目的:本文描述了1个理疗科的行政领导如何策划,已实施,并评估了符合文化要求的行政支持战略,以营造积极的工作环境。作者使用气候调查数据总结了参与者对文化响应实践的看法。
方法:此病例发生在美国学术医学中心的物理治疗和康复科学部门。该部门管理5个教育项目,3教师实践,社区诊所,和一个强大的研究企业,雇佣了100多名员工。在一个历史性的社会文化事件之后,管理员实施了一系列行动,以了解部门员工的需求,并以符合文化的方式做出回应。干预措施包括支持活动,教育机会,和社区建设活动。该部门进行了年度气候调查,以评估员工对工作环境的看法,对文化敏感的干预措施的感知影响,以及改善部门气候的建议。调查分析包括频率统计(STATA版本17;StataCorpLLC;CollegeStation,德州,美国)和主题内容分析,并从以前在中小学环境中应用的文化响应实践框架中敏感概念。
结果:从2020年到2022年,共有131名员工参加了年度气候调查。员工对识别和解决工作环境中的微侵害的信心显示出整体改善的趋势,总体自我报告的种族歧视经历有所减少。与会者报告说,在解决同事之间的歧视问题上有积极的趋势,但是很难解决患者犯下的冒犯行为。
结论:研究结果表明,对文化敏感的干预措施与员工氛围的积极趋势有关。为观众量身定制和策划的干预措施,以加深文化知识,增强自我意识,并验证其他人,促进了对文化公平的共同承诺。
结论:行政领导者通过利用具有文化意义的可教时刻和健全的文化响应策略,在营造包容性氛围方面发挥了作用。双向文化敏感交流,个体发展,集体行动。
OBJECTIVE: This paper describes how the administrative leadership of 1 physical therapy department curated, implemented, and evaluated a culturally responsive administrative support strategy to foster a positive working environment. Authors summarize participants\' perceptions of culturally responsive practices using climate survey data.
METHODS: This case occurred in the physical therapy and rehabilitation science department at an American academic medical center. The department administers 5 educational programs, 3 faculty practices, a community clinic, and a robust research enterprise, and employs over 100 employees. After a historic socio-cultural event, administrators implemented a series of actions to understand the needs of department employees and to respond in a culturally responsive manner. Interventions included supportive activities, educational opportunities, and community-building events. The department administered an annual climate survey to assess the employees\' perceptions of the working climate, perceived impacts of the culturally responsive interventions, and suggestions for improving department climate. Survey analysis included frequency statistics (STATA Version 17; StataCorp LLC; College Station, Texas, USA) and thematic content analysis with sensitizing concepts from a culturally responsive practice framework previously applied in primary and secondary school settings.
RESULTS: A total of 131 employees participated in the annual climate survey from 2020 to 2022. Employees\' confidence to identify and address microaggressions in working environments showed trends of overall improvement, and overall self-reported experiences with racial discrimination decreased. Participants reported positive trends in addressing discrimination among colleagues, but difficulty addressing offensive behaviors perpetrated by patients.
CONCLUSIONS: Findings suggest that culturally responsive interventions are associated with positive trends in employee climate. Interventions tailored to the audience and curated to deepen cultural knowledge, enhance self-awareness, and validate others, fostered a shared commitment to cultural equity.
CONCLUSIONS: Administrative leaders have a role in fostering an inclusive climate by capitalizing on culturally significant teachable moments with sound culturally responsive strategy, bi-directional culturally sensitive communication, individual development, and collective action.