence refers to the attitudes, knowledge, and skills that are necessary for providing care in diverse populations and I believe that I have acquired personal cultural awareness and competence (Weber & Kelly, 2009). I am able to promote social justice by remaining impartial
Therefore, considering these issues is an impediment when discussing the disparities in health. Some minorities are disadvantaged in the current healthcare while some are not. However, it is complicated to identify reasons for inequalities because health outcome is a result of numerous interactions with factors including the individual’s access to care, the quality of care provided, health behaviors such as tobacco and alcohol consumption, the presence or absence of complicating conditions, and personal attitudes toward health and medicine. Therefore, Examining existing racial and ethnic issues, developing potential solutions for current disparities, and preparing for future challenges as shifts in trends emerge are essential aspects of health care improvements” (Boslaugh,
Cultural Competence is important for many reasons. First, it can help develop culturally sensitive practices which can in turn help reduce barriers that affect treatment in health care settings. Second, it can help build understanding, which is critical in competence, in order wards knowing whom the person recognizes as a health care professional and whom they views as traditional healer, can aid the development of trust and improve the individual’s investment and participation in treatment. Third, our population in the United States is not only growing quickly but also changing, cultural competence will allow us as educators and healthcare workers keep up wi...
According to the institute of Medicine (IOM), racism is a problem in the health care system, that is, the difference between the quality of health care received by minorities and non-minorities is due to racism. IOM is a nonprofit organization that advises the federal government and the public on science policy. It released a report that on average, minorities receive a lower quality of care, even when factors such as income and type of health insurance are accounted for. The report by IOM states that racial stereotypes and prejudice are the cause of the health care disparities. The article by IOM points ...
...should become more open minded when creating an application pool for job seekers. They should make the application and hiring process less bias and discriminatory in order for minorities to have a better opportunity at gaining a job in healthcare leadership and management. To prevent employers from believing social stereotypes, they must educate themselves on other races and ethnicities backgrounds to have a better understanding of them and their beliefs. As the diversity of the United States population continue to rise, the demand for diversity in healthcare is on a steady increase. It is vital for healthcare organizations to add diversity in their workforce to benefit patients’ comfortability when seeking medical attention. The barriers that stand in the recruitment of minority employees should be broken to benefit both healthcare organizations and their patients.
There is a lack of conceptual clarity with cultural competence in the field and the research community. Cultural competence is seen as encompassing only racial and ethnic differences, and omitting other population groups who are ethnically and racially similar to providers, but are stigmatized or discriminated against, who are different in other identities, and have some differences in their health care needs that have resulted in health disparities. (Agency for Healthcare Research and Quality,
Healthcare disparities are when there are inequalities or differences of the conditions of health and the quality of care that is received among specific groups of people such as African Americans, Caucasians, Asians, or Hispanics. Not only does it occur between racial and ethnic groups, health disparities can happen between males and females as well. Minorities have the worst healthcare outcomes, higher death rates, and are more prone to terminal diseases. For African American men and women, some of the most common health disparities are diabetes, cancer, hypertension, cardiovascular disease, and HIV infections. Some factors that can contribute to disparities are healthcare access, transportation, specialist referrals, and non-effective communication with patients. There is also much racism that still occurs today, which can be another reason African Americans may be mistreated with their healthcare. “Although both black and white patients tended not to endorse the existence of racism in the medical system, African Americans patients were more likely to perceive racism” (Laveist, Nickerson, Bowie, 2000). Over the years, the health care system has made improvements but some Americans, such as African Americans, are still being treating unequally when wanting the same care they desire as everyone else.
Cultural competence is a skill essential to acquire for healthcare providers, especially nurses. Cooperating effectively and understanding individuals with different backgrounds and traditions enhances the quality of health care provided by hospitals and other medical facilities. One of the many cultures that nurses and other health care providers encounter is the American Indian or Native American culture. There are hundreds of different American Indian Tribes, but their beliefs and values only differ slightly. The culture itself embodies nature. To American Indians, “The Earth is considered to be a living organism- the body of a higher individual, with a will and desire to be well. The Earth is periodically healthy and less healthy, just as human beings are” (Spector, 2009, p. 208). This is why their way of healing and symbolic items are holistic and from nature.
In the healthcare system, it is needed even more. Many healthcare facilities need to have their workforce diverse in order to reap benefits. In the 2000 U.S. Census, African Americans accounted for nearly 12.7 percent of the workforce, that number hasn’t increased exponentially today. Many minorities are underrepresented in the healthcare workforce, which can affect delivery of healthcare. Some benefits that many organizations see from a diverse work environment are: varied ideas, a larger talent pool, reduced discrimination, and more productivity. These benefits can impact the healthcare delivery system by improving quality of care and quality in the
It seems unlikely that blatant and overt prejudices—that typified the United States 50 years ago are responsible for disparities in healthcare. Now it is reasonable to assume that the vast majority of healthcare providers reject blatant forms of racial discriminations in both their personal and professional lives. But contemporary discrimination and stereotyping take more subtle and indirect forms; it is these prejudices-related processes that the IOM Committee (2003) believed played a major role in race specific disparities in healthcare. Here the prejudices loop, bias loop, counter effecting loops all