• Subproject C: Staff training towards cultural
competence: Enable hospital staff to better handle cross-cultural
Within the framework of the MFH project, a lack of cultural competence
among hospital staff – identifiable as cultural unawareness,
misunderstandings, and prejudices that are inhibiting factors
in communication – was identified as a significant problem
by the needs assessments in the participating European hospitals.
On the basis of a systematic review of international literature,
the solution chosen to help solve this problem focussed on an
intervention in which a staff training course was held to improve
cultural competence. This intervention is widely acknowledged
by experts as a quality improvement measure for health care services.
Training courses are widely practised, especially in classical
immigration countries like the USA, Canada and Australia. As direct
aims of this intervention, improving hospital staff’s awareness,
knowledge, skills and comfort level relating to the care of a
diverse patient community have been targeted.
Nine pilot hospitals participated in the staff training project
(AT, DE, ES, FR, IR, IT, NL, SV, UK). Several tools – a
factsheet, a pathway and modules for implementation and instruments
for evaluation – were developed by LBISHM in collaboration
with experts to support the hospitals (all tools are available
in this report).
Results and experiences are summarised according to 5 criteria
(for details see the evaluation report and the presentations of
focal persons at the final conference):
- F· Feasibility: could be demonstrated; acceptability among staff varied in the hospitals but altogether a total of 143 staff members participated.
- Quality: was operationalised in terms of the following dimensions:
content, structure, amount of training units, qualification
of trainers, composition of participating staff, management
support, systematic needs assessment on the department level,
integration in ongoing quality assurance etc. Quality was
measured as “conformity with the recommendations of
the pathway” and, so defined, varied extensively, mainly
due to a very narrow project timeframe that forced hospitals
to rely on resources easily available.
- Effectiveness: could be confirmed by improvement of staff’s
self-rated awareness, knowledge, skills and comfort level
concerning cultural diversity issues, as well as by increases
in interest levels regarding cultural competence and in staff's
self-rated ability to cope with work demands.
- Cost-effectiveness: external training costs were low, but
developmental costs rather high, despite personal costs being
mainly covered through voluntary work.
- Sustainability: training was recognised as an effective way
to equip staff with important competencies and will be continued
but modified in all participating hospitals.
The experiences of the European hospitals strengthen the case
for investing in training towards cultural competency as a solution
for tackling tensions and difficulties experienced in encounters
between staff and a diverse patient population. Experiences indicate
that it is advisable to distinguish two aspects of this issue:
on the one hand cultural competence training as a short, generic,
basic workshop, and on the other hand the systematic inclusion
of cultural competence aspects into the regular quality management
routines on the level of hospital departments (see the conclusions
of the Evaluation Report).
literature on cultural competence training •