Cultural Competency in Healthcare

• Cultural competency involves understanding and respecting different cultures.
• It enables effective collaboration with people from diverse backgrounds through ongoing learning.

Diversifying Healthcare

• Diversifying healthcare requires a diverse workforce to address patient cultural needs, languages, and beliefs.
• It enhances communication, patient trust, and health outcomes for all demographics.

Unconscious Bias

• Unconscious bias occurs outside awareness and can lead to misjudgments that exclude others.

Stereotypes/Shortcuts

• Stereotypes are mental shortcuts used for quick categorization and assumptions about groups.
• They are based on attributes such as age, gender, weight, skin color, or occupation.

Mindfulness

• Mindfulness involves self-awareness and regular checks to ensure biases do not influence thoughts and behaviors.

Healthcare Disparities

• Differences exist in access to healthcare, service provision, and overall health status by race and ethnicity.
• Leadership can challenge organizational cultures through the avoidance of discrimination, celebrate differences, and work toward improving disparities.

Disparities in Probability of Being Uninsured

• Minorities represent 1/3 of the population but account for more than 1/2 of the uninsured.
• Limited access to primary care and other health services results in lower quality care and worse outcomes.

Disparities in Death Rates

• Racial disparities in healthcare stem from multiple roots.
• Health system factors: Involve difficulty accessing and navigating complex systems, especially with language barriers.
• Care process factors include communication problems rooted in inadequate knowledge, prejudice, or discrimination, leading to patient mistrust.
• Patient level factors: Encompass patient refusal of services, non-compliance with treatment plans, and delays in seeking care.

Determinants of Health

• Social determinants of health: Include gender, socioeconomic status, employment status, educational attainment, food & housing security, transportation, racism, and health system access.
• Behavioral determinants of health: Include patterns such as overweight/obesity, exercise norms, and the consumption of illicit drugs, alcohol, or tobacco.
• Environmental determinants of health: Include lead exposure, asthma triggers, and unsafe or polluted living conditions.
• Biological and genetic determinants of health: Include family history of heart disease and inherited conditions, such as hemophilia and cystic fibrosis.

Engaged/Motivated Employees

• Engagement is equal to motivation.
• Engaged employees (1.2 million > 800 hospitals) are more productive, focused, safer, loyal, and model positive behaviors.
• The act of providing the process of providing a motive results in someone acting in order to fulfill an organization need.
• Fulfilment comes from a need that leads to a reward.
• "work/life" balance is linked.

Rewards

• Extrinsic rewards: Given by another person and include benefits flexible schedules, duty assignments, job responsibilities, promotions, changes in status, etc
• Intrinsic rewards: Derived from within and includes pride in a job well done, healthy relationships, meaningful work, competence, choice and progress,

Gallup Polls

• High employee engagement is linked to vital performance indicators:
• Customer rating
• Higher profitability
• Productivity and quality (fewer defects)
• Lower turnover
• Less absenteeism
• Less shrinkage (theft)
• Fewer safety incidents
• Being successful in a job does not mean someone will manage others well.

Motivational Strategies

• Follow the platinum rule.
• Be strong without being harsh.
• Communication should be two way.
• Be a role model and not a preacher.
• Be transparent and humble.
• Take employee work life balance into account.

Motivation Across Generations

• Managers need to embrace the challenges, opportunities and new strategies needed to motivate employees.
• Values and experiences of baby boomers have traditionally rule the workplace.
• Generations in the workplace currently: traditionalists, boomers, Gen X, millennials.
• A 2015 poll revealed that millennials were the least engaged cohort in the workplace at 28.9%.
• Flex time is one way to attract this group.
• Tips include a deeply compelling vision, train open communcation, embrace tech, build an entrepreneurial environment, loosen up the notion of a career ladder.
• Understanding the relationship between demographics engagement is important; manage these values to get the most engagement out of your employees
• All workers have different needs and talents and should be managed individually; however, the impact of demographics on employee engagement is powerful.

Cultural competency involves understanding and respecting different cultures. It enables effective collaboration and addresses biases in healthcare. Diversifying healthcare enhances communication, patient trust, and health outcomes.