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Cultural Guide Meeting the Diverse Healthcare Needs of Our Patients and Our Members Cultural Guide MEETING THE DIVERSE HEALTHCARE NEEDS OF OUR PATIENTS CULTURAL GUIDE Table of Contents Diversity and Inclusion Learning: At-A-Glance 1 U.S. Population Growth: Quick Facts 2 Healthcare Disparities: At-A-Glance 3 U.S. Refugees: Quick Facts 4 Afghan Americans: At-A-Glance 5 Bosnian Muslim Americans: At-A-Glance 6 Burmese Americans: At-A-Glance 7 Burundian Americans: At-A-Glance 8 Cambodian Americans: At-A-Glance 9 Chinese Americans: At-A-Glance 10 Croatian Americans: At-A-Glance 11 Deaf and Hard-of-Hearing Americans: At-a-Glance 12 Eritrean Americans: At-A-Glance 13 Ethiopian Americans: At-A-Glance 14 Filipino Americans: At-A-Glance 15 Hmong Americans: At-A-Glance 16 Indian/South Asian Americans: At-A-Glance 17 Iraqi Americans: At-A-Glance 18 Japanese Americans: At-A-Glance 19 Korean Americans: At-A-Glance 20 Latin Americans: At-A-Glance 21 Mexican Americans: At-A-Glance 22 Native Americans and Alaska Natives: At-A-Glance 23 Russian Americans: At-A-Glance 24 Samoan and Tongan Americans: At-A-Glance 25 Serbian Americans: At-A-Glance 26 Somali Americans: At-A-Glance 27 Sri Lankan Americans: At-A-Glance 28 Sudanese Americans: At-A-Glance 29 Vietnamese Americans: At-A-Glance 30 Language Services: At-A-Glance 31 LGBT Community: Quick Facts 32 LGBT People: At-A-Glance 33 Transgender People: At-A-Glance 34 Embrace Diversity and Inclusion: At-A-Glance 35 Glossary: At-A-Glance 36 Presented by: The Institute for Healthcare Leadership, March 2016 1 Diversity and Inclusion Learning At-A-Glance Cultural Diversity Self-Assessment Read each statement and circle the number that best describes your behavior or belief. Why does inclusiveness matter at Intermountain? Remember be as candid as possible with your responses, there are no right or wrong The communities we serve are increasingly more diverse, as are answers. our employees. Intermountain Healthcare’s Mission, Vision, and Almost Never Sometimes Always core Values of integrity, trust, excellence, accountability, mutual 1. I am aware of my own biases and how they affect my thinking. respect, set the foundation for us to increase our awareness about 2. I can honestly assess my strengths and weaknesses in the area of the backgrounds and expectations of those we serve in order to diversity and try to improve myself. 3. I assume good intent and ask for clarification when I don’t provide safe, high-quality healthcare to diverse patient and understand what was said or implied. member populations. 4. I challenge others when they make racial/ethnic/sexually offensive comments or jokes. 5. I speak up if I witness another person being humiliated or . discriminated against. patient rights and responsibilities 6. I do not participate in jokes that are demeaning to any individual The Patient Rights and Responsibilities have been adopted to promote quality group. care with satisfaction for patients, families, physicians, and staff. Intermountain 7. I don’t believe that my having a friend of color means that I’m prohibits discrimination of these rights and responsibilities based on age, race, culturally competent. color, ethnicity or national origin, religion, culture, language, physical or mental 8. I understand why a lack of diversity in my social circle may be disability, socioeconomic status, sex, sexual orientation, gender identity or perceived as excluding others. expression, veteran status, and/or the ability to pay. – Intermountain Healthcare 9. I realize that people of other cultures have a need to support one another and connect as a group. 10. I do not make assumptions about a person or individual group until I have verified the facts on my own. 11. I have multiple friends from a variety of ethnicities and abilities. 12. I connect easily with people who do not look like me and am able to What is the purpose of this guide? communicate easily. The purpose of this guide is to help you meet the needs of our 13. I’m interested in the ideas and beliefs of people who don’t think and diverse patients and members. To obtain maximum value from this believe as I do, and I respect their opinions even when I disagree. resource, read all the at-a-glance information sheets and quick 14. I work to make sure people who are different from me are heard and accepted. facts. Although you are encouraged to consider the tradition of the 15. I recognize and avoid language that reinforces stereotypes. (Ex: group you serve, be cautious not to stereotype or to “Jew them down on the price.”) overgeneralize, nor to characterize all members of a cultural or 16. I know the stereotype of my ethnicity. 17. I encourage culturally diverse people to speak out on their issues ethnic group as alike. Individuals from the same cultural group may and concerns and validate their issues. not hold the same values, and a person’s cultural values may not 18. I avoid assuming that others will have the same reaction as me be factors in the way the illness is experienced. Aspects to when discussing or viewing an issue. 19. I understand that I’m a product of my upbringing and believe there consider in assessing the situation include individual are valid beliefs other than my own. characteristics, socioeconomic status, ethnicity, education, age, 20. I do not take physical characteristics into account when interacting gender, and the stages, conditions, and adjustment to the with others and when making decisions about competence or ability. migration experience, as well as whether the family lived in a rural 21. I recognize that others stereotype me, and I try to overcome their perceptions. or urban area in their native country. 22. I include culturally diverse people in team decision making processes that impact them. 23. I actively seek opportunities to connect with people different than . me and seek to build rapport. cultural competence 24. I believe “color blindness” is counterproductive and devalues a The ability of healthcare providers and healthcare organizations to understand person’s culture or history. and respond effectively to the cultural and language needs brought by the 25. I avoid generalizing behaviors or attitudes of one individual group to patient to the healthcare encounter. Cultural competence requires organizations another group. (Ex: “All men are…” or “All Asians act…” or and their personnel to do the following: “Handicapped people usually…”) 26. I actively convey that nontraditional employees or students are as ▪ value diversity; skilled and competent as others. ▪ assess themselves; 27. I do not try to justify acts of discrimination to make the victim feel ▪ manage the dynamics of difference; better. I validate his/her assessment of what occurred. 28. I try to learn about and appreciate the richness of other cultures and ▪ acquire and institutionalize cultural knowledge; and honor their holidays and events. ▪ adapt to diversity and the cultural contexts of individuals and communities 29. I believe there are policies and practices in place that negatively served. impact people outside the majority culture. 30. I understand the definition of internalized racism and how it impacts – The Joint Commission people of color. 31. I believe that race is a social construct or concept, not a scientific fact. Included on this page is a ten minute self-assessment tool to 32. I know and accept that a person’s experiences and background stimulate your thinking about inclusiveness. Remember, your view impacts how they interact and trust me. on diversity and inclusion is an ongoing process, not a one-time TOTAL SCORE: occurrence. The assessment will offer you the opportunity to assess yourself and your progress over time. Assessment adapted from: Special Populations and CTE 2 U.S. Population Growth Quick Facts How is the youth population changing? Why are diversity statistics important? Interesting statistics provide more reasons why learning as much The racial and ethnic composition of the U.S. is markedly different as we can about one another and doing our best to be an inclusive when looking at just children (under 18 years of age). The graphic organization is crucial. below compares the distribution of the total and the child populations by race and Hispanic origin in 2014 and the projection How is the U.S. population changing? for 2060. This illustrates how diverse the child population is It is changing dramatically. The forecast by the U.S. Census compared with the total. This figure presents results for the non- Bureau lists several changes America will undergo in the next 45 Hispanic population by race and aggregates Hispanics, of any years. Some highlights include: by 2030, one in five Americans is race, into one category so that the sum of the percentages for the projected to be 65 and over; by 2044, more than half of all groups for a given year equals 100. The percentage minority is also Americans projected to belong to a minority group (any group other shown at the bottom, as a way to summarize the trends in diversity than non-Hispanic White alone); and by 2060, nearly one in five of over time. the nation’s total population is projected to be foreign born. A much smaller percentage of the child population is non-Hispanic White alone, as compared with the total population. In 2014, 52 U.S. Population Changes percent of children are projected to be non-Hispanic White alone, 2030 2044 2060 compared with 62 percent of the total population. Thus, among those under age 18, the U.S. is already nearly a majority-minority 65 years and over Minority Foreign Born nation.
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