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Inclusivity, diversity and cultural safety are three essential elements in nursing practice that helps to retain the first nation people in registered nursing practice. Best practice of nursing complies with the inclusion of both indigenous and non-indigenous registered nursing practitioners to have a diversified and efficient nursing unit (Sivertsen et al., 2019). The main aim of developing inclusivity is to celebrate the value and uniqueness of a person. In a diversified workplace with highly qualified nursing staff, patient care approach and the professional outcome will move forward effectively. Apart from this, I noticed, people of the indigenous group must come forward and include into different professional fields like nursing to enhance their standard of living as well as get whatever they deserve to be a human being. The approach of inclusion is not only to be hired but to be included in a diversified environment with respect, dignity and understanding. It is necessary to provide the indigenous people respect, dignity and cooperation by understanding specific ethnicity, religion and communal as well as personal choices. Critically, I can say that this is referred to as cultural safety in which in a team, working safety is provided with considering cultural and ethnical needs.
Considering special occasions, different cultural norms and working as per these norms are essential for a nursing team culture. On the contrary, all range of human experience, beliefs and backgrounds need to become together and valuing every aspects and need are essential for inclusion, diversity management as well as making the nursing facility communal or global. I feel that freedom of speech, cultural harmony, diversification only as per working standard or eligibility and harmony can bring service efficacy, moral institution of staffs as well as patient-centred care outcome can be improved. However, providing cultural safety with the help of policies and inclusion is necessary for indigenous people. Additionally, it can be provided by developing policy and engagement of cultural safety standards in nursing workplaces (Malatzky et al., 2018).
Development of a child’s view regarding inclusivity, diversity and cultural safety develop at the time of their upbringing. Various internal and external influencers have a role in developing these aspects (Hertler et al., 2018). In this context, I can support the theory of Bronfenbrenner’s Ecological Systems (1977), which discusses the influence of ecological environment is essential in the mental upbringing of a person. In four different level, the ecological environment is distributed and differentiated. There is a Microsystem is present which is consisted of the surrounding acquaintance, peers, family, school and others. They influence people’s development and thinking about other people.
Mesosystem comprises peer groups, schools and colleges in which I have found a mixed group of people. The interaction between home and schools is necessary to apply the school acquired knowledge at home. Most of the people valued people with different cultural ethnicity and diplomatically deals with the diversity of non-indigenous and indigenous people (McLinden, 2017). However, some of them are rigid and do not have much understanding of differentiation as well as they lack the knowledge and cultural care. In my nursing study also, some of these issues can be noticed which I want to mitigate with knowledge, care, understanding and legal policies. On the contrary, the Exosystem is made of nursing care unit, churches and major institutions which have strongly acknowledged the diversity, inclusivity and cultural care. This is essential for supporting an inclusive environment. This type of ecosystem helps mostly to convey the message to all people about the righteous things. For this reason, this environment helps to educate people about diversity, inclusivity and cultural care.
Apart from this, another significant system is Macrosystem which is law and acts. As per the Public Service Act 1999, the diversity, inclusivity and cultural care law have been established by the Australian government. This plays a significant role besides Exosystem for promoting the aspect (Edelen et al., 2020). Therefore, in my experience, it is necessary to maintain a lawful environment in healthcare facilities in which all nursing staffs can stay with communal harmony. Nonetheless, these are essential for developing people’s idea about aboriginal and their cultural uniqueness.
The theory of Bronfenbrenner has provided an overview of the impact of external environment on the understanding and acknowledgement of inclusivity, diversity and cultural care. As per this understanding, I have learnt to mitigate the impact of previous colonialism and oppression issues in the workplace. For this, I strongly recommend to include Indigenous graduate attribute (IGA) to have a mixed ethnicity and diversified workplace. In this nursing unit, all people can have their freedom of speech, the right to be valued as per their uniqueness, cultural requirement. I want to be sensitive in the workplace and expect my colleagues to be sensitive about cultural diversity to care for people of aboriginal origin (Geia et al., 2020). This makes people feel care at work and helps in retaining aboriginal experts at the workplace. Therefore, developing a reconciliation action plan is required for developing a cultural care plan as per legal guides. Facilitating positive, trustworthy and positive relationship between aboriginal and non-aboriginal people at the workplace is necessary. Apart from this, connecting those people with me and other non-aboriginal people are necessary for teamwork by caring feelings and sharing thoughts.
Henceforth, it can be concluded that with the help of effective consciousness, value, awareness and care, cultural diversity can be understood at the nursing workplace. Apart from this, people can also be connected and moral safety can be established.in this way, a desirable environment can be created at the workplace. I have understood, people of the indigenous group must come forward and include into different professional fields like nursing to enhance their standard of living as well as get whatever they deserve to be a human being. Effective nursing and healthcare practice complies with the inclusion of both indigenous and non-indigenous registered nursing practitioners to have a diversified and efficient nursing unit. In this way, effective inclusion, cultural diversity management and others can be conducted in the nursing workplace.
Edelen, D., Bush, S. B., Simpson, H., Cook, K. L., & Abassian, A. (2020). Moving toward shared realities through empathy in mathematical modeling: An ecological systems theory approach. School Science and Mathematics, 120(3), 144-152. https://onlinelibrary.wiley.com/doi/abs/10.1111/ssm.12395
Geia, L., Baird, K., Bail, K., Barclay, L., Bennett, J., Best, O., ... & Bryant AO, R. (2020). A unified call to action from Australian Nursing and Midwifery leaders: ensuring that Black Lives Matter. Contemporary Nurse, 1-20. https://www.tandfonline.com/doi/abs/10.1080/10376178.2020.1809107
Hertler, S. C., Figueredo, A. J., Peñaherrera-Aguirre, M., & Fernandes, H. B. (2018). Urie Bronfenbrenner: Toward an Evolutionary Ecological Systems Theory. In Life History Evolution (pp. 323-339). Palgrave Macmillan, Cham. https://link.springer.com/chapter/10.1007/978-3-319-90125-1_19
Malatzky, C., Mitchell, O., & Bourke, L. (2018). Improving inclusion in rural health services for marginalised community members: Developing a process for change. Journal of Social Inclusion, 9(1), 21-36. https://eprints.qut.edu.au/125149/
McLinden, M. (2017). Examining proximal and distal influences on the part-time student experience through an ecological systems theory. Teaching in Higher Education, 22(3), 373-388. https://srhe.tandfonline.com/doi/abs/10.1080/13562517.2016.1248391
Sivertsen, N., Harrington, A., & Hamiduzzaman, M. (2019). Exploring Aboriginal aged care residents’ cultural and spiritual needs in South Australia. BMC health services research, 19(1), 477. https://link.springer.com/article/10.1186/s12913-019-4322-8
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