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Updated: Jun 5, 2026

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Published on: February 16, 2011

A guide to developing a culturally competent organization.

Larry Purnell¹, Ruth E Davidhizar, Joyce Newman Giger

¹College of Health Sciences, School of Nursing, University of Delaware, 25 North College, Newark, DE 19716, USA. lpurnell@udel.edu

Journal of Transcultural Nursing : Official Journal of the Transcultural Nursing Society

|January 15, 2011

Summary

Achieving organizational cultural competence requires collaboration across all levels and departments, focusing on administration, education, language, and staff skills. This comprehensive approach ensures a culturally competent healthcare organization.

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Last Updated: Jun 5, 2026

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Published on: February 16, 2011

Area of Science:

Healthcare Management
Organizational Development
Cultural Competence Studies

Background:

Organizational cultural competence is a crucial process for healthcare organizations, educational settings, clinics, and long-term care facilities.
Achieving this competence necessitates collaborative efforts from internal staff at all levels and external stakeholders, including policymakers, students, and community leaders.

Purpose of the Study:

To outline key content areas and strategic activities essential for developing a culturally competent organization.
To provide a framework for healthcare organizations embarking on the journey toward cultural competence.

Main Methods:

The study identifies four primary, interconnected areas critical for achieving organizational cultural competence: administration and governance, orientation and education, language services, and staff competencies.
It presents key content areas and activities for implementation, supported by tables detailing departmental responsibilities.
The potential role of external consultants specializing in cultural competence and organizational dynamics is also discussed.

Main Results:

Successful implementation requires a multi-faceted strategy addressing administrative structures, educational programs, linguistic accessibility, and the development of staff competencies.
Collaborative engagement across all organizational levels and with external partners is vital for progress.
Specific departmental responsibilities are outlined to guide the implementation process.

Conclusions:

A systematic and collaborative approach focusing on administration, education, language, and staff competencies is fundamental for healthcare organizations to become culturally competent.
The journey benefits from clear strategies, defined responsibilities, and potentially external expertise.
This framework supports the development of organizations that can effectively serve diverse populations.