Cultural Safety and Respectful Workplace

Cultural Safety and Respectful Workplace. N5150 Applied Leadership and Management Instructor: Dr. Lyren Chui.

OUTLINE. Introduction. 01. 02. 03. 04. 05. Issues.

Introduction. 01. Concepts and Case Study.

Cultural Safety. is an outcome based on respectful engagement that recognizes and strives to address power imbalances inherent in the healthcare system. It results in an environment free of racism and discrimination, where people feel safe when receiving health care..

ELEMENTS OF CULTURAL SAFETY. Awareness. Sensitivity.

Respectful Workplace. is one where integrity , fairness , collaboration , professionalism and trust are the norm. A respectful workplace is inclusive, values diversity, clearly communicates expectations around behaviour, promotes employee health and safety, provides resources and training to resolve disputes, strives for improvement, and has open channels of communication. The Respectful Workplace Policy outlines expectations for respectful conduct and defines unacceptable behaviour (Northern Health Authority, 2014)..

ELEMENTS OF RESPECTFUL WORKPLACE. Chart bubble chart Description automatically generated.

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Case Study F. You have been hired as a new RN on a pediatric unit in a large urban teaching hospital. The hospital is proud to provide many services for a culturally diverse population. From time to time, family members of admitted children often employ alternative healing practices specific to their culture and bring special foods from home to entice a sick child to eat. One of the more experienced nurses said to you, "We need to discourage these people from fooling with all this nonsense. Besides, some of the stuff is stinky and brings in germs from the outside". You have observed how important these healing rituals are to the children and families and believe that both the families and the children have benefited from this nontraditional approach to healing..

Issues. 02. Facts and Assumptions.

FACTS. The new RN allowed the mother to bring Papaitan , a traditional Filipino food made of goat or beef tripe and offal, and flavored with bile, to entice her admitted son to eat as it was his favorite food. The new RN also allowed the mother to let her son drink Zamzam , an alternative healing water of Muslims. She even consulted the dietician prior allowing the mother to do so. However, the senior RN reprimanded the new RN for her actions, and showed a negative attitude towards the aforementioned cultural practices. The senior RN reprimanded the new RN in the presence of the mother and patient. The other RN in the unit claimed that she also experienced the same treatment from the senior RN when she was a new RN..

ASSUMPTIONS. The new RN assumed that the negative attitude that she experienced from the senior RN might be due to her religion and preferences. The new RN was well aware of the policies of the hospital. But the senior RN probably felt that she was bypassed by the new RN since she was not consulted first prior to doing any interventions. This was displayed by the senior RN saying that the new RN was “Ms. Know-It-All”..

Analysis. 03.

01 Cultural Safety Issues and Staff Conflict. The new RN practiced patient-centered care by allowing healing rituals that promote patient wellness. This was fully supported by the hospital by providing many services for a culturally diverse population. However, the senior RN did exhibit cultural safety and humility by discouraging alternative healing practices. This resulted in conflict between the nurses..

02 Incivility. Disruptive behaviour or negative behavior were observed in the scenario where the senior RN confronted the new RN with the presence of the patient’s mother concerning the stinky food Papaitan that was brought to the pediatric ward. Sideways violence, disruptive behaviour, abuse, disagreement, bullying, and hostility are all examples of incivility. These actions commonly take place in hospital settings, have a number of detrimental effects, and may escalate violently (Atashzadeh Shoorideh et al., 2021)..

03 Unhealthy Seniority Culture and Workplace Relationship.

04 Ethical Dilemma and Bias and Prejudices. Based on the negative behaviour shown by the senior RN towards the junior or new RN as seen in the video, ethical insensitivity and implicit assumptions may occur among nurses in a hospital setting or in providing nursing care. Nurses make ethical judgments not just in the circumstances of life and death but also in relation to the opinions of other nurses or in everyday concerns and issues in rendering nursing care (Haahr et al., 2020)..

05 Communication Gap. Internal conflict in nursing units is constant and that is often the result of poor communication (Nicotera, 2021). If one party misjudges or misinterprets the words or actions of another, it has a great risk that it would lead to conflict. Failure in proper channeling of communication of the new RN resulted in the Senior RN’s negative reaction towards her action..

Recommendations. 04.

Questions to Consider:. How can the new RN confront disruptive behavior in the workplace? How will the senior RN adapt cultural safety and respectful workplace? What should the RN manager do to address the issues effectively?.

Immediate Corrective Actions (actions to contain the problem and minimize the effect).

Permanent/Preventive Corrective Actions (actions to eliminate the root cause of the problem to avoid recurrence).

Permanent/Preventive Corrective Actions (continued… ).

Staff Nurses’ Responsibilities. Practice patient-centered care by allowing healing rituals that promote patient wellness while ensuring safety. Actively engage in the resolutions that the manager presented such as participating in meetings, group activities, orientations, staff education programs, etc. to address cultural safety and respectful workplace. Recognize co-worker’s cultural and educational background. Acknowledge that a co-worker's value system and perception of what constitutes good patient care may differ from one's own . Promote regular checking of hospital policies and protocols. Ensure access of resources..

Staff Nurses’ Responsibilities (continued… ). Remember to praise your co-worker’s competency. Appreciate the knowledge gained by working alongside a skilled nurse from another culture. Establish strong interpersonal communication skills. Report to the supervisor if a nurse is endangering a patient or another co-worker because of language difficulties or different cultural values. Record any problems that occur and keep a copy of the notes provided to the supervisor (Munoz & Luckmann, 2005)..

Summary. 05.

Summary. Cultural safety is the result of carefully tailored policies that aim to protect workers and consumers with different cultural values in the healthcare sector. It promotes a workplace free from discrimination against race. It is important because it shows the ability to make everyone feel respected, especially when it comes to different cultural practices, beliefs, and habits concerning health. A respectful workplace is an environment where workers treat each other with respect regardless of cultural orientation, and where competence is promoted and practiced. In a well-mannered work environment, employees go to work with peace of mind. Employees also develop strong interpersonal communication skills with the team, and are willing to work even more because they are treated equally and fairly. Nurse managers have a huge role in ensuring cultural safety and respectful workplace adherence in the organization..

abstract.

Our Team. Agalono-Icao, Maricar Belarmino, Cynthia Dayrit, Rose Meghan Escasio, Laurence Gene Lachica, Reinalyn Joy Natividad, Maylan Avenet Orquia, Eulogia Felisa.

References. Agency, B. C. P. S. (2022, August 19). Promote respect in the workplace . Province of British Columbia. Retrieved March 9, 2023, from https://www2.gov.bc.ca/gov/content/careers-myhr/all-employees/working-with-others/promote-respect Atashzadeh Shoorideh, F., Moosavi, S., & Balouchi, A. (2021, November 3). Incivility toward nurses: A systematic review and meta-analysis . Journal of medical ethics and history of medicine. Retrieved March 8, 2023, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8696574/ Haahr A, Norlyk A, Martinsen B, Dreyer P. Nurses experiences of ethical dilemmas: A review. Nursing Ethics . 2020;27(1):258-272. doi: 10.1177/0969733019832941 Kelly, P. (2010). Essentials of Nursing Leadership & Management (Second). Delmar Cengage Learning. pp 358 - 371 Nicotera, A. M. (2021). Nursing and Conflict Communication: A Review. Nursing Communication, 1 (1). Retrieved from https://repository.usfca.edu/nursingcommunication/vol1/iss1/7 Northern Health Authority. (2014, December 16). Northern Health Standards of Conduct ..