Critical Incident Analysis: Diversity in Healthcare - A Reflection

This reflective report utilizes Gibbs' reflective cycle to analyze a critical incident involving diversity during a team activity focused on caring for elderly individuals from diverse cultural backgrounds. The author recounts an experience where two team members displayed discriminatory behavior towards a student from an ethnic minority, hindering teamwork and creating a tense environment. The reflection covers the description of the event, feelings experienced, evaluation of the situation, analysis of the importance of diversity in healthcare, and a conclusion emphasizing the need for cultural competency and respectful interprofessional collaboration. The report highlights the impact of such behavior on team dynamics and patient care, ultimately proposing an action plan to improve future responses to similar situations. The author acknowledges the importance of diversity in healthcare for creating a positive working environment and delivering quality services, while also addressing the negative impacts of conflict and the lack of specific rules during the activity. It emphasizes the application of diversity theories and the NHS's efforts to promote multiculturalism, concluding that diversity is crucial for effective healthcare practice.

THE HEALTHCARE
PROFESSIONAL

Table of Contents
INTRODUCTION ..........................................................................................................................3
Description...................................................................................................................................3
Evaluation ...................................................................................................................................5
Analysis........................................................................................................................................6
Conclusion...................................................................................................................................7
Action plan ..................................................................................................................................8
REFERENCES .............................................................................................................................10

·INTRODUCTION
Reflective practice is defined as a systematic enquiry that an individual undertakes to
improve and deepen his/ her understanding of practice. This is undertaken in an organized
manner. The present report is a reflective account of a critical incident. The structure of this
reflective account will comprise of description of the incident, evaluation, analysis followed by
conclusion. Lastly, an action plan will be made. Gibbs reflective cycle is a framework that
assists in examining experiences and allows the users to learn and develop plans for things that
went well and those that did not go well. It consists of 6 stages that provide an efficient way of
working through an experience. These are description, feeling, evaluation, analysis, conclusion
and action plan. Gibbs reflective cycle is important as it assists the individual to develop a
systematic thinking about his exoerences during a specific situation. In this way this models
helps in understanding and adopting better ways of dealing with a similar situation in future
(Bassot, 2015). It, thus assists individuals to make betterments in their practice.
However, a disadvantage of Gibbs model is that it provides superficial reflection and is
therefore, less useful for personal and professional development. Also, it may be a challenging
task for some people to open up and discuss their feelings. In addition to this, Gibbs model
application would require an expert practitioner or coach to guide an individual through the
process. But Gibbs model of reflection is important for students in health and social care
(Hangreaves and Page, 2013). It provides them with an opportunity of reviewing the effects as
well as consequences of their behaviors. With the help of this model, health and social care
workers and professionals can identify their role in an incident and develop an understanding
about the ways in which the incident could be avoided. Further, using these insights, they can
develop a plan of action to guide them with their development. In this way, Gibbs model help in
improvement of the care services being provided to the service users (Monrouxe and Rees,
2017). It also assists the students as well as professionals to roved safe and effective evidence
based care.
l壱Description
I was attending a lecture on diversity and the lecturer assigned a team activity to the
students. The class was divided into different teams. I was a part of team that comprised of 6
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members. One of the members of our team belonged to an ethnic minority group. The activity
was about developing strategies for caring for elderly people belonging to diverse cultural
backgrounds. As a team, we were required to provide 3 strategies that could be practically
applied while providing care to elderly patients who exhibited differen cultura backgrounds. As
we had to work in a team, inputs from all the team members were to be considered during
development of the strategies. 2 members of the team were not allowing the student from ethnic
minority to place his ideas. They were also passing offensive comments about his religion. I was
observing this for some time and then opposed the two students and politely asked them to
behave. But they did not pay any heed to it and continued with this behavior. This not only
indicated towards discrimination against the student but also hampered team work. While that
particular student was discouraged to put forward his ideas and developed resentment, none of
the members of the team were able to enjoy the activity. Following this, I instructed both the
students in a strict manner to stop misbehaving and conduct the activity as a team. However, the
situation worsened and both of them picked up a fight with me. It came to the notice of the
lecturer who then scolded both of us. Later, I described the whole situation to the lecturer and he
talked to both the student and gave them strict warning. Following this, we could begin with our
team activity.
I was surprised to learn that I could notice the acts of discrimination and could raise my
voice against it. however, I learnt that I was weak in convincing those students to behave
properly. I had the opportunity to present an efficient activity with the team. However,
miscommunicate and late communication of the information to the lecturer was a weakness. I
already knew that I had the courage to raise my voice against wrong behavior. I also knew that I
am efficient as working in a team and including all the people. But, I did not know that I am
capable of noticing even more acts of discrimination.
During the situation I was feeling tensed as I thought I was alone and would not be able
to face the other 2 students. Before the situation I was feeling confident as I knew that the point
that I am about to raise is valid. Other members of the team were feeling the same. They could
also notice the discriminatory behavior but kept quiet about it. during the situation I was
thinking that the misbehavior by the other two students was not only discouraging members to
put forward their ideas but also hampering team work. I now feel that a lot of time that was
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wasted during the discussion could have been avoided had I informed the lecturer about it early
enough.
l壱Evaluation
The activity was good as it was designed to teach us about the importance of diversity. It
also aimed to teach the students to apply diversity principles in a practical and feasible manner.
Furthermore, it was designed to explain the student the importance of inclusion. While working
in health and social care sector, we take care of people belonging to different cultures and having
different beliefs. In order provide holistic and patient centered care, we are required to take into
consider their cultural background and beliefs. However, in some situations the cultural beliefs
become contradictory to the best suitable care pathway that needs to be adopted to treat the
patients. This is a situation where the professionals and workers in health and social care face the
situation of dilemma. The activity was designed to teach the students to deal with such situations
effectively. Hence it was an activity that supported personal as well as professional development
of the students.
The negative about the activity was that it could not be conducted in a smooth manner as
the team members misbehaved. Also, there were no rules assigned with. The person in my team
said degrading culture specific remarks that made the student belonging to ethnic minority feel
discriminated. It is not ethical to make degrading remarks and comments about one’s culture just
because it is different from others. Furthermore, as the activity was itself on diversity and
inclusion, using such remarks completely disrespected the meaning and purpose of it.
Diversity in healthcare is important not only from the perspective of treating patients but
also from the perspective of inter- professional and multi - disciplinary team working (Nair and
Adetayo, 2019). With diversity, a health care organization is able to attain cultural competency.
As healthcare service providers, diversity would also enhance our ability to provide services that
assist in meeting various needs of the patients such as social, linguistic and cultural. Further,
diversity helps in understanding the patient n a better way thus improving their treatment.
The remarks that those students made not only surprised me but also have a potential to
impact health and social care professionals. I was surprised by their attitude towards people
belonging to minority communities. It also depicted their mentality towards different cultures
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and showed that they have least acceptance for different cultural backgrounds and beliefs. This
would impact on health and social care professionals as it would lead to interpersonal and
cultural issues which would further hamper team working. Such behavior would not be
acceptable neither with patients nor with colleagues. Ineffective working of the team and
presence of interpersonal issues due to culture differences may risk the patient care and
treatment (Monrouxe and Rees, 2017). The healthcare professionals would not be able to work
in harmony with each other. There are a number of situations when inter-professional team
working and multidisciplinary team working is required in health care sector to provide holistic
care to the patient. This would only be possible when the team members respect each other and
work in a harmonious manner. The remarks that those students passed would impact respectful
relationships among team members at professional level. Hence, team working would be
significantly impacted in a negative manner.
l壱Analysis
It can be analysed from the this learning module that diversity in health and social care is
very important. With diversity in the care service system it helps in creating positive working
environment in the services that in mandatory for providing quality services (Celik, van Wijmen
and Klinge, 2018). Thus, it can be analysed that from inculcating in this learning module it
helped me to learn about the importance of diversity in the health care services. Thus, this
module provided a very detailed knowledge about the diversity in the social and health care
services. On the other hand, it can be analysed that this learning module had several positive
aspects. As we know in health care and social care services, the service providers take care of
different individuals who are from different culture and background. Therefore, it becomes
necessary for the service providers to into account the beliefs and cultural backgrounds of the
patients and the users. Therefore, it can be analysed with the involvement in the learning module
it helped me learning about the beliefs and cultural backgrounds of different individuals that will
further help me in my practices. Thus, it can be analysed that from the learning module that
diversity is not only important in providing quality care services to the patients and users but
also it is very essential in creating a multiculturalism working environment that encourages and
values different cultures and backgrounds (Armada and Hubbard, 2019).
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On the other hand it can be evaluated that while in the ongoing learning module it can be
analysed there were some negative impacts of the learning process. That is due the conflict
between the individuals it hindered the learning process to be conducted smoothly. Thus, it due
to the misbehaviour of the team member while the learning process due to lack of diversity
among the process. It lead to delaying the process. Further it can be analysed that because there
were no specific and particular rules that were formulated for conducting the activity. The team
members were intentionally trying to hamper the activity that is by passing comments and
remarks specifically on cultural values and beliefs (Dotson and Nuru-Jeter, 2012). Thus, it was
considered very unethical and because of all this it delayed the process of learning. Further, it
could be analysed that as the activity in learning process was itself based on learning about the
multiculturalism, using of such cultural comments by the team members was deemed very
disrespectful and was against the purpose and meaning for which the learning process was
organised.
Thus, it can be analysed that for inclusion of diversity in the health and social care
services various theories of diversity can be applied that have been learned in the module. That
is cognitive theory of diversity, social identity theory, schema theory (Johnson, Nguyen, and
White, 2018). With these theories it will help in problem solving with more creativity and
innovation that is with inculcation of cultural difference individuals it will help in generation of
culturally diversified solutions for problems. Also, it can be analysed that there were certain
changes that were made in the NHS so that it can inculcate diversity in its working environment
and promote multiculturalism.
l壱Conclusion
Thus, from the learning module it can be concluded that diversity plays a key in creating
a positive working environment that encourages multiculturalism. It can be evaluated that
diversity is not only for development in inter personal relationship between health care and
social care provider but also it helps in providing quality services to the users and the patients
(Jhutti-Johal, 2015). Also, it can be summarised that from this diversity activity I have learned
that with multiculturalism environment it helps in enhancing the creative thinking skills of an
individuals. That is it helps an individuals in many ways not only in professional terms but also
in enhancing its personal skills (Vanderbroeck and Wasserfallen, 20170. With inclusion of
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diversified workforce it helps in learning about new cultural values and beliefs that helps in
broadening the thinking and knowledge of an individuals. That is from this it can be concluded
that with inculcation of diversity it will help me in my professional career that is it will help me
providing quality services to my patients and user by understanding their cultural beliefs and
values and according providing them care services that do not hinder their values and beliefs.
Furthermore, it can be concluded that from the diversity activity that it helps in
enhancing languages skills and helps in building community relations. That is with inculcation
of diversity with the health care services it will help in learning about different languages that
are spoken by culturally diversified people. This will not only help me building good relation
with my peers and colleagues (Betancourt and Landry, 2018). But, also with learning about new
languages will help me in effective communication with the patients and users as well. This, will
help me in building trust and belongingness among my patients that will help in creating an
inclusive environment where patients would freely share confidential information that are related
with the care services.
Thus, from analysing my whole experience of the active participation in the diversity
activity, it can be summarised that it proved very beneficial for me in learning about diversity.
And it importance in the health care and social services. Also, with inculcation of diversity and
workforce environment it helps in creating a multiculturalism that encourages and promotes
individuals from different cultures and backgrounds (Nair and Adetayo, 2019). This not only
helps in increasing the productivity of the workforce but also, will help in providing quality
services to the patients. However, it can be concluded that this activity also helped me in
enhancing my creativity thinking skill that is with inculcation diversity it helped in thinking
form various different culturally diversified perspective that helped in enhancing my knowledge
and helped me learning about new things and cultures that are prevailing in the community.
Overall , it can be concluded that it was a very good experiences for me that helped in learning
about multiculturalism.
l壱Action plan
If I could do this activity again, I would have provided timely information to the lecturer
regarding the misbehavior so that it can be stopped at an early stage and team work is fostered. I
would however try in the same polite manner to resolve the matter as I did this time. In my
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chosen health and social care professional role, I would adopt the following plans to fulfill
inclusion of diversity.
Specific Measurable Achievable Relevant Time based I will organize meetingsMeetings will be
organized every week.Meetings will be preceded by inspection and monitoringThe inspections
and monitoring will help in detecting loopholes to inclusion of diversity at the workplaceReview
of the status of the issue will be done every 6 monthsI will ensure that staff belonging to
different cultural backgrounds are recruited.The number of staff belonging to different cultural
backgrounds will be recorded. I Will ensure that 50 percent of the teams are multi -cultural
teams I will appoint a team facilitator in each team to smoothen the initial process of working.
The team will comprise of members belonging to at least 5 different cultural backgrounds. I will
organize and attend diversity training within the organization.1 training will be attended by me
every monthEvery training that I attend will focus on 1 specific characteristic to be adopted by
the members to foster diversity inclusion Through diversity training, I will ensure to make
efforts to develop the culture of diversity inclusion in the organization. Ii will complete all the
trainings with a period of 1 year.
·REFERENCES
Journals and Books
Armada, A.A. and Hubbard, M.F., 2019. Diversity in healthcare: Time to get REAL. Frontiers
of health services management. 26(3). pp.3-17.
Bassot, B., 2015. The Reflective Practice Guide: An interdisciplinary approach to critical
reflection. New York: Taylor and Francis (pages 71- 73)
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Betancourt, J.R., Beiter, S. and Landry, A., 2018. Improving quality, achieving equity, and
increasing diversity in healthcare: The future is now. Journal of Best Practices in
Health Professions Diversity. 6(1). pp.903-917.
Celik, H., van Wijmen, F.C. and Klinge, I., 2018. Implementation of diversity in healthcare
practices: barriers and opportunities. Patient Education and counseling. 71(1). pp.65-
71.
Dotson, E. and Nuru-Jeter, A., 2012. Setting the stage for a business case for leadership diversity
in healthcare: History, research, and leverage. Journal of Healthcare
Management. 57(1). pp.35-46.
Hangreaves, J. and Page, L. 2013. Reflective practice. Hoboken: Wiley.
Jhutti-Johal, J., 2015. Understanding and coping with diversity in healthcare. Health Care
Analysis. 21(3). pp.259-270.
Johnson, A., Nguyen, H., and White, L., 2018. Reaping the rewards of functional diversity in
healthcare teams: Why team processes improve performance. Group & Organization
Management. 43(3). pp.440-474.
Monrouxe, L.V. and Rees, C. E. 2017. Healthcare Professionalism: Improving Practice through
reflections on workplace dilemmas. Chichester: Wiley Blackwell.
Nair, L. and Adetayo, O.A., 2019. Cultural competence and ethnic diversity in
healthcare. Plastic and Reconstructive Surgery Global Open, 7(5).
Nair, L. and Adetayo, O.A., 2019. Cultural competence and ethnic diversity in
healthcare. Plastic and Reconstructive Surgery Global Open. 7(5).
Vanderbroeck, P. and Wasserfallen, J.B., 2017. Managing gender diversity in healthcare: getting
it right. Leadership in Health Services.
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