Thursday, July 14, 2005
This presentation is part of : Creating Culturally Competent Environments
An Organization With an Inherent Desire to Become Culturally Competent
Millie Hepburn-Smith, MSN, RN, APRN-BC1, Marianne Allen, MN, RNC2, and Karen Whitmer, RN, BS, ONC1. (1) Nursing Administration, PinnacleHealth System, Harrisburg Hospital, Harrisburg, PA, USA, (2) Perinatal, PinnacleHealth System, Harrisburg, PA, USA
Learning Objective #1: Identify pertinent aspects of the study and outcome nursing measures of cultural competence, as compared in the interventional and control groups
Learning Objective #2: Understand the impact of cultural competence on patient care and organizational culture

Statement of the Problem: The American patient has changed. As America becomes increasingly culturally diverse, the cultural mix of patients also changes. However, nursing remains an overwhelmingly white female workforce (80%). This offers potential for disparity in the provision of effective health care.Educational training program in cultural diversity may offer solutions for the provision of care. Significance: At an urban hospital system, service area encompasses a 12 county region. U.S. 2000 Census report; within the city limits, a total population of roughly 247, 000 • 54.83% Black Americans • 28.58% White • 11.69% Hispanic or Latino • 2.83% Asian • 2.03% Another/Multiple Race The professional nurses at the hospital, however, are 80% white. This dynamic offers a potential for disparity in the provision of effective health care.

Objective/Design/Setting: A multi-phased quasi experimental (1) Increases staff desire toward competence in culturally sensitive care 2) Provide a framework for culturally competent patient care (3) Provide education specific to selected cultures Description of the intervention; education to enhance culture of care: In alignment with the National Center for Cultural Competence (NCCC): Cultural competence requires organizations and their personnel to: value diversity, conduct self-assessment, manage the dynamics of difference, acquire and institutionalize cultural knowledge, and adapt to the cultural contexts of individuals and communities served. Setting: Two medical units were identified as test units for the educational intervention. two additional medical units served as a control units.

Outcome Measures: A behavioral staff assessment and reassessment Patient satisfaction surveys: compared pre and post educational implementation. Results/Conclusions: 1.Patient satisfaction surveys were compared by unit for the period of time identified. Survey scores increased by 15% on both units. Significant Improvement sustained on one test unit and not other. 2.Staff assessment and reassessment also displayed significant improvement. Statistical relevance will be discussed of both outcome measures.