HSS 261 Unit 4 – Discussion Board CTU

Ethics Week 4 discussion board

Based on your understanding of diversity, equity, and inclusion, describe a situation or experience that you have witnessed in a healthcare setting that relates to how diversity, equity, or inclusion impact patient care or the healthcare workforce in a positive or negative way.

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The healthcare organization I work for has diversity, equity, and inclusion, (DEI) training annually, I have benefited from (DEI) training. It allows employees to identify biases and understand differences so we can provide better care for our patients. One of the experiences I have experienced where I worked is my employer, provides an interpreter service. It is a great service. We can call the interpreter service for telehealth or face to face appointments, and they outreach the patient in their primary language allowing providers to communicate and decrease delay and safer care.

How did the healthcare professional or the organization demonstrate DEI or cultural competence? What could have been done differently?

Permanente providers addressed diversity, equity, and inclusion “by increasing the diversity of the physician workforce to reflect the communities they serve.” (Fact-Sheet_Equity-Diversity-and-Inclusion_2018.pdf). Patients will be able to connect and trust a physician who is similar, based on ethnicity, language, and culture. This safe community and understanding will help with better care outcomes for the patients. They are in the process of developing education for bias and award scholarships to diverse students, who come from underserved populations seeking medical careers.

This health care organization has a wide range of programs for employees and patients. This health care organization is actively addressing diversity, equity, and inclusion. Keep up the splendid work. This organization could consider sharing their results with other health care organizations

Fact-Sheet_Equity-Diversity-and-Inclusion_2018.pdf

Primary Response is due by Thursday (11:59:59pm Central), Peer Responses are due by Saturday (11:59:59pm Central).

Primary Response: Within the Discussion Board area, write 200–250 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

For this Discussion Board, please complete the following:

Diversity, equity, and inclusion (DEI) are important to patients and their providers. Healthcare organizations that focus attention on DEI provide a workplace culture that is supportive and respectful of patients and employees. When healthcare professionals recognize and interact appropriately with patients who are culturally different from them, patient outcomes may be improved. Today, many healthcare organizations have a department and an executive level position, such as chief diversity officer, dedicated to ensuring DEI in the organization.

Read the following fact sheets that explain DEI in healthcare and how one healthcare provider promotes DEI within the organization:

Read the following article on cultural competence and watch the video:

For this assignment, use the information on DEI and cultural competence in the resources provided and answer the following questions:

Based on your understanding of diversity, equity, and inclusion, describe a situation or experience that you have witnessed in a healthcare setting that relates to how diversity, equity, or inclusion impact patient care or the healthcare workforce in a positive or negative way.
How did the healthcare professional or the organization demonstrate DEI or cultural competence? What could have been done differently?

Responses to Other Students: Respond to at least 2 of your fellow classmates with at least a 50–100-word reply about their Primary Response regarding items you found to be compelling and enlightening. To help you with your discussion, please consider the following question:

What differences or similarities do you see between your posting and other classmates’ postings?

For assistance with your assignment, please use your text, Web resources, and all course materials.

Discussion Board Rubric

Expectation	Points Possible	Points Earned	Comments
Application of Learning Material Content: Post demonstrates understanding of Learning Material content.	20
Application of Course Knowledge: Post contributes unique perspectives or insights gleaned from personal experience or examples from discipline.	20
DB Responses: Responds substantively to two posts. Responses encourage interaction in the Discussion Board and classroom community.	20
Organization: Post presents information logically and is clearly relevant to discussion topic.	8
Professional Language: Posts contain accurate grammar, spelling, and punctuation with few or no errors. (APA formatting is not required.)	7
Total Points	75
Total Points Earned

View a downloadable version of the .

References

Audioversity. (2018, September 18). What is cultural competence in healthcare?, Explain cultural competence in healthcare [Video]. YouTube.

Heath, S. (2020, August 31). What does cultural competence mean for healthcare providers? PatientEngagementHIT.com.

Johns Hopkins Medicine. (n.d.). Inclusion, and health equity fast facts definition sheet.

Permanente Medicine. (2018). Equity, inclusion and diversity in health care. https://permanente.org/wp-content/uploads/2018/10/Fact-Sheet_Equity-Diversity-and-Inclusion_2018.pdf

I have worked in a nursing home in the past about 2 years ago. I was a CNA for 5 years, in that 5 years i have seen positive and negative outcomes with the patients I cared for. There were a lot of fun activities for the patients to do during the day. The holidays were always fun to celebrate with the patients. Sometimes there would be a patient that did not believe in a holiday like Christmas. When a situation came up like a patient not wanting to participate I would think with an open mind and ask if they would like to do some other kind of activity they enjoyed. I always tried to make a positive situation out of a negative one. I would try to make new patients feel welcome and have them meet the other patients that could be out and about the facility. If the patient was not able to speak English which I had a couple of experiences with I would talk to a family member that could speak English so I could translate what the patient was saying.

The healthcare professionals could teach the DEI in a more personal way to make sure all the staff knows the laws and rules for the patients rights. There are times when a staff member does not understand the meaning of DEI and how important it is to abide by the laws and rules for DEI. Some healthcare professionals are not cut out to be healthcare professionals when it comes to a patients religion or nationality or even sexual orientation. They need to set aside their personal opinions and be open minded and help the patient with the problem they are there for in the first place.

Based on your understanding of diversity, equity, and inclusion, describe a situation or experience that you have witnessed in a healthcare setting that relates to how diversity, equity, or inclusion impact patient care or the healthcare workforce in a positive or negative way.

Working in healthcare for over 20yrs I am all too familiar with DEI, especially since I work at Johns Hopkins Hospital which is one of the largest institutions in the country. Patient come from all over to be treated by our various providers and its almost necessary to not just have this implemented for visitors but staff as well. The one things I love about JHH is how they thought this was so important that we have a International Department, within the department there are employees to provide not just educational information on cultural differences but other services as well. These services include interpretation, information of various practices and beliefs and they also assist with transportation and lodging for patient and families who travel from other states and countries. Working on the Surgery Unit I became very familiar with this department. On one occasion we had a patient who was coming in from another country, in preparation for their arrival I had to secure an interpreter, work closely with the liaison that was assigned to the patient and ensure all instructions were ready and available. So to make sure I was ready I did a little research to make sure nothing I said or did would cause any disruption or misunderstanding between the patient and their family visit. Having the Johns Hopkins International Department in place made all of this possible and the many resources they have available help ease the mind of not just the patient but their family as well.

How did the healthcare professional or the organization demonstrate DEI or cultural competence? What could have been done differently?

I’m not sure how other healthcare institutions work but for JHH I really appreciate all the time and effort that was put into developing this department. So many people benefit for being educated on things that are different or not familiar. They provide literature not just in the office but online also.

From working in the healthcare field and also dealing with healthcare professionals when it comes to my son’s medical needs I am very familiar with DEI. I have seen it from both ends working and as a parent because I’m very involved when it comes to my son’s care. You get the good, the bad, the ugly and the okay. It just depends on how you receive it. I notice that as long as you get the training annually that things flow as they should. It gives everyone a chance to identify and understand different ways to provide exceptional care for patients. One experience while working is that we have patient advocates that show up and provide exactly service for patients. You can call them and they can either come face to face or do a video call to speak with the patient right away.

I feel that healthcare professionals can give training for DEI at least once a month that way it’s always incorporated. That way everyone can know the rules and laws so they can abide by them. I know there are times we may not understand but it’s best to know so no mistakes are made. In my own opinion sometimes people can be very biased because they may not understand a person but that doesn’t give them the right to be and that’s why DEI is put in place for situations of such.

Where I live there is a vast majority of Hispanics; including myself. I worked in a hospital doing registration on the L&D floor. I recall a time when I was updating a patients chart and a nurse came back complaining of a patient she was dealing with. She didn’t see me working and told another nurse : ” I bet she’s faking and cant be in THAT much pain and just wants narcotics because that’s what all these Hispanics want.” Her response when she saw me was “Oh I didn’t know you were back here.” I couldn’t believe what I had heard and immediately reported the nurse to Human Resources.

How did the healthcare professional or the organization demonstrate DEI or cultural competence? What could have been done differently? When dealing with patients they all need to be treated with equality and fairly. This nurse prejudged a patient by race and made an assumption that was wrong and unethical based off of the patients race. What could have been done differently is the nurse could have listened to the patient and helped her with pain management, instead of coming back to the nurses station and gossiping.

The Importance of Diversity, equity, and Inclusion in Healthcare

Diversity, equity, inclusion, and Cultural Competence is of great importance, however in the field of healthcare its adamant that Health care workers can recognize and interact appropriately with patients who are culturally different from them. I currently work in a hospital admission in a small southern college town, most of our patients and staff are American, and English speaking, to paint a better picture, I am currently the only multilingual person in the admissions department. One of our admission registrars, and older women, was attempting to register an expecting mom of Indian Descent, for her delivery, now our registrars deal with expecting moms daily, and often the expecting mom are usually the one who answers all the questions and fill out the paperwork. In most admission situations I have witnessed, the wives are the ones filling out the paperwork even when it comes to their husbands/children. However, in the Indian society, there are stringent gender roles whereas the wives are more passive, and the husbands have a more active dominate role, every time the registrar would ask the wife a question the husband would answer, and when the registrar gave the wife paperwork to complete, the husband filled it out. This frustrated the registrar, who even went as far as to catch an attitude, with the husband, because from the registrar’s point of view the husband was being rude and controlling, the registrar even went as far as notifying campus security of a potential domestic abuse situation.

The Husband filed a complaint against the registrar, as well because from his point of view the registrar was being rude and disrespectful. If our staff was better trained in Diversity, equity and inclusion, she would have been able to recognize that his dominance wasn’t of an abusive nature. The actions of our staff had a negative impact on our facility, our staff member did not show DEI or cultural competency, a better way to have handled the situation was to simply explain that we have HIPPA laws, and the wife, since she in the patient would need to give the consent for the husband to answer all questions and complete paperwork.

Understanding goes along way, if the registrar would have simply asked questions, in a professional tactful way to gain understanding, the patient and her husband would have had a better experience, and our registrar a better understanding of a different culture.

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HSS 261 Unit 4 – Discussion Board CTU

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