Week 13 Flashcards
Connecting Theory to Practice through Culturally Responsible Care
Diversity
-the recognition, acceptance, and inclusion of different types of people
-engagement in occupations in diverse ways (extends to cultural identities, values, and histories… to the lenses through which people and communities see and understand themselves and the world.”
-large health care organization recognize that health outcomes are dynamic
Recognition of Diversity and health outcomes
-World Health Organization (WHO): strive to make people feel safe, respected, empowered, fairly treated, and duty recognized.”
-US Dept of Health and Human Services (DHHS): culture is key determinant of health perception, defines multiple areas of health care access (info receives, rights and protections exercised, concerns expressed, who and what type of treatment should be given)
Culture
-the integrated pattern of human behavior that includes thoughts, communications, actions, customs values, and institutions of racial, ethnic, religious, or social group
AOTA Vision 2025
-AOTA mirrors the visions, missions and statements of large health institutions in describing the relationship among occupation, diversity, culture, and health
-Vision 2025: added the pillar of equity, inclusion,and diversity
-Reflects the core tent of holistic & client centered care
-OTPs urged to address diversity in daily practice, advocacy initiatives, and professional conduct
Culturally Responsive Care
-“actively developing a synergistic relationship grounded in mutuality and intentional respect for a persons culture”
-diversity changes over time
-no longer means variation of traits within a population (more intricate and has many dimensions) (example: association between poverty, race, gender, access, conditions etc)
-diversity directly affects short-and long-term health outcomes
Cultural Sensitivity
Ability to be appropriately responsive to the attitudes, feelings, or circumstances of groups of people that share a common and distinctive racial, national, religious, linguisitc, or cultural heritage
Transcultural Competence
Awareness of, sensitivity to, and knowledge of, the meaning of culture
Cultural Humility
The ability to maintain an interpersonal stand that is other-oriented (or open to the the other) in relation to aspects of cultural identity that are most important to the client
Cultural Effectiveness
Focuses on outcomes and is the ability to interact with people from different cultures so as to optimize the probabilty of mutually successful outcomes
Macro Layers of Diversity
Community:
-people are part of different functional communities
-the interplay between people and their communities shapes how they perceive and feel about their culture which shapes success and functionality
-most extrinsic layer and impacted by external factors and context
Culture:
-ways of being, doing and thinking
-highly influenced by the pressure from or support of social systems
-unlikely to change quickly or be affected by external factors
-OTs may identify this level of diversity to understand how culture shapes clients’ expectations and participation
-ask about culture expectations, work to understand them, and how important they are to the client
Micro Layers of Diversity
Individual:
-Assume self-assigned roles and project their social and functional identities
-Most active layer of diversity
-Define & Select;roles, daily activities, routines, habits, social relationships, work dynamics,etc.
-Culture drives beliefs, traditions, behaviors and family expectations
Core:
-Intrinsic to the person and defines who they are, how they view their own identity & culture
-Contributes to:
Motivation
Valued occupations
Participation
-Can stay constant or change over time based on experience
-Relationship between this and other layers affects well-being and satisfaction with daily occupations, roles, and outcomes
-How do we gather an understanding of this with our clients?
Assessment that Addresses Cultural Diversity
-Consider client’s background and culture when performing an assessment
-Start with occupational profile to gain an understanding of:
Who the client is
Client’s cultural background
Importance of background in the client’s life
Considerations in Choosing Assessments
When choosing assessments in particular standardized assessments, OTPs should consider
-Therapists should select assessment tools that were designed for the population with which the client identifies
-If no such tools are available,consider modifying existing valid and reliable assessment tool to better match the client’s needs….Tools that are modified require research to reexamine their psychometric properties and need to be documented in your report
-Assessment tools and evaluation methods should be suitable to address daily activities or lifestyles that matchthe client’s needs and goals, roles,habits, preferences, and daily activities
-Psychometric data available on the assessment should be reviewed to determine the sample demographics and whether any study has examined the assessment’s validityfor the client’s cultural group(s).
Non-standardized Assessment Tools
-In addition to an Occupational Profile you may opt for a non-standardized tool to complete a comprehensive assessment
-Ensure the following when choosing assessment tools:
…The Non standardized tool is a better fit for the person, function, and context than currently available standardized tools
…No adaptable standardized assessment tools are available that can be used to assess the client
…The Non standardized tool has evidence in the literature of its validity and reliability,and of expert opinion or sound clinical judgment
