title: Developing a culturally competent health network: a planning framework and guide.
abstract: The number of cultural competency initiatives in healthcare is increasing due to many factors, including changing demographics, quality improvement and regulatory requirements, equitable care missions, and accreditation standards. To facilitate organization-wide transformation, a hospital or healthcare system must establish strategic goals, objectives, and implementation tasks for culturally competent provision of care. This article reports the largely successful results of a cultural competency program instituted at a large system in eastern Pennsylvania. Prior to the development of its cultural competency initiative, Lehigh Valley Health Network, Allentown, Pennsylvania, saw isolated activities producing innovative solutions to diversity and culture issues in the provision of equitable care. But it took a transformational event to support an organization-wide program in cultural competency by strengthening leadership buy-in and providing a sense of urgency, excitement, and shared vision among multiple stakeholders. A multidisciplinary task force, including senior leaders and a diverse group of employees, was created with the authority and responsibility to enact changes. Through a well-organized strategic planning process, existing patient and community demographic data were reviewed to describe existing disparities, a baseline assessment was completed, a mission statement was created, and clear metrics were developed. The strategic plan, which focused on five key areas (demographics, language-appropriate services, employees, training, and education/communication), was approved by the network's chief executive officer and senior managers to demonstrate commitment prior to implementation. Strategic plan implementation proceeded through a project structure consisting of subproject teams charged with achieving the following specific objectives: develop a cultural material repository, enhance employee recruitment/retention, establish a baseline assessment, standardize data collection, provide language-appropriate services, and develop an education program. Change management and project management methodologies; defined roles and responsibilities; and specific, measurable, attainable, realistic, and time-bound goals were used in the implementation. This process has supported organizational change, thereby promoting high-quality, safe, and equitable care through widespread expectations of culturally competent care delivery across the entire network. Using this "ecologic approach" will ensure long-term success.
authors.affiliation: External Programs, Division of General Internal Medicine, Lehigh Valley Health Network, Allentown, Pennsylvania, USA. Eric.Gertner@LVHN.org
authors.forename: Eric J
authors.initials: EJ
authors.lastname: Gertner
authors.forename: Judith N
authors.initials: JN
authors.lastname: Sabino
authors.forename: Erica
authors.initials: E
authors.lastname: Mahady
authors.forename: Lynn M
authors.initials: LM
authors.lastname: Deitrich
authors.forename: Jarret R
authors.initials: JR
authors.lastname: Patton
authors.forename: Mary Kay
authors.initials: MK
authors.lastname: Grim
authors.forename: James F
authors.initials: JF
authors.lastname: Geiger
authors.forename: Debbie
authors.initials: D
authors.lastname: Salas-Lopez
mesh_terms: D003159:Community-Institutional Relations; D054521:Cultural Competency; D019033:Delivery of Health Care, Integrated; D006801:Humans; D019982:Organizational Case Studies; D015279:Organizational Culture; D009936:Organizational Innovation