Health & illness test #2

racial microaggressions

1. cash of racial realities 2. invisibilt of unitentional expressions of bias 3. perceived minimal harm of racial microaggressions 4. recievers of microaggression questions their reality and how to react

Return on Investment (ROI)

= monetary benefits dervied from having spent money on developing or revising a system, will be worth the effort. may sound cold, but no bottom line on mission is a fact! not for profit, dictates that profits are re-invested in the mission

microaggressions

Microaggressions are minor statements, behaviors, and environments that communicate exclusionary or derogatory messages. They're usually sent to a person based on their membership in a marginalized identity group, and they have a significant negative impact. There is a negative impact on individuals (make no mistake) There are hierarchical, environmental, and classroom microaggressions. In a culture where micro-aggressions accumulate unidentified and unaddressed, their occurrence can affect our personal daily encounters, as well as our campus and community culture as a whole.

Microaggressions

Microassault-An explicit racial derogation, primarily by verbal or nonverbal attack. Racial or Ethnic slur, "Jap", "Kyke" or "Fag" (These are only shown publicly when a person loses control and/or feels relatively free to exact the microassault) Microinsult: Communications, rudeness, and insensitivity that demean racial heritage or identity. (Comments such as: "You're Mexican!? but you seem so... educated and American! "In these situations, the perpetrator is often unaware of the racial implications of the message, but the racial undertones are clear o the recipient.) Microinvalidation: Communications that exclude, negate, or nullify psychological thoughts, feelings, or experiential reality of a person of color (Statements such as: "No, but where are you really from?")

cognitive reappraisal

There are skills that senders, recipients, and bystanders can use to reduce the incidence and impact of microaggressions. Cognitive Reappraisal is an emotion regulation skill that is particularly helpful in stressful situations. When you experience a stressful situation such as a microaggression, you may experience highly intense emotions and automatic thoughts. Cognitive reappraisal may help you counter these automatic thoughts, reframe your perspective, and respond better to the situation. On the worksheet work through a microaggression you have encountered and developed a strategic response to the situation.

DEAF and deaf

We use the lowercase deaf when referring to the audiological condition of not hearing, and the uppercase Deaf when referring to a particular group of deaf people who share a language - American Sign Language (ASL) - and a culture. The members of this group have inherited their sign language, use it as a primary means of communication among themselves, and hold a set of beliefs about themselves and their connection to the larger society. We distinguish them from, for example, those who find themselves losing their hearing because of illness, trauma or age; although these people share the condition of not hearing, they do not have access to the knowledge, beliefs, and practices that make up the culture of Deaf people.

reasons for incorporating cultural competence into organizational policy

according to the national center for cultual competence the reasons are: 1. greater market share 2. increase profits 3. decrwase malpractice issues 4. better outcome/ best practice

Marketing

advertisement and communication direct towards minority communities must be visually affirming and developed in terms of their language.

Expansion of Minority Markets

begin with efforts to make sure that memebers of minority communites are aware that services are in place to meet their specifc needs.

inversting in cultural competence

changes towards cultural competence require an expenditure of moeny or investment on efforts to revise key aspects of the organization such as diversifaction, training, moving patients/client/customer envoiroments towards culturally visula affirmation, demographic date analysis and so on.

color blindness statement

color blindness statements that indicate that a white person does not want to acknowledge race "when i look at you, I dont see color" "America is a melting pot" "there is only one race, the human race" denying a person of colors racial/ ethnic experiences. assimilate/ acculturate to the dominant culture. denying the individual as a racial/ cultural being

what is a microaggression

differntiate micro assault, micro insult and microinvalidation

People First Language

emphasizes the person, not the disability. but placing the person first, the disability is no longer the primary, defining characteristic of an individual, but one of several aspects of the whole person. it eliminates generalizations and stereotypes, by focusing on the person rather than the disability. if you flip the order of your words-so instead of siabled person, you refer to the person as a person with a disability. some people perfer identity-first language. you should always repsect how a person wants to refer to themselves if they communicate a preference. a person is never "sped", "retarded", "a spaz", "nonverbal," "handicapped," "deformed," "mental," "slow," "wild," or so forth. Instead, when truly necessary to the discussion, someone may be referenced as "having a cognitive difference requiring modifications," "using a wheelchair," "living or diagnosed with Type 1 diabetes," "experiencing tics," "having cerebral palsy," or "managing a mental illness"

the need for CLAS standards and action plans for health professionals

health orofessional mist be part of an action plan that shouls include assessment, education, implementation, ongoing reassessment, and validation for CLAS across their organizations. initial steps should be the identification of interpretation services to adress lingusitic competence issues

Understanding Major Markets

it is important for health professional to gain greater insigth into their major markets at every level this requires learning about the culture of the communities and diversifying staff to reflect the community in an effort to ensure that customers feel compatible with those who will serve them. it is also important to communitcate with individuals in their language to prevent a langauge barrier and to provide cultural competence training for all staff at every level. can we always diversify?

why use appropriate language?

people with disabilities are our largest minority group, most inclusive -all ages, genders, religions, ethnicities, sexual orientations and socioeconomic levels.

CLAS: key feature

provide a common understanding and consistent definitions of culturally and linguistically appropriate services in health care. offer a practical framework for the implementation of services and organixational structures that can help healthcare organization and providers be responsive to the cultural and linguistic isssues presented by diverse populations.

solving the problem

the first step towards solving any problem is diagnosing it. if you are the perpetrator and you catch yourself in the act, apologize immediately and sincerely for your misstep. if you are the recipient, speak up respectfully and promptly in the moment "can you please explain what you mean by that comment?" or "that statment is bothersome- i am sure you idd not intend it to be that way- i just want you to know how it looked from my view point"

Words are powerful

the language a society uses to refer to persons with disabilites shape its beliefts and ideas about them. old, inaccurate, and inappropriate desciptors perpetuate negative sterotypes and attitudinal barriers. in contrast, using thoughtful terminology can faster positive attitudes about persons with disabilites.

Culturally and Linguistically Appropriate Standards

the purpose is to address the inequities that exist in the provision of health care and to make services more responsive to the individual needs, on a cultural and linguistic basis, of patients/clients/consumers served. the ultimate goal of the CLAS national standards is to improve the health of all who seek care in the United States through the elimination of racial and ethnic health disparities, which is an enormous challenge.

the real proof of CLAS

the real proof of CLAS will be when such standards are no longer needed becuase individuals will be repsected and provided with equal access to healthcare services delivered within the scope of appropraite linguistic services and consideration of cultural norms.

facts

we all have our own culture we have our own bias and prejudice it is important for us to understand our own culutre as the basis for our beliefs and action as the demogrpahics of our country are changing, some people are feeling threatened we can all be an ally, and improve our society being a culturally competent healthcare professional involved being and active part of a solution

perspective matters

we should also try to take account of how people want to be referred to. for example, consider individuals with diagnosis of autism spectrum disorder. There are as many preferences for terminology surrounding this particular diagnosis as there are individuals having the condition. Some believe autism is inherent to their core identity and therefore find no exclusion in being called autistic. Others may even take offense at the suggestion that primary reference of autism should be avoided. Still others perceive the diagnosis as only secondary to their personhood and therefore not relevant or appropriate to use as an initial introduction or reference.

identity first language

what is identity first language? its not exactly the "direct opposite" of people first language, in that it is not putting the person last. it is merely a way of saying "having a disability is acceptable." you dont need to try to hide the disability or squash it and put it second. it is a part of who i am. "autistic person" rather than "person with autism", having been persuaded by the argument that autism is not a disability and is a core element of who the person is.