Organizational Cultural Competence

The first thing I noticed when I entered a hospital near me to volunteer was the board stationed near the entrance that mapped out the directions to each of the departments in the hospital. Although the board itself was simple, it was the translations underneath the board that grabbed my eye. Instead of the usual English and Spanish found, I also noticed the Arabic translations of the board, directions, restrooms, and more in the healthcare facility. 

This hospital had recognized the large community of Arabic speaking people and took steps to ensure that the needs of this prevalent group of people were met and that they felt welcomed. The organizational cultural competence of the hospital extended to the diversity of the staff and inclusivity among even volunteers.

Organizational cultural competence is a set of “behaviors, attitudes, and policies that enable a system, agency, or group of professionals to work effectively in multicultural environments” (Cross et al. 1989). As such, organizational cultural competence must be achieved periodically while assessing the fluid dynamic of the community in which a healthcare professional may be practicing. However, the responsibility of organizational cultural competence does not fall solely on the healthcare provider. Instead, organizational cultural competence must be implemented throughout a healthcare facility by the agency to make services more accessible and the facility more welcoming to a diverse community. 

Steps towards organizational cultural competence can include making sure that the facilities working hours are accessible to the majority of the community members. Additionally, healthcare facilities can be cognizant of their population and offer translations in languages beyond English. 

Furthermore, representation can be a key tool to adequately reach the community. Having representation on administrative boards and advisory groups is an effective way to be reflective of the community. Last but not least, steps can be taken to modify care plans to unique cultural groups that are prevalent in the community (Source). 

By: Sreenidhi Saripalli