Corporations must develop a plan to develop their employees to embrace cultural competency and value diversity. Promoting to understand cultural, ethnic and gender difference requires awareness and being sensitive to others needs in the workplace or patient population served in an organization. Employees should be culturally knowledgeable and be able to interpret the needs and disparities of a particular group or culture. Being able to interpret the health and disparities are keys elements to understand the health care practice. Health care organizations should encourage and promote individuals to engage cross culturally with other diverse backgrounds. Health care providers should be aware of selfcare remedies practices and health traditions of groups served in the clinic or hospital setting. To a be viewed as culturally competent the provider of care should possess the ability to integrate the skills, attitude and knowledge learned of other ethnic backgrounds.
Applying the knowledge received is a strategic effort in respecting the cultural difference of others. Avoiding ethnocentric responses to care of the individual patient is a positive reaction of a culturally competent person. Keeping in mind that each patient is culturally unique. Cultural competence should address and accept gender difference among employees, health care team, patients, families, providers and the community. As a population we are diverse in many dimensions including diversity as being recognizable when it comes to gender, religion, race, weight, age, education, physical and mental abilities, sexual orientation, marital status, physical clothing appearance and job relevant abilities.
Identifying potential similarities and differences of an organization or a community can help one to deliver competent service or promote relevant team building. In healthcare one example of a guide to assist in transforming is Transcultural Communication in Nursing (Munoz & Luckman , 2005). A persons motive to categorize, encompassed with the need to dissect the person categorized, leads to stereotyping. To approach cultural knowledge from a particular viewpoint is inappropriate and can lead to stereotyping in the workplace. One can take explore their cultural value and beliefs related to the corporate environment or health care industry. Developing strategies to examine one’s cultural bias is a way to show sensitivity to others culture.
Also establishing a basic understanding is another way to improve cultural knowledge along with taking advantage of creditable websites and reading research studies that describe cultural differences. In order to maintain relationships as a provider or in a corporate environment is relevant to ask a client what they need, what they expect to receive, and whether they have received, what they think will help the situation or make them feel better. Corporations must develop a plan to develop the knowledge, skills and sensitivities needed to work in a culturally –diverse population. Culturally diversity can complicate the delivery of care seen in the community and health disparities refer to inequalities and differences in health status and outcomes. Decisions in cultural diversity is lacking when you evaluate healthcare access to care in urban and rural areas.
Lack of preventive screenings and completion of health indicators are seen in the general population and other social ethnic groups of the underserved and social economic lifestyle. Cultural competency is valuable because it facilitates positive experiences and development in team building by improving effiencicy and effectiveness in a health care organization. Training workers and reinforcing the Golden Rule “Do unto others as they would like done unto them”, is an important mission statement. Being able to effectively change is another component needed in an organization. New ways to creativity thinking about the world and learning about health and wellness for ourselves can positively penetrate the world around and ultimately impact diversity in organizations.
American Academy of Ambulatory Nursing (AAACN 2006), pp.242-243 Tajfel, H. (1978). “Social Categorization, Social Identity and Social Comparison.” In H. Tajfel (Ed.), Differentiation Between Social Groups, London: Academic Press, pp. 61–76. Bell “Diversity in Organization” (2007) pp.62
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