Societal & Cultural Influences PDF Fall 2024

Societal & Cultural Influences BNUR1001 FALL 2024 Objectives  Examine the influence current and historical, social, and cultural issues have on healthcare and potentially the workplace.  Describe social and cultural workplace issues that can affect the work en...

Societal & Cultural Influences BNUR1001 FALL 2024 Objectives  Examine the influence current and historical, social, and cultural issues have on healthcare and potentially the workplace.  Describe social and cultural workplace issues that can affect the work environment  Examine if and how the professional and regulatory bodies support social and cultural issues in the profession  Explain the issues within the nursing profession and the attitudes towards of health care to Indigenous People  Identify and reflect on strategies that could be implemented to alleviate the issues and how to make a difference Multiculturalis m  “All citizens maintain their identifies, take pride in their ancestry and have a sense of belonging” (Government of Canada, 2019a).  “Public policy of managing cultural diversity in multiethnic society, emphasizing tolerance and respect for cultural diversity” (Srivastava, 2007, p. 323). Laws to Protect Canadian Rights  Official Languages Act (1969)  Canadian Charter of Rights and Freedoms Act (1988)  Canadian Human Rights Act (1985)  Canadian Multiculturalism Act (1988) Complexity of Culture  Race  Ethnicity  Cultural sensitivity  Diversity  Marginalization  Racialization Culture  “Dynamic relational process of selectively responding to and integrating particular historical, social, political, economic, physical and linguistic structures and processes.  Culture is relationally determined and contextual. These responses are expressed in multiple ways, including values, beliefs, attitudes and practices.” (Doane & Varcoe, 2015, p. 139) Multiple Contexts of Culture  Historical  Sociopolitical  Material/economic  Physical  Linguistic/discursive (Doane & Varcoe, 2015) Truth and Reconciliation Commission (TRC)  Established in 2008  Mandate to document the history and impacts of the residential school system  2015 TRC released 94 calls to action  #18 to 24 are focused on health, including:  Recognizing and providing the health care rights of Indigenous people  Improving health care outcomes  Recognizing, respecting, and addressing distinct heath needs  Cultural competency and skills-based education to all health care providers and students in conflict resolution, human rights, and anti-racism Relational Practice  “Guided by conscious participation with people using a number of relational skills including listening, questioning, empathy, mutuality, reciprocity, self-observation, reflection, and sensitivity to emotional contexts.” (College of Nurses of Ontario, 2018, p. 11) Relational Practice, cont.  Intrapersonal  Interpersonal  Contextual Influences Reflexivity  “Ability to understand and question your own contexts, attitudes, values, beliefs, assumptions and experiences of advantage and disadvantage that have shaped the way you understand the world and in relation to others.” (Landy et al., 2016; Verdonk, 2015) Critical Self-Reflection  Integrating values, beliefs, attitudes and emotions felt during an experience to understand and examine the experience through multiple perspectives (Aronson, 2011).  Challenging one’s own assumptions (Ng et al. 2015).  Should occur on a continual basis, throughout your career as a nurse (Song & Stewart, 2012). Cultural Safety  Cultural competence  Cultural humility  Critical reflexivity RNAO BPG Cultural Competence Model Key Messages and Themes 1. Practitioner skill set 2. Workforce diversity 3. Systems and supports 4. Decision support systems and practice improvement 5. Education and training 6. Collaboration Recommendations: Individual 1. Self-awareness: to learn to embrace diversity in individuals 2. Communication: to develop communication skills that promote culturally diverse settings 3. New learning: to attain cultural competence in individuals Anticipated Outcomes: A workforce composed of nurses who are open-minded, inclusive, and respectful of all colleagues and recipients of nursing services. Individual members of the workforce identify and are co-operative with one another to address barriers to equity and diversity, and build practice environments in which every person’s contribution is valued thus allowing the full potential of all to be maximized. These individuals refuse to participate in discrimination, harassment or bullying and address the issue in a way that will effect change Recommendations: Organizational context 1. Workplace policies and procedures – To move forward on environment of cultural safety organizations: 2. Recruitment – To recruit a diverse nursing workforce, employers and unions 3. Retention – To retain a diverse nursing workforce, employers and unions 4. Internationally educated nurses – To better support internationally educated nurses Anticipated Outcomes: A workplace in which all employees experience cultural safety, diversity is celebrated, the atmosphere encourages curiosity, creativity, innovation, and engagement, and there are no systemic barriers affecting hiring and retention of employees “There comes a times when silence in betrayal”: Racism & Nursing  Race vs. ethnicity and culture  Experience of racism from patients  Experience of racism from management  Experience of passive racism  Challenges:  Lack of training for educators  Strategies:  Creating caring and accepting environments and be curious about other cultures  Assertive communication can help tackling offensive comments Bill 168  Preventing and addressing workplace violence  Preventing workplace violence and workplace h arassment | ontario.ca Summary Culture is complex with no two people sharing the identical cultural context. Individuals often associate with multiple groups and are influenced by diverse experiences, values, and beliefs that can change over time. Relational practice is a way to care for people encompassing their diverse cultural contexts. Providing cultural safety involves practising both cultural competence and humility.