Cultural dissonance and bias
It may be difficult for nurses to accept that they might be biased against any of their patients, however, it happens, and accepting it and then continually reassessing how they feel and how their approach works are the best approach to correcting implicit bias. A latent human tendency is an implicit bias that therefore interferes with best nursing practices. Recognizing an inherent bias implies recognizing that one might have certain emotions towards a particular population, the presence of an individual or community, or mannerisms that need to be discussed and dealt with in order to provide the best possible treatment. Cultural dissonance and bias
How should the nurse address these concepts to ensure health promotion activities are culturally competent?
The following are some of the ways the nurses can address the concepts of bias, stereotypes, and implicit bias to ensure that health promotion activities are culturally competent;
- Noticing their assumptions-Anything from language differences to work status to regional inflections may lead individuals to conclude that a patient has certain attributes, attitudes, or values with which one might not agree. When trying to describe therapies to a patient, when listening to their wishes, or when working with an extended and active family, it is important to notice the assumptions that might be made.
- Knowing the patients- A good way to learn more about them is to speak with your patients. Understanding cultural differences will also assist one to become mindful of and begin to resolve any implicit bias.
- Talking about implicit bias in the work setting also opens the conversation, removes the taboo, and paves the way for better patient care and outcomes. Cultural dissonance and bias
- Nurses should also understand the assumptions that trigger in them- A patient’s race, accent, clothing style, or appearance can spark an instant judgment in nurses, therefore, understanding this aspect will help recognize the bias.
Propose strategies that you can employ to reduce cultural dissonance and bias to deliver culturally competent care.
The following are some of the strategies that can be employed to eliminate cultural dissonance and bias to deliver culturally competent care;
- Acknowledgment- With acknowledgment comes to the acceptance of responsibility and accountability to make a difference. By facilitating reactions to promote supportive attitudes, such as empathy, nurses and other healthcare professionals must shift to suppress implicit bias. Cultural dissonance and bias
- Advocacy- Nurses’ advocacy will help patients in the face of implicit bias to receive the individualized care they need. To serve the needs of patients, nurses must advocate for patients with tact, compassion, and professionalism, and connect and interact with other members of the healthcare team.
- Education- To raise awareness, acknowledge the presence of implicit bias, and reduce its prevalence, enhanced knowledge is essential. For healthcare professionals and nurses, education may be applied in standardized curricula.
- Personal awareness- This is the process of inward reflection to accept biases and ideals that can contribute to implicit bias. An internal compass that is used to direct everyday interactions needs gaining personal knowledge. In the face of the constant challenge of implicit bias, this compass will help nurses distinguish acceptable and inappropriate attitudes and actions and remain on the right path. Cultural dissonance and bias
Using 200-300 APA format with references in supporting the discussion. Propose strategies that you can employ to reduce cultural dissonance and bias to deliver culturally competent care. Include an evidence-based article that address the cultural issue
A lack of conceptual clarity around cultural competence persists in the field and the research community. There is confusion about what cultural competence means, and different ways in which it is conceptualized and operationalized. This confusion leads to disagreement regarding the topic areas and practices in which a provider should train to attain cultural competence.3 The populations to which the term cultural competence applies are also ill-defined. Cultural competence is often seen as encompassing only racial and ethnic differences, omitting other marginalized population groups who are ethnically and racially similar to a provider but who are at risk for stigmatization or discrimination, are different in other identities, or have differences in healthcare needs that result in health disparities. This broader concept may be termed diversity competence. In keeping with this broader view and AHRQ’s commitment to a comprehensive approach to priority populations, this systematic literature review considers, alongside race and ethnicity, two of these less considered populations: persons with disabilities and persons identifying as lesbian, gay, bisexual, transgender, queer/questioning, and/or intersex (LGBTQI). Cultural dissonance and bias
The most popular and most well studied type of cultural competence intervention is cultural competency training for healthcare providers. Two general approaches have been used in creating educational interventions to address cultural competence: programs aimed at improving knowledge that is group-specific, and programs that apply generic or universal models. Concerns have been raised about cultural competency programs that use a group-specific approach to teach providers about the attitudes, values, and beliefs of a specific cultural group leading to stereotyping and oversimplifying the diversity within a particular priority group.4 The universal approach to training proposes that cultural competence can be taught through reflective awareness, empathy, active listening techniques, and the cognitive mechanisms contributing to cultural insensitivity or blindness, such as implicit biases or stereotype threats. Therefore, of interest is identifying the effect of varying types of cultural competence training on patient-level outcomes Cultural dissonance and bias.
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