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Cross-Cultural Health Care Conference

Cross-Cultural Health Care Conference. Are you really listening? Multicultural issues for a community-based medical school October 8, 2011 Jerris R. Hedges, MD, MS, MMM Professor & Dean John A. Burns School of Medicine. My goals for this talk. Share my multi-cultural journey

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Cross-Cultural Health Care Conference

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  1. Cross-Cultural Health Care Conference • Are you really listening? • Multicultural issues for a • community-based medical school • October 8, 2011 • Jerris R. Hedges, MD, MS, MMM • Professor & Dean • John A. Burns School of Medicine

  2. My goals for this talk • Share my multi-cultural journey • Share some of the many multicultural areas within a medical school from the perspective of the dean • Summarize our shared responsibilities

  3. My journey • Raised on farm in Pacific NW • Ancestors crossed great plains/Rocky Mountains in covered wagon - ox carts • Attended public schools from grade school through medical school • Only ethnic diversity I saw as child were NA classmates and my Spanish Teacher • Pacific NW still about 80% Caucasian

  4. Which surfer doesn’t belong?

  5. My journey • Brother – LGTB • Brother-in-law – Hispanic • Practice – emergency medicine • Limited use by Caucasians, unless poor or injured • Residency – urban Philadelphia: 75% AA • Faculty position – urban Cincinnati: 65% AA • As OHSU medical center leader – promoted diversity in recruitment – all levels

  6. OHSU – research team

  7. Departmental - Recognition

  8. Governor John Burns championed education- vehicle for opportunity

  9. Chosen from and for Hawai’i 1,500 applicants, 66 chosen 90% Hawai′i residents One of most diverse ethnic student bodies

  10. What is diversity at JABSOM? • Ethnic • Cultural • Socio-economic • Geographic • urban vs rural in-state medical students • international in regards to graduate students • Sexual/Gender • Role - responsibilities

  11. HR Issues • Hiring - EO/AA • Protected classes • Dispute resolution • Fact finding • Team composition • Disciplining • Grievances

  12. Student issues • Selection • Pipeline - opportunity • Screening criteria • Interview and selection process • Notice, balance, communication • Evaluation – Disciplining • Process, process, process - documentation • Faculty mentoring

  13. Clinical faculty & patients • Diversity – squared • Interwoven ties to community, hospital(s) & family • All are aware of and concerned regarding opportunity • Social justice • Equitable opportunity in inequitable world

  14. Research • Health Disparities • Especially Native Hawaiians & other Pacific Islanders • Department of Native Hawaiian Health – Center of Excellence • RMATRIX – Clinical translational research grant

  15. Research initiatives

  16. Na Po’o No’o - thinkers

  17. Global health • Okinawa – Chubu Hospital

  18. Student – eyes on Samoa

  19. My goals at UH-M JABSOM • Create the culture that will succeed in… • our locale, • our cultural/economic environment, and • our place in time • Build the programs that will enhance this culture and leverage what the school can bring to our community and the world • Have our employees choose to be involved because they are making a difference for the world through their job

  20. Traditional academia • Focused on individual • Unforgiving of errors • Fragile egos • Grudges & suspicions • Feuds & cliques

  21. New academia • Pono – ethical balance • Light shined on bad behavior • Reward for individual and team work • Mutual support and recognition • Shared vision & community connection • Understanding through communication • Tolerance is not enough

  22. Organizational culture • Always there implicitly or explicitly • If misbehavior tolerated, climate changes • Fear, intimidation • Demoralization • Inequities of opportunity result • Awareness & communication are needed

  23. Remember • No amount of money can take the place for not having to work for a living… • Hedges 1969

  24. Building on Culture • Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization • Dave Logan, John King & Halee Fischer-Wright

  25. Summary of stages

  26. Shared responsibilities • Adopt healthy organizational culture • Foster inclusive groups • Communicate, communicate, communicate • Ask & listen • Test assumptions • Explain concepts, processes, decisions • Seek transparency – encourage others

  27. JABSOM vision • Attain Lasting Optimal Health for All • ALOHA

  28. JABSOM Core Values • Collaboration: Shared accomplishments in the spirit of partnership • Diversity and Inclusion: Respect for the entire spectrum of human experience • Excellence: Guiding all of our efforts in research, education, and service • Innovation and Discovery: The generation, application, and transmission of new knowledge • Pono: Balance – with integrity, morality, & equity • e.g., taking action to eliminate health disparities in the spirit of social justice

  29. Mahalo nui loa

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