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Over the past four years, colleagues at Healthpartners are suffering a simulation as part of clinical training.
It is a good sign if the idea of racism (even a simulation racism) makes you feel uncomfortable. It is likely to avoid racism completely. But the fact is that many healthcare professionals suffer from partial or total conflicts on a daily basis. If you are not a person who suffers from racism, you will likely work with someone to do so. It is important for everyone to know what to do in response to racist behaviors.
In this episode of Off the Charts, Sumaya Nour, Assistant Medical Doctor at the Regions Hospital, Ryan Agha, Director of Clightspartners, discusses a clinical simulation that helps build an anti -damn culture. This training simulation got a national attention, which is the subject of an article published in the NEJM catalyst. Listen to the episode or read the text.
What happens during clinical simulation
Clinical simulation is a way to practice realistic medical situations safely without exposing anyone to danger. This simulation is often used to improve patient care. Ryan and Sumaya are distinctive because it helps people build the skills needed to recognize and respond to racism, so that they can be “returning”, a person who speaks when they see unfair or harmful treatment.
During simulation, a person who behaves as a patient makes racist statements to a person who behaves as a nurse. The role of the participants is to determine how to respond and what you do after that. After simulation, there is extracting information, giving learners time to think, discuss, ask questions and share their own experiences.
“This specific simulation helps us to learn how to respond and respond in such a situation,” Sumia said. “There are many ways to do this, but silence is certainly not one of them.”
Unfortunately, rooted in real life experiences
This clinical simulation arose through the events that took place in February 2020 while Sumaya was working in the night attack in the regions hospital, but it helps fill a gap that was present for a longer period.
“Somaya had two rings of successive racism that was shown on it as the emergency room technician,” said Ryan. Despite the presence of colleagues who heard racist insults, no one acted or came to Sumaya’s defense.
Sumaya said: “As a colorful person, as a Muslim woman, the events of racism, fine collapses, and the total collapses are not new to me, but what made this specific position unique is that I was about my colleagues and I did not have the support I needed at that time.” ))
The action taken by Sumaya was to speak with Rayan, who was at the time the director of the emergency room nurse at the regions hospital. “When I shared this story with Rayan, he took it upon him to create a practical change,” she said.
Convert reality into simulation
Ryan felt a “maximum responsibility” to do something and different. He said: “It seemed like the tactics that were previously placed on how to provide training and education was not really working.”
When he became part of the clinical simulation team later that year, he had a moment. He said he remembers, “This is how we can make an effective change – by building simulation.”
Ryan Sumaya requested to share her experience with the clinical simulation team. Based on her story, the team developed a clinical simulation to repeat the situation in an area that could be safe and courageous.
Uncomfortable but important
Since it was created, about 1,000 Healthpartners have passed. The general consensus is that the experience is really difficult but very important.
Carrie Halley’s host, who suffered from bias and racism throughout her life, called that going to simulation was “very uncomfortable.” But she also said: “It is really difficult to feel its influence, unless you are uncomfortable. However, we hope that growth and learning (such) will happen.”
The notes taken with before and after the traffic were positive. Ryan said: “It was really great to see that the wide collective wants this and that they feel even in the emotionally most charming simulation, that we are still developing an area of courage and safety,” Ryan said. In fact, 96 % of the respondents said that simulation was a safe and courageous space for learning.
However, there are some of those who believe that this type of simulation may be a warehouse and that the organization should not support it. Somaya understands these concerns.
She said: “Every time I participate in simulation … you feel uncomfortable.” But she believes that the experience of difficult feelings as part of simulation serve a greater purpose.
She said: “I hope that if other colleagues face similar positions, they are able to stand up and be at the end of it.”
Create a meaningful change in the Healthpartners and beyond
Building an anti -Iranian culture takes a continuous and calm work by people, organizations and society as a whole. Over the past four years, this clinical simulation has helped create awareness about racism and change behaviors.
RYAN and Sumaya believe that there is more they can do to help promote Eri -ATRATEAD culture and support from Healthparters to continue moving forward and expand their learning scope.
“I am very grateful to be in an organization that accepts comments, follows a new strategy experience, then I can also spread this work and obtain it outside our system,” Sumaya said.
Ryan agrees with feelings. He said: “We have strong and powerful support via Healthpartners and our leaders to continue this work.”
Learn about the commitment that the Healthpartners is exposed to creating a workplace where everyone is welcome, insert and value.
