Cultural Safety Action Plan in Nursing

Running head: CULTURAL SAFETY ACTION PLAN IN NURSING 1
CULTURAL SAFETY ACTION PLAN IN NURSING
Name of Student
Institution Affiliation

CULTURAL SAFETY ACTION PLAN IN NURSING 2
CULTURAL SAFETY ACTION PLAN IN NURSING
Part one
Introduction
Cultural safety is the practice that makes indigenous people have a feeling of safety and
respect, free from racism and not discriminated against during their time to access health services
and social service programs (Pauly, McCall, Browne, Parker &Mollison, 2015). Indigenous
people need healthcare professionals they can trust, who care and continue their good
relationship with them (Bishop, & Macdonald, 2017). This approach refers to as relationship-
based care and aims at putting the interest of client, families, carers and consumers first.
Development of cultural safety practice requires the guiding principles that are patient centered
(Pauly et al., 2015). These principles will be further discussed in the assignment and includes
only for this case and not limited to: process and positive purpose;protocols; partnerships; and
personal knowledge (Bishop, & Macdonald, 2017). This paper is meant to develop a personal
plan and discuss how the implementation of the principles of cultural safety amongst the
Aboriginal and Torres Strait Islanders can be done in my future health profession.
Goal
The goal of this discussion is to have a greater understanding of how cultural background
can affect client behavior, beliefs, and language skills on admission to hospital and in post care.
Objectivesof the plan
 Overcoming language barriers to improve communication
 Acknowledge different levels of healthy literacy, and
 Learn clients’ behavior about hospitalization
Resources or additional training required

CULTURAL SAFETY ACTION PLAN IN NURSING 3
To develop culturally safe practice, I will require making service adjustment to
accommodate culturally different needs. There are three processes required by individual or
organizations to develop a cultural safety practice, and they include:
Appointing a safety champion who will be responsible for leading the safety culture
initiative. The champion must be having the knowledge and understanding of the safety
programs in existence, perception surveys, baseline assessment report, as well as improvement
plan like initiatives and applications of employee involvement (Zavalkoff, Korah& Quach,
2015).
The other resource and additional training required would include employee education. I
am conducting appropriate training for employee safety cultural improvement process (Pauly et
al., 2015). There are more training conducted on employees, but few for this case include
Incident Investigation & Root Cause Analysis; Near Miss and Good Catch Reporting; Concern
Reporting; Critical Error Reduction Techniques; and Hazard Identification and Assessment of
Risk (Pauly et al., 2015). Use of visuals such as memos, booklets along with emails, flyers and
posters helps in keeping safety memories in front of employees(Norouzinia, Aghabarari, Shiri,
Karimi&Samami, 2016).
Anticipated barriers and strategies for overcoming those barriers
The anticipated barrier when it comes to employee education is the issue of employee
self-motivation, language barrier, marketing and advertising, finances, accessibility and time. A
proposal should be written to the management asking for the hire of medical interpreters,
distribute information materials, as well as plan on the employee education budget.
The other anticipated barrier for appointing a safety champion is lack of information on
the qualified champions and lack of finance. The case should be presented to the management