Cultural Humility Application (Script) Essay
The need to provide quality care to a highly diverse population prompts healthcare professionals to understand and be sensitive to cultural diversity. In this sense, aspects of cultural diversity like beliefs, practices, norms, and perspectives are essential determinants of health that can exacerbate disparities in care delivery, accessibility, and utilization. Amidst the need to provide quality care to diverse populations, healthcare professionals must accommodate other people’s cultural dispositions and embrace the “others-oriented” care paradigm. Cultural humility is central to the need to provide culturally responsive and sensitive care.
Cultural Humility Application
Cultural humility is a profound dimension of respecting and being sensitive to other people’s cultural beliefs, norms, values, and preferences. Lekas et al. (2020) define cultural humility as the tendency of admitting that one does not know and is willing to learn from patients about their experiences while being aware of one’s embeddedness in culture (s)” (p. 2). In the same vein, Hughes et al. (2019) perceive this aspect as the process of demonstrating empathy, self-reflection, and respecting cultural diversity at intrapersonal and interpersonal levels. Equally, cultural humility involves developing meaningful relationships with other people to honor their beliefs, customs, and values (Stubbe, 2021). Based on these definitions, it is valid to contend that cultural humility is central to cultural sensitivity, competence, and responsiveness.
How to incorporate cultural humility into a diverse workplace
A diverse workplace accommodates primary and secondary dimensions of diversity that define and influence interpersonal interactions, relationships, and collaborations. According to Starc & Erjavec (2017), these diversity dimensions include gender, age, race, ethnicity, sexual orientation, professional status, job background, educational levels, and marital status. Besides influencing interactions and relationships at the organizational level, these diversity dimensions influence performance and the extent of quality care delivery. As a result, healthcare professionals can incorporate cultural humility into the organizational culture as a strategy for respecting cultural diversity and preventing adverse ramifications that emanate from cultural oppression and the failure to acknowledge cultural diversity. Approaches for incorporating cultural humility are individual and organizational.
Individual interventions for practicing cultural humility include self-reflection and critique of own’s cultural dispositions, professional development, and life-long learning, developing meaningful relationships with patients, listening and respecting patients’ cultural values, beliefs, practices, and norms, and challenging implicit biases that anchor racism and discrimination (Hughes et al., 2019; Gampinha-Bacote, 2018). On the other hand, healthcare organizations can incorporate cultural humility into the workplace by providing opportunities for professional development and life-long learning, improving communication patterns, addressing workplace incivility, encouraging power-balanced relationships, and cultivating a conducive workplace environment that facilitates respect, cultural awareness, and sensitivity to diversity.
Why cultural humility is required when engaging with people from diverse populations
Healthcare organizations and professionals can benefit immensely by incorporating cultural humility into healthcare practices. According to Campinha-Bacote (2018), cultural humility anchors respect, trustworthiness, and honesty, as well as enabling healthcare professionals to accommodate patients’ cultural views, preferences, and values. Secondly, it favors interpersonal sensitivity instead of learned cultural knowledge and competency, allowing healthcare professionals to appreciate intracultural variations (Stubbe, 2020). Thirdly, cultural humility enables healthcare professionals to address power imbalances and improve patient satisfaction by eliminating disparities in care utilization. Finally, Campinha-Bacote (2018) contends that cultural humility increases opportunities for reflective learning and enables healthcare professionals to cultivate the attitude of impartiality and people-centeredness. Consequently, it is valid to argue that cultural humility supports patient-centered and culturally-sensitive care.
Cultural Humility vs. Cultural Competence
Cultural humility is an advanced concept of cultural competence. For the last few decades, cultural competence remained the cornerstone for improving access to care, addressing health disparities, enhancing cross-cultural communication, and promoting health equity (Campinha-Bacote, 2018). Also, it remained a central dimension of understanding, appreciating, and respecting cultural differences between and among groups (Greene-Moton & Minkler, 2019). However, cultural competence over-emphasizes the learned cultural knowledge and skills, ignoring essential tenets, such as self-reflection, critique, and life-long learning (Campinha-Bacote, 2018). Consequently, cultural humility emerged as an ideal approach for establishing a long-term commitment, nurturing self-evaluation, improving communication openness, and enhancing supportive communication instead of cultural knowledge and competency.
Based on the advanced approach to cultural humility, it is essential to apply it simultaneously with cultural competence or as a replacement for the latter. However, social theorists and organizations favor a conceptual framework derived from cultural competence and humility. According to Campinha-Bacote (2018), cultural competemility is an integrated model that blends cultural competence and humility. This framework enables organizations to benefit from cultural knowledge and competency, intellectual honesty, improved communication patterns, tolerance, compassion, social justice, and an “others-oriented” culture.
Healthcare professionals are responsible for providing culturally responsive and sensitive care to highly diverse populations. Amidst this obligation, cultural humility emerges as an advanced concept that emphasizes self-reflection, cultural tolerance, openness, honesty, lifelong learning, authenticity, and an “others-oriented” culture. Unlike cultural competence which emphasizes cultural knowledge and competency, cultural humility advocates for the nurturing of self-evaluation and critique, alleviation of power imbalances, interpersonal sensitivity, and the tendency of learning from differences. To capitalize on the benefits of cultural humility and competence, organizations can implement a cultural competemility framework that combines various constructs of cultural competence and humility.
Campinha-Bacote, J. (2018). Cultural competemility: A paradigm shift in the cultural competence versus cultural humility debate – part I. OJIN: The Online Journal of Issues in Nursing, 24(1). https://doi.org/10.3912/ojin.vol24no01ppt20
Greene-Moton, E., & Minkler, M. (2019). Cultural competence or cultural humility? Moving beyond the debate. Health Promotion Practice, 21(1), 152483991988491. https://doi.org/10.1177/1524839919884912
Hughes, V., Delva, S., Nkimbeng, M., Spaulding, E., Turkson-Ocran, R.-A., Cudjoe, J., Ford, A., Rushton, C., D’Aoust, R., & Han, H.-R. (2019). Not missing the opportunity: Strategies to promote cultural humility among future nursing faculty. Journal of Professional Nursing, 36(1), 28–33. https://doi.org/10.1016/j.profnurs.2019.06.005
Lekas, H.-M., Pahl, K., & Fuller Lewis, C. (2020). Rethinking cultural competence: Shifting to cultural humility. Health Services Insights, 13, 1–4. https://doi.org/10.1177/1178632920970580
Starc, J., & Erjavec, K. (2017). Impact of the dimensions of diversity on the quality of nursing care: The case of Slovenia. Open Access Macedonian Journal of Medical Sciences, 5(3). https://doi.org/10.3889/oamjms.2017.086
Stubbe, D. E. (2020). Practicing cultural competence and cultural humility in the care of diverse patients. FOCUS, 18(1), 49–51. https://doi.org/10.1176/appi.focus.20190041
Remember to submit your work following the file naming convention FirstInitial.LastName_M01.docx. For example, J.Smith_M01.docx. Remember that it is not necessary to manually type in the file extension; it will automatically append.
Start by reading and following these instructions:
1. Quickly skim the questions or assignment below and the assignment rubric to help you focus.
2. Read the required chapter(s) of the textbook and any additional recommended resources. Some answers may require you to do additional research on the Internet or in other reference sources. Choose your sources carefully.
3. Consider the discussion and the any insights you gained from it.
4. Create your Assignment submission and be sure to cite your sources, use APA style as required, check your spelling.
Develop a PowerPoint presentation to present to your co-workers and/or family/friends that explains how you will show that you understand and that you can apply cultural humility at your workplace or in your personal life. Address why cultural humility is required when engaging with people from diverse populations. Using appropriate graphics throughout the presentation demonstrate diverse populations as you present on why it is more advantageous to practice cultural humility than it is to be culturally competent.
You can either use Prezi (https://prezi.com/) or Microsoft PowerPoint to create the slideshow. Because good PowerPoints have very few words, submit a script that describes the content of each slide – about 50 words per slide or you may use the Notes section in PowerPoint.
Length: 15-20 slides, 750-1000 words in the script; answers must thoroughly address the questions in a clear, concise manner
Title slide and reference slides in APA style. (at least 2 slides)
How to incorporate cultural humility into a diverse workplace: at least 4 slides
Why cultural humility is required when engaging with people from diverse populations: at least 4 slides
Advantages to practice cultural humility vs. culturally competence: at least 4 slides
Additionally, because a good presentation has few words on the slides include a script with the verbiage you would say when presenting; script should be a minimum of 50 words per slide.
References: Use the appropriate APA style in-text citations and references for all resources utilized to answer the questions. Include at least three (3) scholarly sources to support your claims.
Format: Save your assignment as a Microsoft PowerPoint document and a Word document (.pptx) and (.doc or .docx) or Open Office Impress.