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Diversity and Health Assessments

Diversity and Health Assessments

May 2012, Alice Randall wrote an article for The New York Times on the cultural factors that encouraged black women to maintain a weight above what is considered healthy. Randall explained—from her observations and her personal experience as a black woman—that many African-American communities and cultures consider women who are overweight to be more beautiful and desirable than women at a healthier weight. As she put it, “Many black women are fat because we want to be” (Randall, 2012).

Randall’s statements sparked a great deal of controversy and debate; however, they emphasize an underlying reality in the healthcare field: different populations, cultures, and groups have diverse beliefs and practices that impact their health. Nurses and healthcare professionals should be aware of this reality and adapt their health assessment techniques and recommendations to accommodate diversity.
In this Discussion, you will consider different socioeconomic, spiritual, lifestyle, and other cultural factors that should be taken into considerations when building a health history for patients with diverse backgrounds. Your Instructor will assign a case study to you for this Discussion.
To prepare:
• Reflect on your experiences as a nurse and on the information provided in this week’s Learning Resources on diversity issues in health assessments.

Case study
• JC, an at-risk 86-year-old Asian male is physically and financially dependent on his daughter, a single mother who has little time or money for her father’s health needs. He has ahx of hypertension (HTN), gastroesophageal reflux disease (GERD), b12 deficiency, and chronic prostatitis. He currently takes Lisinopril 10mg QD, Prilosec 20mg QD, B12 injections monthly, and Cipro 100mg QD. He comes to you for an annual exam and states “I came for my annual physical exam, but do not want to be a burden to my daughter.”

• Reflect on the specific socioeconomic, spiritual, lifestyle, and other cultural factors related to the health of the patient assigned to you.
• Consider how you would build a health history for the patient. What questions would you ask, and how would you frame them to be sensitive to the patient’s background, lifestyle, and culture? Develop five targeted questions you would ask the patient to build his or her health history and to assess his or her health risks.
• Think about the challenges associated with communicating with patients from a variety of specific populations. What strategies can you as a nurse employ to be sensitive to different cultural factors while gathering the pertinent information?

Post an explanation of the specific socioeconomic, spiritual, lifestyle, and other cultural factors associated with the patient you were assigned. Explain the issues that you would need to be sensitive to when interacting with the patient, and why. Provide at least five targeted questions you would ask the patient to build his or her health history and to assess his or her health risks.

Office variety is becoming increasingly crucial in Canadian medical configurations. As being the nursing employees and demographic patterns transform, it is recommended for health professional managers to understand and influence personnel with some other values, beliefs, and anticipations. In this chapter, we first review cultural diversity, ethnicity, race, cultural competency, and cultural safety. Next, we discover the dissimilarities between social proficiency and ethnic safety. Third, we present theories that can be used to guide the implementation and delivery of culturally competent nursing care. We assess the function of registered nurse managers in supporting the application of culturally qualified proper care with clientele and within healthcare businesses. Eventually, we shall explore how assortment is applicable to new decades and discover how intergenerational clashes occur from various social thinking. We determine with techniques for managing workplace diversity. In Canada, the general human population is becoming increasingly varied in coloring, traditions, faith, ethnicity, and source (Figures Canada, 2017). Info claim that in the year 2011, 20 % in the Canadian inhabitants had been immigrants, and projections are the portion of immigrants in Canada continues to increase (Figures Canada, 2017). The influx of immigrants to Canada has become described as suffered immigration and an increased diversification of immigrants, which was built to satisfy Canada’s monetary requires and to provide a welcome shelter for prone refugees.

The volume of new immigrants in addition to their geographical locations could affect the ethnocultural variety of numerous locations in Canada. For instance, the very best ten countries around the world that immigrants visit Saskatchewan have already been Philippines, India, Asia, Pakistan, Ukraine, England, United States, Bangladesh, Iraq, and South Africa (The Canadian Publication of Immigration, 2016). These kinds of adjustments to the cultural reconfiguration from the prairie landscape will have an impact on workplace diversity.

These alterations have led to an expanding challenge in nursing authority linked to the handling of a culturally diversified work environment. Societal and generational differences associated with attitudes, beliefs, work behavior, and requirements have proven to be challenging for health professional frontrunners (Kramer, 2010) and may continue being a vital managerial and authority goal. Demographics, terminology, education, cultural, gender, competition, and generational variations are aspects which have improved conflict within healthcare teams, which is assigned to burnout and lowered task satisfaction (Almost, 2006 Mortell, 2013). When conflict and disharmony take place inside a team, the nurse innovator plays an important function. Results of misconceptions and misinterpretations related to cultural and generational differences may be high priced to businesses as they possibly can bring about greater absenteeism, lowered staff satisfaction, and decreased quality patient proper care (Weingarten, 2009). Canada, the us, and European countries are presently dealing with a migration situation of the scale that has not been seen ever since the massive human population displacements from the post–World War II age (Fleras, 2015). Due to effects of globalization, economical policies, fiscal limitations, and forced migrations as a result of ecological or armed conflicts, nurses are supplying healthcare to very diverse and sometimes vulnerable populations including refugees and asylum seekers (Racine & Lu, 2015). Alternatively, globalization also provides increased cultural and social assortment within medical organizations, which affects how nurse practitioners provide treatment and how they connect to healthcare professionals originating from other countries around the world. More than ever before, nursing staff needs to be culturally competent and culturally safe in their everyday training whatever the wellness settings by which they function. In the same manner, health professional managers need to understand their roles in promoting cultural proficiency and protection at both personal and the corporate level. Social proficiency and social safety are crucial capabilities for healthcare professionals to acquire and maintain. The Canadian Nurse practitioners Connection, the Canadian Connection of Colleges of Medical, the American Nurses Association, the American Company of Health professional Professionals, and also the US Workplace of Minority Wellness are probably the major regulatory medical physiques and agencies that recognize the moral and moral responsibility of nurse practitioners to endorse for and supply culturally competent proper care. Ethnic assortment refers to ethnic variations and the way men and women and groupings differ according to a number of cultural, racial, and societal qualities. However, the idea of societal diversity is complicated, as being the identification of the variety does not mean that this dissimilarities of your “Other” are reputed and acknowledged (Bhabha, 1994). Andrews and Boyle (2012) outline assortment as “differences in competition, ethnic background, nationwide roots, faith, gender, erotic orientation, capacity or impairment, societal and economic reputation or school, schooling, and related features of categories of folks society” (p. 5). Ethnic variety within our region necessitates that nurses grow to be culturally experienced and conscious of their attitudes toward people off their ethnocultural groups. Troubles of race and ethnicity tend to be conflated and emerge as problematic problems as a result of social clashes or misconceptions between folks and groups. It really is, for that reason, important to be aware of the variations between ethnicity and race. The perspective of competition and racial associations symbolize a challenge of contemporary medical exercise as our society becomes more world-wide and diversified. Cornell and Hartmann (2007) outline an cultural class as “a collectivity in just a greater culture experiencing true or putative popular ancestry, recollections of a provided ancient prior, along with a cultural give attention to several symbolic factors described as the perfect example of their peoplehood” (p. 19). Ethnicity and race represent different concepts, yet they sometimes overlap. For example, Ericksen (2010) underlines that Croatians, Serbs, and Bosnians can be seen as caucasian, but they form various ethnic groups. The same reasoning applies to Asian peoples with ethnic differences that include Vietnamese, Chinese, Korean, and Cambodian peoples. Cornell and Hartmann (2007) reinforce the notion that ethnic groups are self-conscious of their distinct characteristics. Eriksen (2010) defines ethnicity as “the relationships between groups whose members consider themselves distinctive” (p. 10). Ethnicity and the values underlying the belonging to an ethnic group may be used to categorize individuals and groups based on some norms or values that can cause prejudice. This process is called ethnocentrism.

Ethnocentrism signifies the “universal inclination of humans to consider that the methods of pondering, performing, and believing would be the only proper, proper, and all-natural ways” (Purnell, 2013, p. 7). Ethnocentrism can cause cultural impositions, which might produce conflicts with customers and health professional peers as a consequence of different worldviews on well being, illness, or nursing. Ethnocentrism not just influences connections between nurse practitioners and clientele or organizations, and also creates or supports inequities in accessing medical. Ethnocentrism may affect health insurance and scientific benefits because underserved and underprivileged groupings may stay away from talking to nursing staff or other health professionals once they truly feel these pros tend not to admiration their ethnocultural morals (Sampselle, 2007). Ethnocentrism violates nursing’s mandate of advocacy and societal justice by getting prejudices into the expert delivery of attention (Boutain, 2016).