1. Diversity of Customs & Rituals Presented by: Beth Lenegan, PhD David Scott, M.S.

2. Caring Across Cultures & Belief Systems A Resource Guide for Health Care Professionals in an Interfaith World Community Patients Community

3. Caring Across Cultures A Roadmap for Hospitals Each hospital has a different roadmap for advancing effective communication, cultural competence and patient-and family-centered care. Size, setting and resources will impact the implementation of A Roadmap…. The hospital handbook reflects your patient who reflects your community

4. Caring Across Cultures & Belief Systems  Identified the main cultural and spiritual makeup of our patients  Made a list of questions that would be asked  Identified area clergy and religious/non religious leaders to interview  Set up meeting for interview  Visit and Invite to be Involved

5. Caring Across Cultures & Belief Systems  Beliefs – What are the basic tenets of your community?  Practices – What rites/rituals/holy days/weekly days are practiced?  Religious Materials – Scripture, readings, prayers, statues, icons etc.?  Diet/Medication – Are there restrictions? Preferences?  Communication – Addressing individuals? Family Makeup? Hierarchy? Equality? Male/Female relationships?  Dress? Issues of modesty?  Health Care and your community – View of illness? Suffering?

6. Caring Across Cultures Religious Support System for the Sick End of Life Withholding and Withdrawing Treatment Organ Donation Autopsy Rituals at the time of death Preparation of the body Funeral rituals Burial, Cremation Mourning

7. Caring Across Cultures  Assess  Acknowledge  Preserve  Accommodate Be the bridge between the hospital and the community

8. Hospital Environment Individuals From a Community  What are your own Beliefs and Practices?  What are your own Values? Traditions?  From what cultural, ethnic background do you come?  What are your own Dispositions?  How do you see Illness? Dying? Death? Grief?  How do you see suffering?

9. Hospital Environment Individuals from a Community Remember Different is Different: Not right or wrong. Ask? ‘s, You are not expected to be an expert. Be open about differences. Don’t make assumptions. Encourage questions. Don’t treat others as you would want to be treated Don’t assume touch – or calling one by their first name

10. Organizational Readiness  Is there a Board-approved policy encouraging diversity across the organization?  Is diversity awareness and cultural proficiency training mandatory for all senior leadership, management and staff?  Do you have a succession/advancement plan for your management team linked to your overall diversity goals?  Does your strategic plan emphasize the importance of diversity at all levels of your workforce?

11. Diversity and You  Recognize your own biases and assumptions may influence your perception, attitude and behavior towards others.  Raise your awareness of diversity and inclusion by participating in cultural events: fairs, festivals, lectures  Increase your social circle to include people that are different from you  Don’t tell ethnic or sexual jokes  Be honest about your feelings  Remember that mistakes happen

12. Organizational and Individual Program ENRG (en-er-jee)  Employee  Networking  Resource  Group

13. Organizational and Individual Program ENRG Purpose ENRGs celebrate diversity and inclusion by allowing employees to come together in efforts to share the richness of their cultures, background, traditions, heritage and other characteristics with everyone who comes in contact with Roswell Park. This includes other employees, community members, family members and friends. Positive energy, and a positive work environment, is created as a result of ENRGs coming together. All employees with similar interests and backgrounds are encouraged to work together on ideas, programs and initiatives that will make Roswell Park an even better place to work.

14. ENRG Purpose Networking, mentoring, informational meetings and activities that increase awareness of Roswell Park’s dedication to diversity ENRGs are formed by colleagues around a shared aspect of identity, such as gender, ethnicity, race, age, sexual orientation, family status, disability, common interests and so on. Starting an ENRG – need 4 employees who are interested in participating; a group name, a group mission statement and a set of 4 goals that the group would like to accomplish. Examples: AREN (African Americans at Roswell Employee Network); Latino, Cancer Survivors and Caregivers; Pastoral Care Interfaith ENRG; Young Professionals; Veterans Group; Friends of Roswell Park LGBT (Lesbian, Gay, Bisexual & Transgender) Community

15. Moving Forward Review JACHO new standards Read the Roadmap Talk to your community leaders Talk to those who are responsible for diversity initiatives and compliance Talk to your staff

16. Moving Forward  Assess your instruction's community – what are the primary ethical and cultural groups in your area?  Remember this is about patient safety, communication and competent care.  Remember this is about establishing an environment where patients, families and employees are treated with courtesy and respect regardless of personal characteristics including but not limited to race, age, sex, gender, sexual orientation, religion, nationality, or disability.