Standard 1. - CLAS
Health care organizations should ensure that patients/consumers receive from all staff members effective, understandable, and respectful care that is provided in a manner compatible with their cultural health beliefs and practices and preferred language.
From an organizational perspective, leadership needs to take the primary role in ensuring that all patients/consumers are treated with respect, and services are provided in accordance to their cultural health beliefs, practices, and preferred language. An organization’s leadership serves as a role model for staff to understand, implement, and practice best culturally and linguistic strategies that give results. Health care organizations should create a culture that opens lines of communication among staff and patients, and it is sensitive to the cultural and linguistic needs of the individuals served. It is important to note that cultural competence or understanding cultural competence is not only related to knowing and learning about ethnic or racial groups that migrate to North America. It is also about understanding the cultural nuances and practices of a single population, for instance in North America, Caucasians have difference cultural differences, if you live in the South even the accent varies from those living in the Northeast. In some words, cultural and linguistic competence is about respecting individuals or groups own way of communication and their practices, and approaches to life.
Respect is one of the most basic good sense practices that an individual can perform in order to interact with another person. However, cultural and linguistic competence should be a “Mirror Effect” meaning that patients also should invest time in learning about the different cultures that are found in North America such as the society, language, health care system, services, and resources such as organizations. It cannot be one direction, it is should be a “Mirror Effect” for patient’s best interest, benefit, and safety.
On the next blog, we will talk about Standard #2!
Author:
Helen Dao is a national recognized expert in implementing Quality Improvement projects and developing/facilitating trainings on cultural competency. You can follow her on Twitter @ http://twitter.com/#!/daoconsulting and @ her blog http://daoconsultingservices.blogspot.com/
www.daoconsultingservices.com
Dao Management Consulting Services, Inc.
Showing posts with label helen dao. Show all posts
Showing posts with label helen dao. Show all posts
Wednesday, May 30, 2012
Friday, November 25, 2011
Series: Cultural Knowledge a Key Competency in Care Coordination Part III
Understanding cultural geography and the influence of sub-cultures
As care coordinators have the role and responsibility of negotiating and accessing health services for their consumers/patients, it is vital for them to know and understand that cultural geography and sub-cultures have an impact in the way people understand and utilize services. For example: In Guatemala there are many different types of Indigenous tribes/groups. Maya continues to be the strongest and more prominent indigenous group.
On an article published by Wikipedia, "Medical Anthropologists such as Richard N. Adams, Benjamin D. Paul, and Lois Paul wrote monographs dedicated to the Maya medical beliefs and practices. Richard N. Adams, albeit secondary to his work, described the chasm between Maya medical beliefs and practices and Western science, and showed why Mayans rejected projects applied by the Institute of Nutrition for Central America and Panama (INCAP). His work is seen as setting the stage for four decades for medical anthropology in Guatemala by diagnosing the communication breakdown caused by “ignorance of local beliefs and practices.” Many of those once affiliated with INCAP have since published works on various topics of interest to medical anthropology in Guatemala.
In the 20th century, several things came to undermine the indigenous way of practicing medicine. The religious groups persecution prohibited the practice of indigenous medicine and from consulting traditional healers. The Guatemalan national health care system, based heavily on Western medicine, began to suppress traditional healers by banning them from practicing. While the health care system made efforts to train local midwives, some persons accused those programs of not giving culturally appropriate, high-quality services.
The disparity between Western biomedicine and traditional care has created tensions, i.e., NGO programs primarily focus today on those with higher education levels—those who speak Spanish—and rivalries hamper communication between Western-trained health care providers and traditional practitioners. Additionally, the medical professionals of Western biomedicine neglect the social experience of the patients, as well as the social construction of disease"
The reason why we present this article is because in the USA we have many different people trying to access health care services and navigate the health care system that may have barriers due to their cultural beliefs, education, traditional beliefs, cultural values, and hundred of years legacy in practicing traditional medicine, which they bring with them to the USA.
The Guatemala example is just one of so many. Care coordinators will benefit in understanding how a single population has a vast diversity of cultures and traditions. We cannot generalize and assume that because some groups speak the same or similar language that their cultures are the same.
Please post your comments, questions, and feedback, we are always eager to learn from you!
Helen Dao, MHA
As care coordinators have the role and responsibility of negotiating and accessing health services for their consumers/patients, it is vital for them to know and understand that cultural geography and sub-cultures have an impact in the way people understand and utilize services. For example: In Guatemala there are many different types of Indigenous tribes/groups. Maya continues to be the strongest and more prominent indigenous group.
On an article published by Wikipedia, "Medical Anthropologists such as Richard N. Adams, Benjamin D. Paul, and Lois Paul wrote monographs dedicated to the Maya medical beliefs and practices. Richard N. Adams, albeit secondary to his work, described the chasm between Maya medical beliefs and practices and Western science, and showed why Mayans rejected projects applied by the Institute of Nutrition for Central America and Panama (INCAP). His work is seen as setting the stage for four decades for medical anthropology in Guatemala by diagnosing the communication breakdown caused by “ignorance of local beliefs and practices.” Many of those once affiliated with INCAP have since published works on various topics of interest to medical anthropology in Guatemala.
In the 20th century, several things came to undermine the indigenous way of practicing medicine. The religious groups persecution prohibited the practice of indigenous medicine and from consulting traditional healers. The Guatemalan national health care system, based heavily on Western medicine, began to suppress traditional healers by banning them from practicing. While the health care system made efforts to train local midwives, some persons accused those programs of not giving culturally appropriate, high-quality services.
The disparity between Western biomedicine and traditional care has created tensions, i.e., NGO programs primarily focus today on those with higher education levels—those who speak Spanish—and rivalries hamper communication between Western-trained health care providers and traditional practitioners. Additionally, the medical professionals of Western biomedicine neglect the social experience of the patients, as well as the social construction of disease"
The reason why we present this article is because in the USA we have many different people trying to access health care services and navigate the health care system that may have barriers due to their cultural beliefs, education, traditional beliefs, cultural values, and hundred of years legacy in practicing traditional medicine, which they bring with them to the USA.
The Guatemala example is just one of so many. Care coordinators will benefit in understanding how a single population has a vast diversity of cultures and traditions. We cannot generalize and assume that because some groups speak the same or similar language that their cultures are the same.
Please post your comments, questions, and feedback, we are always eager to learn from you!
Helen Dao, MHA
Tuesday, October 25, 2011
Public Health Project Strategic Development
Our Blog is all about cultural competency and public health, we care to share will all our readers and followers in the public health arena to think about the following:
If you are a project director or the person leading a public health initiative at your organization, what should you know? There are a few things that I have learned through out many years as a public health consultant. Always look for new opportunities within the project that you are managing. Grantors want to know that you are identifying potential new gaps or opportunities. The grantor also wants to know that you are thinking about sustainability from the very early steps of the project. Keep a journal of all your core activities, any new models that you develop. Also keep track of your failures and successes as part of lessons learned.
If you are interested in getting more information about how to develop and implement a successful project, contact me at helen@daoconsultingservices.com
Helen Dao, MHA
If you are a project director or the person leading a public health initiative at your organization, what should you know? There are a few things that I have learned through out many years as a public health consultant. Always look for new opportunities within the project that you are managing. Grantors want to know that you are identifying potential new gaps or opportunities. The grantor also wants to know that you are thinking about sustainability from the very early steps of the project. Keep a journal of all your core activities, any new models that you develop. Also keep track of your failures and successes as part of lessons learned.
If you are interested in getting more information about how to develop and implement a successful project, contact me at helen@daoconsultingservices.com
Helen Dao, MHA
Thursday, October 13, 2011
DAO in the News!
Just want to share with our readers on some of the ongoing work that we are doing on cultural competence, locally and nationally.
http://www.northjersey.com/news/131732788_Resident_spreads_message_of__cultural_competence_.html?c=y&page=1
Helen Dao, MHA
http://www.northjersey.com/news/131732788_Resident_spreads_message_of__cultural_competence_.html?c=y&page=1
Helen Dao, MHA
Thursday, September 22, 2011
Health Equity Council New Guide--Public Health Call to Action: Decreasing High School Dropout Rates
Some of us may say - what high school dropout has to do with public health? Well, it does relates very closely. By taking action in looking at the different factors of why young people dropout of high school, the better we can understand and take action in preventing negative ripple effect later in life. The more poverty, lack of education, poor healthy life styles, the more public health problems will arise.
The National Association of Chronic Disease Directors has just released a new Community Action Guide--A Public Health Call to Action: Decreasing High School Dropout Rates (attached). The new guide produced by the Association's Health Equity Council explores the impact of education on health and offers guidance to communities and state health departments on effective ways to increase the number of students graduating high school.
A publication by Reimer and Smink (2005) indicates that the U.S. death rate for those with fewer than 12 years of education is 2.5 times higher than the rate of those with 13 or more years. Graduation rates and therefore health impact vary by socioeconomic class, race, gender, disability status and geographic location. The Guide provides resources to understanding dropout rates, steps for action, and current promising practices.
Please feel free to share this guide and refer to the NACDD Health Equity Council website for more great resources and tools.
If you have questions about this guide or would like more information on the Council please contact Gail Brandt at gbrandt@chronicdisease.org
The National Association of Chronic Disease Directors has just released a new Community Action Guide--A Public Health Call to Action: Decreasing High School Dropout Rates (attached). The new guide produced by the Association's Health Equity Council explores the impact of education on health and offers guidance to communities and state health departments on effective ways to increase the number of students graduating high school.
A publication by Reimer and Smink (2005) indicates that the U.S. death rate for those with fewer than 12 years of education is 2.5 times higher than the rate of those with 13 or more years. Graduation rates and therefore health impact vary by socioeconomic class, race, gender, disability status and geographic location. The Guide provides resources to understanding dropout rates, steps for action, and current promising practices.
Please feel free to share this guide and refer to the NACDD Health Equity Council website for more great resources and tools.
If you have questions about this guide or would like more information on the Council please contact Gail Brandt at gbrandt@chronicdisease.org
Friday, June 10, 2011
The difference Between a Cultural Broker and a Community Health Worker
The difference Between a Cultural Broker and a Community Health Worker
The difference is that cultural brokers are individuals who do not need a formal certification. A cultural broker can be a doctor, a nurse, front desk staff, patient’s relative, clergy, in some cases which is not preferable, children. Have said that it is important to understand that a cultural broker depending at what level they are needed, they will need extensive training in understanding and building skills as a cultural broker in order to work with a specific ethnic groups of individuals.
A community health worker needs a certification or a more formal training in order to perform this task here is the link to the Texas Department of State health Services www.dshs.state.tx.us/mch/chw.shtm, here you can see the application. It contains information on the core sections of the training curriculum.
However, both a cultural broker and a community health work have many things in common such as training specific in communication, advocacy, bilingual skills, provide culturally and linguistic appropriate health education, serve as mediators, and others.
A cultural broker focuses more on how he/she can bridge the gap of communication between patient and the health care system (health care providers) through knowledge and understanding of cultures by serving as a mediator of agent of change. There is a lot of intensive training on cultural and linguistic competency for non-natural support systems such as family. Here is the link to the National Center for Cultural competence which provides a case of cultural brokering between Western health care professionals and healer or shaman Hmong http://www.culturalbroker.info/appendix_A/3_appendixA.html.
One point I want to make is that cultural brokering is becoming not exclusive to HCO but also human and social community-based organizations trying to reach their consumers.
Here are a few definitions of a cultural broker and a community health worker:
The goal of the Cultural Broker Project is in keeping with the NCCC’s overall mission to “increase the capacity of health care and mental health programs to design, implement and evaluate culturally and linguistically competent service delivery systems.” Cultural and linguistic competence have emerged as fundamental approaches to the goal of eliminating racial and ethnic disparities in health. A major principle of cultural competence involves working in conjunction with natural, informal supports and helping networks within diverse communities (Cross et al., 1989).
A Promotor(a) or Community Health Worker is a person who provides cultural mediation between their communities and health and human service systems. They are a bi-lingual/cultural liaison between patients and healthcare providers through activities that include assisting in case conferences, providing linguistically and culturally appropriate health education, informal counseling, and social support; advocates for individual and community needs; assures people get the services they need; builds individual and community capacity; and provides referral and follow-up services (Colorado
Institute of Public Policy, 2007).
Cultural Brokers (CB) are navigators and bridge the cultural gap between communities and the formal healthcare system. CB, like Community Health Workers, are drawn from the community they serve though their backgrounds are highly variable. Some CBs are immigrant children who live in two cultures daily. Some are leaders of advocacy organizations. Training may be extensive or non-existent. The need for CBs is only increasing as the U.S. population is diversifying and health disparities persist. A Cultural Broker fulfills a variety of roles. They serve as
· Liaisons between (1) the family/community’s health values, beliefs and practices and (2) the healthcare system.
· Cultural guides who understand the strengths and needs of a community but also know about the structures and functions of the healthcare setting.
· Mediators who help establish and maintain trust with communities and build relationships between the patient and medical provider.
· Advocates for change of the healthcare system by virtue of the work they do for communities and with the medical community (National Health Service Corps, 2004).
References
1. Cultural Responsiveness: Social-Emotional Health of Young Children, Birth – 5 Years of Age: Research, Policy and Financing
2. National Center for Cultural Competence: Bridging the Cultural Divide in Health Care Settings
For more information contact Helen Dao, MHA at Helen@daoconsultingservices.com
Friday, May 27, 2011
The Power of Diversified and Inclusive Businesses
Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement (The University of Tennessee Libraries Diversity Committee Spring 2001; Revised January 2003).
Studies show that future workforce will have significant demographic variations. Companies report competitive advantage as the key driver of diversity efforts. Diverse markets require diverse strategies; organizations must know the markets they seek to serve and reflect the same diversity within.
Future workforce will have huge demographic variations:
The inflow of immigrants has been largely responsible for a continuing increase in the racial and ethnic diversity of the workforce. Hispanics and Asians are the fastest-growing racial and ethnic groups in the population and workforce. In the case of Hispanics, a high birth rate is partly responsible for that, but immigration is the main driver (Census 2000).
In 2000, about 33% of the U.S. population identified themselves as members of racial or ethnic minority groups. By 2050, it is projected that these groups will account for almost half of the U.S. population. The U.S. Census Bureau estimated that the United States had almost 38.8 million Blacks or African Americans (12.9% of the U.S. population); more than 45.5 million Hispanics or Latinos (15.1%); almost 13.4 million Asians (4.4%) (U.S. Census 2000).
In addition, the steadily increasing female labor force participation rates, combined with decreasing male rates, have brought the labor force close to gender balance. The rise in female rates holds for married women and single women alike. It holds as well for women with and without minor children, and, for the latter, it holds whether they are married or not and no matter how old their children are (Department of Labor, USA).
People QuickFacts (Census 2003) New Jersey USA
Population, 2006 estimate 8,724,560 299,398,484
White persons, percent, 2006 (a) 76.4% 80.1%
Black persons, percent, 2006 (a) 14.5% 12.8%
Asian persons, percent, 2006 (a) 7.4% 4.4%
Persons of Hispanic or Latino origin, percent, 2006 (b) 15.6% 14.8%
White persons not Hispanic, percent, 2006 62.6% 66.4%
Foreign born persons, percent, 2000 17.5% 11.1%
Why Diversity so Important
Diversity provides a richer variety of approaches to work and problem solving.
Diversity strengthens an organization's resilience in changing environmental conditions.
Diversity allows challenges to long-accepted views.
Diversity creates dynamic work environments through variety of perspectives.
Helps organizations understand how to effectively interact with all of its client base.
Informs organizational practices that create community support in all populations.
Helps manage perceptions of historically underserved markets.
Diversity strengthens an organization's resilience in changing environmental conditions.
Diversity allows challenges to long-accepted views.
Diversity creates dynamic work environments through variety of perspectives.
Helps organizations understand how to effectively interact with all of its client base.
Informs organizational practices that create community support in all populations.
Helps manage perceptions of historically underserved markets.
Asurvey conducted by SHRM and Fortune, both concluded that diversity:
Improves corporate culture by 83%
Improves employee morale by 70%
Increases creativity by 59%
Decreases interpersonal conflict by 58%
Improves corporate culture by 83%
Improves employee morale by 70%
Increases creativity by 59%
Decreases interpersonal conflict by 58%
Enables movement into emerging markets by 57%
Improves productivity by 52%
Exceptional performance within groups of medical colleagues representing a wide variety of “values, experiences and disciplines.” (1956)
Mixed gender groups consistently outperformed single-gender groups. Different viewpoints caused inventive solutions to emerge. (1961)
Routine problem solving better handled by homogeneous groups, less-defined problems better suited to heterogeneous groups. (1984)
Diverse ethnic groups produced more effective solutions than homogeneous groups. (1992)
To be successful, your organizational culture must be open to diversity; otherwise this effort will fail.
Managers, supervisors and front line staff need training and education on valuing and managing diversity.
Integrating diversity into an organization’s culture is not easy; the outcomes of a diversified organization are worthwhile all the efforts.
Leadership must value and commit to a long-term vision of diversity.
Improves productivity by 52%
Exceptional performance within groups of medical colleagues representing a wide variety of “values, experiences and disciplines.” (1956)
Mixed gender groups consistently outperformed single-gender groups. Different viewpoints caused inventive solutions to emerge. (1961)
Routine problem solving better handled by homogeneous groups, less-defined problems better suited to heterogeneous groups. (1984)
Diverse ethnic groups produced more effective solutions than homogeneous groups. (1992)
To be successful, your organizational culture must be open to diversity; otherwise this effort will fail.
Managers, supervisors and front line staff need training and education on valuing and managing diversity.
Integrating diversity into an organization’s culture is not easy; the outcomes of a diversified organization are worthwhile all the efforts.
Leadership must value and commit to a long-term vision of diversity.
Bottom Line
Diversity can create stronger, more productive organizations.
Innovation is a by-product of diversity.
Innovation is key to vitality in the 21st century.
Diversity can create stronger, more productive organizations.
Innovation is a by-product of diversity.
Innovation is key to vitality in the 21st century.
Diversity & Inclusion Part of your Strategic Plan
Diversity and Inclusion, is not just a HR initiative. Organizations looking to become competitive, productive, and innovated must look at Diversity as a quality initiative. Diversity is the new way of business creativity and performance.
THE U.S. POPULATION IS BECOMING INCREASINGLY DIVERSE (U.S. CENSUS BUREAU, 2003). MANY MULTINATIONAL COMPANIES RECOGNIZE THE NEED TO MANAGE THEIR DIVERSE WORKFORCES AS EVIDENCED BY THE PROLIFERATION OF DIVERSITY PROGRAMS BEING IMPLEMENTED IN MULTINATIONAL CORPORATIONS (WENTLING AND PALMA-RIVAS, 2000).
The Influence of Strategic Diversity…
Recent research suggests that firms that effectively manage their workforce diversity may experience positive outcomes. For example, research indicates that firms with higher percentages of women managers report relatively higher financial performance (Shrader et al., 1997) and greater effectiveness (Richard and Johnson, 2001). Recognizing these evolving workplace trends, numerous scholars have addressed issues related to diversity in organizations (e.g., Carter, 2000; Cox, 2001).
Diversity & Inclusion Part of your Strategic Plan Synergetic Model
ORGANIZATION
Executive Management
Middle Management
Managers/Supervisors
Front Line Staff
Clients/Businesses
What is Next…
Executive support for diversity initiatives
Tactics to smooth the transition to a more diverse work culture
Provide education programs from top to bottom
Create and maintain a consistent pro-diversity message
Form a diversity council that looks at large-scale organizational issues
Executive support for diversity initiatives
Tactics to smooth the transition to a more diverse work culture
Provide education programs from top to bottom
Create and maintain a consistent pro-diversity message
Form a diversity council that looks at large-scale organizational issues
"You can and should shape your own future; because if you don't someone else surely will."
"No one will thank you for taking care of the present if you have neglected the future."
-Joel Barker
"Innovation provides the seeds for economic growth, and for that innovation to happen depends as much on collective difference as on aggregate ability. If people think alike then no matter how smart they are they most likely will get stuck at the same locally optimal solutions. Finding new and better solutions, innovating, requires thinking differently. That’s why diversity powers innovation. “
-Scott E. Page, Professor, University of Michigan
Tuesday, May 10, 2011
The Largest Minority Market
On a article released by SHRM (Society for Human Resources Management) in 2007, they identified people with disabilities as the largest minority group in the United States. U.S. Census Bureau announcements released in 2007 put the number of people with disabilities at 51.2 million, or 18 percent of the population, compared with 44.3 million Hispanics who represent close to 15 percent of the population.
To read full article, click the below link:
What is the Largest Minority Market?
To read full article, click the below link:
What is the Largest Minority Market?
Wednesday, May 4, 2011
Announcement!
Helen Dao will be a guest speaker at The University of Medicine
and Dentistry of New Jersey-School of Public Health (UMDNJ-SPH) presenting on "Multicultural Health in Public Health Practice"
Date: May 25, 2011
Place: UMDNJ- School of Public Health, 683 Hoes Lane West, Piscataway, NJ 08854
Time: 10:30 AM - 12:00 PM
The face of North America has changed and continues to change. Currently, there are almost 45 million people in the nation who speak a language other than English, and over 30 million who were born outside of the United States. During the past decade, the number of Spanish and Asian language speakers grew by 50 percent. Community clinics and health centers are in the position of improving quality of care through the understanding of cultural competence and the implementation of Limited English Proficiency (LEP) strategies in public health practice. This seminar will discuss cultural competence in public health.
Helen will review a definition for cultural competency and its applicability to public health. This seminar will address the barriers to culturally competent care such as: Lack of diversity in health care's leadership and workforce; systems of care poorly designed to meet the needs of diverse patient populations; and poor communication between providers and patients.
For Registration On-line copy and paste the following link into your browser to register on line
https://ophp.umdnj.edu/wconnect/CourseStatus.awp?&course=PHSS041311
Or you can register by telephone. Call Carl Donaldson at (732) 235-9451. All seminars are held from 10:30 AM to 12:00 PM at UMNDJ School of Public Health, 683 Hoes Lane West, Piscataway, NJ. All seminars carry 1.5 CEU, 1.5 CHES, 1.5 Nurse Contact Hours.
and Dentistry of New Jersey-School of Public Health (UMDNJ-SPH) presenting on "Multicultural Health in Public Health Practice"
Date: May 25, 2011
Place: UMDNJ- School of Public Health, 683 Hoes Lane West, Piscataway, NJ 08854
Time: 10:30 AM - 12:00 PM
The face of North America has changed and continues to change. Currently, there are almost 45 million people in the nation who speak a language other than English, and over 30 million who were born outside of the United States. During the past decade, the number of Spanish and Asian language speakers grew by 50 percent. Community clinics and health centers are in the position of improving quality of care through the understanding of cultural competence and the implementation of Limited English Proficiency (LEP) strategies in public health practice. This seminar will discuss cultural competence in public health.
Helen will review a definition for cultural competency and its applicability to public health. This seminar will address the barriers to culturally competent care such as: Lack of diversity in health care's leadership and workforce; systems of care poorly designed to meet the needs of diverse patient populations; and poor communication between providers and patients.
For Registration On-line copy and paste the following link into your browser to register on line
https://ophp.umdnj.edu/wconnect/CourseStatus.awp?&course=PHSS041311
Or you can register by telephone. Call Carl Donaldson at (732) 235-9451. All seminars are held from 10:30 AM to 12:00 PM at UMNDJ School of Public Health, 683 Hoes Lane West, Piscataway, NJ. All seminars carry 1.5 CEU, 1.5 CHES, 1.5 Nurse Contact Hours.
Tuesday, May 3, 2011
Diversity & Inclusion at the Workplace
Dear Reader,
So we start our Blogging Campaign at DAO! Here is our first short article on The Power of Diversified Businesses.
The Power of Diversified Businesses
Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement (The University of Tennessee Libraries Diversity Committee Spring 2001; Revised January 2003).
Studies show that future workforce will have significant demographic variations. Companies report competitive advantage as the key driver of diversity efforts. Diverse markets require diverse strategies; organizations must know the markets they seek to serve and reflect the same diversity within.
To read the full article visit my website at www.daoconsultingservices.com and look under "News"
This week, we will have our first guest blogger, Wendy Oliveras, Founder & CEO of Oliveras & Company, Inc. She is also a columnist, author, search consultant, and career planning and development advisor. Look for her article on Benefits to Going Bilingual!
Thursday, April 28, 2011
We are taking a different approach at DAO
Dear Reader,
At Dao, we are getting ready to start a Theme Blog Campaign for the rest of 2011!!!
May, we will focus on Diversity & Inclusion at the Workplace (These topics will be health care, social and human services workforce related).
June, we will be providing the latest on revolution of cultural and linguistic competence trends, how changes take place, and how affect the care of minority groups in America.
July, Public Health Practice, based on true community stories.
August, Cultural Broker/Cultural Health Broker (partnering with health care providers in the behavioral change/modification of resistance to treatment).
We will have special guest writers through out the year!
Soon, we will be announcing the themes for September, November, and December!
Helen Dao
At Dao, we are getting ready to start a Theme Blog Campaign for the rest of 2011!!!
May, we will focus on Diversity & Inclusion at the Workplace (These topics will be health care, social and human services workforce related).
June, we will be providing the latest on revolution of cultural and linguistic competence trends, how changes take place, and how affect the care of minority groups in America.
July, Public Health Practice, based on true community stories.
August, Cultural Broker/Cultural Health Broker (partnering with health care providers in the behavioral change/modification of resistance to treatment).
We will have special guest writers through out the year!
Soon, we will be announcing the themes for September, November, and December!
Helen Dao
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