From Listening to Action

Abstract

The aim of this study was to describe the development and evaluation of a structured department wide cultural competency curriculum. Summary Background Data: Despite numerous organizational policies and statements, social injustice and bias still exist. Our department committed to assist individuals of the entire department to develop foundational knowledge and skills to combat implicit bias and systemic racism through the creation of a cultural competency curriculum. The purpose of this manuscript is to detail our curriculum and the evaluation of its effectiveness. Methods: Using a well-established curriculum development framework, a cultural competency curriculum was developed focusing on knowledge, skills and attitudes at the individual level, for all members of the department. The curriculum was implemented through 6-hour-long sessions over a 9-week period. Effectiveness was assessed through a post curriculum survey. Results: Twenty percent of the respondents had experienced bias based on race, ethnicity, or sexual orientation in the past 12 months, whereas 30% had experienced bias based on sex. Seventy-one percent independently explored related topics. The curriculum was overall well received and generally achieved the goals and objectives. Conclusion: Using a standard curriculum development framework, an effective department-wide cultural competency curriculum can be developed and implemented.

Sexual Harassment, Abuse, and Discrimination in Obstetrics and Gynecology

“…The curriculum included formal presentations, role play–based simulation, and small group interactions and engaged faculty, residents, and staff. Among 148 participants, 73.7% reported that these interventions helped to analyze their own bias, 65.5% reported improvement in responding to their own bias, and 68.1% reported an improved ability to respond when they see bias in the workplace …”

“…There was 1 study that evaluated a 9-week, departmentwide cultural competency curriculum on bias based on race, ethnicity, sexual orientation, or gender in the surgery department . The curriculum included formal presentations, role play–based simulation, and small group interactions and engaged faculty, residents, and staff.…”

“…We also screened 54 systematic reviews for relevant references. In total, we included 22 studies that met eligibility criteria; 10 studies among 5852 participants addressed prevalence, 2 , 4 , 12 , 13 , 14 , 15 , 16 , 17 , 18 , 19 and 12 studies among 2906 participants addressed interventions 20 , 21 , 22 , 23 , 24 , 25 , 26 , 27 , 28 , 29 , 30 , 31 ( Figure 1 ). A meta-analysis was not feasible due to substantial study heterogeneity.…”

“…Among 12 studies that evaluated interventions, 4 studies 20 , 21 , 24 , 27 evaluated interventions at the resident level in 258 participants, 1 study 23 evaluated a facultywide cultural competency program in 148 participants, and 7 studies 22 , 25 , 26 , 28 , 29 , 30 , 31 evaluated interventions to decrease medical student mistreatment in 2500 participants. Intervention studies included 1 randomized clinical trial, 28 6 nonrandomized prospective studies, 21 , 23 , 24 , 25 , 30 , 31 3 studies with a prospective and retrospective component, 20 , 27 , 29 and 2 studies evaluating a single intervention without comparison. 22 , 26 The overall quality of evidence was low owing to incomplete description of intervention or measurement tools and high risk of bias (10 studies [83.3%] rated as poor quality) ( Table 2 ).…”

“…Among 12 studies that evaluated interventions, 4 studies 20,21,24,27 nonrandomized prospective studies, 21,[23][24][25]30,31 3 studies with a prospective and retrospective component, 20,27,29 and 2 studies evaluating a single intervention without comparison. 22,26 The overall quality of evidence was low owing to incomplete description of intervention or measurement tools and high risk of bias (10 studies [83.3%] rated as poor quality) (Table 2).…”