Respect for Cultural and Gender Diversity: Strategies for Leaders to Overcome Bias

Respect for Cultural and Gender Diversity

Respect for cultural and gender diversity is a fundamental principle that guides the actions of healthcare leaders, particularly Advanced Practice Registered Nurses (APRN). Successful APRN leaders strive for cultural competence and value diversity in their work. These attributes require awareness of one’s own biases—overt and unconscious—attitudes, and behaviors that surface at all levels of interaction and in all settings.

Marcelin et al. (2019) argued that continued overt bias such as racism, misogyny, and transphobia/homophobia influence many interactions in health care today. Much more subtle is the issue of unconscious bias, in which individuals are categorized quickly without much thought. The effects can be similar to overt bias but much more difficult to recognize because of the unconscious nature of the bias.

The American Nurses Association (2015a) Code of Ethics for Nurses With Interpretive Statements clearly speaks to the requirement that all nurses practice with respect for the unique attributes of every person. This directive encourages nurses to understand the role of their unconscious biases in providing care.

An APRN leader must serve as a role model by demonstrating respect for the cultural differences of individuals and constituencies in any given situation. When a systems framework is used for understanding a complex concept such as culturally competent leadership, four levels can be identified—societal, professional, organizational, and individual. For the APRN, the responsibility for culturally competent care includes all four of these levels.

The Role of Cultural Competence in Nursing Leadership

Culturally competent care is delivered with knowledge, sensitivity, and respect for the patient’s and family’s cultural background and practices. Cultural competence is an ongoing process that involves accepting and respecting differences (Giger et al., 2007). This definition assumes that care providers are aware of and sensitized to their own cultural backgrounds and that they can integrate this sensitivity into their delivery of care.

The interactive nature of caregiving requires the authentic engagement of the provider with the patient to appreciate and respond to differences that may affect giving or receiving care. A good example of the challenge that culturally competent care presents was provided by Wheatley (2005). In this example, a group practice offered free car seats and training in their use to a group of parents, but no one took advantage of the gift. Upon debriefing, the providers learned that for this group of parents, using a car seat was perceived as an invitation to God to cause a car accident.

Addressing Unconscious Bias in Healthcare

Unconscious bias can have a significant impact on patient care and interactions within healthcare teams. APRNs must explore and learn about their own biases and actively engage in strategies to mitigate their effects. Key strategies to achieve cultural competence include:

• Explore and learn about your own racial and ethnic culture and background.
• Explore and learn about the different racial and ethnic cultures most frequently encountered in your practice.
• Read ethnic newspapers, magazines, and books.
• Learn the language of a different culture; become bilingual with the verbal and nonverbal behavior of the culture.
• Take advantage of training opportunities to increase your cultural awareness and sensitivity.
• Identify personal biases and develop strategies to manage, eliminate, or sublimate those potentially damaging attitudes and behaviors.
• Consider whether implicit biases may be operating when facing patient difficulties.

Respect for Gender Diversity in Leadership

Gender plays a critical role in leadership dynamics. Gender stereotypes can exert a strong influence similar to cultural stereotypes, affecting the way a leader is viewed and how the leader performs (Burgess et al., 2012). Successful leaders must understand their own biases about gender, recognize the role gender plays in the provision of care, and address gender issues in team functioning.

APRNs must model gender sensitivity and inclusivity in their practice to create a healthcare environment that respects and values every individual’s unique attributes. This approach fosters a positive work culture and promotes equitable patient care.

FAQs on Respect for Cultural and Gender Diversity

Q: What is the importance of cultural competence in nursing?
A: Cultural competence is essential in nursing as it ensures that care is delivered with respect, knowledge, and sensitivity to the patient’s cultural background, enhancing patient outcomes and promoting inclusivity.

Q: How can APRNs address unconscious bias in healthcare?
A: APRNs can address unconscious bias by exploring their own biases, engaging in cultural awareness training, and implementing strategies to manage or eliminate these biases in their practice.

Q: What role does gender diversity play in leadership?
A: Gender diversity in leadership promotes a more inclusive and balanced approach, helping to mitigate the effects of gender stereotypes and improve team dynamics and patient care.

Q: How does respect for cultural diversity impact healthcare?
A: Respect for cultural diversity leads to more personalized and effective patient care, reduces healthcare disparities, and improves the overall healthcare experience for diverse populations.

Q: What are some strategies to achieve cultural competence?
A: Strategies include learning about different cultures, engaging in training, becoming bilingual, reading diverse cultural literature, and identifying and managing personal biases.