Cultural proficiency requires that organizations and interdisciplinary staff value diversity (paper) and manage the dynamics of difference. Healthcare organizations should pursue initiatives to acquire the awareness, knowledge, and skills in continual pursuit of cultural competence. What are some of the components of a culturally proficient organization? Describe how you would put in place initiatives for cultural proficiency and training? See table 14-1 in your textbook and the information provided in this session’s introduction.
Textbook Reading:
Buchbinder, S. B., & Shanks, N. H. (2017). Introduction to health care management (3rd ed.).
Chapter 14: Addressing Health Disparities: Cultural Proficiency
Read the Kaiser Family Foundation’s report:
Heiman, H. & Artiga, S. (2015, November 4). “Beyond Health Care: The Role of Social Determinants in Promoting Health and Health Equity.” Kaiser Family Foundation. Retrieved from https://www.kff.org/disparities-policy/issue-brief/beyond-health-care-the-role-of-social-determinants-in-promoting-health-and-health-equity/
The Robert Wood Johnson Foundation does a significant amount of work and research related to promoting a “Culture of Health.” The following link is a resource: Building a Culture of Health
…………………... The first thing to do in order to become more competent with diversity is to value variety. For a company to become culturally competent, it must first acknowledge that the diversity of its workforce is the source of its exceptional skills. The components are valuing diversity, understanding the dynamics of cultural differences, adapting diversity in organizational culture, and Institutionalizing cultural knowledge.
One can adopt initiatives to ensure cultural competence and training in the workplace, including offering training on cultural awareness, recruiting and retaining minority staff, and introducing a cultural day. Cultural competency training teaches individuals more about themselves and others and how to treat others fairly, appropriately, constructively, and respectfully (Buchbinder & Shanks, 2017). The organization should establish employee resource groups to provide an opportunity for employees to interact with coworkers from various departments or nations, build mentors………………