As nurses, we have the ability to use compassion and genuinely want the best for our patients. We understand our patients and want to help them find the treatments that will support their health. However, not all healthcare providers exercise cultural competence or respect patients’ beliefs and wishes.
We must validate patients’ feelings, including fears about providing for their families. Some hospitals have case managers who prioritize financial considerations over patient safety, quickly sending patients elsewhere if they lack insurance. In these situations, nurse case managers and social workers act as peacemakers, advocating for the patient and refocusing the team on their care.
Cultural competence is key. Sometimes, healthcare culture imposes beliefs on patients, expecting them to accept a specific treatment method. The reality is, patients have a choice. When options are explained clearly, patients can make informed decisions that are best for them.
Healthcare staff need to remember that cultural sensitivity means respecting differences. Just because someone does things differently does not mean it is wrong—it is simply different (Barr & Dowding, 2012).
I’ve seen cultural dynamics in my own management experience. As a manager of a multicultural nursing and social work team, I encountered a nurse with a thick island accent. Her patients loved her, but another manager from England criticized her communication during case presentations. I defended her skills and case validity. Although the manager did not respond verbally, she challenged everything I said afterward. Situations like this discourage employees and can impact team morale.
Cultural competence, respect, and advocacy are essential for nurses. By fostering understanding and inclusivity, we create safer, more compassionate environments for patients and staff alike.
Reference:
Barr, J., & Dowding, L. (2012). What makes a leader? Leadership in healthcare (2nd ed., pp. 32-44). [Vital Source Bookshelf]
