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Title of the paper: The Health and Cultural Diversity of Aboriginal and Torres Strait Islander People
Assessment task 2: Online Critical Appraisal from Course Content
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| Complete the following sections according to the case study instructions. |
| Section 1: How do you ensure you are committed to a journey of cultural safety? Strategy that enables cultural safety journey: To ensure to a journey of cultural safety first understanding how an individual cultural beliefs, information, behaviours and ability are occurred and impact others. This includes a duty to correct individual’s own discrimination which is unconscious, racial prejudice, and discrimination.Second step should be taken about empathizing and tolerance for Aboriginal people. Having the talents and attitudes required to effectively communicate with a diverse range of Aboriginal communities, peoples, and cultures. A commitment to reimagining institutions and processes in order to reduce prejudice and racism: strategic and organisational reform in order to remove barriers to the greatest possible results for Aboriginal people’s health, wellbeing, and safety.Prepare a culture safety learning framework which includes learning about values of Aboriginal cultural. And also includes the necessity to overcome implicit racism and discrimination.Activities such as smoking ceremonies and National Aborigines and Islanders Day Observance Committee (NAIDOC) week could be done.Banners, plaques, and signs recognising traditional caretakers, as well as Aboriginal and Torres Strait Islander artwork and flags could be exhibited or utilised by the organisation to make them feel safe.Recordings of pertinent meetings with Aboriginal and Torres Strait Islander communities could be done as a part of the strategy.Policy, practise, or protocol changes as a result of engagement with Aboriginal and Torres Strait Islander people could be possible to enable cultural safety journey (Shepherd, 2019). Welcome Annie: While welcoming Annie into the ward, I must ensure to give proper values to her beliefs to gain her trust. I will try to make other empathizing with Annie and try to create a mindset which is essential to successful interaction with Annie, not only for me, also for others. At first, I would introduce Annie with other patients in the ward and inform them about Annie’s community’s beliefs and values. Also, I will try to be respectful in communication with Annie and make others also be respectful towards her. I can decorate the ward with Flags of Aboriginal and/or Torres Strait Islander peoples. Also, can use of buildings and outdoor areas for family gatherings and consultations to make her feel comfortable. One appropriate thing I could do to welcome her is making reconciliation declarations and appreciation of traditional custodians Actions taken: As a patient, Annie is now our responsibility, we should look after not only her physical well-being, but also her mental wellness. Following this conversation, I must ensure Annie, that she will get best treatment and behaviour, not all people associated with hospital sector are intolerant towards her Aboriginal community. As, she was involved in yarning and gardening in her local community, I may make her introduce with other patients for yarning. She is good at art work. After consulting with doctor and administration, I can arrange some art work equipment for her in the ward, to make her comfortable with the unknown environment. |
| Section 2: Addressing culturally unsafe practice. 2 a. The nurses from Wuchopperen Health Service Limited do not think of this immediately. The negative effects of an economic and racial disadvantage as well as a number of previous government actions, such as marital conflict and relocation as well as isolation, have added to the distrust that Aboriginal individuals feel for government care and projects (Gilbert and Kerridge, 2019). Cultural beliefs, attitudes, and views of the world have a high impact on people’s thought process, behaviours, and communication, interactions with each other. During, throughout, and after encountering individuals whose opinions, beliefs, and perspectives differ compared to their own, it is crucial to observe while passing judgement. The Australian health system’s progress toward achieving cultural safety is being tracked by the Intercultural safety in healthcare insurance for Indigenous Australians surveillance structure, which collects data on cultural safety (Gilbert and Kerridge, 2019). This Annie case study is a blatant example of “improper care,” but it can also be categorised as an instance of “racially based care” (Gilbert and Kerridge, 2019). This example shows how racism manifested through behaviours and attitudes could take numerous forms, such as hostility and avoidance, and that it was not blatant or clearly articulated. In reaction to Annie’s case, the gaps in nursing parity and the differences in healthcare outcomes across Indigenous and non-Indigenous persons. Legislative requirements, norms, and recommendations for healthcare and midwifery occupations, especially course certification criteria in Australia, are increasingly requiring cultural safety. 2 b. The idea of power in the nursing profession can be thought of as an inner emotion that is focused and has a fluid structure based on the nursing profession’s traditionally feminine nature, and professional communication can strengthen it, in response to the major study topic. But in the interim, racism among the nurses was discovered (Fernando and Bennett, 2019). Their views of the world, social traditions, and outlooks shape how they approach treating Annie. They judged them without knowing anything about their circumstances. 2 c. This handover of Annie is as usual as other clients. The degeneracy of racism conflicts with the healthcare profession’s ethics. No matter where they are employed, nurses must all assume personal accountability for practising in a way that is culturally safe, and that eventually develops and transforms into a profession of compassion and awareness (Thorpe, 2021). The nurse practitioner and individual physicians must first assume responsibility for the insufficient progress made to this point and then ensure that the teaching process gets underway quickly if racism is to be addressed. Maintaining the historical course of denying and/or being ambivalent about this subject/issue abdicates the duty of establishing an honest, race-free profession. Something less amounts to lying for this handover. |
| Section 3: Promoting Cultural safety A single action or a set of actions combined into a complete approach or series may be utilised to develop a patient safety culture. Modifications at the root level, like those in administration or reporting framework. It is also possible to add. Interventions to foster a safety culture involve team training, multidisciplinary rounding or executive walk rounds, and unit-based techniques that incorporate a sequence of interventions. Team training is a collection of systematic strategies for improving teamwork activities like as interaction, collaboration, engagement, and leadership. The Comprehensive Unit-Based Safety Program (CUSP) is a multidimensional cultural shift method that combines adaptive treatments (including such constant learning techniques or team training) and technological interventions (like translations and implementation of best possible evidence-based patient care algorithms) to enhance patient safety and quality. Executive involvement and team training are components of the CUSP methodology, as are particular tactics for converting clinical evidence into practise. For improvement, conducting patient safety leadership walk rounds for improvement, developing a reporting system, naming a patient safety officer, re-enacting real adverse events from the hospital, involving patients in safety initiatives, relaying safety reports at shift changes, appointing a safety champion for each unit, conducting safety briefings, and developing an adverse event response plan (Harfield et al, 2018). 1a. Begin by acknowledging the land, which is an Indigenous procedure and anti-racist strategy used to offer thanks to individuals who had lived here since the beginning of time.Make community agreements to encourage and facilitate patient-nurse discussions.Create an equity statement to make patients feel welcome and to encourage a sense of belonging in the hospital setting. Connect Mandatory Work of Anti-Racism (Staff Education and Training must be included) to Broader Power, Hierarchy, and Dominance Systems.Increasing infrastructure, accountability, and monitoring are important components in bringing about systemic change to combat racism.Non-tokenistic activity is an important element for effective, long-term anti-racist action. Without an explicit anti-racist focus, organisational and resource policies of human, both internally and externally, can aid into racial health inequalities. When there are no specific anti-racist policies, they should be established. As part of a multi-strategic effort to combat racism within an Australian regional health service, the development of a Counter Racism Policy and Compliance Procedure aided in the detection and disclosure of professional racism, with particular, executive-endorsed systems in order to examine and handle claims of professional racism as they emerge (Williams et al, 2021). 1b. Knowing how to handle power differentials, or the difference in power between a professional and the person being helped, can be incredibly vital for providing clients and patients with the most ethical and high-quality treatment (Glegg, 2019). Power disparities may be reduced by: Being polite and empathic.By listening, the employee will feel heard.Hold individuals accountable while yet treating them with dignity. Asking for and receiving comments without becoming defensive.At least some of the time, by collecting people’s thoughts and ideas before making a decision. Empathizing with people, including their personal situations, may help to bridge power gaps. |
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