Challenging the ethnic pyramid: Golden rules and organisational measures towards a more inclusive work environment

Abstract

Aim To contribute to knowledge of how healthcare managers can promote connection and ethnic equality among staff in multicultural organisations. Background The increase in migrant care workers often leads to deskilling, discrimination, communication difficulties and harsh working conditions. Methods A constructivist grounded theory approach was used to examine the work experiences of healthcare workers in a strategically selected nursing home unit with minority and majority workers well balanced across positions. Results Three golden rules were identified: (a) take responsibility for the quality of care in the unit, (b) should engage in all aspects of the care work within scope of practice and (c) collaborate and help each other. Organisational measures supporting these norms were also identified. Conclusion It is possible, by means of golden rules and organisational measures, to foster connection and cooperation among nursing home staff and to promote an inclusive work environment where the workers’ skills and competences are recognized across educational and migration backgrounds. Implications for Nursing Management Healthcare managers can contribute to challenge the ethnic pyramid often identified in multicultural institutions by implementing diversity‐sensitive measures. This may increase the quality of care and the well‐being of residents.

Challenges and opportunities for the multicultural aged care workforce: A systematic review and meta‐synthesis

“…The findings from this study support previous work undertaken on innovative models designed to create positive opportunities and promotion of teamwork among migrant and host staff members (Munkejord, 2019; Willis et al., 2018; Xiao et al., 2020). Another innovative model was reported in a Norwegian study, showing similar characteristics (Munkejord, 2019). First, the organisation promoted egalitarianism across all staffing levels, valuing migrant staff.…”

Shared goals, communication and mutual respect in multicultural staff teams: A relational coordination perspective

“…This approach is consistent with studies demonstrating the need for a supportive learning environment in an increasingly complex sector (Anvik et al., 2020) and for strengthening clinical supervision for foreign educated nurses to increase patient safety competencies (Viken et al., 2018). To create good intergroup communication, equal status in the situation, common goals, inter group cooperation and support from the authorities are essential (Allport, 1954; Munkejord, 2019; Pettigrew & Tropp, 2013).…”

“…Concerns have been shared as to whether immigrant workers are becoming deskilled and undervalued as they experience problems in getting their qualifications and education recognized abroad (Adhikari & Melia, 2015; Kurniati et al., 2017; Salami & Nelson, 2014). On the other hand, studies have detected that good management or “diversity management” (which refers to organizational actions that aim to promote greater inclusion of employees from different backgrounds into an organization's structure through specific policies and programmes) can help to curb negative outcomes and counteract ethnically based workplace discrimination and deskilling (Janssens & Zanoni, 2014; Munkejord, 2019; Munkejord & Tingvold, 2019; Prasad et al., 2006).…”

Fostering an ethos of cultural humility development in nurturing inclusiveness and effective intercultural team working

“…Nurse 4Managers also have an important role in shaping attitudes, practices and behaviours that respect cultural diversity and support inclusive working environments. Supporting cross‐cultural empathy (Wesołowska et al, 2018) and cultivating an environment that respects differences across educational, clinical practice and migration backgrounds (Munkejord, 2019) are paramount.…”

“…However, the challenges with forming cross‐cultural professional relationships are acknowledged (Byrne et al, 2019; Eriksson et al, 2018; Wesołowska et al, 2018). Munkejord (2019) remind nurse managers of the importance of implementing diversity sensitive measures as a means of fostering connection and cooperation within the culturally diverse team. However, this requires the development of inclusive leadership skills (Wang et al, 2019) and cultural mediator abilities (Murray & McConachy, 2018).…”