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Capella University *
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Health Science
Date
Feb 20, 2024
Type
pptx
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8
Uploaded by DeanPartridge4162
Case Study 1.2: Patient (Mis)Gendering at the Veteran’s Hospital
TIFFANY SHOTWELL
CHIEF OF VETERAN’S EXPERIENCE
VETERANS HEALTH ADMINISTRATION
Case Study Overview
A staff member at the Veteran’s Hospital overhears another staff member repeatedly misgendering a transgender veteran. When she confronts the staff member for their mistake, pointing out the pronouns on the patient chart, he responds, announcing that he “does not believe in pronouns” and does not need to use them in conversation.
Cultural Differences
Tiffany Shotwell
Offending Staff Member •
Openly Queer and Liberal
•
Heterosexual/Conservative
•
Female
•
Male
•
African American
•
Caucasian
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Relevant Biases
Self-Identified Bias
My identity as a Queer woman makes me inherently biased against those who would seek the suppression or abolition of providing emotional and physical safety to members of the LGBTQIA community.
Cultures that fail to respect people’s rights to personal citizenship and free expression are difficult for me to relate to. This lack of relatability could lead to misunderstandings between myself and the offending staff member that prevents the issue at hand from being properly addressed.
Strategy for increasing cultural competency:
It would be necessary to acknowledge this bias and work towards understanding the perspective of the offending staff member to create space for true resolution. Providing space for conversation could help me to be more open to those with this opposing view, as well as more approachable to those with relevant inquiries. To increase cultural competency and reduce the impact of my bias against people with highly conservative viewpoints, I would inform myself about the different perspectives of traditional conservativism. It would also be important to ask questions about areas of behavior I did not understand, rather than assuming I know the underlying motivation.
Best Practice for Navigating Sociocultural Differences (Traditional Conservative Views)
One of the best practices for navigating Sociocultural differences in large organizations is to provide education to the entire workforce (Cleveland, et al., 2022).
Providing education to the entire workforce would ensure that standards are clear across the organization. Additionally, it prevents anyone from feeling isolated or forced into political discord.
Best Practice for Navigating Gender Identity
When navigating social and cultural differences in the workplace, open communication is the key to the success of any organization (Anderson et al, 2015).
Research has suggested that policies are not enough to stimulate individual action toward organizational goals (Anderson et al., 2015).
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Best Practice for Navigating Privilege in the Workplace
Studies suggest that preparing a culturally competent workforce requires an experiential approach (Singh, 2022).
Navigating privilege in the workplace is important. In this organization, the white male is the predominant population and incurs inherent privilege.
References
Anderson, J., Kuehl, R. A., Drury, S. A. M., Tschetter, L., Schwaegerl, M., Hildreth, M., Bachman, C., Gullickson, H., Yoder, J., & Lamp, J. (2015). Policies aren’t enough. Journal of Human Lactation
., 31(2), 260–266. https://doi.org/10.1177/0890334415570059
Cleveland, S., Duve, J., Maltz, J., McConnell, M., Oonnoonny, B., & Williams, L. (2022). Best practices for managing dispersed teams.
International Journal of Smart Education and Urban Society, 13
(1), 1-16. https://doi.org/10.4018/IJSEUS.297068
Singh, R. (2022). Race, privilege, and intersectionality: Navigating inconvenient truths through self-
exploration.
Journal of Education for Library and Information Science, 63
(3), 277-300. https://doi.org/10.3138/jelis-2021-0005