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Running Head: MANAGING NEEDS OF THE DIVERSE CLIENT GROUPS        1
MANAGING NEEDS OF THE DIVERSE CLIENT GROUPS                8
MANAGING NEEDS OF THE DIVERSE CLIENT GROUPS
ASSESSMENT 3: REPORT
Table of Contents
Critical Analysis of Racism and Prejudice    3
Examination of Theories    4
Application in the Organisational Context    5
Understanding Important Skills    6
References    7
Critical Analysis of Racism and Prejudice
In the context of approaching the health disparities, there are theoretical perspectives related to the potential barriers that affect the overall functioning of the models of car. Racial biases and prejudices are the two major sources of affecting the cultural diversity of the clients. In fact, it is a challenging job for the nursing professionals to keep their racial beliefs aside when they are part of an integral system (Trent et al., 2019).
Racism, in spite of the fact that every kind of practice at any professional level related to it is mentioned under zero tolerance policy, works effectively and there are several events and case studies, which can be taken up with regard to the racial biases compromising the overall objectives linked to the development of best models of care (Renzaho, 2020). In fact, racism appears to be the belief system that is one of the core components of the society.
Moreover, racism functions as the pivotal platform in order to develop the prejudices in care. In this context, it is noticeable here that the nurses have to work in an environment that is potentially laced with multilevel racial implications. They have to work with clients who belong to diverse cultural backgrounds and at the same time, they have to deal with possible complications related to their culture at workplace. This is more like keeping the personal cultural system intact, given that the external work conditions are not always favourable to this aspect (Purnell & Fenkl, 2019).
Additionally, the cultural implications and diversity are included as the privilege of the modern societies. To apply racial biases to healthcare, it may lead to—but is not limited to—several outcomes, which hamper the workplace-based cultural diversity. The first aspect of it is to project the image of the professional as someone who does not respect the culture of others; it can be seen in the behavioural approach of the nursing professionals who are driven by the ideology of racism. They keep their professional attitude aside and work on their personal assumptions and learning of a particular race. From this point onwards, one can note that the issues with the racial integrity initiate and they convert into prejudice-based services (Shepherd et al., 2019).
Prejudice is somehow complimentary theory to racism. It is seen when the ideal norms of care are not delivered and it can be due to many sources affecting the performance of the nursing professional in practical. The range of prejudices can be as much diverse as the field of the culture itself. Prejudice can be personally driven due to some past experiences or it can be based on some kind of myth, which is not ‘resolved’ through proper...