Multicultural Nursing

Abstract

Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided.

A Systematic review protocol on workplace equality and inclusion practices in the healthcare sector

“…Thus, health practitioners need to reflect on five factors that may lead to 'greater awareness of cultural competence: (1) valuing diversity, (2) developing the capacity for cultural self-assessment, (3) being conscious of interculture interaction, (4) establishing institutionalised cultural knowledge and (5) developing adaptations of service delivery that reflect an understanding of cultural diversity' (Rittle, p532). 3 If these elements are implemented in interactions between healthcare professionals, inter-professional collaboration and teamwork will succeed in delivering care that is culturally sensitive. 21 One of the most researched and documented manifestations regarding equality and inclusion practices in healthcare organisations is related to gender.…”

“…Moreover, the commentators (Tayaben and Younas, p2220) 2 note ‘the increase in migration of nurses has an effect on healthcare systems’. As a result, working with employees from a variety of backgrounds, mangers should understand differing cultural perspectives and styles of thinking 3 as employees who are treated fairly and have equal opportunity are better able to contribute socially and economically to the community, and to enhance growth and prosperity within the organisation. 4 In particular, embedding robust workforce equality and inclusion practices in healthcare leads to mutual desired benefits for health systems.…”

“…Being sensitive and adaptive to individual cultural differences relies on the professional’s self-awareness and reflection and can lead to greater interpersonal cultural awareness’ (Brooks et al , p385),13 minimisation of unconscious bias, and effortless respect for people regardless of physical, mental, social, religious, political, educational and professional differences. Thus, health practitioners need to reflect on five factors that may lead to ‘greater awareness of cultural competence: (1) valuing diversity, (2) developing the capacity for cultural self-assessment, (3) being conscious of interculture interaction, (4) establishing institutionalised cultural knowledge and (5) developing adaptations of service delivery that reflect an understanding of cultural diversity’ (Rittle, p532) 3. If these elements are implemented in interactions between healthcare professionals, inter-professional collaboration and teamwork will succeed in delivering care that is culturally sensitive 21…”

Developing cross-cultural competences

“…Kulturne značilnosti neke kulturne skupine so številne in med seboj zelo prepletene. Poleg naštetih -etnična pripadnost, rasa in religija -kulturne skupine opredeljujejo tudi geografsko območje; jezik in dialekt; skupna zgodovina, tradicija, vrednote in simboli; ustno in pisno izročilo; prehranske navade; nastanitvene in zaposlitvene značilnosti; politično prepričanje in pripadnost; institucije, ki služijo skupini in jo ohranjajo; notranja in zunanja percepcija razlikovanja (Rittle, 2015). Te kulturne značilnosti se odražajo tudi v odnosu posameznika ali skupine do zdravja in bolezni in pomembno vplivajo na zdravstveno oskrbo.…”

“…The list of these culturally distinctive features is not restricted only to the groups' ethnicity, race and religion. Their diversity is additionally defined by the geographical place of origin; language and dialect; common historical background, tradition, values and symbols; cultural legacy in oral and written form; nutritional patterns; lodging and employment opportunities; political conviction and worldview; the institutions that serve and support a particular group as well as the internal and external perception of distinctiveness (Rittle, 2015). These cultural features are manifested also in the attitude towards an individual and/or group regarding their health and illness and have a significant impact on their healthcare.…”