An individual's or a population's values, beliefs, practices, traditions,
ways of thinking, conventions, and mores are all examples of what are
included in their culture (Young, & Guo, 2016). In healthcare, cultural
diversity is essential. As a healthcare professional, you'll encounter
people from all walks of life. There is a wide range of cultures in every
city in the United States. Racial variety is merely one facet of cultural
diversity, which also includes age, religion, gender, and other aspects
of life experience. It is critical that all employees have sufficient
training on how to interact with patients from a variety of
backgrounds. When patients enter a healthcare center, they need to
know that they are in good hands. Families must also have confidence
in the care of their loved ones. To begin, they are regarded as an
individual first, and then the level of attention they get. Providing
health care workers with training in cultural competency increases
their awareness, empathy, and ability to handle people that come
from racially, linguistically, and sociologically diverse backgrounds. I
have compiled a list of subjects as part of my educational strategy,
which are as follows:
Demographic
The goal of demographic training for cultural diversity is to educate
workers about the variations and similarities that exist between
individuals based on these factors, which include gender, age,
ethnicity, disability, level of mobility, employment status, and
location. In training on cultural diversity, it is essential to emphasize
the significance of avoiding singling out individuals only on the basis
of the qualities that define their identities.
Psychographic variables
Psychographics concentrate on aspects of a person such as their
personality, values, interests, and lifestyle. For instance, many
patients who are part of the baby boomer generation will have values
that are distinct from those of the younger patients that visit a
healthcare institution.
Creating and Nurturing Inter-Relationships
The ability to connect with one another is the key to creating inter-
relationships. Include workers and supervisors from various
backgrounds and experiences in the training. It's possible that some
of these distinct aspects of identification, like a person's sexual
orientation or religion, won't be obvious at first glance. It is essential
for workers to have a level head and to be tolerant of the many ways
in which individuals express their identities and make personal
decisions.
Methods for Avoiding and Resolving Conflicts
Every company will inevitably experience some level of conflict. The
promotion of an open-door communication strategy across all levels
of stakeholders within the organization would be prioritized, because
is one of the most helpful outcomes of cultural diversity training, as it
helps to reduce the number of disputes that arise and even avoid
them in certain cases.
Training in cultural diversity often consists of discussions,
presentations, and exercises done in smaller groups that are all
geared at increasing participants' knowledge of a variety of lifestyles,
customs, and traditions. It broadens one's understanding of others
from a variety of socioeconomic, gender, racial, ethnic, and sexual
orientation perspectives. It is expected that each subject will be
covered in a lecture period followed by a break-out session in which
the participants will work together in groups/sub-group. For each
problem that is part of the theme, groups will be able to debate and
act out scenarios. It's then that everyone will assembled and discuss
the outcome, what they've learned and what they think should be
done about it.
References;
Bradley, J. (2016, October 26). Cultural diversity training in health
care. Small Business - Chron.com. Retrieved August 4, 2022, from
https://smallbusiness.chron.com/cultural-diversity-training-health-
care-65021.html
Young, S., & Guo, K. L. (2016). Cultural Diversity Training: The
Necessity of Cultural Competence for Health Care Providers and in
Nursing Practice. The health care manager, 35(2), 94–102.
https://doi.org/10.1097/HCM.0000000000000100
