Incorporating race and racism issues in the delivery of healthcare services improve the engagement process with other people. Additionally, it helps to develop strong bonds and alliances among patients and healthcare workers (Wyatt et al., 2016, p.7). In becoming culturally responsive, one needs to assess, understand and respond to an individual’s experiences associated with racism and racial identity (Greene & Blitz, 2011, p. 1). Racism experiences influence one's mental health (Sarang et al. 2009, p. 3). However, individualism, perfectionism, and defensiveness issues prevent one from becoming culturally responsive.
Cultural competence is one of the policies governing the running of our organization. According to Reyes and Curry-Stevens (2014), culturally competent organizations have a set of principles, values, policies, and structures, which enable their personnel to operate effectively. Additionally, the management in culturally competent organizations should have the capacity to value diversity and manage the dynamics of difference (Connelly, 2020). However, our management is failing by encouraging defensiveness, whereby employees avoid criticizing their work, as it is viewed as inappropriate.
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Individualism is one of the characteristics of white supremacy that is visible at my workplace. Whites feel responsible for solving problems with no comfort in working as part of a team (Okun 1). In many cases, when faced with such a situation, I feel obligated to divide work amongst the team members leaving everyone with a part of the job as competition is highly valued over collaboration (McGee-Avila, 2018). Therefore, cultural humility is an aspect that is lacking among the Whites, who are unwilling to develop partnerships.
Perfectionism is a white characteristic that I have to deal with daily. Criticism is common, with little appreciation for the contributions I make to the organization. However, I never feel intimidated by the harsh words expressed towards my work, and I take every opportunity as a learning experience (Plough & Christopher, 2020, p. 5). I also spread positivity to my colleagues by encouraging them to continually appreciate everyone's effort in the workplace (Saad 1920). Another goal that I seek to achieve is responsiveness while assuming that there is no endpoint in acquiring knowledge and skills (Moon 3). Thus, I encourage my colleagues to view mistakes made as opportunities to learn.
References
Connelly, K. (2020). Good White Racist: Confronting Your Role in Racial Injustice. [Ebook].
Greene, M. & Blitz, L. (2011). The Elephant is not Pink: Talking about White, Black, and Brown To Achieve Excellence in Clinical Practice. Clinical Social Work Journal, 1-10.
McGee-Avila, J. (2018). Practicing Cultural Humility to Transform Health Care. Retrieved March 25, 2020, from https://www.rwjf.org/en/blog/2018/06/practicing-cultural-humility-to-transform-healthcare.html
Moon, R. Cultural Responsiveness in Public Health Practice . CUNY University.
Okun, T. White Supremacy Culture. pp. 1-2.
Plough, A. & Christopher, G. (2020). The Role of Racial Justice in Building A Culture of Health. Health Affairs Blog.
Reyes, M. & Curry-Stevens, A. (2014). Protocol for Culturally Responsive Organization: Literature Review and Standards for Performance. Center to Advance Racial Equity, Portland State University.
Saad, L. (1920). Me and White Supremacy: Combat Racism, Change the World, and Become a Good Ancestor. [Ebook]. New York Times.
Sarang et al., (2009). How We Do It: Across Boundaries’ Anti-Racist, Holistic Service Delivery Model, Across Boundaries, Toronto, Ontario.
Wyatt, R. et al. (2016). Achieving Health Equity: A Guide for Health Care Organizations. IHI White Paper, Cambridge Massachusetts: Institute for Healthcare Improvement.
