COMM 371 San Diego State University Emilio Nares Foundation Mission Paper Working alongside the Emilio Nares Foundation, the mission is to aid in creating

COMM 371 San Diego State University Emilio Nares Foundation Mission Paper Working alongside the Emilio Nares Foundation, the mission is to aid in creating more accessibility to low-income families with children who are battling cancer. Though there are multiple ways the foundation assists low income surviving children, the key feature is the “Ride with Emilio Program” in which the goal is to provide transportation to any medical appointments or treatments free of charge to the children in need.Recognizing Socioeconomic Statuses and Health Care System Disparities is intended to show any participants the knowledge and skills necessary to further minimize the barriers put forth by these disparities. Understanding and being equipped to the cultural similarities and differences brought forward in this organization allows for greater professionalism when dealing with Class Prejudice.In order to further educate workers with crucial ideas and concepts, this 90-minute training module includes areas such as: Class Prejudice: Participants will be better educated on the attitude they put forward toward others surrounding them, especially when it comes to minors taking on a journey to health with little to no hope on financial stability in the process.Below I have attached a sample of a powerpoint from my teacher as an exact example of how it should be done to make it easier. I have also attached my groups proposal with the class prejudice ideas and some training ideas, and lasting one of my group members have completed their part for the project on Health Care system Disparities so it should also help as an example, but mainly the teachers sample would be the best. It is supposed to be in a powerpoint format but I can transfer all the information in to a powerpoint after it is completed so you can do it on a document. San Diego Rescue
Mission: Job Training
Intercultural Diversity in the
Workplace
Opening the Conversation
u
Intercultural Diversity is a key component to healthy interaction
within the workplace today. Understanding the nuances of
intercultural communications and how to effectively navigate them in
a working environment is a critical aspect when reentering the
working force.
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Through this training you will be equipped to enter your next job with
a growing sense of competence of equality and understanding
amongst your coworkers as well as potential clients.
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It is our mission to provide a holistic approach to employability and
recovery to a working-class citizen and we will do just that with our
core values of integrity, compassion and excellence as our guiding
principles.
Learning objectives
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Explain the Differences-Similarities Dialectic.
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Identify the Six Stumbling Blocks of Intercultural Communication.
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Describe Intercultural Competence.
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Recognize how these three concepts apply to job seekers/new
employees.
Intercultural Competence
“The appropriate and effective management of interaction between
people who, to some degree or another, represent different or divergent
affective, cognitive, and behavioral orientations to the world (Deardorff,
2009, p. 7).”
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Communicating with appropriate and effective management in a
diverse environment will procure respect.
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The key to this concept is being aware of your surroundings and the
different people you are interacting with.
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Making the effort to use your words and actions properly align with
the cultural standards so you can connect with the individual/s.
Intercultural Competence // EXERCISE
Interaction A:
When interacting with a
fellow employee or
management, how do you
address issues with people
from different cultural
backgrounds?
Intercultural Competence // EXERCISE
Interaction B:
Proper greetings are often
overlooked in less formal
meetings.
How can such interactions be
improved through intercultural
competence?
Intercultural Competence // EXERCISE
Interaction C:
Respecting your fellow
peers in a work
environment has many
levels.
What are different ways
of recognizing these
interactions?
Differences-Similarities Dialectic
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This dialectic states that in every intercultural exchange there will be both
differences and similarities and that it is possible to work with and around
them to enrich the communication and ultimately the workplace. It’s
important to understand that just focusing on our differences can lead to
prejudice and stereotypes while focusing only on our similarities may lead to
complete cultural unawareness otherwise known as “color blindness”
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EX: Partners on a job site must be similar to get along but they also must be
different to maintain their own cultural identities.
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Workplace tension may arise when the cultural identity of an individual is
dissimilar to that of the entire workplace, whether it’s based on sexual
orientation, race or even differences in social class. Instead of focusing on this
one difference, co-workers should focus on the whole or complete person and
understand that they have many unique attributes that make them who they
are, some of which you may have in common.
Differences-Similarities Dialectic
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One must be aware that the Differences-Similarities Dialectic doesn’t
just apply to co-workers but to clients as well.
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The client’s cultural norms and practices may influence the
interaction between the employee and it is up to the employee to
recognize these differences and similarities in the hopes of effectively
navigating the interaction.
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The most important cultural tensions that [employees] experience are
those caused by the differences and similarities between their clients’
culture and their own culture (Chung, 2008).
Differences-Similarities Dialectic //
EXERCISE
QUESTIONS:
u 1) What are the disadvantages of only focusing on our differences?
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2) What are the disadvantages of only focusing on our similarities?
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3) Who might we come in contact with inside the workplace that this
dialectic can be applied to?
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4) What are the advantages of viewing someone as having many unique
attributes and qualities?
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5) Give an example of how this dialectic is applied in the working
environment.
Six Stumbling Blocks of Intercultural
Communication (Barna, 1994)
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Assumptions of Similarities
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Language Differences
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Nonverbal Misinterpretations
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Preconceptions & Stereotypes
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Tendency to Evaluate
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High Anxiety
Six Stumbling Blocks of Intercultural
Communication (Barna, 1994)
1.
Assumptions of Similarities
•
One of the biggest mistakes people often make is assuming that others
behave and operate similarly to themselves.
•
It is important for us to understand that often the way we do things in a
working environment are culturally learned, so when we see differences in
behavior we identify differences in culture.
2.
Language Differences
•
While difference in language is the most obvious stumbling block to
communication, there are differences that extend beyond the literal language
itself, including its idioms, slang, and dialects.
Six Stumbling Blocks of Intercultural
Communication (Barna, 1994)
3.
Nonverbal Misinterpretations
•
Each mannerism and action expressed in one culture may differ in other cultures,
and may differ in ways as subtle as timing.
•
An employee’s nonverbal cues and mannerisms may be misinterpreted by a
colleague.
4.
Preconceptions & Stereotypes
•
These actions can be defined as a “fixed” way of thinking about other individuals,
which will in turn alter the ability to separate individuals from one another.
•
The road to becoming culturally aware ties in with the fact that one must be able
to eliminate the grouping of others, in order to strike down stereotypes. Forming
stereotypes in a workplace will negatively affect your ability to work together and
may lead to employability issues.
Six Stumbling Blocks of Intercultural
Communication (Barna, 1994)
5.
Tendency to Evaluate
•
If we believe our culture is the proper or only way to live, then any differing
models of life become a threat to what we are comfortable with.
•
Our ability to be aware of our tendencies while allowing our perspectives to
become more dynamic will help with listening and analyzing sympathetically,
rather than hiding behind our own principles.
6.
High Anxiety
•
The feeling of becoming anxious or nervous when interacting with
someone/something we are not comfortable with is common experience.
•
While in the workplace, it is important to keep calm in situations where we
feel the need to defend ourselves.
Summary and Review
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There are many facets of intercultural communication as it pertains to the
workplace. Here we’ve identified what we believe to be among the most
important.
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Intercultural Competence ties together the elements of awareness and
implementation to the latter strategies to fully embrace intercultural
communication in your future workplace.
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The Differences-Similarities Dialect reminds us that while everyone is
different in some ways and the same in others, focusing on only these
attributes limits our understanding of the whole person and will negatively
affect the workplace.
u
The Six Stumbling Blocks provides us with a framework of the nuanced
challenges we face when interacting with those from a different culture than
our own and serves as a guide when navigating a multicultural workplace.
References
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Barna, L. M. (1994). Stumbling blocks in intercultural communication. In L. A., Samovar & R.
E. Porter (Eds.), Intercultural communication: A Reader (7th Ed., pp. 337-346). Belmont, CA:
Wadsworth.
u
Chung, Y. M. (2008). Figure 2f from: Irimia R, Gottschling M (2016) Taxonomic revision of
Rochefortia Sw. (Ehretiaceae, Boraginales). Biodiversity Data Journal 4: E7720.
https://search-proquestcom.libproxy.sdsu.edu/pqrl/docview/215268090/F13CE2493CA5472APQ/3?accountid= 13758
u
Deardorff, D. K. (2009). The SAGE handbook of intercultural competence. Thousand Oaks,
CA: SAGE.
u
Fuchs, Martel, & Schwartz . (2016). Cultural competence: training through exploration of
individual bias as it impacts our understanding of and service provision to diverse college
students. Journal of the American Academy of Child & Adolescent Psychiatry, 55(10), S44 .
u
Marchis, I., Ciascai, L., & Saial, J. (2008). Developing intercultural competencies using
activities with different media. Acta Didactica Napocensia, 1, 39-47. doi:10.3726/978-14539-1728-2/22
u
Velte, C. (1990). Manners and mannerisms as factors in international communication.
Professional Communication Conference, 1990. IPCC 90. Communication Across the Sea: North
American and European Practices, International,22-27.
u
Yan, M. C. (2008). Exploring cultural tensions in cross-cultural social work practice. Social
Work,53(4), 317-328. doi:10.1093/sw/53.4.317
Questions?
Aiding with the Disparities in Low-Income Cancer Patients and Families
Cultural Diversity Training Proposal
1. Working alongside the Emilio Nares Foundation, the mission is to aid in creating more
accessibility to low-income families with children who are battling cancer. Though there
are multiple ways the foundation assists low income surviving children, the key feature is
the “Ride with Emilio Program” in which the goal is to provide transportation to any
medical appointments or treatments free of charge to the children in need.
2. Recognizing ?Socioeconomic Statuses and Health Care System Disparities? is intended to
show any participants the knowledge and skills necessary to further minimize the barriers
put forth by these disparities. Understanding and being equipped to the cultural
similarities and differences brought forward in this organization allows for greater
professionalism when dealing with ?Class Prejudice?.
3. In order to further educate workers with crucial ideas and concepts, this 90-minute
training module includes areas such as:
1. Socioeconomic Status Disparities?: All participants will be better informed on
how socioeconomic status can create an impact on both an individual and a
community level. When looking at the inability of cancer patients in low-income
families to receive the treatment they need due to financial reasons, it is crucial to
recognize the ways to minimize differences that arise from socioeconomic levels.
2. Health Care System Disparities?: With a well-rounded non-profit at hand, it is
important to note the public and private components that cause hardships on
families when culturally appropriate.
3. Class Prejudice?: Participants will be better educated on the attitude they put
forward toward others surrounding them, especially when it comes to minors
taking on a journey to health with little to no hope on financial stability in the
process.
4. Tentative Training Timeline:
1. Ice Breaker? (10 Minutes): The instructor and participants will introduce
themselves and will share two truths and a lie.
2. Aiding with the Disparities in Low-Income Cancer Patients/Families? (35
Minutes): Educate participants with a lecture on both disparities that reside as a
result of healthcare and socioeconomic problems with reliable sources, all while
better understanding class prejudice.
3. Group Scenario-Based Exercises? (25 Minutes): Place participants in separate
groups in which they will be given a scenario where a patient at the foundation
expresses their concerns with these problems and how as volunteers they can
better aid/eliminate these scenarios.
4. Debriefing? (10 Minutes): Come together as a group and give handouts to all
participants on ways to further their training far beyond the workplace and this
non-profit organization, all while taking comments from any participants
comfortable enough to speak out.
5.
All content will be presented to participants through a PowerPoint presentation to
allow for further engagement through visuals, all while including research to reliable and
credible sources.
The Emilio Nares
Foundation: Job
Training Program
Aiding with the Disparities in Low-Income Cancer Patients and Families
Get to Know the People Participating
Alongside You!
Icebreaker:
–
Partner up with the person sitting next to you.
Introduce yourself with your name, where you’re from, and your favorite thing to do in
your freetime.
Come up with two truths and a lie about yourself and have your partner try to guess
which of the 3 facts are a lie!
Once done, repeat with 2 other participants.
A Quick Look into the
Importance of This Topic
–
–
–
Disparities in health care in regard to ethnicity,
socioeconomic status, and class prejudice all impact
individuals often without being addressed thoroughly.
By taking part in this training, you will be able to enter
this job as well as any future endeavours with a better
understanding as to how you can personally aide in
eliminating the large gaps in the healthcare system.
The mission of this foundation aims to help
underserved families which we will attack head-on by
educating our staff on common misconceptions and
how to address these with compassion and desire for
change.
Today’s Takeaways
–
Understand Socioeconomic Status Disparities
–
Become educated on Health Care System Disparities
–
Describe Class Prejudice
–
Gain a greater knowledge in these concepts and take your learnings to make a difference as a staff
member to ensure patient satisfaction
Health Care System Disparities
“Disparities in cancer outcomes and treatment have been documented in ethnic minorities and the
poor; in addition, inhabitants of rural areas experience healthcare disparities due to compromised
access” (Lisovicz, 2011)
–
Recognizing the disparities in healthcare provides further insight to the importance of treating
all patients with equal opportunities for recovery.
Compromised access includes the decrease in practicing, board-certi?ed doctors with ethnic
background.
– With less ethnic physicians, a barrier begins to form between patients and doctors due to
inconsistency in understanding.
Health Care System Disparities
“Disparities in cancer are a major problem among racial and ethnic minorities in America. African
Americans face a considerable disparity with regard to cancer incidence and mortality” (Lisovicz,
2011)
–
With less opportunities for specialized treatments, in particular child oncology, children
classi?ed as an ethnic minority do not have the necessary accessibility to beat the illness.
Both public and private health systems consist largely of white physicians, thus
implementing these doctors and their education in more white populated areas.
Health Care System Disparities and How to
Aide in Change
“Because many different factors can cause cancer disparities—in particular, poverty and a
resultant lack of quality medical care—addressing them is not simple or straightforward”
(National Cancer Institute, 2019)
–
Keep this in mind when going into the next exercises when you will be asked to roleplay.
Though the answer is not simple nor straightforward, there are endless possibilities can
aide in the prevention of health care disparities.
Health Care System Disparities EXERCISE
Join group members from previous group.
Interaction 1:
Imagine yourself as a white physician accepting a job position in a location enriched with ethnic
minorities. As a healthcare provider how would you change how your patients think about
recovery and how would you aim to eliminate the barrier already existing?
Ex: Further educate yourself in different cultures to discover how your white privilege does not
diminish your connection to others and their cultures.
Health Care System Disparities EXERCISE
Interaction 2:
As a future employee at The Emilio Nares Foundation, you would help transfer ethnic minority
children to their appointments for treatment. In an already stressful and fearful situation, come up
with a minimum of 3 ways to allow your members to feel more comfortable on their way their, but
also while at their appointment.
Ex: Bring up previous patients that you have encountered working here that can serve as a success
story.
Health Care System Disparities EXERCISE
Interaction 3:
A 9 year old Hispanic patient you are assisting expresses that they don’t feel that they can truly
communicate what they are feeling to their white physician due to the language barriers. As a staff
member, how do you comfort this patient and give further reassurance.
Ex: Have an open dialogue with the patients to ensure that the physician is doing everything they
can to make them feel better, even if sometimes it may not feel like it. With this, talk to the
physician and ask if there are translators available to provide comfort immediately during
appointments.
References
–
–
Cancer Disparities. (2019, March 11). Retrieved June 17, 2020, from
https://www.cancer.gov/about-cancer/understanding/disparities
Lisovicz, N., Wynn, T., Fouad, M., & Partridge, E. (2008, April). Cancer health disparities: What we have done.
Retrieved June 17, 2020, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3230119/
Penner, L., Eggly, S., Griggs, J., Underwood, W., Orom, H., & Albrecht, T. (2012, June 25). Life-Threatening Disparities:
The Treatment of Black and White Cancer Patients. Retrieved June 17, 2020, from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3849720/
Rygg, K. (2014). Intercultural Training: Learn to avoid treading on other people’s toes or experience walking in the
other person’s shoes. FLEKS – Scandinavian Journal of Intercultural Theory and Practice, 1(1). doi:10.7577/?eks.840
Singh, G. K. (2017). Socioeconomic and Racial/Ethnic Disparities in Cancer Mortality, Incidence, and Survival in the United
States, 1950–2014: Over Six Decades of Changing Patterns and Widening Inequalities. Rockville, MD: Journal of
Environmental and Public Health.

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