HSCI 430 final discussion
Chapter 12
The Future of Diversity and Cultural Competence in Health Care
To identify six trends that are expected to result in more widespread adoption of the systems approach to diversity and cultural competence in health care in the near future
To explain how the sustainability movement supports the systems approach to diversity and cultural competence in health care
To apply Kurt Lewin’s change theory and force field analysis models to envision and shape the future of the systems approach to diversity and cultural competence in health care
Objectives
The Demographic Imperative is Well Established
Diversity is Increasingly Nuanced, Complex, and Multi-faceted
Support for inclusion is broad-based and growing, especially among the young
Mandates Continue to Grow in Breadth and Depth
The Business Case for Diversity Continues to Grow
Global Interest in Diversity & Cultural Competence in Health Care is Growing
Trends Supporting Widespread Adoption of the Systems Approach
Race/Ethnicity
About 5 ½% of children identified as bi-ethnic in the 2010 Census
Over 20% of Americans have a relative in an interracial/interethnic marriage
Gender
More men than women are now reporting work-life conflict and fathers under age 29 spend more time with their children than 29-42 year old fathers
35% of people under 29 years old support traditional gender roles while 53% of those 63 and older do
Sexual Orientation
70% of 18-34 year olds support legal gay marriage while only 39% of those 55 and older do
Patterns of Change
Graphic Displays of Performance Metrics
Systems Approach is consistent with sustainability movement & Triple Bottom Line (TBL) accounting:
People
Profit
Plant
Performance metrics are central to the systems approach
Diversity Dashboards
A Tool to Support the Systems Approach
Role of Change Agents
Lead the organization from a reactive to a proactive systems approach to diversity and cultural competence
The process of organizational transformation can begin anywhere and be spearheaded by anyone
Ultimately, C-suite buy-in is critical to the systems approach
Lewin’s Change Management Model
Unfreeze
Transition
Freeze
Lewin’s Force Field Analysis
Identify driving forces that support change
Identify restraining forces that work against change
Goal: strengthen the driving forces and weaken the restraining forces
Tools for Change Agents
Weakened traditional Affirmative Action
Public concern about illegal immigration
Pressure of financial stress
Personal bias is hard to acknowledge or change
Concerns about the drawbacks of multiculturalism
The systems approach requires fundamental change and can produce backlash to diversity and cultural competence
Trends Restraining Widespread Adoption of the Systems Approach
Figure 12.4 Force Field Analysis
Course Recap
Multiple Diversity Dimensions
Aging population = greater demand for health care services
Generational differences in work style can result in a shortage of nurses and other professionals
Educational gaps in health care workers perpetuate concentration of Asians and non-Hispanic whites in professional, administrative and policy making positions
Health Care Diversity
Challenges – Chapter 01
Provider bias and lack of cultural awareness contribute to disparities in health care and poorly structured service delivery
The high number of limited English speakers will call for innovative and cost-effective solutions in language access
Health Care Diversity
Challenges – Chapter 01 cont
Underrepresented racial groups among physicians, nurses, and the allied health professions may make it difficult to provide patients with clinicians who share their racial or ethnic identity
Growing religious diversity present health care organizations with HR policy issues
Health Care Diversity
Challenges – Chapter 01 cont
Data driven decision making
Evidence based strategies
Medical homes
Patient-centered care
Interprofessional/multidisciplinary teams
Changing the US Health Care System
Supporting Culturally Competent Care
Group Discussion
What is the Future of the Systems Approach to Diversity and Cultural Competence in Health Care?
Figure 1.2 – Insert Here
Change agents
Diversity dashboards
Force field analysis
Key Terms