“…Forty‐six articles (43%) discussed health and safety risks and responses in cultural terms, with cultural factors commonly hypothesized to shape the risk of injury or illness . For example, Rosenbaum et al write, in the context of their study showing that upper musculoskeletal injuries are common among immigrant Latino workers, that “Activities outside of the workplace in this culturally and socioeconomically uniform group could be similar and possibly account for the lack of differences in injury rates.” (p232) At other times, culture was said or theorized to influence perceptions or experiences of working conditions and physical and psychosocial hazards:“Among the Chinese workers, many associated this lack of control with showing respect for their clients … Obeying the client's instructions was, therefore, not considered as a lack of control but as part of their cultural norms.” (p479) …”
Background
Health and safety researchers and practitioners have proposed that cultural differences help explain inequalities between foreign and native‐born workers. While cultural explanations for inequalities have long been debated in other fields, there exists little critique of cultural discourses in occupational health.
Methods
This article examines and discusses the discourse on culture in 107 articles on immigrant or migrant workers’ health published between 2011 and 2015. For each article, passages on culture were identified and analysed for both the context and the manner in which culture was discussed.
Results
The discourse on culture was found to be generally simplistic, individualistic, and uncritical, intentionally or unintentionally supporting the worldview that workers’ “otherness” is both cause of inequalities and target for interventions.
Conclusion
The article argues that empirical, theoretical and interdisciplinary work is needed to document the mechanisms and pathways that underlie health and safety inequalities by foreign‐born status.
“…Forty‐six articles (43%) discussed health and safety risks and responses in cultural terms, with cultural factors commonly hypothesized to shape the risk of injury or illness . For example, Rosenbaum et al write, in the context of their study showing that upper musculoskeletal injuries are common among immigrant Latino workers, that “Activities outside of the workplace in this culturally and socioeconomically uniform group could be similar and possibly account for the lack of differences in injury rates.” (p232) At other times, culture was said or theorized to influence perceptions or experiences of working conditions and physical and psychosocial hazards:“Among the Chinese workers, many associated this lack of control with showing respect for their clients … Obeying the client's instructions was, therefore, not considered as a lack of control but as part of their cultural norms.” (p479) …”
Background
Health and safety researchers and practitioners have proposed that cultural differences help explain inequalities between foreign and native‐born workers. While cultural explanations for inequalities have long been debated in other fields, there exists little critique of cultural discourses in occupational health.
Methods
This article examines and discusses the discourse on culture in 107 articles on immigrant or migrant workers’ health published between 2011 and 2015. For each article, passages on culture were identified and analysed for both the context and the manner in which culture was discussed.
Results
The discourse on culture was found to be generally simplistic, individualistic, and uncritical, intentionally or unintentionally supporting the worldview that workers’ “otherness” is both cause of inequalities and target for interventions.
Conclusion
The article argues that empirical, theoretical and interdisciplinary work is needed to document the mechanisms and pathways that underlie health and safety inequalities by foreign‐born status.
“…In accordance with the study [Casey 2015], the solution of this can be: the identification of a cross-cultural safety leadership competencies and culturally-sensitive health and safety interventions such as employee training which should be given a priority. (For the purpose of this text we do not explore in details the difference between the national, resp.…”
Section: Experience With the Employment Of Foreigners In Various Sectmentioning
The increasing need for a labour in the Czech Republic and other countries of Central Europe will lead to employing of foreigner workers. It is possible to assume that foreigners will be employed in positions, where the chosen decision can result in major accidents with fatal injuries followed by environmental or a property damage. These actors include operators in chemical or power plants, etc. As can be seen from foreign experience, poorly understood information leads to wrong decision-making process of operator resulting in accidents. The aim of this work is to map the situation in countries with traditionally large share of working foreigners (for example UK, France, Germany, etc.) and to identify the ways for prevention of these types of accidents. Subsequently, to create the set of recommendations for companies, which desire to employ foreign workers.
“…Collectivist cultural values prioritize the well-being of the group and relationships. For some IENs, pointing out errors made by a member of the health care team may cause embarrassment or conflict with the team goal of "exemplary safety outcomes" (Casey, et al, 2015). Perceived and actual workplace discrimination may also contribute to poor communication, less supportive relationships with leadership, lower levels of workplace integration and feelings of psychological safety for IENs.…”
Section: Introductionmentioning
confidence: 99%
“…IENs may also experience differences in cultural norms for expressing nonverbal communication such as hugging, lowering their body position to a patient's level, leaning forward, shaking hands, and therapeutic touch when interacting with patients . Two important cultural dimensions that predict workplace safety are respect for authority and individualism-collectivism (Casey et al, 2015). IENs adhering to cultural norms that readily accept and defer to centralized authority may have difficulty openly communicating to supervisors about needed training that would prevent medication errors and near misses (Sherwood andShaffer, 2014; Marx, 2014).…”
Medication errors can be detrimental to patient safety and contribute to additional costs in healthcare. The United States has seen a steady increase in internationally-educated nurses (IENs) entering the nursing workforce. The current study builds upon the existing research examining the relationship between IENs and medication errors by controlling for confounding factors and testing whether IENs were more likely to make multiple medication errors compared to USENs. This study was a quasi-case control study. The 2006 and 2010 medication error incident data from hospital risk management departments were used. The final sample was 1,773, representing 788 registered nurse in the case group and 985 registered nurses in the control group. Multivariable analyses were conducted to examine single medication error, multiple errors, and consequence of medication errors, in comparing the IENs to USENs. IENs tended to have multiple errors more often than USENs in 2006 (31.7% for IENs and 20.5% for USENs, p = 0.03), but these differences became marginally significant after combining both years of data and completing the multivariable models adjusting for covariates (Odds ratio = 1.38, p = 0.06). No significant differences in making a single error and medication error consequences were observed between IENs and USENs. Although no significant differences between IENs and USENs in having medication error incidents were observed, IENs might be more likely to have multiple medication error incidents in a year compared to USENs. Policies that encourage targeted orientation addressing implicit belief systems about the nursing role and explains patient safety expectations as well as procedures for medication administration may be beneficial for IENs. Supportive leadership that is culturally competent, ensures ongoing continuing education in pharmacology, and provides culturally appropriate incentives for self-reporting medication errors are important.
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