Respecting Diversity and Cultural Humility in LTC. Creating Awareness and safe Spaces as an Ally
Summary
Perley Health has a dedicated track-record of promoting nursing leadership and building capacity in nurses. For example, they have been part of BPSO since 2016 and have since created 4-5 additional nursing leadership positions (ie. Wound care nurse) for both RNs /RPNs. The organization is also implementing the BPG “Developing and Sustaining Nursing Leadership”. My work in this fellowship aligns with the team implementing this BPG as it would support further development and coaching of champion in best practice implementation, as well as an opportunity to model transformational leadership to others. This aligns with the organizations strategic plan in “Developing a Quality Workforce.
I was fortunate to be selected as the recipient for 2022 RNAO -Advance Clinical Practice Fellowship in the leadership Stream. The focus of my fellowship is to develop nursing leadership skills through empowering and building trust with point of care staff to improve organizational strategies for respecting resident’s diversity. RNAO BPG Developing and Sustaining Nursing Leadership recommendation 1.0 - Nurse leaders use transformational leadership practices to create and sustain healthy work environments. 1.1 - Nurse leaders build relationships and trust. As an RNAO Best Practice Champion, I also plan to disseminate knowledge, educate, and empower staff at Perley Health.
Outcomes
My specific learning goals were to develop knowledge and understanding about my personal leadership style, and identify evidenced-based strategies for empowering and building trust with others in the context of promoting diversity and inclusion. I was able to meet this goal by taking nursing leadership courses to understand my current leadership styles and learn about effective leadership styles that would positively improve my practise. I also incorporated strategies that allow my training to be a safe space while talking about safe spaces. The creation of safe spaces, will enable psychological safety and trusting relationships will be built.
My second goal was to practice application of learned leadership strategies by developing a diversity and inclusion awareness campaign with key stakeholders, directed at the point-of care nursing team and to consolidate my leadership skills. This goal was achieved by creating an educational content and offering a train the trainer session to a member of the Cultural Awareness and Inclusion committee (CA&I) who will take forward the information/content.
My last goal was to consolidate my leadership skills by creating a team of Champions for the Diversity and Inclusion team and empowering them to participate in the Awareness Campaign in the needed area. To achieve my learning goals, I attended multiple educational courses, trainings and conferences, such as CLRI - (leadership). CCDI - (conference on the future of DEI). Wabano - (training on Indigenous culture). I also worked in collaboration with my primary mentor, Perley Health team of mentors, nursing and non-nursing staff at Perley Health and other organizations that are ahead in implementing diversity and inclusion in their work culture. I reviewed current related literature to further understand the key elements of diversity and inclusion in the workplace. My project resulted in creating a bibliography of important resources on the topic for the organizations future use. I created an in-person education that I presented in two in services for the organization and staff as well as at orientation to help influence a culture change. Though the project didn’t end up lending itself to creating a team of champions. I trained the trainer session to a member of the Cultural Awareness and Inclusion committee (CA&I) who will take content/information and continue to offer training. This will to give the trained person leadership insights that they can use to create safe spaces as they work to evolve our work culture. The in-person education will also be adopted for the online learning management system to become incorporated in the corporate education plan. I also made a handout/resource on content and information on diversity and inclusion. Lastly, I have an evaluation form, that I can used to get feedback on my training and make it better.
Overall experience
My need for this project was informed by my personal experience with racism within the community, nursing school and within the nursing work place. In so doing, I decided to get evidence-based practices that would help me and other staff learn how to respect our differences and promote cultural humility in the work place. This fellowship has enabled me to self reflect on my biases and also made me feel more comfortable in having difficult conversations about other groups especially the LGBTQ1S2A. I hope that starting these conversations will be relevant in eliminating certain barriers and breaking the culture of silence, guilt and shame that comes from privilege/discrimination/oppression. I am grateful that this opportunity allowed me the work with management from other organizations such as CBI and Peel Region, as well as management, and staff at my organization.
My sincere gratitude to Daniela Acosta for her support and guidance from the beginning of this project. She was always there to encourage me when I doubted myself. A huge thank you to my primary mentor Susan Ogilvie for sharing with me her valuable skills, teaching me how to translate knowledge, and connected me to some wonderful resources for my research. Susan also corrected my work and gave me feedback as needed. Many thanks to Nancy Do, who was not only resourceful in giving me feedback on weekly basis, but also connected me to the Cultural Awareness and Inclusion committee. My gratitude also goes to my other mentors and Cultural Awareness and Inclusion committee for their support with my fellowship. Lastly, I would like to thank RNAO for giving me this wonderful opportunity to grow and learn.
