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RT 205 > 8. Cultural Sensitivity > Flashcards

8. Cultural Sensitivity Flashcards

1
Q

According to the proceedings from the _______, issues of diversity will have an increasing impact on the imaging profession in this century.

A

American Society of Radiologic Technologists (ASRT) National Education Consensus

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2
Q

has adopted a position statement consistent with the goals of cultural competency

A

American Society of Radiologic Technologists (ASRT) House of Delegates

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3
Q

ASRT

A

American Society of Radiologic Technologists

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4
Q

is not defined merely as a variety of ethnicities.

A

Diversity

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5
Q

is differences rooted in culture, age, experience, health status, gender, sexual orientation, racial or ethnic identity, mental abilities, and other aspects of sociocultural description and socioeconomic status.

A

Diversity

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6
Q

include physical and mental health, sexual orientation, age, ethnicity, and gender.

A

Primary dimensions

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7
Q

include income, marital status, geographic location, education, and religion.

A

Secondary dimensions

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8
Q

Adaptation of resources for people of all backgrounds is termed

A

Multiculturalism

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9
Q

is respect for the diversity of the many ways of knowing beyond the Western model, brought about by a broadening of learning and an opening of the mind to new ways of thought.

A

Multiculturalism

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10
Q

The encouragement of diversity requires individuals to move beyond the ______ by broadening their learning and opening their minds to new forms of thought.

A

Western tradition

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11
Q

Imaging professionals should be able to recognize the interaction patterns commonly encountered when issues of diversity are discussed. These interaction patterns are labeled _____ because of their common word endings.

A

-isms

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12
Q

are prejudgments entailing a tendency to judge others according to a standard considered ideal or presumed to be “normal.”

A

-isms

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13
Q

are grounded in bias, prejudicial in attitude, and discriminatory in their behavioral expression.

A

-isms

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14
Q

is centered on personal judgment, regardless of evidence.

A

-isms

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15
Q

The assumption that people who are able bodied and of sound mind are physically or developmentally superior to those who are physically or developmentally disabled or otherwise different.

A

ableism

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16
Q

occurs when medical professionals do not offer choices to patients who are chronically ill because they assume such patients do not want to or cannot make decisions.

A

ableism

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17
Q

The assumption that adults are superior to youths and can or should control, direct, reprimand, and reward them or deprive them of respect.

A

adultism

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18
Q

Children in American society are often interrupted or ignored by adults. They may not be given choices that allow them to feel they have some control over a situation.

A

adultism

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19
Q

The assumption that members of one age group are superior to those of others.

A

ageism

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20
Q

Young patients and staff members may not be taken as seriously as those who are older; in other circumstances, older persons may be discredited in favor of those who are younger.

A

ageism

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21
Q

The assumption that certain people are superior because of their social status, economic status, or position in a group or organization.

A

classism, or elitism

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22
Q

This prejudgment assumes that those with more money or education are superior to people lacking in money or formal schooling.

A

classism, or elitism

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23
Q

may occur in medicine if a poorly dressed high school dropout is not given the same treatment options offered to a well-dressed college graduate

A

classism, or elitism

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24
Q

The assumption that oneself is superior to others.

A

egocentrism

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25
Q

has occurred if a person (e.g., a staff member) who has never been diagnosed with a mental illness feels superior to a patient with a mental illness

A

egocentrism

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26
Q

The assumption that one’s own cultural or ethnic group is superior to that of others.

A

ethnocentrism

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27
Q

An organization or country may be ______ if it expects all persons regardless of country of origin to speak a certain language or know a set of implicit rules for conduct that may be peculiar to that organization or country.

A

ethnocentric

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28
Q

refers to cultural differences other than race.

A

Ethnicity

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29
Q

The assumption that everyone is, or should be, heterosexual and that heterosexuality is superior and expectable.

A

heterosexism

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30
Q

The assumption that members of one race are superior to those of another.

A

racism

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31
Q

refers to presumed biologic differences based on skin color.

A

Race

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32
Q

The assumption that members of one sex are superior to those of the other.

A

sexism

33
Q

For example, women have historically been viewed as being less rational and more emotional than men.

A

sexism

34
Q

The assumption that people of one body size are superior to or better than those of other shapes and sizes.

A

sizism

35
Q

Positions involving interaction with the public, for example, may be denied to individuals who are very heavy or otherwise fail to meet arbitrary standards of ideal appearance

A

sizism

36
Q

The assumption that one society’s intellectual methods or actions are superior to the ways of other societies.

A

sociocentrism

37
Q

For instances, Western medical practitioners may feel that biomedicine is effective and folk medicines are not, even when strong evidence exists that this is not always the case.

A

sociocentrism

38
Q

Many traditional societies have highly effective, community-oriented forms of treatment.

A

sociocentrism

39
Q

also enter into some diversity challenges

A

Truthfulness and confidentiality

40
Q

may be diminished or lost in situations in which patients are having life decisions made for them by others but need to share information with the radiologist that they do not wish the rest of the family to know

A

Confidentiality

41
Q

is a set of congruent behaviors, attitudes, and policies coming together in a system or agency or among professionals that enables effective interactions in a crosscultural framework.

A

Cultural competence

42
Q

is providing readily available, culturally appropriate oral and written language services to “limited English proficiency” (LEP) patients through bilingual and bicultural staff, trained medical interpreters, and qualified translators.

A

Linguistic competence

43
Q

LEP

A

limited English proficiency

44
Q

is probably the most significant barrier to cultural competency.

A

Language

45
Q

In some _____ populations, coins are rubbed on the skin for healing. This can leave marks on the skin, which may cause health professionals to suspect abuse.

A

Asian

46
Q

Certain _____ cultures consider that the health care practitioner who looks at a child without touching the child is putting the “evil eye” on the child.

A

Mexican

47
Q

In some _____ cultures, males do not feel they can talk about health issues in front of females from their families.

A

Asian

48
Q

In _____ cultures, women traditionally care for women and men for men.

A

Saudi Arabian

49
Q

will have a competitive edge in the job market.

A

Multilingual technologists

50
Q

Many employment discrimination cases involve situations in which employees feel they have been treated differently from other similarly employed individuals. These are called

A

disparate treatment cases

51
Q

Employment discrimination also may be claimed if the policies of an employer have an unfair impact on employees who belong to protected groups (such as women). These are called

A

disparate impact cases

52
Q

Employment discrimination also includes retaliatory actions by employers against employees who exercise their rights under antidiscrimination statutes. Guidance on such cases was established in the landmark _______ and clarified through many other cases.

A

1973 U.S. Supreme Court case of McDonnell Douglas v Green

53
Q

established that to make a claim of employment discrimination, the employee must first establish a prima facie case.

A

McDonnell Douglas

54
Q

McDonnell Douglas established that to make a claim of employment discrimination, the employee must first establish a prima facie case. This means that the employee, or complainant, must first show that the following conditions have been met:

A
  • The complainant belongs to a protected class (e.g., woman, ethnic or racial minority, disabled).
  • The complainant was qualified for the position.
  • Despite the qualifications, the complainant was not hired or was discharged
  • The employer continued to look for an individual with the complainant’s qualifications to fill the position or hired an individual less qualified than the complainant who was not a member of that protected class.
55
Q

is what must be proved by a complainant making a claim of employment discrimination.

A

prima facie case of employment discrimination

56
Q

It requires complainants to prove they belong to a protected class, were qualified for the position, were not hired or were discharged, and after their discharge, the employer continued to look for an individual with the complainant’s qualifications to fill the position or hired an individual less qualified than the complainant who was not a member of that protected class.

A

prima facie case of employment discrimination

57
Q

includes unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature

A

Sexual harassment

58
Q

has established guidelines defining sexual harassment

A

Equal Employment Opportunity Commission (EEOC)

59
Q

Harassment on the basis of sex is a violation of

A

Section 703 of Title VII

60
Q

Unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature constitute sexual harassment when:

A

(1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
(2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
(3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

61
Q

occurs when initial or continued employment or advancement depends on sexual conduct

A

Quid pro quo sexual harassment

62
Q

A supervisor or manager must necessarily be involved in

A

quid pro quo sexual harassment cases

63
Q

occurs when sexual behaviors unreasonably interfere with work performance or create an intimidating, hostile, or offensive work environment

A

Hostile work environment sexual harassment

64
Q

Sexual suggestions, sexually derogatory remarks, and sexually motivated physical contact may constitute

A

Hostile work environment sexual harassment

65
Q

are liable if they create or condone a discriminatory work environment.

A

Employers

66
Q

To make a claim for hostile work environment sexual harassment, the complainant must first meet five conditions to establish a prima facie case:

A
  • The employee must be a member of a protected class
  • The employee must have been subject to unwelcome sexual harassment in the form of sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, which can include sexually offensive or sexist written material displayed in plain view
  • The complaint of harassment must have been based on gender
  • The alleged sexual harassment must have had the effect of unreasonably interfering with the employee’s work performance and creating a working environment a reasonable person would find intimidating, hostile, abusive, or offensive and the employee perceived as abusive
  • The employer knew or should have known of the harassment and failed to take appropriate action
67
Q

prohibits discrimination against women and expressly imposes liability for damages on the person directly responsible for such discrimination.

A

Magna Carta of Women (Republic Act No. 9710, as amended)

68
Q

prohibits discrimination on account of age and imposes penalties for violation of the Act.

A

Anti-Age Discrimination in Employment Act (Republic Act No. 10911)

69
Q

provides that a qualified employee with disability shall be subject to the same terms and conditions of employment as a qualified able-bodied person.

A

Magna Carta for Persons with Disability (Republic Act No. 7277, as amended)

70
Q

prohibits an employer from discriminating against any solo parent employee with respect to the terms and conditions of employment on account of the employee being a solo parent.

A

Solo Parents’ Welfare Act (Republic Act No. 8972)

71
Q

prohibits discrimination against Indigenous Cultural Communities or Indigenous Peoples with respect to recruitment and conditions of employment on account of their descent

A

Indigenous Peoples’ Rights Act (Republic Act No. 8371)

72
Q

prohibits sexual harassment in the workplace.

A

Anti-Sexual Harassment Act (Republic Act No. 7877)

73
Q

requires employers to develop appropriate policies and programmes on mental health in the workplace designed to, among others, raise awareness on mental health issues, correct the stigma and discrimination associated with mental health conditions, identify and provide support for individuals at risk and facilitate access of individuals with mental health conditions to treatment and psychosocial support.

A

Mental Health Act (Republic Act No. 11036)

74
Q

also prohibits the rejection of job application, termination of employment, or other discriminatory policies in hiring, provision of employment and other related benefits, promotion or assignment of an individual solely or partially on the basis of actual, perceived or suspected HIV status. This law also states that policies and practices that discriminate on the basis of perceived or actual HIV status, sex, gender, sexual orientation, gender identity and expression, age, economic status, disability and ethnicity are deemed inimical to national interest.

A

Philippine HIV and AIDS Policy Act (Republic Act No. 11166)

75
Q

sets policies, standards and procedures on the registration and supervision of labour unions and their activities

A

Bureau of Labor Relations

76
Q

handles conciliation, mediation and voluntary arbitration of labour disputes

A

National Conciliation and Mediation Board

77
Q

is a quasi-judicial agency that has original jurisdiction to adjudicate specific labour claims and disputes

A

National Labor Relations Commission

78
Q

provides for and regulates the creation of legitimate labour organizations, or unions or associations of employees in the private sector that exist in whole or in part for the purpose of collective bargaining, mutual aid, interest, cooperation, protection or other lawful purposes

A

Labor Code

79
Q

In particular, _____ are organized for collective bargaining as well as other legitimate purposes, while _______ are organized for mutual aid and protection or any legitimate purpose other than collective bargaining

A

unions,

workers’ associations

RT 205 (9 decks)

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