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The Injury Surveillance Program recently released the report, “Injuries among Massachusetts Residents, 2012”, which includes data on unintentional falls among older adults. Here is a link to the report, along with some key findings related to falls among older adults.
For more information CLICK HERE
To visit the Mass General Fall Prevention Portal CLICK HERE
Let's Talk About Race: How to manage the conversation
Events in Ferguson, New York and Paris moved race-related issues squarely to the forefront. When conversations about race arise—involving patients, colleagues or others in our lives—certain skills and perspective are critical to managing the dialogue. Given the diversity of our staff and patient population, this is a particularly important skill-set.
Patient Care Services hosted an important forum for unit/departmental leadership and direct care providers titled “Let’s Talk About Race: How to manage the conversation,” on Feb. 18, 2015, in the O’Keeffe Auditorium. Facilitated by Deborah Washington, RN, PhD, director of Diversity for Patient Care, the forum will took a skills-based approach to understanding perspectives and new frames of reference now associated with the issue of race. This was a teaching-from-the-headlines event that focused on increasing the attendees' confidence and ability to build relationships through affirmation and acceptance.
Don't miss Joy Williams, RN, MGH Imaging staff nurse and Project HOPE volunteer, in "From Joy to Hope," the second in a series of short films documenting Project HOPE's work around the world. Joy describes her Project HOPE experience in this piece directed and produced by award-winning filmmaker Joshua Seftel. Please enJOY...and pass it on.
Deborah Washington, RN, PhD
director, PCS Diversity Program
PCS Diversity Steering Committee
Meets the 1st and 3rd Tuesday monthly, from 12-1pm, Founders 311,
DiversityInc. has recognized Massachusetts General Hospital fifth in the nation among healthcare institutions in its third annual Top Hospital Systems listing.
"The concept of diversity encompasses recognizing, accepting, and respecting that each individual is unique, with individual differences along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding and moving beyond simple tolerance to embracing and celebrating the rich dimensions
of diversity contained within each individual." (The definition of diversity used throughout MGH Patient Care Services.)
Cultural and linguistic competence is a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations. 'Culture' refers to integrated patterns of human behavior that include the language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or social groups. 'Competence' implies having the capacity to function effectively as an individual and an organization within the context of the cultural beliefs, behaviors, and needs presented by consumers and their communities. (Adapted from Cross, 1989). (from the web site of the Office of Minority Health)
Foundations of the Cultural Competence in PCS
The definition of Cultural Competence used in Patient Care Cervices came out of the 1998 PCS Leadership Retreat:
"Competence reflects skills, knowledge and behaviors derived from a specific role and setting which can be observed and result in a specific behavior."
Guiding Assumptions (established 1998)
Goals (1998 to present)
Launched in 1999, an 8-hour diversity curriculum by the Cross Cultural Health Care Program, Seattle, Washington, was adapted for use at MGH. The curriculum included these select slides. Today, the curriculum is incorporated into RN orientation.
Cultural rounds provide a clinical/educational offering that is unit based. Facilitated by the director of the PCS Diversity Program, the rounds provide an opportunity to discuss clinical cases, explore team-related issues, provide updates on what's happening in the discipline at large, or process any timely issue of interest to the staff.
Response to current events
Periodically,emerging topical issues and events in the news provide an opportunity to respond with targeted educational offerings to address the concerns of staff and/or visitors.
Leadership Curriculum on managing a diverse workforce
Designed to assist managers and those in leadership position to understand the skills and self-awareness needed to build, manage and lead a diverse workforce. To schedule a training, contact director of Deborah Washington, RN, PhD(c), director of PCS Diversity.
A tool available upon request:
The Culturegram was developed during the early days of the PCS Diversity Program for distribution to patients and families. It was about the size of an index card and laminated., and provided a way for people from differing cultural backgrounds to educate one another at a very basic level.
My Culture gram ... special information for you and me!!
The culture I most identify with is…..
The language spoken in my home is…..
In my culture:
- It is the custom to greet me in the following way….
- It is the custom for the following person to help me make a decision….
- My illness is understood in the following way….
I use the following traditional medicine to treat my illness….
For spiritual care I would like……
In 2003, the American Organization of Nurse Executives (AONE) Institute for Patient Care Research and Education, presented its first Prism Diversity Award to Jeanette Ives Erickson, RN, DNP, FAAN, senior vice president for MGH Patient Care Services (PCS) and chief nurse. The award was created to recognize efforts to promote diversity in the nursing field and enhance understanding of diversity issues through events and activities.
Established in 1996 as the Department of Nursing Strategic Thinking Task Force on Diversity, this group was originally charged with developing operational strategic goals and action steps for implementation. This Task Force later evolved into the PCS Diversity Committee, a standing committee of the Collaborative Governance structure. In 2012, the group is focused on two specific goals:
Center to Champion Nursing in America - Future of Nursing: Campaign for Action's Diversity Steering Committee
To narrow the health care disparities gap, to support the importance of a diverse workforce and to help prepare the discipline of nursing to care for a substantial increasingly diverse population, the Future of Nursing: Campaign for Action’s Diversity Steering Committee is organized to ensure that all Americans, regardless of race, religion, creed, ethnicity, gender, sexual orientation, or any aspect of identity will have access to high quality, patient-centered care in a health care system where nurses contribute as essential partners in achieving success.
The American Nurses Credentialing Center (ANCC) requires Magnet-designated organizations to track nationally-benchmarked nursing sensitive indicators (NSIs) to continually inform improvement efforts related enhance patient outcomes. Examples of NSIs include, but are not limited to: patient falls, hospital-acquired pressure ulcers, blood stream infections, ventilator-associated pneumonia, and restraint use.
There are numerous terms and acronyms in healthcare that may be unfamiliar. Please click here to visit a Glossary of Terms that may be helpful. And please email any suggested additions.
This month's featured term: Disparities
Disparities in care are differences in the delivery of health care, access to health care services and medical outcomes based on ethnicity, geography, gender and other factors that do not include socioeconomic status or insurance coverage. Understanding and eliminating the causes of health care disparities is an ongoing effort of many groups and organizations.
If you have questions or suggestions related to the EED portal, please contact Georgia Peirce at (617) 724-9865 or via email at firstname.lastname@example.org.
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