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Aaliyah Mendes
Personal Statement of Cultural Competency, Diversity, Equity, and Inclusion
It is important to understand Cultural Competency, Diversity, Equity, and Inclusion in the workplace. Every day you will come in contact while working with many different people. You will need to be able to have effective communications with everyone you may encounter.
Culture is something that is learned and shared growing up. People will have certain beliefs based on what type of culture that they learned. Growing up the school system taught us a lot about African American and American culture. Based on what Is taught certain people may already have a bias opinion on someone of a certain race or gender. It is your job to make sure everyone Is treated with respect when they visit your practice. “Culture is the learned, shared, and transmitted knowledge of values, beliefs, norms, and lifeways of a particular group that guides an individual or group in their thinking, decisions, and actions in patterned ways” (Leininger, 1995).
You should always treat others how you would want to be treated. You should also think if the patient was your mom or dad how would you want someone to treat them. Working in healthcare you will see a lot of diversities. A mistake that happens in health care Is someone being identified by the wrong gender. It is important to look at the preferred name or pronoun the patient uses. It is very embarrassing for a patient when they tell someone in registration, the name they preferred to be called. The patient gets to the practice, and they are still called by their legal name. It may also be very embarrassing for a patient to be called Sir when they have listed that their pronouns, she/her. Gender is a hot topic in the world right now. If you accidently call someone the wrong pronoun or name immediately correct yourself and apologize. No matter what your beliefs on what gender or sexual orientation are. You should always treat all your patients the same with respect.
Patients will have language barriers and seeing, hearing disabilities. When someone has a language barrier you don’t want to assume they don’t understand anything you are saying. Please communicate with them and ask if they would like an interpreter. Its rude to assume because English isn’t there first language, they need an interpreter. You must make sure your space is a trip free hazard. The last thing you want to do is ignore something that is on the ground that someone can trip on just because it’s not your job to pick it up. When someone has a seeing disability you always want to ask them, do they need help. Do not touch them and guide them unless they ask you to. If Someone has a hearing disability look at the directly at them while speaking to them.
As a result of learning about culturally competency diversity equity and inclusion I will be sure not to let my Implicit bias determine how I treat someone. What I will do differently as a result of what you have learned and is look at every as equal no matter where they come from. I will personally advance and promote cultural competency by making every one feel included. I will make everyone feel included and equal by treating everyone with respect.
In conclusion when it comes to cultural competency, Diversity Equity and inclusion you must understand these topics. Having an understanding on these topics will be a start of building a great relationship with your patients. At the front desk you will give off the first impression of the office. Explicit Bias may disrupt your patients care. If a patient feels embarrassed or not welcomed, they may not want to come back. Everywhere in the United States there is a long wait time to get a new doctor in any department. Treat everyone with the same respect no matter their culture, gender, sexual orientation, religious beliefs, or socioeconomic status.
References:
Butler M, McCreedy E, Schwer N, et al. (2016). Comparative Effectiveness Reviews, No. 170.
Rockville (MD): Agency for Healthcare Research and Quality (US); (Mar. 2016) Retrieved from
Cross, T.L., Bazron, J.J., Dennis, K.W., and Isaacs, M.R. (1989). Towards a culturally competent system of care: A monograph on effective services for minority children who are severely emotionally disturbed, Vol.1. Washington, D.C: Georgetown University Child Development Center.
Hyams, K., Prater, N., Rohovit, J., MeyerKalos, P.S. (2018). Person-centered language. Clinical Tip No. 8 (April 2018): Center for Practice Transformation, University of Minnesota.
Udod, S. and Racine, L. (n. d.).
Diversity in Health Care Organizations. In Leadership and influencing Change in Nursing. Joan Wagner, Pressbooks. Retrieved from
This email is intended to be a personal statement- that means that you should personalize this entry. Can you please re-read and edit it and change the voice from using “you” to “me” and “I”? Personalize it.
Cultural Competency, Diversity, Equity, and Inclusion come alive when you can incorporate the information learned and make it your own. Having your own philosophy and approach to Cultural Competency helps define who you are as a member of the health care team. You will create a Personal Statement of Cultural Competency, Diversity, Equity, and Inclusion.
How will you personally advance and promote Cultural Competency, Diversity, Equity and Inclusion?
