Anti-oppression and Anti-racist

Cultural safety

• Respect for cultural identity

• Power imbalances

• self reflection and continuous improvement 

all three of these premises works together to help remove the barriers of “power” and “authority” and promote equities

cultural competence

is an ongoing process, not an outcome process of respecting, accepting and applying knowledge and skills appropriate to the client interaction without allowing a nurse’s personal beliefs to influence the client’s differing views

ex) cultural diet, attitudes towards pain, beliefs about dying, modesty, eye contact, closeness and physical contact 

Application of cultural competence to nursing 

use cultural brokerage 

know if there ares specific risk factors for a given cultural population, understand that these risk factors are due to SDoH 

be willing to learn the clients healing practices 

two eyed seeing, seeing the strengths of western and indigenous culture 

be aware of their culture, values, beliefs, and practices to guide them  in delivering culturally appropriate care 

Oppression 

socially constructed disadvantages due to people’s body, ethnicity, race, gender, sex, religion, nationality, disability, sexuality, and class 

cycle of oppression 

Racism

not race, it creates biological consequences and different health outcomes

Diversity

encompassing a range of characteristics including but not limited to race, ethnicity, culture, socioeconomic status, gender, sexual orientation, disability 

intersectionality

approach to understanding how systems of inequities such as sexism, racism, and ableism, interact with each other to produce complex patterns of privilege and oppression 

The result is not additive, being on the same of side of two coins does not mean that one is twice as privileged or twice as oppressed = it creates a new and complex pattern of advantage and disadvantage

• Jordan’s Principle