Section on Women's Health
Minority Health Survey
There has been a long-standing call for the development of more culturally-relevant and informed spaces for education, clinical practice, leadership, and research. As leaders in our field and specialty, the Section on Women's Health has created the Minority Health Task Force to identify areas of improvement and development. As an initial step, the Minority Health Task Force is conducting a community assessment to gather information on the current needs, concerns, and resources among the SOWH membership. Please take a few moments to fill out the Minority Health Survey. We look forward to getting your feedback!
This survey was developed by the members of the SoWH Minority Health Task Force.
Minority Health Task Force: Uchenna Ossai (Chair), Meryl Alappattu, Kali Aucoin, Rachel Butler, Alexandra Hill, Sarah King, Ijeoma Nwankpa, Brit Ouchida, Laura Teasley, Karla Wente.
Instructions: Please use the definitions below to complete the survey.
Minority Health Task Force Goals:
Define diversity within the scope of the SOWH.
Assess the clinical and educational needs regarding cultural competence and diversity.
Make recommendations on how to support and improve diversity within the SOWH in a white paper statement.
Make recommendations regarding scholarship/grant program(s).
Recommend a protocol for continuous cultural competence for students, clinicians, researchers, and professors/educators
Diversity Statement: The Minority Health Task Force acknowledges the differences within heterogeneous groups around personal identity markers that include the following: a) ethnicity, b) race, c) religion, d) geographic area, e) gender, f) sexuality, g) socioeconomic status, h) age, and i) physical and cognitive impairments. We recognize the systemic influences that lead to physical and psychological health disparities among diverse patient populations. We also acknowledge the impact that implicit and explicit discrimination and bias has on an individual’s ability to access as well as successfully complete educational and professional milestones.
Instructions: Please use the following definitions to assist you in completing the survey.
Discrimination definition: Discrimination is prejudicial and unjust behavior or conduct of an individual or group towards another individual or community that is based on factors including, but not limited to, the following: ethnicity, race, religion, gender, sexuality, etc. Discrimination includes both microaggressions and macroaggressions. Microaggressions are daily, often small and subtle, interactions that send disparaging messages to certain individuals because of their minority status. Microaggressions are often unintentional and unconscious behavior that can evolve into larger scale individual bias and discrimination. Macroaggressions are overt and intentional aggressions towards an individual or group because of their minority status.1,2,3
Cultural competence definition: Cultural competence is a developmental process where an individual, community, or corporation has the ability to acknowledge and value the dynamics of diversity andas well as being able to apply the nuanced cultural context to law and policy making, housing, education, immigration, service delivery, and employment3.
Cultural bias definition: Cultural bias involves a distinct perspective or prejudice that results in an implicit or explicit preference of one culture over another. “There is a lack of group integration of social values, beliefs, and rules of conduct. Cultural bias introduces one group’s accepted behavior as valued and distinguishable from another lesser valued societal group”4.
1. Sue, Derard Wing (2010). Microaggressions and Marginality: Manifestation, Dynamics, and Impact. Wiley. pp. 229–233.
2. Nadal K, Wong Y, et al. (2016). The Injurious Relationship Between Racial Microaggressions and Physical Health: Implications for Social Work. Journal of Ethnic & Cultural Diversity in Social Work, DOI: 10.1080/15313204.2016.1263813.
3. Definition of Cultural competence. Retrieved October 30 2017. National Center for Cultural Competence: Georgetown University. https://nccc.georgetown.edu/curricula/culturalcompetence.html
4. Yingst, T. Cultural Bias. Encyclopedia of Childhood Behavior and Development: Reference Work Entry. p 446. Retrieved on October 30 2017 https://link.springer.com/content/pdf/10.1007%2F978-0-387-79061-9_749.pdf