Cultural Competence

Bri Cummins, Chelsea Jarvis, Jessie Smock

Patterns of behavior that incorporate language, thoughts, communication, actions, customs, beliefs, values and institutions of racial, ethnic, religious, or social groups

Capacity to effectively function within the context of different cultural beliefs, behaviors, and needs presented by consumers and their communities

Components of Cultural Competency in Healthcare

Access to care Efficient care Safe Care Evidencebased care Timely Care

Barriers to Cultural Competency

Body language Reputation/trust Cultural practices Stereotypes/discrimination Language Barriers
Medical Terminology Non-specific words

Why Do We Need Cultural Competency?

Healthcare needs are changing

Population more diverse Needs and expectations evolve Population is the consumer Need to tailor product to fit needs

Healthcare industry is a business

Cultural Competency

Support positive health outcomes Continue to be a resource

What is Going on Now

Emergency Medical Treatment and Active Labor Act Patient Protection and Affordable Care Act

1986 Requires hospitals to provide language assistance Provide emergency treatment to anyone

Increases quality and affordability of health insurance Insurance companies must cover all applicants with minimum insurance plan Expand Medicaid eligibility

Marketing
ADVERTISING: Design brochures and posters than can be hung up around the areas that will be hosting the program Brochures will also be available in different medical facilities so potential participants will have access to all of the details ahead of time Make appointments with the human resources officers in the local healthcare facilities to discuss the benefits of our program, and hopefully sell our program to them. MEDIA: Social media Email Professional worksite website Google plus Radio ads We will reach medical professionals through respectable channels of communication including social resources affiliated with the hospitals, medical offices, and clinics.

Recruiting Participants
Our program will be primarily held in large group settings at hospitals, medical offices, or local clinics.

We will not just hold an open event; instead we will have planned conferences coordinating with our clients schedules, and then invite any non-affiliated doctors or healthcare professionals based on interest and space.
INCENTIVE: Give conference participants a nationally accepted license or certificate saying they completed the program. Offering this certificate will also provide credibility to our program, and may help us ensure we are creating and meeting national standards for cultural competency.

Implementation
1) Adoption of the Program - Identify specific concerns directed towards target audience - Market non-monetary incentives for participating in the program - Plan according to convenience of health professionals 2) Identifying and Prioritizing the Tasks to Be Completed: - Reserve space for program - Order equipment & set up time of pick-up - Create timeline to follow throughout the planning process - Prepare for evaluation process 3) Establishing a System of Management - Identify one staff member who will oversee Human Resources - Possibly identify other helpers or hire consultants for more technical duties - Especially for sanction - Identify manager of program to ensure program is effective and efficient - May have to hire someone outside of regular program staff - Must be technical, interpersonal, and conceptual - One person for financial and technical (because of size of staff)

Planning Committee
- 6 local hospital physicians from different specialties

- Cardiovascular, Surgery, ER, ICU, Orthopedics, Pediatrics

- 4 private office physicians with generalist backgrounds - 2 healthcare providers from a community health center

- 5 nurses from a variety of settings

- 1 member of the Board of Directors from the local hospitals - 16 diverse patient representatives

- HR manager of our program

- Head/main presenter of our program - Bri, Jessie and Chelsea (group members)

Goals
- All hospitals in the county will have implemented or started implementing a cultural competency training program in their facility. - All hospitals throughout the United States will have annual programs available to them to educate on cultural competency between physicians and patients.

Objectives
- Process/Admin: During the next 8 months, 200 doctors will participate in one cultural competency program. - Learning: After completion of our program, one out of three minority patients in the county can name two medical facilities that offer bilingual doctors. - Behavioral: After one year, minority patients in our county will have decreased their use of the Emergency Room for non-emergency illness or injuries by 10%. - Environmental: By the end of the year, all minority or foreign patients at the Emergency Room at Ball Memorial Hospital (or location of program) will be offered a translator. - Outcome: After one year, 2 out of 5 minority patients will report better resources at their doctors offices or facilities that address health equity, and eliminate disparity.

Evaluation
The program evaluation will be in a paper form. At the end of the program, evaluations will be available for our participants to complete. After we collect all of our information, it will be helpful to then send out the evaluation through email, to receive a few more responses. EVALUATION SAMPLE DATE OF PROGRAM: 1) What is your profession? 2) Did you find this program effective? (check only one) YES NO 3) What population do you generally work with? (check all that apply) GERIATRICS CHILDREN TEENAGERS ADULTS OTHER: 4) Do you fully understand the meaning of Cultural Competence? (check only one) YES NO 5) Did this program provide you with proper information to help you become culturally competent with your patients? Please Explain. 6) How do you plan to implement the information and materials that were provided to you from this program? Please Explain.

References
AON Consulting. (2013). Culturally competent healthcare. Retrieved fromhttp://www.aon.com/attachments/culturally_competent_health_care.pdf Images Committee Hospital Certificate Media Retrieved from www.google.com Mead, H., Cartwright-Smith, L., Jones, K., Ramos, C., & Siegel, B. (2008, March).Racial and ethnic disparities in u.s. health care: A chartbook. Retrieved from http://www.commonwealthfund.org/Publications/Chartbooks/2008/Mar/Racial-andEthnic-Disparities-in-U-S--Health-Care--A-Chartbook.aspx Medicaid. (2013). Affordable care act. Retrieved from http://www.medicaid.gov/affordablecareact/affordable-care-act.html The Community Tool Box. (2013). Creating and facilitating peer support groups.Retrieved fromhttp://ctb.ku.edu/en/tablecontents/sub_section_main_1180.aspx The Community Tool Box. (2013). Enhancing cultural competence. Retrieved fromhttp://ctb.ku.edu/en/dothework/tools_tk_content_page_234.aspx The Community Tool Box. (2013). Understanding culture, social organization, and leadership to enhance engagement. Retrieved from http://ctb.ku.edu/en/tablecontents/sub_section_main_1879.aspx The Henry J. Kaiser family foundation. (2008). Eliminating racial/ethnic disparities in healthcare: What are the options?. Retrieved from http://kaiserfamilyfoundation.files.wordpress.com/2013/01/7830.pdf US Census. (2013). People. Geography. Data. http://www.census.gov/ U.S. Department of Health and Human Services. (2011, March). Retrieved from www.ahrq.gov U.S. Department of Health and Human Services. (2013). A physician's practical guide to culturally competent care. Retrieved from https://cccm.thinkculturalhealth.hhs.gov