The culture that I feel culturally competent in is the African American. However, this culture diverse but founded on similar characteristics that are important in developing effective health care programs. Using these cultural components, individuals appreciate the diverse characteristics, beliefs and practices, which are important in the advancement of individual knowledge. The knowledge and sensitivity of valuing cultural diversity can be shared through a gradual process that involves initiating cultural awareness with the co-worker and formulating a teaching strategy to integrate all the aspects of cultural competence (Dana, & Allen, 2008). Teaching a co-worker the beliefs and practices of the African Americans would require that there be cross-communication and practical guidelines that would influence understanding and integration of the culture among individuals.
One of the ways of advocating for cultural competency is through building awareness and knowledge that would encourage the workers to develop teamwork. In addition, the realization that individuals and organizations are at varying levels of cultural understanding helps in the development of skills and knowledge towards cultural competence continuum (Dana, & Allen, 2008). The senior management staffs should be encouraged to clearly articulate on the importance of cultural diversity in the organization. This would in return influence the junior staff to adopt the elements of valuing cultural diversity.
Conducting a climatic survey on each individual or member groups on their perceptions regarding their inter-relationship with other groups would help in outlining the gaps and inhibitions to cultural competence. Lobbying for the introduction of educative forums that involve, among other functions, motivation, mentorship, and evaluation of different cultural practices would increase the understanding and essence of embracing the different cultural diversities of different groups (Dana, & Allen, 2008).
Most of my co-workers see me as an advocate of the African Americans. This is due to the many campaigns and keenness in their health status. Firstly, this group of individuals is at an increased risk of getting hypertension. This is mostly due to their feeding habits as well as their withheld lifestyles. These people have problems when it comes to opening up about sensitive issues especially those related to sex.
With such an understanding, it becomes hard to ignore the necessity of addressing this group with some special approach, without however getting biased (Moule, 2011). By having an understanding of this group of individuals, the vulnerability as well as the essence of having specialized approach intensifies the cultural competence within the organization. This realization is however not fully compliant with cultural competency requirements. This is because there is a generalized approach that should not be there in cultural competency.
In order to encourage resilience among patients, nurses should first develop a comprehensive understanding of the cultural differences as well as the nursing care responsibility (Jeffreys, 2006). With these aspects, nurses initiate communication, which is an important aspect in the creation of cultural competency.
According to the health indicators of Healthy People 2020, the community health promotion interventions have many outcomes. These outcomes are based on a collaborative and interdisciplinary research whose mandates are influenced by many health care initiatives (Nevada Public Health Foundation, 2011). One of these is prevention of childhood and life-long problems, most of which are founded on cultural practices and beliefs. In addition, promotion of health development would also require culturally competent health organizations that would look beyond racial and ethnic barriers to the broader picture that encompasses all cultures.
Reduction in disparities among patients, and especially children is also another goal aimed at by the community health promotion interventions. This goal is designed to be achieved through formulation of culture competency in health institutions.
My role in nurse advocacy is to encourage cross communication and development of teamwork in order to develop culture competence. Encouraging the co-workers to value diversity is also another role that is aimed at increasing cultural competence (Moule, 2011). In addition, my role is to encourage the nurses to conduct self-assessment initiatives in order to understand the different cultures and beliefs of the patients. With this knowledge, the nurses are in a position of realizing the different diseases and their attachment to cultural diversity.
Dana, R. H., & Allen, J. R. (2008). Cultural Competency Training in a Global Society. New York, NY: Springer.
Jeffreys, M. R. (2006). Teaching cultural competence in nursing and health care: inquiry, action, and innovation. New York, NY: Springer Publishing Company.
Moule, J. (2011). Cultural Competence: A Primer for Educators. Mason, OH: Cengage Learning.
Nevada Public Health Foundation. (2011). Health Indicators Healthy People 2020. Retrieved from http://www.nevadapublichealthfoundation.org/health-indicators-healthy-people-2020.asp.
Rose, P. R. (2010). Cultural Competency for Health Administration and Public Health. Sudbury, MA: Jones & Bartlett Learning