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Cultural diversity among nurses
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In a study, Li writes, “Healthcare team performance may be hindered due to the different cultural backgrounds of the nurses” (2014, p. 316). A report mentions that the IENs have less confidence in providing culturally competent care to the patients of the different culture due to lack of understanding of health beliefs, values and behaviors of that culture (Lampley, 2008). For instance, in Philippines, most of the decisions are made by the doctors. Nurses just follow doctors’ order in decision making (Tregunno, et al., 2009). But in Canada nurses are required to be more assertive and actively involved in decision-making and have more responsibility and accountability regarding patient care. Further, Canada is a multicultural country and …show more content…
Employment discrimination includes unequal treatment in employment decisions, opportunities, hiring and firing, compensation, promotion done by the supervisor and management on the basis of nurses’ race, origin, color, religion and language (Walani, 2015). In some cases even the patients refuge to be treated from a nurse with certain ethnic or national background. In Primeau’s study (2014), one IEN reports that a patient denied her care and said, “I don’t want to be treated by a terrorist”. Moreover, immigrant nurses are often employed in less desirable areas, lower positions and are excluded from the opportunities which could promote them easily to higher positions ((Li, 2014). Discrimination is not only unethical but also an illegal practice at any workplace. However, sometimes the IENs themselves acknowledge that they have less confidence and take inequality for granted. So, they do not report some cases of discrimination. Moreover, even the colleagues, patients and families treat the IENs with aggression, resentment, less trust and uncooperative manner (College of Nurses of Ontario [CNO], 2007). Sometimes, the coworkers intentionally misunderstand and underestimate the IENs’ education and skills and bully them (Kingma, 2007). A study by Hagey shows that immigrant black nurses also face racial discrimination in nursing employment in Canada (2001). …show more content…
So, organizations need to educate all nurses of all levels about all forms of discriminatory behaviours occurred in workplaces (Hagey et. al). Moreover, nursing leaders can urge the organizations to develop anti-discrimination policies and support IENs, who face workplace racial discrimination, to report and seek legal justice (CNFU, 2007). It helps enhance patient safety, quality care and also increases inter-professional collaboration. Nursing leaders should take step to ensure that IENs are treated equitably in all health care setting (Franklin et al….). Further, they can promote positive organizational culture to IENs by ensuring equitable treatment in the workplace. Encouraging cultural sharing during formal meetings as well as informal gatherings helps IENs explore Canadian culture also the role of leader in organizational level. Finally, nursing leaders have to sit to talk with the employers to provide sufficient opportunities and resources to help flourish their professional skills then only quality care and patient safety can be
Roberts, S. J., DeMarco, R., & Griffin, M. (2009, January). The effect of oppressed group behaviours on the culture of the nursing workplace: A review of the evidence and interventions for change. Journal of Nursing Management, 17 (3), 288–293. http://dx.doi.org/10.1111/j.1365-2834.2008.00959.x
Immigration and the minority population is increasing each and every year. With a growing ethnically diverse population, it is vital that nurses are sufficiently equipped for and able to work with patients in a way that identifies and respects their diversity.
Environmental justice can influence the population’s health. This environmental justice is relevant to nursing, because awareness brings changes and can save and improve many lives. When a person in a hospital or in a community setting is affected by a health problem, the entire community is at risk, knowing the population is lack of knowledge and have limited access to understand health care system. Therefore, a solution to eliminating cultural disparities is optimal for immigrant communities. In conformity with the Journal of Transcultural Nursing journal, nurses need to follow 12 steps to have a successful result when integrating cultural competence in the health care environment: social justice, critical reflection, knowledge of cultures, culturally competent practice, cultural competence in the health care systems and organizations, patient advocacy and empowerment, multicultural workforce, education and training in culturally competent care, cross-cultural communication, cross-cultural leadership, policy development, a...
...ir personal encounters with Aboriginal classmates that they might have had in high school. Life experiences, parental upbringing, ethnic roots, social status and education all shape nursing practices. Nurses and other health care professionals are trained in institutions that fail to recognise the socio-political injustices that occur in health care settings. In addition to this, their experiences in their work and in their personal lives and communities, they already have opinions about certain groups of people. “Cultural safety would encourage nurses to question popular notions of culture and cultural differences, to be more aware of the dominant social assumptions that misrepresent certain people and groups, and to reflect critically on the wider social discourses that inevitably influence nurses’ interpretive perspectives and practices” (Browne, 2009, p. 21).
Puzan (2003, p. 197) discusses racial stratification being responsible for organizing social relations, meaning that through language and practice, nurses participate in the production and maintenance of patient identities. Nurses are vulnerable to interacting and responding to patients with unconscious biases, relying on embedded and accepted stereotypes. Racial health care inequality is a multidimensional problem, with barriers to health care involving the health care system, the patient, community, and health care providers themselves. A lack of awareness and education pertaining to issues of race, racism, and whiteness contribute to poor perceptions are being addressed within Australian nursing curriculum (Van Den Berg, 2010, p. 2). The relationship between health and racism has been found as the cause of persistent health differences by racial or ethnic classification and racism is identified as the root cause of the extreme socio-economic and health disadvantage experienced by Aboriginal Australians (Larson et al, 2007, p. 26). Possessing a diversity and cross cultural competency is important, as is paying attention to systemic policies and procedures that negatively impact a nurse’s ability to provide adequate care to people of all races.
Racial discrimination in the workplace has been a persistent theme in Canada’s history as well as present-day times. The occurrence of actions and attitudes that impose a sense of one being less equal than another on the basis of one’s race in Canada’s workplace inhibits both our nation’s ability to move forward as well as strengthen unification within our country. The belief in a more egalitarian society, where one’s race and ethnic background have little to no impact on employees (or potential employees) standings within the job market, would seemingly be reinforced by the majority of Canadians, who consistently show support for Canada’s multicultural identity. Couple that with the noticeable strides Canada has made in the past several decades through legislation, in order to eliminate discriminatory practices and actions within the workplace, and one would likely assume that racial discrimination within the workplace is largely a concern of the past. However, current research supports the argument that the level of which racial discrimination occurs today is increasing, and as such it persists to be a key problem in the current workplace of the nation. In the workplace, racial discrimination is often seen with regard to uneven access to jobs, unfair selection and promotion criteria (as well as access to the means in order to meet this criteria), and workplace harassment. This paper compares similar findings of two articles; the first, Racial inequality in employment in Canada, as was published in the Canadian Public Administration (CPA), and the second, What Are Immigrants’ Experiences of Discrimination in the Workplace?, published by the Toronto Immigrant Employment Data Initiative (TIEDI).
Integrating the framework will enable nurses to become culturally competent health care providers. First and foremost, the framework permit patients’ the opportunity to express their concerns and perception of their problem (Campinha-Bacote, 2011). Additionally, it focuses on incorporating the patients beliefs, values, and needs into the plan of care. The framework further give nurses an opportunity to better understand and evaluate their patients’ concerns. Campinha-Bacote (2011) reported that continuous encounters with culturally diverse backgrounds will lead nurses to validate, refine, or modify what they know of existing values, beliefs, and practices of a cultural group. This in turn, will develop into cultural desire, cultural awareness, and cultural knowledge. With the end result, being cultural
Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).
The impact of racism faced by migrant nurses could result to loss of self-esteem and loss of confidence in their own capabilities as competent nurses (Larsen 2007). Racism violates values of fairness and equality which denies its victims respect and dignity. It also empowers perpetrators to humiliate others (Soutphommasane, 2013). Experiencing racial discrimination has been linked to substance and alcohol misuse and an increased risk of obesity, heart disease and stroke (de Castro, Gee, and Takeuchi, 2008). According to Herbert et al (2008), racism may affect the quality of work life of nurses and the quality of patient care they deliver where racism is practiced because more time is spent coping with the challenges of racial discrimination rather than delivering patient care. Racism at work place doesn’t only affect the target group, it is also bad for these organisations. Organisations could suffer disharmony and high resignation level. There is an economic cost to companies tolerating racism in any case. A workplace containing racial discrimination will be a less productive workplace and produce poor job quality and reduced morale (Wang and Kleiner, 2002). In contrast, companies committed to workplace diversity have reported enhanced creativity and improved employee problem solving skills and productivity. Racism is sometimes underreported for the same reasons as workplace bullying: fear of making matters worse, belief that nothing will be done, concerns regarding confidentiality, fear of victimisation, and concern about being labelled as a troublemaker (Mistry and Latoo,
Providing culturally competent care is a vital responsibility of a nurse’s role in healthcare. “Culturally competent care means conveying acceptance of the patient’s health beliefs while sharing information, encouraging self-efficiency, and strengthening the patients coping resources” (Giddens, 2013). Competence is achieved through and ongoing process of understanding another culture and learning to accept and respect the differences.
Some of these barriers can include discrimination and stereotyping between coworkers and also between patients and the healthcare staff. According to Andrews and Boyle (2016), gender can become a barrier for female nurses with males being paid a higher wage and receiving promotions quicker than females. Affirmative action is a policy that provides equal opportunities without being discriminated against (Adrews & Boyle, 2016). However, discrimination can happen when an employer is required to hire a certain percentage of minorities within their company instead of being able to actually hire the best candidate for the job based on experience, work ethic, or education. Role stereotyping can also hinder the workforce. Many see the traditional role of a nurse as being a female and a male being a physician. Many patients will assume that a male entering their room is a physician and therefore have more respect for them and their knowledge as opposed to a nurse. Hatred toward coworkers due to prejudice and discrimination can also play a barrier to diversity. Many employees can show negatively toward specific groups such as, homosexuals or Muslims due to feelings related to previous interactions or behaviors with certain cultures (VanLaer, & Janssens, 2011). Although there are many more barriers in diversity, it is obvious that we need to continue to work on awareness toward other
As nurses entering the medical field understanding the culture of our patients is crucial to proper care. Each culture has their own set of beliefs and values that are shared among groups of people which influences personality, language, lifestyles, house hold, level modesty, social standings, foods, health treatment and identity. Culture affects how people view health and illness; dictating when, where and what type of medical treatment they will receive and who will be their care provider.
Miller, Leininger, Leuning, Pacquiao, Andrews, and Ludwig-Beyer, (2008) support that the skill of cultural competency in nursing is the ability to gather relevant cultural data on the presenting problem of the patient. This cultural assessment is defined as a "...
As a nurse strive to provide culturally sensitive care, they must recognize how their client's and their perceptions are similiar as well as different. Nurse enhance their ability to provide client-centered care by reflecting on how their beliefs and values impact the nurse-patient relationship. To provide appropriate patient care, the nurse must understand her/his culture and that of the nurse profession. Cultural biases can be particularly difficult to identify when the nurse and client are of a similar cultural backgroup. When we recognize and know a culture, we will know what is right for our patient, and thus may impose our own values on the client by assuming our values are their values. Recognizing differences a present an opportunity not only to know the other, but also to help gain a greater sense of self. In this paper, I will explain more about diversity and cultural competence in case study.
Characteristics can be as diverse as ethnic background, language spoken, gender status, physical appearance, race, and religion to name a few. Migration from various countries is creating a diverse population with different cultures and languages within the United States. Due to these cultural differences and lack of knowledge, disparities are increasing. Studies have shown that both language barriers and lack of cultural customs can hinder the services provided to the patient by the healthcare worker (Renzaho, Romios, Crock, & Sonderlund, 2013). This study provided a positive outcome when communication and cultural mutual understanding took place and patients had a more positive health outcome. It is very important that nurses are diversified in various cultures in order to better care for our patients. According to Mareno and Hart (2014), cultural competency has become one of the core values being taught in nursing programs. Their study showed that the perceived level of cultural awareness and skills among the nurses provided was low. Awareness and knowledge levels increased with higher education. It was highly recommended that self-awareness exercises be incorporated into the nursing course and continued to be addressed during the remaining curriculum until