Impact of Medically Tailored Cultural Exposure On Hospital Personnel

IMPACT OF MEDICALLY TAILORED CULTURAL EXPOSURE ON HOSPITAL
PERSONNEL
A Major Project
Presented to
The College of Graduate and Professional Studies
Department of Human Resource Development
and Performance Technology
Indiana State University
Terre Haute, Indiana
In Partial Fulfillment
Of the Requirements for the
Human Resource Development Master of Science Degree
By
Raeanne Florek
MEDICALY TAILORED CULTURAL EXPOSURE

ABSTRACT
Diversity in the workforce has become a major focus for companies, with equal employment and
anti-discrimination laws, it is important for any company to implement diversity training to
create a safe and knowledgeable environment. There is a lot of research on what the content for
diversity training should be, and the purpose of this project was to enlighten medical
practitioners by increasing their understanding of other cultures medical practices and customs,
in order to promote a healthy and productive practitioner-patient interaction. The world and its
varied cultures have become more accessible than ever before; and as international travel
becomes more attainable, chances of having interactions with someone from a different culture
also increases. Taking this into consideration, first hand exposure to these multifarious peoples
and ideologies is beneficial to any medical establishment wishing to expand their clientele, their
customer service, and individualize the healthcare they provide. This study also examined if a
diversity training program was an effective way to give information and promote tolerance in the
organization. An educational fair was attended by hospital staff that included a quiz at the end, if
you participated in it, you were entered in for a prize. Before the fair, an informational booklet
was emailed out to all employees. Lastly, a survey was emailed to all personnel to conclude if the
combination of these measures was an effective way to promote knowledge of the medical
preferences and customs of other cultures. The research has shown, by implementing a yearly
exhibit, it is possible to not only do this, but to provide those attending with a pleasant and
lasting experience. To understand the attitudes of those who attended the fair and who received
and read the booklet, several statistical testes were used to correlate and compare age, gender,
and exposure to previous diversity training to the dependent variable, their attitudes about the
fair.

TABLE OF CONTENTS
Abstract ......
List of Tables .......5
INTRODUCTION ...6
Research Questions
..7
LITERATURE REVIEW...7
What is Diversity, and its Role in the Workplace8
Attitudes towards Diversity Training.9
Spiritual Diversity in Healthcare12
METHODS ..................13
Population and Sample ...13
Data Collection .......14
Data Analysis ..14
RESULTS ....15
Diversity Questionnaire ...15
Survey Results .....16
Research Question 1 18
OBSERVATIONS, RECOMMENDATIONS, AND CONCLUSIONS.............23
OBSERVATIONS ..23
CONCLUSIONS ....25
RECOMMMENDATIONS ........26

REFERENCES 27
APPENDIX A .29
APPENDIX B .30
APPENDIX C .35

Tables and Figures
Table 1Diversity Quiz Results..15
Table 2a
Frequency Distribution: Gender..16
Table 2b
Frequency Distribution: Age16
Table 2c
Frequency Distribution: Previous Years Attended...17
Table 2d
Frequency Distribution: Number of Years Attended17
Table 2e
Frequency Distribution: Methods of Introduction...18
Table 3
Frequency Distribution: Increase of Knowledge about Cultural Medical

Preferences...18
Table 4a
Frequency Distribution: Written Information..19
Table 4b
Frequency Distribution: Visual Information....19
Table 4c
Frequency Distribution: Verbal Information...19
Table 4d
Written vs. Visual vs. Verbal: Medium Preferences.20
Table 5a
Descriptive Statistics: Learning in Females vs. Males.21
Table 5b
T-test: Learning in Female vs. Male.21
Table 5c
Descriptive Statistics: Learning in Individuals with No Prior Experience

vs. Prior Experience.........................................................................................22
Table 5d
T-test: Learning in Individuals with No Prior Experience vs. Prior

Experience22
Table 6Learning in Different Age Groups23

CHAPTER 1
Introduction
The United States was founded on many different, nationalities, cultures, colors, and
creeds. The melting pot was a term that was used to describe America at the beginning of the
20th century. Immigrants streamed through the ports of the Eastern United States, spurred on by
the promise of peace, prosperity, and a new beginning. With the influx of so many different
practices and customs, it became necessary for the businesses in the United States to understand
the value of diversity in order to capitalize on all the value a diverse workforce can offer.
Studies have shown that the perceived success of diversity training is strongly associated
with the support that top management shows for diversity. Other factors that also contributed to
this were the size of the organization, managements beliefs about diversity, prioritization of
diversity, and the presence of a diversity manager (Rynes & Rosen, 1995).
Union hospital is a non-for-profit healthcare facility with two locations, Terre Haute and
Clinton. They have been serving the community for over 100 years and have been voted Best
Place to Work 5 years running. With over 2200 employees, it is the largest healthcare facility
between St. Louis and Indianapolis. Their mission is to serve their patients with compassionate
health care of the highest quality, (Our Mission, 2014). Coupled with their pristine reputation
of giving back to the community, Union is a teaching hospital that provides medical and nursing
students the skills and education needed to excel in their health care fields. Teaching about
diversity, sensitivity, and age is a major part of the orientation given to new employees. To
further their learning, Union Hospital holds an Annual Diversity Fair to expose their employees
and staff to other cultures, religions, and persons with disabilities, in order to provide the best
and most individualized health care possible.

Because Union Hospital is not the only health care facility in the region, they need to set
themselves apart. They do this by making sure that each patient is treated as an individual,
providing the most sensitive and aware care possible. The population of diverse individuals in
the Midwest has increased in the last decade, making the need for a well-rounded and trained
staff, a must. Unions commitment to providing the best care to each individual patient is what
spurred the creation of this insightful event, propelling them to a higher quality of health care.
This event is done yearly, to expose employees to many different cultures and aspects of
diversity, ensuring that Union Hospital will always be your best choice for healthcare, (Our
Mission, 2014).
Research Questions
This project was guided by the following research questions:
1. Was the Diversity Fair effective in increasing the participants knowledge of medical
preferences in other cultures?
2. In what way do participants prefer to be presented information (i.e. verbally, written)?
3. Did learning increase in a particular group significantly more than any other (i.e. gender,
age)?
4. What groups attend the Diversity Fair?
CHAPTER 2
Literature Review
In order to conduct research about diversity, it is necessary to read and familiarize oneself
with others findings of the subject. Because this research is geared toward determine if diversity
training is effective, a deeper understanding of what diversity is and its role is essential. This
literature review shows some of the findings about diversity and how it relates to healthcare.

What is Diversity, and its Role in the Workplace
Websters Dictionary defines diversity as, an instance of being composed of differing
elements or qualities, (Diversity, 2014). With this definition, it can be seen that diversity makes
up the very fabric of what makes not only us, but our world unique. With commercial travel that
is accessible by a majority of the world population, it is very unlikely that you will find a
workplace without several diverse people.
Technology is on the rise, it is no surprise that some of the biggest and most recognizable
companies in the world are developing new and different items. Its is a high-speed race to see
who can develop the next product. It is for this reason that many of these wildly successful
companies require diversity. Integrating different background, cultures, and prospective allows
for many solutions to be thought of. Having people who view problems differently, and who are
able to think outside of the box and make old way more efficient is highly sought after (Wulf,
2014). This knowledge brought by different backgrounds is known as Knowledge Diversity
Even after all of the benefits of having a diverse workforce are discussed, even if there is
resistance, it is imperative to remember that discrimination, under any circumstances is against
the law. The Civil Rights Act of 1964, made it illegal to discriminate based on race, color,
religion, sex and national origin, in instances of employment (2014). There were subsequent
statutes that were developed at later dates to prevent discrimination against pregnancy, age,
sexual orientation, and disability. These changed the face of the workforce, and brought a flood
of new backgrounds, perspectives, and ideas to the table.
The change that this brought into the workforce, while met with some acceptance at the
time, often times would breed hostility. While the attitudes about diversity are dynamic, they are
ever-changing and it can be said with certainty that they will continue to change.

Attitudes toward Diversity Training
The minority population in the Unites States has been steadily increasing and by the year
2060, it is expected that over half of the US population will be composed of ethnic minority
groups (Jeste, 2009, p. 2). Training employees to increase understanding and tolerance is one
response to this growing population. If consumers are met with resistance or hostility because
they are a minority, disabled, or different in some way, this decreases the chances that they will
continue using your product. Diversity awareness training is among the most prevalent type of
training (Carnevale & Stone, 1995). This type of training is aimed at making attendees more
aware of the differences in fellow people and their sensitivity to those differences.
As stated previously, there are many positive reasons why diversity needs to be integrated
into the workplace. Knowledge Diversity is a strategic resource that can be utilized within every
company; and according to Maike Andresen, the Chair for Human Resource Management at the
Universe of Bamberg, it should be. There is a direct link from demographical data to components
such as profession, professional experience, and company seniority. He argues that a persons
age, race, gender, culture etc. have a direct effect on the knowledge that a person has, and having
a large pool of this Knowledge Diversity will give companies sustained and competitive
advantages over their competitors (2007, p. 15-18).
It is suggested by the research of Fiona Colgan that although many differences exist in
companies in the private, public, and voluntary sector, it is almost universal that they the largest
have taken it upon themselves to act as champions for diversity in the workforce. She goes even
further to suggest that it is not only on a national, but on a global scale. They implemented
programs such as Dignity at Work and Zero Tolerance, which operate on a case-by-case basis
10

and if any act of harassment or discrimination is found to be true, an employee is immediately
terminated (2011, p. 2-6).
Some studies suggest that this is not enough. It is recommended, that in order to build
understanding, cultural competency and skills to prepare employees to confront their roles in the
organizations inclusion and diversity goals, they need to be a part of a process; and while
awareness and sensitivity are very important, more is need than just a few informative training
sessions to see a real change (Jackson, 2010, p. 51). This implies that those companies who touch
on diversity training to their new hires or to all employees only one or two times are year are not
providing adequate training enough to see real change within their workforce.
Workplace diversity programs are usually developed by human resource departments to
foster a more inclusive environment for employees, but arent typically tested for their
effectiveness. Nonetheless, their existence has been used in courtrooms as evidence that
companies treat employees fairly, (McElroy, 2013). This implies that the companies
administering the training and those receiving it, do not actually care about it on the level that
they are expected to.
The same study conducted that the University of Washington revealed that those
participants who worked for companies that gave diversity training, were not likely to take
discrimination complaints earnestly. Findings also suggest that many programs are just an act of
showmanship. Even the programs that increased acceptance of diversity just a small amount
were observed as being highly effective (McElroy, 2013). many companies run these
programs simply because its a legal requirement and not because diversity or cultural awareness
is truly a goal of the cooperation, (Rainey, 2010, p. 7).
11

Keeping these things in mind, one should ponder if diversity training is giving an illusion
of fairness that may impede the capability to detect true discrimination. Those minorities who
claim face discrimination may be met with harsh response because of this illusion. Are programs
really accomplishing what we would like them to accomplish?
Diversity training is often times a mandatory task, being a part of orientation or a yearly
requirement. According to research done by Frank Dobbin, Alexandra Kaley, and Erin Kelly as
reported in INSIGHT Into Diversity it is more likely that diversity training will backfire and have
negative effects if required. People are also more likely to reject the training (Rainey, 2010 p. 7).
When people think that they have chosen to attend something, they are on board and are more
willing to listen and change their attitudes. When forced to listen to something that is aimed at
changing their attitude, they reject the ideas and develop a sour disposition toward the subject.
Several solutions have been offered to combat the pitfalls of diversity training; they are
few in number but may serve to remedy the aforementioned. In todays day and age it is all about
justifying programs and what you can do for your company too often training programs are
created to address the business risk that is associated with not doing diversity training. Perhaps
tailoring the training to address the business opportunities that come with a diverse workforce
would change attitudes (Jackson, 2010, p. 51). Focusing on how diversity can not only help the
company but how it can enrich and aid employees, may shift participants thinking from
obligation to opportunity.
Long-term instruction is often tedious for employers; the resources it takes to keep a
program running for an extended period of time are usually large and limited. This coupled with
the suggestion that diversity often isnt a top priority means that long-term diversity training is
often looked at as too big a burden. Jackson explains that the most effective form of diversity
12

training is one that is long-term and integrated into multiple facets of the workplace. A blend of
instruction from a qualified professional, self-paced learning, and face to face interaction is the
right recipe to ensure that diversity is taught correctly and effectively to all staff and agents of the
organization (2010, p. 51). Howard Ross, a leading diversity consultant, believes that the
companies that do not offer long-term diversity training but shortterm, merely give
information and have no impact whatsoever on diversity or attitudes about diversity (Rainey,
2010, p. 7).
Spiritual Diversity in Healthcare
Diversity plays an important part in healthcare, especially tailoring to spiritual diversity.
There are many instances where people spend their last days in the hospital, those who have
spiritual needs, should have them met. As a non-denominational healthcare facility, it is their
responsibility to address them in the most knowledgeable and sensitive way possible.
The efficacy of prayer and faith on the healing process has been a subject of great debate
for many years. Studies are wildly varied in their findings, some showing that it works, others
show that it does nothing, and other show that if a patient is told they are being prayed for, it
actually creates anxiety, aggravates their condition, and worsens their health.
Most training programs in diversity neglect to incorporate religious content. A study done
in 2013 surveyed students, faculty, training directors, intern, and students of a doctoral program
about what the content of diversity training should consist of. The lowest rated categories
included, age, disabilities, religion, and spirituality (Vogel, McMinn, Peterson, Gathercoal,
2013).
Dr. Richard Sloan, a professor of behavioral medicine at Columbia University makes a
valid point by stating this of the studies done, "the problem with studying religion scientifically
13

is that you do violence to the phenomenon by reducing it to basic elements that can be
quantified, and that makes for bad science and bad religion. (Carey, p. 17, 2006).
CHAPTER 3
Methods
This study was completed at a healthcare facility in West-Central Indiana. This facility is
considered a large hospital, with 317 beds and over 3,000 employees working. They do not have
an official diversity training program; instead they rely on students from the nearby college to
implement something for a few hours every spring. Over the last few years they have had these
students plan and implement a Diversity Fair relying on volunteers from other cultures to come
and present for a few hours in the middle of the day. This study was done in 4 stages in order to
fully determine the efficacy of diversity training in the facility. The first stage was the
distribution of the Embracing Diversity booklet. Please see Appendix C to view the booklet.
The second was the Annual Diversity Fair with accompanying Diversity Quiz. The final stage
was the final survey. This study was guided by the following research questions.
1. Was the Diversity Fair effective in increasing the participants knowledge of medical
preferences in other cultures?
2. In what way do participants prefer to be presented information (i.e. verbally, written)?
3. Did learning increase in a particular group significantly more than any other (i.e. gender,
age)?
4. What groups attend the Diversity Fair?
Population and Sample
This event is specifically for the employees of Union Hospital but since it is during
normal hospital hours and the doors are open, any member of the public can walk in and learn as
well. Meaning, people of any age, race, religion, gender, national origin, and educational
14

background may be present. The cultural quiz had 54 participants and the accompanying survey
had 30 responses in total. All 30 responses were used as the sample population.
Data Collection
The data collection occurred in two stages. The first stage was a cultural quiz that was
developed and distributed to each person who attended the Annual Diversity Fair at Union
Hospital. It was an optional quiz that had an incentive of being entered in a drawing for prizes if
it was completed. The main focus of the quiz was to ascertain if there was any learning that took
place during their visit. It was composed of 6 questions about various medical preferences of
different cultures and disabilities. All of the quizzes were done on-site via distributed paper
copies. Please see Appendix A to view the quiz.
The survey was made on Qualtrics and was distributed in one way, two waves of link
distributions through the hospitals internal email network. This email was sent to all employees
with access to email, in all departments.
The survey consisted of 3 categorical items, 3 closed-ended items, and 10 Likert-type
items that focused on the level in which the participant agreed with the statement, and how
satisfied. The dependent variable in this study is the attitudes towards diversity training. The
independent variables in this study are age, gender, and exposure to previous diversity training.
Please see Appendix B to view the survey.
Data Analysis
The data collected from the surveys was evaluated using Statistical Package for the
Social Sciences (SPSS) trial software and Microsoft Excel. The questions that related to age,
gender, and previous experience were evaluated using frequency distributions. Independent ttests and descriptive statistics were used to show any relationship between gender and learning,
15

and previous experience and learning. ANOVA was used to show any relationship between age
and learning, and the medium in which the information was presented and larning. The data was
used to elicit a response to the four research questions by quantifying the answers in the survey.
CHAPTER 4
Results
Diversity Quiz
This quiz was used to ascertain what learning took place from the booklet and the Annual
Diversity Fair. The quiz consisted of 6 total questions, 5 multiple choice and 1 true/false, all
producing quantitative data. Please see Table 1; there were 54 participants in this quiz.
Table 1. Diversity Quiz Results
A/T
B/F
Correct
Answer/
%
Some people in this culture follow the

hot/ cold theory
10
13
11
12
E/22%
Organ donation is generally acceptable

in this religion
12
11
10
11
10
E/19%
When meeting with someone who is

visually disabled what is the first thing
you should do
27
20
B/50%
People in this generation are primarily

fighting with chronic disease
50
A/93%
There are many different variation of

culture and religion so you should ask
each patient what their preferences are
54
Question
T/100%
The Embracing Diversity booklet was available both online and hard copy at the fair.
Based on the percent of correct answers for a majority of the questions, there was not a
satisfactory amount of learning that took place.
16

Survey Results
The survey was emailed out to 127 individuals, 30 participated (24% return rate). The
first section of data collected showed that 87% of the participants were female; 87% were
between the ages of 30 and 60 years of age (mean of = 42.87); 73% had attended the fair in
previous years with 84% of those attending for 3 years or more. 54% of attendees had heard
about the event through the company-wide emails that were sent out at steady intervals leading
up to the fair. Please see Tables 2a, 2b, 2c, and 2d for frequency distribution data.
Table 2a. Frequency Distribution: Gender
#
1
Answer
Male
Frequency
4
%
13%
Female
26
87%
Total
30
100%
Table 2b. Frequency Distribution: Age

Cumulative
Percent
0
Age (years)
Frequency
0-29
30-40
10
33.3
33.3
41-50
23.3
56.6
51-60
30.1
86.7
61-70
13.3
100.0
Total
30
100.0
100.0
Table 2c. Frequency Distribution: Previous Years Attended
17

#
1
Answer
Yes
Frequency
8
%
27%
No
22
73%
Total
30
100%
Table 2d. Frequency Distribution: Number of Years Attended

#
1
Answer
Never Attended
Frequency
11
%
37%
1-2 years
10%
3-4 years
10
33%
5-6 years
10%
>6 years
10%
30
100%
Total
Table 2e. Frequency Distribution: Methods of Introduction

#
1
Answer
Flyer/Poster
Response
6
%
23%
Co-Workers
15%
Union Live Newsletter
31%
GroupWise Email
14
54%
Relative/Friends
4%
Other
12%
The second set of questions were Likert-type items where participants were asked to rate
their attitudes toward the diversity fair. The first question had 3 separate items that were to be
rated on a scale of Strongly Disagree, Disagree, Neither Agree nor Disagree, Agree, and Strongly
Agree. The second question had 7 separate items that were to be rated on a satisfaction scale;
Very Dissatisfied, Dissatisfied, Neutral, Satisfied, Very Satisfied.
18

Research Question 1 - Was the Diversity Fair effective in increasing the participants
knowledge of medical preferences in other cultures?
This research question was answered with the first item of question 6. The lowest
possible score for this section was a 1, the highest 5. A score of 1 or 2 would indicate a negative
response, 3 would be neutral, 4 or 5 would be a positive response. The results show that 72% of
scores were a 4 or 5. 20% show a neutral attitude (3), and 8% show a negative response (1, 2)
(mean = 3.84).
Table 3. Frequency Distribution: Increase of Knowledge about Cultural Medical Preferences
Increase in
Knowledge
1
Frequency
Cumulative %
4%
4%
4%
8%
20%
28%
12
48%
76%
24%
100%
Research Question 2 - In what way do participants prefer to be presented information (i.e.

verbally, written)?
This research question can be answered by items 4, 5, and 6 of question 7. Item 4 would
be information presented written, 5 would be visually, and 6 is verbally. The lowest score for
each individual item would be 1, the highest would be 5. A score of 1 or 2 would indicate a
negative response, 3 would be neutral, 4 or 5 would be a positive response. The mean for written
information (mean = 3.92), visual information (mean = 3.80), and verbal information (mean =
3.96).
Table 4a. Frequency Distribution: Written Information
19

Medical
Quiz/Booklet
1
Frequency
Cumulative %
0%
0%
4%
4%
29%
33%
38%
71%
29%
100%
Table 4b. Frequency Distribution: Visual Information

Booths
1
Frequency
2
%
8%
Cumulative %
8%
4%
12%
20%
32%
36%
68%
32%
100%
Table 4c. Frequency Distribution: Verbal Information

Presenters
1
Frequency
1
%
4%
Cumulative %
4%
4%
8%
20%
28%
36%
64%
36%
100%
An ANOVA was used to compare the data to determine if there was any statistical
significance between the three types of learning. The results show that there is not a statistical
significance between any of the mediums of information (F = .154) but they all have a slightly
positive response. Please see Table 4d for data.
Table 4d. Written vs. Visual vs. Verbal: Medium Preferences
SUMMARY
20
Written
24
94
Averag
e
3.9166
67
Visual
25
95
3.8
Verbal
25
99
3.96
MS
0.1709
01
1.1097
65
Groups
Count
ANOVA
Source of
Variation
Between
Groups
Within
Groups
SS
0.341801
802
78.79333
333
Total
79.13513
514
Sum
df
71
Varian
ce
0.7753
62
1.4166
67
1.1233
33
F
0.1539
97
Pvalue
0.857
56
F crit
3.1257
64
73
Research Question 3 - Did learning increase in a particular group significantly more than
any other (i.e. gender, age)?
In order to determine if an increase in learning took place between males and females, a
t-test was done. The results concluded that we could not reject the null hypothesis (p = .126);
therefore, there is no statistical significance between the amount of learning between males and
females.
Table 5a. Descriptive Statistics: Learning in Females vs. Males

Females
Males
21

Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Sum
Count
Confidence
Level(95.0%)
11.05263
0.686008
11
12
2.990238
8.94152
1.962241
-1.05993
210
19
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Sum
Count
Confidence
1.441248 Level(95.0%)
13.25
1.030776
13.5
15
2.061553
4.25
-4.85813
-0.19974
53
4
3.280391
Table 5b: T-test: Learning in Female vs. Male

Mean
Variance
Observations
Hypothesized Mean Difference
df
t Stat
P(T<=t) two-tail
t Critical two-tail
Female
11.05263
8.94152
19
0
6
-1.77467
0.126306
2.446912
Male
13.25
4.25
4
In order to determine if an increase in learning took place between individuals who had
attended previous diversity fairs and those who had not, a second t-test was done. The results
concluded that we again, could not reject the null hypothesis (p = .478); therefore, there is no
statistical significance between the amount of learning between those who had attended pervious
fairs, and those who had not.
Table 5c. Descriptive Statistics: Learning in Individuals with No Prior Experience vs. Prior
Experience
No Prior Experience
Prior Experience
22

Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Sum
Count
Confidence
Level(95.0%)
10.5
1.565248
11.5
11
3.834058
14.7
4.51895
-1.9801
63
6
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Sum
Count
Confidence
4.023597 Level(95.0%)
11.76471
0.633207
12
15
2.610781
6.816176
-0.14948
-0.30568
200
17
1.34234
Table 5d. T-test: Learning in Individuals with No Prior Experience vs. Prior Experience
No Prior
Experience
10.5
14.7
6
0
7
-0.74902
0.478253
2.364624
Mean
Variance
Observations
Hypothesized Mean Difference
df
t Stat
P(T<=t) two-tail
t Critical two-tail
Prior Experience
11.76471
6.816176
17
An ANOVA was used in order to determine if there was an increase in learning between
four different age groups, as opposed to conducting four separate t-tests. The results were found
to be not significant (F = .377) and shows that there was not any increased learning based on age
groups.
Table 6. Learning in Different Age Groups

SUMMARY
Age Groups
Count
Sum
Averag
Varian
23

e
30-40
72
41-50
73
51-60
86
61-70
32
ANOVA
Source of
Variation
Between
Groups
Within Groups
Total
SS
10.652
17
df
3
179
19
189.65
22
22
12
12.166
67
10.75
10.666
67
MS
3.5507
25
9.4210
53
ce
21.6
3.7666
67
6.7857
14
2.3333
33
F
0.3768
93
P-value
0.7706
91
F crit
3.127
35
Research Question 4 - What groups attend the Diversity Fair?

In order to answer this question, we need to reference the data from Tables 2a, 2b, and 2c
in the first section of the study. Combining the information from these, you would most likely
find a female, age 30-40, who had attended pervious diversity training. Of these groups you are
likely to find a mix of individuals who prefer to have information given to them verbally,
visually, and penned. Because race and educational background were not ascertained in this
survey, we are not able to determine which race or level of education was most prominent.
CHAPTER 5
Observations, Recommendation, and Conclusions
Observations
many companies run these programs simply because its a legal requirement and not
because diversity or cultural awareness is truly a goal of the cooperation, (Rainey, 2010, p. 7).
Looking at the additional comments that were left at the end of the survey and some observations
that took place, there are a few recommendations suggested to the facility. Firstly, before we
24

began planning the fair, the HR Program Director and Director of HR informed us that a majority
of the time, employee just come for the free food, and prizes. We tried to cut down on this by
asking the student groups to bring only a small amount of food, if any, because we wanted the
participants to be focused on learning from the students and not just stopping by to grab a bite to
eat.
The following quotes are taken from the additional comment section on the survey a
few of the Volunteers, did not display enough knowledge, as well as I feel they lacked a colorful
eye catchinb (catching) display. Felt not alot of effort was portrayed. Enjoyed the event. It was
scaled down from last years which was the best diversity fair so far. Great prizes. These
comments just further my belief that this is all for showmanship.
This events only budget is $20 per student group, this means that the students presenting
had little to no money to create a colorful eye-catching display and had to spend money out of
pocket if they wanted to make enough food to share with the visitors. I believe that the
preconceived idea of the fair being a place to grab lunch and win prizes has nulled its effect at
educating. Additionally, having a miniscule budget reflects on how the Administration really
feels about diversity education in their Hospital.
There were also restrictions on what booths we could, and could not have at the fair. We
expressed interest in having an L.G.B.Q.T booth but were turned down immediately and told that
it would make people uncomfortable, and it may offend. We were also not allowed to set up
booths for various religious medical preferences, and were forced to use generic handouts from
the Chaplains Office.
25
Limited Conclusions
Reviewed literature suggests many of the diversity training programs that are offered to
various organizations are a broad-spectrum implementation of general diversity. This study
looked at the effectiveness of learning diversity specifically tailored to the medicinal preferences
of diverse faiths and cultures in a large hospital, located in West-Central Indiana. While the
results did show a positive response to learning, there was no statistical significance in any of the
findings.
The first research questions asked if the Diversity Fair was successful at increasing
participants knowledge about the medical preferences of different cultures, religions and persons
with disabilities (mean = 3.84) on a 1-5 scale, with 72% answering with a 4 or higher.
Research question 2 looked at if knowledge increased significantly based on how it was
presented. Results show that there is not a statistical significance between any of the mediums of
information (F = .154), written information (mean = 3.92), visual information (mean = 3.80), and
verbal information (mean = 3.96).
Based on the data collected between males and females (p = .126), previous experience
and no experience (p = .478), and age (F = .377), we can determine that there was no significant
increase in learning in any of these groups, thus giving us the answer to the fourth research
question.
Finally, looking at the demographic data that was collected in the first section of the
survey, we can show that the fair was mostly attended by females (72%) between the ages of 30
and 40 (33.3%) and 51-60 (30.1%) who had previously attended prior fairs (73%).
26
Recommendations
Reviewed literature suggests that diversity education is not nearly as effective is given
sparingly and participants are forced to attend. Making this a long-term educational process
would benefit the hospitals education. Because many of the hospital staff are always on the go,
perhaps training that was able to be conducted online or in short spans over a period of time
would be more convenient.
The fair is usually held on a Wednesday from 10 am-2 pm. This is a problem for many
students due to class schedules. If the fair was moved to the evening, it may allow for more
participation for both the staff and the presenters.
Not showcasing diverse groups because it would make others uncomfortable is counterproductive. For example, with the refusal to incorporate an L.G.B.Q.T booth, it showed that the
hospital administration is not yet able to embrace all forms of diversity themselves, hindering the
growth of their employees. This population has been in the public eye, more than ever before and
it is highly likely that hospital staff and administration will be responsible for the care of
someone who falls in this category.
Hospitals are some of the most profitable businesses in the country, and have the
resources and influence to affect a great amount of people. They can be a powerhouse for
education and change, or, if not done correctly, can take cause people to regress in their views
and attitudes towards people of all diverse backgrounds.
27
References
Andresen, M. (2007). Diversity learning, knowledge diversity and inclusion. Equal Opportunities
International, 26(8), 743-760.
Carnevale, A.P., & Kogod, S.K. (1996). Tools and activities for a diverse work force. New York:
McGraw-Hill.
Carey, B. J. (2006, March 31). Long-awaited medical study questions the power of prayer. The
New York Times.
Civil Rights Act, VII U.S.C. (1964).
Colgan, F. (2011). Equality, diversity and corporate responsibility. Equality, Diversity and
Inclusion: An International Journal, 30(8), 719-734.
Diversity. (n.d.). Retrieved July 7, 2014, from http://www.merriam-webster.com/dictionary/
diversity
Jackson, T. (2010). Beyond Sensitivity Training: Building a Diversity Training
Program. Profiles In Diversity Journal,12(1), 51.
Jeste, D. V., M.D., Twamley, E. W., PhD., Cardenas, V., PhD., Lebowitz, B., PhD., & Reynolds,
Charles F,I.I.I., M.D. (2009). A call for training the trainers: Focus on mentoring to
enhance diversity in mental health research. American Journal of Public Health, 99, S317.
McElroy, M. (2013, April 3). Diversity programs give illusion of corporate fairness, study
shows. Retrieved from http://www.washington.edu/news/2013/04/03/diversity-programsgive-illusion-of-corporate-fairness-study-shows/
Our mission. (2015). Retrieved February 10, 2015, from
http://www.myunionhospital.org/unionhospital/about-us/mission-statement
Rainey, M. (2010). Corporate Diversity Training Success or Failure?. INSIGHT Into Diversity,
6-7.
Rynes, S. and Rosen, B. (1995). A Filed Survey of Factors Addecting the Adoption and
Perceived Success of Diversity Training. Personnel Psychology, 48: 247270.
Vogel, M. J., McMinn, M. R., Peterson, M. A., & Gathercoal, K. A. (2013). Examining religion
and spirituality as diversity training: A multidimensional look at training in the American
Psychological Association. Professional Psychology: Research And Practice, 44(3), 158167.
28

Wintz, S., & Cooper, E. (2001). A quick guide to cultures and spiritual traditions. Phoenix, AZ.
Wulf, W. A. (n.d.). The importance of diversity in engineering. Retrieved July 12, 2014, from
National Academy of Engineering website: https://www.nae.edu/File.aspx?id=10231
29
APPENDIX A
Diversity Quiz
Please complete the following quiz by highlighting or bolding the correct answer. You can
find the answers in Embracing Diversity.
1. Some people in this culture follow the hot/cold theory
A. Arabic
B. Chinese
C. Iranian
D. Korean
E. All of the above
2. Organ donation is generally acceptable in this religion
A. Judaism
B. Buddhism
C. Hindu
D. Islam
E. All of the above
4. When meeting with someone who is visually disabled what is the first thing
you should do?
A. Give them a high-five
B. Identify yourself
C. Shake their hand
D. Wait for them to introduce themselves
E. Nothing
5. People in this generation are primarily fighting with chronic disease
A. Traditionalist
B. Generation Z
C. Generation X
D. Generation Y
E. All of the above
6. There are many different variations of culture and religion so you should
ask each patient what their preferences are.
30

True
False
APPENDIX B
31
32
33
APPENDIX C
34
Embracing Diversity:
A reference guide for Union Hospital
medical professionals
Annual Diversity and Disability Fair

March 26, 2014
35

The following cultural and spiritual information was retrieved from
Cultural and Spiritual Sensitivity: A Learning Module and A Quick Guide to
Cultures and Spiritual Traditions, written by Sue Wintz, M.Div., BCC and Earl
Cooper, D.Min., BCC. These materials are intended for educational and non-profit
use only. This information is also available in its full text in the Union Hospital
Medical Library.
Other information comes from research done through embassy websites and
various organizational websites including the University of Northern Iowas Office of
Compliance and Equality Management, and http://www.valueoptions.com. Any
mistake or omission of information is not intended.
While this is valuable information, it does not pertain to everyone; and so
communication with the individual patient on their personal preferences and beliefs
is strongly encouraged.
It is our hope that this information can help you in providing the best and
most individualized healthcare possible.
36
Cultures
37
Arabic Culture
Communication
Use title and first name
Patience is key
Head nodding and smiles may not always mean comprehension
Will tend to repeat same information several times if feeling misunderstood
Decision making/spokesperson
Families make collective decisions
If there is a grandmother, may defer to her counsel
Physicians expected to make decisions related to the care of a patient
Food practices/beliefs
Eating is important for recovery; offering food is associated with nurturing,
caring for, accepting, and trusting
May follow hot/cold theory; i.e hot soup helps recovery; do not give ice with
drinks, ect.
If Muslim, will have food restrictions
Invasive Procedures
High acceptance of treatments and procedures expected to cure; low
acceptance of complications viewed as negligence or lack of expertise
Organ Donation
Usually not allowed due to spiritual belief of respect for body
Pain
May have difficulty with numerical scale; use metaphors (fire, knife, ect)
Very expressive
Consents
Explain need for written consent, emphasize positive consequences and
humanize process
End of Life Discussion
May be difficult to decide DNR
Common religions
Islam
Christianity
Judaism
38
Chinese Culture
Communication
Elderly may be unable to read or write
Nodding politely does not mean understanding
Often shy, especially in unfamiliar environments
Use of first name could be considered disrespectful
Patriarchal society; oldest male usually makes decision and is spokesperson
Importance belief may be to maintain hot and cold balance in body
Cold foods to be avoided during pregnancy
Invasive Procedures
May be fearful of having blood drawn, believing it will weaken body
May avoid surgery, wanting body to be kept intact
Organ Donation
Not common; want body to remain intact
Family may prefer that patient not be told of terminal illness or may prefer to
tell patient themselves
Pain
May not complain, so be aware of non-verbal clues
Consents
Involve oldest male in family
Assess understanding by asking clear questions
Common religions
Buddhist
Catholic
Protestant
39
Filipino Culture
Communication
Use title and surname
Respect toward elders and authority
Firm handshake with smile and eye contact
Allow brief periods of silence to process information
Family focused
Elders are more likely to be spokesperson
Options are to discuss with trusted family member/friend
Food
practices/beliefs
May believe in hot/cold theory
Warm environment is essential to maintain optimal health
Cold drinks or foods should be avoided in the morning
Invasive Procedures
Use clear, slow explanations before, and after
Avid a harried environment
Organ Donation
May believe body needs to remain intact due to spiritual beliefs
Use indirect approach when discussing a terminal diagnosis for the first time
Give information in small doses and in stages
Pain
May be stoic and not vocalize pain
May be very expressive and dramatic, especially when family present
Consents
Discussion of adverse outcomes and contingencies may provoke anxiety; it
may also suggest to the elder a lack of caring from service provider
Common Religions
Roman Catholic
Protestant
Muslim
40
Hispanic Culture
Communication
Address individuals formally, especially elders; include children
Oral English may exceed skill in reading and writing
Important decisions may require consultation among entire family
Traditionally father or oldest male holds ultimate authority and is usually
spokesperson
Food Practices/Beliefs
Some patients may adhere to hot/cold theory
Invasive Procedures
Usually accepted if practitioner is trusted
Organ Donation
May decline due to belief that body must be intact
Extended family may attend to sick and dying to pay respects
Family may want to protect patient from knowledge of seriousness of illness
due to concern that worry will worsen health status
Pain
Tend to not complain of pain; assess by nonverbal clues
Consents
Requires clear explanation of situation and choices for intervention
Common Religions
Roman Catholic
Protestant
41
Indian Culture
Communication
Elders addressed by titles
Shaking hands common among men but not women
Loud voice may be interpreted as disrespect, command,
emotional outburst and/or violence
Male family members, usually eldest son, has decision-making
power in family, however other family members are consulted
Father, eldest son, or any other male person in the family
Food
practices/beliefs
Food given much respect
May prefer to wash hands before touching food
May refrain from meat and fish; may fast daily or weekly
Pregnancy considered hot state and cool food encouraged
Invasive Procedures
Receptive to blood transfusion and surgery; may prefer to receive blood from
individuals of own caste or religion
Organ Donation
Usually not allowed
May prefer to have doctor disclose diagnosis and prognosis to family first,
who will determine whether to and when to tell patient
Pain
May accept medication, however may also decline unless it is severe
Consents
Approach with close family members present for moral support and
consultation
May feel uncomfortable giving written consent
Explain procedure in simple terms
May rely completely on health professionals to make decisions
Common Religions
Hindu
Islam
42
Iranian Culture
Communication
May prefer use of last name
Handshake, a slight bow, even standing when
someone enters the room are appropriate;
greet elderly first
Eldest male in the family
Father, eldest son, or any other male person in the family
Hot and cold balance emphasized
Invasive Procedures
Accepted
Organ Donation
Accepted
Talk with family spokesperson first
Bad news may be kept from patient by family
Pain
Expressed facial grimaces, guarded body posture, moan
More easily expresses by quality than numeric scale
Consents
Explain procedure or treatment to family spokesperson
Some families may believe in protecting loved one from information
Common Religions
Shia Islam
Judaism
Christianity
43
Japanese Culture
Communication
Formal use of surname
May not ask questions about treatment or care
May be stoic, self-restrained, hesitant
Both men and women are involved in process
Father, perhaps mother, eldest son, eldest daughter
Chop sticks
Rice with most meals
Invasive Procedures
Generally accepted
Organ Donation
May prefer body kept intact
DNR is difficult choice; decided by entire family
Dignity and preservation of modesty
Pain
Assess by non-verbal cues
Consents
Emphasize important details
Common Religions
Buddhist
Shinto
Christianity
44
Korean Culture
Communication
Use title and surname
Respect toward elders and authority demonstrated by quick
quarter-bowing
Believe that direct eye contact during conversation shoes boldness
Family focused, although husband, father, eldest son or eldest
Daughter may have final say
Family welfare is much more important than the individual
Food
practices/beliefs
May use chopsticks/or big soup spoons
Cold fluids with ice may not be welcome
Diet is important as pregnancy viewed as hot condition; avoid cold foods
Invasive Procedures
Use clear, slow explanations
Organ Donation
May believe body needs to remain intact
May be preferred for family spokesperson to be informed first, then family will
inform patient
Pain
May be very expressive and dramatic, especially when family present
Consents
Time to think or review may be requested; do not rush or make patient feel
pressured if possible
Common Religions
No affiliation
Buddhist
Protestant
45
Native American
Culture
Communication
Long pauses are a part
of conversation
Loudness associated with
aggression
In making a request,
explain why it is needed;
be personable and polite
No not casually move,
examine, or admire medicine bag
Autonomy highly valued; do not assume spouse would make important
decision for patient
Includes responsibilities to community, family and tribe in decision
Spokesperson may not be decision maker
Hospitality and respect may lead to patient sharing hospital food with visiting
family and friends as well as to consume food brought by visitors
Nutritional guidance should respect religious choices and incorporate them
Invasive Procedures
May be skeptical but will allow treatment if needed, seen as a last resort
Organ Donation
Generally not desired
Some tribes prefer to not openly discuss terminal status and DNR orders due
to belief that negative thoughts may hasten loss
Pain
Generally undertreated
May voice in general terms or to trusted family member who will relay
message
Consents
Talk about everyones role in procedure, family as well as patients
May be unwilling to sign written consent
46
Russian Culture
Communication
May use loud voice, even in
pleasant conversation
Greetings taken very seriously
Elders may be called uncle or
aunt even if unrelated by blood
Father, mother, eldest son, eldest daughter
Spokesperson same as decision-maker or strongest personality
Food
practices/beliefs
When ill, prefer soft, warm, and hot foods
May have religious practices
Traditionally believe that drinking castor oil will encourage an easier birth
Invasive Procedures
May be fearful of blood transfusions, unfamiliar routines or unfamiliar
equipment
May be fearful of IV tubing developing air in the line
Organ Donation
May wish body to remain intact
Inform head of the family first
Pain
May be stoic and not vocalize pain or ask for medication
Comfortable with numeric pain scale
Consents
Generally will not consent to research precipitation
Explain procedures, tests, ect with patient and family together and allow time
for family discussion
Common Religions
Russian Orthodox
Spiritual but not religious
Non-religious
47
Vietnamese Culture
Communication
In formal setting family name mentioned first
Do not shake womans hand unless she offers hers first
Father, mother, eldest son, eldest daughter
Spokesperson same as decision-maker or strongest personality
Food
practices/beliefs
May use chopsticks
May prefer warm, soft food when ill
Nothing cold by mouth when ill
Invasive Procedures
May wish for second opinion
Organ Donation
May not be allowed due to respect for body, and desire for it to remain
intact
DNR is a sensitive issue and a decision made by entire family
Do not tell patient without consulting head of family
Pain
May be stoic
Talk about intensity rather than numeric scale
Consents
Explain procedure as precisely and simply as possible
Common Religions
Buddhism
Catholic
Confucianism
Taoism
48
SPIRITUALITY
49
Bahai Spirituality
Beliefs
The oneness of God, of religion, and of humanity
All great religions are divine in origin and represent successive stages of
revelation
Unification of humanity and end or racial and religious prejudice
Search for truth is an individual responsibility
Harmony of religion and science
Food
BahaI Fast March 2-20
o Bahais over the age of 15 who are in good health abstain from food
and drink from sunrise to sunset each day
Health
Consumption of alcohol or mind-altering drugs is forbidden except when
prescribed by a physician
Holy Days/Festivals
7 festivals per year in which one does not work or go to school; other holy
days are observed
Pregnancy/Birth
No special requirements
Dying and Death
An individuals reality is spiritual, not physical
The body is seen as the throne of the soul, worthy to be treated with honor
and respect, even when dead
After death, the soul continues to progress to the next stage of existence
closer to God
Body should be buried, not cremated, preferably without embalming unless
required by law
For person over 15 years old, the Prayer for the Dead is recited at burial
50
Buddhist Spirituality
Beliefs
Central focus is the attainment of a clear, calm state of mind undisturbed by
worldly actions or suffering and full of compassion and enlightenment
Personal insight replaces belief in God with the complete study of laws of
cause and effect, or karma
Basic tenet is reincarnation
Food
May be vegetarian
Health
Illness is a result of karma, therefore an inevitable consequence of actions in
this or a previous life
Illness not due to punishment by a divine being
Healing and recovery promoted by awakening to the wisdom of Buddha,
which is spiritual peace and freedom from anxiety
No restrictions on blood or blood products, surgical procedures, organ
donation, autopsy
Holy Days/Festivals
While some celebrations are common to all Buddhists, many are unique to
particular schools
Pregnancy/Birth
Artificial insemination, sterility testing and birth control are all acceptable
Buddhists do not condone taking life; however circumstances of patient
determine whether abortion is acceptable
Dying and Death
Death is regarded as the actual time of movement from one life to another
Unexpected death or death of a small child may necessitate special rituals
Traditionally there is a 3 day period when the body is not disturbed following
death
Acceptance of death does not mean resignation or refusal of conventional
medicine
Imperative that a Buddhist representative be notified will in advance to see
that appropriate person presides over the care of a dying person
51
Catholic Spirituality
Beliefs
Strong liturgical tradition
Emphasis on sacraments, including baptism, Eucharist, prayers for the sick,
marriage, confirmation and confession/penance
Dedication to creeds
Belief in Apostolic succession in leadership
Food
Traditional Catholics may fast prior to receiving Eucharist and may wish to
avoid meat on Fridays, especially during season of Lent; offer to provide fish
instead
Health
Blood and blood products acceptable
May wish major amputated limb to be buried in consecrated ground
Sacrament of the Sick (anointing, blessing by priest and Eucharist if possible)
very important
May believe suffering is part of ones fate or punishment from God
Holy Days/Festivals
Traditional Christian Holidays as well as observances of special holy days
when attendance at Mass is viewed as an obligation
Pregnancy/Birth
Natural means of birth control only
Abortion and sterilization prohibited
Baptism of infants required and urgent if prognosis is grave
Dying and Death
Belief in life after death
Sacrament of the Sick very important
Autopsy and organ donation acceptable
Body to be treated with respect
52
Hindu Spirituality
Beliefs
A wide variety of beliefs held together by an attitude of mutual tolerance and
belief that all approaches to God are valid
Humankinds goal is to break free of imperfect world and unite with God
Reincarnation and karma
One must perform his/her duties to God, parents, teachers and society
Food
Usually vegetarian
According to dietary law, right hand is used for eating and the left hand for
toileting and hygiene
May fast on special holy days
Health
Prayer for health considered low form of prayer; stoicism preferred
Medication, blood and blood products, donation and receipt of organs
acceptable
Pain and suffering seen as a result of past actions
Future lives is influenced by how one faces illness, disability and/or death
Holy
Days/Festivals
Several, which are observed at home; some take place in a temple
Must be barefoot during religious worship or any kind of religious celebration
Must sit at a lower elevation than where the image of the deity has been
placed
Pregnancy/Birth
Birth control, artificial insemination and amniocentesis acceptable
Dying and Death
The atmosphere around the dying person must be peaceful
53
The last thoughts or words are of God; the Gita (scripture) is recited to
strengthen the persons mind and provide comfort. Religious chanting before
and after death is continually offered by family, friends, and priest
Prefer to die at home, as close to mother earth as possible (usually on the
ground)
Active euthanasia viewed as destructive
No custom or restriction on prolonging of life
Immediately after death priest may pour water into mouth of deceased and
family may wash the body
Customary for body not to be left alone until cremated
Autopsy and organ donation acceptable
Cremation is common on say of death
Fetus or children under age 2 may be buried; no rituals observed
Jewish Spirituality
Beliefs
Existence of one, indivisible God by whose will the universe and all that is in
it was created
Commitments, obligations, duties, and commandments have priority over
rights and individual pleasures
Sanctity of life, saving life overrides nearly all religious obligations
Food
Kosher means fit or proper as related to dietary laws. It means that a given
product is permitted and acceptable according to religious law. There can be
many complicated details depending upon choice of observance
A small cup of wine may be part of religious observance
Health
No restrictions on medications or transfusions
Unless surgical procedure is immediately necessary for preservation of life,
may be avoided during Sabbath or other holy days
Orthodox Jews have very specific beliefs and practices that must be
considered, such as patient not being touched by care provider of opposite
sex
Holy Days/Festivals
Many holy days and celebrations
Pregnancy/Birth
Miscarried fetus considered a potential human being and buried
Artificial incrimination permitted
54
Birth control permitted except with Orthodox Jews
Dying and Death

Belief that every human being is composed of a soul which return to heaven
and the body which returns to the dust of the earth
Autopsy discouraged but permitted when legally required
May ritually was body and not leave unattended until burial
Organ donation is a personal choice
Muslim (Islam) Spirituality

Beliefs
One God, or Allah, is most important principal
Prophet Mohammed and Holy Koran
A judgment day and life after death
Commitment to fast during the holy month of Ramadan
Commitment to attempt a pilgrimage to Mecca at least once in life
Duty to give with generosity to poor
Food
Pork, alcohol and some shellfish prohibited; ask about dietary requirements
Only vegetable oil to be used
Prohibited is any food upon which any other name has been invoked besides
that of God
Children, pregnant women, and those who are ill are exempt from fasting
laws, however may need support from faith group/leader
Health
No restrictions on blood or blood products, medications, amputations, organ
transplants or biopsies
Most surgical procedures are permitted
Holy Days/Festivals
Friday is a holy day when Muslims pray together at noon as a congregation at
the mosque; may work except during prayer time
Do not work on two annual holy days
55

Pregnancy/Birth
Only female health care staff to care for Muslim girls and women when
possible
Muslim women should be allowed to wear own gowns as desired to observe
clothing restrictions which require womens clothing to cover all of body,
including head
Birth control acceptable
Religious objection to abortion except in instances of great risk to mothers
life
Artificial insemination permitted between husband and wife
Dying and Death
Organ or body donation acceptable
Autopsy permitted only for medical or legal reasons
Confession of sins and asking forgiveness must occur in presence of family
before death
Important to follow five steps of burial procedure; washing, dressing, and
position of body
DISABILITIES
56
Interacting with People with Disabilities

When you interact with people with disabilities, talk directly to them,
not to their companions, aides, or interpreters.
Here are some ways to interact with people with specific types of
disabilities:
When you interact with someone who is Deaf or Hard of Hearing,
remember that some individuals may be able to hear, some may be
able to lip read, while others prefer to use sign language or assistive
technology. Ask them how they prefer to communicate.
When you interact with someone who is blind or visually impaired,
always introduce yourself and let him or her know when you are
leaving. You may offer your arm or elbow as a guide if they request
assistance but never push, pull or grab the individual. Don't pet or
distract a guide dog. The dog is responsible for its owner's safety and
is always working - it is not a pet!!
When you interact with someone who uses a wheelchair, do not push,
lean on, or hold the person's wheelchair. Try to put yourself at eye
57
level when talking with someone in a wheelchair.

When you interact with someone with speech impairment, allow him or
her as much time as they need to communicate. Avoid trying to finish
their sentences.
Things to remember
Individuals with disabilities are people!
They expect to be treated with the same dignity and respect that you do.
Just because someone has a disability does not mean he/she is

disabled.
Speech Disability Etiquette
Never assume.many people mistakenly identify these individuals as being

mentally handicap or mentally ill. Make sure to be patient in finding out
which communication method works best for them.
Be 100 percent attentive when conversing with an individual who has

difficulty speaking.
If you are in a noisy and/or crowded environment, dont panic. Just try and
move to a quieter location to talk.
Let them complete their own sentences. Be patient and do not try to speak
for them. Do not pretend to understand; instead, tell them what you do
understand and allow them to respond.
Do not be corrective, but rather, encouraging.
58
When necessary, its OK to ask short questions that require short answers.
Wheelchair Etiquette
Things to Remember
o
Individual who use wheelchairs may require different degrees of

assistance.
Some who use wheelchairs may also use canes or other assistive
devices and may not need his/her wheelchair all the time.
Do not automatically assist the individual without permission. It is ok to offer

assistance. However, if the offer is not accepted, respect his/her request!
If you will be speaking with an individual in a wheelchair for more than a

couple minutes, find a place where you can sit down to give the individual a
more comfortable viewing angle.
A persons wheelchair is part of his/her own personal space. Never move,

lean on, rock, or touch his/her wheelchair without permission. In addition to
being rude, it can be dangerous.
Do not assume that having to use a wheelchair is a tragedy. Wheelchairs can

be a means of freedom to fully engage in life.
Hearing Disability Etiquette
Do not shout at a hearing impaired person unless they request you to. Just
speak in a normal tone but make sure your lips are visible.
Keep conversations clear and find a quiet location to communicate.
If you are asked to repeat yourself, answering nothing, its not important
implies the person is not worth repeating yourself for. It is demeaning; be
patient and comply.
Show consideration by facing the light source
Visual Disability Etiquette
59
When meeting someone with a visual disability, identify yourself and others
with you (e.g. Jane is on my left and Jack is on my right.). Continue to
identify the person with whom you are speaking.
If you go out to dinner with an acquaintance with a visual disability, ask if

you can describe what is on the menu and what is on his/her plate.
When walking with someone with a visual impairment, offer them your arm
for guidance. They will likely keep a half-step behind to anticipate curbs and
steps.
Always remember that the person is not the condition. Keep all your speech
person focused, not disability focused.
GENERATIONAL
60
Traditionalists
1900-1945
Medical issues
Chronic disease
Diseases of aging
Chronic diseases such as chronic obstructive pulmonary disease, diabetes,

osteoporosis, high blood pressure, high cholesterol and cardiovascular disease are
common in this age group. Treatment compliance may be dependent upon the
ability to afford medications. Signs of dementia or Alzheimers disease and illness
related to smoking or alcoholism may begin to appear or are progressing.
Mental health issues
Depression
Statistics suggests that this stoic generation is least likely to seek mental health
services. For this generation depression is an embarrassment and should be
61

addressed quietly, alone and out of the public eye. Losses related to death, illness
and changes in work identity might compound existing behavioral disorders. Rates
of suicide increase among older people.
Reducing the stigma of mental illness and facilitating linkages with mental health
professionals are critical for this generation.
Substance abuse issues
Disease
Long-term alcohol abuse will have affected physical health. Misuse of alcohol may
become more pronounced to reduce the stress of unmanaged mental health issues
or as a strategy to avoid uncomfortable relationships.
Baby Boomers
1946-1964
Medical issues
Lifestyle issues
Chronic illness
Old age is getting pushed back farther and farther. Whereas this generation once
said never trust anyone over 30, they now proclaim that 50 is the new 30! Medical
and cosmetic advancements have helped Baby Boomers delay the aging process.
Unfortunately, aginglike taxesis one thing we all can count on.
The health consequences of lifestyle choices may now be appearing for this
generation. Diabetes, high cholesterol, high blood pressure, heart and lung disease,
overweight and obesity may now be playing a more significant role in their lives.
Better detection and screenings for breast, colon and prostate cancers have
resulted in better treatment options earlier in the disease process, and more may be
receiving care for these illnesses. This group is very receptive to prevention
programs designed to minimize health risk.
62

Depression
Anxiety
Self -esteem
Unlike the previous generation, Baby Boomers are more likely to seek behavioral
health care services. This generation will readily use mental health services and
psychiatric medications. While stigma continues to exist, particularly for men in
seeking treatment, women are more likely to pursue counseling and/or psychiatric
medications. This generation is known for pursuing activities and spending money
on self-improvement services. Mental health services framed in the context of selfimprovement and coaching will help to improve access to mental health services.

Disease
Prescription drug issues
Unaddressed alcoholism will progress in the disease state, and this generation may
just begin to feel the physical effects of this addiction, including liver problems. The
aches and pains of aging and postsurgical pain relief may result in more frequent
prescriptions for pain medications and the risks associated with addictive
medications.
Generation X
1965-1980
Medical issues
Pregnancy
Smoking-related health issues
As of the year 1998, the birth rate had increased 2 percent, the first increase in
birth rates in seven years. By the year 2000, close to two-thirds, or 65 percent, of
women ages 25 to 34 had had children.
Smoking-related health issues also may begin to climb, as smoking rates for ages
25 to 44 years have the highest prevalence at 25.6 percent, as reported by the
Centers for Disease Control and Prevention in 2003. The smoking rate for men in
this age group is 28.4 percent; for women its 22.8 percent.
63
Depression
Anxiety
Eating disorders
Depression and anxiety are issues for many of this generation due to the many
stressors related to upbringing and social expectations. Divorce rates, which
climbed quickly during their developmental years and on into young adulthood,
have contributed to the incidence of depression among this group. Yet, delayed
treatment for depression is not uncommon because divorce often is viewed as
normal and there is fear of being viewed as weak and less competitive in the
marketplace
Eating disorders also affect this generation. Extreme thinnessnow associated with
success, achievement and classis considered a plus, is reinforced by men of this
generation and is associated with a womens ability to contribute to the financial
stability of the family.
Marijuana
Alcohol
Binge drinking and drug experimentation behavior characteristic of young adults in

their 20s is less prevalent among this generation as responsibilities of work and
family appear to be factors in modifying drinking and drug-use behavior. Federal
drug-free workplace rules and mandatory drug testing always have been present in
the workplace for this group.
Generation Y
1981-2000
Medical issues
Pregnancy
Routine, preventative medical care
64
Accidents
This young population has few medical issues. Physician visits are below average
(1.5 visits per year). Women in this age group tend to see their OB/GYN annually.
Emergency room visits are higher for this group than for the general population due
to automobile and sporting accidents and because many access the ER for routine
medical care of illness such as sinusitis.
Common medical issues include pregnancy, asthma, sinusitis, sore throat and
headache and acne.
The most often prescribed drug categories for this group, ranked in order of
frequency, are: anti-inflammatory medicines, antibiotics, asthma and respiratory
medicines, pain medicines, steroids, psychiatric medicines and antihistamines and
allergy medicines.
Depression
Anxiety
Appearance of long-term, chronic disorders such as bipolar disorder and

thought disorders (i.e. schizophrenia)
Emerging adulthood is a time of significant transition both socially and

psychologically. Anxiety disorders are most often reported and are the most
common reason for seeking mental health services. The early 20s also is a time of
psychological developmental, in which more chronic mental illnesses such as
bipolar disorder, major depression and thought disorders first appear. This
generation is particularly at risk for suicide. Eating disorders, sexual dysfunction and
adjustment disorders are less frequently occurring, but do occur within this
population.
Binge drinking
Experimentation with illicit drugs
The period of emerging adulthood is characterized by experimentation. In 2002,

approximately 40 percent of young adults aged 18 to 25 were binge drinkers, and
almost 15 percent reported heavy alcohol use. Likewise, 20 percent of young adults
aged 18 to 25 reported illicit drug use in the past month.

Impact of Medically Tailored Cultural Exposure On Hospital Personnel

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Impact of Medically Tailored Cultural Exposure On Hospital Personnel

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IMPACT OF MEDICALLY TAILORED CULTURAL EXPOSURE ON HOSPITAL

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

Frequency Distribution: Gender..16

Frequency Distribution: Age16

Frequency Distribution: Previous Years Attended...17

Frequency Distribution: Number of Years Attended17

Frequency Distribution: Methods of Introduction...18

Frequency Distribution: Increase of Knowledge about Cultural Medical

Frequency Distribution: Written Information..19

Frequency Distribution: Visual Information....19

Frequency Distribution: Verbal Information...19

Written vs. Visual vs. Verbal: Medium Preferences.20

Descriptive Statistics: Learning in Females vs. Males.21

T-test: Learning in Female vs. Male.21

Descriptive Statistics: Learning in Individuals with No Prior Experience

T-test: Learning in Individuals with No Prior Experience vs. Prior

Table 6Learning in Different Age Groups23

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

Some people in this culture follow the

Organ donation is generally acceptable

When meeting with someone who is

People in this generation are primarily

There are many different variation of

MEDICALY TAILORED CULTURAL EXPOSURE

Table 2b. Frequency Distribution: Age

Table 2c. Frequency Distribution: Previous Years Attended

MEDICALY TAILORED CULTURAL EXPOSURE

Table 2d. Frequency Distribution: Number of Years Attended

Table 2e. Frequency Distribution: Methods of Introduction

Union Live Newsletter

MEDICALY TAILORED CULTURAL EXPOSURE

Research Question 2 - In what way do participants prefer to be presented information (i.e.

MEDICALY TAILORED CULTURAL EXPOSURE

Table 4b. Frequency Distribution: Visual Information

Table 4c. Frequency Distribution: Verbal Information

MEDICALY TAILORED CULTURAL EXPOSURE

Table 5a. Descriptive Statistics: Learning in Females vs. Males

MEDICALY TAILORED CULTURAL EXPOSURE

Table 5b: T-test: Learning in Female vs. Male

MEDICALY TAILORED CULTURAL EXPOSURE

Table 6. Learning in Different Age Groups

MEDICALY TAILORED CULTURAL EXPOSURE

Research Question 4 - What groups attend the Diversity Fair?

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE

MEDICALY TAILORED CULTURAL EXPOSURE